Recruiting - The Advance Group

Confessions of an HR Manager: Why I Love a Great Staffing Agency

HMG Success on November 15, 2011

A special thank you to our client, Meredith Soleau, Human Resources Director at Ed Schmidt Auto, Inc. for writing this post.

I’ll never forget the first time I called Advance Staffing Services. I was beyond stressed.

My Lead Administrative Assistant was going to be out for a medical emergency, and we had no idea when she would be able to return to work. It was a total crisis. Visions of me answering the phone and making customer receipts danced through my head.

I needed help. Thus began the beautiful relationship between the Ed Schmidt Auto Group and Advance Staffing.

Finding help that day was easy. It was honestly easier than ordering a pizza. They delivered Jacque to our doorstep the next morning, and she was absolutely perfect. She handled the Administrative position much better than I ever could have, and she was already trained! We ended up loving Jacque so much that we’ve found her a permanent position in our company, and she is now our employee.

I’ve really relied on Advance Staffing over the years. I call them for a variety of staffing needs.

Temporary Assignments: They handle both short and long term temporary assignments.
Temporary to Hire: I can “test” and employee and decide if they would be a perfect fit before I hire them on my staff.
Direct Hires: They take care of my entire recruiting process.
Professional Search: They seek out the top talent in the industry and feed me the best. This is especially useful when you never stop recruiting for very hard to find, niche positions.

As the head of a small HR department, I’ve found there are many advantages to using a staffing agency.

Cost & Time Effective
My time is worth money. The time it takes to recruit, hire, and train an employee is valuable. And when I make a hiring mistake? It’s not as if I can just send them away. There are additional costs involved with replacing someone and leaving a position open during that time.

Advance Staffing removes cost per hire/cost of turnover concerns from the equation. If I am not 100% satisfied with whom they’ve sent – they send me someone else. If I need someone tomorrow – I have them on time, every time.

I no longer spend time to placing expensive help wanted advertisements, weeding through 100’s of resumes, interviewing, and waiting on background checks. I simply call them and they deliver quality people time and time again.

It’s Flexible
I need extra help during our busiest times of the year. The car business is cyclical, and I don’t want to be saddled with actual employees that would need to be terminated during out slower months. So whether I need a little extra help during our annual inventory audits or extra people to assist with customers, it’s great to know I can adjust my staff size with temporary help based on business need.

Forming Relationships
Jacque is a perfect example of how long lasting relationships can be built with Advance Staffing employees. She was able to show us her abilities, and when a position opened in our company, we were able to hire her. She was noticed as a top performer before I ever had to place an advertisement. A connection was made between us (the employer) and Jacque (the employee).

At the end of the day, that’s what human capital is all about. Humans.

Want to work somewhere FUN? Prepare for an interview at an employer with a unique company culture.

HMG Success on November 13, 2011

In many companies today there is a focus on providing not only a great salary and benefits package, but also on giving employees a fun atmosphere to work in. This movement started with the first company that decided a casual, fun workplace was more conducive to happy and productive employees—and for good reason. Studies have consistently shown that happy employees lead to higher levels of productivity, which translates to more revenues and greater creativity. This leads to innovation like never before seen. Just think Google and Apple and you get the general idea.

As you start interviewing for new assignments, you may encounter companies that promote this “fun” workplace. In order to put the best foot forward, it’s best to prepare in advance for a different style of interviewing you may experience. Here are some ways to get ready for an interview at the next funhouse company.

Before the interview, review the corporate website and any articles that pertain to the company as a whole. You will generally be able to learn much about a company by reviewing any press that the company has received, including the executive leadership. Try to understand what the company stands for by reading the mission statement. This will come in handy when you are asked to come in personally for an interview.

If you have the opportunity, speak with the direct hiring recruiter to find out what the general corporate culture is like. Ask what the inside of the building is like, what are some of the events that the company has, and what the general population of the existing staff are like. Does the workplace include any on-site perks like a café, coffee shop, exercise center, a skateboard or bike path, entertainment spaces or other aspects of a fun environment?

Check with your staffing agent to find out what the dress code will be for the initial interview, because he or she has been inside the company. If the agent tells you business casual, be prepared to dress smartly for the interview, but not too over the top with a suit and tie, or too casual with jeans and flip flops. If this fun work environment includes ultra-casual attire, wear at least khakis and a collared shirt to avoid appearing too “stuffy”. Dress codes do vary from one fun workplace to another, so don’t assume to know what will be expected of you.

