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

HMG Success on October 7, 2026

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.

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

HMG Success on October 7, 2026

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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.

Should You Avoid Hiring Over-qualified Applicants?

HMG Success on October 7, 2026

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!

3 Reasons Why You Should be Sending Rejection Letters to Applicants

HMG Success on October 7, 2026

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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 October 7, 2026

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!

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

HMG Success on October 7, 2026

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.

Salary Negotiating Tips for Employers

HMG Success on October 7, 2026

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.

What To Do With “Out of the Box” Job Candidates

HMG Success on October 7, 2026

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As a hiring manager, you’ve probably seen a wide range of candidates who vary from underqualified to perfect for the company. But, every once in a while, a candidate comes across your desk with skills and experience that fall outside of the box. This is someone who could potentially add a great deal of value to your company, even be considered as a future leader, but you don’t have a position available at this time. These people are:

  • Creative thinkers who bring a lot of energy to their careers
  • Extroverts with above-average leadership and communication skills
  • Highly respected and recommended by past employers and colleagues

What do you do with a candidate like this – put them in a pile for later consideration and risk losing them to a competitor, or giving them an opportunity at your company? Read on to learn what you can do with these rare candidates.

Get them on the phone for a screening interview fast

Don’t miss out on the chance to talk with a candidate who has the above traits. Get on the phone and introduce your company and the opportunities there. Find out what the candidate is looking for. Arrange for an in-face interview as soon as you can.

Offer them a contract project

If you don’t have a position already available for a candidate like this, create one with a contract project. Tap into the candidate’s strengths and experience to come up with a project that will challenge the candidate. Let them know successful completion of this project may lead to a permanent job. Offer a generous contract rate to get them on board.

Bring the candidate on as a consultant

An alternative to offering a paid project is to offer the candidate the chance to share their unique knowledge as a consultant to your current team. Set a meeting and introduce them to your leadership team, then come up with an agreement to have them come in for a nice fee to direct your team on certain issues they may be having. When the time is right, offer this candidate a job.

Refer them to a complimentary firm

If you cannot do the above, the very best action you can take is to refer them to a colleague at a complimentary firm. In the future, you can still offer a position or work positively with this person, who will be forever grateful, and your colleagues will thank you for sending a great candidate along.

 

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Should You Hire Someone Who Doesn’t Give Their Two Weeks’ Notice?

HMG Success on October 7, 2026

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In the course of an interview, you (the hiring manager) asks the candidate when they can start. The candidate responds with, “When would you like me to start?” In a perfect world, you could request that this perfect candidate start right away, but realistically the candidate is currently working for someone else and must follow some rule about giving two weeks’ notice. But, what if the candidate says that they don’t mind not giving this standard notice? Should you still hire someone like this?

Why not. You want the candidate and you know that you can offer this person a much better career opportunity. They know it and that’s why they are willing to bend a little to get in the door faster. Besides, is the two-week notice even the standard anymore?

Um, not so fast. You want to hire a professional, someone who demonstrates this with ethical decisions and actions. Not giving a proper notice could be viewed as being somewhat unprofessional or hasty. It could also be that the candidate is eager to come work for you and leave the other job behind – for a variety of reasons.

What to do?

First, ask the candidate if not giving a proper notice will burn any bridges with the former employer. After all, they want to use them for a reference in the future, right? This is ultimately up to the candidate to decide, so don’t judge them. Keep in mind that the candidate may have already advised a current employer of departure, or may have some vacation time to use up — so it’s not that big of a deal.

Second, advise the candidate that the start date is flexible, so you can wait if they need to give a two-week notice. This helps the candidate to see you value them in this process. It also gives the candidate the chance to adjust to a new job offer, take care of wrapping things up with a former employer, and get the background screening processing out of the way before the official start date.

If the candidate is still interested in starting soon, let them know you can accommodate them. You want the candidate to be comfortable and have a positive onboarding experience with your company, so be adaptable and work with the candidate to make this a smooth start.

 

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Use a Personal Brand to Start Attracting Top-Tier Candidates

HMG Success on October 7, 2026

It’s common for companies to think that their corporate brand is more important than their personal brand. Well this might be true for a large well-known brands, for a smaller company the personal brand is part of the corporate brand.  Therefore, it’s up to every business to develop a strong personal brand in order to attract high performance candidates.

Here are some ways to start building an outstanding personal brand that will help your company reel in the best employees.

Understand what your brand is about

Your personal corporate brand is essentially what your company stands for, what it’s known for, and how the company is unique in the market. It’s not about being the best, but about being recognizable to the world. Keep this in mind when developing your brand for recruitment purposes.

Why would anyone want to work for your company?

The goal of a personal brand is to convince top tier candidates to get excited about coming to work for you. Think of what it will take to get people thinking about your company as an employer of choice. Could it be the great career opportunities, the above average salaries and benefits, or just the unique work environment you offer?

