Recruiting - The Advance Group

Are You Taking Unnecessary Risks with Your Supply Chain?

HMG Success on August 27, 2012

Risks are a part of managing the supply chain in any business. There are going to be situations where taking risks are a good thing, like launching a new product or replacing one item with another. Yet, in order for a business to maintain success, most of the risk needs to come out of this process. More so, there needs to be steps in place to minimize risk and to realize it is there.

What You Can Do

As a business owner, there are steps you can take to minimize the amount of exposure you have to bad risks. Ultimately, you need a way to measure and control risk in order to run your business successfully.

Visibility

To minimize risk to your supply chain, the first step is to know where your blind spots are. Extended supply chains are constantly growing and changing and this inevitably leads to potential problems associated with areas you cannot see as risky. Improve your ability to handle risk by knowing what risk factors are affecting your business on a regular basis. A good way to do this is to look at events as they are happening rather than just using historical data.

Know and Trust Your Professionals

The next step in minimizing risk is to put trust in your people. You have vetted them. They know their job. Now, it is your job to trust them. Use technology to help enable your team to respond to concerns right away. To mitigate risk, you need to know how well your human assets are able to respond to the situation and handle it. Of course, training and preparation will help here.

Practice

The only way to know the outcome of any what if situation is to practice. If you plan a process to follow for various scenarios that could occur, your people will know how to react and will be able to do so faster. While scenario planning is not a given, it can reduce risk factors significantly.

Maintain your supply chain with quality staff from Advance Temporary. Get in touch with us today!

How to be an Eco-Conscious Manufacturer

HMG Success on August 6, 2012

Investing in a green manufacturing initiative may be at the top of your list of goals for this year. There is no doubt about it, this does offer various benefits. For one, it is great PR in a world where consumers love a company’s efforts to reduce their carbon footprint. It can also save the company millions of dollars over its lifetime in many instances.

Some companies are taking big steps, and making big investments, to be an environmentally conscious company and it is paying off in spades.

What’s Behind the Push?

For many companies, it is all about the demands of the consumer. Companies are making significant changes to their investment plans to fill the demands of the consumer. The consumer is demanding eco-friendly, environmentally-focused products. This is driving manufacturers to invest in newer technology that is more environmentally friendly. The immediate cost is simply worth it in the long-term.

Solar Installation

Diamond Wipes is a good example of this extreme investing for the payout to the company. The company installed a 3360 panel solar system on top of its new manufacturing facility in California. It cost the company $1.6 million to do, which is about 8 percent of their annual earnings. In doing so, the company is creating enough power to fill virtually all of its needs or even to exceed them.

The company’s investment may be a wise one. With 35 to 40 percent of it coming back to them over time through federal and state rebate programs. For the total payback, it could take seven to eight years to realize their investment and break even. Considering this, it could take the company a decade to break even. It may not sound financially wise, but for the company it’s all about good business.

The benefit, the company says, comes from the PR value found in both the consumer and the corporate customers. This particular company is mainly a business-to-business provider, and the green model it is taking will appeal to those companies they operate with over the entire supply chain.

Beyond the Solar Panels

Environmentally friendly initiative extends beyond solar panels. Companies are investing in methods that reduce emissions. Another option is to improve shipping and warehousing to ensure they are efficient. Moving to biodegradable products is also a key benefit some companies are enjoying. Some are also looking to cut packaging costs to reduce waste. Others are demanding greener base products from manufacturers, all with the goal of creating a more eco-conscious end product for the consumer.

The initial investment may not pay off for some time, but for many companies, it is worth it just to do good business. Meeting the consumer’s demands and fulfilling corporate customer’s needs is worth the investment.

Advance Staffing Solutions in the central states of Ohio and Michigan can help your manufacturing program to become more eco-friendly. Find out how temporary staffing can support a more green manufacturing model.

Engage your Front Line Employees to Drive Growth

HMG Success on July 26, 2012

In a scenario in which management and front line employees remain distant to each other, there’s an increasing gap present in the ability to drive a business. In short, numerous studies, various research programs, and reports teach that a top-down strategy within the business environment is not a quality substitute for engaging employees and managers who operate the business at the customer-point. If this is the case, why is it still happening so often?

