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You (Yes, YOU!) Can Make Yourself the Best Candidate in Your Field

HMG Success on October 7, 2026

Many professionals strive to be one of the best at their current workplace. It allows them to excel in their position, achieve recognition, and potentially advance. Plus, being viewed as a top performer can give you job security, as most companies aim to keep their best and brightest on staff.

However, by taking the right steps, it’s possible to achieve more. You can make yourself one of the best (if not the best) candidates in your field by using the right approach. If you’d like to know how you can position yourself as such, here’s a look at what you need to do.

Build Your Brand

Your professional brand is something that needs to be crafted and honed, not created incidentally. It spotlights the best of what you have to offer, along with your unique voice and perspective.

For most professionals, crafting a brand means developing an online presence that aligns with your career and area of expertise. This can include a combination of approaches, such as creating an active LinkedIn profile that includes details about your skills and experience as well as your accomplishments, writing blog posts that are highly relevant to your field, and engage appropriately with other experts on social media or in suitable forums.

A dedicated website can also be part of the equation. It can serve as a place to showcase your experience, discuss your thoughts on relevant trends, and otherwise showcase what you have to offer.

Your goal should be to establish your expertise, not solicit job offers. By keeping that as the focus, your brand concentrates on your capabilities, not your job search.

Keep Current on Trends

Those who are perceived as experts or thought leaders are well-informed about trends that impact their field. They keep current when it comes to relevant emerging technologies, shifts in their corresponding marketplace, and changes in public sentiment.

If you want to make yourself the best candidate, it’s wise to remain up-to-date at all times. That way, you can discuss the future of your industry, both in posts that support your brand and during interviews. Many hiring managers appreciate job seekers who can explain how what is on the horizon can help their company excel, mainly when it is relevant to the role the job seeker is trying to land.

In some cases, going further is also a smart move. For example, acquiring new skills on your own time that relate to emerging technologies can help you stand out from other candidates and increase your perceived value.

Engage With Your Network

If you only connect with members of your network when you need a new job, you might not be establishing yourself as a keen professional. Ultimately, you are missing out on opportunities to enhance your brand, including general awareness of what you have to offer.

By engaging with your network regularly, you are becoming an integral part of more communities. Your name will remain in the minds of those you connect with, and that may give you access to more opportunities, including those that aren’t publicly advertised, because your network feels confident about what you have to offer and your level of involvement in the field at-large.

In the end, all of the tips above can support your goal of making yourself the best candidate in the eyes of those hiring in your field. If you’d like to learn more, the staff at The Advance Group can help. Contact us to speak with a member of our skilled team today and see how our career management and professional branding expertise can benefit your Michigan and Ohio job search.

 

 

5 Great General Labor Jobs Available Today

HMG Success on October 7, 2026

A general labor job can be an excellent fit for many people. It can help you launch your industrial career, earn a steady income, and remain physically active while at work. Plus, you may have opportunities to learn to operate various kinds of equipment, assist with maintenance, and much more.

If you are looking for a general labor job, you’re in luck. Here are five great opportunities that are available right now.

General Labor – Dearborn Heights, MI

A manufacturing company that focuses on the aerospace industry has an immediate need for a general laborer. The selected candidate will operate stamping, drilling, and taping machines. Plus, they’ll sleeve parts, cut materials, and assist with floor cleanup. If chosen, you might get a chance to use a Hi-lo, too.

This opportunity is a day shift position, Monday through Friday. It also comes with a competitive pay rate and overtime may be available during busy seasons.

General Labor – Detroit, MI

If you’re looking for a dayshift, Monday through Friday, opportunity in Detroit, this general labor job might be right for you. An iron scrap metal company needs to expand its team quickly and is looking for someone who can perform a range of duties.

Along with sorting scrap metal, you’ll also operate heavy equipment and forklifts. The ideal candidate has at least two years of experience in a manufacturing environment, as well as the ability to lift up to 50 lbs. Starting pay is competitive, and the role has the possibility of being long-term.

