Advance Staffing - The Advance Group

The Interview Question You Can’t Ask This Year

HMG Success on January 24, 2020

Many employers are aware that there are specific questions you can’t ask during an interview. Inquiring about a candidate’s citizenship, marital status, gender, national origin, race, and similar protected conditions isn’t just bad form; it’s illegal.

However, there is a new trend that raises the number of topics hiring managers can’t broach. An increasing number of states and cities are making it illegal for employers to ask job seekers something that may have previously been standard to inquire about. If you want to make sure you remain on the right side of the law, here’s what you can’t ask about in interviews.

Salary History

In an increasing number of states and municipalities, it is illegal to ask candidates about their salary histories. Questions that explicitly seek out this information, such as requesting an interviewee directly what they’ve earned in previous roles, are against the law. Additionally, any question where the goal is to find out about a job seeker’s past salary, even when it isn’t straightforward in its intent, as similarly banned.

Additionally, using any known salary information during the hiring process or when determining a new hire’s pay is also against the rules. This includes disqualifying an applicant based solely on their past earnings or extending a job offer with a salary that was chosen based on what they were paid previously.

There are also some states where employers are still allowed to ask about salary histories. Still, it is illegal to hold it against a candidate if they decline to provide that information. Essentially, a job seeker can blatantly refuse to discuss their payment details, and the hiring manager can’t use that refusal as grounds to not hire the candidate.

The Reason for the Bans

Typically, the purpose of these laws is to halt pay discrimination cycles. The gender pay gap has been able to increase because employers often based their salary offers on the candidate’s previous earnings. As a result, if a job seeker was receiving lower wages in a prior role because of pay discrimination, the disparity could remain even if they changed employers.

If a hiring manager can’t ask about a person’s salary history, then the likelihood that the pay discrimination cycle will continue to decrease. They can’t base a pay offer on what the candidate was making before, so they may be more likely to offer a fair wage based on the role and job seeker’s capabilities.

What You Can Ask Instead

While asking about salary histories might not be allowed in your area, there is still a question that you can ask. Requesting that a candidate tell you about their salary requirements or expectations is legal, so you can use a related issue to determine whether you and a job seeker are on the same page about compensation before you get too deep in the hiring process.

Ultimately, not being able to ask candidates about their salary history shouldn’t be particularly impactful to employers. Just make sure you stay on the right side of the law and be ready to offer fair compensation for each role, and you shouldn’t experience any challenges due to the change.

If you’d like to learn more about interviewing better job candidates, the staff at The Advance Group can help. Contact us to speak with one of our experienced recruitment specialists today and see how our hiring know-how can benefit you.

Is Now the Time to Finally Leave Your Job?

HMG Success on January 20, 2020

As the new year gets underway, many professionals put their focus on the future. In some cases, this may involve deciding whether your current job is right for you or if it’s time to make a change.

While figuring out if leaving your position is a good idea isn’t always easy, it isn’t impossible. By examining the situation from the proper angles, you can make a choice that aligns with your needs and preferences. If you don’t know where to begin, here is a step-by-step guide that can help you determine whether now is the time to leave your job finally.

Consider the Pros of Staying Put

There are benefits to staying with an employer over the long-term. First, you’ll become increasingly familiar with the organization, and the leadership team will know you better as well. Not only can this enable you to become more effective in your role, but it could also lead to new internal opportunities for growth and advancement.

Second, you might be able to see the results of your hard work overtime. The projects you tackle today might not spur changes in the company for months or even years. By remaining an employee, you’ll get to observe how your contributions led to greater success for the business, and that can be surprisingly rewarding.

Finally, keeping your job means you can continue to deepen your connection to those you work with today. You might be able to strengthen the relationships, allowing the bonds you forge to bolster the capabilities of your professional network. Additionally, you may consider some of your co-worker’s friends. By staying with the company, you get to keep working with them.

Examine the Cons of Remaining

When you work for the same company for a significant amount of time, there can be drawbacks. In some cases, making a change may help you advance, allowing you to reach a higher salary or acquire a new job title that adds value to your career.

Additionally, familiarity can breed complacency. You might not be inclined to challenge yourself in the role after it becomes comfortable. Similarly, your manager may not offer you opportunities to grow because they are happy with you being where you are right now.