It’s a Tough Road

One of the reasons why so many businesses fail to take on this type of advice, of working in a front-line centered element, is that, for most situations, it is a game of staying at the top. The problem is, in a capitalism drive society, many businesses fail and even those that do not only remain at the top of their game for a short period of time. In a 2006 study conducted by John Stubbart and Michael Knight, the two looked at various firms and their history. The study found that of the six million firms included, only 10 percent were still in existence at their 40th anniversary. That study was done in 2006.

In many cases, businesses miss growth opportunities because they fail to engage the front-line worker and the managers on the scene. In fact, innovation is often unpredictable and based on unplanned connections within a business. In other words, some of the best people for finding these growth opportunities are those who work with customers on a regular basis, not top of the line (and often out of touch) management.

Think Like the Military

The U.S. military is a perfect example. While it may look like a top-down management style, it is just the opposite. Leadership and management within the military is dependent on a bottom-up design – the communication and learning within the troops comes from those men on the front lines, not those sitting in the offices. While the organizational chart displays a very complex method of managing these individuals, it is really the people on the ground that makes the biggest difference in the decision making and running of the organization.

In fact, in today’s military scenario, front line troops are given cyber technology to allow them to remain in constant communication with their leaders. These individuals have access to the top levels within the military. That is something that is not often easy to see within today’s management structure.

What does this mean for a business? It means CEOs need to create more points of interaction with their front-line workers. This type of leadership not only helps to grow a business, but it can also help to sustain it well past that 40-year anniversary so many do not make it to.

To build your team of front line employees, you need pre-screened and quality employees who can get the job done. Advance Staffing Solutions in the Toledo, Ohio and Michigan regions are there to help.

What Workers Want from their Bosses this Summer

HMG Success on July 13, 2012

What can employers do to enable employees to be happier on the job? One thing they can do is to realize that summer is not when most workers want to put in long hours. Rather, a study found that in the summer, employees long for long weekends where they can cut out of work early on Fridays and flexible schedules to accommodate mid-week breaks. Is that outrageous? The same study found that employers are happy to offer these benefits.

Controlling the Schedule

There are many benefits to having some control over their schedule, employees note. A survey of 400 employees and more than 500 human resource managers provided the information. In the survey it was found that many employees expect these types of concessions during the warmer months.

41 percent of all workers participating in the study desire flexible schedules during the summer months.
28 percent of those who participated want the ability to leave early on Fridays.
Some employees desire company picnics and a more laid-back dress code during the warmer months, too.

It used to be that summer was time to roll up your sleeves and get down to business. It could be the fact that workers are putting in longer hours or it could be that more employers are hoping to accommodate the needs of their employees. In either case, employers are on board with providing such incentives.

Employers Offer Incentives

Employers who responded to the same survey were more than happy to extend some benefits to their employees during the warmer months. About 75 percent of them allowed for flexible schedules, which is the most commonly requested feature from employees. As far as Friday’s go, employers understand this need too. Accordingly, about 63 percent of them will allow employees to leave early on Fridays to get a bigger weekend in.

As for the other requests from employees, employers want to provide help there, too. About 50 said they reduced their dress code requirements and about 25 percent stated that they offered some type of picnic or outing during the summer for employees. About 6 percent stated they offered no benefits for this time of the year.

Should You?

A big question to ask then is should you be offering some type of incentive to your employees? It is a good idea to accommodate the needs of employees when it fits within your schedule and your abilities. However, it is critical to do so properly and that often means that there should be some level of supervision involved. While most will be more committed to their job when you offer incentives like this, there may be the one or two people who take advantage of it. That is why it is important to have monitoring in place.

5 Ways to Make Your Seasonal Hiring More Efficient

HMG Success on June 26, 2012

Hiring seasonal employees can be quite the challenge at times. The competition among businesses to attract top talent is fierce and heats up early during peak seasons. But, there are things you can do that will help you be more efficient and effective at finding those talented individuals to add to your roster of seasonal workers.

1) Start the hiring process earlier than your competitors. This might seem like overkill; but it is the most effective way to ensure that you’re getting the employees that are forward thinking and ready to roll once the season begins. The most important aspect of this is that it doesn’t leave you scrambling to find workers at the last minute.

