Happy 8th Anniversary, Linda Roth

Raza Rauf on July 31, 2019

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

Q:What do you like to do in your spare time?
A:Travel, attend sporting events, go to concerts, run.

Q:What charity do you support?
A:The American Cancer Society.

Q:What brings you the greatest joy?
A:Spending time with my family.

Linda is the Recruiting Operations Manager and works with all three branches of The Advance Group. Happy Anniversary, Linda!

How to Deal With a “Credit Thief”

Raza Rauf on July 29, 2019

At some point in every professional’s career, they will have to work as part of a team to complete a project. All parties have to contribute to reach the desired goal and, without the others, the project likely wouldn’t succeed.

In most cases, once the project draws to a close, everyone involved is recognized for their efforts. However, in some cases, a co-worker may swoop in and take credit for your work, leaving you in a precarious situation.

Figuring out how to deal with a “credit thief” isn’t always easy. Luckily, there are steps you can take to address the situation and prevent it from happening in the future. Here’s how to get started.

Prepare Yourself to Speak Up

Many professionals may be tempted to overlook a teammate stealing credit, assuming addressing the issue would cause more drama than it is worth. While considering moving past the incident doesn’t seem inappropriate on the surface, it does show that teammate you aren’t going to speak up, potentially encouraging them to continue the behavior.

While you don’t want to lash out the moment they take credit for your work, you do need to prepare yourself for a conversation. That way, you can set boundaries and ensure you are properly recognized for your contributions.

Talk to Your Co-Worker in Private

In some cases, a teammate may accidentally take credit for your work. They might not have meant you any harm and, if they were put on the spot when asked about the project, may have accidentally misspoken. As a result, speaking to your co-worker in private is often the best way to proceed.

Don’t start the discussion in an accusatory manner. Instead, let your teammate know how the incident made you feel and how it may have influenced the way you are viewed in the workplace. Give your co-worker a chance to explain why it occurred. Then, work together to create a plan to ensure it doesn’t happen again in the future.

Set Up a Meeting With Your Manager

If you have spoken to your teammate and the issue remains unresolved or if your co-worker continues to take credit for your work, you may need to get your manager involved. Schedule a one-on-one meeting with your boss to discuss the issue. Then, if more is required, be ready to participate in another meeting with you, your manager and your teammate.

Ideally, you should only involve your manager if it is genuinely required, hence why you should talk to your co-worker in private first. However, if the conflict escalates or your teammate continues a pattern of stealing credit, involving your boss may be necessary as a means of protecting your reputation and getting the situation resolved.

If you would like to know more about how to deal with credit thieves, or find a new job far away from them, the team at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our workplace conflict management expertise can benefit you.

Summer Is Here: Are Your Employees Enjoying It?

Raza Rauf on July 26, 2019

Most professionals spend at least 40 hours a week in the workplace. During the summer, it’s easy to become distracted by the beautiful weather or feel disappointed you can’t spend your time enjoying this amazing season.

Keeping workers engaged during the summer can be challenging. However, by injecting some fun into the workplace, you can make sure they aren’t just watching the calendar and pining for their vacation.

The occasional party can go a long way toward boosting morale and, during the summer, there can be a lot worth celebrating. If you want to recognize your team with a little workplace fun, here are some reasons that are appropriate for the summer season.

Monthly Birthday Party

Most workplaces can’t afford to stop and recognize every employee on their actual birthday. However, by hosting monthly birthday parties that acknowledge all your workers that were born in a particular month, you can inject a little fun into your environment.

Holding a small gathering with some sweet treats can be sufficient. However, if you want to go further, consider adding a few party games to the mix. Not only can this up the level of fun, but it can also support team building, giving the event additional value. Just make sure that you also give room for some socialization, as this also promotes bonding between teammates and can lead to lower stress levels.

Employee Appreciation Barbecue

When the weather is nice, spending some time outside enjoying a great meal can be an excellent reward. Consider hosting a team- or company-wide barbecue, complete with grilled foods, tasty side dishes, cold beverages and a cooling dessert.

If you want to up the fun, bring along some outdoor games. Horseshoes and bocce ball are easy to set up, can ignite a friendly competitive spirit, and can allow many people to join in on the festivities throughout the day.

Fourth of July

The Fourth of July is a great holiday to celebrate during the summer, and another occasion where having a barbecue to thank your employees for their hard work is certainly appropriate.

