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Today, many companies are getting back into the hiring game after a little bit of an absence. Some employers believe the search for the perfect candidate will be an easy task with so many people unemployed. However, the fact that so many companies are suddenly beginning to hire again means that there is greater competition for top tier employees. Employing the right recruitment strategies can help ensure that you’ll be able to pick and choose from the cream of the crop when it comes to job seekers.

Pre-screen Potential Candidates Well

There’s no reason to waste your time or the time of candidates who do not have the required skills to get the job done. Include a rigorous “skills” test as part of the application process. This will help you hire with confidence that the candidate can do the job you need them to do while avoiding those who interview well but really lack fundamental skills that are necessary to the job. More importantly, it will save valuable time interviewing and investing in getting to know a candidate better if that candidate isn’t going to be a good fit for the position in the end.

Do Not Wait Until You Need to Hire to Start the Process

Begin the hiring process now. This will allow you plenty of time to vet potential candidates before you’re ready to commit to the actual hiring of a new employee. Many companies are waiting until the need is critical and then they are rushed and make hiring decisions they would not have made in other circumstances. It’s better to have the process in place and a few talented candidates in mind before a definite need arises in order to avoid mistakes that could be prove costly in time, training, and lost productivity.

Hire Experienced Operators

The job market is filled with people who have experience in all sorts of fields. The odds are good that there are plenty of qualified candidates for any positions you have available. The problem with hiring inexperienced candidates, while they may work for less, is that they also bring along bigger expenses and a much greater “learning curve” for the particulars of a job. If you’re hiring someone with industry experience and knowledge, there will still be a slight learning curve as they get to know your method of operation. However, it will be far less than the interruption of someone who will need complete and total on-the-job training in your industry. Most companies don’t have that kind of time on their hands to invest once they’ve reached the point of hiring someone new in today’s economy. Do you?

There are many things you can do that will improve your odds of finding the perfect fit for your company culture with the right experience to get the job done. These are just a few things you can incorporate into your hiring mindset to improve the odds that you’ll get the right person from the start.

Matthew Suryan joined the Monroe office on the 19^th of March as a Personnel Coordinator. Matt brings a diverse background to the team at Advance Staffing with experience in the fields of financial services, sales, and manufacturing. He earned his Bachelor’s of Business Administration from Eastern Michigan University with an emphasis in Finance.

Matt and his wife Renee reside in the Village of Dundee. He enjoys spending his free time out-of-doors. Most summer days you will find him on the golf course or enjoying Lake Michigan with his family. Matthew’s contact information is: (734) 457-0056 ext. 251 Monroe Office

He is looking forward to assisting candidates, employees and clients!

Business Development, Sylvania branch, Advance Staffing Solutions

Jamie Pattison and has found a home here at Advance Staffing as our new Sales Account Manager. Jamie’s proficiency at networking and innate creativity make her a natural at building relationships in the Toledo community. Since earning a Master’s Degree in Administration from Central Michigan University Jamie has spent the majority of her professional career in educational marketing and career mentoring. Having served as a Career Development Specialist at two area colleges and as the Director of Marketing and Admissions for a local private academy she brings years of career mentoring expertise, employment placement and real world experience to our organization. These experiences have taught her how to intently listen to client needs and provide effective solutions. Jamie stays active in her community through industry relevant organizational memberships, community activism and keeping up with a busy family life. In her free time she can be found traveling, volunteering, attending concerts, creating handmade gifts and cheering on any one of her five children at a multitude of sporting events.  Jamie truly enjoys meeting area employers and sharing her staffing knowledge while helping employers to best utilize their human resources. She takes pleasure and pride in introducing employers to  flexible and successful staffing solutions that maximizes results and decreases cost while putting members of her community to work in the Toledo Market. Jamie is excited to continue to grow the presence of Advance Staffing Solutions in her community, don’t be surprised to find her knocking on your business’s door soon!

As you work through the interview process, chances are good you will be answering many questions from the potential employer. You should be asking questions, too. By doing so, you will not only get your career needs met, but you will also show the potential employer your true interest in the position. Those candidates that come in and do not say or interact in any way beyond just answer questions often appear to be uninterested. On the other hand, you do not want to come off as if you are only interested in money. The question is, then, what questions should you ask?

