Don’t Be Frightened! Introverts Can Be Great Interviewees

Raza Rauf on October 12, 2018

For job seekers who considered themselves introverts, an interview can be intimidating. After all, it requires you to share details about yourself, and that might not be something you are usually comfortable with, especially since you are probably meeting the hiring manager for the first time.

However, just because interviewing may be a bit outside your comfort zone, that doesn’t mean an introvert can’t be a great interviewee. If you take some time to prepare in advance and view the experience from the proper perspective, your interview can be a success. Here’s what you need to do.

Spend Time Building Up Your Energy

Many introverts find social situations especially draining. And, if you enter an interview without replenishing your energy, it can make the task even more daunting.

If you want to excel during your interview, it’s important to take some time to build up your energy stores. Try to take some time to recharge your batteries over the course of a few days by limiting your social interactions, as required.

For example, if you have an interview on Monday, take the weekend to replenish your energy in a way that feels best to you. However, make sure to also get yourself in the right mindset while you do by reflecting on your prior experience and skills, and how you can share those points with the hiring manager.

See It as an Asset, Not a Flaw

It isn’t uncommon for outsiders to talk about introversion as if it is some kind of character flaw, even though the reality is it can be an asset.

Introverts tend to have calm demeanors and almost always think before they speak. During an interview, this can make you come off as thoughtful and conscientious, something the hiring manager is likely to appreciate.

Additionally, just because a person is an introvert doesn’t mean they don’t come off as friendly. If you take a moment to collect your thoughts and then deliver a response with a smile, the hiring manager isn’t likely to view how you answered in a negative light.

Learn to Find a Balance

During an interview, it is important to embrace your extrovert-like qualities, as well. Most introverts can be extroverted in situations where they are comfortable, so learning to harness that can be beneficial.

For example, it is acceptable to take a moment to think before you answer an interview question. However, a long delay could leave a less-than-ideal impression, so you need to make sure you are willing to act (or even put yourself out there) if you want the hiring manager to feel confident in you.

One of the easiest ways to harness the power of extroversion is to practice your responses before your interview. This increases your comfort level with what you want to say, and gives you a chance to hone your answers, making them easier to deliver. Also, by reflecting on your career before you head to the meeting, you’ll have better recall if you are faced with a question you weren’t anticipating.

Ultimately, introverts can be excellent interviewees and, by following the tips above, you can make the best impression possible on the hiring manager.

If you are interested in learning more or are seeking new employment opportunities, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members about your career goals today and see how our services can benefit you.

Do You Have What It Takes to Be a Machinist?

Raza Rauf on October 8, 2018

For many job seekers, the idea of being a machinist is enticing. After all, production and manufacturing roles allow you to physically see the results of your hard work, and that can be incredibly rewarding. Plus, machining enables you to combine that feeling with being able to work with technology, creating a unique combination that isn’t always present in other jobs.

But, like any position, having the right skills, abilities and experiences is essential if you want to break into the machining field. If you are wondering if you have what it takes to be a machinist, here’s what you need to know.

Technical Skills and Experience

Machinists need specific hard skills to thrive in their roles. Typically, this means either acquiring experience on the job while in an entry-level position, or completing a program through a local trade school or community college.

For example, the ability to read blueprints and schematics is a necessity. Similarly, understanding how to use the various control panels on the equipment, such as a CNC machine, and how to program the machine to handle specific cuts are also vital.

There is also a variety of skills that pertain to the various pieces of equipment. Grinders, lathes and micrometers are just a few of the tools you may need to interact with in a machinist role.

Being proficient with computers, in general, is also helpful, even for entry-level roles. Additionally, at least high school level math skills are necessary to complete basic calculations and ensure cuts are precise.

Soft Skills

Machinists also need specific soft skills to thrive in these roles and in manufacturing environments. Since machining involves making precision cuts, attention to detail is essential. Even the slightest error can render a part unusable, so being vigilant at all times is a necessity.

Problem-solving skills are also highly valuable for machinists. If there is an issue with the final product or the system begins acting up, being able to troubleshoot the problem effectively is incredibly useful to employers.