2) Hire more workers, initially, than you believe you’ll need. For whatever reasons, most companies lose a lot of seasonal workers throughout the season. Some workers meet their personal goals and no longer need the work, others find permanent positions, and still others find that they really aren’t as suited for the work as they believed they would be. You need to be prepared for this ahead of time and have contingencies in place, such as a workforce that’s sufficient to lose at least two-thirds of its numbers throughout the season or a handy list of backup candidates to call in if needed. Some companies continue hiring throughout the season in order to replenish their numbers as well.

3) Invite previous employees to come back. In fact, if you’ve had people who have worked well for you in the past you might want to not only invite them to come back but also to ask them for referrals. They know what the job entails and that they’ll be the ones “picking up the slack” if they don’t recommend hard workers. They are often better able to pick out and refer good, solid employees for you than most HR staff members could easily identify from a stack of applications.

4) Hire your customers. The people who buy your product day after day and year after year are often the people who are best suited to get excited about working for your company—even if it’s in a seasonal capacity. They know your brand. They use your brand. They are in an ideal situation to help promote your brand as well. If you really want to reel them in, consider letting them know about any employee discounts or other perks you have to offer.

5) Develop a reputation for respecting your employees. There are few things that can go further to help you get good employees, seasonal or otherwise, than developing a reputation that says you show your employees respect. It can overcome many workplace deficiencies such as only offering seasonal work, paying less than some competitors, and even offering fewer employee benefits because it’s become such a rarity in today’s businesses. Be that business and you’ll be much better able to entice talented seasonal workers to your business.

The above ways can make a big difference in your efforts to hire the cream of the crop when it comes to hiring seasonal workers. For even more success with recruiting seasonal temporary workers, Advance Staffing provides many excellent candidates year round.

Modern Day Compensation: What Do Employees Value These Days?

HMG Success on March 14, 2012

Modern day compensation is not all about the money. While many companies are focusing on driving key professionals into their organizations, if they only focus on providing a paycheck, they could miss the best professionals in the market. While a salary needs to remain competitive, it is far from the only thing that today’s professional wants to switch jobs or to accept one offer over the other. For any employer or HR recruiter looking for a top-notch candidate, there is more to dangle as a carrot than just a high paycheck.

What Else Candidates Want

Employees value a great number of things. Just a few years ago, employer loyalty was enough. Those who had a job were not tempted to leave for another offer because they were happy with what they were doing. Now, it is easy for employees to go from one company to the next especially when the incentives to do so are better than where they are right now. How can your business be the greener grass for those employees you are after?

Take a look at some of the other values employees have a desire for in today’s workforce. If your company cannot or does not offer these, it could be missing out.

Employees want to have the ability to make decisions. From simple ones to more complex project management decisions, employees want to be trusted enough to do their job. By empowering employees, they perform better, too.

Employees want job security. In a company that is struggling, it will be hard to entice a key player into the ranks. Job security often translates into a company they will want to work with for a long period, too.

All employees want respect. They want to know that you value their opinion and that their abilities matter to the company. Actions and words make a big difference in whether a company is worth working with for the long term.

They want a challenge. Sometimes, the company that can offer the experienced executive the biggest challenge with the best reward can also be a better option than the easy job. If an employee does not feel they are using their skills in their current position, they may be willing to talk to another company who can challenge them.

They want perks and incentives, but they want to do their job their way. Having access to MP3 players on the job or being able to incorporate a more laid-back attitude is important especially to the younger generation. A business that wants to find great employees needs to communicate with those employees about their desires.

For those businesses and HR managers looking for the best of the best in talent, remember it is more than just money that candidates want. Have confidence in the employee. Give them the freedom necessary to do their job their way. In the end, the company ends up benefiting by attracting better employees who are happy to stick around.

Salary Negotiating Tips for Employers

HMG Success on February 29, 2012

Salary negotiations are always tricky when hiring new staff members. As a hiring manager you do want to be fair to new employees coming in; but, you have a responsibility to the company as a whole. There is a delicate balance between what is desirable, what is acceptable, and what is fair – for all parties. Keep these things in mind as you negotiate salaries with new hires or hopefuls and see if you can enjoy a favorable experience for everyone involved.

Attempt to Find a Salary Where Everyone Wins

The bottom line is that if you bring in new staff members with a salary that’s moon and stars higher than other people with similar responsibilities in the company it will breed resentment and make for an uncomfortable work situation (not to mention quite a few other unhappy staff members). If you make an offer that’s too low you miss out on the benefit of the candidate’s potential contribution to your organization (after possibly months of careful selection).

