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Competitive Advantage Competitive Advantage https://www.advantageresourcing.com/blog/-/blogs/rss 2019-10-22T05:45:01Z 2019-10-22T05:45:01Z 4 Tips When Including Temp Work on Your Resume Stacey Lane https://www.advantageresourcing.com/blog/-/blogs/4-tips-when-including-temp-work-on-your-resume 2019-10-10T20:40:28Z 2019-10-10T20:38:00Z
Contract work can be great for your career! It provides opportunities to gain new experiences within new industries, learn new skills, and boost your resume.

Now about that resume – how exactly should you list contract work? Here are four resume tips!

1. Don't skip it.
 Some candidates worry about including temporary work because they don't want to look like a job hopper. Temporary and part-time work is very common today – and isn't frowned upon. If your assignments helped you sharpen valuable skills, then it only makes sense to include them. Plus, if you don't list temp work, you'll have gaps in employment which could be viewed as a red flag.
2. List work in chronological order.
 This will give potential employers the full picture of your work history and the flow of your career.
3. Include both the staffing agency and the client.
 Add the staffing agency as the employer and then list the company you were assigned to for the duration of the contract. Also include the dates of employment and your temp job title. When moving to a different job, if you have to do an employment verification, it's difficult to confirm employment without both company names. You'll save yourself and future employers' time by including both.
4. Highlight your achievements.

Similar to the other work experience on your resume, include 2-3 accomplishments for each job. Even short-term work can offer valuable skills that you can apply to future jobs. (If you have trouble thinking of accomplishments, reach out to your recruiter and ask about positive feedback received.) Focus on your achievements rather than responsibilities, and quantify your impact whenever possible. You only have a few seconds to grab a potential employer's attention.

Follow these tips to allow all of your work experience and skills to shine.
 Stacey Lane 2019-10-10T20:38:00Z How to Build a Team that Embraces & Cultivates Change Geno Cutolo https://www.advantageresourcing.com/blog/-/blogs/change-management-how-to-build-a-team-that-embraces-cultivates-change 2019-10-03T17:47:39Z 2019-10-03T17:25:00Z
By: Geno Cutolo, CEO of Staffmark Group (Advantage Resourcing's parent company)

One thing we all can count on in business is high velocity change. Emerging technologies, new products and services, and changing market demands. The need to adapt to change at high speeds isn't slowing down.

Whether you're a leader within an organization or an employee, you know how challenging change can be within the workplace. It evokes many emotions – from fear and uncertainty to optimism and excitement. And I've witnessed and experienced this range of emotions myself as the CEO of Staffmark Group.

Like most organizations, our company has been in transition over the last several years – expansion, acquisition, integration, technology upgrades, and personnel changes, to name a few. While difficult at times, I'm proud of how our team has used effective change management strategies to meet our goals. Change has made our organization and our team stronger and better.

What is change management?

So what does change management mean, anyway? There are many definitions out there, but in the simplest terms, it is the process of moving an organization or a team from point A to point B. While it includes the tactical and strategic steps required to meet an objective, true change management focuses on the people within the organization. Organizations don't change without people.

One of the top authorities on change management is John Kotter, former Harvard Business School professor and best-selling author. His best book Leading Change includes an eight-step method to lead a company through transition. Despite being written 25 years ago, before many of the new challenges businesses face today, his formula has stood the test of time. And we practice this model at Staffmark Group.

Kotter's system includes these eight steps:

Establish a sense of urgency and inspire your teams into action

Build a guiding coalition by putting the right team together

Create a vision and help everyone understand the plan

Communicate the vision and get buy-in

Empower people to act and remove any obstacles

Create short-term wins to motivate and reward continued success

Consolidate improvements to initiate change and develop people to implement it

Anchor the changes and make them stick

There are many different types of change in the workplace, from acquisitions to leadership transitions to technology implementations, and this method has been used successfully for all. If your organization needs a proven strategy to fuel transition, I highly recommend Kotter's methodology.

How can a company build a team that embraces change?

It takes more than restructuring and launching new vision statements to achieve organizational transformation. Here are five elements that every company needs to inspire change:

1. Clear vision and company goals.

If you don't know where you're going, how will you know when you get there? As listed in step three of Kotter's plan, it's important to identify your "why" and map out a plan to achieve your company's objectives.

Within Staffmark Group, change is woven so tightly into our work that the word "change" is included in our company vision statement. Our vision is to "change the world – one life, one job, one community at a time." We are inspired by the work we do and the lives we impact, and we have plans in place to grow our business and help more people.

2. Culture of change.

Successful organizations have created a culture that is nimble and welcomes change. Inspiring employees to accept and drive transformation is no easy feat, but the results are well worth the effort.

To develop an innovative workforce, your employees need to feel supported and trusted. This may mean that you need to remove unnecessary red tape or add efficiencies to approval processes, all with the goal of empowering your employees to quickly act in the best interest of the company. Along with this, employees need to know that if mistakes happen along the way, leadership will support and help provide swift resolution without shame. The ultimate goal should be improvement, not perfection.

3. Top-to-bottom buy-in.

While change may be initiated by upper management, everyone needs to be involved in the process. Change that is delivered as a top-driven mandate with guidelines, directives, and policies does not inspire, motivate, or empower. Instead, it must be initiated at all levels within a company.

Kotter suggests that for change to be successful, 75 percent of a company's management team needs to embrace it. In other words, you have to spend significant time and energy building a sense of urgency and inspiring your teams.

To gain cross-departmental buy-in, transparency is key. Many organizations implement change behind closed doors, leaving their employees in the dark. If you are open about the planning process and challenges, employees will step up, offer solutions, and take ownership. Your company will solve problems faster, and employees will become more engaged. Transparency often has a ripple effect within an organization.

4. Positive mindset.

I think it's important to be inspired by change – not only by the results, but by the boldness and courage that is required when pursuing something greater.

The people within Staffmark Group are my greatest source of inspiration. I know without question that we have the best team in the industry. Our teams are constantly creating new programs and tools to help our clients grow their businesses while also putting great people to work. They inspire me to be a better leader and a better man.

When I'm feeling stifled by set-backs, I try to remember that extraordinary results require extraordinary effort – and that everything that is good in our lives today is the result of change. To inspire a positive mindset across your organization, remind your team about your "why," show gratitude, and celebrate the small wins. And remember, both positive and negative energy are contagious.

5. Fun.

And finally, this list would not be complete without FUN! I believe that laughter and levity can and should exist during times of great achievements and during tough times. Incorporate elements of fun into your everyday work, and encourage your team to take breaks and time off before burnout occurs.

Fun is one of our company's core values. We believe that people do their best work when they are engaged and enjoying what they do.

In closing, I encourage you to think of the possibilities that come with change. Change isn't a necessary evil. Change is an opportunity to grow and learn that should be embraced and explored.

It takes time, effort, and teamwork, but as Kotter wrote, "Transformation is a process, not an event."
 Geno Cutolo 2019-10-03T17:25:00Z Why Candidates are Turning Down Your Job Offers Carla McKelvey https://www.advantageresourcing.com/blog/-/blogs/why-candidates-are-turning-down-your-job-offers 2019-09-26T18:04:14Z 2019-09-26T18:03:00Z
After investing time and effort, you finally found "the one." The perfect person for the job.

Then things take a surprising turn when your candidate declines your offer – prompting flashbacks to when your high school crush turned down your invitation to the prom.

The race for talent is on. In today's candidate-driven market, competition is fierce and hiring managers are seeing more rejected job offers than previous years. Why? Below are the most common reasons, along with tips to improve your offer acceptance rate.

Unhappy with compensation and/or benefits

Candidates are more informed about today's market rates and have expectations for what they should be paid. If your offers don't meet their requirements, they'll turn you down.

TIP: Manage expectations upfront with open and honest communication. Include a salary range and an overview of your benefits package within job postings. Include other benefits, such as stock options or generous PTO programs, to illustrate the total value of your compensation package.

Another job offer came in

The most common reason that candidates turn down jobs is that they receive other offers. And the reason that they receive multiple job offers is usually due to slow hiring processes. While candidates wait for you, they look into other options and lose interest in your company.

TIP: To remedy the situation, review your hiring process to make sure that it's aggressive. Candidates will not always suspend their job search for you. It's also important to be upfront about your timeline. According to CareerBuilder, 58% of employers don't communicate how long the interview process will take. You need to set expectations.

A counter-offer came in

Many times you're not only competing with offers from other companies, but with counter-offers from the candidates' current employers. When employees feel unappreciated or "stuck," they will often apply for a new job in order to gain leverage. Be prepared to offer salary and benefits packages that current employers are not likely to beat.

TIP: There isn't much you can do to prevent counter-offers, but you can help prevent your current team from looking elsewhere. Make sure your employees feel valued. Give employees a sense of control by discussing their career paths and allowing them to know what to expect in the years to come.

You have negative online reviews

Job seekers can readily access information about your company on Glassdoor, Indeed, and other employer review sites, and many candidates refuse to work for an employer with negative reviews.