Finally, being safety oriented is also a must. All production environments can be potentially hazardous, including machine shops. Understanding the value of always wearing your protective equipment and being proactive when you spot a potential hazard is paramount to everyone’s safety, so keeping it in mind is essential.

It’s important to note every machine shop may have slightly different requirements depending on the equipment they use, the products they produce, or even the size of the company. Additionally, some employers may require you to have open availability, particularly if shops run multiple shifts as a means of hitting their production goals.

If you are interested in learning more about being a machinist, the professionals at The Advance Group can help you assess your skills. Contact us to speak with one of our experienced team members today and see how our services can make finding the right new job easier than ever. Or click here to check out our newest machinist jobs in Michigan and Ohio!

Don’t Scare Off Employees With Your Bad Reputation

Raza Rauf on October 5, 2018

When it comes to recruitment and retention, your company’s reputation matters. If your organization becomes known as a bad employer, securing the top talent you need to thrive is going to become increasingly challenging.

Even a handful of negative reviews from current or past employees can be very damaging. And, thanks to technology, workers have a variety of outlets in which to air their grievances, and their opinions may scare away high-quality job seekers or existing members of your team.

If your company ends up with a bad reputation, you are guaranteed to miss out on great talent. This means taking action is essential. Otherwise, you won’t be able to locate or maintain the top-tier professionals your business needs to succeed.

If you aren’t sure how to evaluate your current reputation, here are a few tips that can help you get the process started.

Do Some Research

Your first step in assessing your company’s reputation is to get a grasp on where you stand. This allows you to identify any potential issues, providing you with the information you need to make improvements.

Start by heading online and searching for employee reviews. Sites like Glassdoor can be a great place to begin, as well as social media platforms like Facebook and Twitter.

Look for reviews and note any patterns that arise. If a particular issue is presented multiple times, make a note of it. Similarly, if an accusation is especially damaging, even if it is only made once, record that information, as well.

As you proceed, resist the urge to respond to the reviews. If you don’t select your words carefully, your reply may come off as bitter or defensive, and that can damage your reputation more than not responding at all.

Finally, closely examine your company from an internal perspective. Consider what your workplace culture is like, whether workers are engaged and happy, or if there are any patterns in complaints filed with HR or managers. Additionally, review your compensation plans to see if they are competitive.

Create an Action Plan

After you’ve completed your research, you can begin crafting a plan to improve. How you need to move forward will depend on your unique situation, though concentrating on aspects with the most negative attention or that were frequently repeated can often be the most effective approach.

Then, don’t shy away from discussing your plan with your staff. If you admit the company could improve and that a strategy is in place, that can actually help you repair your reputation. However, you have to follow it up with action. Otherwise, empty words will just do additional damage.

As you begin to implement your plan, understand employee sentiment won’t shift overnight. It takes time to build their trust, so recognizing the road ahead may be a long one is important. However, with time and diligence, you can repair a bad reputation, ensuring you don’t scare off job seekers or your top performers.

If you would like to learn more about how you can manage your company’s employer brand, the professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today, and see how our company reputation of excellence can benefit you.

5 General Labor Skills That Apply to Every Job

Raza Rauf on October 1, 2018

Some general labor skills are specific to the industry, while other skills are practically universally helpful. Whether you work in a general labor role or as a high-level executive, these core competencies always provide value, regardless of your profession or industry.

An Employment Agency in Toledo Shares 5 General Labor Skills That Apply to Every Job

1. Communication

No matter the job, communication is always essential. Being able to effectively share information with co-workers and managers ensures everyone has the details they need, and being able to receive information helps keep you informed.

Often, having strong oral and written communications skills is vital in any environment, as well as the ability to pick up on nonverbal cues and demonstrate social awareness during conversations.

2. Teamwork

In the vast majority of workplaces, no single employee is an island unto themselves. Instead, they function as part of a larger group, tasked with accomplishing team goals to help the company thrive.

Teamwork and collaboration skills are valuable to nearly every employer, no matter their industry. Being able to work effectively with others can help make group goals easier to accomplish, increasing overall productivity and ensuring the company is successful.

