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Is Temp Work Stable Work?

HMG Success on October 7, 2026

 

Many professionals worry temp work isn’t particularly stable. After all, the positions themselves are often designed to be short-term or finite in nature, giving the impression you can’t have a reliable source of income if you accept temporary assignments.

In reality, temp work can be incredibly stable, and it isn’t as high-risk as some believe. Additionally, it provides professionals with a level of flexibility that isn’t always possible in a permanent position, making it easier to handle all of their personal and professional obligations.

If you are wondering how temp work can be stable, here’s what you need to know.

Assignment Parameters Are Clear

When you accept a temporary job, your recruiter will make sure you know what to expect. This includes the anticipated duration of the assignment, either based on the expected amount of time the selected candidate will be in the position or the timeline associated with the project (for project-based assignments).

This allows candidates to estimate how long they will be in a short-term role. Then, when the end starts to draw near, they can explore new assignments that can begin once this one is complete, allowing them to transition seamlessly from one into the next.

Opportunities Are Plentiful

Nearly every field has a need for short-term workers. Whether it is to assist with a particular project, support seasonal increases in demand, or cover permanent staff members who will be absent, companies in a variety of industries often turn to temporary employees to ensure they remain productive.

As a result, new temporary opportunities emerge on a daily basis. Skilled professionals can move quickly from one assignment to the next, particularly if their skills are in high demand, creating a level of stability even if they don’t remain with the same company over the long-term.

Competitive Pay and Increased Flexibility

Many temp workers earn competitive salaries. Companies understand they have to offer a pay rate that aligns with industry norms if they want to secure top talent for short-term positions. As a result, professionals can find temporary roles with salaries similar to what they could find in many permanent jobs.

However, unlike a permanent role, temp workers get a substantial amount of flexibility. They can pick and choose their assignments, allowing them to focus on their areas of interest or use their preferred skills. Additionally, if they need to step away from the workforce for any reason, including handling personal obligations, they can do so with ease. Once their current assignment ends, they can choose to wait before accepting another one without the majority of the repercussions they could experience if they had to quit a permanent job.

Ultimately, working as a temporary employee can be a surprisingly stable way to make a living. Plus, it ensures your career can adapt to your personal life, something that may not be possible otherwise.

If you would like to learn more about the benefits of being a temp worker or are interested in temporary or permanent work opportunities, the team at The Advance Group can help. Contact us to speak with one of our knowledgeable recruiters today and see how our hiring services can benefit you.

 

 

Switching Roles? Here’s What You Need to Put in Your Cover Letter

HMG Success on October 7, 2026

 

Heading into a new career territory can be exciting, but it can also be difficult. As a candidate, you need to ensure the hiring manager knows your skills are a match to their needs, even if you haven’t worked in that role or field before.

In order to sell the hiring manager on the idea, you need to make sure your cover letter is on point. This critical document allows you to share details that won’t fit on your resume, allowing you to showcase why you are a great fit, even if your prior experience has been in another niche.

If you are ready to make a career switch, here’s what you need to put in your cover letter.

Introduce Your Relevant Strengths

When you are switching careers, you can’t expect the hiring manager to be enticed based on your past work experience alone. Instead, you need to draw them in by highlighting your relevant strengths, allowing them to see how what you bring to the table provides value.

As you introduce yourself, avoid giving a play-by-play of your work history. Instead, showcase achievements and skills that relate strongly to the role you want to land and use those as springboards for describing how you can excel in the job and help the company succeed.

Explain Why You Are Making a Change

While the hiring manager might be able to glean that you are trying to switch careers, they won’t be able to guess why. In your cover letter, it is wise to explain your motivation.

For example, if an intriguing piece of industry news ignited your passion, a side project sparked your interest in heading into the industry full-time, or a long-standing interest in the field that you have chosen to pursue is behind the change, let the hiring manager know. Give them insight into why their vacant position caught your eye, even if your background is a bit nontraditional for the job.

Have a Strong Closing

The last paragraph of your cover letter is your final opportunity to convince the hiring manager to give you a chance, so you need to make a strong case for yourself. Highlight your relevant skills and how you can use them to help the company excel. Showcase your excitement for the role and your interest in using your transferable skills in a new way.

The idea is to sell yourself as the ideal candidate, making the hiring manager more inclined to consider you, even if your background isn’t the typical path to that particular position. Once that is done, let them know you appreciate their time and look forward to hearing back or answering any additional questions they may have, ensuring you have extended all common courtesies.