TIP: Work to improve your employer brand and increase your company's visibility to candidates by:

Making sure employees know that they can safely share their concerns with you in person rather than online

Reading online reviews and using this information to improve your company

Monitoring and responding to positive and negative comments

Encouraging your employees to leave a review

The location is undesirable

This one can be tricky. Even if you include your office location on the job posting, candidates may be willing to make the commute... until they make the drive to the interview in the thick of rush hour.

TIP: While this scenario can't always be avoided, it's important to include the location on the job posting – the full address, not just the city. If you offer flexible work options, such as working from home a few days per week or variable work hours, communicate these in the job posting and during the interview. This may make a longer commute more appealing.

Rejected job offers are inevitable, yet there are a number of things you can do to increase your success rate. When an offer is declined, ask for a reason why. It's important to understand how you can improve. Also consider partnering with a staffing agency to help manage the hiring process. You'll only top candidates, which enables you to expedite your hiring timeline and, as a result, get more accepted offers from top candidates.
 Carla McKelvey 2019-09-26T18:03:00Z Happy National Staffing Employee Week 2019! Geno Cutolo https://www.advantageresourcing.com/blog/-/blogs/happy-national-staffing-employee-week-2019- 2019-09-16T19:37:54Z 2019-09-16T07:30:00Z
To our valued employees,

One of my favorite weeks of the year kicks off today – National Staffing Employee Week! This annual week of recognition is dedicated to celebrating the stars of our workforce. I'd like to sincerely thank you, our temporary and contract employees, for your hard work and dedication. Our business would not exist without you, and I hope that you know just how much you are valued and appreciated.

I hear stories every day about how our employees are making a difference in their own lives and in the lives of others. I can't help but beam with pride when I hear these heartwarming, life-changing stories.

There is a woman who began working with us in 2018 who sadly lost her husband many years ago, leaving her to raise four children on her own. She has since successfully put them through college and is now the proud grandma to a beautiful granddaughter. She is like a mother to everyone she meets, including our clients, as she is warm, friendly, and eager to share delicious home-cooked food. We are so happy to be able to offer her work when needed. The flexibility of temporary staffing has allowed her to support her family while also running her own business.

And then there is a man who came to us hoping to find work quickly. As luck would have it, our client had a project that required a same-day start, and he accepted the job. Soon after, we learned that he was homeless and had no means of transportation. Despite these challenges, he maintained perfect attendance. His work ethic and positive attitude made such a great impression on our client that they created a temp-to-hire position for him! He recently moved into an apartment of his own. We are honored to play a role in helping him get back on his feet, and we are so proud to have him on our team!

A father and son pair came to this country last year after a three-year wait and were assigned a weekend shift with three 12-hour days. They did such a great job that our client quickly moved them to second shift, Monday through Friday. And just recently they were promoted to payroll! They were so thankful when we told them the news that they had tears in their eyes, and they even bought us pizza to celebrate! During the course of their employment, they have achieved so much, personally and professionally, including learning to speak English. I am so proud of the hard work they both have done in such a short period of time and am thrilled that we have been able to help them change their lives!

There are countless stories just like these, stories of transformation, opportunity, and success. We are so proud of all of you. You each are vital to the success of our clients' organizations, as well as ours. We hope that you are as proud to work for us as we are to have you on our team.

Our company's vision is to change the world – one person, one job, one community at a time. Thank you for making this vision a reality. Together, I know that we are making the world a better place!

Happy National Staffing Employee Week 2019!

Sincerely,

Geno Cutolo
 CEO, Staffmark Group
 Geno Cutolo 2019-09-16T07:30:00Z 6 Tips for Hiring the Best Seasonal Help Stacey Lane https://www.advantageresourcing.com/blog/-/blogs/6-tips-for-hiring-the-best-seasonal-help 2019-09-12T18:50:08Z 2019-09-12T18:46:00Z
When you need help covering a special project or a seasonal peak, it doesn't make sense to hire a full-time employee who may not be needed in a few months. Beyond the holiday retail season, hiring seasonal workers has become common practice for many industries. Seasonal staffing can be challenging, but it doesn't need to be stressful.

Here are a few of our top tips when it comes to hiring short-term help:

1. Start early.
 Planning ahead and beginning your search early in the game will not only provide you with more time to meet your hiring needs, but it will also allow you to reach qualified candidates before your competitors. And really, the search for employees should be a year-round activity.
2. Be open to entry-level candidates.
 They are hungry to learn and get their foot in the door, so they are dependable. It may take a bit more time to train them, but they will want to impress and could be an asset down the line.
3. Attract retirees.
 Retired workers are an ideal group to consider for seasonal work. While they no longer wish to work full-time, many are looking for opportunities to get out, contribute to a team, and make a little extra money. They bring work experience to the table and so are generally easy to train, and they often have flexible schedules. You can also often count on retirees to return for more than one season.
4. Hire for the long-term.
 Consider your seasonal spike in workers as a test-run for potential long-term hiring. If you see a shining star during the seasonal rush, take note for future needs.
5. Ask employees for referrals.
 Some of the best sources of seasonal help can come from within your organization. Offer rewards to incentivize successful referrals.
6. Partner with a staffing agency.
 The easiest way to add short-term help to your roster is through a staffing agency. An agency provides contractors on an as-needed basis so that you don't need to let employees go as your needs decrease. Their network of talent have the technical skills and experience you need, allowing them to get right to work with little training. A staffing agency can also provide cost savings. You won't be responsible for the costs of advertising, interviewing, screening, and onboarding. Plus, as the employer, the staffing agency takes on payroll, unemployment tax, health insurance, and employee benefits. Once a contract has ended, they also handle the unemployment process. These savings really add up and greatly reduce your cost to hire. Stacey Lane 2019-09-12T18:46:00Z Seven Ways to Boost Your Job Satisfaction Carla McKelvey https://www.advantageresourcing.com/blog/-/blogs/seven-ways-to-boost-your-job-satisfaction 2019-09-05T22:53:50Z 2019-09-05T22:48:00Z
If you've lost enthusiasm for your job or find your find yourself wishing the workday away, it's time to look at ways to boost job satisfaction. Changing jobs is not necessarily always the solution. Simply changing how you think about your job can breathe new life into it.

Here are a few practical ways to boost job satisfaction:

1.) Take on a new project. Work on something you care about to boost your confidence and motivation. Start small, such as organizing a work-related celebration, before moving on to larger goals.

2.) Expand your skills. Ask your supervisor about cross-training. If your company is launching a new project, volunteer for the team.

3.) Mentor a co-worker. A job can become routine once it's been mastered. Help a team member advance his or her skills to regain your own job satisfaction.

4.) Stay positive. Use positive thinking to structure your thoughts about your job. When you catch yourself thinking your job is terrible, stop the thought in its tracks. Likewise, try to surround yourself with positive, uplifting people. Remember, everyone has both good days and bad days.

5.) Learn from your mistakes. When you have a setback at work, learn from it and try again. If you receive a less than stellar review, ask about attending seminars or taking classes to improve your performance.

6.) Focus on gratitude. Seek out the positive aspects of your job. Find at least one thing you're grateful for and savor it. If it's only that you're having lunch with a friendly co-worker, that's OK.

7.) Focus on your passion. If your job satisfaction has waned, consider your current job as a welcome paycheck that allows you to focus your energy on interests outside of work. Sometimes work is simply a means to enjoy those things you're truly passionate about.

There are many ways to restore meaning to your job and make the best of difficult work situations. Be creative as you think of ways to change your circumstances — or simply how you view your circumstances.

And if finding a new job is truly what you need, we're here for you. Connect with your local office to learn about current opportunities that would be a good fit for your skills and interests.
 Carla McKelvey 2019-09-05T22:48:00Z 10 Low-Cost Employee Retention Strategies Carla McKelvey https://www.advantageresourcing.com/blog/-/blogs/10-low-cost-employee-retention-strategies 2019-08-21T21:49:30Z 2019-08-21T21:45:00Z
Talent retention seems simple: hire qualified people, treat them well, pay them fairly and they'll stay for life, right? Not in today's employment market. Today we are facing record low unemployment rates and workers with multiple options for employment.

Turnover costs time, money, and other resources. According to the Society for Human Resource Management (SHRM), research suggests that replacement costs can reach as high as 50% to 60% of an employee's annual salary, with total costs associated with turnover ranging from 90% to 200% of annual salary.

Actively working to retain top talent is the answer, yet according to a recent study, only 53% of organizations have a talent management initiative in place. An employee retention plan does not need to be extensive or expensive. There are a number of strategies you can implement today for little to no cost. Here are 10!

1) Hire the right people. Retaining your workforce begins with hiring the right people. To reduce turnover risks, seek people who are interested in developing their careers and are a good fit within your company culture. Identify five to 10 key personality characteristics and skills of your top performing long-term employees and seek similar traits as you add to your team.

2) Provide opportunities for learning and development. Train new employees well and continue to provide ongoing personal and professional development opportunities. Identify your emerging leaders and focus your development initiatives on them. Provide experiences they would not otherwise have, such as interaction with senior leaders or a learning project where they are asked to resolve a real-life business problem. Employees benefit by expanding their skills and you benefit by gaining a productive, skilled workforce. It's a win-win!

3) Provide a career development plan. Employees are more likely to stay if they have a long-term vision of their role within the company. Provide new employees with a well-defined career path so they understand what it will take to progress through the company. Have your managers meet with employees on a regular basis to discuss the trajectory of their careers and how your company can help them grow and advance. This conversation will also help you identify training needs. Highlight employees who have been promoted within your organization and share their stories.