Ask around to see if any of your personal contacts know anyone who works at your target company currently. If you normally associate with people in the particular industry you are trying to get employed in, chances are someone knows a little more about the company than you, or has had a chance to visit there for an interview. Friends within the company can also shed more light on what it’s really like to work in that environment, which can give you more to go on as you interview. You’ll likely get a more accurate picture of what the fun environment is about, rather than a somewhat biased view from a recruiter who is trying to court you for a job there.

Remember, that you only get one chance to make a positive impression, and that the company has one shot to entice you to want to work there. Sometimes what seems like a “fun” environment to others may not be the right environment for you to work in. On the other hand, it may be the perfect place for you to grow in your career.

Why it’s Important to Conduct Background Checks, and How to Do It the Right Way

HMG Success on November 4, 2011

There are many good reasons why it’s important to conduct background checks for all potential new hires. For one, people are not always who they say they are in the interview process. People will very often say anything to get a job, especially when there is an average of 10% unemployment rate in the country as of this article. Conducting a background check protects not only the company, but also the existing and future staff at the company, from possible issues such as workplace violence, theft and property damage.

Did you know that in just 2009, there were nearly 572,000 non-fatal crimes that occurred in workplaces around the USA? These figures were released by the Justice Department Bureau of Justice Statistics’ newly released publication, Workplace Violence, 1993-2009. Those figures may seem staggering, but more and more cases of workplace violence and crime are making the news daily. It’s important to reduce the chance of workplace crime by conducting thorough background checks as part of the new hire process.

A best practice for conducting background checks is to use a reputable employment background check company to objectively provide information on candidates before an offer of employment is made. This information can be obtained within a matter of days by a good background check company, but keep in mind that all candidates must give their written consent to this check. Require each candidate to sign a background release form, which gives you permission.

Another best new hire practice is to check employee references, from past employers. Find out if the candidate is being truthful about his or her work titles, duties, dates of employment, and reason(s) for termination. While sometimes a candidate may use an incorrect date or embellish actual work duties on a resume, look for glaring differences in the information provided by the candidate vs. the actual information received by references.

You will also want to require a drug test as part of the background check. You would be surprised at the types of people who are actively engaged in drug usage in this country – an epidemic that has spread to all socio-economic communities. Again, do this before making any offer of employment, and make sure to consistently check all candidates regardless of the job itself.

Lastly, work with a quality staffing company that can conduct background checks for all your candidates. This can save you a great deal of time and money with your recruiting efforts. Any candidates will have already been checked for criminal histories, drug use, false information, and more before they have a check to become part of your corporate environment.

Want more information on how using a staffing agency to conduct your background checks can best work for your company? Consult with the career experts at Advance Temporaries today!

Should You Avoid Hiring Over-qualified Applicants?

HMG Success on October 6, 2011

As our nation faces even more challenges in the job market, recruiters everywhere continue to encounter a great influx of candidates for fewer job openings than ever before – many of whom are overqualified. While this can be a difficult situation for any hiring manager to decide if taking a risk on an overqualified candidate or not, there is actually some good that can come out of this scenario.

You may not want to avoid hiring candidates who are over-qualified after all….here’s why.

Over-qualified actually means more experience. The person that is deemed over-qualified for a specific assignment may be able to bring your team more than you can imagine. Instead of having just the basic skills to do the job, the over-qualified person has gathered a nice amount of real-world work experience that can translate to better ways of doing things. Your organization can use this experience to help bring other team members up to speed faster, as well as mentoring opportunities.

Experienced candidates are dedicated to their careers. You may find this surprising, but a vast majority of seasoned job seekers are actually trying to maintain a solid career path. That’s why they are applying for work at your company because they are dedicated to furthering their careers through relevant positions. The trick to keep these more experienced employees on board is to make sure they are compensated and challenged enough in their roles.

Career-minded candidates tend to desire more stability. For candidates who place a emphasis on gaining long-term career success, your task is to make sure your company can provide somewhat of a stable experience. This means having a clear succession plan in place to give top performers somewhere to go on the corporate ladder over time. While a lower level spot may be all you can offer presently, knowing that there is more to offer will keep experienced candidates on board.