Be Prepared for a Counter Offer

You know, better than anyone else how much you can afford to pay and how much you feel the position merits. In other words, you also know how much you’re willing to pay. Usually there is a salary range that would be acceptable. Make your offer near the lower end or middle of that range and be prepared (you should even expect) a counter offer. This gives you a little negotiating room of your own when the time comes.

Keep Your Offers Appropriate for the Location

You’re not going to bring in new talent to high-salary, high-tech areas if you’re offering low-ball salary options. It’s just not going to happen. They won’t be able to afford the parking much less rent or a house note. If you want to attract top talent then you’re going to have to come up with a salary offer that is appropriate to salary situation in the local landscape.

Present the Salary Offer as Part of a Package

Don’t give a verbal salary offer. Present the salary offer as if it is part of something bigger – a “golden” benefits package. Some benefits matter more to employees than other benefits. Benefits you may offer include: generous vacation or PTO (paid time off) packages, profit sharing, stock options, tuition reimbursement, relocation expenses, matching funds for charitable donation, health benefits, retirement benefits, on-site recreational benefits, extended holidays, etc. It could be that you have a benefit package that is attractive enough to your candidate to make him or her overlook a lower salary.

Negotiating salaries with new hires may seem like a complex situation but if you display a fair-minded and balanced approach throughout the process it will work in your favor more often than not.

The Importance of Hiring a Social Candidate – Who Doesn’t Just Look Good on Paper

HMG Success on February 8, 2012

Hiring the right candidate takes more than just looking at what the professional can do based on his or her paper application. Many employers are spending time researching and learning about candidates more fully, outside of the standard resume. Recruiters want to know if a candidate is social and what their social skills are doing for them. After all, in a globally connected world, it is critical to communicate at the best level and that means being a socially active person, both online and offline.

What Is a Social Candidate?

The right candidate for any position needs to have the proper technical skills and the experience necessary to do the job. However, soft skills, including communication skills, are just as vital. Those who have limited social skills often lack the ability to use the knowledge they have to do their job properly. Turnover is higher. They often struggle with relationships within the workplace. Some never move from lower level positions due to their inability to communicate. They can even contribute to a poor morale among employees.

On the other side, a social candidate is one that does embrace working with others and has good communication skills to back it up. These professionals may stand out in an interview but they also stand out when researching them online. Here are some of the features to look for in the social candidate.

Choose someone that understands and monitors the way his or her actions affect those around them.
Does the candidate show concern for others through their actions and words? Do they understand how to manage other people’s feelings?
Does the individual have good control over him or herself in terms of communication? When expressing emotions, do they do so in a negative, abusive or destructive manner? You do not want these traits in your workplace.
Are they socially active? Often times, just noticing if a candidate is active in communicating with others (usually in a positive manner) helps indicate how effective communication skills are. Comparatively, a candidate that is not social active could be a factor.
Is the individual highly judgmental? Does he or she describe others in a negative light or in a positive one? Those candidates that do not express positive insight but only negative information are often problematic in the workplace.

Why do social skills like these really matter to you?

As a business professional, every detail of the way a person looks, acts and speaks reflects directly on your business. A person that dresses inappropriately, for example, does not represent your company well. Likewise, hiring a candidate that has poor communication and social skills can mean that person’s interactions with your clients and business partners, as well as employees, can be negative. Rather, hire a social candidate with the skills to communicate properly and you could score a candidate you want to work with long term.

Haven’t Hired in a While? Advice for Recruiting New Hires

HMG Success on January 7, 2012

After a period filled with economic uncertainty, many companies are facing a new dilemma. They now need to fill positions that were either vacated or eliminated over the past several years. The problem is that many companies have had a freeze on hiring for long enough that they’ve gotten out of the practice of hiring altogether.

Here are a few tips that are sure to get you back in the habit of effective recruiting before you know it.

Know What You’re Looking For

Before you can come up with a proper recruitment plan you need to know exactly what kind of employee you’re looking to hire. What positions need to be filled? What qualities or traits make a prospect a good fit with your corporate culture? Are you willing to take big risks in order to find truly innovative staff or do you prefer to stick with traditional characteristics and experience for the position in question?

These are all important questions that can really shape the hiring and interview processes. Once you’ve identified the kind of employee you need or want to hire then you can begin the search in earnest.