4) Invest in your management team. People often don't quit on their jobs, they quit on their boss. Check in with your management team often and provide ongoing leadership training to ensure that your employees have managers who are professional, fair, and good communicators. Promote employees to management roles, not only because they do a good job, but because they have demonstrated an ability to lead people.

5) Open lines of communication. Build trust by being transparent in decisions related to rewards, recognition, and employee development. Maintain an open door policy so that your employees feel comfortable voicing their opinions and ideas. Likewise, check in with them from time to time to provide your feedback. Implementing your employees' ideas will create a sense of ownership and responsibility.

6) Create passion for your brand. Identify employees who are your culture and brand champions and have them share their stories via internal communications and social media sites. There is influence in story-telling — so let their stories be heard!

7) Recognize their efforts. Ask each employee how they prefer to be recognized. In many cases, a simple "thank you" goes a long way. This is especially true when employees are praised in front of their peers. Appreciated employees are loyal, hardworking employees.

8) Make work meaningful. People want to be a part of something that has significance not only to themselves, but also their communities. This is especially true for millennials. Help employees see how their work positively impacts the team, department, organization, and society at large. Create meaningful experiences by backing a cause and providing ways for your team to contribute. For example, schedule time for employees to volunteer at your local food shelf.

9) Provide work/life balance. To achieve high levels of employee satisfaction, you need to recognize the overlap between life and work. If possible, provide flexible work arrangements so that your employees can take care of their personal and family needs and put their full attention to their work while on the job.

10) Conduct "stay interviews." A stay interview is an informal review in which the manager and staff member sit down to review progress, ideas, and feedback. It allows you to learn what really matters to your top talent. Stay interviews boost engagement and reduce the likelihood of turnover. If a star employee has an issue, wouldn't you prefer to have a chance to fix it before they give you their two week's notice?

Stay Interview Questions:

What keeps you here? What would entice you to leave?

What is the type of impact you are looking to have while working here? Do you feel as though you are making a difference in the organization and beyond? Are we fully utilizing your talents?

Are you receiving the regular feedback you need to do your job well? Do you feel as though you are being fairly recognized for your contributions?

What specifically would you want to change about your current role if given the chance? How do you want to widen your professional horizons?

 Employee retention does not need to be complicated or costly. To keep turnover rates low and your workforce happy, motivated, and productive, it really comes down to this: value your employees and — most importantly — let them know they're valued. Carla McKelvey 2019-08-21T21:45:00Z How Volunteering Can Help You Land You a Job Carla McKelvey https://www.advantageresourcing.com/blog/-/blogs/how-volunteering-can-help-you-land-you-a-job 2019-08-15T21:53:45Z 2019-08-15T21:50:00Z
Volunteering helps non-profit organizations deliver their mission to improve the community. In turn, it helps you feel useful and productive, thus improving your confidence and self-worth. Making a difference in the lives of others is rewarding and life-changing.

The following are some of the many reasons you should consider donating your time – for your community and your job search:

Test out other careers.

One of the more attractive facets of volunteering is the opportunity to explore different careers. You get to try various jobs on for size, meet people in different industries, and experience the challenges and rewards of the work.

If the responsibilities that come with the volunteer opportunity spark your interest, you could always parlay that into a career in an entirely different field or industry — one that's different then your background and education, even.

Develop new skills.

There's no shortage of nonprofits in every city, and their services run the gamut from ending homelessness to combating childhood obesity. In other words, you'll likely find an organization that matches your values and interests.

Besides, most nonprofits are short-staffed, with plenty of potential duties to take on. Maybe you'll have the opportunity to work on a website, craft marketing emails, track donations, or even organize events. Each new task will improve and expand your skill set.

In fact, 92 percent of people who influence hiring decisions say that volunteering improves an employee's leadership skills and broader professional skill set. Another 80 percent say that active volunteers move more easily into leadership roles.

Expand your network.

Volunteering often exposes you to people you wouldn't otherwise have the chance to meet. And with anywhere from 60 percent to 80 percent of jobs being found through personal relationships, you never know whether a contact will lead to a job.

Let's say, for example, someone on the board of a charitable organization runs a business. If you do good work, and people take notice, she could bring you in for an interview when a job opens up. After all, it's not what you know, but who.

Bridge resume gaps.
 When potential employers see a gap in your resume, they're going to bring it up. By volunteering, you bridge that gap and increase your chances of finding a new job. People who volunteer are 27 percent more likely to find a job after being out of work than those who don't.
Highlight your personal values.
 Your resume can only tell potential employers so much about you. And with companies placing more emphasis on corporate social responsibility, your volunteer work can help illustrate how your values match those of the organization. Nowadays, employers want a cultural fit just as much as a skills fit.
Stand out in the job market.

Just 45 percent of professionals include their volunteer work on their resumes — even though nearly 90 percent of them have donated time to a cause. If you volunteer, and highlight the experience on your resume, you help differentiate yourself from the competition, while emphasizing your commitment to the community.

If you're not sure where to start, there are plenty of online resources to connect you with nonprofits and other charitable organizations. Check VolunteerMatch, Idealist, and Points of Light's HandsOn Network for volunteer opportunities in your area.

So to anyone out there looking for a job, we want to tell you to keep volunteering — or at least start. It's hard work, no doubt. But the experience you'll get and connections you'll make in the nonprofit sector will help you get that dream job.
 Carla McKelvey 2019-08-15T21:50:00Z Crush Your Goals with an Intention & a Plan Geno Cutolo https://www.advantageresourcing.com/blog/-/blogs/crush-your-goals-with-an-intention-a-plan 2019-07-31T14:46:54Z 2019-07-31T14:38:00Z
"If you don't know where you are going, you'll end up someplace else." – Yogi Berra

Have you ever driven across the country? How hard would it be to get from New York to California if there weren't any road signs or highway markings? There's no telling where you'd end up! Goal setting is a lot like creating a road map to chart your plan. And just like taking a long road trip, it's important to determine where you start and where you want to end up.

In theory, goal setting is simple. It's a decision to accomplish something. But it's one thing to set a goal — and it's another to make that goal a reality.

Recently, I challenged our company to hit a new goal — and it's a big one! Reaching this goal would grow our business and extend our company's vision to change the world — one life, one job, one community at a time. There's been a lot of talk within our teams about the goal setting process, so I wanted to share some of my top tips for setting (and crushing!) organizational, team, and individual goals:

Start with Why

Even when you know what you hope to achieve and how you can accomplish it, you'll probably fall short if you don't identify why this is a goal in the first place. That's why I want to challenge you to start with the "why." Why are you working toward this goal? Why is it meaningful to you as an individual? To your team? To your company?

Establishing the "why" makes your goal more compelling and creates a stronger sense of purpose. If you know the purpose behind the goal, you're more likely to embrace it. It also makes you more informed. And when you're more informed, you're better equipped to make decisions.

When it comes to setting organizational goals, leaders need to communicate the company's "why" and encourage their team members to identify how this "why" impacts them, which will create a stronger connection to the overarching company goal. "Why" is what inspires us.

Find a Method

While it's important to know your business goals (and the reasons behind them), it's also important to identify a strategy. After all, there are a number of ways to reach the same destination, and each course of action will be dependent on the resources and needs of your organization.

Building a strategy begins by breaking down the goal. You've probably heard that every goal should be specific, measurable, achievable, relevant, and time-sensitive. Yes, I'm referring to SMART. Here's a quick refresher of this acronym:

Specific drills down on what is to be accomplished, why it's important, and who will be involved with the goal or activity itself.

Measureable is the means of tracking progress.

Achievable relates to whether the goal is realistic — even if the person has to stretch his or her abilities.

Relevant focuses on making sure the goal matches and matters to the individual, the team, and the company.

Time-sensitive ties the goal to a realistic target date, providing momentum and preventing other tasks from taking precedence.

Setting SMART goals has become standard practice. But you may find yourself in a situation where you need an alternative — perhaps one that is CLEAR.

The CLEAR method is most appropriate for a company in need of greater agility, where the staff must take both a proactive and reactive approach to business. If you're not familiar with CLEAR, it stands for:

Collaborative is the first step and includes establishing goals that encourage people to work together on a task or project.

Limited is somewhat similar to "time-sensitive," except the idea is to shorten the duration and to control the scope.

Emotional makes sure the goal connects to the individual, mining personal interests and energizing his or her contributions.

Appreciable is the act of breaking down larger goals into smaller ones with the intent of speeding up and "un-complicating" the process.

Refinable brings a caveat to the goal in that it can be modified if necessary. The goal itself is still critical, but it may not look exactly as expected should situations change.

The thing I like most about the CLEAR method is the inclusion of "refinable." I like that this method encourages teams to ask questions like: Are the team's activities still aligned with the strategy of the company? Does an employee's current responsibilities still support the team's goals?

This method gives everyone an opportunity to course correct as needed. Because it's true what they say, the only thing constant is change.

Break Down Team & Individual Goals

Regardless of whether you use SMART, CLEAR, or another method to break down your goal, it's critical to ensure individual and team goals align with the organizational goals.