Stable employees mean more successful long-term placements. The great thing about focusing on serious candidates, even if they do seem overqualified, is that their interest lays in finding stable employment. This translates to employees who will most likely stick around for a longer period of time, than job hoppers and youthful inexperienced candidates who don’t know their status. Choose seasoned candidates for lower staff turn-overs.

Want to find highly qualified candidates to fill critical positions in your company? Check out the best source of skilled employees here at Advance Temporary!

Why It’s Important To Conduct Background Checks and How To Do It Legally

HMG Success on September 23, 2011

The hiring of new employees can be sort of like walking a tightrope. It is important to find the right candidate with the qualifications and integrity to do the job, but in today’s hiring climate it’s impossible to accept clients at face value. To be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. The purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal.

Verify Employment Qualifications

Any employer can be overwhelmed with the number of resumes received for an open position. There could be several applicants with outstanding qualifications to do a job. It can be difficult to determine one that sticks out. At the basic level, the background check is to determine if information provided by an applicant is true and accurate. It also helps paint a picture about the applicant beyond what is on paper or discovered in a short interview. Previous employers give an idea of what kind of work habits an applicant has. References can provide information on personal characteristics.

Protecting the Organization

The background check can be considered as a preemptive measure to ensure the integrity of the organization and the safety of employees. Individuals may not be appropriate for certain positions due to some aspect of their history. Someone with a criminal background may not be appropriate for a security officer position. If someone has had issues with substance abuse, they may not be able to work in a hospital with accessibility to drugs and medication. Certain kinds of information can only be found with a background check.

Legal Issues with Background Checks

One of the most important aspects of the background check is that information is gathered for job related purposes. Some activities of a background check may not be necessary. It is easy for an organization to go overkill in a background check to err on the side of caution. Before a background check is initiated, evaluate what the purpose is for it. Certain information such medical and credit history require written consent from the applicant.

Background checks may be somewhat different for applicants and should be planned on a case by case basis, however they must be consistent for all candidates. If an applicant feels they were discriminated against for not being selected for a job, they can file a lawsuit against the hiring authority. If subject to review, any background investigation needs to reflect being strictly part of the hiring process based on ability and not personal private information.

The background investigation can be an essential part of the hiring process. It is a tool that helps identify qualifications of applicants. The hiring authority needs to take care in collecting information to get what they require without violating the privacy of applicants.

For quality pre-screened candidates, consult with the staffing experts at Advance Temporary today!

Stop Hiring Quitters: How to Avoid Employees Who Won’t Commit

HMG Success on September 7, 2011

Source: jscreationzs / FreeDigitalPhotos.net

As if dealing with the normal employee turnover and corporate layoff’s isn’t stressful enough for HR departments, here comes candidates who are just looking for the next stepping stone. We’ve all seen them – candidates who seem to be perfect for the job, act enthusiastic about the assignment and seem to be genuinely interested in working for your company. And then, just weeks or months later, they bail without warning. This is enough to make any HR professional want to scream.

So, how do you avoid “job hoppers” or “fly by night” candidates from ruining your numbers and chances of having a productive work environment? Read on to learn some tricks of the trade to avoid the pitfalls of hiring quitters.

Review Career History

The key to finding the best candidates for long-term assignments is to screen candidates carefully from the onset. This means reviewing the resume with the eye of an expert recruiter. A typical job hopper will most likely have several glaring issues, which may indicate a problem with keeping jobs. Look for short-lived assignments previous to 2006, when the economy ok a turn for the worse, because you don’t want to weed out people who have been unemployed through no fault of their own. Also, watch out for dates that overlap, or do not seem consistent with the flow of the candidate’s work progression.

Check References Thoroughly

Another way to avoid hiring a job hopper is to actually take the time to request valid job references and letters of reference. Oftentimes, candidates who don’t plan to stick around for long choose to use a “friend” as a fake reference, which misleads recruiters. Instead of taking a chance, request at least 3 employment reference letters from former employers typed on corporate letterhead, complete with phone numbers so you can call to speak with them personally – before hiring a dud.

Interview Focus on Longevity

When inviting the candidate for an interview, emphasize that the assignment is a long-term one and that the person chosen must mesh with the current team. That will set an expectation that you are not looking for someone who is planning on skipping out in a few months, but rather an integral part of the company. Ask the candidate where he or she sees themselves in five to ten years. Get an idea where the person is going career-wise, then ask how this job fits into the equation. It’s not confrontational at all to get this insight before investing time and money into a new hire.

