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What You Need to Know BEFORE Interviewing

Raza Rauf on July 29, 2014

As you prepare for your next job interview, there are a few things you should keep in mind before setting foot on the company’s property. Never arrive for a job interview unprepared. You are only wasting your time and the time of the interviewer. You also will find it difficult to secure the job offer.

Rememeber, the more prepared you are for an interview, the more likely it is that you will be offered the job. Follow these tips and you will find success in your next job interview.

Always Review Your Resume

The very first thing you need to do is review your resume. Even if you just went on an interview last month, check your resume again. The reason you might not have been offered that job is something on your resume. Read it out loud, read it backwards and have someone else read it to find any and all mistakes. Make sure that there are no jobs missing from your timeline either.

Study the Company

Never walk into an interview without having some knowledge about the company – such as their founding, their leadership, and their clients. When you perform research on the company you will be able to impress the interviewer in multiple facets. When the interviewer asks you questions about the company, and you answer promptly and with confidence, you will prove to the interviewer how well you can perform research and that you definitely want to work at this company.

Create a List of Questions

A job interview is not supposed to be an interrogation of the candidate. It should be an open conversation between two or more people. In order to make sure this is an open conversation you can prepare a list of questions prior to the interview. The questions should be in response to statements made by the interviewer showing that you have strong critical thinking skills as well as the ability to think on your feet. Even though you might have created the list beforehand, the interviewer will still be impressed with your preparation.

Rehearse the Interview

There is nothing wrong with rehearsing how the interview will take place prior to it occurring. Since interviews do not follow a script, you should write one and work off of that at home. Write down the most common interview questions you have come across during your career and practice answering those questions. By rehearsing these answers you will be able to speak confidently during the actual interview and feel a little more relaxed.
There is plenty for you to do prior to a job interview. Just be sure that you do some sort of preparation prior to sitting down with an interviewer so you put yourself ahead of the game. For access to great part time and full time, temp to hire jobs in Detroit and surrounding areas, be sure to visit the career portal at Advance Temporary Staffing.

Hiring Millennials: Risky or Rewarding?

Raza Rauf on July 22, 2014

It seems like the millennials have taken over the workforce these days. These are the folks who were born right as the Internet was shaping into the powerful resource it is today. As a result, they tend to embrace technology. They also have different views when it comes to their work styles, and defining roles in the workplace. For some companies, this can be a blessing, while for others this can be very difficult to get accustomed to.

Here, we will discuss the risks and rewards of hiring millennials at your company.

The Risks of Hiring Millenials

As with any hire, there will be risks when you hire millennials. Even though there are risks, they are not strong enough to deter you from hiring a millennial for your office. One of the main risks associated with hiring a millennial is that they are less likely to display loyalty to your company. This means that gone are the days of having someone work at the same place for 20 or more years, or even until retirement age.

The loyalty factor is one of the most glaring risks associated with hiring millennials today. We are not saying that every single millennial will have trouble being loyal, it is just that the majority of them will tend to move from one job to the next. They will want to gain as much experience and exposure as possible, which is why changing jobs is common.

The Rewards of Hiring Millenials

The rewards of hiring a millennial far outweigh the risks and they will surely improve your company. Millennials love to be coached. They have grown up with all their lives. They will want it at work too. This means that if you have managers who love to provide guidance and teach, then millennials will be the perfect hire at your company.

Millennials will want to have as much fun at work as possible. Just because it is called work, it does not have to be boring or dreadful. A group of millennials will want to contribute their ideas and be rewarded for performing to the best of their ability. This can turn your office into an exciting place to be each day and can improve your corporate culture.

Millennials will find it extremely easy to work in teams. They love to collaborate and that really is all they know from their years of education. When putting millennials in groups, make sure that they the deadlines are provided and that they know what the business boundaries are with each project.

As you can see, the rewards outweigh the risks when determining whether or not to hire millennials for your company. Take the time to meet with them, hear their ideas, and let them make major contributions to your organization. You will be pleased with the outcome. Ready to hire your own Millenial workforce? Talk to Advance Staffing Solutions in Detroit today!

