Benefits of Staffing Services

Staffing firms offer a long list of benefits to both those searching for the perfect position and the companies looking to hire. For candidates, a staffing firm can provide the peace of mind of knowing someone else is on your side and dedicated to finding the perfect position for your desires and skill levels. For companies looking to hire, staffing firms have relationships with candidates and can help ensure you’re making the right choice when it comes to filling those difficult positions.

Screening

Most staffing firms offer pre-employment screening and also screen candidates’ skill levels. For the candidate, this means that the staffing firm knows everything you have to offer. For companies, this takes some of the pressure off because someone else is doing the leg work. Pre-employment and skills screenings allow staffing firms to quickly know which of their potential candidates is going to get the job done. This relieves pressure on the hiring company and prevents some of the adverse effects from a wrong hire.

Many companies don’t have the time or resources to thoroughly screen every potential candidate. Many staffing companies go a step further, ensuring that everything on the candidate’s resume is a fit for your company, down to assessing how proficient the candidate is in the technical and other skills listed on his resume.

Long-term Relationships

A quality staffing firm has a low internal turnover, meaning that both candidates and hiring companies can build a relationship with an account manager. As these long-term relationships grow, the account manager, candidates and hiring companies learn more about each other, allowing the staffing firm to quickly make the right connection.

Long-term relationships are invaluable, especially with a staffing firm account manager. Because they have taken the time to get to know your desires, skills and personality, the connections made become more focused on finding the right person for the company AND the position, not simply placing someone based on skill alone.

Bigger Selection

For both candidates and hiring companies, one of the key benefits of working with a staffing firm is that the staffing firm has a larger pool of both candidates and potential positions. Because most staffing firms are dedicated to one or a couple of industries, they are able to quickly match prospects with each other. No more wading through job boards looking for a position — or looking at resumes that don’t fit your position; the staffing firm is already on it.

Conclusion

Working with a staffing firm offers both sides an assortment of key benefits, allowing for ideal connections. A staffing firm can make the job-seeking or hiring processes less painful and less time consuming for both parties.

 

New Resume Trends vs the Basics

Today’s technologically savvy world requires a few twists on things we once considered the norm or status quo. Your resume is no different; there are a few basic “rules” that still apply while new trends are stepping in and merging with the “old way.”

Creating a resume is sometimes difficult, especially with the ultra-competitive job market. You know it needs to stand out without being falsified; it needs to be to-the-point while still showcasing your skills and achievements.

The standard resume rules (read that as required information) that still apply are as follows:

  • Contact Information

    • Make sure your email address is professional (your name is always a good start)

  • Work Experience

    • Highlight your work history including skills and achievements at each position

  • Education

    • Only if you have higher education or have taken classes outside of high school

  • Qualifications

    • Certificates you’ve achieved, past training

  • Achievements

    • Brag a little — if you’ve received any achievements or recognition, let it be known

  • Keywords

    • Buzzwords are all the rage and can be the deciding factor on whether or not your resume gets noticed. Some hiring managers rely on software that picks out keywords, so add them in. They will also stand out to the eye of a hiring manager that goes through resumes manually.

New Trends to Consider

Of course the basics are solid, time-tested and downright important; that being said, however, it may be time to take the next step as far as your resume is concerned. Show off your web skills and savvy by employing one — or more — of the following new trends:

  • Tweeting

    • Harness the power of the almighty tweet — but only if you have a Twitter account with a large number of followers AND you’re professional on your account (you use it more as a branding tool than a personal platform).

  • YouTube

    • Make a short, 1- to 2-minute professional video resume and upload it to YouTube. These videos give you a little edge — the employer gets to see you and get a feel for your personality.

  • Infographics

    • Jump on the infographics bandwagon and create a professional, colorful and efficient infographic that will stand out. If you don’t know what you’re doing, hire someone or skip it! A poorly created graphic will be an eyesore and turnoff to potential employers.

If you choose to employ the hot, tech-savvy trends, follow some of the basic rules of resume building: Target your resume to the job you’re after, be specific, and be ready to supply supporting facts to anything on there.

 

Sprucing Up Your “Skills” Section

Your resume has several sections, all of which offer sneak peeks into what you’re going to offer as an employee. The “Skills” section on your resume displays any number of skills that you possess that will help you in different areas of the position you’re after. But what are the skills you should have?

There are innumerable skills that interviewers and hiring managers will see on resumes. Your job is to make sure that you have the skills they’re after, and they may not be what you think. The first key is reading through the job description thoroughly and looking for any skills they list as “required” or “preferred.” After that, consider sprucing up on the following skills, which are in demand for a number of the top jobs in the nation.

  • Foreign Language

    • Large companies are always seeking qualified individuals who are also fluent in a second language. It opens the door to increased communications with professionals in other countries.

      • Mandarin is particularly in demand; other languages, however, could also be beneficial to your potential employer.