Top Questions You Should Ask of the Company

Look at the following questions. Employers and HR managers almost expect candidates to ask questions like these, as it is a key way of gauging their interest in the position. When it comes time to go on that final interview, ensure you are asking the right questions to land the position.

• Why is the position vacant? It can help you to know what is going on with the company (is it growing or having staffing retention problems) and it can help the company to know you are interested in it.
• Find out what those that came before you in this position did and what the past expectations were. In short, you will want to know what the company is looking for in a new candidate. This tells you the expectations of the position as well as any challenges you may encounter.
• Be open and ask if you have the qualifications the company is looking for to fill this position. You want to know if they have any objections to hiring you (so you can counter those concerns) as well, as if the company is considering you.
• Ask which contracts you may be responsible for being a part of if you are hired. This will give you an idea of the importance of your position and it shows the company you are knowledgeable about the company’s workings.
• Determine the hierarchy within the company. Will you lead others and if so, who? Who will you report to? This tells you the structure of the organization as well as potentially what type of personality you could end up working with when on the job.

The interview process is typically one in which you expect to be asked questions so the company can determine if you are right for their company. However, you need to ask the same types of questions to ensure the company is right for you. It may not always be these questions that you need to ask, but do participate. Ask questions that help you to get better insight into the company and the position you plan to hold. By doing so, you will open the door for additional opportunities for the company to interact with you, too.

Modern day compensation is not all about the money. While many companies are focusing on driving key professionals into their organizations, if they only focus on providing a paycheck, they could miss the best professionals in the market. While a salary needs to remain competitive, it is far from the only thing that today’s professional wants to switch jobs or to accept one offer over the other. For any employer or HR recruiter looking for a top-notch candidate, there is more to dangle as a carrot than just a high paycheck.

What Else Candidates Want

Employees value a great number of things. Just a few years ago, employer loyalty was enough. Those who had a job were not tempted to leave for another offer because they were happy with what they were doing. Now, it is easy for employees to go from one company to the next especially when the incentives to do so are better than where they are right now. How can your business be the greener grass for those employees you are after?

Take a look at some of the other values employees have a desire for in today’s workforce. If your company cannot or does not offer these, it could be missing out.

• Employees want to have the ability to make decisions. From simple ones to more complex project management decisions, employees want to be trusted enough to do their job. By empowering employees, they perform better, too.

• Employees want job security. In a company that is struggling, it will be hard to entice a key player into the ranks. Job security often translates into a company they will want to work with for a long period, too.

• All employees want respect. They want to know that you value their opinion and that their abilities matter to the company. Actions and words make a big difference in whether a company is worth working with for the long term.

• They want a challenge. Sometimes, the company that can offer the experienced executive the biggest challenge with the best reward can also be a better option than the easy job. If an employee does not feel they are using their skills in their current position, they may be willing to talk to another company who can challenge them.

• They want perks and incentives, but they want to do their job their way. Having access to MP3 players on the job or being able to incorporate a more laid-back attitude is important especially to the younger generation. A business that wants to find great employees needs to communicate with those employees about their desires.

For those businesses and HR managers looking for the best of the best in talent, remember it is more than just money that candidates want. Have confidence in the employee. Give them the freedom necessary to do their job their way. In the end, the company ends up benefiting by attracting better employees who are happy to stick around.

Looking for a job can be a lot like playing golf. You’re going to get a lot of unsolicited advice. Some of it is sound advice. But, not all of these advice you’ll receive should be followed. Your friends and family, like the old-timers on the golf course, mean well but the advice they give isn’t always wise to follow. In fact, some of it could do your job search efforts a little more harm than good. While we can’t cover all the bad advice you might get along the way, here are a few bad pieces of job search advice you might not want to follow.

Bad Advice: Cover Letters are a Waste!

While there are a lot of people who feel that cover letters will do little to assist you in your job search, the truth is that skipping them could be costly. According to a survey conducted by Robert Half, 86 percent of executives who were questioned found cover letters were invaluable for the evaluation process of prospective employees.