3. Organization

When it comes to workplace efficiency, organization is one of the keys. Being able to shift between priorities, track your progress, or even find a critical tool or document quickly can have a significant impact on overall productivity and, without organization, all of those tasks can be challenging.

Whether it’s ensuring everything is in its proper place or staying on top of your to-do list, being organized makes it all easier. Most companies view organizational skills as an asset, so it’s a core competency that will serve you well in any industry or role.

4. Problem Solving

At every job, the unexpected will occur at some point. Equipment breaks down, customers experience issues, or something important goes missing.

Having the ability to assess the situation and develop a potential course of action can make all the difference during a time of crisis, allowing problems to be solved at the lowest level possible. With problem-solving skills, you can be a part of the solution, making you a more valuable team member.

5. Punctuality

A single employee being late to work can derail a company. Whether the worker plays a critical role on a production line or has vital information for a meeting, the unexpected delay can prevent others from accomplishing their tasks, putting everyone behind.

Similarly, being timely when it comes to meeting deadlines is essential for similar reasons. Just one person who falls off schedule harms everyone who was waiting for their contribution. This means punctuality is a necessity everywhere, and crucial if you want to be seen as a valuable worker.

Leverage These General Labor Skills in Any Industry with an Employment Agency in Toledo, OH

All skills above are just as important to general laborers as they are to office workers, and even members of the leadership team. By honing these skills, you’ll have ones that will serve you well throughout your career, and they may make it easier get ahead.

If you would like to know more, The Advance Group can help. We are a professional, warehouse, and general labor employment agency in Toledo, Ohio that connects qualified job seekers with exceptional opportunities. Contact us to discuss your career goals today and see how our workplace expertise can benefit you. Or, if you’re looking for a new general labor role, click here!

Are You Prepared for Your Employees’ Maternity Leave?

Raza Rauf on September 28, 2018

When an employee is getting ready to head out on maternity leave, the situation is both exciting and daunting for the employer. Often, it means a valuable staff member will be away for an extended period, and their absence will be felt by their co-workers, manager, and even the entire company.

However, if you prepare for your employee’s maternity leave in advance, you can make the situation less challenging for the business. If you aren’t sure where to begin, here are some tips to get you started.

Start Planning ASAP

Once you learn an employee will need to use maternity leave, it’s best to begin planning for their absence immediately. The sooner you start, the easier it will be to ensure all of their duties are covered and a suitable communication plan is in place. Plus, making sure everyone feels fully supported during the process, including the employee on maternity leave and the rest of their co-workers, will be easier to manage.

Additionally, if you intend to bring in a short-term worker during the employee’s time away, you will have ample time to determine what skills and experiences this person needs to be successful. You’ll be able to make a smarter hiring decision, ensuring you get the best candidate for the job.

Get to Know Their Duties

When a worker is preparing for maternity leave, you need to have a thorough understanding of their role. Meet with them to discuss all of their duties, no matter how small, to make it easier to arrange for proper coverage.

Begin by having them outline all of their major projects. Then, request that they provide a detailed account of their day. Once you have the information, you can identify other team members who can cover the employee’s duties during their absence or decide if you are better served by hiring a short-term worker to join your staff.

Prepare for an Early Handover

While your employee may know their due date, a birth isn’t guaranteed to happen on schedule. They may deliver days or weeks early, so it’s important to be ready for a transition well in advance of their anticipated due date.

Allow the employee to start working with their team members or the short-term worker in advance, providing training and insights regarding the management of the duties they will be handling during her absence. In some cases, you may want to transition specific tasks over before they officially go on maternity leave, allowing the employee to focus on specific responsibilities, like completing a critical project, in lieu of duties that don’t provide the same amount of value.

Hire Wisely

If you decide to bring in a temporary worker to cover the employee’s maternity leave, consider partnering with a reputable staffing firm. They can help you locate great candidates quickly and efficiently, assisting with everything from recruitment to screening.

Plus, the short-term team member doesn’t have to become an official employee. Instead, they remain an employee of the recruitment firm, allowing you to avoid any concerns about unemployment, workers’ compensation, and similar hiring risks.