So, how exactly do you go about this?

As a child I loved solving mazes, some extremely complex, navigating from point A to point Z. One day, I discovered it was much easier to navigate the most difficult mazes when I started at point Z and ended at point A. In other words, beginning with the end in mind. Similar to my maze strategy, I recommend breaking your goal down into smaller chunks by working backward from the objective. What needs to happen in order to get from point Z to Y to X and so on? By starting from the ultimate goal, you can determine what preceding action must occur within your team. From that action, you'll work backward identifying each previous action until you reach the first step.

With this road map, you'll reverse course and work from start to finish, looking for potential anchor projects. These will serve as milestone goals to ensure that the team maintains alignment with the main objective.

From there, you can break down the team goals into individual goals. Instead of handing out a list of tasks, ask each team member to reflect on his or her professional goals and then discuss what can be done, within the parameters of the team goals, to help him or her advance in that direction. Putting people in control of their own futures is much more motivating than setting demands.

Ultimately, everyone in the organization should understand exactly how his or her goals contribute to the team goals and how the team goals contribute to the goal of the organization. By the end, every team member should be able to complete this statement:

Our company's goal is to _____________. My team's contribution to this goal is _____________, while my role is to _____________.

Get There

Here's the thing, there will always be many paths to the same destination. The goal is to provide your team with a point of origin, an ultimate destination, and some context on how to get there. The rest, really, is up to each team member. A clear vision of the future (not to mention, a little accountability) will take you far!

Stay focused on the plan, follow the timeline, remain energized — and crush your goals!
 Geno Cutolo 2019-07-31T14:38:00Z What is Employer Branding - And How Can It Help You Attract Candidates? Stacey Lane https://www.advantageresourcing.com/blog/-/blogs/what-is-employer-branding-and-how-can-it-help-you-find-job-candidates- 2019-07-11T22:06:53Z 2019-07-11T05:00:00Z
Branding goes beyond attracting your target customers to buy your product or service. It's also important to develop your employer brand.

What is an employer brand? It can be defined in one word: perception. When people think about working for your company, what thoughts and feelings come to mind? How do candidates perceive you as a company and as an employer? What is your reputation?

4 Employer Branding Tips
 Fostering a strong employer brand makes the recruiting process easier and more successful. A positive employer brand will help attract people to your company, not only for a job, but for the experience of being a part of an exciting workplace. Here are four steps you can take to build a compelling employer brand:
1. Align your employer brand with your corporate brand.
 Consistency and branding go together like... dogs and tennis balls. You just can't seem to separate one from the other. Make sure your company's image – words, photos, and videos – is consistent across your website, social media pages, and job postings. Team up with your marketing department to ensure that your message to both customers and potential employees is cohesive.
2. Put on your sales hat.
 In today's competitive talent market, the onus is no longer on candidates to convince companies to hire them. Companies must also sell themselves to candidates. This process begins by targeting your efforts to the right candidates. Just like marketers need to define their target customer, employers should define their target candidate and determine what appeals to them. Ask yourself questions like:

What type of work are ideal candidates doing now?

What are their career ambitions?

What type of culture are they attracted to?

Why would your target candidates choose to work for you over a competitor?

 By arming yourself with a clear picture of your target candidate, you'll be in a better position to write a compelling ad to attract and sell candidates to your company.
3. Provide visuals.
 To attract top talent, boring job descriptions just won't cut it! Help candidates imagine themselves working for your company. Show them your culture with a branded video, include a link to a day-in-the-life blog post, or share photos from a recent employee gathering.
4. Be honest.

While you may want to portray yourself as an employer with a fun, upbeat workplace, if that isn't your reality, don't misrepresent yourself. Be authentic. Likewise, if a poor employer brand comes up in recruiting, be honest with candidates. "We realize that we've had issues in the past, but we're making strides to improve our customer service" is much more effective than "What do you mean? We provide excellent customer service." Being true to your reputation will build trust and loyalty.

Employer branding goes beyond recruiting. It extends to every aspect of employment, including onboarding, training, career path development, and benefits. An effective employer brand not only presents your organization as a great place to work, it can also affect the market's perception of your company. It's good for business!
 Stacey Lane 2019-07-11T05:00:00Z Should You Follow Up After a Job Interview? Carla McKelvey https://www.advantageresourcing.com/blog/-/blogs/should-you-follow-up-after-a-job-interview- 2019-06-27T15:55:58Z 2019-06-27T15:52:00Z
Yes, you most definitely should follow-up after an interview! Use these interview thank you note tips to make a good impression and become a top candidate:

Personalize. Don't send the same exact note each time you meet with someone. Personalize it, so they know you are interested in this opportunity, not just any opportunity. Mention 1-2 specific examples of why you'd be a good fit and quantify the skills and experience you can bring to the table.

Watch for the grammar police. Spelling and grammar mistakes can put your attention to detail in question and may move you down the ranks. Take the time to draft your note, check your spelling, search for typos, read it out loud, and then check it again! Do the same on your resume. A misplaced "your" when you meant to say "you're" may make the opposite impression you are looking to achieve.

Mind your manners. Always be professional and polite. If you make a good first impression, you are more likely to be considered for other positions if this one doesn't work out. It is often how you handle a tough situation that sets you apart from other candidates.

Choose the right channel. Email is always a safe bet. It allows the recruiter to get back to you between appointments, have your file ready, and have a paper trail. If you have already established communication patterns via phone or text, that is also appropriate for a follow-up.

Be timely. Not sure when to follow up? A great approach is to ask about the timeline for making a hiring decision -- or how often they would like you to be in touch -- before the interview ends. This will help you to properly time your follow-up. The goal is to express interest without seeming desperate or annoying.

Making a commitment to all aspects of the process, including following up, greatly increases your chances of landing a position and leaving a great impression. Good luck in your job search! If you'd like additional job hunting advice or guidance, reach out to your local office!
 Carla McKelvey 2019-06-27T15:52:00Z Join the Conversation! What's the Best Career Advice You Have Received? Stacey Lane https://www.advantageresourcing.com/blog/-/blogs/join-the-conversation-what-s-the-best-career-advice-you-have-ever-received- 2019-06-20T21:26:06Z 2019-06-20T21:21:00Z
Whether you're just starting your first job or already settled into a lifelong career, it never hurts to get a little advice and guidance – especially when it's from someone you respect or admire. After all, it's often not just the advice that matters, but who said it and whether or not you can take their words to heart.

We asked our team about their favorite career advice and how it helped them get to where they are today, and here's what they had to say!

"The best career advice I've ever received is to invest in creating and building relationships. This creates trust and loyalty. Whether it's on the candidate side or the customer side, the benefits of solid relationships all come back somehow, someway." - Eric J, Recruiter, Southfield, MI

"Being new to sales, I really struggled. One day a branch manager colleague of mine told me: It's a numbers game. You have to work through 50 "No"s to get to your one "Yes!" Now go out there and get those "No"s out of the way. That was 16 years ago." - Dennis W, Market Manager, Atlanta, GA

"I was facing a career move (similar work, which I wasn't sure if I actually wanted to do, but only in a different place), and a dear friend told me: Until you figure out what it is that you want to do, take that chance. That chance lead me to an area of law that I fell in love with. It also gave me the experience, work ethic, and expertise that allow me to give my best every day to Staffmark Group. I'm so glad I took that chance 15 years ago! You never know where that chance will lead you." - Kristin C, Contracts Administrator, Cincinnati, OH

"Dress to the next level and strive for the same." - James G, Onsite Performance Manager, Olathe, KS

"Say yes to opportunities! I've been lucky to have mentors who believed in me and talked to me about roles and responsibilities that I did not think I was ready for (or cut out for) and would not have pursued on my own. Saying yes has pushed me outside of my comfort zones and has given me a lot of exposure to experiences I would have missed out on otherwise." - Ashley P, Director, Sales & Operations, Appleton, WI

"LEARN, LEARN, and LEARN. Enhance your current skills and always learn new skills. It can be as easy as taking a Microsoft Office refresher course, increasing your typing speed, or digging into a new software program that you are not yet comfortable with using. Keep YOU as an asset to your company." - Tammy L, Administrative Assistant, Risk Management, Cincinnati, OH

"Best career advice? The ABCs of success: Always Be Coachable – in our careers and at home. We must be lifelong learners who are willing to adapt and change." - Cathy W, Senior Recruiter, Windsor, CT

Now it's your turn! What is the best career advice you have ever received? Hop over to our Facebook page to share your perspective! I look forward to reading your responses. Stacey Lane 2019-06-20T21:21:00Z Can We Talk? Using Technology to Engage with Candidates Advantage Resourcing https://www.advantageresourcing.com/blog/-/blogs/can-we-talk-using-technology-to-engage-with-candidates 2019-06-13T20:48:17Z 2019-06-13T20:42:00Z
While most employers understand the importance of candidate engagement, busy schedules make it difficult for recruiters to personally engage with all candidates in their databases on a consistent basis. And with historically low unemployment rates and a widening skills gap, creating a positive candidate experience has become an increasingly important part of attracting candidates.