The cover letter is your chance to really make a great first impression. Resumes are all about the facts. Picture Detective Friday saying, “Just the facts, ma’am.” The cover letter is your chance to stand out as a flesh and blood person to the hiring manager who initially sees your resume. In other words, it’s your opportunity to shine beyond the initial facts. You can also use the cover letter to explain possible gaps in your resume.

Bad Advice: You Need to do it all Online

The Internet is an impressive tool to assist in the job search process. There isn’t much you can’t do online these days to help you apply for jobs and learn about job opportunities. However, using the Internet exclusively for your job search can cause you to miss out on plenty of potential positions.

The truth of the matter is that face-to-face contact is the best way, by far, to be land a position. This is why it’s so important to add trade shows, job fairs, and career conferences to your list of rounds to make as you search for a job. Don’t forget to check out publications and magazines that deal specifically with your industry too. They can be invaluable resources and not all of the job openings listed in the magazines can be found online.

Bad Advice: You Should Flood the Internet with Resumes

This is one bit of advice that’s probably tempting to follow in the current job market. It’s hard to feel as though you don’t need to spread your resume far and wide in order to get any results at all.

The problem with that line of thinking is that it’s not focused enough and could end up wasting not only your time but also the time of the interviewers as well. If you take your time and only apply for the positions you’re qualified to hold then you’re doing yourself and the hiring companies a favor as well.

It’s also a morale issue to consider too. If you send countless resumes out for jobs you’re really not qualified to do; it can feel discouraging when you don’t get the results you’re hoping to receive. However, if you only send them out for positions that you’re specifically qualified to do then the nibbles and much more likely.

These tips might not guarantee that you get the job you want but they will certainly help you avoid a few costly mistakes in your search. Get the expert advice and help you need from Advance Temporary and launch a new career now!

Salary negotiations are always tricky when hiring new staff members. As a hiring manager you do want to be fair to new employees coming in; but, you have a responsibility to the company as a whole. There is a delicate balance between what is desirable, what is acceptable, and what is fair – for all parties. Keep these things in mind as you negotiate salaries with new hires or hopefuls and see if you can enjoy a favorable experience for everyone involved.

Attempt to Find a Salary Where Everyone Wins

The bottom line is that if you bring in new staff members with a salary that’s moon and stars higher than other people with similar responsibilities in the company it will breed resentment and make for an uncomfortable work situation (not to mention quite a few other unhappy staff members). If you make an offer that’s too low you miss out on the benefit of the candidate’s potential contribution to your organization (after possibly months of careful selection).

Be Prepared for a Counter Offer

You know, better than anyone else how much you can afford to pay and how much you feel the position merits. In other words, you also know how much you’re willing to pay. Usually there is a salary range that would be acceptable. Make your offer near the lower end or middle of that range and be prepared (you should even expect) a counter offer. This gives you a little negotiating room of your own when the time comes.

Keep Your Offers Appropriate for the Location

You’re not going to bring in new talent to high-salary, high-tech areas if you’re offering low-ball salary options. It’s just not going to happen. They won’t be able to afford the parking much less rent or a house note. If you want to attract top talent then you’re going to have to come up with a salary offer that is appropriate to salary situation in the local landscape.

Present the Salary Offer as Part of a Package

Don’t give a verbal salary offer. Present the salary offer as if it is part of something bigger – a “golden” benefits package. Some benefits matter more to employees than other benefits. Benefits you may offer include: generous vacation or PTO (paid time off) packages, profit sharing, stock options, tuition reimbursement, relocation expenses, matching funds for charitable donation, health benefits, retirement benefits, on-site recreational benefits, extended holidays, etc. It could be that you have a benefit package that is attractive enough to your candidate to make him or her overlook a lower salary.

Negotiating salaries with new hires may seem like a complex situation but if you display a fair-minded and balanced approach throughout the process it will work in your favor more often than not.

Advance Staffing Solutions in Sylvania is giving back to the community by participating in the annual Kilometers for Kidneys Walk on April 1, 2012 in downtown Toledo. We formed a team consisting of employees, family and friends that are excited to donate their time and raise money for a great cause.