General Labor – Toledo, OH

A scrap metal recycling company is looking for a general laborer. This position is temp-to-hire. If the chosen candidate exceeds expectations, they will be able to join the company permanently.

The role is very physical, requiring a lot of lifting, twisting, reaching, and bending. The ability to lift up to 50 lbs. is a must. A willingness to work in an environment with extreme conditions is also essential.

Once selected, the new hire will join the first shift, working 5:00 am to 3:15 pm, Monday through Friday, as well as 5:00 am to 1:30 pm on most Saturdays. The pay rate is competitive, and there is room for growth with this company.

General Labor – Romulus, MI

If you’re mechanically inclined and looking for a Monday through Friday, first shift opportunity with overtime, a company in Romulus might be looking for someone just like you. In the position, you’d grind metal parts, finish parts with hand tools, operate a forklift, and assist with various warehouse duties.

The pay rate is competitive, and, for the right candidate, the position could be long-term.

General Labor – Rossford, OH

If you’re looking for a general labor job but don’t have any experience, this position might be a great fit. A powder coating company is looking for general laborers for long-term positions. As long as you have an exceptional work ethic and thrive in a team environment, you may be qualified. If chosen, you’ll hang parts for powder coating, take powder coated parts off the line, and inspect the final product.

Opportunities are available on both the first and second shift. Those working on the second shift receive a pay differential. Additionally, the chosen candidate is eligible for a pay increase after working there for six months and is eligible for a second potential raise at the end of the first year.

All of the general labor positions above are available today. If you’d like to learn more about these or other general labor opportunities, the team at The Advance Group can help. Contact us to speak with a recruiter today.

 

 

5 Skills All Welders Need to Possess

HMG Success on October 7, 2026

If you want to be an exceptional welder, you’ll need more than just technical prowess. While being adept at welding itself is essential; having specific soft skills is crucial if you want to have an incredibly successful career. By knowing which ones can make a difference, you can position yourself to excel. With that in mind, here’s a look at five skills all welders need to possess.

1. Attention to Detail

When you’re a welder, every millimeter matters. So does the aesthetic quality of your work, particularly if your welds will be exposed. And that’s what makes attention to detail so important.

Detail-oriented welders are more accurate than their counterparts. Additionally, they understand the need for visually pleasing results and will spend time creating welds that aren’t just strong, but pleasant-looking as well.

2. Communication

In most cases, welders work as part of a team. They could be one of several welders or may work closely with other tradespeople to create the final product. Being in sync with everyone involved is essential. Otherwise, the results may be less than ideal.

With great communication skills, you are better equipped to collaborate with your colleagues. Plus, you’ll have an easier time conveying complex ideas to those who may not be as familiar with your skills, and that can make a difference, as well.

3. Organization

Welders tend to use a lot of tools and materials. Without organization skills, keeping track of where everything is or how much of something you have becomes difficult. When things are misplaced, you decrease your efficiency, as you have to spend time tracking down what you need.

In contrast, strong organizational skills boost productivity. You’ll always know right where to look when you need a tool or material, allowing you to work more quickly.

4. Focus

Concentration is a critical skill for welders. At times, the work can be a bit tedious or slow-moving. When this happens, you need the ability to remain focused even when you would rather let your mind wander. Otherwise, the quality of your work may diminish.

5. Accountability

Also, though welders tend to work on teams, individual accountability is still critical. Typically, other welders or tradespeople need you to finish your task before they can complete theirs. If you aren’t accountable for your work, you could cause delays that harm the entire team.

Essentially, other employees and managers need to be able to trust and rely on you. That way, they know you’ll handle your responsibilities and that they can focus on completing their work promptly.

Ultimately, all welders need the five soft skills above if they are going to thrive. If you’d like to learn more about what it takes to have a successful welding career, or if you’re ready to find a new welder job, the talented team at The Advance Group can help. Contact us to speak with one of our skilled staff members today and see how our welding career expertise can benefit you.