Fortunately, there are a number of ways that recruiting teams can use technology to automate candidate touches and keep the candidate informed and engaged. With recent advances in artificial intelligence (AI) and machine learning, recruiting automation has quickly moved from experimentation to expectation. It is not replacing the need for recruiters, but is instead reducing the "grunt work" and freeing recruiters to focus on interviewing and closing job offers.

How technology can enhance the candidate experience

Informed candidates are engaged candidates. Here are some ways that technology can be used to improve communication and the overall candidate experience.

Interact with candidates 24/7

The demand for instant results and immediate answers has become our cultural norm. Retailers now offer same-day delivery and apps eliminate the need to wait for a cab or a table at a restaurant. Jobseekers expect the same immediacy.

To allow candidates to communicate with potential employers at their leisure, many companies have begun using chatbots, software that uses AI to understand a person's message and respond accordingly. They leverage chat platforms, such as SMS text or website chat windows, and use natural language processing (NLP) functionality to provide personal and efficient communication on demand.

In recruitment, chatbots provide responses to common questions asked during the application process, and they let candidates communicate at their convenience. They can also be used to allow candidates to schedule interviews.

Chatbots reduce time to hire, increase the number of completed applications, and improve recruiter efficiency. While they offer many benefits, chatbots also present some challenges. Candidate interactions will depend on how well it can answer their questions and provide additional information about their job application. Because chatbots use machine learning, candidate experiences should improve over time.

TECH TIP: While NLP produces human-like messaging, the straightforward nature of chatbot responses may seem different than interacting with a real person. To avoid making a poor impression, be transparent with users about the use of this technology.

Reach multiple candidates with one personalized message

In today's competitive employment market, speed matters. Automated emails, calls, and texts allow a recruiter to reach tens, hundreds, or thousands of applicants/employees simultaneously. They automate the communication process and also provide metrics to measure delivery and response rates.

While there is still a place for email and phone calls, text messaging has become a preferred method of communication for today's workforce – that is, when a candidate approves of this communication method and opts in. Texting is an efficient way for companies to send personalized messages and receive replies in close to real time. It works particularly well in the screening process, allowing companies to quickly determine whether candidates can work the required hours or complete the tasks required. It's also an efficient way to keep candidates updated during the hiring process.

TECH TIP: While texting can be a more personal and casual way to communicate with candidates, it's important for users to remain professional. Avoid using abbreviations, unnecessary acronyms, emojis, and GIFs that are commonly used in personal text messages. Also refrain from sharing bad news or constructive criticism via text.

TECH TIP: Be prepared for off-topic replies to mass text messages and promptly respond to any messages that require a response.

Automate messaging to candidates

As databases grow, it can be difficult for recruiters to maintain consistent communication throughout the candidate lifecycle. Sure, an email or text message can be sent to a group of candidates, but is there a process in place to trigger follow-up communication as they move through the hiring funnel?

Many companies are now using candidate engagement tools to track and streamline communication with candidates, making it foolproof to deliver personalized messages to applicants and employees at each stage of the application and employment process. These tools integrate with the applicant tracking system (ATS) to communicate with talent on an automated basis. They allow recruiters to increase communication touch points and automate repetitive manual tasks such as confirmations and reminders.

Communication can be prompted manually or by events within the ATS. For example, it can send a message one day after a candidate has submitted an application to set expectations and thank the candidate for their interest.

TECH TIP: In order for automated messaging to work well using events in the ATS, it's important that it's up to date and relevant. Scrub your lists and take the time to customize the message content and delivery methods.
 While technology is an incredible way to stay connected with candidates, it is also important to maintain a human element. Recruiting is about connecting people to people. Technology, no matter how advanced, will never replace the need for face-to-face and voice-to-voice communication. Advantage Resourcing 2019-06-13T20:42:00Z Checklist: How to Hire & Retain the Best & Brightest New Grads [Whitepaper] Carla McKelvey https://www.advantageresourcing.com/blog/-/blogs/checklist-how-to-hire-retain-the-best-brightest-new-grads-whitepaper- 2019-06-06T21:05:32Z 2019-06-06T21:02:00Z
New grads can be a great resource for companies of any size or industry. They're full of energy and new ideas, and they're excited for their first real world job. As you prepare to recruit and hire new grads, keep these tips in mind! (Click the image to download full two-page PDF.)

 Carla McKelvey 2019-06-06T21:02:00Z The Skilled Trades Talent Gap - and How Having a Military Hiring Strategy Can Help You Overcome It Advantage Resourcing https://www.advantageresourcing.com/blog/-/blogs/the-skilled-trades-talent-gap-and-how-having-a-military-hiring-strategy-can-help-you-overcome-it 2019-05-29T18:22:26Z 2019-05-29T18:11:00Z
By: Matt McGowan, Veteran & Market Manager

Does your company find itself behind the curve when it comes to acquiring new skilled trades talent? Well, you are not alone. Employers report that skilled trades vacancies are among the hardest to fill. With manufacturing jobs once again on the rise, many companies are struggling to know where to turn to bridge the skilled trades talent gap that continues to grow, year after year.

However, while many are floundering, savvy employers have found great success recruiting skilled personnel from a largely untapped resource: the men and women who make up our U.S. military veteran community.

In addition to the traditional qualities associated with the military such as reliability, punctuality, and tremendous work ethic, many veterans obtain skills during their service that directly translate to a variety of roles currently in demand in the manufacturing world, thereby providing employers with a renewable pool of candidates for the highly skilled positions that are such a challenge to recruit for today.

Of course, you still have to be able to find them, and while sites like Hirepurpose.com, Military.com, and VetJobs.com are excellent resources, the answer to finding highly skilled veterans may lie more with "who you know." Organizations like the VA, American Legion, and Easter Seals can serve as a gateway to the veteran-friendly hiring community at-large, connecting you with a plethora of organizations who are often happy to share resources and candidates, including those experienced in the trades.

Additionally, there are many veterans today who are eschewing the traditional college route once their service is complete and using their G.I. Bill benefits to enroll in courses geared toward a career in the trades, capitalizing on and further developing the skills they acquired in the military. With this, another great way to directly tap in to this growing pipeline of skilled talent is to establish relationships with VA career advisors at schools in your area.

Regardless of where you target your search, we encourage employers to have a military hiring strategy, whether it's using an agency like ours to focus on veteran recruiting or one that you develop on your own. That way, you can not only have the satisfaction of helping our nation's veterans find employment after their service to our country, but you can also help your company overcome the skilled trades talent gap by realizing the potential this often overlooked pool of available skilled talent can bring to your organization.

To learn more about our military/veteran recruiting programs or for help finding top talent in your area, reach out to your local office.
 Advantage Resourcing 2019-05-29T18:11:00Z Tips for Making the Transition from the Military to the Civilian Workforce Advantage Resourcing https://www.advantageresourcing.com/blog/-/blogs/tips-for-making-the-transition-from-the-military-to-the-civilian-workforce 2019-05-22T21:06:58Z 2019-05-22T21:03:00Z
By: Matt McGowan, Veteran & Market Manager

Whenever I speak to transitioning soldiers, sailors, airmen, or Marines, I always tell them just how lucky they are that they are transitioning today. When I think back to my own transition almost 25 years ago, the resources available to my fellow soldiers and me were very limited. It seemed there were very few knew where to look for resources, let alone how to apply for them.

Today, by contrast, in addition to higher quality Transition Assistance Programs (TAP) provided by each branch of the military, there are a plethora of Veterans Service Organizations (VSOs) that are dedicated to helping military members navigate the next steps in their career path.

While current law requires service members to begin participating in TAP as soon as possible before their separation date, finding and utilizing the many VSOs can be a bit more challenging if you don't know where to look. Organizations such as the American Legion, Veterans of Foreign Wars, Disabled American Veterans, etc. are great places for military service members and veterans to access during their job search and after their transition. In addition to their own programs, each organization has relationships within the business community that they leverage to help veterans.

In addition to VSOs, nearly every State Employment Agency now has Local Veteran Employment Reps (LVER) whose job is to provide assistance to veterans seeking employment. Arrange a meeting with the rep in your area and let them know that you would like their help in your career search. Not only will they be helpful in connecting you with employers specifically interested in recruiting veterans and service members, many offer assistance with resume writing and provide other services which may be helpful in your search. They often have connections with the aforementioned VSOs, as well as companies like Staffmark who offer their own military/veteran recruiting programs, and can be an additional resource to help you make those connections.

Finally, if there is one piece of advice that I make sure I impart of every candidate, it is to network, network, network! Hop on LinkedIn, Facebook, or your favorite social media site and look for other veterans and groups of veterans. The military is a family like no other, and membership in that family doesn't end when you transition. There will always be someone willing to help you. You just need to let them know you need a hand!

To learn more about our military/veteran recruiting programs or for help finding resources in your area, reach out to your local office.
 Advantage Resourcing 2019-05-22T21:03:00Z How We're Changing the World: Robert's Story Geno Cutolo https://www.advantageresourcing.com/blog/-/blogs/how-we-re-changing-the-world-robert-s-story 2019-05-17T18:35:18Z 2019-05-16T18:45:00Z
By: Geno Cutolo, CEO & President, Staffmark Group

One of the things I'm most passionate about as a leader of Staffmark Group is making a difference. Our organization's vision reflects this goal: we seek to change the world – one life, one job, one community at a time. I truly believe that, together, we can make the world a better place. With this in mind, I'd like to begin sharing stories on our blog that illustrate how we impact lives.