It’s also important to consider whether you enjoy your employer or your job. If your current position doesn’t feel like a great fit, you don’t mesh with the company’s culture, or otherwise don’t think you’ve found your ideal match, leaving may be the only approach that allows you to find something you’ll love.

Compare the Pros and Cons

Once you understand the pros and cons of staying, it’s time for a comparison. Do the advantages outweigh the disadvantages, or is it the other way around? Will it be easier to achieve your career goals if you stay or if you leave? Does one approach or another best align with your priorities?

You don’t want to stick around unless doing so genuinely benefits you, but you don’t want to leave simply because you think it’s what you’re supposed to do. Your career path is your choice, so examine each point and decide what makes sense for your life.

If you’d like to learn more or think a new job is just what you need, the staff at The Advance Group can help. Contact us to speak with a member of our experienced team today and see how our career management expertise can benefit you.

Protect Your Workplace from I-9 Hiring Issues

HMG Success on January 17, 2020

Whenever you bring a new employee on board, you have to complete an I-9 form. The document confirms that the new hire is eligible to work in the United States, making it a critical part of the hiring process.

Plus, I-9 noncompliance comes with severe consequences. An I-9 form that isn’t completed correctly can result in a hefty fine, and being a repeat offender can result in additional legal ramifications.

Luckily, protecting your workplace from I-9 hiring issues doesn’t have to be a challenge. Here are some tips that can help you make sure that you are fully compliant.

Make I-9 Verifications Part of the Onboarding Process

A formalized onboarding process can ensure that all necessary documentation is completed promptly. By making the I-9 form part of the standard procedure, you increase the odds that it will be handled within the required timeframe.

Section 1 of the I-9 has to be completed no later than the new hire’s first day, but no earlier than when the candidate accepts a formal job offer. For Section 2, you have until the employee’s third day of paid employment. However, you want to verify their identification documents on day one of them working for pay, just in case they don’t stay for the full three days. Consider your onboarding process and work the I-9 verification procedures in based on those requirements.

Train Your Staff

If you want to protect your company, it’s wise to train any employees who complete I-9s. Not only do you need to make sure that they know how to complete the form, but you also want to review how to tell real identification documents from fake ones. That way, they are more likely to notice if a new hire isn’t providing them with legal documentation. Plus, the number of errors on the I-9s may be reduced.

Create a Calendar to Track Re-Verifications

If you have employees with employment authorization documents that expire, create alerts on an I-9 verification calendar that remind you to complete the re-verification process. By setting a notification several weeks in advance of the actual expiration date, you can touch base with the employee about the needed documentation and schedule an appointment to complete Section 3 of the I-9 to remain compliant.

Recordkeeping and Auditing

Every completed I-9 has to remain on file while the employee is on your payroll. Additionally, the original I-9 needs to be filed for at least three years after the date of hire or one year after the worker’s employment ends, whichever is longer.

By keeping your I-9s in one place, you can decrease the odds that one will be lost. You’ll know exactly where you need to look if you need to update one or conduct an audit as well. Storing copies electronically can also be beneficial, though you have to keep the originals, too.

Conducting regular audits is useful for several reasons. First, you can review the documents for errors and handle corrections quickly, if necessary. Second, you can confirm that the I-9s you need are on file. In both cases, you are increasing the odds that you are and will remain fully compliant.

Ultimately, each of the tips listed above can help protect your workplace. If you’d like to learn more, the team at The Advance Group can help. Contact us to discuss your questions with one of our staff members today, and let us help find your next great employee.

Get Your Cover Letter Ready for Your New Career

HMG Success on January 10, 2020

When you are trying to land a new job, your cover letter plays an important role. Often, it introduces you to the hiring manager and serves as the basis for a first impression. As a result, you want to make sure yours is exceptional. Otherwise, your application may end up in the discard pile with surprising speed.

Getting your cover letter ready for your new career doesn’t have to be complicated. With a bit of time and attention, you can make a great impression and increase your odds of being called in for an interview. If you aren’t sure where to begin, here are some cover letter tips to use today.