The Kidney Foundation of Northwest Ohio’s Kilometers for Kidneys is a non-competitive, fundraising walk focusing on education and prevention of kidney disease. The Kilometers for Kidneys Walk presents an occasion for dialysis patients, families, transplant recipients, donor families, living donors, the medical and business communities, and the general public to celebrate life and create lasting community advocacy and long-term support for the Foundation’s mission.  It is a day for families and friends to have fun and enjoy activities to help others.

We welcome anyone to join our team, or to donate to a great cause. You may visit www.kfnwo.org to place donations. In the search box type Advance Staffing and you can make a donation thru our team.  You can also contact our Team Captain, Alicia Simms for more information, 419-882-7646 or aliciasimms@advancetemps.com

The American Staffing Association reached out to representatives in each industry sector to ask: What do you think will be the sector trend to watch this year and how do you predict your sector could change in 2012?

Our president, Stacey Bigelow, was chosen by ASA to speak for the industrial sector and made the following predictions:

• More businesses will experience additional production needs.
• Some of the clerical/administrative positions that were lost during the economic downturn will be restored.
• However, companies will continue to be cautious about committing to permanent hires.
• The biggest hurdle in this sector will be the shortage of skilled labor.

What else will affect the industrial sector?

Ms. Bigelow pointed out that in an election year, the business world tends to experience a feeling of being unsettled, as companies wait to see whether there will be changes in the country’s administration and therefore changes in how things are done. The financial troubles in Europe are also on many business owners’ minds.

What does this mean for you?

Between the uptick in work, the employee shortage and the global implications of the election and the European economy, more companies are utilizing the flexibility of staffing services. Why?

Simple. They help you work around those issues mentioned above.

• Need additional employees?
• Having trouble finding people with the skills you need?
• Not ready to add to your permanent payroll?

Your staffing firm can provide you with skilled, prescreened employees, whether temporarily or permanently. You don’t have to take the time to find them. You won’t have to pay overtime. You’ll have the people you need to get your work done, without worrying about layoffs or unemployment claims.

Economists predict that we’ll continue to see a slow but positive trend in employment throughout 2012, but it won’t be until 2013 until the economy really begins to pick up steam. Stay tuned to the Advance blog to stay up to date on industry trends and career advice—or call us anytime you’re looking for more.

Every event you attend, personal and business related, is an opportunity to network. Do not be the person that just shakes his head. Be the person that shakes hands, smiles and learns about the other person. Doing so could help you to find your next position. It may pay more, provide better benefits and serve your long-term needs better. The more people you meet, the more likely it is for you to find someone that needs your talents.

Positive Opportunities to Build Your Network

Putting yourself into a variety of positions will allow you to find the employment you are looking for and need. There are various ways that you can use your everyday event to get attention from prospective hiring managers, business owners or others who could be in the know.

• Set out to make new friends and colleagues. Rather than waiting for your friends to show up, set out to meet others. Doing so could help you to build a network that is more versatile. It shows you are interested in others too.

• Give back to those who you meet. As you start talking to new people, find a way to stay in contact with them. For example, if they had trouble with their vehicle on the way to the event, offer to send them a text message with your mechanic’s name. If they are interested in a news piece you were speaking about, ask for an email address to send them the article.

• Keep your job description to a limit. Even if you are out of work, keep things simple and straightforward. Instead of spending a full minute discussing where you work, say something like “I’m currently helping a small business succeed online.” That gets them interested.

• Keep some business cards in your pocket, along with a pen. Though it is easy enough to add someone’s contact information to your phone right onsite, some people are hesitant to give this out. Rather, be sure you can hand them a business card in case they are in town and want to together.

One of the biggest mistakes you can make within an event is not making an impression. Sitting on the sidelines and not participating may be the easy road to take but it will not help you to grow your business or help you to land a new job. Rather, be active. Smile and look people in the eyes. Be memorable in a positive way. When you step away after a few minutes, thank the individual for talking to you. Invite them to contact you at any time. Allow the other person to feel that you gave them something during that initial few minutes.

By taking these steps, you grow your network. It does not matter if you are at your friend’s wedding or a corporate event in your industry. There are connections to be made in virtually any situation. If you make the connections, you could land the position of a lifetime. You can also use Advance Temporary as an opportunity to work with more companies this year, further expanding your network to find a great job.