The first story in this series is about Robert, a disabled veteran who was full of despair. His injuries prevented him from being able to do the work he was trained to do. He was scared, at the end of his rope, and was hoping against hope for an opportunity that would ease his worry about his family's future.

A life-changing event

After enlisting in US Marine Corps, Robert was assigned to be "the supply guy," He explained, "If you were a new Marine, one of the first people you'd see was me. I provided all of the tools and equipment. It was my job to make sure you got everything you needed, and it was my job to make sure you returned everything as well."

Another part of Robert's job was to train reservists. Unfortunately, three years after joining the service, Robert was involved in a vehicle collision during a training mission. Several were injured, including Robert. All of the soft tissue was snapped or stretched beyond use in his lower right leg and foot. "It was basically the worst sprained ankle – the granddaddy of all ankle sprains. Somehow, I didn't break a single bone," Robert recalled.

After leaving the service, Robert worked in the radio business for a number of years and then became a cell phone tower technician in the early 2000s. The work was physically demanding, which led to subsequent injuries and surgeries. As a result, Robert is unable to stand for long periods of time or sit for long periods of time, limiting his career options.

Robert said, "Every time I've taken a job, it's been temporary until I couldn't handle the pain." On top of that, issues with VA claims were preventing Robert from retraining in a different skill set that could accommodate his disability.

From desperation to gratitude

The lack of stability began to wear on Robert, especially after he married his wife in 2012. He now had a family to support, including two teenage boys: "Now I'm desperate, and I'm almost 50. I didn't know where to turn."

Robert tried applying to jobs online, with little luck. "The problem is I don't have a college degree. I'm pretty well read, but I don't have the paperwork. I've got a blue collar resume, and I'm looking for a white collar job – all because I can longer do what I was trained to do," said Robert.

Then Robert met Matt McGowan, veteran and market manager with Staffmark. Upon learning about Robert's situation, Matt reached out to the Staffmark-Springdale, OH team and told them Robert's story. Almost immediately, they were able to identify a great opportunity that accommodated his disability and provided the stability he was seeking.

Within days, Robert interviewed and was offered the job! He now works in the IT department for a national grocery chain, providing support for employees when they have tech issues with the grocery pick-up program – and he absolutely loves it!

One of the things Robert most likes about his job is the people: "In a single day, I hear so many accents, and I get to talk with so many different types of people."

"I hope I can work this job for the rest of my life, and that's the first time I've said that in twelve years!" exclaimed Robert. "I'm so grateful to the Staffmark team for this opportunity. I would absolutely recommend Staffmark to anyone looking for a job. They have changed my life!"

Thank you for sharing your story, Robert - and thank you for your service to our country!
 Geno Cutolo 2019-05-16T18:45:00Z Wages Are on the Rise: Is Your Company in the Position to Compete? Advantage Resourcing https://www.advantageresourcing.com/blog/-/blogs/wages-on-the-rise 2019-05-08T22:58:04Z 2019-05-08T21:25:00Z
By: Karen Waldrop, CSC
 National Vice President of Workforce Solutions

The job market is tight — there's no denying that. And as it continues to tighten, employers must look for new ways to compete for top talent. They'll also need to find strategies to retain their best team members.

Of all the options, the area that everyone seems to agree on is pay. In fact, the average worker is now seeing a wage increase of roughly 3 percent. Those with skills in high demand and short supply have received higher increases. For example, compensation increased by 4.8 percent for information technology and 3.5 percent for sales and service occupations.

While relatively small and often on par with the average pay increase, wage growth matters. If your company's salaries have remained stagnant, you may find yourself increasing pay at a much higher rate just to catch up, especially when you consider that top talent will be off the market in just 10 days. You need to be competitive to attract and retain top talent.

All Things Equal

The first step includes a little due diligence: Conduct some market research, review the roles and their responsibilities in the company, check the Bureau of Labor Statistics to determine the average pay, etc. You can also contact our team to receive a custom salary guide, specific to your industry, location, and existing position(s).

If you do find your salary structure isn't in line with industry standards, or if you've skipped pay increases for the past few years, the question then is, how exactly do you make your wages fair and equitable? And how do you ensure this situation doesn't happen again?

1. Evaluate all disparities.

Sometimes, there are legitimate reasons why workers are paid differently for the same role. So, ask yourself whether there's any validity to any disparity. For one, do people in the same role have different educations or certifications? Do they bring different skill sets or experience to the table?

Also, are there any differences in employee attitudes? What about their responsibilities? Though they share the same title, the role may not actually be identical. Beyond that, is the person a true asset to the company? If someone does no more or less than what's required, the pay disparity may have merit.

Related: Top 5 Tips to Setting Competitive Salaries to Attract and Retain Talent

2. Correct inequities incrementally.

The most obvious way to bring salaries in line with the market — or other employees, for that matter — is to give pay increases where necessary. If, however, your budget doesn't allow it, you may need to establish a compensation plan where you offer incremental increases over a period of time.

The approach will vary, but companies have been known to give lower-paid employees a pay raise every six months until their salaries fall within industry standards. If you go this route, make sure to explain the compensation structure and ultimate goal. Transparency is key.

3. Set earnings expectations.
 New hires often know exactly what's expected of them prior to day one. But are you doing the same with the requirements for a raise or promotion? Stipulating what's necessary also creates guidelines for leadership, ensuring consistency with raises and promotions over time.
4. Rethink promotion practices.
 Pay disparities can often result from internal promotion practices. When promoting an employee, chances are good that the new role only comes with an average bump in pay. A better practice is to treat promotions like outside hires, offering a salary more in line with industry standards.
5. Stop factoring in past pay.
 Using an applicant's salary history when making an offer is a recipe for pay inequities. Instead, make offers according to the job and its responsibilities. Sure, we all want to save a buck, but what someone was earning at his or her last job has no real bearing on your salary structure.
6. Make negotiating the norm.
 Many companies bristle at the idea of employees asking for a raise outside their annual review. But the request actually can serve a dual purpose: making employers aware of pay inequities and potential talent attrition before either can become serious problems. Abide by the open door policy.
7. Conduct compensation assessments.
 A compensation assessment is just as it sounds, a review of salary practices. The goal here is to find and fix issues before they worsen beyond what's manageable. The Society of Human Resource Management recommends conducting compensation assessments at least every three to five years.
8. Explore other options.

Some companies are finding, even after making pay equitable, that higher wages are no longer enough. You may need to get creative with your compensation packages. Look into offering additional benefits, like paid parental leave, flextime, student loan forgiveness, etc.

To ensure your compensation packages are keeping pace with the competition, again, please feel free to contact us about our custom salary guides. We can also be of assistance in finding qualified candidates for any vacancy. Just let us know what you're looking for, and we'll provide a pool of talent with the desired qualities, qualifications, and experience.
 Advantage Resourcing 2019-05-08T21:25:00Z Looking to Change Careers? Take These First Steps! Stacey Lane https://www.advantageresourcing.com/blog/-/blogs/looking-to-change-careers-take-these-first-steps- 2019-04-17T21:24:02Z 2019-04-17T21:21:00Z
At one point or another, the thought of changing careers has probably come to mind. Maybe you no longer feel passionate about what you're doing or you find it too difficult to balance work and family. You could even feel undervalued in your current role. Whatever the reason, you just want to make a change.

For most, however, that's often where it ends—at a thought. You start creating a list of reasons why you can't make the change. Money, skills, experience, and time often top the list.

Though there might be a kernel of truth to those reasons, they shouldn't be enough to keep you from doing something you really love. Here's what you should do if you want to change careers effectively:

Take a step back.
 You're about to make a big change in life, which deserves time and attention. Take a step back and think about your interests, values, ideals, and priorities. So many professionals jump into a field without ever really questioning these things. If you take the time to get to know what makes you tick, you've now got the foundation to build not just a successful, but an enjoyable career.
Inventory your professional prowess.
 Most people undervalue themselves. Don't fall into this trap. It'll keep you from moving forward in a career change. Devote some time to inventory your experience, skills, and successes. Take an honest look at what you've contributed, accomplished, and excelled at in the workplace. Seemingly small "wins" can be huge in another field. If it's something you can measure, even better.
Gather info on that new career.
 Get to know everything possible about the field. Do the same for your desired role in that field. Talk to friends, family, and colleagues who may be in a similar role. Dig deeper than the job description to determine what it takes to excel in the industry and the position. Sometimes soft skills can make up for any gaps in experience. In fact, many leaders would rather hire someone with less experience if the candidate offers intangibles that can't be learned.
Compare your skills with the requirements.
 Look at your top skills in comparison with the "required" skills for the new role. Think about your skills in terms of what the employer is looking for in a candidate. Given enough thought, you may just find that a number of your skills already align — these are your transferable skills. Then, consider how these skills might apply to this new industry and think of examples that demonstrate those skills. Take it one step further, and practice explaining those examples.
Freshen up your skill set.
 Just because you're hoping to make a move doesn't mean you can't freshen up your skills while still working at your current employer. Look for ways to bolster some of the skills you may be lacking. Volunteer for special projects. Take on additional tasks and responsibilities. Consider enrolling in an online course or two to build up some of those skills essential to a new career. You want to plug as many holes as possible before applying for a new position in a new industry.
Leverage your network.
 As with a "traditional" job search, your network is an essential part to landing a new role. If you know people at a particular company, reach out to them. Schedule a lunch. Let them know what you're thinking about in terms of a career change. People already working in an industry can often identify positions — and open ones, at that — you're perfectly (or almost perfectly) suited for, so get those feelers out. Most people will be more than willing to help.
Develop a SMART plan of action.