If you need to hold the event after work hours, you could even choose a location where setting off fireworks or lighting sparklers is allowed. If possible, making an after-hours event open to family members as well, ensuring employees can spend time with their nearest and dearest while enjoying the party.

Ultimately, there are plenty of reasons to celebrate this summer, giving you a chance to make sure your employees are enjoying the season. If you would like to learn about additional options, the experienced staff at The Advance Group can help. Contact us to speak with one of our skilled and knowledgeable team members today and see how our employee appreciation expertise can benefit you this summer and beyond.

Is Your Manager Working Against You?

Raza Rauf on July 22, 2019

Even leading professionals know their manager won’t always be happy with all of their contributions. However, there is a big difference between receiving constructive criticism that can help you improve and having a boss who is actively working against you.

Unfair treatment, regularly being singled out for the slightest missteps, being denied access to projects even if you have the skills required to handle the work, or having every deliverable examined under a microscope could all indicate your manager isn’t focused on helping you succeed.

Similarly, holding a grudge after a single misstep or frequently asking you to take on tasks that don’t align with your skills (without offering sufficient training or access to resources), could suggest your manager isn’t working with you. Instead, their actions might be a way to undermine your capabilities, harm your reputation, or limit your career potential.

If your boss is continuously singling you out or treating you unfairly, here’s how to address the situation.

Don’t Immediately File a Complaint

Unless you are the target of harassment or threats that are clearly prohibited either by law or based on internal policies, going straight to HR and filing a complaint often isn’t the best choice. It is a fairly extreme move and, if you are misjudging your manager’s motives or intentions, could quickly backfire.

Similarly, going to your manager’s boss is also risky if the issue isn’t clearly harassment or related to real threats. When you use this approach, you are making assumptions about the nature of your treatment in many cases, particularly if you haven’t spoken to your manager about what you are experiencing.

Schedule a Meeting With Your Boss

Instead of going over your manager’s head right away, it’s wise to schedule a one-on-one meeting with them to discuss the issue. This ensures a bit of privacy and gives your boss the benefit of the doubt, allowing you to explore whether their intentions might have been skewed by their delivery.

Before the meeting, make sure to adjust your mindset. You don’t want to accuse your manager of wrongdoing. Instead, prepare yourself to view the situation from their perspective.

Then, when you enter the meeting, focus on asking your boss to clarify their expectations and give you insight into how you can improve. This allows you to take at least partial ownership of the situation and gives your manager a chance to clarify their intentions while opening the door for clear guidance. As a result, you won’t come off as confrontational, but as a concerned employee who wants to improve their performance.

This also makes the meeting a conversation instead of a one-way street. You can work with your manager to find a resolution that is mutually beneficial, instead of going on the attack.

Reevaluate the Situation

Once you have agreed on a solution, monitor the situation to see if it improves. After you begin acting on your manager’s recommendations, they may start working with you more, and things may improve.

However, if the situation remains the same or gets worse even after you try to meet your manager’s expectations, you may need to take further action. This could include getting HR or their boss involved, but that is only a path you should explore if you have evidence to showcase the issue.

Otherwise, finding a new job might be the easiest way to remove yourself from the situation. This is especially true if the environment is toxic overall and filing a complaint proves ineffective.

If you would like to know more or are seeking out new employment opportunities, the team at The Advance Group can help. Contact us to speak with a member of our staff today and see how we can help, or search our open jobs in Michigan and Ohio.

Changing Jobs? Don’t Go It Alone!

Raza Rauf on July 19, 2019

Whether your goal is to find a new job in your current field or hope to change careers entirely, managing a job search as a working professional can be tough. Scrolling through tons of vacancy announcements is incredibly time consuming, especially if you have to handle your workplace and personal obligations along the way.

Luckily, you don’t have to manage your job search alone. By working with a staffing agency, you can get support from specialists who can help you navigate the process and find suitable vacancies. If you are wondering why you should go it alone when you are changing jobs, here is what you need to know.

Identify the Core Reason for Making a Change

When you want to change jobs, you might not fully understand your own motivations. Sometimes, a professional only knows where they are today isn’t ideal, but has trouble pinpointing precisely what is missing from their current role, field or employer.