 

 

Do You Have an Emergency Readiness Plan in Place for COVID-19?

HMG Success on October 7, 2026

The coronavirus outbreak has been wreaking havoc all across the globe. It’s led to a disease called COVID-19, a viral infection with no available vaccine. The virus is spreading with surprising speed, and over 3,000 people have died after contracting the illness.

Since the number of COVID-19 infections in the United States is increasing rapidly, employers have to take action. Not only do they have to have a plan for curtailing the spread of the disease, but they also have to be ready for unexpected absences that could hinder productivity.

If you don’t have an emergency readiness plan in place for the coronavirus, now is the time to create one. If you don’t know where to begin, here are some tips.

Clean Work Areas Regularly and Thoroughly

Along with being spread through respiratory droplets, COVID-19 may also be transferrable through contaminated objects or surfaces. If you want to limit the virus’s ability to spread, it’s critical to disinfect workspaces regularly. This includes everything from desks, computers, and telephones to elevator buttons, staircase handrails, and doorknobs. Office equipment, like copiers and shredders, should also get regular wipe-downs.

Encourage Ill Employees to Stay Home

First and foremost, if an employee believes they have symptoms that align with the COVID-19 infection, they should stay home from work or leave the workplace immediately. This decreases the odds that they’ll spread the disease to their coworkers.

If necessary, consider creating a separate policy regarding sick leave or approved absences. Make sure that it’s generous and encourages employees to err on the side of caution without having to fear any repercussions.

Additionally, be ready to tell sick employees that they are required to leave. Some may be resistant, but you must get them out of the workplace, so don’t be afraid to make exiting if asked mandatory.

Maximize Remote Work Options

Instituting new remote work options during this period of uncertainty is a smart move. This can allow employees to manage their duties without having to come into the office and may be helpful for those who are reluctant to miss a workday but may be ill.

Additionally, it allows you to limit the number of physical contact employees have to have with one another while maintaining productivity. This could reduce the odds of infection, suggesting a person’s home environment is relatively controlled and may allow your workforce to stay healthier, longer.

Create a Communication Plan

Having a mechanism ready for sharing public health information – such as an employee email or cell phone number list – is essential. That way, the company can release details that can combat rumors or workers’ fears and share critical updates if the need arises.

Plus, it ensures that policy updates and similar changes are shared with everyone and that the message remains consistent. This decreases the likelihood of confusion or miscommunications.

Prepare for Your Possible Workforce Needs

If COVID-19 reaches your workplace, you may find yourself short-handed quickly. Having a contingent workforce available who can fill in any gaps is ideal, ensuring you can remain productive if your company can remain open.

Consider partnering with a staffing firm as soon as possible. Discuss your potential needs in advance. That way, should you require an employee quickly, the recruiters will already know what you require and can find a great candidate fast.

If you would like to know more about how you can create an emergency readiness plan for COVID-19, the team at The Advance Group can help. Contact us today and see how our planning expertise can benefit you.

 

 

How Can You Make the Best Hire for Your Company?

HMG Success on October 7, 2026

It isn’t easy to find the best candidate to join your team. Usually, you only have a limited amount of time to determine whether the job seeker is a great fit. Plus, you only have certain screening tools or methods at your disposal, some of which can be a bit limited.

However, even if that’s the case, that doesn’t mean you can’t make the best hire for your company. If you want to make sure you snag the ideal job seeker for your open position, here are some tips that can help.

Write a Great Vacancy Announcement

Your job ad directly influences the quality of candidates you attract. If your listing is intriguing, speaks to the job seeker’s priorities, and showcases why you should be considered an employer of choice, you’ll have a better chance of securing top talent. Plus, if you provide a clear overview of what the job entails, focus on the right skills as keywords, and otherwise define what it takes to thrive in the role properly, you’ll increase your odds of identifying a great match.