What kind of impression the company makes

From the moment that candidates are checking out a company for a potential job, they are subtly being exposed to the brand. Verify that your brand makes a positive impression on candidates as they review job openings, the career portal, news and marketing content, and more.

Personal branding with a partner

It’s possible to give your personal business brand a boost by partnering with a company that has an outstanding brand already. A staffing agency, like Advance Staffing, can elevate your business brand because we have a great reputation that thousands of candidates already know about. When we represent you as a client to our high performance job seekers, your business will shine.

Use the above tips when developing a strong brand that will impress the most desirable candidates for your company.

Advance Staffing Solutions Can Help You Succeed in the New Year

HMG Success on October 7, 2026

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Employers in the northwest Ohio and southeast Michigan regions – listen up! 2016 can be an outstanding year for your staffing and recruitment goals. Maybe last year wasn’t so stellar and you have discovered some skill gaps, have lost a few great employees, or are ready to expand operations now. There’s no need to go it alone. Advance Staffing Solutions has the solutions to help your organization succeed in the New Year.

Here’s a rundown of the recruitment services and support we offer at Advance Staffing Solutions:

• 24/7 live staffing support from a team of experienced and committed recruitment professionals. Your business doesn’t top at 5 pm, so why settle for anything less?
• On-demand staffing support for short term and long term needs. Got a staffing emergency or need last minute help for a special project? No problem – just get in touch!
• Let us send a staffing coordinator to work onsite to manage your temporary workforce. No more worry over how to augment your current team with temps – we can handle all the responsibility for you.
• Strategic support for your human resource functions. When you outsource to Advance Staffing Solutions, you can count on us to help you streamline your HR operations so that you get the maximum ROI.
• Human resources consulting is just a phone call away. Advance Staffing Solutions offers HR consulting and guidance on any area of your personnel department. From workforce training and optimizing skills to recruitment, retention and employee engagement support – we can handle it all.
• Candidate screening is our specialty. Advance Staffing Solutions pre-screens all candidates using a secure system and we have risk management in mind. Our process includes resume screening, interviewing, personal background checks, skills testing, reference checks, criminal check, and drug and alcohol testing. We can even coordinate your interview schedule.
• Outplacement services for departing employees are simple. Advance Staffing Solutions offers career counseling, testing, assessments, training, interview coaching, and referrals to help employees who are leaving to prepare for their next career adventure.
• Professional Employer Organization (PEO) and payroll management is a snap. We can provide payroll and benefit administration services to your company, so that the liability is shouldered by our company and not yours.
• Flexible staffing solutions include direct placement, temp to perm, and temporary assistance. Let us source and screen the perfect candidates for your company so that you can reach corporate goals this year.

Get in touch with the caring staffing professionals at Advance Staffing Solutions today for more information about these services and more.

 

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How to Hire the Best of December’s New Grads

HMG Success on October 7, 2026

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New grads don’t have a uniform approach to seeking jobs. Some grads would prefer to work for large companies while some would be happy enough if they get a job. Usually, the best grads will be selective and they wouldn’t have to reach out to many companies because the companies will reach out to them. If you want to hire the best of December’s new grads, then you must have a strategy. You cannot expect the best grads to walk in for interviews, unless your company is a brand that is high on the list of preferred organizations to work for.

Here are a few strategies that can help you to hire the best of December’s new grads:

  • Roll out an internship program for undergrads. This is the best policy to hire talent at affordable wages or stipends. You would be able to assess the potential of undergrads. There are many grads who have otherwise done well in their exams and may have some accolades from their colleges or universities but whether or not they are ready for the jobs being offered is a different context altogether. By having interns and then hiring them when they graduate, you would know exactly who you are hiring, what their strengths and weaknesses are. Grads too would prefer this as they can have some continuity in their career. There is an increasing difference between educated youth and those who are educated and ready for the professional challenges.
  • Campus placements or onsite job interviews are instrumental if you wish to hire the best of December’s new grads. Every year, major companies fan out across the length and breadth of the country and try to tap the best talent in respective niches. As a company, you must target the relevant universities and conduct campus placements. You can work with the career center at a college or some students associations to facilitate such arrangements. You can conduct job fairs at colleges to generate some interest.
  • There are many staffing agencies or recruitment companies that specialize in hiring graduates. You can contract such recruitment firms that will send you a select collection of resumes of new grads who have the potential to work in the specific jobs you have to offer. These recruitment firms know exactly where to source the best grads from and will tick the checkboxes or criteria you have. Advance Staffing Solutions keeps a pulse on the top graduates and helps them find matching careers in the fields of their choice.

Need help hiring new grads, or any new candidates? Contact Advance Staffing Solutions today and let us place your next superstar employee tomorrow.

 

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