By working with a staffing agency, you can discuss the matter with a professional. They can help you identify the root cause of your desire to move on, ensuring your next position addresses those concerns or issues, and is a better overall fit.

Find Suitable Open Jobs

When you partner with a staffing agency, you work directly with a skilled recruiter. Not only can they help you find suitable vacancies based on your unique combination of education, experience and skills, but they can also take into account your preferences and assess cultural fit.

Since every job requires something different and what a workplace has to offer can vary, working with a staffing agency helps you understand these differences and navigate the job search landscape to find a better fit. The recruiter will work diligently to find the best match possible, ensuring you are just as happy with the position as the employer is with what you bring to the table.

Enhance Your Performance

A staffing agency isn’t just going to help you find a great position; they will also assist you in ways that can make it easier for you to stand out as a candidate. The recruiters may help you fine-tune your resume, practice common interview questions, and identify skill enhancements that may allow you to land your dream position.

Essentially, your recruiter will do what they can to ensure you succeed, giving you guidance and insight that can turn you into a better candidate.

Acquire a Job Search Ally

By working with a staffing firm, you can hand off certain aspects of your job search to a skilled professional. The recruiter will scour their available openings, reach out to their network and even contact area employers to find a role that meets your needs. This can save you a substantial amount of time, allowing you to focus on your current job or personal obligations without having to sacrifice your job search.

Ultimately, working with a staffing agency can be ideal if you are looking to change jobs. If you’d like to know more, the team at The Advance Group wants to hear from you. Contact us to speak with one of our experienced recruiters today and see how our job search services can benefit you.

Is It Time to Start “Upskilling” Your Workforce?

Raza Rauf on July 15, 2019

When you are battling with a skills gap on your team, hiring a new employee to fill that void isn’t always the ideal approach. Recruiting can be expensive, and you may not have the budget to support another salary, making hiring someone new essentially off the table.

Luckily, if you have a few talented team members who are open to learning new skills, upskilling could be a cost-effective alternative. Not only will it give you access to the skills your company needs to thrive, but it also serves as a benefit to top-notch professionals who want to continue learning and growing in the field.

Plus, your existing employees are known quantities, unlike new hires. You understand their capabilities, interests and motivations, allowing you to provide training opportunities in a way that creates the most value.

Essentially, upskilling creates a win-win scenario for you and the employee. If you are wondering how you can integrating upskilling into your workplace paradigm, here’s what you need to know.

Identify Your Skill Gaps

If you aren’t sure where to begin with upskilling, take a look at your existing skill gaps. Any area that isn’t well covered by your team’s current capabilities should be a priority target, especially if those skills are genuinely needed today or will be vital to an upcoming project or initiative.

Don’t just focus on skills where no one is able to handle those duties. Instead, also include skills that aren’t well covered, such as in cases where only one team member is adept in that area. That way, you can create coverage or a succession plan, ensuring operations can run smoothly even if one team member departs or is unexpectedly absent.

Create Career Pathways

Upskilling does more than just offer you an opportunity to close skill gaps; it also enables you to create career pathways and prepare for future needs. Many leading professionals prefer environments where they can grow and advance, so having clear paths and supporting training opportunities can significantly boost retention.

Plus, you end up with an opportunity to craft your leaders of tomorrow. By offering upskilling opportunities to your best and brightest, you can cultivate their capabilities in a way that best suits the company’s long-term needs while supporting their progression. Essentially, by investing in the future of your workers, you invest in the future of the business as well, making it a win-win scenario.

Now, this doesn’t mean you should force an employee down a specific path. Instead, consider their career aspirations and how they can align with the organization’s objectives. This allows workers to be placed on paths that meet everyone’s needs and not just your own.

Embrace Several Training Mechanisms

Technology has made learning more adaptable than ever. Instead of having to rely on classroom learning, e-learning and virtual classrooms can be used as a flexible alternative. Informal options, like lunch-time sessions or mobile-friendly microlearning courses, can also integrate learning into the workplace culture with greater ease, all without disrupting normal operations.

Ultimately, upskilling your workforce is a cost-effective option for closing skill gaps and creating the leaders of tomorrow.

The Advance Group can help you find employees with the right skills for your workplace. Click here to check out our Talent Showcase and find employees with the skills you’re looking for, or contact our experienced recruiters to learn more.

Happy 9th Anniversary, Tara Robinson!