Background and Credit Checks

There has been some controversy surrounding the use of background and credit checks, but in times like these, it’s a good way to eliminate candidates who are not sincere about staying on for the long haul. When a candidate is stable, he or she will most likely have fewer than two residences in a five-year time span, and most debts will be paid on time. While there are some exceptions to this rule, it’s very good to know whether the candidate is under financial strife and is looking for a paycheck vs. a real career. Be sure to follow Fair Credit Reporting Act guidelines when gathering personal background and credit information and by all means get written permission before proceeding.

Hire Through Staffing Agencies

One of the best ways to avoid hiring quitters is to choose to use the services of an expert staffing agency, such as Advance Temporary Services. A quality staffing company will screen all candidates and have some experience with those who are seeking long-term assignments. Staffing agencies can be excellent sources of stable employees who are looking for a great opportunity to grow a career, and they will be accountable to both you and the staffing agency for the first few months on assignment. If they flake out and quit, you’ll have access to a replacement with no time investment on your behalf.

Choose Advance Temporary Staffing for all your long-term recruitment needs.

3 Reasons Why You Should be Sending Rejection Letters to Applicants

HMG Success on August 20, 2011

Image Source: nokhoog_buchachon / FreeDigitalPhotos.net

For the busy human resources professional, taking the time to write rejection letters is probably the last thing on your to-do list. However, sending rejection letters can actually be a helpful way to improve your hiring practices and give your company a great impression at the same time. Here are three reasons why you should be sending rejection letters to applicants.

Reason #1 – It’s Professional

The hallmark of a truly great company is that is has a procedure for every aspect of how it does business, including candidate selection. As an HR professional, you know that you represent your company to the rest of the world. So, when it comes to eliminating candidates for whatever reason, it’s always a fair to keep candidates in the loop by sending a well-written rejection letter. The letter does not have to be elaborate or go into detail about why the candidate was not chosen. Keep it simple and respect the person who will be reading it on the other end. You never know, but the candidate you are rejecting now may become the perfect person for another opening later on, so it’s best to keep the door open a crack.

Reason #2 – Protects Company

Another good reason to send out rejection letters is to protect your company from unwittingly giving the impression of discriminating against certain protected classes of candidates. Every once in a while, a candidate who has not been chosen for a job can get upset and try to find a loophole in EEOC laws. The best way to reduce the chances of this happening is to send a neutral rejection letter to all candidates that goes something like this: “Thank you for your interest in our company. We appreciate your time and believe you have many excellent qualities; however, we have chosen to move forward with other candidates. We invite you to re-apply for openings at our company in the future.” That way if there is ever a question in the future, you can prove that you treat all candidates the same.

Reason #3 – Provides Feedback

Candidates who are actively seeking work are not only frustrated, they can be completely oblivious to how they are presenting themselves. That’s why it can be a nice touch to provide a little bit of feedback to rejected candidates when you send your rejection letter. Include a copy of their resume with the letter and make a couple of brief notes or highlight misspelled words so they can make improvements. Let them know you appreciated their interview skills. Include links to some helpful job search resources on the bottom of the letter. Little touches like this will give a great impression with candidates and they will remember the positive experience they’ve had with you.

Need more pointers for making your hiring processes better? Please visit Advance Staffing Solutions today!

5 Non-traditional Interview Questions That Can Help You Select the Best Candidates

HMG Success on July 16, 2011

If you’ve been interviewing candidates for a few years, you know that the same worn-out interview questions become ineffective over time. That’s because candidates of today are much more prepared and ready to answer with canned responses. In order to take things up a notch, it’s time to employ a few non-traditional interview questions to establish who are the better candidates among the pile of resumes you have on your desk. Here are some fun, non-traditional interview questions that are absolutely legal to use, and will accomplish this task.

“What’s your favorite movie and why?”

This is a great ice-breaker and a non-traditional interview question that most candidates won’t see coming, even the most seasoned job seekers. While asking about the candidate’s personal views on movies are, it can provide you with valuable insight about values if they answer with detail. For example, a job seeker with conservative work values will indicate that they like an old movie, while a more progressive candidate may provide a movie title that falls into a Sci-Fi or Fantasy category. Make sure that you read between the lines when hearing the response.

“If you could be a superhero for a day, who would you be?”