If you are looking for an ideal short-term worker to cover your employee’s maternity leave, the professionals at The Advance Group can help. Contact us to discuss your needs today and see how our services can make maternity leave coverage easier to manage.

Want to Win $100? Check Your Mailbox!

Raza Rauf on September 27, 2018

It’s National Staffing Employee Week!

We appreciate all of our employees … and that means you!

Check your mailboxes, and post a selfie wearing your Advance beanie on the comments of our Facebook contest video HERE to be entered into a drawing for a $100 gift card!

Thanks for all you do for The Advance Group!

Ready to Climb the Corporate Ladder? Start Here!

Raza Rauf on September 24, 2018

After you’ve spent some time advancing your career and working as an individual contributor, it’s only natural to aspire to reach management levels. Climbing up the corporate ladder and joining the leadership ranks is exciting, but figuring out how to make the transition can be challenging.

Often, the idea of broaching the topic with your current manager is anxiety-inducing. After all, you don’t want to seem impatient, pushy, or like you are trying to steal their position. However, if you don’t make your desires known, you might not get the promotion you’re hoping to land.

If you are ready to take the next step up the corporate ladder, here’s what you need to do.

Understand the “Why”

Before you strike up a conversation with your boss about becoming a leader in the organization or climbing the corporate ladder, it’s helpful to understand precisely why you are interested in taking the step. This allows you to explain why you are exploring the possibility and may make it easier for your manager to see why you are looking for an opportunity to advance.

Additionally, it gives you a chance to make sure you are pursuing a leadership role for the right reasons. Are you simply looking for a title upgrade or are you genuinely excited about taking on the duties of a manager? Do you think you can provide the company with additional value by joining the leadership team in comparison to remaining in your current job?

By asking yourself these questions, you can get to the root of your reasoning, making it easier to articulate when the time comes.

Gather Your Evidence

If you believe you can be a valuable part of the management team, you can’t just tell your boss that and expect a positive result. Instead, you need to have examples and quantifiable data that shows how much you provide today and how, by becoming a leader in the company, you can take that even further.

Additionally, it’s wise to research what duties typically come with management positions in your organization. This gives you the ability to relate your value to specific tasks clearly and allows you to showcase that you truly understand what is involved in being a leader.

Schedule a Meeting

Typically, blindsiding your manager as they are rushing to a meeting by asking about advancement opportunities isn’t the ideal approach. Instead, you need to schedule a time to sit down with your boss in private, ensuring you aren’t interrupting the flow of their day or hindering them from handling their duties.

Plus, if your manager thinks you aren’t ready to climb the corporate ladder or offers constructive feedback on how you need to improve first, you can have these conversations behind closed doors.

Moving Forward

If your manager is supportive of the idea, you may not have to do more than continue handling your tasks until an opportunity arises. How long that takes will depend on your organization, as a role may need to be vacant before you can receive a promotion.

In cases where your boss isn’t supportive, you need to identify potential next steps based on their feedback. If they offer constructive criticism, listen to their concerns and work to remedy them.

However, if you genuinely have the skills and experience to excel as a manager and either a lack of support or opportunity is holding you back, then you may need to explore positions with other companies. Smaller businesses might not have vacant leadership roles often and not every manager will support your desire to advance even if you are qualified.

If you are looking for leadership opportunities in the local area, the professionals at The Advance Group can help you explore your options. Contact us to discuss your goals with one of our experienced recruiters today and see how our services can make taking the next step up the corporate ladder easier than ever.

Demotivated at Work? Read This!

Raza Rauf on September 21, 2018

Practically every professional experiences days where they aren’t exactly enthusiastic to head to work. In most cases, the feeling is usually short-term and comes to an end after a challenging situation remedies itself.

However, if you are experiencing prolonged periods of feeling unmotivated, then the issue could be more severe. If you are demotivated on the job, it’s wise to identify the actual cause of these feelings. Then, you can take steps to find a workable solution.

If you are demotivated at work, here are some common reasons that may be the case, and a few options for fixing the problem.