By following the cover letter tips above, you can increase the odds you will successfully take your career in a new direction. If you’d like to find out more, the staff at The Advance Group can help. Contact us to speak with one of our skilled team members today and see how our career transition expertise can benefit you.

 

 

What’s More Important: How a Job Candidate Acts or What They’ve Accomplished

HMG Success on October 7, 2026

 

When hiring managers evaluate candidates, they typically focus on what the job seeker has achieved during their career. Then, they try to select the candidate with the right skills and accomplishments that suggest they could provide value to the company if they are hired.

However, how a professional behaves on the job may incidentally be neglected by using this approach. Since how a person acts impacts not only their work but also how they interact with co-workers and their manager, overlooking their behavior can lead to a serious hiring mistake.

Behavior plays a significant role in how a candidate performs on the job. It affects how people react to them, how they act in various situations, and more. As a result, evaluating how a job seeker acts is critical, ensuring that they are a fit for the role, team, and company as a whole.

Evaluating the Position’s Needs

In order to successfully determine whether how a job seeker acts is a good fit for a position, you first have to identify the behavioral traits that best align with the role. For example, do you need a highly adaptable professional or a candidate who is more process-driven? Is your ideal new hire extroverted or introverted? Should they be a big-picture thinker or focused on the details?

The goal is to figure out what behaviors are best-suited for the core duties associated with the job. Then, you can identify behavioral interview questions that help you discover who has the ideal traits based on what the position requires.

Interviewing for Behavior

Behavioral interview questions allow you to gain insights into how a candidate acts in specific situations. Often, the process involves presenting the job seeker with a scenario and asking them to describe how they would handle it or how they managed a similar one in the past.

Typically, behavioral interview questions allow you to learn more about how a candidate thinks. Not only will you find out about various soft skills, but also their preferred approaches and what they need from a manager or their team.

Additionally, you can learn about their various habits and how open they may be to changing them. When a candidate is more flexible, their behavior can be molded. However, if their behavior is more ingrained or rigid, it may be harder to get them to change if the need arises.

Once you complete the behavioral portion of the interview, you can more easily determine if how the job seeker acts is a good fit for both the job and the team you are looking to augment. This helps you ensure a better match, increasing the odds the candidate will be successful in the role.

If you would like to learn more about the importance of evaluating a job seeker’s behavior, at The Advance Group can help. Contact us to speak with one of our experienced recruitment specialists today and see how our interviewing expertise can benefit you.

 

 

Happy 7th Anniversary, Mindy VanAcker!

HMG Success on October 7, 2026

 

To celebrate Mindy VanAcker’s 7th year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:

Q: What do you like to do in your spare time?
A: Read, Cook/Bake, Boating and Spending Time With Family

Q: What is on your bucket list?
A: Traveling more! Cross country road trip and visit Europe!

Q: What quote do you live by?
A: “There is no use going back to yesterday because I was a different person then”  – Alice in Wonderland

Mindy is a Branch Managert with The Advance Group’s Monroe branch.  Happy Anniversary, Mindy!

Age Discrimination Isn’t What Holds You Back at Work…

HMG Success on October 7, 2026

 

Many professionals believe they are the victims of age discrimination. They think that since they are older than some of the competition or their colleagues, they aren’t gaining access to the same opportunities due to their age.

However, it might not be your age that is holding you back at work. Instead, you could be dealing with experience discrimination.

Today, millennials make up the majority of the workforce. The oldest members of Gen Y are now in the late 30s, and they have strong skills and a substantial amount of professional experience. Plus, they might not expect the same salary amounts as older workers, mainly because they are solidly in the middle of their careers and still moving up. As a result, they no longer viewed as being new to their fields and are considered less expensive, increasing the amount of competition Gen X and baby boomers who are still in the workforce face.

Luckily, it is possible to overcome experience discrimination. Here are some tips that can help you do just that.

Build a Strong Professional Brand

Your professional brand is a reflection of your area of expertise. You need to showcase your specialty in a meaningful way, allowing you to differentiate yourself from others who may have a similar base skill set, but not in your niche.

Often, millennials (as digital natives) are more adept at professional branding due to their comfort with social media and familiarity with a variety of online tools. Older workers need to embrace these technologies to highlight their knowledge and show how they can provide an employer with value, allowing them to stand out from the crowd.

Have the Right Career Strategy

The career strategy of yesteryear doesn’t work in today’s market. Few people remain with a single employer for years and years on end. Instead, they need to be agile, seeking out new opportunities elsewhere that allow them to progress.

As an older worker, this may require a substantial change in mindset. The willingness to move on to a new job is essential, particularly if your current employer isn’t giving you access to opportunities that allow you to grow and advance.

