text:
Staffmark Blog Staffmark Blog https://blog.staffmark.com/home/-/blogs/rss 2019-12-14T10:32:51Z 2019-12-14T10:32:51Z Tis the Season for Giving: Gift Ideas for Your Employees Staffmark https://blog.staffmark.com/home/-/blogs/tis-the-season-for-giving-gift-ideas-for-your-employees 2019-12-05T15:18:52Z 2019-12-04T09:24:00Z
You shouldn't need an excuse to show your team just how much you appreciate all they do for your business. After all, your gratitude can go a long way to improving job satisfaction for employees. It's also been known to improve productivity at work.

But you couldn't pick a better time of year to make a habit of saying thanks, and one way of doing this is obviously with a holiday gift. While this isn't to say that gift-giving is ever mandatory, or that it's even allowed, you should know that there's a right way and a wrong way to show your gratitude during the holidays.

The following are some of the best holiday gifts to give employees:

Coordinate a holiday event.
 Life experiences often outweigh gifts. In fact, research shows that people who spend money on experiences rather than things are happier and feel the money was better spent. Instead of hosting a traditional holiday party, consider coordinating a shared experience for your team. Take employees to a big sporting event, escape room, or even something touristy.
Skip the tchotchkes.
 Imagine buying every single person in your family a pair of socks this holiday season. Sure, the gift is useful — but not all that thoughtful. That's the message you send when you buy employees the exact same tchotchke, even a practical one. If you can't afford a gift, then it's often better to give nothing at all — or at least donate the funds to a local charity. Tis the season of giving.
Give back to the community.
 If you don't yet offer a workplace-giving program, there's no better time of year to start. Studies show that 67 percent of people would rather work for a company that supports social initiatives. What's more, corporate social responsibility can improve employee loyalty by as much as 38 percent. Offer matching gifts and support staff volunteerism to give back to both your team and the community.
Sprinkle in a little flexibility.
 Talk about a gift that won't cost a thing, offering flexibility does little impact to your business while helping reduce some of the stress your employees will feel this time of year. Consider letting people work from home, come in late, or leave early when needs be. It may take a bit more coordination on your part, but nothing builds trust within your team more than some flexibility on your part.
Consider extra time off.
 While not all companies can close down during the holidays, you may still have the means to give the gift of time in other ways. Maybe a few hours off prior to the big day would be useful to get some last minute shopping done. If business allows, you may find the time to give employees an additional day off, allowing them to extend their vacation and come back more refreshed than ever before.
Send a personalized message of appreciation.

If you're opting to send a holiday card to your team this season, coordinate your efforts with your management team and include a heartfelt message in each card. Let your staff how much you appreciate their contributions, and don't forget to include specifics. It'll show that you're aware of exactly what they do for your business.

Choosing the perfect holiday gifts will be different for each business. If you plan on giving gifts this time of year, to make sure you give a little thought to the item or experience.
 Staffmark 2019-12-04T09:24:00Z What is Servant Leadership? Geno Cutolo https://blog.staffmark.com/home/-/blogs/what-is-servant-leadership- 2019-11-21T21:42:19Z 2019-11-21T20:00:00Z
By: Geno Cutolo, CEO of Staffmark Group

"If your actions inspire others to dream more, learn more, do more, and become more, you are a LEADER." – John Quincy Adams

Years ago, a man introduced himself to one of our branch office teams at a job fair. He shared with our team that he was on the verge of being evicted from his apartment and needed to find a job quickly. Luckily, we were able to expedite the screening and hiring process and place him on an assignment just two days later.

Times were tough, however. He did not have a car, so he walked to work every day. Despite this challenge, he always arrived 30 minutes early, and he proved to be a dedicated, hard-working employee. After some time, he was able to save enough money to purchase a car. Soon after, he began driving his co-workers to and from work each day, even on his days off. Over the years, he has driven well over 100 co-workers to and from work – all because he didn't want anyone else to struggle as he once did.

That is a great example of servant leadership. Does this employee hold a leadership or management role at his workplace? No. Is he a servant leader? Absolutely. This valued employee puts the needs of others before his own, and he is enabling others to achieve their goals.

How to become a servant leader

While the term "servant leadership" is sometimes used to describe CEOs, executives, and managers within a workplace, I believe that anyone can be a servant leader. It has nothing to do with the hierarchy of an organization. Each of us has the power to lead and encourage others.

I love author Ken Blanchard's perspective on this topic. He says that servant leadership starts with our daily habits and how we begin our day. In an online course on servant leadership, Blanchard noted that we have two selves: our external task-oriented self and our thoughtful reflective self. He said that while the task-oriented self is hyper-focused on getting things done and executing tasks, it is difficult for this self to have a heart of serving others.

