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“In the midst of chaos, there is also opportunity.” ~Sun Tzu

HMG Success on October 7, 2026

Many of our workers were displaced from their “normal” jobs and moved to essential positions, some in different companies.  What a great example of working together to make a difference in the lives of so many people.

This is what one of our employees, Asia T., had to say about her new assignment through The Advance Group: “It is a different work environment for me. I’m used to work on car parts, but it is a great fit for me at this moment and I appreciate working at this location.”

Looking for a new SAFE job? Check out our open positions online today!

 

The Blueprint to a Better Machinist Job Search

HMG Success on October 7, 2026

Managing a machinist job search isn’t easy. Often, it takes a lot of time and energy, even if you’re an exceptional candidate. But that doesn’t mean you can expedite your search. By taking the right steps, you can position yourself in the best light, increasing the odds that you’ll land an interview and ultimately secure a new job.

If you want to improve your machinist job search, here are some tips that can help.

Add a Professional Summary to Your Resume

The professional summary section is a relatively new resume standard. It’s positioned near the top of your resume, serving as an introduction to your capabilities.

A well-composed professional summary gives the hiring manager critical insights into what you bring to the table. Ideally, you want to cover a recent accomplishment and highlight a couple of must-have skills. That way, the hiring manager is enticed to read the rest of your resume, increasing the odds your application will get more than just a quick skim.

Highlight Relevant Skills Multiple Times

Most job descriptions include a list of must-have skills. Typically, those at the top are the most desirable in the eyes of the hiring manager. It’s wise to make sure you highlight those capabilities thoroughly, so you may want to include them more than once on your resume.

For example, referencing the top must-have skill in your professional summary and near the top of your work history can be a good idea. Alternatively, you can add a short skills list to your resume, positioning it just below your professional summary and above your work history. Then, you can tap on the skills again in your work history, showcasing how you applied them.

Quantify the Details for Extra Umph

When you write a resume, you generally want to discuss accomplishments instead of your duties. That approach is more meaningful to hiring managers, as it gives them insights into how you can apply your skills and the value you may deliver.

If you want those achievements to stand out, quantify the details whenever possible. When you do, you are providing valuable context. Plus, numbers stand out visually, increasing the odds that the hiring manager will give your resume a closer look.

Prepare Your Reference List Early

Nearly every company’s hiring process includes reference checks. Since it is virtually inevitable that the hiring manager is going to ask for a reference list, make sure yours is ready in advance. Speak with your references and get their permission to include them. Additionally, confirm their contact details to ensure you provide the right information. That way, when the hiring manager wants the list, you know it is entirely accurate.

Ultimately, all of the tips above can enhance your machinist job search. If you are looking for a new machinist position, the skilled team at The Advance Group can help. Contact us to speak with one of our talented recruiters today and see how our services and expertise can elevate your job search quickly and efficiently.

 

 

What Are Job Seekers Looking for in an Employer? (And Do You Have It?)

HMG Success on October 7, 2026

Securing the best and brightest talent can be a challenge. Often, employers focus on their needs above all else, putting a significant amount of effort into finding and retaining professionals who can help them excel.

The issue is, if your company doesn’t have a strong enough employer value proposition, keeping your top performers on board is difficult. Similarly, if you don’t showcase what you have to offer employees, your recruitment efforts may fall short.

Ultimately, job seekers have needs, and they favor employers who will meet them. If you want to make sure you can entice the best candidates to apply and keep them for the long-term, here’s a look at what you need to offer.

Clear Career Paths

Most professionals have career goals beyond their current (or even their next) position. As a result, they favor employers who can help them move forward at a solid pace.

If your company doesn’t have clear career paths, you’ll struggle to land top talent. Merely saying that you promote from within or that a position comes with advancement potential isn’t enough. Instead, you need well-defined frameworks that outline each career progression step, ideally with accompanying average timelines. That way, job seekers know precisely how they can rise through the ranks.