Additionally, you need to clarify your career goals. By understanding what you want to achieve, you can focus on options that align with those objectives, ensuring you remain in control and take notice of opportunities that can lead to greater success.

Remain Relevant

Over time, some professionals begin to neglect skill development. Instead of acquiring new skills, they focus on perfecting those that they already have, assuming that that approach provides them with the most career value.

However, in today’s rapidly changing world, failing to keep pace with emerging technologies that are coming to your field can harm your career. Relying on your existing employer to ensure you remain up to speed is also a bad move, as the company may opt to hire externally instead of train internally.

As a result, you need to make sure you dedicate time and energy to skill development, including during your off-hours. This ensures your skills remain current with respect to new technologies, making you a more desirable candidate.

Ultimately, by following the tips above, you can overcome experience discrimination. If you’d like to know more, the team at The Advance Group can help. Contact us to speak with one of our experienced staff members today and see how our career management expertise can benefit you.

 

 

Don’t Fall for These Business Culture Mistakes

HMG Success on October 7, 2026

 

Company culture has become increasingly important in the eyes of candidates. Most professionals want more than just a solid salary and comprehensive benefits package; they also want an environment that meets their needs, the right amount of support, and access to opportunities.

Certain business culture mistakes can be incredibly harmful for both recruitment and retention. If you want to make sure you can access and keep top talent, here are some cultural issues you need to avoid.

No Downtime

Many companies expect their employees to burn the candle at both ends. They may encourage workers to skip breaks, work through their lunch, and respond to calls, emails, or text at all time of the day, including during off-hours.

This always-on mentality creates a culture that makes work-life balance nearly impossible. Plus, even though employees are putting in more hours, it actually harms productivity. It can cause employees to disengage and lose focus. In the worst-case scenario, it can promote burnout.

If you want your staff to thrive, make sure there is adequate downtime. Encourage them to take breaks during the day and have lunch away from their workstations. Additionally, limit after-hours contact or eliminate the expectation employees be accessible 24/7. That way, you can create a culture that supports work-life balance, ensuring your workers rest and rejuvenate regularly so they are at their best when they are on the clock.

Lack of Trust

Some managers have a tendency to micromanage, even if they aren’t aware of it. They hover over their employees and monitor their every move, at times in the name of preventing mistakes and ensuring everyone is productive.

One of the main issues with micromanaging is it suggests a manager doesn’t trust their team. Since the employees are so closely monitored, they assume their boss doesn’t believe they are capable enough to handle their duties without constant direction, and that can be frustrating and disheartening.

While remaining available to your staff and checking in regularly are good ideas, resist the urge to watch their every move. Give them some degree of autonomy, as long as they are meeting or exceeding expectations. Answer questions or provide direction if they ask, but otherwise trust in their capabilities until you are given a clear reason to be more involved. This will make your employees happier, mainly because they feel the company trusts them.

Failing to Align With Company Values

Most companies have values statements that are supposed to be a guiding light for operations. However, if management or the company’s direction don’t align with the values, the disconnect harms your culture.

Employees look to organizational leaders as guides. If managers or the business act in a way that goes against any stated values, it appears hypocritical. This is especially true if employees are held to a standard leaders aren’t following, something that also makes it seem as if accountability isn’t important.

Make sure your company has clear values, first and foremost. Then, strive to ensure all members of the leadership ranks hold those values dear and make decisions based on them. That way, everything is in alignment.

Ultimately, the three business culture mistakes above can be very harmful to an organization. By avoiding them, you can create a positive culture, something that can help with both recruiting and retention. If you’d like to learn more, the staff at The Advance Group can help. Contact us to discuss your questions with a member of our knowledgeable team today and see how our company culture expertise can benefit you.

 

 

Happy 8th Anniversary, Donna Fountain!

HMG Success on October 7, 2026

 

To celebrate Donna Fountain’s 8th year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:

Q: What brings you the greatest joy?
A: My children and my family.

Q: What advice would you give your younger self?
A: Save money!

Q: What quote do you live by?
A: Live in the moment.

Donna is a Staffing Specialist with The Advance Group’s Southgate branch.  Happy Anniversary, Donna!

Craft Beer for the Cure!

HMG Success on October 7, 2026

What: Come out to show your support and help The Advance Group in a FUNdraiser for Susan G. Komen’s Race for the Cure in memory of our late Teammate, Lisa Greene.

 

Show some love by supporting local business (aka drink some beer!) and contributing in the efforts to find a cure for breast cancer! 