Boredom

When your duties are no longer challenging, boredom can quickly take hold. If you’re bored for days and weeks on end, this can cause you to disengage and may breed feelings of resentment or lead to complacency.

If you are demotivated because you don’t find your work interesting, then consider speaking with your manager. You can request new assignments that catch your interest, allowing you to regain your motivation.

Alternatively, try to find engaging activities outside of the office. Volunteering or focusing on a hobby may give you a source of inspiration, making a less-than-enticing job more tolerable.

Being Overworked

Constantly feeling overwhelmed at work can be just as harmful to your motivation as boredom. When you feel like you can’t keep up and there’s no end in sight, it’s hard to push yourself to complete any task, let alone approach your duties with enthusiasm.

If you are dealing with this situation, your first step should be to evaluate how you manage your time to see if there is room for improvement. Consider taking a course in time management or looking for resources that can help you improve that important skills.

However, if how you structure your day isn’t relevant, speaking with your manager is a good next step. They might not be aware that you are overworked and could have potential solutions, such as shifting some of your tasks to someone who isn’t as overtasked.

Cultural Mismatch

Being in an environment where you feel like you don’t fit in can kill your motivation. Prolonged feelings of frustration resulting from a mismatch often compile, and the situation typically isn’t easy to remedy.

If you clash with your environment, seeking out a new opportunity may be your best solution. Seek out a workplace that feels like a cultural fit, and you may see your motivation return.

Toxic Environment

Being in a toxic workplace on a daily basis is incredibly hard to handle. Whether it’s a culture that allows backstabbing, a workplace dominated by the rumor mill, or an environment that is overtly hostile, finding a way to handle the situation is a must.

At times, if only a few individuals are involved, you may be able to speak with them regarding your concerns. You can get management to play a part in the discussion as well, suggesting they aren’t also a part of the problem.

However, if the workplace is toxic due to a pervasive issue with the culture, then a swift exit may be your only recourse. This allows you to escape the situation entirely and head to an environment that feels more supportive and professional.

If you are looking for new employment opportunities, the team at The Armada Group can connect you to leading employers throughout the area. Contact us to learn more about our current vacancies today and see how our services can help you find a motivating and engaging role that is right for you.

How to Properly Onboard Your New Welders

Raza Rauf on September 17, 2018

When a new welder comes in on their first day, some companies don’t spend much time familiarizing them with the environment, introducing them to team members, or providing them with helpful information that will allow them to excel. Instead, they give them the basics of what they need to know and then largely leave them to their own devices.

While that approach may be quick, it isn’t offering your new welders the best experience. Plus, you are missing out on an opportunity to engage with them early, ensuring they are set up for success.

If you are adding new members to your welding team and want to make sure they reach peak productivity as soon as possible, here’s how you need to onboard them.

Create Strong Bonds

On a welder’s first day, they are walking into an unfamiliar environment. They likely don’t know every co-worker they will work with and usually haven’t met key members of the leadership team.

While forming relationships with their colleagues usually takes some time, you can facilitate stronger bonds through your onboarding process. Not only can this increase the new hires comfort level, but it often makes them feel more committed to the company.

If you want to create strong bonds, integrate interactive activities into your onboarding process. Craft mechanisms for peer-to-peer training, like assigned them a buddy to help guide them as they familiarize themselves with the company’s facilities, processes, and procedures. You can also include getting-to-know-you activities to help everyone share information about themselves, creating a positive and welcoming culture.

Build Their Confidence With Training

When you provide your new welders with comprehensive training, you increase their confidence in their ability to do their job effectively and independently. While giving detailed instruction takes time, it enables the worker to reach a point of peak productivity faster, making them more efficient contributors and allowing them to provide more value in less time.

Showcase the Benefits

Onboarding isn’t just about paperwork and showing the new hire where the bathroom is; it should also be about highlighting all of the benefits that come with being an employee of your company. Make sure they know what services and offerings are available to them, including everything from standard benefits like medical and retirement to fun perks like free snacks in the breakroom.

By showing your new hires everything that comes with saying “yes” to the job offer, you increase their level of engagement, ensuring they are invested in the success of the company. Additionally, it allows you to make sure they don’t miss out on something great and supports a culture of transparency.