Set Deadlines to Find Qualified Candidates

It’s easy to get lost in a sea of maybe and tomorrow. Time is a luxury you don’t have when you need someone to pick up slack or start making changes now. Give yourself a hard deadline to find a group of solid candidates and set up interviews.

Once you have a deadline in place you can tailor your search process to get the fast results you need. An added sense of urgency can serve as a huge motivation and help keep you on target for the “less glamorous” aspects of looking for new hires.

Utilize Every Available Recruiting Option

You are no longer relegated to a time when the Sunday paper was your best recruitment tool. The rules have changed and technology is changing them even more. Don’t forget to place notices of positions on your company website. Make sure you’ve made it mobile device friendly as well as many people are conducting their job searches on the go these days.

Take advantage of recruitment services, like Advance Temporary Services. You’ll be surprised at how effective they can be (and cost effective) by eliminating the daily grind of finding new, highly skilled candidates for the positions you have available. More importantly, they can do the hard work of prequalifying candidates for the positions you have available so that you’re only seeing the best of the best available and not forced to sift through many unqualified applicants that aren’t likely to be a good fit for the culture of your company.

Social media is another excellent tool you can put at your disposal to find a sea of applicants for your positions. You just might find the perfect choice in short order. More importantly, you’ll have a list of qualified people the next time a position becomes available.

Recruiting new hires doesn’t have to be a painful prospect – even after a long absence. This is cause for celebration; not dread. Just keep these tips in mind and you’ll have the cream of the crop knocking on your door before you know it. For help finding the best employees this year, contact Advance Temporary Services!

Photo Credit: Ambro / FreeDigitalPhotos.net

4 Things You Should Include in an Administrative Professional Job Description

HMG Success on December 21, 2011

A good administrative professionals’ job description should clearly and concisely state what the job entails, including the position’s purpose, responsibilities, duties, and qualifications. It shouldn’t be overly detailed or unduly simplistic, but the job description should be customized to the needs of the person or team who the assistant is supporting. An administrative professionals’ workload can vary significantly by company, but there are some general tips for putting together the job description.

Here are four areas you’ll want to include when writing a job description for an administrative professional:

1) Purpose of Position. Outline the basic role or function of the administrative position. You’ll want to include who the administrative professional is working for. Will the administrative professional be supporting a Manager, Director, or President of the Company? It’s essential to put into writing whether the administrative professional is employed to support one executive or a collection of positions to avoid confusion later on.

Include a general overview of the duties and responsibilities of the position, but don’t get too detailed — you’ll be providing the specifics in the “Duties and Responsibilities” section of the job description.

Take a look at this sample administrative professional position purpose: “To perform general administrative duties and provide support to the Executive Director as requested.

2) Duties and Responsibilities. Within the duties and responsibilities section, provide the exact primary task details of what will be required by the position holder. Typical duties of an administrative professional include booking travel, taking minutes in meetings, scheduling and managing a calendar, correspondence preparation, screening calls, opening and sorting mail, along with a host of other general administrative duties. Use a bullet format to list duties and start each task or responsibility with an action verb, such as sort, create, maintain, etc. To cover all basis, reserve the last bullet to include any other duties or tasks that may be required.

3) Minimum Qualifications. In the minimum qualifications section you’ll need to include the number of years experience working in an office environment or reporting to a particular management or executive level. Further, if the position requires educational credentials, such as secretarial training or an associates degree, you’ll also provide this information here.

Warning! Be sure to exclude any statements that could be viewed as against the Equal Opportunity Employment (EEO) laws, such as those making references to race, sex, color, religion, age, national origin, physical limitation, or mental disability.

4) Skills. Administrative professionals are often required to have extensive software skills, especially in today’s digital age. Make sure you list all required software skills, such as Power Point, Adobe, Photoshop, Word, Excel, Quicken, or any other software product unique to the business. Other skills typically required of Administrative Professionals include good communication skills, writing skills, dictation, transcription, records management, basic bookkeeping, basic website updating, and customer/client service.

After reading through the job description, administrative professional applicants should have a good understanding whether they have adequate knowledge, skills, and experience to carry out the duties and responsibilities of the position effectively.

What is an Interviewer REALLY Asking When They Say “Tell me About Yourself”?