There’s a lot to be said about who our heroes are. When it comes to using this as a non-traditional interview question, you can gain a lot of insight with a candidate by carefully evaluating the response. Most candidates will stay in a safe zone and indicate their preference for a hero like Ghandi, Martin Luther King or someone of social prominence, but it’s the brave few who will say something like “Super Man” or “The Green Hornet”. Those candidates are the adventure seekers who will bring energy and influence into the workplace.

“How do you see yourself in a few years?”

Some hiring managers may see this as too direct of a question, but it’s one that needs to be asked upfront of all candidates. Why? Because there seems to be a movement of candidates who generally lack loyalty and commitment to the companies for whom they work today. It’s not uncommon for candidates to continue their job search whilst accepting a job at your company. In fact, a recent survey conducted by the career board Monster.com indicates that as many as 84% of employed people spend time looking for work while on the job. Find out if what the candidate’s dream of success meshes with your company objectives, before making the job offer.

“What are the first five things you do every morning at work?”

While this may not seem to be a non-traditional interview question, it’s not something that’s regularly asked of job candidates. Yet, the answer to this question can speak volumes about the kind of person you have in front of you. Look for responses akin to dressing for success, making a list of priorities, and being highly organized. These are the types of traits your company needs to stay ahead in a competitive world, so a candidate who answers in a positive way is worth your investment.

“Describe the riskiest thing you have ever done?”

This is a non-traditional interview question that’s based on the standard “are you a risk taker” section of the personality test. However, in this more direct question, you allow the candidate to show you some insight into how he or she handles calculated risks in a job setting. An indicator of a stellar candidate includes someone who is willing to take some risks and take action in order to get ahead in life. Businesses that have successful people are very often those who have employees who lead active lifestyles and have somewhat risky attitudes about work.

Remember, to limit the use of non-traditional interview questions to only those that fall under legal hiring guidelines and protected class statuses. If you need more advice and support with your interviewing processes, be sure to check out the employer resource section on Advance Staffing Solutions today!

Is recruiting via social networks as effective as traditional methods?

HMG Success on June 14, 2011

That question is akin to asking if you’d rather have a hammer or a screwdriver in your toolbox. Both are valuable tools and one can’t replace the other. So it is with social media versus traditional methods of recruitment—they will continue to complement, rather than replace– each other.

As the economy revives, companies are staring to hire more workers and would like to do so in the most cost-effective and efficient way. Innovative social media recruiting appears to be free (but you must factor in the cost of the time you put in to establish an online presence, contribute to social media sites, monitor, network, and update that presence.) Nonetheless, according to a recent survey of companies, 83% now using or planning to use social media for recruiting. LinkedIn with its “living resumes” continues to lead in usage (and even more so in hires successfully made), but there has been a growth in adoption of multiple networks: Facebook use has grown 15% since last year’s survey and Twitter use has grown 32%. Now 55% use Facebook and 45% use Twitter. 46% of respondents plan to spend more on social recruiting as the economy recovers.

A survey by the Institute for Corporate Productivity, shows that about 65% of business professionals are connecting with each other and with employers on such social networking sites, which jibes with the finding that the most successful recruitment tool has not changed— referrals. More good hires are made by referral than any other process—whether those referrals are in person or online.

While social media recruiting will supply the largest pool of applicants, relying solely on such networks poses some hazards in and of itself. Mirna Bard, an instructor of social media at the University of California at Irvine, points out that the possibility of violating discrimination and privacy laws and the potential for unreliable information all should be considered when using social media as a recruiting tool.

For example, gathering candidates from Facebook may gain you a long list of candidates, but they may be all of a younger demographic (older workers have been shown to use social media much less that the younger generations) opening your company to accusations of ageism (and missing some of the more experienced candidates). Or peeking into someone’s personal life may violate privacy issues (if you see a photo of a candidate a little worse for alcohol at their bachelor party, does that disqualify him for a job?) Or because a candidate’s friends recommend her effusively on LinkedIn—does that insure she’d actually make a good employee or have her contacts exaggerated her talents or skills?

Here the vetting and screening done by a staffing firm can be invaluable. Such companies, like Advance Temporary Services make use of social media to garner prospects and then use more traditional methods to weed out those not suitable, before presenting a carefully pre-qualified short list to prospective employers.

Bard believes that HR departments will likely skip traditional career fairs in favor of using virtual Web-based solutions and that job boards may soon no longer be the primary source for higher-quality candidates, but she also is clear in her opinion that we are clearly a long way from seeing social networking replace traditional methods of hiring.