Keep It Concise

When you write a cover letter, your goal should be to be succinct. You want to get to the point quickly, creating an impactful summary of what you have to offer. In nearly all cases, your cover letter shouldn’t exceed one page. Three to five paragraphs is usually enough to outline what you bring to the table, so embrace brevity and resist the urge to discuss every detail of your career.

Don’t Rehash Your Resume

While you want to touch on critical points regarding your skills and experience, your cover letter shouldn’t merely be a retelling of your resume. Instead, you want it to augment what is in your resume by discussing details that wouldn’t otherwise fit into your application.

When you write your cover letter, showcasing the value you could provide the employer should be your objective. Consider any relevant accomplishments or details that genuinely highlight why you are an exceptional candidate and focus on sharing that information above all else. Use your cover letter to tell your professional story, as a narrative approach is more engaging.

Address Any Elephants in the Room

If you have a recent gap in your employment history, are transitioning to a new field, or have another situation that a hiring manager might consider a red flag, consider speaking to it in your cover letter. If the information may put the hiring manager’s mind at ease, it could be worth sharing.

For example, if you had an employment gap after a layoff, mentioning the reason you are no longer in that position could work in your favor. Hiring managers understand that layoffs aren’t the fault of the employee, so they may be less inclined to be wary of the gap.

Similarly, if you are transitioning to a new field, you can use your cover letter to discuss your enthusiasm for your new career path and how your skills transfer. Plus, it prepares the hiring manager for the fact that your experience might not align with what they’d expect to see, but that it could still be relevant to the position you want to land.

While you only want to use this approach, if a brief explanation may work in your favor, it’s worth considering it. That way, you can address any potential red flags directly, increasing your odds of landing an interview.

If you’d like to learn more about writing a great cover letter, the staff at The Advance Group can help. Contact us to speak with one of our recruiters today and see how our job application expertise can benefit your Michigan or Ohio job search.

Two Ways to Recruit and Retain Better in 2020

HMG Success on January 6, 2020

The talent war has been taxing companies for several years. Many employers are having trouble locating and retaining the skilled professionals they need to excel. The hiring landscape is competitive, and it easily classifies as a job seekers’ market. As a result, businesses have to use different recruitment and retention approaches. Otherwise, they will continue to struggle.

Luckily, there are things employers can do to give themselves an edge. If you want to make sure you can find and keep the top talent your company needs to thrive, here are two ways to recruit and retain better in 2020.

1. Define Your Employer Brand

Cultivating a team made up of professionals who align with your company’s values, goals and culture is ideal when you want to boost productivity. However, this can only be accomplished if your employer brand is well-defined.

If you can’t articulate the candidates where your company stands, where its priorities lie, what it wants to achieve, and how each role contributes to its goals, you’ll have trouble finding right-fit applicants. Job seekers won’t be able to visualize what working for you is like, making it harder for them to determine if they mesh with your culture or share your values.

Along the same lines, an ill-defined employer brand can harm retention. It makes it harder for employees to determine if they fit in, or a disjointed message may leave them feeling conflicted or confused.

By defining your employer brand clearly, finding those who genuinely fit becomes more natural. Job seekers who believe in what you are offering will flock to your opportunities, and employees who feel at home will be more likely to stay.

2. Be a Bastion for Career Development

Professional development opportunities can bolster your recruitment and retention efforts. When you help your employees grow and advance, you increase your odds of being viewed as an employer of choice. As a result, you may have an easier time engaging skilled professionals when you need to fill a vacancy and keeping talented employees on staff for the long-term.

Additionally, when career development is part of your culture, you are creating a unique opportunity. You can hire candidates based on their potential, focusing on those with a robust core skill set, passion for their field, and willingness to learn. Then, through training, you can fill in any skill gaps and mold them into an ideal employee.

Similarly, you are equipped to keep your company moving forward even when you bring in new technologies or adjust your processes. Instead of having to look outside of your organization for these new needed skills, you can focus on your best and brightest and upskill them. This can be significantly more efficient than hiring an external candidate. Plus, it enhances engagement on your team, increasing their level of loyalty and productivity.

Ultimately, both of the approaches above can help you recruit and retain better in 2020. If you’d like to know more about locating and keeping top talent, the team at The Advance Group can help. Contact us to speak with a member of our knowledgeable staff today and see how our hiring and retention expertise can benefit you.

Unwrap a New Packaging Job!