Robust Training Options

Similarly, top performers prefer employers that have robust training programs. Most professionals enjoy exploring new territory and expanding their skill set. Without formalized approaches available, some candidates may fear that they won’t have access to professional development if they choose to work for you.

To entice job seekers, provide details about all available training programs. This can include traditional educational options as well as more organic methods, like mentorships.

Strong Core Benefits Plans

Neglecting your core benefits package is a surefire way to miss out on top talent. Your medical, dental, vision, and prescription plan needs to be comprehensive, and your retirement plan needs to be stable. Having a generous vacation and sick leave policies is also critical.

The Right Perks

You can’t balance out a weaker core benefits package with perks, so don’t assume that free breakfast will make up for a subpar medical plan. However, if you want to add perks to make your offering stronger, focus on areas that’ll make the most significant impact.

For example, tuition reimbursement or student loan repayment assistance can be incredibly valuable to many job seekers. The ability to do volunteer work on company time can also be enticing.

If you add perks, make sure to include a range that will appeal to different candidates. Not all professionals have the same needs, so offering a variety ensures that there’s something for everyone.

Ultimately, everything listed above can be desirable in the eyes of job seekers. If you’d like to learn more about how to locate and secure top talent for your open positions, the staff at The Advance Group can help. Contact us today and see how our recruitment and retention expertise can benefit you.

 

 

What Is a Day in the Life of an Assembler Like?

HMG Success on October 7, 2026

Many professionals find assembly positions incredibly rewarding. It’s the kind of job where you can see real-world results each and every day. Your efforts translate into something tangible, giving you visual proof about how hard you’ve worked.

While the job title gives a strong indication about the tasks assemblers handle, many who haven’t worked in these roles only have a basic idea of the duties. If you have ever wondered what a day in the life of an assembler is like, here’s what you need to know.

What Does an Assembler Do

In the simplest terms, assemblers spend their shifts putting things together. This can include combining a few specific components or entirely constructing an item, depending on the workplace.

How an assembler puts the pieces together can also vary. At times, the work is done by hand. The process may be entirely manual or require the use of necessary tools. In other cases, an assembler may operate machinery that does the physical assembling. When a high degree of precision is needed, speed is of the essence, or the process is complicated, the machine-based approach is typically more common.

Typically, assembling parts and products is an assembler’s core responsibility. But they may have additional duties as well. For example, some assemblers may assist with packaging, order picking, inventory, and shipment preparation.

Regardless of the exact responsibilities, a day in the life of any assembler tends to be an active one. The environments tend to be fast-paced, and there are usually physical components to the work, which can make the roles particularly engaging.

Additionally, assemblers work in industrial environments. This usually involves a factory or manufacturing-style setting.

The Skills Every Assembler Needs

If you are interested in becoming an assembler, you’ll need specific skills to land a job. First, manual dexterity is typically a must, especially if you are putting pieces together by hand. The same goes for the ability to use hand tools.

Additionally, assemblers commonly need to know how to read blueprints or schematics. That way, they can make sure the product is put together correctly. It’s also critical that assemblers have necessary math skills, are strong communicators, and that they work well as part of a team.

Computer and machine operating experience can be handy in the world of assembly, especially in environments that rely on machines to do the actual assembling. At times, warehousing or packaging skills can also make you a stronger candidate, depending on the position.

On the physical end, both strength and stamina can be significant. The work can be incredibly active, so the ideal candidate will be able to maintain a quick pace throughout a full workday.

If you are interested in becoming an assembler or are looking for a new assembly job, the team at The Advance Group can help. Contact us to speak with one of our industrial recruiters today and see how our services can make finding your ideal opportunity easier than ever before.

 

 

Your Onboarding Needs an Overhaul

HMG Success on October 7, 2026

When you bring in a new hire, first impressions matter. Your company’s onboarding process impacts how they perceive their new employer. Additionally, it can either set them up for success or increase their odds of failure.