Make sure to include the skills that are crucial for the candidate to have on day one in the job ad. Additionally, tap on what your company is bringing to the table, including a salary range and glimpse at the benefits package. That way, the candidate knows what you’re looking for as well as why you are a great employer.

Prioritize Potential and Passion

When you’re hiring, it can be a smart move to make a candidate’s potential a priority. A job seeker with the right foundational skills who is exceptionally passionate about their field and the opportunity may outperform an experienced but less enthusiastic candidate over the long-term. Plus, an excited job seeker may imbue new energy into your team, igniting their colleagues’ potential, as well.

If you want to focus on potential, make sure your job ad only lists skills that are genuinely required on day one as must-haves. That way, you don’t screen out excellent candidates with tons of potential by mistake.

Consider Personality

It’s usually relatively easy to evaluate a candidate’s technical abilities. While hard skills are essential, they aren’t the only factor when you want to make the best hire possible. A job seeker’s personality is also a critical point to examine.

Not only will their personality influence how well they fit in with their team, but it also affects whether they’ll mesh with the company’s culture. As a result, you need to consider it before you make a decision.

Ultimately, all of the hiring tips above can make it easier to locate and select the best candidate for the position. If you’d like to learn more about finding exceptional job seekers for your vacant roles, the skilled staff at The Advance Group can help. Contact us to speak with one of our talented recruitment specialists today and see how our hiring expertise can benefit you.

 

 

Which of Your Employees Are Legally Independent Contractors?

HMG Success on October 7, 2026

Correctly classifying the members of your workforce is essential. Failing to do so can get you in some legal hot water, particularly if you label a worker an independent contractor when they should be an employee.

Companies can’t just decide to call a professional an independent contractor because that’s what suits them best. Instead, specific rules have to be followed.

If you want to figure out which of your workers are legally independent contractors, here’s what you need to consider.

Classifying Workers

One of the most significant differences between contractor and employee arrangements is how much control the company gets to exude over the worker. If an organization can control what the worker is doing and how the person handles their job, they are an employee, not a contractor. However, if the business is only defining the desired result, and leaves the remainder of the decisions in the worker’s hands, they can be classified as a contractor instead.

Other factors also dictate which classification is correct. For example, if the company controls the business aspects of the worker’s job, that worker is an employee. In many cases, if the worker is performing tasks that align with the company’s core business scope, they can’t be considered an independent contractor.

The permanency of the relationship also needs to be considered, as this helps to define the true nature of the arrangement. Additionally, whether there are contracts for the work or if the person is receiving certain benefits, like retirement or paid time off, is also part of the equation.

Misclassification Penalties

There are financial and administrative benefits of having a worker classified as an independent contractor instead of an employee. For example, you aren’t liable for employment taxes, unemployment costs, workers’ compensation, and similar expenses if the worker is an independent contractor. Additionally, you don’t typically offer benefits to independent contractors and don’t have to manage them as part of your payroll. As a result, many businesses seek out independent contractor arrangements when possible to help reduce risk and lower costs.

However, that doesn’t mean that you can choose to list an employee as an independent contractor. There can be severe penalties for misclassifying workers. For example, the IRS could determine that you owe back employment taxes. It could also open the company up to a lawsuit by the worker. If they should have been provided benefits that they didn’t qualify for due to the misclassification, they may seek compensation.

Making the Decision

In some cases, whether a worker qualifies as an independent contractor or employee is clear. However, if you can’t seem to decide, you can complete an IRS Form SS-8. With that, the IRS will review the situation and make an official determination regarding the worker’s status.

This process can be lengthy, taking a minimum of six months in most cases. However, it can be worth doing if your company genuinely can’t figure out which path is correct.

If you would like to learn about options that can help you manage all of your personnel needs as simply as possible, the staff at The Advance Group wants to hear from you. Contact us today and see how our worker classification expertise can benefit you. If you’re looking for great new talent for your workplace, check out our Talent Showcase!

 

 

Are Employee Pay Expectations Realistic?