HMG Success on January 3, 2020

Many people decide to take the new year by storm by finding a new job. If you’re looking for an exciting industrial position, working in packaging may be an ideal choice. The work is typically active and fast-paced, which can make it engaging. Plus, you get to work as part of a team, imbuing the role with a sense of comradery.

If you want to figure out if a packaging job is right for you or how to find one of these positions, here’s what you need to know.

What Is a Packaging Job?

When you work in packaging, you play a critical role in a company’s success. Typically, your duties involve getting goods into boxes or containers and securing them based on the company’s standards. For example, you might also spend time shrink wrapping packages to ensure they are ready for shipment or gathering several boxes that are heading to the same destination.

The exact nature of the work can vary depending on the company’s industry. However, the bulk of the duties usually involve the tasks above.

The Skills You Need for Packaging

Succeeding in packaging requires specific necessary skills. First, you need to be physically capable of performing the tasks. Packaging is relatively active. You’ll spend your time lifting, bending, and carrying items, usually while remaining on your feet. Heavy lift may be involved depending on the nature of the products and the tools you need to use for specific duties, like shrink wrapping shipments.

The ability to use simple tools, as well as a degree of manual dexterity, is a must. Additionally, having strong attention to detail is beneficial. That way, you’ll have an easier time inspecting items to make sure the quality of the product meets the company’s standards and that you place the right pieces into the correct packages.

Being safety- and team-oriented is also essential. You’ll be working in a fast-paced environment, so being able to maintain a safety-first mindset is critical. Since your working as part of a team, being able to do so effectively and efficiently is similarly a must.

How to Find a New Packaging Job

If a packaging job sounds right for you, then you’re in luck. Finding one doesn’t have to be a challenge. You always have the option of scouring job boards or heading to local employer websites to see if they are hiring new employees for packaging roles.

However, you can also expedite your search by going another route. If you partner with a staffing firm, you can learn about exciting opportunities in your area. Plus, the recruiters can review your application and make sure that working in packaging is an excellent fit for you and that you’ll be an excellent match for the employer.

If you want to learn about our available packaging jobs, the team at The Advance Group wants to hear from you. Contact us to speak with one of our recruiters about our open positions today and see how our services can make launching your packaging career as simple as possible.

5 Online Courses That Can Make You a Better Future Employee

HMG Success on December 20, 2019

As a professional, you understand that you have to keep learning if you want to excel in your career. Luckily, it’s easier than ever to dive into topics and acquire new skills. Many online courses can make you a better future employee. If you are wondering what might work for you, here are five online classes worth considering.

1. Introduction to Public Speaking – edX

Crafted by the University of Washington, this class teaches students to be more productive and confident when speaking in public. The course includes instruction on how to construct and deliver basic arguments as well as presentations. Plus, there are also details about complex and persuasive arguments, giving students additional capabilities.

While it may seem like only sales pros would be able to make use of the capabilities earned in this course, that isn’t the case. Since many professionals need to give presentations or secure buy-in for their ideas, the skills in this course are beneficial for a variety of professions.

2. Communicating Strategically – edX

Communication is critical for any professional. This class helps a varied of skilled professionals, including those working in technical or scientific roles, to articulate complex ideas in a manner that everyone can understand. The goal is to ensure that students can convey critical information accurately, allowing them to inform those with decision-making capabilities adequately.

3. Introduction to Graphic Design – Udemy

While the course targets students who are interested in graphic design, the information can be beneficial to anyone who is in a role that has a visual component. The class discusses how attention-grabbing visuals are created as well as basic design principles and elements. In the end, those who take the course have a stronger understanding of how visuals draw the eye and how to use them well, and that is helpful for a variety of professionals.

4. Academic and Business Writing – edX

Many professionals have limited formal training in business writing. However, it is a fundamental skill for a variety of roles. While the course does include information about academic writing as well, those details can also help a person develop their professional writing style. It ensures the students can write formal documents, and that can be critical for those working in a broad range of fields.

5. Social Media 101

Since social media is increasingly being used as a marketing tool, understanding how to create compelling posts, define a company’s tone, and otherwise stand out online can be beneficial for professionals in a variety of fields. Plus, it covers the basics of online marketing analytics and may help some younger workers decide if a career in this field is a good fit.