If you don't develop an actual plan, there's no way of getting to where you want to be. Think of it as a roadmap, of sorts, with a series of Specific, Measurable, Achievable, Realistic, and Timely milestones — in other words, make them S.M.A.R.T. What do you need to do to get from point A to point B? What about from point B to point C? Be deliberate and logical as you map out what it'll take to get you to where you need to be. Once you know the path, the journey isn't as daunting. It'll also allow you to become a true match for your new career.

While the process of changing careers isn't an easy one, it should never dissuade you. Just keep in mind that it'll take time, energy, patience, and a great deal of commitment to see it through. But in the end, you'll find yourself in a meaningful career that you love, which will make the journey all the more worth your effort.

And, of course, feel free to reach out to us for help!
 Stacey Lane 2019-04-17T21:21:00Z 7 Signs It's Time to Hire Additional Employees Carla McKelvey https://www.advantageresourcing.com/blog/-/blogs/7-signs-it-s-time-to-hire-additional-employees 2019-04-10T21:02:00Z 2019-04-10T20:58:00Z
It isn't always easy to determine when it's time to hire new employees. Hire too soon, and there may not be enough work to go around — not to mention, you run the risk of blowing your budget. But if you drag your feet, your staff will have a difficult time keeping up. They're also more likely to suffer from fatigue, lowered morale, and disengagement, which can lead to a host of other problem.

Luckily, there are signs that can point to the need for additional staff, and here are seven of the most common:

RED FLAG #1: Employees struggle with workload.

While business will always ebb and flow, it could be a sign that you need to look for some additional help when your team is struggling to keep up with their job duties — that, or productivity and efficiency begins to wane.

Before pulling the trigger, however, review the work that needs to be done, seek feedback from those on the floor, and determine whether redistributing tasks would fix the problem. If not, the solution is hiring extra support.

RED FLAG #2: Customer service is suffering.
 It's normal to get the occasional bad review. After all, you can't please all of the people all of the time. But if you start to see a spike in customer complaints, especially in regard to slow service, missed deadlines, etc., take it as a sign that you're not staffed appropriately.
RED FLAG #3: Overtime is on the rise.
 Most companies have busy seasons, and those busy seasons require a few more hours from employees. When this occurs with greater regularity, it's a good indication that you should be adding to your ranks. Besides, overtime is an extra expense you can easily avoid with the addition of staff.
RED FLAG #4: Mistakes become commonplace.
 Mistakes happen, but when completely avoidable mistakes are no longer the exception, signs often point to understaffing. It should be quality over quantity. If the reverse is true, it's another good indication that it's time to add to the team.

HIRING TIP: Write a job description.
 The process of writing a new job description is often a good exercise to determine whether you should be adding to your team — and we're talking a detailed job description here. It gives you a chance to visualize how many hours of work are actually available for a new employee. Does it fill 40 hours in a week? If so, you're good to go.

RED FLAG #5: New systems are on the horizon.
 We all know how technology can make our professional lives easier by automating certain tasks. The only problem is that the implementation process can slow things down — unless, of course, you bring someone on staff familiar with that technology. Just make sure you determine whether it's a short-term or permanent position.
RED FLAG #6: Staff lack specific skills.

All businesses hit a point when certain responsibilities are best handled by a pro. Do you need help keeping the books? What about someone to manage user experience? Maybe you want to build an online presence that requires the skills of a social media specialist.

Whatever the task or goal, you may not have someone on staff with the expertise necessary to bring it to light. Just make sure to ask yourself whether this person needs to be on staff or hired on a project-by-project basis.

RED FLAG #7: Expansion is in the future.

Expansion is one of the most obvious reasons to hire, which is why we left it for last. But some companies attempt to grow business without adding staff. While possible, you miss out on the opportunity to bring in new talent — talent that can offer new insights and may very well improve operations beyond growth.

If you need any additional information about staffing, or would like help finding talent to fill a role, please contact us today. We'd be more than happy to discuss your staffing needs and develop a plan for recruitment and acquisition.
 Carla McKelvey 2019-04-10T20:58:00Z


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The Crew Seats we have designed meet new requirements for medium and long haul flights, such as those operated by charter and low cost carriers, where long round-trip sectors might otherwise require additional crew.
They provide a 45 degree angle of recline for relaxation or sleep, together with a leg rest and foot rest, yet they stow into a compact 214mm. Doubling as a jump seat for taxi, take off and landing (TTL) they are usually positioned by the exits, which demands that they occupy as little space as possible.
The locker provides storage for portable breathing equipment, life jacket, torch and first aid kit.
Made largely in carbon composite, they are very light and complement the design of Blue Sky's passenger seats.

subset: commoncrawl


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Is Blockchain going to disrupt all of technology and finance? Or is that mostly just hype? This seminar will help you understand the technology underlying Blockchain and get a sense of its promise, perils and limitations. Blockchain is the underlying technology that enables cryptocurrencies like Bitcoin and Ethereum. To its proponents, however, the Blockchain is nothing less than a radically new way to address foundational issues in technology, banking and commerce. It could enable cheaper money transfers, easier identity-verification and new modes of commerce via smart-contracts. However, much of this promise is yet to be realized-- there are many unresolved questions about its applicability in the real world. Our panel of distinguished experts will help you to better understand this technology and its uses.
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Poetry Challenge #67-Are You Blue? or Green? or Purple?
End of the year-post/mid holiday crush check in time . . .
Poetry Challenge #67
Are You Blue? or Green? or Purple?
Look around the room. List as many things as you can see that are that color. Look again. Find one more.
Pick one or more items on your list and write about them. What is it? Where did it come from? How long have you had it? Is it useful? Do you need it? Do you want it?
When you're finished, try to cut 10 words from your poem. Play with your word choices to add better sounds, rhythm, or rhyme.
Set the timer for 7 minutes.
Start writing!
Don't think too much, just do it!
*Cindy Faughnan and I began this 7-Minute Poetry Challenge 988ish days ago. We now take turns creating our own prompts to share with you. If you join us in the 7-Minute Poetry Challenge let us know by posting the title, a note, or if you want, the whole poem in the comments.


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Atlanta, USA, 10 April 2006: Intergraph Corporation and TerraGo Technologies announced that MAP2PDF versions for Intergraph product lines GeoMedia and Digital Cartographic Studio (DCS) are now generally available. GeoPDF embeds geospatially referenced data for map coordinate readouts, distances and bearing information in an easy to understand PDF format.
The new MAP2PDF will export geospatial data from GeoMedia or DCS to a georegistered PDF with layers and feature attributes. This GeoPDF can be distributed and used in connected or disconnected modes with TerraGo's free Adobe Reader software. Users are able to view maps, turn layers on and off, query attributes, display coordinates, GPS track and create redlines and notes.