HMG Success on October 7, 2026

Generation Z has been slowly making its way into the workforce. The oldest members are turning 25 in 2020, and many of them leave college with high expectations regarding the future earning potential.

While unemployment remains shockingly low, empowering job seekers to focus on more lucrative opportunities or to leverage shortages in the workforce for pay increases, that doesn’t mean all employee pay expectations are realistic. This is especially true for Gen Z grads.

If you want to know if your prospective employees are reasonable with their salary requests or if you need to bump up pay rates to remain competitive, here’s what you need to know.

New Grads Have Unrealistic Expectations

One survey of undergraduate students showed that many of those who are poised to join the workforce don’t have a solid grasp on their actual earning potential. On average, Gen Z students were expecting to make nearly $58,000 a year. However, for bachelor’s degree holders with less than five years of professional experience, the average annual salary was only $47,000.

That $11,000 difference highlights the substantial disconnect between employee expectations and reality. Many undergrads are overestimating their pay potential once they leave college. Additionally, the problem continues, with many wrongly assuming that they’ll be earning about $15,000 more than statistics support once they reach mid-career, too.

Typically, this creates one of two scenarios for Gen Z grads. First, they may fight for pay rates that aren’t available, keeping them out of the workforce for longer. Second, they might accept a role, but ultimately be disappointed that their expectations weren’t met.

Dealing with Unrealistic Pay Expectations

Members of Gen Z consider compensation a priority. Many of them are motivated by financially-oriented incentives, including strong salaries and benefits packages. As a result, this disconnect can be especially challenging to navigate and can lead to issues with morale and engagement.

However, that doesn’t mean it can’t be overcome. If your company’s pay rates are competitive, consider having proof available. If you can show that competitors are offering the same salaries (or slightly less) than you are willing to provide, that can help reshape a candidate’s expectations.

Additionally, give them access to perks that are meaningful but not money-related. For instance, Gen Z values mentorship opportunities and clear communication, especially when their manager is involved. They also favor employers that give back to their communities.

Gen Z also thinks privacy at work is essential. If you can give them their own space, allow them to wear headphones when engaged in heads-down work, and personalize their workstation, you can make your company more appealing.

Ultimately, Gen Z might have high salary expectations that aren’t generally realistic in today’s market, but that doesn’t mean you can’t position yourself as an employer of choice. By using the tips above, you can attract and retain new grad talent. If you’d like to learn more, the staff at The Advance Group can help. Contact us today and see how our recruitment and retention expertise can benefit you.

 

 

What Does a Machine Operator Actually Do?

HMG Success on October 7, 2026

If you’re looking for an industrial job, you may have stumbled across listings for machine operators. For many, the job title itself is intriguing. However, it also isn’t uncommon to not know precisely what these roles involve.

By learning more about what machine operators do, you can figure out if it’s a career direction you want to explore. With that in mind, here is an overview that can help bring some clarity to the situation.

Machine Operator Core Duties

Machine operators – which may also be called tool and die, makers, fabricators, machinists, or several other titles – work with certain types of heavy equipment, usually in a production setting. This can include mechanically-operated machines as well as computer-controlled versions, like a CNC machine.

Regardless of the equipment involved, a machine operator’s primary function is to create high-quality products, parts, or components based on company-provided specifications. Along with a critical role in the manufacturing process itself, machine operators also have to make sure that the equipment is well-maintained, adequately stocked, and working at peak efficiency.

Other Machine Operator Responsibilities

Most machine operators spend the majority of their time using heavy equipment. However, they typically have other duties as well.

For example, they may need to assist with supply, product, parts, or components inventories. Some machine operators may also have warehousing, packaging, or shipping duties. Qualities assurance responsibilities are also a common feature of these jobs.

Additionally, it’s normal for machine operators to have some cleanup tasks on their plate, particularly when it comes to their work area. This can include removing scrap pieces, cleaning machines, and similar assignments.

Must-Have Training and Skills for Machine Operators

In many cases, people interested in becoming machine operators complete vocational, trade, or technical school programs focused on the field. Alternatively, they might become apprentices, allowing them to gain the proper knowledge and machine operation skills.