    • Cities with a high population of non-English-speaking residents need employees who can effectively communicate the benefits and services of a company.

  • Problem Solving

    • Complex problem solving involves analyzing related information to develop the best possible solution to a complex problem.

  • Web Development

    • You don’t have to be a master at web development, but learning the ins and outs of the basics (Java, HTML, etc) can boost your resume. A number of free resources can be found on the web to give you the basic understanding you need to stand out.

  • Online Marketing

    • This is something that is pivotal for nearly every business today, and having the skills to perform some intermediate online marketing tasks can make your resume shine among the hundreds of others.

      • Take the time to learn the ins and outs of Google Analytics; polish up your online social media accounts, and learn the basics of social media for business.

  • Excel

    • Excel is good to know, and many employers are looking for a candidate who can work a spreadsheet effectively. The benefits Excel offers go far beyond a typical spreadsheet, however, including analyzing a large amount of information in a succinct and efficient way.

Fortunately, you can learn many of these skills for free or for a relatively low cost. Some universities even offer free courses online pertaining to important job skills. Being able to put any of these on a resume can help you stand out among the other candidates.

The Factor of Likability in the Hiring Process

How you can choose the right candidate despite some feelings you may have

If you have been interviewing dozens of candidates for a certain position over the course of the past week or so, chances are the process is becoming second nature to you and you’re eating, sleeping and breathing the same list of questions you’ve asked all of these new people each day.

Some candidates may have made you laugh, you appreciated Monday’s third candidate’s smile, Thursday’s fourth candidate actually caught you off-guard with his quick wit and ability to handle every question and then there was Friday’s third candidate. He made you wince. You found him to be abrasive, arrogant and unempathetic. But, you’re in a pickle because he also happened to have the best mix of qualifications and experience for the job.

What do you do? You’ve met someone whom you cannot stomach being at a social gathering with, let alone working with on a daily basis. However, you also know that he would be able to do the job with his hands tied behind his back and wearing a blindfold.

This isn’t always a simple situation to manage. It’s a tough call, but there are a few factors to consider before making your final decision.

What is it about the candidate that you don’t like? Does he interrupt your sentences and not let you finish your thoughts? Did he consistently cross his arms and legs to promote a power pose while you were talking about a position in the company that requires working with a team? Or was it something trivial and personal, such as he looked and talked like your ex-husband?

You certainly have options, especially if one of the other candidates was thoroughly enjoyable and still exceeded the qualifications needed for the position. But, it may be worthwhile bringing the unliked candidate back for an additional interview. In the next interview, try to loosen him up or bring in another senior manager or supervisor to help scope out the candidate’s personality. You should always give someone a second chance if you don’t like them at first. However, if the second interviewer feels the same way about the candidate’s personality, chances are you should stick with someone else.

The bottom line: Sometimes you just don’t click with people, and that’s fine. That’s human. However, you’ll need to make the best decision for your company, not for you. If you can’t see this candidate working well on a team, then chances are he’s not the best candidate for the job.

How Personal is Too Personal?

Personal questions have always been apart of the interview process, and for good reason. Personal questions can lead to learning more about the individual and how their personality is going to play in the position. That’s pivotal for many of the opportunities hiring managers are hiring for. Unfortunately, the black and white area that should be interviews can quickly turn into a dreary gray area with undefined lines. When the lines get blurred, it’s hard to tell whether or not you’ve crossed them.

Asking about a candidate’s family, for example, can help you to get answers as to whether or not they have prepared to have their children taken care of on school holidays or breaks. Asking about a candidate’s favorite sports team or hobby can break the ice and make the candidate — and yourself — more comfortable when talking to each other. For example, if you are hiring for a position in which the candidate will be closely working with a group of other employees, certain personal questions can help you discover whether or not the person will fit in with the company’s work environment. But diving into certain areas can lead to discrimination allegations and worse. When you get into small talk, the answers can be just as important as those that are directly related to the job, but it can also open windows to talking about race, gender, religion and sexual preference.

These things are all cases for discrimination which an interviewee may see as the reason they’re not hired. When asking personal questions, it’s pivotal to word them in a way that is not going to lead to an answer that dictates any of these discrimination-potential details about themselves.

Personal questions can also give you an idea of how comfortable the candidate is when speaking. If they can answer the questions truthfully and still make it relevant to the position, you may just have your next employee.

Common questions you’ve probably asked hundreds of time include

  • How do you find the balance between work and home?
  • Where do you see yourself 5/10 years from now?
  • What are some of your pet peeves?
  • What would change from your past and why?
  • What are your greatest weaknesses/strengths?

All of these questions have the potential to give you not only answers about the candidate’s personal life and goals, but also how they’re going to handle some of the daily interactions they will meet in the position.

The goal with getting personal is just that — and more. You want to break the ice, you want the candidate to become comfortable talking with you so you can see their true personalities. You also want to find out how their past experiences and personal life are going to influence their work.