HMG Success on November 27, 2011

You are in an important interview for a job you really want at a company that gets you really excited about your career. As you sit across from the potential employer, you smile and know things are going well. Then, they ask the question, “Tell me about yourself?” What do you say to that?

The common answer that interviewees give is about their work experience. Some will discuss their personal lives. Others will answer with comments about what they like to do and what they did last night. None of these answers is the right one from the perspective of the person giving the interview.

What’s He Really Saying?

When heading to an interview, realize that the person asking you questions is not always going to be looking for the answer to that question. In other words, he or she may ask one question but is probing for a completely different one. It is up to you to understand the true meaning of any question prior to answering it. This is not always an easy process, though.

In order to know what the interviewer is really saying, you need to do two big things: listen to the entire question and notice any cues he is giving you. If you can do those things, you will be able to answer any question, including this one accurately.

What Is the Interviewer Looking for in Those Questions?

In most situations, a job interviewer is looking for the best candidate to fill a specific position. To learn if the person sitting across from them at the desk is that person, he needs to find the answers to some very specific questions, including these.

Can you do the job? Will you do the job?
What special skills do you have that others do not have that makes you a better choice?
What experiences do you have that makes you a better choice over other applicants?
What do you have to offer to me that is something the company is lacking?

Knowing what information the interviewer is after, you can provide a better answer to the question asked to you. Ask yourself, how you can answer these questions in a way that provides the information the interviewer is really looking for you to provide.

Know the Cues

Secondly, notice any cues that the interviewer is putting out there. These can be key indications of what information is necessary and what may not be. More so, the cues are often signals to you as to how you should answer questions. For example, the following are some cues you may see.

The interviewer is distracted by something else in the room.
The interviewer is interrupting your replies, which shows he or she is impatient.
He keeps looking at the wall.
He is slouching.
He is listening intently to what you are saying.

If the interviewer seems distracted, he or she may be annoyed with how long your answers are. If he is interrupting, you may not be answering in the right manner.

Tell Me About Yourself

Keeping all of this in mind, the answer to this question comes down to just a few things. Can you communicate well with others? Do you have the ability to set goals and to stay on track? Can you handle rejections? In other words, are you able to answer these questions in a way that delivers the responses he or she needs?

Get ready for a great new part time or full time career when you work with Advance Staffing Solutions. Let us help you get ready for those upcoming interviews so you can be successful in your quest for the right job.

Job Offer Letters: What to Include and What to Avoid

HMG Success on November 21, 2011

People who enjoy watching horse racing are familiar with horses coming “out of the gate”. This term refers to how smoothly a horse leaves the starting gate, which can give the horse a good starting position in the race. It also helps to contribute to how successful the horse will be.

In a way, this idea can also refer to new employees. Hiring companies and new candidates know that a good start is beneficial to both. A good job offer letter can be the beginning component of this successful start. Here are some elements of what should be included in an offer letter, and what should be left out.

Job offer letters should specifically state the job title and location of the position. Identifying the job title confirms to the candidate what the actual job duties will be. Location is helpful if there are multiple locations for the company. The letter should also mention the start date of the job. These may seem obvious items to express in the letter, but they minimize confusion for new employees not familiar with the company. Effective communication of details sets the tone for good rapport with the company. In addition, a designated contact person needs to be stated on the letter.

Many companies are at will employment agencies. This means they have the ability to hire and fire at will. Some companies in a union environment have an established procedure for the termination of employees. Job offer letters should include information that the business is an at-will company so that new workers are aware of this from day one.

Letters should also clarify the compensation for the position. This may have been addressed in the job announcement and at the interview. For purposes of clarification, pay should be included in writing. This should not be done on basis of annual salary but what it will be per pay period. Knowledge of their compensation helps new workers when they need to make adjustments in their lives with their employment such as added cost of a longer commute.

Some form of feedback should be given by the new employee. This can be in the form of an email confirming receipt of letter and acceptance of employment. Some companies also make it a policy to have the candidate sign, date and return the letter verifying acceptance of the employment offer. Businesses need to make this decision based on their need. Any letter written should be simple, professional and direct.

Avoid making statements regarding job security as anything in writing can become a legal document if problems occur and arbitration is necessary in the future. Nothing should be mentioned regarding the length of employment. Personal statements should be kept out such as “we are sure you will have a long future with us”.

For more information on writing offer letters, be sure to visit our employer resources found at Advance Temporary Services.