The perfect job.  It is what everyone dreams of, but the path to finding it can be tough.  From stringent hiring requirements to difficult interviews to the second-guessing that consumes any attempt at follow-up, the process can be challenging.

But there are choices when it comes to the path that you should follow.  Not all people find their “best-fit” job through online advertisements, or job fairs, or even newspaper ads.

At Snelling, we focus on finding you your best-fit job – the job that, right now, fits your needs, your lifestyle and your standards. This focus is summed up in our People + tagline.  With Snelling’s People + you know that you are able to leverage a resource that focuses on who you are and what you can offer.  We work hard every day getting quality workers into quality jobs at quality companies. When you work with Snelling, you get:

People + Opportunity

We help people get to work – in the way they want to work.  We can do that for you, too.  Whether you are testing the waters with a temporary or a temp-to-hire position or are looking for full-time employment, Snelling can help.         Read the rest of this entry »

As the CEO of Snelling, I have seen this industry grow and change phenomenally over the last several years.  Rising labor costs, especially those associated with workers’ compensation insurance, health benefits and unemployment taxes, as well as uncertainty around the Affordable Care Act, have led to an increased use of temporary and contingent workers.

With this growth comes a choice, as workforce management firms compete for your business. Promises of competitive advantages, higher quality workers and lower costs permeate the landscape.  Snelling comes to the table with these same promises and much more.  We have been an industry leader for years, and that knowledge is summed up in our People + tagline.  With Snelling’s People + you know that you are getting a quality workforce management partner – one who not only says all the right things, but can prove it.  At Snelling, we are:

People + Proven Results

For over 60 years, Snelling has provided complete workforce solutions to their clients….whether it be a temporary team of workers to help with demand fluctuations or the perfect candidate for a full-time position. In every office across this country, we apply our experience and knowledge to provide you with the unique solution designed to meet your specific need.      Read the rest of this entry »

Society gains from diversity.  The workplace gains from diversity.  It does no one any good to surround themselves with people who are “just like me”.  History is littered with examples of high profile politicians who fell from grace because they surrounded themselves with sycophants.  Instead, surround yourself with others who have the complementary skills and diverse viewpoints needed to bring your organization to the “next level”.  No one needs a Dwight Schrute in the office; the result can be stagnation, missed opportunities and lack of motivation.  Well-managed, diverse teams lead to high performing, collaborative teams which leads to results and a healthy bottom line.

This is where peoples’ temperaments and personalities come into play.  Temperament is your basic, inherited style; it is not learned.  Personality is acquired on top of temperament.  Two people can have the same temperament, but (due to various environmental and lifestyle factors) can have different personalities.

Raising awareness about these variations in temperament and personality types can help everyone become more effective in the workplace.

Read the rest of this entry »

Part of the process of hiring a new employee is negotiating a fair salary – one that makes both employer and employee happy.  It is a hurdle that has to be overcome during any and all hiring processes.  The results of this negotiation can leave a candidate feeling wanted or devalued, and it can leave the employer feeling gratified or uncomfortable.

Negotiating is not easy, and, for many people, it is not at all pleasant.  It is uncomfortable trying to determine another person’s worth.  However, to ensure that you conduct a successful salary negotiation, here are four points to keep in mind:

• Do research on your salary offer– Before you even begin the salary negotiation process, know what you should, can or are willing to pay.  However, do not simply pull a random dollar amount out of the sky.
  • Look at the salary range for the job within your organization and benchmark it off of the fair market value for the same job within your industry.  Analyze your salary range for a particular position and compare it to other similar positions in similar industries.  Networking with others in your industry, industry trade groups, the chamber of commerce, and websites, such as <www.salary.com>, can all be good sources for salary setting information.
  • Take into account the cost of living for your area.  If no comparable positions are available in your area, you will need to look outside your local market.  In this case, you must take the cost of living into account.  An accounts payable clerk in San Francisco will command a much higher salary than an accounts payable clerk in Birmingham, AL.

• Discuss benefits, bonuses and other intangible aspects of the job.  Sometimes, due to market conditions, the job search market or the profitability of your own company, the offered salary cannot be negotiated.  If this is the case, other areas of total compensation can be visited. These include benefits (or the eligibility for benefits), paid time off, tuition assistance, bonuses/commissions/allowances, paid cell phone, relocation expenses, etc.

• Know your limits– Know what you can afford to pay and what is out-of-bounds for you.  It is important to have a fair wage (which is why you should do your homework beforehand), but salaries for the same job titles can vary greatly (by several $10,000 in some cases) between industries.  Resolve to stay within your limits
  • Interview candidates only within the range that you have established.   Ask candidates for a ballpark salary figure, with the explanation that you do not want to waste anyone’s time if there is not a good salary match.  However, in certain situations when hiring key employees, it may be necessary to stretch the salary range in order to lure an ideal candidate.  Research beforehand to see if the position you are hiring for is “key” to the profitability and success of your enterprise.