Without an effective onboarding process, a new employee may feel ill-prepared. If that’s the case, it may take them longer to reach full productivity. In the worst-case scenario, a bad onboarding experience can increase errors and spur turnover, both of which can harm your business.

Regularly reviewing your onboarding process is critical for your company’s long-term success. If your onboarding process needs an overhaul, here are a few approaches that can help you whip it into shape.

Begin Before Day One

If a company wants to make a great first impression, it should start the onboarding process well before the new hire’s first day. It’s wise to prepare anything the employee will need to handle their duties, such as computer or building access, well ahead of their start date. That way, they aren’t stuck waiting around for the basics and can start handling their tasks sooner.

Additionally, sending out a new hire checklist, essential employment paperwork, and the employee handbook in advance can be a smart move. The new employee can review the information and complete forms that are part of the administrative process before their first day.

Give a Thorough Tour with Introductions

It takes time for a new hire to acclimate to their environment. With a thorough facility tour, you can speed this process up. Along with showing them their work area, make stops at other parts of the building, like break rooms, bathrooms, and conference rooms.

As the tour moves forward, also take the new hire to meet critical employees, managers, and leaders. For example, introduce them to an HR employee, giving them a point of contact for questions. Formally introduce them to every member of their team as well as the department head or company leader. This process familiarizes them with critical people, which can smooth their transition.

Set Clear Expectations

If you want an employee to thrive, they need to know what is expected of them. During the onboarding process, spend some time going over the company culture and standard etiquette. This reduces the chances that they’ll act inappropriately by mistake.

Additionally, outline what is expected of them in regards to their performance. Outline the nature of their role and core duties. Discuss work-quality and priority tasks. Set goals for their first week, month, and quarter, at a minimum.

By setting clear expectations early, the new hire knows what they need to do to excel. It gives them direction, and that can make a significant amount of difference.

If you’d like to learn more about how you can overhaul your onboarding process, the skilled professionals at The Advance Group can help. Contact us to speak with a member of our talented staff today and see how our onboarding expertise can benefit you.

 

 

Background Checks Have Changed in 2020: What’s New?

HMG Success on October 7, 2026

The background check landscaping is changing. Many states and cities are creating new rules regarding what employers can and can’t do. Failing to follow the laws typically comes with some pretty severe consequences, both legally and financially. As a result, it’s critical to keep an eye on what’s new when it comes to background checks, allowing you to ensure you handle things properly.

But staying aware of changes can be complicated. After all, not all cities, counties, and states are following the same rules. However, by remaining vigilant overall, you can be ready for tightening restrictions. If you want to know what’s changed with background checks in 2020, here’s what you need to know.

Ban-the-Box Gets Greater Traction

At least 35 states have some form of fair-hiring law, many of which apply to public and private employers. Plus, many counties and cities have also taken action, covering the topic even if their state hasn’t. Ban-the-box, a movement aimed at preventing employers from asking about a person’s criminal history on an application, has been gaining a significant amount of traction throughout the country.

The goal behind ban-the-box is to make opportunities more accessible to individuals with criminal records. Usually, the premise is that companies may be more open to these candidates after reviewing their resumes or conducting interviews. Plus, it prevents employers from having a method for tossing these applications aside based on a single ticked box.

Ban-the-box laws vary dramatically from one jurisdiction to the next. As a result, companies need to review rules in their area, including at the state, county, and city levels. That way, you can ensure you are complying with local legislation.

Additionally, even if ban-the-box laws aren’t in place in your area, removing the question from your application now could still be wise. These laws are increasingly common, so taking action now means you’ll be ahead of the curve.

Social Media Checks Increasingly Common

Many employers aren’t just using social media to promote their business; they are also using it to screen applicants. Usually, the goal is to look for red flags indicative of questionable behaviors, such as bad-mouthing former employers, making biased statements about others, or using illegal substances.