Increase Employee Productivity through Trust

Raza Rauf on July 18, 2014

Finding new methods to increase employee productivity in today’s fast-paced, technology-lasden world can be very difficult. Companies are looking for new ideas on a daily basis, but we think we have the ultimate solution; use trust. When you trust your employees, they are more likely to be productive because they will know how much you value their work and input around the office.

Talk about Business Operations

An excellent way to build trust in the workplace is to talk openly and honestly about the company’s business operations. This will show employees that you want them to know how the company is doing in terms of clients, revenue, and other important aspects. When companies hide information about the company, such as its quarterly profits, then employees become suspicious about how well the company is doing and productivity could decrease immensely.

Show Consistency with Employee Policies

When it comes to employee relations and policies, you need to be fair and consistent as much as possible. Companies that show favoritism to one group of employees over another will see employee productivity drop quickly. A company must enforce its employee policies on a consistent basis, whether this includes suspending employees or reprimanding them for wrongdoings, it needs to be universal across the entire workforce. You will also need to be objective when it comes to dealing with employees because every situation will be different. This can be very difficult to do, but it must be done when building trust in the workplace.

Offer Strong Communication

A strong line of communication must be open at the company all the time. This includes an open exchange of ideas, constructive criticism, positive reinforcement and a forum for employees to discuss problems openly. All of these items are highly valued within a company or organization, which is why they are important and play a major role in the productivity of employees. Communication needs to be available for all of your employees, not just a select few. The more methods of communication available for employees, the more comfortable and trusting they will be of your company.

Set Employees Up for Success

Another excellent way to increase productivity using trust is to set your employees up for success in the workplace. This includes providing them with resources, tools and learning opportunities that are necessary for them to perform their job duties. When you offer employees training courses or reimbursement for education, they know that the company trusts them to learn more about the industry and take what they have learned back to the office.
When companies create a culture of trust, the productivity in the office will increase almost instantly. Employees who know they are trusted by the higher-ups will do everything possible to be successful in their position.

Advice for Managers Who Want Their Temp Employees to Respect Them

Raza Rauf on March 27, 2014

Working as a manager at a company that employs temporary workers can pose new challenges. In the first place, you are working with people who come and go every couple of months, so it can be hard to build a personal and working relationship with those employees. Managers may also worry about earning respect from temporary employees. This can be easier said than done, but it can definitely be achieved with the right management techniques.

Let’s take a look at managing temp employees and earning their respect in the workplace. Here are some tips to implement.

Importance of Being Authentic

It is very important for managers to be authentic in everything they do on the job. This applies to managers who have part-time, full-time and temporary employees. An authentic manager is someone who exudes the values and principles of the company in all that they do at work. This person will also find a way to blend transparency and justice with those principles and values. Being authentic as a manager helps to earn the respect and loyalty of all employees because they can count on you to stand by your values and your people.

Make Employees Feel Like Owners

Strong managers are able to get their employees, especially temps, to feel a sense of professional ownership while at work. Employees, especially temporary ones, do not want to feel like they are being ‘rented’ from another company or a staffing agency. Temporary employees can bring just as much to the table as full-time workers, which is why they should be treated as such when on the job. Employees want to know that the bosses are listening to ideas and learning from them at the same time.

Find a Way to Develop the Potential in ALL Employees

Employees, both permanent and temporary, want to be developed by their managers. It is along the line of coaches and managers developing sports players throughout the years. It is important for a manager to invest time and effort in employees and how they meet their goals. Get to know your temp employees, what their career goals are, and what skills they have that can be enhanced through on-the-job training and mentoring.

The Culture Must be Energetic

The culture of a workplace must be as energetic as possible. This will make it easier for managers to garner respect from their temporary employees. A positive climate is important for employees so they can focus on winning against competitors of the company instead of having detractors internally that keep them from doing their jobs. Positive energy goes a long way towards establishing great work teams who look up to managers and will work hard to keep the momentum going.

Understand that Sacrifices Happen

Every good manager knows that sacrifices happen. The managers with the most respect from their employees know that they need to make sacrifices and embrace them at the same time. Well-respected managers know when a sacrifice needs to be made and he or she does not complain about the sacrifice. This will garner a ton of respect from the employees working under the manager, both permanent and temporary.