Raza Rauf on July 10, 2019

To celebrate Tara Robinson’s 9^th year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:

Q: What should everyone try at least once in their life?

A: Witness a sunrise and sunset, from beginning to end.

Q: What quote do you live by?

A: Life is too short to delay getting started. Forget New Year’s or your next birthday or whatever life event you’re waiting to occur. If there is something you want to do, to create, to experience in this life, start doing it NOW because whatever it is you’re waiting to happen before beginning might not ever happen.

Q: What do you like to do in your spare time?

A: Read, listen to music and hang out with family & friends.

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

Where Can You Find the Senior Employees Your Team Needs?

Raza Rauf on July 5, 2019

Choosing the right candidate for an open position should always be a priority. However, when you are filling a senior role, it is especially critical.

Senior employees and members of the leadership team don’t just accomplish daily tasks; they also influence the strategic direction of the company. Additionally, these professionals often have to guide others, serve as representatives for the company’s brand, and impact future recruiting and retention success.

If you are wondering where you can find the senior employees your team needs to thrive, here are some tips for managing these crucial recruitments.

Social Media Platforms

Many of the best senior-level candidates are currently employed. While they may be open to making a change, they are usually only passive job seekers, not taking part in an active search.

As a result, you need to be proactive during the recruitment process and seek them out instead of waiting for them to come to you. In order to find these candidates, you need to embrace social media platforms.

Usually, you want to begin your search on LinkedIn and Facebook. LinkedIn is generally dominated by professionals, including candidates with college educations and who are solidly in their career. Facebook also shouldn’t be ignored because it is widely used, and many professionals have begun using the platform to further their careers.

Your Professional Network

Tapping your professional network to find suitable candidates is also a wise move. If you maintain relationships with senior-level employees, managers and executives, they may be aware of someone who would be a good fit for your job.

Additionally, a member of your network may even be interested in the role. When you discuss the opening with someone who may be qualified, you can find out if they would like to pursue the opportunity or know anyone who might be interested, allowing you to explore both options.

Recruitment Agencies

Having a partner to assist with your recruiting efforts can make a world of difference for any vacancy, especially senior-level openings. Recruitment agencies maintain vast candidate networks, including coveted passive job seekers, and are also well connected in their communities, making it easier for them to locate strong candidates quickly.

While many people assume recruitment agencies can only assist with entry-level positions, that isn’t the case. Most are quite skilled at finding candidates for any level job, up to and including executive roles.

When you partner with a recruitment agency, you gain a valuable ally whose expertise lies in the areas of recruitment and hiring. Plus, they can be a cost-effective solution, allowing you to find the right candidate quickly and without busting your budget.

If you are working to fill a senior position, the experienced team at The Advance Group can help. Contact us to speak with one of our recruitment specialists today and see how our senior-level hiring expertise can make finding your ideal candidate easier than ever before.

The True Measure of Your Success as a Leader Lies With This…

Raza Rauf on June 24, 2019

Managing people isn’t the same as leading them. Delegating tasks, monitoring outputs, and giving direction might be required in both instances, but leaders often go further. They may coach their employees to reach greater levels of success, help them steer their career in the desired direction, or support them directly during challenging times.

While all of those concepts seem different, they are based on the same idea. Truly successful leaders connect with those around them. They get to know their employees as individuals and adjust their management approach based on each worker’s needs. They understand what is happening in their team’s lives, including details about their experience inside and out of the workplace.

Unless you can connect with those who work with or for you, you might not be the leader you hoped to become. Luckily, forging these connections isn’t as challenging as it may seem on the surface. If you are ready to begin, here are some tips to help you manage the process.

Have a Curious Nature

If you allow your curiosity to come to the surface, you may find opportunities to connect with your team. Curious individuals aren’t afraid to ask questions, as they want to know more about the topic being discussed.

When you speak with an employee, don’t be afraid to ask questions. If they are experiencing a problem, give them a chance to elaborate or describe it in greater detail. If they mention a moment from their personal life in passing – like a party they hosted over the weekend – ask questions to find out more about the event or occasion.

While you don’t want to pry into inappropriate territory, learning to embrace curiosity to keep conversations going can help you forge stronger connections.