However, this landscape is increasingly complex legally. When you review a social media profile as part of a background check, you could be learning about a candidate’s affiliation with protected status. This creates liability issues as making hiring decisions based on details like gender, race, religious affiliation, age, disabilities, or sexual orientation isn’t legal.

As a result, background check companies are increasingly offering social media searches as part of their product landscape. With these options, status-oriented details are scrubbed from any reports, ensuring the employer doesn’t inadvertently learn about them. This reduces the likelihood of an FCRA or EEOC violation.

Contingent Worker Screening Takes Center Stage

As the gig economy grew, so did the scandals. Many companies that hire freelancers, contractors, or gig workers chose not to run background checks. However, some companies are now paying the price for not taking that step. For example, lawsuits against ridesharing companies that alleged the businesses failed to take care of their customers by skipping the checks are increasingly common.

Companies are now re-examining their practices when it comes to contractors and contingent workers. It’s a way of protecting themselves and their customers, making the exercise more widespread.

At The Advance Group, we understand companies’ concerns. That’s why we screen our candidates to ensure they meet your need and adhere to your company’s standards. If you’d like to learn more about our processes, the team at The Advance Group wants to hear from you. Contact us today.

 

 

Continuing Employee Education Is a Simple Perk You Need to Offer

HMG Success on October 7, 2026

Many companies struggle to justify continuing education for their employees, causing them not to offer the opportunity. As a line item, it doesn’t appear to positively impact revenue, leading many businesses to underestimate the value of this kind of training. That can be a severe mistake.

Continuing employee education is incredibly beneficial, both to the workers and the company. If you are wondering why you should offer this perk, here’s what you need to know.

Productivity and Efficiency Boosts

With a continuing education program, you create an opportunity. By making the right training accessible, you can close skill gaps and enhance the capabilities of any team. As staff members become more adept at handling their work, they typically finish tasks faster, create better quality outputs, or both. Not only does productivity rise, but so does overall efficiency.

Employee Retention Increases

Most professionals have goals beyond their current role. They want to keep growing and learning, as well as advancing up the ladder. Development is one of their core priorities. If you don’t offer opportunities to learn, then your best and brightest will start looking for positions elsewhere.

When you provide access to continuing employee education, you aren’t just making sure your team has a chance to enhance their capabilities. You also demonstrate that the company is willing to invest in them and their desire to achieve their goals. This can make the work more meaningful and rewarding while also boosting the company’s culture.

Essentially, you are taking active steps that set employees up for long-term success, and that’s something your team will appreciate. As a result, top talent is more likely to remain on staff, leading to a reduction in turnover.

Cross-Training for Coverage

Many workplaces struggle when key employees are unexpectedly absent. If you don’t have a backup person for specific responsibilities, work grinds to a halt if one person doesn’t make it.

By offering continuing education, you can cross-train employees, effectively creating your coverage. That way, if a team member is unexpectedly absent, another worker can step in and handle any duties they’d usually manage.

Cost Reductions

Investing in employee training can lead to cost reductions. For example, when your team is highly skilled, they typically make fewer mistakes. The need to redo work diminishes greatly, creating a cost-benefit.

Similarly, a more capable team can handle more than one that isn’t as adept. You can get more done without bringing in additional workers, creating an opportunity to reduce your personnel-related costs.

When turnover improves, you can also spend less on recruitment and hiring. Plus, you don’t suffer productivity losses associated with being short-handed, even creating a net gain.

Ultimately, continuing employee education is a smart perk to offer. If you’d like to learn more about how it can benefit your company and team, the staff at The Advance Group can help. Contact us today and see how our workforce development expertise can benefit you.

 

 

Happy 10th Anniversary, Tara Robinson!

HMG Success on October 7, 2026

 

To celebrate Tara Robinson’s 10th year with The Advance Group, we sat down with her for a Q & A session.  Here are a few highlights to enjoy:

 

Q: What charity do you support?
A: Covenant House provides housing and supportive services to youth facing homelessness.  Incorporated in 1972, Covenant House has been leading the effort to help homeless kids. And today, they are the largest privately-funded agency in the Americas that provides food, shelter, immediate crisis care, and an array of other important services to homeless, throwaway, and runaway kids.