Many employees who respect their managers find themselves exhibiting the same traits and characteristics in their everyday lives at work. This only makes the office a much better place to work and success will follow with such excellent attitudes. Use the above as guidelines towards earning the respect of your temp employees.

We hope you enjoyed this post and share it with your networks! Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions a premier Detroit MI temp agency.

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Job Fair!

Raza Rauf on March 14, 2013

Advance Staffing Solutions has 50+ immediate openings in Lucas and Wood Counties for experienced Production Associates.

Our job fair will be held March 18 & 19 from 8am-1pm at 5800 Monroe St., Bldg F, in Sylvania. Please bring 2 forms of ID.

419-882-7646

Attracting Talent with Your Employer Brand

Raza Rauf on January 18, 2013

Attracting talent is the number one goal of many businesses today. After a long-term hiring freeze, many businesses are just beginning the hiring process once again. Now the goals have shifted from what they were five or six years ago—for the companies doing the hiring as well as job seekers who are looking for jobs.

In most cases, bitter experience has taught the currently employed that they should never stop looking for a job. But another explanation could be that they are seeking validation that they made the right decision when choosing their job by comparing what they have to what other companies have to offer.

Your mission, as a business in the competitive world in which we live, is to make sure your employer brand makes you an attractive choice to job prospects rather than one that has them actively seeking out what other companies have to offer instead. Here are a few ways you can accomplish that mission.

Build an Employer Brand that Clarifies Your Company Culture

It’s important that the company culture you present to the world is the one your company actually promotes. Failing to do so can lead to a lot of short-term employees or a disengaged work force. Many candidates do a lot of homework before deciding which jobs they’re going to apply for. One of the biggest things they look for is an employer culture that represents the values they feel are important in the work place.

It’s not all about benefits packages, higher salaries, or stock options for today’s job seekers. It’s about finding a company that promotes from within, values input from employees, and supports a work-life balance—or countless other things that some people find more important than others.

Some people need micromanagement, for instance, while some find it to be creatively stifling. If you misrepresent yourself in the matter, one or the other style of employee is going to be disappointed and, perhaps, extremely unhappy, with the career choice he or she made.

Actively Participate in Engagement Efforts

Engagement is a word we’re hearing more and more about in the modern workplace. It’s one of the most important tools for employee retention and attraction a company has to offer. What is your company doing to engage existing employees? This is something you’ll want to discuss in your online literature, recruitment pages, and social media outlets. This is something you also want to get your employees excited enough to talk about in these venues as well. Happy employees (outside of upper management) are the first sign that job seekers have that your company is a great company to work for.

As an employer of choice, you’ll want to bring in top talent to work on your employer brand. If you want results, make small changes that favor engagement and factually represent your company culture to the world in order to enjoy a more positive outcome for attracting new talent to come work for your company. If you are looking for staffing agencies in Michigan to help find top talent for your company, look no further, contact Advance today!

More relevant posts on this topic to enjoy!

Improving Company Culture – Helpful Tips

Developing Core Values and Company Culture as One

Predicting Recruitment in 2013 – Six Recruiting Trends to Watch For

Raza Rauf on January 11, 2013

What’s in store for recruitment processes in the coming year? According to experts, recruiting is about to hit a major boom in 2013. This is for several reasons. First, with the unemployment rate dropping slightly in many regions, this is an indicator that more companies are hiring – meaning that they are ready for great candidates sourced by professional recruiters.

Since there have been many advancements in recruiting technology, including new social recruiting methods and candidate tracking systems, there are some predictions for the recruiting market in 2013. Here are just a few.

Recruiters will use content knowledge to attract candidates. The term in-bound marketing is one used to describe how conversion is created through online connections. This will become a trend in the recruiting world too as more recruiters share their expertise to attract the best candidates vs. traditional sourcing and research methods.

Social recruiting will provide advanced applicant tracking tools. In terms of recruiting, social networking has given recruiters the power to find candidates faster and more effectively online. To step things up even more, social recruiting developers will begin to recognize how important it is to track metrics to provide ROI information for recruiting teams.