Finally,

• Be honest.  This is probably more important than anything else.  No one wants to work for a company that they view as untrustworthy, and, during the interview process, you are the face of the company.  Be honest about the scope of the job duties and give no false impressions.  An employee who begins a job with misleading assumptions ends up an unhappy employee and will quickly turn into an ex-employee.

Your staffing partner can be a huge help to you in determining an appropriate salary range and during the actual negotiations with the candidate.  Snelling has over 60 years of experience in helping our clients find not only the best-fit candidate for their business, but helping them with all aspects of the hiring process, including salary negotiation.  So contact your local Snelling office, where one of our talented staffing managers can partner with you for your hiring needs.

According to the Bureau of Labor Statistics, the number of people working in temporary help services has increased almost 25% since January 2010.  This is astronomical growth, especially when compared to a growth rate of less than 2.5% for all employees (non-farm payroll) during that same time.  Companies in all industries and in all sectors are increasing their use of temporary workers, because they provide a flexible staffing solution that is necessary in today’s work environment.

But with the increase usage of temporary workers, comes a difficult onboarding process.  With a steady stream of temporary workers walking through your door, how do you ensure that this process is as smooth and seamless and painless as possible?

Before we start, let’s look at a couple of reasons why you should make this effort in bringing temporary workers onboard.

• Just because a position is “temporary”, it does not mean that a new person should be brought in every day.  Most temporary workers have embraced a flexible schedule.  You want them to choose to stay so you don’t have call in and re-train someone new every few days.
• It is very easy for temporary workers to feel isolated if they are not successfully integrated into the organization.  This can be extremely counter-productive.  They (as well as any other type of worker) will worker harder for an organization that they feel connected to.
• The sooner everyone gets to know everyone else, the faster trust builds and the stronger communication becomes.

So, now that we have the “why”, let’s discuss the “how”:

• Make them part of the team. Seasonal employees can easily feel isolated if an onboarding program doesn’t successfully connect them to the organization.   Introduce them to others on the team, and not just with their name and job title.  Temporary workers need to know who else is on the team, their roles, and their specialties.  This works in reverse also.  Employees need to know who the temporary workers are and what they can do. The sooner people are comfortable turning to each other, the faster work gets done and the less time you spend being a point person.
• Don’t just tell the temporary worker what they will be doing, tell them why.   Just as I did above, give the person some context for their role. Everyone needs to know the “why” in addition to the “how”.   Explaining to the new arrivals why the tasks are done and why they need to be done in a certain way, frames the job for the temporary worker   It gives them perspective. Once this is done, you will be amazed at how quickly temporaries can become effective contributors.
• Teach them to be self-reliant.  Make sure that the temporaries know where to go for answers.   Part of the team member introductions should include informing the temporaries on everyone’s expertise and areas of responsibility.   Otherwise, you will always remain the point-person.  This is ineffective, since you will have to re-direct them constantly to the right person.  In addition, make sure (if applicable) they know how to access shared drives and web sites for needed materials and information.

By treating temporary workers like the rest of your team, you’ll create a more cohesive and efficient workforce.   Temporary workers who have been effectively onboarded are usually more willing to accept a direct hire offer when available or accept another chance to work with your company. These returning workers will be more knowledgeable about your policies, processes and culture, allowing the onboarding process to be even more seamless.

You have made the decision that it is time to move on.  You have given your notice, cleaned out your desk/locker/work space and said good-bye to your friends.  Now, all you have to do is sit down for the exit interview.  Should be a piece of cake, right?  You should feel free to vent about all the wrong that has been done to you? You should be able to express all your opinions regarding company and your direct supervisor?  Right?

Well, no.  You should not do any of this.  Your exit interview is the final impression you will make on your former workplace.  Just like first impressions, final impressions are lasting impressions.  Treating this exit interview as a personal venting session can have repercussions in the form of problematic referrals, difficulties around future networking possibilities, or the lost opportunity to return to this workplace in the future.

However, unlike job interviews, exit interviews are somewhat misunderstood, and this misperception can be exacerbated if you have never been involved in one. So here are some things to think about when the time comes for you to take part in one:

• Prepare

Everyone says things they regret when they get tongue-tied and caught off guard.  Just the same way you need to prepare for a job interview, you should prepare for an exit interview.  Most interviewees use a standard list of questions, so walk into the interview prepared to answer the following questions.

• Your reasons for leaving the company.
• Your level of satisfaction with managers, co-workers, company culture, compensation/benefits and opportunities for career development.