Social media allows both candidates and companies a way to digitize referrals, conduct research, market themselves, and create a larger candidate pool, but social media should be just part of a recruiting plan. The use of executive recruiters and staffing firms, a strong company website presence, and a vigorous employee referral program should be included in a successful recruiting strategy. Let Advance Temporary Services map out just such a strategy for your company.

How to use LinkedIn to get more exposure for your job posting

HMG Success on May 19, 2011

Though much of the attention in this economy is focused on job seekers, employers trying to hire just the right person for a position need to know how and where to post their open job to attract the right candidates. Making use of targeted social media is one way and, when it comes to networking and recruiting, no site is more effective than LinkedIn®.

On job sites like Monster.com® or CareerBuilder.com®, your job posting not only competes with hundreds of others–both in your company’s field (a recent search for “Software Engineer” in Ohio brought up 14 pages of listed ads and a geographic search for all jobs listed more than 5,000), but attracts people with all levels of skills and experience–hardly the targeted response you are looking for when trying to fill a specific need within your organization. LinkedIn, from its inception, has been much more directed at business professionals and its reliance on “connections” between colleagues. It immediately sorts much of the wheat from the chaff when it comes to engaging professionals.

That doesn’t mean that the talent pool gets smaller. LinkedIn claims 35 million members from 200 different countries and the numbers grow daily as more employers learn how to best use LinkedIn to meet their needs for top talent.

It’s Who You Know: That old adage still holds true in today’s competitive job market–even if you are the employer looking for employees. You not only can send a request to the people within your LinkedIn network asking that they pass along the job post to anyone they know who might suit the job (former colleagues in your field are great for this), but may also make use of LinkedIn’s own search tools to narrow down a perfect candidate from across the entire LinkedIn database–by using search criteria like Experience, Education, Work History, Geography –even Recommendations–and many more.

It’s Also Who You Don’t Know: Professionals who are good at what they do often already have a job or have no need to actively look for one. These are called “passive candidates”. They are the types who get a phone call offering them a position and, as an employer, you’ll be competing with other employers for this talent. Using LinkedIn to search for specific qualifications will turn up lots of these passive candidates for you to mine. Send them your job post.

Up Close and Personal: Using LinkedIn’s “In Mail” feature: You can compose a personal email which will be sent directly to all candidates you choose–whether you know them or not informing them of the job opening and asking if they are interested. LinkedIn claims 60% of its members actually open and respond to InMail Messages–unlike random emails they receive from a stranger. Using this method, you may discover that the perfect candidate is interested in your job–they just didn’t know it until they heard from you.

Attraction Rather Than Promotion: LinkedIn lets you create a profile for your company–using those same rich keywords you use to search for possible employees. Make your company sound interesting and enticing enough and candidates who are actively looking for a new situation (and use LinkedIn to search for companies for whom they’d like to work) may contact you.

Join Some Groups: Groups at LinkedIn not only bring together people of common interests (and you can enlarge your network within your field to more than just the people you know, work with, or work with elsewhere.) You can also ask group members if they know any candidates they would suggest for the job you are seeking to fill and contact those they suggest.

Look Close To Home: Do ask other members of your company, via LinkedIn, to keep their eyes and ears open for prospective employees and pass along the job posting when they find a likely candidate.

Some People Do Like A Know-It-All: Use the “Answer” section of LinkedIn to respond to questions posted about your field. Not only will it show that you (and therefore your company) are on the cutting edge of industry knowledge, but the conversation you join by your answer attracts other people also interested in the subject. Choose from among the responders and pass along the job post to any of them who have impressed you.

LinkedIn also offers corporate services (for a fee) wherein they will post your jobs (using LinkedIn Jobs Network), “push your job listing” to the most qualified candidates whenever they go online, and use their Referral Engine to screen the candidates for you–referring only relevant, high-quality contacts. An Automatic Search Function even alerts you of new prospects as they join LinkedIn.

At Advance Temporary Services, we make use of LinkedIn to form relationships and attract top-notch candidates to provide cost-effective staffing and human resourcing options for our clients, allowing them to concentrate on their core business while we provide solutions to their staffing challenges. Whether you are in need of permanent or contract employees, please contact us today at www.advancetemps.com to learn more about how we can help your business to grow.