Ultimately, all of the courses above can help make you a better future employee. If you’d like to learn more about what you can do to elevate your career or get it moving in a new direction, the team at The Advance Group can help. Contact us to speak with one of our recruiters today and see how our expertise can benefit you.

Is Winter Too Late for a Forklift Job?

HMG Success on December 16, 2019

It might not seem like forklift drivers would be in demand during the winter, but that isn’t the case. Many companies that have warehouse facilities or manage production require skilled forklift drivers all year-round, so they hire whenever there is a vacancy, regardless of the time of year.

If you are looking for a position that includes operating a forklift, there are options. Here’s a look at just some of the forklift jobs that are available right now.

Forklift – Dundee, MI

A manufacturing company that specializes in electrical and plumbing products is looking for a forklift operator for its second shift. The ideal candidate has at least two years of forklift experience, stable primary computer and tablet skills, and a history of good attendance. For the right candidate, the position might go permanent and, while the starting pay is competitive, joining the stable team also comes with a pay raise and excellent benefits.

Forklift – Rossford, OH

An automotive supplier is looking for backup forklift drivers who can also work on the production line. However, the right candidate might have a chance to become a full-time forklift operator. To qualify, you need at least two years of forklift experience in a fast-paced environment. The position is on the day shift and comes with competitive pay.

Material Handler – Monroe, MI

If you are looking for a forklift job, this opportunity is a great option. An automotive distribution company is hiring a material handler, and previous forklift experience is a must. The environment is fast-paced, and you’ll be responsible for pulling orders, shrink-wrapping shipments, and preparing orders for delivery. The pay is very competitive, and the right candidate may get a chance to join the permanent team.

Production Worker – Romulus, MI

The ideal candidate for this production worker opportunity has forklift driving skills, as the ability to operate a forklift is a fundamental part of the role. Additionally, you’ll handle a variety of general labor duties throughout the warehouse, making the job active and an excellent option for candidates who enjoy getting their hands dirty. Along with a competitive pay rate, this day shift position can go permanent.

Shipping Clerk – Monroe, MI

If you have previous forklift experience (either stand-up or sit-down), this shipping clerk role might be a great fit. You’ll be responsible for loading and unloading trailers, breaking down stock, labeling products, and stacking racks in a fast-paced automotive distribution company facility. The role is considered entry-level, so you don’t need a substantial amount of prior experience to qualify potentially. Along with a competitive pay rate and a day shift schedule, the position has a chance to go permanent, making it a long-term opportunity.

All of the positions above potentially involve forklift driving, making them ideal options for candidates who want to operate a forklift as part of their duties. If you’d like to learn more about these or other open Forklift jobs, the team at The Advance Group wants to hear from you. Contact us to speak with one of our recruiters today.

It’s Time to Look into the Future…

HMG Success on December 13, 2019

When it comes to finding top talent, companies are struggling. Unemployment remains incredibly low, and those who are actively seeking out opportunities might not have the skills needed to fill the vacant positions. Plus, since it is a candidate-driven market, the recruitment techniques of yesteryear might not be as effective. Highly skilled professionals have options when it comes to choosing an employer, so vague job ads, an unclear culture, or other posting shortcomings are detrimental to a company’s success.

As a result, organizations need to take a hard look at what the future has in store. That way, they can adjust their approaches based on the climate that will likely remain for some time. Often, this will involve investing in the proper areas. If you want to know what steps you can take so that you can thrive in the coming years, here’s what you need to know.

Community Involvement

Getting involved in your local community can make a difference. By donating to programs that help those in your area acquire the kind of skills you need, you are actively creating a stronger workforce in your region. This increases the size of your talent pool, which may make recruitment less of a struggle.

Plus, when you invest in this manner, you are making a positive impression in your community. You are showcasing your dedication to the area, and that reflects well on your organization and company culture. In many cases, it will cause you to be viewed as an employer of choice as well, and that can help with both future recruitment efforts and retention.

Training and Upskilling

To keep pace with advances in the workplace, recruiting for the skills you need might not be an ideal approach. Finding the right talent takes time and, if your area has a limited pool of candidates, may not even be realistic. Luckily, there is an alternative that can give you access to the skills your company needs to excel.