• Focus on the  Big Picture

Exit interviews are not the time to focus on the “little things” that bothered you about the workplace – your cube neighbor talking on the phone too loudly, your co-worker’s lunch smelling bad, etc.  Focusing on these types of issues makes your final impression one of pettiness and discord.  Talking about the challenges to superior job effectiveness or a lack of communication with your manager or among co-workers is valued feedback.  This should be the focus during the exit interview.

• Control Your Emotions

While venting about the inherent unfairness of the fact that managers played favorites and that this influenced promotions may make you feel good at that moment, chances are that your actions are being directed at the wrong person, in the wrong manner, at the wrong time.

Remember, venting or behaving in any other manner besides a professional manner is a bad idea.  There is no point in burning a bridge, especially in matters dealing with job security and future job opportunities.  Time erases most difficulties we experienced in the past, but a direct, emotion-laden criticism is never forgotten, and this could burn a future bridge for you that you never knew you had.

In this job market competition is fierce,  security is lacking and you need every possible edge. Working with us puts you at an advantage because:

• we staff positions that are never advertised
• our candidates are taken seriously by hiring companies
• our experienced staffing managers are always looking for the best fit for employers and candidates
• you can choose the work options that works best for your lifestyle and career

Talk with your local Snelling representative about which of these makes the most sense for you:

Temporary/Contract

If you need flexibility but want your resume to reflect stability, you can gain experience as you work through multiple assignments with different companies while maintaining a relationship with a single employer

Temporary/Contract-to-Hire

Cultural fit is key to a satisfying, long term employment relationship. Get to know a company before making a long term commitment and have the benefit of working onsite before accepting an offer of employment.

Direct Hire

If a more traditional employment situation works best for you, we work with organizations in a wide variety of industries to provide candidate searches, recruiting and pre-screening. We just might be the key to your next career move!

Questions about working with us? Post in the comments, and let’s talk about it!

Rising labor costs, especially those associated with workers’ compensation insurance, health benefits and unemployment taxes, have led to an increase in flexible staffing arrangements.

But what are the components of a “flexible staffing arrangement?   The term does not have a set standardized meaning; it is an umbrella term that describes many different types of employment scenarios, including:

• Agency Temporaries – workers that are provided by a staffing firm to a specific company for a limited period of time on a fill-in basis or for a finite project.  The work is usually directed by the client.  The main differentiator of a temporary worker is the short-term nature of his/her position (usually less than one year).
• Leased Employees – a company leases all/portion of its workforce on a fairly permanent basis from a leasing company, staffing company or a PEO (Professional Employment Organization).  The workers are typically directed by the client, but are on the payroll of the leasing/staffing companies/PEO.  Temporary help agencies sometimes also lease workers.
• Contract company workers – these workers are employed by a company that contracts out their services to a client company. According to the Bureau of Labor Statistics (BLS), contract company workers also perform their work at the client’s worksite and usually work for just one client at a time.  However, their work is typically supervised by the contract company, not the client.

The distinction between agency temporary, leased employee, and contract company worker is often blurred, and no official definitions exist.  In most polls, workers are asked to self-identify, with the meanings left open to interpretation.  This, therefore, muddies the results.

Some of the other types of flexible employment scenarios include:

• Independent Contractors – Legally, these workers are self-employed, and they may or may not perform their services at the client’s worksite. The only statistics on the number of independent contractors comes from the Current Population Survey.  In this survey, workers who stated that they worked as independent contractors, independent consultants, or freelance workers were classified as “independent contractors.”
• Direct Hire temporaries- These workers are employees of the companies where they work.  They are hired for a limited period of time (usually for seasonal work or for a special project).
• On- call workers – These workers are also employees of the companies where they work; they are hired for an indefinite duration, but they do not have regularly scheduled hours. They are called in to work on an as-needed basis, often to fill in for an absent employee or to help with an increased workload. Substitute teachers and many hospital employees are on-call workers.

All staffing firms work to recruit and provide quality “flexible staffing” workers for their clients. However, the key differentiator between a great staffing firm and an “OK” staffing firm, is its candidate network and the process used to partner with clients.

Snelling has been an innovator in the flexible staffing model for the last 60 years. Our offices are managed and owned by community leaders that understand local industries and job markets. In addition, Snelling’s corporate offices can provide you with the thought leadership, infrastructure and resources needed to grow your business. Reliance on a reputable and capable staffing company can be an important management tool for your business. Snelling can be that management tool for you. Our staffing experts can show you how to lower expenses, increase flexibility, and keep your business humming. Visit your local Snelling office or visit us at http://www.Snelling.com.

The American Sociological Association recently released a study that found that a focus on career and productive job search methods are two of the main ingredients young adults need to get and keep jobs in today’s volatile marketplace.  There are other factors that determine a person’s ability to hold a job, but these two characteristics were found to be particularly key in handling career transitions.