Blanchard says that we need to stop rushing out of bed each morning. Instead, take some time to be reflective and set a purpose for the day. He challenges us to begin our day by asking: (1) How do I want to be remembered and (2) what are my values? And then he suggests that we end our day by asking: (1) What did I do today that made me feel good and (2) what do I wish I could do over? I would also add another question to this list: What am I grateful for?

Examining your life at the start and close of the day is a great way intentionally set the tone for your professional and personal life. The iconic Socrates quote reflects this same philosophy: "The unexamined life is not worth living."

The power of gratitude

For me, gratitude is the foundation of servant leadership. Being truly grateful for the people in our lives makes it natural for us to put others' needs before our own. Living a life of gratitude has had a transformative effect in my life.

At this time of year, I find myself reflecting even more than I usually do. Our year is coming to a close, so we're closely monitoring our goals and reviewing everything that we have accomplished over the past year. Thanksgiving is also just around the corner, which is a time when all of us should reflect and give thanks. As I've taken more time to examine my life, our company, our people, and how we can serve, I find that I am filled with gratitude. And this gratitude fuels me to want to do more and help more people.

I'm so thankful for this industry and our ability to help others, and I would like to take this opportunity to thank all of the people who are part of Staffmark Group. Our company exists to serve – to serve our talent by helping them find meaningful work and to serve our customers by helping them build a strong workforce. Providing career opportunities is a sacred responsibility, and it's a privilege to impact the lives of our employees, help them advance their career, and make their lives better. No matter what role you play in this process – whether you are on the serving or receiving end – I appreciate you!

Each of us has the power within to be a servant leader and pour goodness into the lives of others. Whether you are temporary employee, a new hire, a tenured employee, or an executive leader, I encourage you to follow Blanchard's advice: get into the habit of entering your day slowly and examining your life. Live a life of service and have an attitude for gratitude, and you – and everyone you have served – will have a more fulfilled and successful life.

Happy Thanksgiving!
 Geno Cutolo 2019-11-21T20:00:00Z Get Your Copy of Our 2020 Hiring & Salary Guide! Staffmark https://blog.staffmark.com/home/-/blogs/get-your-copy-of-our-2020-hiring-salary-guide- 2019-11-15T20:11:20Z 2019-11-15T20:02:00Z
Knowledge is power. And that's exactly why we create an annual Hiring & Salary Guide for employers – to share our expertise with you! We gather insight from our in-house recruiting team and poll our network of hiring managers, and then we use this collective feedback to create a guide that accurately represents today's hiring environment.

Below are four of the seven trends that are included in our 2020 Hiring & Salary Guide. Check them out, and then contact your local office to receive your FREE copy to read all seven trends and see salary data for your industry and market.

2020 Hiring Trends

The demand for jobs continues to exceed the supply of workers, and employers are feeling the crunch! In July 2019 alone, the number of job openings in the U.S. was at 7.2 million, yet only 6.0 million of those jobs were filled. The job market is tight — there's no denying that. To compete, companies need to implement effective recruiting strategies and develop a culture that makes their current workforce want to stay.

There are a number of factors that impact employment: economic changes, technological advances, and generational differences, to name a few. Take note of how these factors play into the following hiring trends.

Trend #1: An "Always Recruiting" Mindset

The number of employees quitting their jobs is at an all-time high. The quit rate (the rate at which employees voluntarily leave their jobs) is at 2.3 percent – the highest it's been in 15 years (Bureau of Labor Statistics, September 2019).

With this in mind, rather than posting a job every time a role needs to be filled, companies are continuously monitoring and providing employment opportunities to qualified candidates. This may include setting up active employee referral campaigns, developing employer branding to differentiate from the competition, maintaining communication with candidates who have expressed interest in the past, and/or partnering with a reputable staffing agency.

Trend #2: Relaxed Hiring Criteria

U.S. job openings hit an all-time high in 2019, resulting in a talent shortage (U.S. Labor Department). In response, many companies have adjusted education and/or experience requirements in an effort to widen their talent pools.

If you've considered relaxing your hiring criteria, consider these steps:

Review the job requirements. Separate out your "must-haves" from your "nice-to-haves," and use this information to rework the job description.

Document the reasons for the change for internal tracking purposes and to protect the company from potential legal concerns.

Reevaluate the interview process. A change in job requirements often means a change in how you screen and filter applicants, including the interview questions you ask.

Look into skills assessments. If a job no longer requires a degree, yet certain skills are necessary, include a skills-based assessment in the interview process.