When you follow the tips above, you increase the effectiveness of your onboarding process, allowing your new welders to thrive. If you would like to learn more or are looking for skilled welders to join your team, the experienced professionals at The Advance Group can help. Contact us to discuss your company’s process and goals with one of our knowledgeable staff members today and see how our expertise can benefit you.

5 Questions You Actually Should Ask in an Administrative Interview

Raza Rauf on September 14, 2018

When you get near the end of your administrative interview, you are usually asked if you have any questions. Not having anything to ask can actually hurt your chances of landing the job, so it’s always best to come prepared with a few things you can ask.

If you are getting ready for an administrative interview, here are five questions you should always keep in your back pocket.

1. How Did This Position Become Available?

When you ask this interview question, you give yourself a chance to gain a lot of valuable insight. On the positive side, you may learn the position is brand new, something that can indicate the company may be growing. If it is vacant due to the previous person earning an internal promotion, that shows there is room for advancement.

On the negative side, you might hear that the former employee quit without notice, which could be a red flag. Additionally, discovering they received a big promotion outside of the company could show there isn’t much room for advancement.

2. How Does This Position Contribute to the Company’s Long-Term Goals?

This interview question lets you learn more about how the job fits into the bigger picture. If the interviewer answers it with ease, you’ll usually discover how the role aligns with larger objectives, showing how the position provides value. However, if the hiring manager struggles to form a response, it could indicate they don’t know how it contributes to broader goals, which could be a troubling sign.

3. What Are the Biggest Challenges Associated With This Role?

While you may have a solid understanding of what the job entails, this question lets you learn more about the most common challenges you may encounter. It provides insight into some of the harder aspects of the work, giving you a chance to be prepared for them.

4. Do You Have a Timeline for Filling This Role?

If the hiring manager hasn’t given you a timeline overview, now is the perfect time to request one. While they may not be able to provide specific dates, most interviewers should be able to fill you in on any next steps and an approximate window for their completion.

If they can’t provide you with a basic timeline, that might be an indication it could be a long wait or they may decide not to fill the job at all. While that doesn’t mean you need to abandon all hope of getting the position, it does mean you should keep your job search going in the interim.

5. Is There Any Reason I Wouldn’t Be Considered a Top Candidate for This Job?

By asking this question during your interview, you are giving the hiring manager a chance to express any concerns they may have about your ability to excel in the role. Additionally, you’ll have an opportunity to address those concerns, allowing you to showcase why you are a great candidate.

Ultimately, this question welcomes an open dialog. Just make sure you let the interviewer fully express their perspective before you respond, as cutting them off seems both defensive and rude. Instead, let them finish then pause for a moment to consider your reply. Then, give them any additional information that can alleviate their concerns.

By asking the questions above, you can gain valuable insight into the company, the role, and your odds of being hired. If you would like to know more, the professionals at The Advance Group can provide you with additional information. Contact us with your questions today and see how our hiring expertise can benefit you. Click here to check out our newest jobs.

Find a New Welding Career Today!

Raza Rauf on September 10, 2018

Whether you are new to the field of welding or have years of experience under your belt, you can find new employment options throughout Michigan and Ohio. Many local companies are looking for full-time, long-term welders to help them meet their productivity goals, creating opportunities for welders with a range of skill levels.

If you are ready to find a new welding career, here are some available jobs that may interest you.

Swanton, Ohio Welder

A Swanton company is looking for welders with MIG, TIG, and blueprint reading experience. If you have a positive attitude and are a motivated self-starter, this could be the ideal position for you.

The job is on the day shift, 7:00 am to 5:30 pm, Monday through Thursday. Typical duties include reading prints for fabrication, welding light gauge material, MIG and TIG welding customer pieces, and more.

Romulus, Michigan Fitter/Welder Lead

A machine shop in Romulus is looking for an experienced fitter/welder lead to join their team. If selected, you’ll be responsible for delegating tasks, monitoring for safety, maintaining quality standards, and ensuring customer delivery date are met.