 

Q: What would you like remembered about you?
A: Making people happy, being fun to be around, & being a genuine person.

 

Q: What advice would you give your younger self?
A: Pay attention in school & really strive to learn as much as you can, concentrate on your health and mental well being and don’t take anything for granted.

 

Tara is the Regional Business Development Manager and works in our Southgate & Monroe branches.  Happy Anniversary, Tara!

Who Qualifies for a Machine Maintenance Position?

HMG Success on October 7, 2026

If you enjoy working on machinery and equipment, working in a machine maintenance position might seem ideal. Often, you’ll spend your shift managing routine upkeep, troubleshooting malfunctions, and handling critical fixes. Keeping the machinery up and running is your primary goal, one that can be incredibly rewarding.

But, if you want to land a machine maintenance job, having the right qualifications is essential. Not everyone has the right skill set to thrive in these positions. Luckily, by knowing what hiring managers want to find, you can make sure you bring everything they are seeking to the table. If you’re going to qualify for a machine maintenance role, here’s what you need to know.

Education and Training

While you may be able to substitute experience for education, many leading employers prefer machine maintenance candidates who have some formal training. It lets them know that the applicant has the core foundational knowledge that is necessary to handle the duties.

Usually, an Associate’s degree in a manufacturing or mechanical specialty is ideal. However, completing a vocational training program focused on machine operation and maintenance could also do the trick.

Technical Abilities

When it comes to technical capabilities, the exact ones you need may vary from one role to the next. However, many machine maintenance jobs have a lot in common, giving you insights into the critical components of a qualifying skill set.

For example, being mechanically inclined is a must. You also need to be familiar with the various tools of the trade, electrical systems, and standard components. Knowledge of troubleshooting techniques and have some general experience using manufacturing equipment is similarly essential, in most cases. Likewise, you need to understand routine maintenance procedures, can read manuals, and know-how work order systems operate.

Additionally, safety-oriented capabilities are critical. For example, you need experience with lockout/tag-out procedures, as those are essential for ensuring no one is put unduly at risk when a machine malfunctions or is being repaired.

Soft Skills

Technical ability is essential, but so are soft skills. Without the right traits, you may struggle to flourish in any workplace.

In many cases, the ideal candidate has strong attention-to-detail and is highly accountable. They also have secure communication and collaboration skills, allowing them to work well as part of a team.

Time management and organizational skills are vital, as well. This is especially true if you will be working independently at times to troubleshoot issues or handle various forms of routine maintenance or repairs.

Finally, a willingness to learn is a must. Companies often bring in new kinds of equipment, so you need to be open to learning more about their maintenance requirements and general use.

Ultimately, if you have all of the skills above, you may qualify for a machine maintenance position. If you’d like to find out more or are looking for a new opportunity, the team at The Advance Group can help. Contact us to speak with one of our recruiters today and see how our services can make it easier for you to take your career forward.

 

 

5 Skills All Quality Control Jobs Require

HMG Success on October 7, 2026

All jobs require specific skill sets. If you want to thrive in a quality control position, you need to bring the right capabilities to the table. Regardless of the industry, most QA employees have to shine in specific areas. If you want to make sure your skillset is up to the task, here are five skills all quality control jobs require.

1. Understanding of Variability

As a QA employee, collecting accurate data is at the core of your role. However, it’s essential to understand the inherent variability that occurs due to the limitations of measuring devices and people. While some methods are incredibly accurate, being perfectly so is virtually impossible. Even two devices made by the same manufacturer could be slightly different, so it’s critical to factor that into the equation.

Similarly, people are limited. Remaining completely still, for example, it’s possible. It’s important to acknowledge the impact of such variabilities, ensuring you can complete your tasks efficiently and correctly.