 

Where: Earnest Brew Works, 4342 S. Detroit Ave Toledo OH, 43614

 

Details: Tickets are $10 and include food and one beer. Additional drinking encouraged!

 

Over HALF the ticket price AND a portion of beer sales will go directly to Team Greene Machine’s donation to Komen’s Race for the Cure.

 

If you can’t make it to this awesome event, there’s still time to register for the race (Sunday, September 29th). Click this link: http://www.info-komen.org/site/TR/RacefortheCure/TOL_NorthwestOhioAffiliate?pg=entry&fr_id=7595.

 

Questions?: Call The Advance Group at 419-882-7647

 

We can’t wait to see you there!

Happy 1st Anniversary, Kaydee Forgette!

HMG Success on October 7, 2026

To celebrate Kaydee Forgette’s 1st year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:

Q: What brings you the greatest joy?
A: I would have to say my family brings me my greatest joy.

Q: What is your favorite movie?
A: My favorite movie is Dirty Dancing.

Q: What do you like to do in your spare time?
A: In my spare time, I like to go to car shows, hang out with my family, go to concerts and sporting events.

Kaydee is a Staffing Coordinator with The Advance Group’s Sylvania branch.  Happy Anniversary, Kaydee!

The Advance Group’s Monroe Branch Staffing Stars!

HMG Success on October 7, 2026

Mindy, Renee and Ryann from our Monroe team collaborated with their clients to determine The Advance Group Staffing Stars representing the Monroe Branch!

  • Mercedes Page was recommended by her supervisor for great attitude, perfect attendance and going above and beyond in her performance. She is quickly picking things up and really doing an overall great job. Wishes he had 10 more just like her!
  • Charline Brown is being recognized for her outstanding attitude, ability to learn new tasks , overall terrific performance, along with perfect attendance. Her hard work has not gone unnoticed by her Supervisors or by The Advance Group! Keep up the great work, Charline!
  • Elizabeth St Bernard has been working with us over the last two years. She has been a model employee to say the least. She is hard working and reliable. She is always positive and upbeat. She was recently hired in with a client, who we have heard nothing but amazing things from. We wish her the best of luck!

 

The Advance Group’s Sylvania Branch Staffing Stars!

HMG Success on October 7, 2026

  • Niki from our Sylvania team recommended Mitchell Pakulski as her Staffing Star this year.  He has been at our client for almost a year.  During that time frame, he has only asked for half a day off for a funeral. His attendance and overall attitude has been superb.  He also referred his stepdaughter for a job as well.
  • Andrea from our Sylvania team feels Gary Lewis should be recognized as a 2019 Staffing Star.  He has been employed with us for almost 1.5 years. He is there every day and has great attendance! Gary never complains and is always up willing to do whatever job is asked of him. He has been a great employee and we appreciate all his hard work and dedication!
  • Kaydee from our Sylvania team thinks Sean Cole should be a Staffing Star this year.  He has been with The Advance Group since 2014, placed on 2 different assignments with Advance. Due to his great work ethic, great attendance and positive attitude both companies have given him the option to be hired in with the company.  Sean is someone that his supervisors can count on to get the job done!

 

 

The Advance Group’s Southgate Branch Staffing Stars!

HMG Success on October 7, 2026

Molly, Stephanie, Donna and Tyler from our Southgate office wanted to say thank you to these Staffing Stars!

  • John Cogan– John has been on the same assignment for The Advance Group for over 4 years!  In that time, John has consistently proven to be a reliable employee and taken on overtime hours when available.  He has also shown a willingness to learn new skills and accept different tasks, this has helped him advance his career with The Advance Group! Thank You John for your continued hard work!
  • Adam Thomas- For National Staffing Employee Week, The Advance Group would like to highlight Adam Thomas. Adam has great attendance and motivation, always willing to learn new things and do whatever is needed to get the job done! Thanks to Adam’s dedication he was recently hired in with his current employer. We appreciate Adam’s hard work and wish him the best with his future endeavors!
  • Steve Butt- The Advance Group wishes to express gratitude to Steve Butt for his hard work and dedication. When Steve came to The Advance Group, he was eager to get to work and was placed on assignment right away. Since he’s been employed by The Advance Group, he’s proven to be an outstanding employee. He is striving to be hired in at his current job site and we wish him all the best!
  • Miguel Hernandez- Miguel Hernandez is one of our employees we wanted to acknowledge for National Staffing Employee Week. Miguel has worked at the same company for over 10 months! While he has been on assignment he has had excellent attendance and has referred great candidates. We appreciate Miguel’s hard work and referrals!

 

 

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