On average, this position involves 45 to 55 hours of work each week. It is assigned to the day shift, 6:00 am to 3:30 pm, Monday through Friday, with additional Saturday work when required.

Toledo, Ohio Welder

If you are a well-rounded, experienced welder, a North Toledo company is looking for someone like you. The ideal candidate has a minimum of three years of welding experience, including with GMAW/MIG and GMAW/TIG equipment, as well as the ability to read blueprints.

A positive attitude and attention to detail are also must for this exciting position. While it starts on a day shift, 6:00 am to 2:30 pm, Monday through Friday, it could transition to a night shift in the future.

Carleton, Michigan Welder

A manufacturing company in Carleton has an immediate need for a full-time MIG welder. The position is on the day shift, starting at either 5:00 or 6:00 am until 3:30 pm, Monday through Friday, but also comes with opportunities for overtime as required, including some Saturday work.

If you have a flexible schedule and have your own welding helmet, this could be a great role for you.

Petersburg, Michigan Welder

For welders who appreciate some variety in their duties, a position with a Petersburg manufacturing company could be right up your alley. The facility produces a range of products and can involve MIG, TIG, and ARC welding.

The position is on the day shift, running 6:00 am to 4:30 pm, Monday through Thursday, and 6:00 am to 2:30 pm on Friday. Optional Saturday work is also available, giving you the ability to earn additional income.

All of the exciting opportunities are excellent options for taking your welding career in a new direction. If you are ready to find out more about these positions, the professionals at The Advance Group can help you determine which ones may be right for you. Contact us to discuss your welding skills today and see how our services can make finding your ideal role a breeze. Or, click here to check out the newest jobs for yourself.

A Strong Case for Banning Salary History on Job Applications

Raza Rauf on September 7, 2018

As of January 2018, employers in California are no longer allowed to ask candidates about their salary history during the hiring process, either orally or in writing. Additionally, a number of other states, including Oregon, Massachusetts, and Delaware, have similar laws in the works that are designed to prevent salary history discrimination.

Changes to any employment law can create challenges for companies. However, removing salary history information from job applications and the hiring process isn’t as difficult to implement, and can even result in positive outcomes. Here’s how.

Enhancing Your Talent Pipeline

When salary details are no longer available during the hiring process, you may find yourself meeting with candidates you would have otherwise bypassed. For example, a job seeker with a history of higher pay rates than you are prepared to offer is usually eliminated from contention early in the process, leading them not to be interviewed or otherwise screened.

While companies may worry they will end up dedicating time to a candidate who ultimately wouldn’t accept the role at that salary, it does create another opportunity. You’ll learn more about professionals who may be suitable for other jobs, including those at higher pay levels.

Even if they don’t accept an offer, or have one extended to them, they do become part of your talent pipeline, allowing you to reach out should a suitable role come available in the future.

Removal of Bias

One of the reasons for California’s legislation was to eliminate pay discrimination based on gender. Statistically, women still earn less than men even when they perform the same duties. When salary information is available on applications, these patterns can perpetuate, as potential employers often base their offer on the person’s last salary.

Even if your company isn’t intentionally being discriminatory, allowing past earnings to dictate a job offer enables gender pay biases to continue. When you remove salary details from your hiring process, this possibility is potentially eliminated. Instead of using their prior pay rates as a starting point, you have to present an offer based on what is fair for the work being performed and the skill set the candidate brings to the table.

Ease of Adoption

In general, removing salary information from your hiring process isn’t a particularly challenging task. While you may need to update your forms if you use standardized applications, companies that rely on resumes likely wouldn’t have to adjust how candidate information is collected as most job seekers don’t list these details without being prompted to do so.

Beyond that, hiring managers may need to be trained regarding what questions are and aren’t appropriate after making the shift. This ensures they don’t unintentionally cross a boundary due to lack of knowledge about the change.

Ultimately, removing a salary history from the hiring process can be beneficial, as long as it is viewed as an opportunity instead of a hardship. If you are interested in learning more, the professionals at The Advance Group want to hear from you. Contact us to speak with one of our highly knowledgeable team members today and see how our hiring expertise can benefit you.