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They rigorously examine the broken automobile and submit their survey report with the insurance coverage firm who will review and examine it in accordance with the recommendations mentioned therein The same old observe …
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In case you cancel your coverage mid-term, amend it (for example by shifting out of the registered deal with) or there are not at the very least two policies on the …
This consists of the make and mannequin, plus the age and worth of your automotive (each make and model of automotive is allocated to an insurance coverage group , which helps decide your premium. Concerning states where legal responsibility insurance is required, some states don't let drivers register automobiles with out showing proof of legal responsibility insurance, whereas other states only require proof of insurance coverage upon request, usually on the scene of an accident.
The IDV of the vehicle is to be mounted on the basis of producer's listed selling worth of the model and mannequin as the automobile proposed for insurance at the commencement of insurance coverage/renewal and adjusted for depreciation (as per schedule specified below) The IDV of the facet car(s) and /or equipment, if any, fitted to the vehicle however not included in the producers 's listed selling price of the vehicle can also be likewise to be fastened.
With the main points of the registration of the Vehicle, the date of switch of the automobile, the previous owner of the car and the quantity and date of the insurance coverage in order that the insurer could make the necessary adjustments in his record and points …
For further details on how we use cookies on our website, simply visit our In formation on Cookies page. Take out or hold an eligible coverage by 28 October 2017 for your probability to win $250,000! Because of this, in most of the international locations, the automobile insurance coverage is available just for the individuals, who drive their automobiles. In a scenario like this, engine failure isn't covered in a car insurance plan.
Use our Comparitron software to match automotive insurance coverage savings towards other insurers. Families may be fascinated about our RAC Multicar Insurance , while new drivers might lower your expenses with a Black Box Insurance policy. To take the time to get quotes from the corporate that you'll find, you will start to comprehend that whereas some firms could offer you a lower cost, not all of them could have flexible payment terms.
Get quotes for automobile insurance coverage with no deposit or no cash down with particulars of all the expenses that are inclusive of the auto quotes. Objective of the car: Should you use the automotive for commercial causes, you have to to pay a better premium amount.
The coverage shall be obtainable just for …
Your browser model is no longer supported, so you could expertise points whereas using this site. Damages brought on by an insured automotive are additionally lined by a motor insurance coverage coverage in India. In the event you do make a claim, your low cost will usually be much less on the next renewal if your insurance coverage firm can't get their a refund from the person accountable.
In case you are younger than 25 years of age and also you're looking to buy Car Insurance coverage you'll quickly discover out that your age plays a giant role in how companies assess your threat, and in the end your premium. Below the Quebec Vehicle Insurance coverage Act, you have to have no less than $50,000 in liability coverage, but most people go for $1 million or $2 million.
The automobile proprietor who registered didn't even care on CTPL insurance coverage, so far as they're concerned, buying a CTPL (whether fake or not) is part a of procedures to make the transaction accomplished in in the future. Greater than probably, any modifications you make to your car will come in the type of a credit score towards your future billing.
The …
Please confirm your language and province so we can present the merchandise and provides available to you. Vehicles might be labeled in line with vehicle class, sort, class, producer, mannequin, color and so forth. To initiate the method, insured is required to submit an in depth estimate of loss to the insurance coverage company. With NCD Safety, drivers could make a claim without losing the NCD they've constructed up – although the number of claims allowed over the course of a time frame will differ from coverage to policy.
Liability insurance coverage sometimes does not defend the coverage holder in the event that they operate any vehicles aside from their own. In some states, such as New Jersey, it's unlawful to function (or knowingly enable another to function) a motorcar that doesn't have legal responsibility insurance coverage coverage.
The chance of bodily harm, and even dying, when the opposite driver gets indignant after being hit by an uninsured vehicle. It is rather essential know that every state has completely completely different insurance coverage coverage essential protection and authorized pointers. Uninsured auto insurance coverage will cover you for damages within the occasion of an accident with an uninsured motorist.
The policies …
Your browser model is no longer supported, so you may expertise points while utilizing this website. Telematics: For those who're a young or inexperienced driver, black field policies could make insurance coverage more reasonably priced. Underneath 25's pay more, however you may get lower premiums if can put a driver over the age of 25 with a superb driving file on your policy as a named driver.
On 1 March 2011 the European Court of Justice in Luxembourg ruled that gender might not be utilized by insurers to set car insurance coverage premiums. The level of auto insurance that someone might want relies on the monetary circumstances of the person concerned and the price of the automotive involved.
By using this site, you agree to the Phrases of Use and Privateness Coverage Wikipedia® is a registered trademark of the Wikimedia Foundation, Inc. Examine the exact same coverages at a handful of companies and instantly see one of the best value. In case your car will not be of a high worth, you possibly can get third occasion cowl and make quite a saving in comparison with fully complete insurance.
Within the event of an accident, your car will probably be …
Viera Insurance Agency affords a whole line of auto, motorcycle, and boat insurance coverage for all your car insurance coverage needs. If you want absolute peace of thoughts that you just're lined for all costs you probably have an accident, then you possibly can't go previous Comprehensive Automobile Insurance coverage with all of its optional extras. Insurers will take the group ranking of a automobile in mind when calculating the price of a coverage, so in case your automobile is in a decrease group it is likely to be cheaper to insure in comparison to a mannequin in the next group.
A compulsory car insurance coverage scheme was first launched in the United Kingdom with the Street Site visitors Act 1930 This ensured that each one vehicle homeowners and drivers had to be insured for his or her legal responsibility for damage or loss of life to third events while their car was being used on a public road.
When you select additional voluntary deductible, your insurance coverage provider offers you attractive discounts. Vehicle Affiliation Insurance coverage Companies Restricted is authorised and controlled by the Financial Conduct Authority ( FCA ), Financial Services Register quantity 310562.
Sometimes the rate goes …
With so many car insurance coverage choices on the market, it can be daunting trying to find the one which best suits you. The old certificates of insurance coverage for the vehicle, is required to be surrendered and a charge of Rs.50/- is to be collected for challenge of contemporary certificates within the title of the transferee. You'll enjoy peace of thoughts and your insurance coverage premium will only improve barely.
In simple terms, it is the current market worth of the car taking depreciation into consideration for the purpose of insurance. Enterprise insurance covers your corporation from monetary insecurity ensuing from surprising circumstances. Purchasing for uninsured motorists insurance coverage coverage will defend you from these lawless drivers.
Assuming the test was not cashed, your insurance coverage service will be able to put a maintain on the issued check and difficulty you a brand new examine. Within the example given above, funds for the opposite driver's car could be paid out beneath property damage coverage, and funds for the accidents could be paid out underneath bodily damage protection.
Merely obtain the Desjardins Insurance House-Auto app in your smartphone and activate the Ajusto® part to learn extra about the way in …
Exclusive RAA Member Entry Login in to myRAA to realize access to exclusive Member solely options. Do examine no deposit car insurance monthly cost so as to get an affordability test. Specified Perils: Protects your car from specified perils resembling losses brought on by fireplace, floods, hail or theft. If you should hire another automobile it should usually be much like your individual car.
Staying protected can not only maintain your car insurance premiums from rising; it may show you how to discover reasonably priced insurance coverage from the start. There are three important kinds of automobile insurance – complete, third celebration, and third occasion fire and theft.
Legal responsibility solely Policy: It gives third get together legal responsibility cover for bodily injuries and property harm. Motor-vehicle insurance is obligatory for all homeowners in line with Russian laws. In a non-premium bearing endorsement, you will not be charged something for the modifications integrated within the policy.
A 'Greenslip,' one other name by which CTP insurance is usually recognized due to the color of the form, must be obtained by way of one of the 5 licensed insurers in New South Wales. Majority of the African international locations are lined by …


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Property Code: Sunnysides
Contact Manager for Availability
1 of 11
Contact Manager for Availability
Ocean view, 13 Ashton Street
5 Bedrooms
Sleeps 8
Bedrooms: 1 down with one queen bed,
Up: 1 double, 1 double, 1- 2 twins, 1 twin
Rustic Beach Cottage with wrap around porch and ocean views.
Great central location just steps from the sand at Higgins Beach. This simple, rustic cottage is all you need for a classic beach vacation. Enjoy ocean sights, sounds and smells from the charming wrap around porch.
•5 Bedrooms: (1st Floor): 1 queen. (2nd Floor): 2 doubles, 2 twins, 1 twin
•1 Bath
•Fully equipped kitchen
•Keurig Coffee Maker
•Flat screen TV, Cable **We are not responsible for functionality of cable and internet**
•Parking for 2
Outdoor shower
Gas grill
* Rates are subject to change without notice. Pricing excludes taxes, additional options and fees.
All stays shorter than 28 days are subject to a 9% Maine Lodging Tax and a $49 Vacation Rental Damage Protection Policy. All stays are subject to a cleaning fee.
**We are not responsible for functionality of cable and internet**


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Ali, thank you for your guidance on food and lifestyle. I am feeling like I can handle stress so much better. Your guidance got me back on track
There is a good chance that you have tried it all, quite possibly purchased several diet books and tried multiple "programs".
It can get frustrating, and the challenge with these programs is that WE are all individuals.
To truly break free of the diet culture and to truly feel healthy we must tap into our body's innate intelligence and learn how to optimize OUR own health.
There are several ways to work with me, the most popular is through individual packages (or couple nutrition). My clients feel fully supported because all packages include weekly calls along with unlimited email correspondence.
Together we will create a healthy, empowering and nourishing relationship to food and your body for life.


text: Replacement Windows and Doors in Sandy We know the satisfaction you take in your Sandy home, so we craft windows and doors that enhance its beauty and provide improved energy efficiency. Are you planning an upgrade? Creating a new home? Either way, the experts at Pella Windows and Doors are ready to work with you to find the right solution. Our history of quality grew together with our product line: from wood windows to vinyl windows to fiberglass windows to our entry and patio doors. Choose from our large selection or let us customize something unique. It'll all be done with service that puts the customer first—and warranty protection that puts you at ease. A replacement window or door should reflect your home's taste and personality. Our team of professionals will help you find the windows or doors that turn your dreams into reality. Bow windows can best fit the needs of homeowners looking to bring additional natural light into their room. With four or more connected windows adding a gentle curve toward the outdoors, bow windows bring new angles to let more light into your house. When considering doors, the Architect Series® line of exterior doors features both the traditional, natural look of wood as well as wood-finished fiberglass options needing less care. Based on the window or door style, intended function and your budget, there is a wide assortment of customization choices available. A palette of colors, finishes, grilles and trims can establish your look, while our hardware options provide distinct, stylish touches. Add increased function to your windows with available innovative features such as energy-efficient glass options and between-the-glass blinds and shades. From the beginning of your replacement journey, you'll find a partner in Pella Windows and Doors dedicated to making the work a snap. Since we opened in 1925, we've made a tradition of not only meeting customer needs, but going beyond them. We're always seeking the best way to bring your home design dream to reality. Before you begin your next project, remember this: Pella® windows and doors will inspire, and bring innovation and beauty to your home. Explore our website, then give us a call at 385-203-8083 or stop by our nearby showroom in Salt Lake City to set up a free, in-home consultation.