Online job boards will become interactive. While popular job boards will remain strong going into 2013, the ability to connect in real time will present itself as an added benefit of using these resources. In fact, many recruiters are already turning to social networks and other live communication tools to connect with and influence job seekers.

Virtual recruiting teams will continue to grow. There is a huge push for qualified recruiters to work in niche industries yet many companies are not ready to hire on additional recruiters. To offset these needs, there will be an increase in the number of recruitment teams who work collectively, with pooled resources, to source and place the best candidates.

Recruiting will continue to influence mobile technology. With more recruiters working remotely, the need for mobile access to recruiting tools is critical to success. Therefore, developers will be focused on building more mobile friendly recruitment apps and portals.

Staffing agencies will become preferred partners. Instead of being viewed as a temporary source of staff, recruitment and staffing agencies will continue to become integral pieces of the puzzle for business growth in 2013. Agencies like Advance Staffing Solutions can provide the support and services that companies need to stay ahead of hiring trends.

Manufacturing Resume Details for Success in Your Job Search

Raza Rauf on December 14, 2012

Looking for a job in manufacturing and figure you don’t need a resume to get your foot in the door? Think again! Today’s manufacturing companies have become just as competitive as other industries, so as a job seeker you need to put your best foot forward with a well-written manufacturing resume. With a resume for a manufacturing assignment, the devil is in the details.

Styling Details of a Manufacturing Resume

Writing a resume that’s geared towards the manufacturing sector is about the style, rather than just substance. This is essentially so that hiring managers can learn why they need to hire you right from the first time they review your resume. The style details of your resume should include the following elements.

Complete Contact Information

Make the job of the manufacturing recruiter an easier one by providing your full name and contact information at the start of the resume. Include at least two phone numbers and your email address for ease in communicating career opportunities with you.

Summary of Qualifications

Most recruiters spend less than a minute reviewing each applicant’s resume, therefore you need to make this count by putting your summary of qualifications summary at the top of your resume, under your name and contact information. This tells them at a glance if you are a person who is eligible for the assignments they have to fill.

Bulleted List of Skills and Credentials

In manufacturing, as in other career fields, there will be specific skills that you will need to have in order to work in certain types of industrial roles. This can include not only skills, but credentials like certifications and training that applies to the work you do. Make sure you list these, up to 7 of them, in a bulleted list directly under your summary of qualifications.

Achievements in Manufacturing

Hiring managers like to see that you have gone over and beyond the routine duties of past assignments. Instead of writing dull descriptions of your job duties, create a list of your actual achievements. You may want to include things that indicate you are mindful of working efficiently and meeting deadlines, as well as managing your tasks and working to high quality standards.

Employment History

For a manufacturing resume, most recruiters will only want to see the jobs that you have worked in that are relevant to the tasks you will be doing in a new assignment. Go back no longer than 12 years, and include references for each job to make it easier for the hiring manager to verify your employment background.

Finding a manufacturing job can be made easier by working directly with a staffing agency specializing in this industry. Prepare your best resume and get ready for exciting opportunities in the growing manufacturing sector with a contract assignment from Advance Staffing Solutions in Michigan and Ohio.

Agile Manufacturing Leadership Tips

Raza Rauf on November 30, 2012

In agile manufacturing, teams work in short cycles called sprints. These self-organized groups develop products in a modular fashion. This helps to speed up innovation. Such teams evolve on a continuous basis based on experience and customer feedback. How can you improve the management of such structures?

Some key components of management style need to change to allow for improvement in this regard. Consider the following:

A customer focus must be a priority. Determining what the customer wants and then defining those wants using tests helps to improve efficiency. Then, the tests provide for short cycles to deliver on those features and finding out what customers think of the new updates. Working with customers is essential.

Team organization is self-managed. Teams determine how they are organized in a way that is efficient and effective for the product. In doing this, the team is able to function specifically. A daily standup call ensures every team of small members remains on the same page. Hiring the highest quality candidates also makes sure that they are prepared for this self-managed work style.