By implementing professional development programs that upskill your current team, you can cultivate the skills you require. You create an opportunity to mold your perfect workforce, and that should be seized.

Plus, top performers often crave the ability to learn and grow on the job. It allows them to face exciting challenges and improve their capabilities, both of which can bolster retention and engagement, ultimately creating a win-win scenario.

Hiring for Potential

When you do need to hire, adopting a different mindset can make a world of difference. Instead of focusing on specific technical capabilities or numbers of years of experience, make hiring for potential a priority.

Beyond the technical skills that are genuinely needed on day one, seek out candidates who are passionate about their fields, willing to learn, and have excellent soft skills. Those are things that usually can’t be taught, so they should be viewed as a priority. Plus, when you use this approach, you end up with a new hire who can acquire the technical skills you need quickly with the proper training, creating another opportunity to mold an employee into your ideal team member.

In the end, finding top talent is going to remain a challenge. But, by using the tips above, you can be ready for what the future has in store. If you’d like to learn more, the staff at The Advance Group can help. Contact us to speak with a member of our experienced and knowledgeable team today and see how our expertise can benefit you.

Yes, Your Career Can Survive into 2020

HMG Success on December 9, 2019

Automation in the workplace continues to make headlines, leaving many professionals concerned about the future of their careers. At some point, specific jobs may be entirely handled by artificial intelligence (AI) or automated robotic solutions, leaving the people who previously performed those duties without a job.

However, while automation is making waves, that doesn’t mean your career won’t survive in 2020 and beyond. By taking the right steps, you can protect yourself, ensuring that you remain a critical part of the workplace for years to come. Here’s how to get started.

Research Your Industry and Profession

First and foremost, you need to learn about how automation is affecting your industry or profession. Some roles are at higher risk of being eliminated than others, so it’s essential to find out now if you are working in a job that falls in a higher risk category, such as bookkeeping and payroll. By doing so, you can determine how urgent taking action is and use that to motivate yourself to futureproof your career.

Additionally, it can help ensure that you are realistic about automation. In some cases, professionals perceive a threat that doesn’t exist in their niche. Plus, they may be overlooking the benefits automation can provide, such as by eliminating the need for handling tedious, repetitive tasks, enabling you to focus on more engaging work.

Focus on the Right Upskilling Opportunities

Specific skills are outside of the capabilities of automation so that they will remain firmly in the hands of people. Critical thinking, creativity, complex problem-solving, collaboration, decision-making, and several others fall in this category, so by focusing on building skills in these and allied areas can protect your career.

When you look for opportunities to enhance your skill set, focus on areas that won’t be likely targets for automation. If you have access to professional development programs through your employer, explore those benefits. Also, branch out on your own to broaden your learning potential. Consider a certification program, online class, or volunteer opportunity that can help you grow, if you can’t get everything you need from your company.

Learn How to Harness Automation

One of the ways that you can ensure your career survives is to broaden your capabilities when it comes to harnessing automation. Every technology needs professionals who can operate it, so adding experience in that area makes you more valuable as automation becomes increasingly common.

This could include anything from learning how to make use of specific AI systems to acquiring skills that allow you to design, implement, and manage new solutions. As a bonus, by diving into these areas, you are showing employers that you are willing to take advantage of emerging technologies and adapt to their presence, both of which can make you a more valuable employee in their eyes.

Ultimately, all of the tips can help ensure your career survives in 2020 and beyond. If you’d like to find out more, the team at The Advance Group can help. Contact us with your questions today and see how our emerging technology expertise can benefit you.

Don’t Wait Until January to Find Work!

HMG Success on December 6, 2019

The holiday season is upon us, and it is a hectic time for many. At times, the idea of managing a job search while handling your holiday obligations might seem daunting. You might think that waiting until January is a better idea, but that isn’t always the case. Here’s a look at why you shouldn’t wait until January to find work.

Financial Shortfalls

If you don’t have a paycheck coming in, even a single month without income can derail your financial well-being, especially since the holidays can be expensive. Plus, there is a decent chance that you’d have to wait more than a month to actually get any money in your bank.