Additionally, when it comes to the technical aspects of the role, most machine operators get more training on the job. This allows them to learn the nuances of each piece of equipment, advance their capabilities, and become more valuable workers overtime.

However, beyond skills that let them use heavy equipment, machine operators also need additional skills. For example, math, analytical, and problem-solving skills are all essential. Having great attention to detail and physical stamina is also vital.

Other Machine Operator Job Details

Since machine operators work in industrial environments, they may get hired by employers who have multiple shifts. Some companies run 24/7, so they might need machine operators for second and third shifts as well as day shifts. Additionally, weekend work might not be uncommon. However, some businesses use a more traditional Monday through Friday, day shift schedule only, so you might encounter those opportunities as well.

Salaries for machine operators tend to be competitive. Since some degree of education or training is needed before a person can work in the role, pay rates reflect that. On average, machinists earn nearly $45,000 a year, though the top 10 percent can bring in $76,900 or more.

If you’d like to learn more about the machine operator profession, the staff at The Advance Group can help. Contact us today or click here to find a new machine operator job for yourself.

 

 

Now Is a Great Time to Start a Career in Robotic Welding!

HMG Success on October 7, 2026

Robots are a critical part of many production environments. They are touted as a revolution in the manufacturing industry, improving operational efficiency and reducing costs.

While some fear that robots are taking jobs away from hardworking people, that typically isn’t the case. Instead, these high-tech machines can spur job creation, as employees are needed to build and maintain the equipment, as well as operate it.

One job that has arisen over the years is the robotic welder operator. If you are curious about what a career in robotic welding involves, here’s what you need to know about these exciting opportunities.

What Robotic Welding Is

With robotic welding, machines assist in the production process by holding metal parts in place and completing various kinds of welds. It’s a semi- or fully-automated procedure, usually involving spot welding and arc welding.

In most cases, computers control the welding systems. However, these are not entirely autonomous machines. Employees are needed to program the computers and handle other tasks.

The Robotic Welder Operator Role

The most critical part of the robotic welder operator job is the programming of the computers that control the welding machinery. They input parameters based on the product’s or part’s needed specifications, ensuring the robot can weld various pieces together correctly.

Along with the machine operating skills, most people working in these positions also need to be skilled welders. At times, welds may need to be done by hand, so having welding experience is critical.

Robotic welder operators also need to be able to read blueprints and schematics, perform a variety of calculations, and use a computer interface. Additionally, attention-to-detail is a must, both for ensuring mistakes are not made and for checking the quality of the welds once they are finished. Other duties may include using precision measuring instruments, performing machine maintenance, and keeping the robotic welder supplied.

How to Become a Robotic Welder Operator

Most professional robotic welder operators have formal training. Along with coursework in welding, they may have taken machine operation classes as well. In many cases, employers prefer candidates who have completed a related vocational training program. However, it may be possible to transition into these roles after working in similar positions.

Having a welding certification can be a great way to separate yourself from other candidates. Not only does it show that you know how to complete the welds manually, but also that you understand what a high-quality weld is and how the outcome should look. This can be critical for quality-control aspects of the job.

It is anticipated that demand for robotic welder operators will grow over the coming years, particularly as more companies look for opportunities to automate portions of their production processes. Are you looking for a robotics welding career? If so, the team at The Advance Group can help. Contact us today to learn more about exciting opportunities in the robotics welding field and see how our services can help you get your career off on the right foot.

 

 

Happy 12th Anniversary, Brenda Frank!

HMG Success on October 7, 2026

To celebrate Brenda Frank’s 12th 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 family brings me the greatest joy.

Q: What is your favorite holiday?
A: My favorite holiday is Christmas.

Q: What do you do in your spare time?
A: In my spare time, I love to read.

Brenda is the Administrative Assistant with The Advance Group’s Sylvania branch.  Happy Anniversary, Brenda!

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