The team focuses on meeting the guidelines the testing produces as desires from the consumer. This allows such changes to be made far less expensively and enables for the quickest return of the product to market. Unlike other situations where the next product takes five to seven years to launch, the product is in hand faster.

There is also a level of business transparency present. The goal is continuous improvement and that is done by ensuring everyone can see what is happening, who is doing what and understands the goals of the process.

As with any real management style, in this form, there is a great deal of effective communication taking place. This is called vertical communications instead of the traditional hierarchy form. The project owner does set goals in terms of what should be worked on. He or she is not the traditional boss, though. Rather, the team members are able to communicate openly with the project’s definitions and goals. The management can communicate a clear vision, then, to the group.

Rather than the traditional boss-is-at-the-top style of management, this is a more open concept. In agile manufacturing, the goal is to align with different goals to achieve a better result. Instead of one group at the top making a decision about what needs to be done, changes are made to products based on what the customer wants to see happen. Then, the group works on achieving those goals as a group, open and easily able to communicate.

This type of organization and management style means products in the hands of customers faster, lower costs and improved overall customer satisfaction since the customer is getting exactly what he or she wants. It also means new products and innovation are easier to achieve. But, this all starts with hiring the best team members, who can work well in the agile manufacturing work environment. Look for your new self-starters by working with the staffing experts at Advance Staffing Solutions.

Crisis Management Leadership in Tough Times – Tips for Success

Raza Rauf on November 23, 2012

In every business, there will arrive an event that will quickly become a crisis for management to deal with. From PR disasters and employee injuries to consumer lawsuits and financial strife, businesses are not immune to the effects of a crisis. However, being prepared as a business leader can be the difference between surviving a period of crisis or shutting your doors.

When a Crisis Comes – Keeping a Level Head as a Leader

It’s important to have the tools to become a better leader for crisis management. Read on to learn how to manage things well when a crisis situation comes knocking.

Eliminate False Information

Oftentimes, when a crisis happens, the first thing that will happen is that the rumor mill with begin to circulate amongst employees, clients, and the outside world. You’ll need to be on top of this and stop any rumors and false statements immediately. Hold a press conference or send out an email to all employees to let them know in as little information as possible what has happened, what you as a company leader are doing about it, and what to expect. Hire a press officer to handle outside rumors or slanderous comments by the local media.

Communicate Clearly

Being a leader means having the ability to clearly communicate truthful information to others. As soon as you are able to, have an internal staff meeting to discuss the facts and dispel any fears that your employees may have. Confidently deliver your message to others, and make sure they understand you are personally taking responsibility for the crisis management. Leave the emotions out of your communications, but be honest.

Maintain and Protect the Team

A crisis can cause people to break away from the team structure, and start looking out for number one. This is when people fear being scapegoated for the problems that have arisen, wondering who is getting thrown under the bus for the crisis. As a leader, it’s up to you to keep your team together and communicating how important it is to stick it out for the betterment of the entire company. Communicate well that every member of your team is valuable and needed during this tough time.

Remember, by hiring great people to be part of your team, you stand the chance of surviving even the most challenging of crises. Advance Staffing Solutions can help support your organizational needs for a better team structure, and people who are capable of leadership in troubling times. Let us help you stay on top of your game during a crisis and anytime of the business season.

Pros and Cons of ERP

Raza Rauf on April 14, 2012

There are many advantages to using an Enterprise Resource Planning (ERP) model in several industries, including technology and manufacturing. Likewise, there can be some setbacks that can occur. There are two typical methods of supplying large numbers of skilled staff: one is by partnering with a specialty staffing agency, the other is by working with a systems integrator or consultancy firm.

When considering using an ERP system for bringing on quality staff, it’s natural to use the approach of trying to manage this on your own with your meager HR team. However, it becomes quickly apparent that your company needs the support of a technology or manufacturing staffing agency to bring on qualified candidates to fill key assignments.

In this article, we will review some of the pros and cons of the ERP model, so you can make the best decision for your company.