Track your candidates to make sure the quality of talent isn't affected by any changes. If you don't see improvements in the quantity of applicants, make further adjustments.

Trend #3: Same-Day/Week Hiring

Top talent are off the market in just 10 days, yet the average interview process is now clocking in at nearly 23 days, up from 13 days in just under a decade (Glassdoor). To speed up the hiring process, many companies are now making job offers the same week as the interview, and some are even committing to same-day hires.

If your organization is unable to reduce the time-to-hire, every effort should be made to keep candidates informed and engaged throughout the process. If not, they will look into other options and lose interest.

Trend #4: Compensation Planning & Adjustments

The Society of Human Resource Management recommends conducting a compensation review at least every three to five years to ensure wages align with the company's needs and the labor market. Companies that regularly review their pay structure are better positioned to catch issues before they affect employee engagement and the organization's ability to attract and retain talent.

If your company's salaries have remained stagnant over the past few years, you may need to increase pay at a higher rate just to catch up. If your budget doesn't allow this increase, establish a compensation plan where you offer incremental increases over a period of time. For example, give employees a pay raise every six months until their salaries fall within industry standards. If you go this route, be transparent and share the compensation structure and goals with your team.

Get Your Copy of Our 2020 Hiring Trends & Salary Guide
 Contact your local office to get a printed copy off all seven trends and a custom salary guide for your area and industry. We can also provide personalized hiring advice catered to your specific challenges and needs. We look forward to helping you! Staffmark 2019-11-15T20:02:00Z You Nailed the Interview, But Didn't Get the Job. Why? Carla McKelvey https://blog.staffmark.com/home/-/blogs/you-nailed-the-interview-but-didn-t-get-the-job-why- 2019-10-24T21:03:24Z 2019-10-24T19:42:00Z
You interviewed for a great job and knocked it out of the park. It's only a matter of time before you hear the job is yours. But when the call finally comes, there's no mention of a start date. There's no negotiation over pay. There's just the words, "We've decided to go another way."

In the hiring process, the reasons why someone doesn't land the job falls on the shoulders of one of two parties.

It's Not You, It's Us
 Not getting the job doesn't necessarily mean you did something wrong. You could've nailed the interview, even ending up as the number-one choice on their list and still walk away without an offer. Here are a few reasons why a potential employer can't bring you on:

Changing finances.
 Timing is everything in business, and occasions do arise when a company realizes that it no longer has the funds for a role. Sometimes, it's the result of a change in the company's financial situation. Other times, it's due to not getting the budget approved prior to posting the job. Whatever the reason, finances can tie the hands of an employer, and it happens more often than you think. So, don't worry that you should've asked for less. If the money isn't there, it's just not there.

Promoting internally.
 Going with an internal candidate is probably one of the most common reasons people lose out on a job, especially when an employee is deserving of a promotion. And let's not forget, it's often more cost-effective to train inside talent.There's also something to be said for the knowledge that person brings to the role and the established relationships with other company members, making for a more seamless transition.

Reclassifying the position.
 A change in duties, responsibilities, or requirements could affect the job. And what was once an ideal position for you may no longer be the case. In fact, they could end up scrapping the role altogether.

Implementing a hiring freeze.
 It isn't uncommon for companies to go through a hiring freeze at a moment's notice. When someone exits a position — particularly someone in the C-suite, for example — a company may decide to hold off on hiring any new talent until that seat is filled.

Exiting of the hiring manager.
 The person who's handling the interviews could be in the middle of his or her own job search. If that person ups and leaves, you could fall out of the running for no other reason than the left hand no longer knows what the right hand is doing.

It's Not Us, It's You
 Even when someone is a perfect fit for the job, there are things a candidate can do to sabotage his or her chances. Most of them happen during the interview. The following are just a few examples of how you may be getting in your own way:

Showing up late.
 You only have one chance to make a good first impression, and arriving late isn't the way to do it. No matter the excuse, it gives the impression that you're not good at keeping track of time. Who's to say you won't do the same once hired? Showing up late is also an indication of your preparedness. The hiring manager may question whether he or she can trust you to get your work done in a timely manner. Do everything in your power to show up on time — if not early.

Arriving unprepared.
 You obviously want to ask questions during the interview, but your first question should never be, "So…what do y'all do here?" The interviewer expects you to know a few basic facts. Research the company, and then ask informed questions during the interview. It shows interest in the job.And please don't do your research in the lobby while you wait. The interview starts as soon as you walk in the door. Like arriving late, fiddling with your phone could give people a bad first impression. Can they trust you not to do the same thing during the workday?