Young adults who focused on their goals, maintained their career aspirations and felt that they controlled their employment situation fared better through the ups and downs of the workplace economy (i.e. they were more likely to be employed) throughout the study’s time period.

In other words, those who succeeded were able to keep all the bad news – downsizing, pink slips, outsourcing – in perspective. They were tough.

It is difficult for many job hunters to maintain perspective and develop this “toughness”, with all the negative jobs reports and media coverage.  According to an ABC/Washington Post poll (conducted in January 2012) 54% of respondents did not feel that the economy had begun to recover.  In a CNN/ORC poll (conducted in December 2011) 51% of respondents felt that unemployment is still the most serious issue facing the country today.  This is up from 49% in August.

This is the tone of negative information thrown at job seekers.

It is true that there are career obstacles no individual can control; for example, corporate bankruptcies are out of most employees’ hands.  The trick is to not get swept up in negativity and to learn to deal with rejection.  Right now the job market is incredibly competitive, and it has been reported that it takes 7 attempts to get a job.

So how can you gain the toughness needed to stay motivated and ultimately be successful in your job search. Here are four tips:

1)      Foster realistic expectations.  Many successful people have readjusted their career goals – changing schools, earning different degree type or studying different subjects.  Success does not come wrapped in the same paper with the same bow and card.

2)      Understand what aspects of the job search you can and cannot control.  This will minimize the angst that arises from lack of certainty and will allow you to exercise more control over your situation.  For example, your timeline is not the same as the employer’s time.  Do diligently follow up with email or phone calls on the status of your application, but remember, the employer is not sitting by the phone waiting to give you the job offer.  They have a business to run.  Actively continue your search and participate in other interviews.

3)      Do what you can to increase the chances of employment. Look, speak, and  behave professionally. Acquire new skills to make yourself more marketable. Anticipate the types of questions you’ll be asked and prepare answers ahead of time. Preparation and research goes a long way.

4)      After the interview, step back and reflect on the experience. If you did not get the job, take a moment to be disappointed and then move on. Learn what you can from the experience and apply it to the next one.

Remember to focus on what you want to occur, rather than on the things that went wrong. The more interviews you attend, the better you will become at interviewing which will only increase the likelihood of receiving a job offer.  Remember, Snelling is here to help.  We have a 60 year history of helping people find their best-fit positions.  So visit our website to find your local office, where our experienced employees can help you in search.

Even though the U.S. economy is predicted to grow faster in 2012, experts do not believe that this will fully extend to the job market.  The predicted economic growth is not expected to push the unemployment rate down much – perhaps as little as 0.2% before the presidential elections in November.  Economists anticipate barely enough job creation this year to stay ahead of population growth, much less to return the very long-term unemployed back into the labor force.

One bright spot, economists agree, will remain the temporary staffing industry, expanding the opportunities for many workers.  However, “temping” is often seen (unfairly, in my opinion) as an inferior choice when compared to direct hire placement.  In fact, temporary work does offer many benefits that would make it a very attractive choice for many job seekers.

• Flexibility – The very nature of temporary work allows you to attend to personal obligations, take specific time off to travel, and basically fit your career around your life.   No matter what the reason, having a flexible schedule allows you to take care of all of the things that are important while earning a paycheck.
• Gain practical work experience – Different companies use different systems and methodologies to get the same work done.  For example, IT jobs, sales jobs and retail jobs all use different computer programs, databases and different procedures and processes, depending on the company and industry.  A temporary worker who spends time with different companies can learn new skills and see how those firms operate within the same market space.  This will (in turn) make them more marketable when they begin looking for a direct hire position.
• Fill gaps in resume – If you are one of the 13.1 million unemployed workers (as of December 2011), consider temping while you are looking for a direct hire position.  Temporary work is a proven way to “get your foot in the door” of a desired company or with a competitive position, since there are many applicants in the marketplace right now.  The average job posting receives more than 50 resumes.  Working as a temporary in a popular company or in a competitive industry could be a means of access to a direct hire placement.
• Networking – Many people struggle with networking; it is not their within their “comfort zone”.  However, networking is an effective tool that candidates need to use in their job search.  In order to network effectively, though, you must step away from the Internet and go meet people.  You are more likely to receive assistance from someone who has a relationship with you than you are from a Facebook “friend” or LinkedIn “connection”.  Do use these social media sites, but supplement this effort through temporary work.  Whether at temporary job placement agencies or at the hiring companies, temporary positions are a good way to meet new people and grow your job search network.

Whether you’re searching for a new career path, building your résumé or job search network, starting a family or working to support other interests, temporary jobs allow you many benefits and opportunities.  Here at Snelling, we want to help you succeed in your temporary position(s) and get the most benefit from every single assignment.  So contact your local Snelling office to learn more about the services, support and resources we provide.