Be Willing to Share

Connecting with your team involves more than learning about them; you also have to share information about yourself. If you consistently avoid discussions that give your employees a chance to find out more about you, they may struggle to view you as a whole person. Similarly, if you consistently hide your workplace struggles, they may assume you don’t know what it’s like to face challenges similar to their own.

While you don’t need to divulge a ton of personal details, giving your staff insights into your likes, dislikes, hobbies and family make you more relatable. Additionally, by letting them know when you are facing challenges, they can respond with compassion, leading to a deeper connection. In some cases, they may even offer to help, something else that can lead to stronger bonds.

Essentially, by removing some of the perceived distance between you and your team, you can have more meaningful working relationships. And, with a little time, this can make you a more successful leader.

If you’d like to know more, the staff at The Advance Group can help. Contact us to speak with one of our experienced team members today and see how our leadership expertise can benefit you.

Your Personal Trait Employees Like Most!

Raza Rauf on June 13, 2019

As a manager, your employees look to you for inspiration and guidance. Any personal trait of yours influences how you are perceived, impacting how the workplace operates, incidentally or otherwise.

When it comes to their manager’s personal trait, there is one that is incredibly likely to help your employees thrive. Plus, it is often appreciated by your staff, making it even more powerful.

If you are wondering what trait your employees like most, here’s what you need to know.

The Power of Positivity

By and large, employees appreciate a manager who exudes positivity above all else. A positive attitude can make challenges seem less daunting and can eliminate the fear of failure, something that can actually hold your workers back by stymying the sharing of ideas or stifling innovation.

When a workplace is positive, productivity soars thanks to higher morale. Creativity can also be enhanced, and stress levels may fall. Engagement also rises in positive work environments.

When a manager has a positive attitude, it impacts their team. The employees may learn to make the most of what they have instead of pining over what they don’t. They may be more inclined to embrace their strengths as well as those of their teammates, creating an environment that is focused on cohesion and everyone working together to achieve common goals.

Communication is also easier in a positive workplace. Recognition tends to be used more often, and employees aren’t fearful of how their ideas may be received. Even views that aren’t embraced are not subject to undue criticism, making the company a comfortable place for exploring possibilities and innovating, even if the approach may be highly unconventional.

How to Be a More Positive Manager

Becoming a positive leader in your organization doesn’t have to be challenging. One easy way to begin is to be mindful of your own mood, as your employees will take cues about how they should feel from you.

Focusing on your workers’ strengths and helping build them can also be an effective approach. It allows great attention to be paid to what people are good at instead of where they fall short.

Helping your team see how their work contributes to a great purpose can lead to a more positive culture as well. When people believe their work is meaningful, beyond just impacting the company’s bottom line, they derive greater satisfaction from their tasks, improving morale.

When your staff does face a challenge, try to be a beacon of hope. Let your team know you will get through it together and remind them the future is bright, even if today feels difficult.

By using the tips above, you can become a positive influence in the workplace, ensuring your team can thrive no matter the circumstances or personal trait. If you’d like to find out more, the professionals at The Advance Group can help. Contact us to speak with one of our experienced staff members today and see how our leadership expertise can benefit you.

Working a Side Hustle? You Need to Read This

Raza Rauf on April 26, 2019

More and more professionals are embracing a side hustle. Often, these secondary gigs can be very lucrative, allowing workers to increase their earnings while working in a niche that aligns with their skills and preferences.

However, working a second job also creates challenges. When not properly managed, it is easy to make mistakes that can make these work experiences unpleasant or hinder one’s ability to manage personal obligations successfully.

Striking the right balance can be difficult, particularly if you are new to the world of side hustles. Luckily, there are things you can do to make it all easier to handle. Here’s what you need to know.

Don’t (Immediately) Quit Your Day Job

Even if you would like to turn your side hustle into a full-time job, you do not want to quit your primary one too quickly. It can take time and diligence to build a reputation and client or customer base. If you try and make the leap too fast, you may find yourself without enough income.

Similarly, keeping your day job and side hustle has benefits. You are essentially diversifying your income, just as you would with an investment portfolio. This can provide you with some protection from the unexpected, like a large medical bill or sudden job loss.

Additionally, by keeping your main source of income, you can pursue side hustles purely for enjoyment. While you may also earn additional money, you get more control over the tasks you take on, since the cash is supplemental. This can be excellent if your side hustle lets you explore your passions, as you can limit yourself to what captures your attention best without having to worry about the financial aspect.