Veiling strengths as weaknesses.
 You're not fooling anyone (or doing yourself any favors) by saying, "I work too hard." Or, worse yet, "I don't have any weaknesses." You may need the job, but that employer just wants to figure out if you're a good fit for the position and the organization. Plus, you could turn off the interviewer right then and there. Everyone has at least one weakness, so take an honest look at yourself. Saying, "I'm too critical of myself" or "I'm unfamiliar with your software" are much better options.

Taking jabs at past employers.
 An interview isn't the right time to complain about a previous job or boss. You'll come off as unprofessional and petty — a big turnoff on both accounts. Besides that, how well you got along with a past employer is a good indication of how well you'll get along with this new one. And with the world getting smaller by the day, you never know who knows who. You could be badmouthing someone connected to your interviewer.

Discussing pay.
 Salary is important, but there's a time and a place for its discussion during the interview process. Leave it to the interviewer to bring it up. Broaching the topic yourself can make it appear that money is the reason you applied for the job. When the talk does come up, make sure you prepared an answer. Feel free to give a range, and make sure that the range is consistent with the listed salary or the average pay for someone in a similar position.

It's never easy to lose out on an opportunity. It's even doubly true when that opportunity is the job of your dreams. Just remind yourself that there's another opportunity around the corner, and then do everything possible to prepare.

We are here to help! Our recruiters are great resources to help you get prepared for that next interview. Reach out today to get started!
 Carla McKelvey 2019-10-24T19:42:00Z 4 Tips When You Have Temp Work to Include on Your Resume Stacey Lane https://blog.staffmark.com/home/-/blogs/4-tips-when-including-temp-work-on-your-resume 2019-10-10T20:41:01Z 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 Change Management: How to Build a Team that Embraces & Cultivates Change Geno Cutolo https://blog.staffmark.com/home/-/blogs/change-management-how-to-build-a-team-that-embraces-amp-cultivates-change 2019-10-03T17:47:07Z 2019-10-03T17:24:00Z
By: Geno Cutolo, CEO of Staffmark Group

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 2019-10-03T17:24:00Z Why Candidates are Turning Down Your Job Offers Carla McKelvey https://blog.staffmark.com/home/-/blogs/why-candidates-are-turning-down-your-job-offers 2019-09-26T18:02:56Z 2019-09-26T17:58:00Z
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 2019-09-26T17:58:00Z Happy National Staffing Employee Week 2019! Geno Cutolo https://blog.staffmark.com/home/-/blogs/happy-national-staffing-employee-week-2019- 2019-09-16T19:36:15Z 2019-09-16T19:16:00Z
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 2019-09-16T19:16:00Z 6 Tips for Hiring the Best Seasonal Help Stacey Lane https://blog.staffmark.com/home/-/blogs/6-tips-for-hiring-the-best-seasonal-help 2019-09-12T18:50:35Z 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://blog.staffmark.com/home/-/blogs/seven-ways-to-boost-your-job-satisfaction 2019-09-05T22:49:57Z 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://blog.staffmark.com/home/-/blogs/10-low-cost-employee-retention-strategies 2019-08-21T21:49:28Z 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://blog.staffmark.com/home/-/blogs/how-volunteering-can-help-you-land-you-a-job 2019-08-15T21:54:08Z 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://blog.staffmark.com/home/-/blogs/crush-your-goals-with-an-intention-a-plan 2019-07-31T14:45:29Z 2019-07-31T07:30:00Z
"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 2019-07-31T07:30:00Z What is Employer Branding - And How Can It Help You Attract Job Candidates? Stacey Lane https://blog.staffmark.com/home/-/blogs/what-is-employer-branding-and-how-can-it-help-you-find-job-candidates- 2019-07-11T22:07:31Z 2019-07-11T10:00:00Z
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 2019-07-11T10:00:00Z Should You Follow Up After a Job Interview? Carla McKelvey https://blog.staffmark.com/home/-/blogs/should-you-follow-up-after-a-job-interview- 2019-06-27T15:55:55Z 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 Ever Received? Stacey Lane https://blog.staffmark.com/home/-/blogs/join-the-conversation-what-s-the-best-career-advice-you-have-ever-received- 2019-06-20T21:25:49Z 2019-06-20T21:19:00Z
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 2019-06-20T21:19:00Z Can We Talk? Using Technology to Engage with Candidates Staffmark https://blog.staffmark.com/home/-/blogs/can-we-talk-using-technology-to-engage-with-candidates 2019-06-13T20:49:16Z 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. Staffmark 2019-06-13T20:42:00Z Checklist: How to Hire & Retain the Best & Brightest New Grads [Whitepaper] Carla McKelvey https://blog.staffmark.com/home/-/blogs/checklist-how-to-hire-retain-the-best-brightest-new-grads-whitepaper- 2019-06-06T21:07:12Z 2019-06-06T20:59:00Z 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 2019-06-06T20:59:00Z The Skilled Trades Talent Gap - and How Having a Military Hiring Strategy Can Help You Overcome It Staffmark https://blog.staffmark.com/home/-/blogs/the-skilled-trades-talent-gap-and-how-having-a-military-hiring-strategy-can-help-you-overcome-it 2019-05-29T18:22:12Z 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.
 Staffmark 2019-05-29T18:11:00Z Tips for Making the Transition from the Military to the Civilian Workforce Staffmark https://blog.staffmark.com/home/-/blogs/tips-for-making-the-transition-from-the-military-to-the-civilian-workforce 2019-05-22T21:07:01Z 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.
 Staffmark 2019-05-22T21:03:00Z