Most job searches take time. Along with finding opportunities, you have to refine your resume, wait to get called for an interview, attend the meeting, wait some more while they perform reference and background checks, get a start date, and wait once more for that day to arrive. Plus, even once you start working, you’ll have to complete a pay period, turn in a timesheet, and sit tight until payroll processing is through to actually see money in your bank account. That’s a long time to go without any cash coming in.

Less Competition

It isn’t uncommon for people to delay a job search during the holidays. They might assume that they don’t have time to add one to their already busy schedule, so they decide to put it off until January. This means they aren’t actively seeking out opportunities.

If you launch your job search now, you aren’t competing against candidates who decided to wait until January. This may make it easier to stand out, as the crowd could be smaller than it would be after the new year. Plus, many people decide to make finding a new job a New Year’s resolution, so your market might get flooded with candidates once 2020 arrives. By starting today, you are ahead of that group, which might give you an edge.

Companies Are Hiring Now

Many people assume that companies don’t hire during the holidays, but that isn’t true. When an organization has a critical vacancy, they move as quickly as possible to find a great candidate to fill it. By starting your job search now, you can apply to these openings, ensuring you don’t miss out on a great position that a company wants to fill fast.

Additionally, if a company wants to have a new hire in place on January 1, they have to start recruiting during the holidays. Even if they aren’t rushing, they still plan to make a decision before the start of 2020, and those who wait to launch a search in January won’t get a chance to land these opportunities.

Ultimately, if you need a job, delaying your search is never a great idea. Plus, there are excellent positions available right now. If you’d like to learn more about stellar opportunities, the team at The Advance Group wants to hear from you. Contact us to find out more about our open jobs today.

There’s Still Time to Get on a Recruiter’s “Nice” List!

HMG Success on November 25, 2019

With the holiday season upon us, many professionals assume that finding a new job isn’t possible until the start of the new year. However, that isn’t actually the case.

Employment opportunities exist all year-round. By partnering with a recruiter, you can find out about exciting positions that are being filled during the holiday season, including many that aren’t openly advertised to the public. If you want to get on a recruiter’s “nice” list before the end of the year, here’s how to get started.

Have a “Getting to Know You” Session

When you connect with a recruiter, your goal should be to forge a strong relationship that feels like a genuine partnership. This allows you to work together effectively, increasing the odds that you both can achieve your goals.

Often, the easiest way to create a strong connection is to start with a “getting to know you” session. Essentially, you’ll participate in a Q&A, serving both as the person who asks questions and the one answering them.

When you speak with the recruiter, ask questions that allow you to learn more about their capabilities. You might want to find out how often they place candidates with backgrounds similar to yours, the companies and industries they focus on, whether they proactively market job seekers, and average placement times. That way, you can gain a greater understanding of what the recruiter offers, as well as what you should expect from the relationship.

Additionally, you need to be open when the recruiter asks questions about your abilities. If you don’t provide an accurate look into your job history, skills, education, and accomplishments, they won’t be able to match you with opportunities effectively. Plus, this gives the recruiter the opportunity to determine whether they feel they can bring something to the partnership, allowing them to decide if it’s a strong match as well.

Touch Base Regularly

Once you partner with a recruiter, you should touch base regularly. That way, you can give them updates on your side of the job search process or provide them with additional information. Further, it allows them to give you a progress report if they haven’t already reached out to discuss opportunities.

Speak with your recruiter and ask how frequently they will touch base with you or how often you need to reach out. If they have a preference, they will let you know. However, if they don’t provide you with a clear update schedule, reaching out once every one to two weeks should be enough. Anything more than that could be viewed as pestering, so avoid being overzealous about updates.

Be Honest When Discussing Opportunities

If a recruiter presents you with a position, you need to provide them with honest feedback. Let your recruiter know what you do and don’t like about the role, particularly if there are deal-breakers that, in your eyes, make the job not worth pursuing.

By being straightforward, you are helping the recruiter learn about your needs and preferences. This makes it easier for them to find better matches going forward.

However, make sure you listen to the recruiter’s feedback as well. They can help ensure that your expectations are realistic, increasing the odds that your job search will yield positive results.

By following the tips above, you can forge a strong partnership with a recruiter before the end of the year. If you’re looking for a skilled recruiter, the staff at The Advance Group wants to hear from you. Contact us to speak with a member of our recruitment team today and see how our services can help you find a new position quickly and efficiently.