2. Problem Solving

QA professionals often have to find solutions for issues as they occur. That means having strong problem-solving skills, allowing you to examine a situation and select an appropriate course of action. At times, you’ll also need to think outside of the box and come up with new approaches, something else that problem-solving capabilities make possible.

3. Leadership

Leadership is an essential quality for all professionals. It ensures you can step up when the need arises as well as guide others toward success. Additionally, leadership encourages you to take ownership of your work and to promote others doing the same. At times, this can lead to higher quality outputs, enhanced productivity, and improved morale.

4. Willingness to Learn

The world of business changes rapidly, and QA employees need to be ready to adapt. Without a willingness to learn, you could become stuck in your ways. Over time, you essentially cause yourself to become obsolete.

Ideally, you want to be open to all new processes, procedures, and technologies. That way, you’ll embrace a chance to try something new or improve your capabilities. This ensures your long-term relevancy, as well, increasing the odds that you’ll have a stable, meaningful career in the QA field.

5. Teamwork

In nearly all cases, QA professionals work as part of a team. Without the ability to effectively communicate and collaborate, you aren’t just harming your productivity; you could be dragging everyone else down as well.

That’s what makes teamwork so vital. It ensures you can work well with others to achieve common goals, maintaining a productive and professional workplace where everyone can thrive.

Ultimately, all five of the skills above are crucial for quality control jobs. If you’d like to learn more or are seeking out new QA opportunities, the skilled staff at The Advance Group can help. Contact us to speak with one of our recruiters today and see how our QA career expertise can benefit you.

 

 

Is It Time to Consider Untapped Candidate Pools?

HMG Success on October 7, 2026

The hiring landscape is challenging. Many companies struggle to find the top talent they need, mainly if it involves an in-demand skill that’s in short supply.

Usually, turning to your typical candidate pool isn’t the way to go. If it didn’t generate great results last time, there’s a decent chance it doesn’t connect with the right professionals. As a result, it may be time to look in a different direction: untapped talent pools.

If you haven’t used a candidate pool recently, you could be missing out on highly skilled professionals. After all, not every job seeker relies on the same resources. By not exploring multiple options, you aren’t going to reach as many as you otherwise could. If you don’t know where to begin, here are some options that may work for you.

Experienced Freelancers, Long-Term Temps, and Gig Workers

Many companies assume that experienced freelancers, long-term temps, and gig workers aren’t open to opportunities with their company, especially permanent jobs. However, that isn’t always the case. Some of them are undoubtedly willing to sign on with an employer, especially if they can provide similar perks they are used to experiencing, like flexible schedules and exciting projects.

Additionally, this talent pool can be an exceptional resource when you need a short-term hire. Many of these professionals adapt to new environments quickly. Plus, their skillsets can be incredibly robust, making them ideal members of a contingent workforce.

Former Employees, Interns, and Temporary Workers

Unless your company has a strict policy against rehiring, then this could be a great talent pool to tap. Your former employees, interns, and temporary workers are already familiar with your organization, increasing the odds they can hit the ground running. Plus, you know a bit about what they bring to the table, and that may let you accelerate the screening process.

Don’t just focus on past employees, interns, and temps who worked in that specific kind of position. Instead, explore their full skillsets to see if they may fit in other niches. Additionally, if they haven’t worked with you recently, look them up on LinkedIn to see where things stand today. You won’t know where their career took them until you do.

Local Staffing Agencies

Recruitment firms maintain large networks of highly skilled professionals, including coveted passive job seekers who are holding out for the right opportunity. By partnering with a local staffing agency, you can access a talent pool that may otherwise be inaccessible.

Plus, these recruitment specialists are highly skilled at finding exceptional talent based on your needs. That means, if their talent pool doesn’t have your ideal candidate, they’ll know where to look to secure the right job seekers for your open position.

If you are having trouble finding skilled candidates in your talent pool, the team at The Advance Group can help. Contact us to discuss your vacancy with one of our recruiters today and see how our services can benefit you.

 

 

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