text:
Compressed Charcoal Squares 2 packs
by General's
General's Compressed Charcoal are extra smooth, and most conveniently used by breaking into smaller pieces. The flat edge may be used for broad strokes, or sticks may be sanded to a fine point for detail work. Drawing may be blended with a soft point, such as a paper stub, tortillion, or chamois.
Available in 2B, 4B, and 6B. Sold in packs of 2.
?Ask a question about this product
Be the first to write a review on this product!
Share this Product
Enter Quantity & Click 'Add to Cart'
Please wait...
You May Also Like...
How to get VIP Club Prices
Anyone can be a VIP Member with:
Only $25/year
Learn More »
Tips For Your Question
Your email will not be shared. We will only use your email address to respond to your question. When asking your question, please be as descriptive as possible, it will allow us to give you the most accurate answer possible.

subset: commoncrawl


text:
Esterchem Park Chestnut Walk Cheddleton Staffordshire United Kingdom ST13 7BJ View with Google Maps
This website is part of the Pitchero Rugby Union network. Create your own free Rugby Union club website with Pitchero.
Digital advertising by Minute Media
© Pitch Hero Ltd 2008-2019
Pitch Hero Ltd Registered in ENGLAND | WF3 1DR | Company Number - 636 1033


text:
Houston Symphony Orchestra
Houston Symphony Orchestra. Founded in 1913 with 33 players, the orchestra reorganized in 1930 and presented its first full season of concerts in 1931. Among its important conductors have been Ernst Hoffman (1936–47), Efrem Kurtz (1948–54), Leopold Stokowski (1955–61), Sir John Barbirolli (1961–67), Sir André Previn (1967–69), Lawrence Foster (1970—78), Michael Palmer (1979–81), Sergiu Comissiona (1979–88), Christoph Eschenbach (1988–99), and Hans Graf (2000–). The permanent home of the symphony is the Jesse H. Jones Hall for the Performing Arts, which opened in 1966 as part of Houston's Civic Center. Summer performances take place at the Cynthia Woods Mitchell Pavilion and the Miller Outdoor Theatre.
The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved.
See more Encyclopedia articles on: Music: History


text:
For our project we should use mind maps to visualize what we want to communicate. This is what Wikipedia define as a Mind map:
A mind map is a diagram used to represent words, ideas, tasks, or other items linked to and arranged around a central key word or idea. Mind maps are used to generate, visualize, structure, and classify ideas, and as an aid to studying andorganizing information, solving problems, making decisions, writing and speaking.The elements of a given mind map are arranged intuitively according to the importance of the concepts, and are classified into groupings, branches, or areas, with the goal of representing semantic or other connections between portions of information. Mind maps may also aid recall of existing memories.Now, this is an interesting video that shows up how to create a mind map:


text:
Last week, I had to urgently fly back to North America on a personal emergency and given the urgency of the situation, at around 08:10 hrs IST on Mar17, I logged onto flightnetwork.com to book two tickets, one departing from Chennai in the wee early hours of Mar18 and planned to do the BLR-MAA route by car.
IME, the e-tickets are usually emailed within an hour but when both credit cards were debited multiple times, with no sign of the e-ticket until noon, I tweeted and dented and also filled out a customer service form with dimming hope on the Flightnetwork website.
The easier option was to call the airline before leaving Bangalore, so I called up JetAirways to confirm that I _was_ booked and confirmed to fly out within 12 hours. I didnt want to reach Chennai and learn that I didnt have a confirmed ticket. But, as I suspected, Jet said that flightnetwork.com had not sent them the booking details --This despite my credit card being debited in Dollars by flightnetwork.com, within one hour after booking via their search engine/travel portal for both tickets actually.
The Jet Airways staff understood the emergency and were kind enough to issue me a PNR despite the flightnetwork.com not sending them the booking details on time. I explained that I could not call the portal office as it was outside of their office hours and left BLR for MAA hoping that it was just a software glitch and the email would arrive en-route.
Nothing of that sort happened.
We reached Chennai at 7:30pm, my flight a mere four hours away from departure and the portal had still not sent me the e-ticket. Jetair kept insisting that even though they had issued me a PNR, the portal had to send them the details. In desperation, I called the Flightnetwork.com help desk from Chennai only to be connected to Ms.AM after 3-4 multiple attempts. I gave her the reservation code and when asked why my bookings were not confirmed after 12 hours had passed, she yells back "do you want to argue or let me book it now?". Err...what was she and flightnetwork.com doing for 12+ hours then?
Ms.AM was rude, belligerent and argumentative, despite the emergency situation being explained to her, after much prodding gave me the wrong e-ticket booking number, blamed the delay on "quality checks", etc ... and disconnected the line when I asked to speak to the manager.
Pft$@^$... puhleze, a quality check when my flight was leaving in around 4 hours and I didnt have a ticket? Kidding me? Strangely, the flightnetwork.com software system was prompt enough to issue instructions to debited both credit cards as soon as the tickets were booked (more than 12 hours earlier) but failed to issue tickets--especially since their TOS clearly states 'no refunds' for missed flights. What a scam!
To cut a long story short, I managed to travel that day because the Jet Airways staff were polite, understood what customer service was about in an emergency, were prompt enough to issue my tickets (against just a PNR) after taking the portal name and booking reservation numbers.
Flightnetwork.com's CTO had seen my tweets, emailed me and apologised, I had replied, and that was that. I thought it sums up my stressful 12-hour experience with flightnetwork.com and I travelled on. Wrong....there was more ...read on.
However, later that day, an employee from the sales team sends me this email:
Thank you for sending us your email. In regards to your concern that you had not received your electronic tickets, kindly note our office hours are between 9:00am EST to 10:00pm EST, so we were unable to send you your electronic ticket until we were open. When emails are sent to sales there is also a message generated to advise we will answer within 24 to 48 business hours as they do take time to distribute.
Please note we have sent your ticket this morning however I have just resent it to you in case you did not receive it. The ticket was issued last night, which means if you were to cancel there would be a cancellation fee of $200.00 CAD and then you would receive a refund to your credit card.
If you would still like to cancel please call us at 1-800-671-5032 as our agents would be happy to assist you. We are open until 9:30pm EST tonight.
24 to 48 business hours? WTF? seriously,
what if I am in an emergency and my flight leaves within 12 hours of booking?
What is the traveller supposed to do? ... wait for your operational 24 to
48 business hours to travel?
Its the "I dont care a damn about you" attitude reflecting in his email and scant regard for the paying traveller that prompted me to blog about my lousy experience doing business with flightnetwork.com.
I'd rather stick to cheaptickets.com or my local travel agent --the latter, besides getting me the same route for 100 dollars less, would never use weasel words like 'quality checks', non-office hours and TOS. He just delivers sans the marketing jargon and crappy excuses. Period.


text:
|Hampton, N.Y.
|High School:
|Minisink Valley
2013: Scored in five of UMBC's six meets and helped the Retrievers capture the 2013 America East Men's Cross Country championship at Binghamton… Placed 12th overall in Vestal, N.Y. with an 8k time of 25:25.27 as UMBC won its first conference title since 2005… Finished 11th at the America East Pre-Conference Meet to open the season on Sept. 7 with a time of 26:03.3… Recorded a career-best 8k time of 24:52 while placing 47th at the Princeton Invitational on Oct. 19… The time ranks as the sixth-fastest in school history for that distance… Also scored at the Navy Invitational, finishing 17th (25:07.39), and the Paul Short Invitational at Lehigh (25:22)... Recorded the eighth-fastest 10k in school history at the NCAA Mid-Atlantic Regionals, completing Lehigh's Goodman Course with a time of 32:02.
2012: Competed in six of the Retrievers' seven meets, scoring five times, including at the NCAA Mid-Atlantic Regionals at Penn State… His 10K time of 32:02.05 at the regional meet ranks as the fourth-fastest in UMBC program history… Placed 19th overall at the America East Championships at New Hampshire to help the Retrievers earned their best team finish, third, since winning the title in 2005… He completed the College Woods 8K course with a time of 26:17.36… Ran his top career 8K time, 24:59.35, two weeks earlier at the Princeton Invitational to place 36th and help UMBC finish fifth overall… This time ranks fifth in the school record book… Set a career-best 5K time in the season-opening Spider Alumni Open at Richmond to record the second-fastest time in program history, 15:31.80… Named to the America East Honor Roll.
2011: Competed in five of the Retrievers' six meets, but did not score in any of them... Ran a career-best 8k time of 26:19.23, finishing in 57th, at the America East Conference meet... Placed a career-best 20th at the Mount St. Mary's Dual meet... Recognized on the America East Commissioner's Honor Roll.
Background: Named Most Valuable Player of Minisink Valley in indoor track and field in 2008-09 and 2009-10… Also named MVP in cross country and outdoor track and field his senior season… Is a part of multiple school relay records.
Personal: Son of Robert and Evelyn Albino… Has two brothers, Kevin and Eric… Majoring in psychology and would like to become a track and field coach… Born June 23, 1992.