Don’t Invest Too Much Money

If you are just starting a side hustle, it is easy to get focused on all the tools and equipment you may need down the road. However, if your current situation does not demand these items, it is usually wise to avoid making purchases when you are just starting out. Otherwise, you might buy something you actually didn’t need, making your side hustle less lucrative.

Do Focus on Unique Skills

Having a fairly unique skill you enjoy using can be a suitable focus for a side hustle. While each gig can certainly feel like work, if you bring something different to the table and genuinely enjoy what you are doing, the entire experience is more satisfying.

Plus, if you concentrate on your unique capabilities, it may be easier to find a lucrative niche. This makes your side hustle more beneficial financially too, ensuring you both enjoy the work and can make a reasonable income for your time.

Do Consider the Time

Even if you thoroughly enjoy your side hustle, that doesn’t mean you should sacrifice your personal life to pursue it. Falling behind on your personal obligations can make life harder to manage, and neglecting your relationships in order to continue with your side hustle can have consequences.

Ideally, you want to make sure you give yourself enough time to keep your personal life in order while you work two jobs. You may need to be diligent about scheduling or limiting the number of projects you take on, ensuring you can do what you love without missing out on other important aspects of life.

If you would like to know more about how you can successfully integrate a side hustle into your life, the team at The Advance Group can help. Contact us to speak with a knowledgeable member of our staff today and see how our career management expertise can benefit you. Click here to check out our open jobs today.

5 Hiring Lessons Learned the Hard Way

Raza Rauf on April 19, 2019

If you want your company to thrive, then hiring the right people needs to be a priority. A single bad hire can derail productivity, hinder morale, and harm the bottom line. Plus, replacing an employee can take a significant amount of time, leaving you shorthanded for a period and further damaging operations.

Learning how to hire is not always easy. However, you can learn from those who have stood in your shoes before, giving you the knowledge to help you avoid certain missteps. If you want to make sure your hiring is on-target, here are five hiring lessons that many learn the hard way.

1. Set Clear Job Requirements

Knowing precisely what you need is critical if you want to find the right candidates for the role. Some managers focus more on the job seeker themselves, potentially blinded by amazing credentials, instead of how the person’s abilities align with the position’s requirements.

However, if you hire a professional whose skills don’t match your needs, there will be fallout. Make sure finding strong matches is always a priority, focusing on the skills that are more crucial for the role first and foremost.

2. Look for Drive

Most top performers are incredibly driven. They don’t just want to meet expectations. Instead, they want to shatter them. Plus, they tend to be strategic by nature, giving them an innate ability to align their actions with the larger company mission, highly innovative thinkers, and team players.

When you meet with candidates, ask them to describe how they achieved results, particularly when faced with a daunting challenge. This allows you to gain insight into how they think and act, giving you a better gauge on their drive.

3. Find Passion for Your Mission

When an employee is passionate about the company’s mission, they are more likely to excel. This is because they feel a personal connection to the organization’s vision, giving them intrinsic motivation to exceed expectations.

During an interview, ask each job seeker to describe what they think your company is about and the products or services offered. Their level of enthusiasm (and accuracy) will provide you with valuable information about their level of passion for the mission.

4. Check Professionals References

A good reference check is essential if you want to make sound hiring decisions. Even if candidates list people who will likely speak well of them, you can discover tidbits about their personalities, accomplishments, and approach that you may miss otherwise.

Plus, a reference check allows you to fact-check during the hiring process. That way, if a job seeker was being deceitful, you have a better chance of finding out.

5. Don’t Assume They Will Say “Yes”

Today, it’s a job seeker’s market. Even if the interview, reference check, and other phases of the hiring process went well, that doesn’t mean your top contender is going to accept a job offer just because you lob it out there.

In order to increase your odds of success, assume the candidate will say “no” unless you put in additional effort. Make sure you present the offer personally and are enthusiastic when you do. If they do accept verbally, follow up with a formal letter quickly and consider engaging them in the onboarding process early by introducing them to their future team members and providing them with more information about any benefits and perks. That way, everyone remains excited, increasing the odds your top choice will become your newest hire.

If you would like to find out more about hiring best practices, the team at The Advance Group can help. Contact us to speak with a member of our skilled staff today and see how our hiring expertise can benefit you.