Pros of the ERP

An ERP system can give you fast access to a larger candidate pool of pre-screened talent who are ready to fill critical positions within your company. This can give you the ability to grow faster, and take on more rewarding projects.

ERPs are managed by a team of skilled technology and manufacturing recruiters who understand your industry’s unique needs. There’s no substitute for this experience when it comes to sourcing great candidates for assignments, because you need the best skillsets among your contract employees.

You can choose to bring on temporary staff to support large projects or short term growth initiatives. Most ERP’s provide this service in an affordable way, with no long term commitments. You can even have some contractors replaced if you are unsatisfied with their initial performance.

When working with a consultancy type ERP, you can be assured that the agent has the skills, experience, and credentials to do the job well. This is often backed by years of previous work and references from other similar companies.

Cons of the ERP

What some see as a potential negative in the ERP model is that you may not have the ability to meet with contingent staff who are assigned to work for your company in advance, due to time and project constraints.

With an ERP system used on a large scale, costs can also add up over time if not carefully managed. For example, bringing on 50 full time contractors from a staffing agency in one period can bring with it a significant contract rate. The good news, however, is that you can control costs by using pre-vetted candidates staged out over the life of the project, who do not burden your company with recruitment or screening costs – this is all handled by the staffing agency.

Another potential setback to using an ERP is when you are dealing with a private consultancy firm that comes with a hefty price tag. You can offset this by using a specialty staffing agency to send contract workers who have the same skills, but at a much more affordable rate that guarantees a profitable project.

When making the decision to use an ERP to staff your project needs, it makes best sense to use a contract workforce managed by an industry specific staffing company. Find out more about how ERPs work by contacting Advance Temporary Staffing today.

Social Media Recruiting 101: Make Friends, Not Fans

Raza Rauf on January 17, 2012

Social media has become the go-to source for candidates for many hiring managers and professional recruiters. With the addition of applications like LinkedIn’s corporate recruiting portal and the social recruiting capabilities of Facebook, smart recruiters are using this as their primary resource of quality personnel. Additionally, job seekers have tapped into social networks, not only for personal reasons, but also as a means to present a favorable profile for recruiters to find them for open assignments.

According to a survey conducted by Mashable in September 2011, the average user spends 8 hours a month on Facebook alone and countless other time on other social media sites. However, a recent survey revealed that regardless of common belief, only 8 percent of recruiters actively use social media to find candidates. That’s a potential span of time when many candidates are updating their information, uploading resumes, and looking for opportunities to become fans of recruiting and staffing agencies. The best course of action for a staffing agency with a social media page is not to try to earn as many fans as possible, but rather focus on connecting with desirable candidates. In other words: make friends, not fans.

Here are some tips for making the most of social media to find the best candidates faster.

Develop an inviting profile targeted for your niche market. When you create your social media presence, make sure you develop a profile that’s appealing to your target industry market. For example, if your specialty is sourcing IT and technology professionals, include this in your profile keywords and include news and articles about this market in your post feed. This sends a clear message to job seekers what qualities you are looking for in candidates.

Provide links to your company recruiting portal. Be sure to give visitors a chance to learn more about your company and career opportunities by including a direct link to your main corporate website. If you do not have a career portal set up, not is the time to do so. Each week, you can then link to your career portal as you post new assignments and opportunities at your company. Use your social media as a support to your main career website, not as a substitute.

Invite promising candidates to learn more. One of the best ways to use social media to find superior candidates is to conduct a candidate search by career specialty. Many social media sites, such as LinkedIn, Facebook, Twitter and MySpace, allow for keyword searching in the main menu. Search for candidates who match your needs, whether they are active or passive job seekers, then invite them to become your fan at your social media page. Send a warm welcoming message and follow up only with those who do, as they have expressed interest in learning more.

Highlight your top open assignments and events. Social media is about connecting with more people in a meaningful way, something that recruiters have done for decades. Use your social media outlets to highlight your top open assignments by posting links and what you are looking for in candidates. Create open house events online and invite your friends to attend to learn of new employment opportunities. Then use this medium to communicate with potential fans who have the qualities you are looking for.

Learn more about recruiting and career tips as you come back often to the Advance Staffing blog!