text:
Our 24-hour help desks for all aircraft material supply you as fast as possible
Our dedicated Airline Support Teams provide Aircraft On Ground AOG services on-site
Start creating your management summary by adding relevant items from any page.
Find the right capabilities for your needs with our capability finder.
This website uses cookies to ensure you get the best experience on our website. By using this website, you agree to our cookie policy. Terms


text:
The last time Urban Decay released a Naked Palette it was like Christmas Eve in the frozen meat department at Asda; everyone was desperate to get their paws on a set.
I liked the first one, although you know how I feel about cardboard packaging (not a fan). Naked 2 palette, launching officially next year in the UK and today (1st December 2011) on Urbandecay.com comes in…a tin! A TIN! Call me a nutter but this is a deal breaker for me.
Here is the palette – this year it comes with a mini lip gloss:
The palette comes with 12 shades, a large double ended brush and a big long mirror, great if you have a wide face.
Colours are:
Oh wait, let's have another look at the tin first. It's a bit too big to carry round in the bag, but it's perfect to use every day and to keep in the big make up bag. It would make an excellent weapon.
It's a tin! A tin! No more stupid cardboard!
Let's try again – colours are:
1. Foxy – Matte Cream
2. Half Baked – Gold
3. Booty Call – Shimmer pale pink
4. Chopper – Bronze, a bit glittery
5. Tease – Matte mushroom
6. Snakebite – Dirty cool brown
7. Suspect – Mid toned cool greyish tone colour. Silvery.
8. Pistol – Silvery Taupe
9. Verve – Silvery metallic
10. YDK – Knockout gold metallic foiled fawny type shade
11. Busted – Deep rich cool toned brown
12. Blackout – Rich matte black.
The group:
There is such a great selection of Naked shades in here – from truly naked like the matte cream and matte mushrooms, but enough glitter and metallics to do a smoky eye or really do something fun and interesting. A teal eyeliner with this palette is screaming at me!
Even the brush is decent – you know palette brushes are usually rubbish? This is like a proper brush you would pay for individually.
First 4 colours – I love my matte base shades as they're not ones I would actively go out and buy, so if it comes with a palette, even better:
Next 4 colours – I really love tease – I just think it's very useful indeed and also pistol is a sexy silvery taupe which I just like generally:
These shades are very cream and pigmented – I didn't have an issue swatching any of them:
Final 4 shades are really beautiful and rich. I love matte blacks anyway and Blackout is ideal. YDK is just stunning as is Busted. I like how the deep metallics have different tones (warm, cool, silvery, gold) which means you can do lots of different looks or mix them up!
My favourite 4:
Group Swatches:
How is this different to the first Naked palette? Well take a look! Overall, I prefer Naked 2 because I see a more rich metallic taupe silver theme going on, and the overall feel to me is 'cooler'. I adore matte black which the first palette doesn't have. Half Baked I believe is the only dupe from the first palette.
I actually took this palette on holiday with me last week – as long as you do like the more natural shades and tones, you've got everything you need here.
Here is the mini lip gloss, which is a shimmery, sheer warm brownish nude on me – I'll swatch it later.
Quick look at the brush:
It's a VERY good quality brush, synthetic fiber and a good idea (application and blending brush) as opposed to providing a super fluffy brush a lining one (or something like that!).
So that's it for now! Take a look on Urbandecay.com today to see the palette and get prices (I will update as it appears).
Will you be buying the Naked 2 palette?
*PR sample


text:
Web design Zen is all about balance. So many webmasters will tell you that web design is all about content. I believe they are wrong! My web design Zen epiphany has led me to the conclusion that web design is all about balance. This article will investigate why it is so important to get the appearance, content and functionality of your web design right and offers some tips to do so.Appearance without content is as hollow as a reedIt is true that "pretty" websites that lack genuine and original content will fall short. This is because without original content your search engine results will be poor and you just wont get visitors to see your "pretty" site.However don't be fooled concentrating and focusing on your content alone wont spell success.Content without presentation is a as a painting without paint.Content is often touted as the magical bullet that will solve all of your web design problems. The fact is you have all of the answers to your target markets questions, offer products and services with great value, and your sites appearance is not up to scratch people will navigate away.Form without function is a lion without teethYou can add the best content and have great graphic design but if you site isn't easy to navigate and use visitors will simply navigate to your competition.Web Design without planning is as an ill fated journeyWeb design planning is vital. Ask and answer all of the important issues and write them down. The best advice I can give is to consider all aspects of web design and organize the best approach to each element.Precise planning provides a blueprint to success.Balance in all things leads to the greatest successes.By now you might have figured out the common theme. One element without the support of the other fails. The healthy and well considered web design balance will give you best chance of success.
Livestock Hauling For Specialized Truckers | Livestock
When most people think of livestock transport they imagine those huge, smelly trailers driving down the road full of cattle, often also full of manure, that are so common on the highways and byways of rural America. While this is one type of livestock hauling, there are other options to consider as well.Traditional or typical livestock hauling is more than just a driving a truck. You will be responsible for assisting with loading and unloading and also making sure that animals are not overcrowded in the truck. When in the truck on the road you have to keep the weather conditions in mind as very hot and very cold conditions can obviously lead to serious health issues for the load. Cattle arriving dead or in poor condition at delivery is not only inhuman but also a very negative strike against you with the customer. Packing plants and auctions will only accept live animals, which leaves you having to dispose of a carcass once you get it off your truck.Livestock hauling also means long hours, often early in the morning, to be at the farm, feedlot or auction to load or unload. This may mean loading in the dark to be at the auction, packing plant or abattoir to unload as soon as the business opens. While this is not always the case, trucking in the livestock industry usually means shorter runs for slaughter bound cattle.But, there are a lot of different livestock hauling options out there other than just hauling cattle for slaughter or short transport. Tapping into these markets and finding your specialization can create a very unique target market with very limited competition. In these specialized types of businesses your name and your personal reputation as a safe, efficient and humane hauler can propel you to the top of the list of truckers within that industry.Hauling HorsesUnless you were raised in and around the "horsey" community you may not realize just how many larger breeding, showing and competitive haulers there are out there. These rigs are not at all like traditional livestock hauling and include transporting horse trailers that may hold as many as 15 plus horses. These trailers will use a standard trailer hookup and may be complete with temperature control, storage compartments and rear and side loading ramps.Hauling horses requires a keen ability to work with both the animals and the owners. These horses are typically competitive or show animals and, considering their value, may be one of the most significant loads you could imagine hauling. As the trucker you will need to check the horses on a regular basis, provide feed and water, and, depending on the contract, you may be required to stop, unload, rest and reload the horses.For this type of specialized livestock hauling it is essential to know about horses and to have experience in hauling these animals. They do move and cause the trailer to shift, which will require top driving skills.Often these customers are very particular about their horses. Any sign of stress or distress, an animal that was injured in the trailer, or any type of concern about your ability to care for the animals and keep them safe will impact your ability to market your services. On the flip side, a highly recommended driver will find there are always loads of horses to take to show, race and competitions both nationally and internationally. Once established drivers in this specialized livestock hauling niche are rarely left without all the work they want.Hauling Show and Purebred Cattle, Goats and PigsLike show horses and competitive horses, show cattle and purebred cattle for breeding programs are not moved in the same types of trucks that cattle for slaughter or basic transport are hauled in. These elite of the bovine world travel in modified horse trailers or in semi or fully closed stock trailers.This type of hauling is in highest demand during the rodeo and show season. In most areas of the United States and Canada this is during the summer and fall months, but in various areas it may be year round. Breeding stock, which may include bulls or cows, typically is steady year round with the heaviest workload in the spring, summer and fall.Larger breeders of goats and pigs may also require a commercial trucker for hauling show animals or breeding stock. This is not as common as cattle and horses, but also requires a much smaller trailer. These hauls can be short distance hauls or can be cross-country trips. Feeding, watering and checking the pigs and goats will be included as part of your tasks as the driver.Overall ConsiderationsHauling livestock requires hard work, a willingness to help in handling the animals, and an understanding of animal health and safety issues. Keeping equipment clean and disinfected, staying on schedule and ensuring top of the line service to each and every customer will certainly go a long way in this very specialized part of the trucking industry.