Employers everywhere, in every industry, are struggling to find the right people for their jobs. This so called “war for talent” often pits employer against employer, in an effort to find and retain the industry leaders that will help them get ahead of the competition. But even just finding the people with the right skills can be a challenge. Luckily, by understanding the market a little better, you can position yourself and your company for greater success in your hiring efforts.
If you are recruiting the way you’ve been recruiting for the past 5 or 10 years, chances are that you’re missing out on the best candidates. Recruiting has changed dramatically. Digital recruiting tools such as social media and mobile applications have completely revolutionized how and how fast candidates can apply for jobs. Job boards are now online, and without that digital presence, you may as well not be hiring at all.
Modern companies know they need to be proactive to attract the industry’s top talent. Make sure you are advertising in the right places so that prospective candidates are made aware of an opportunity early. Consider recruiting passive job seekers, and even creating a slower, more proactive hiring process that works to identify and recruit future talent. Look for quality recommendations from your current or past employees. Encourage internal recruiting, and the professional development that will nurture high performers to grow into leadership roles. Make sure you are thinking long-term in your recruiting strategy, because if you’re not – candidates will know it, and gravitate toward those companies who are.
In such a competitive market the best candidates are likely fielding multiple job offers and the basic compensation package simply won’t cut it. Financial incentives and hourly rates are important, of course, but they are not the only deciding factor for many new hires. Time off matters. Company culture and workplace flexibility matters. Great benefits and training programs matter. To make your company stand out, employees need to know that they matter, so take a second look at how your corporate culture and offerings are impacting your hiring success.
As you can see from these tips, employers who put their employees first are the ones who are better positioned to attract the industry leading talent that they need. That’s why so many companies are rethinking how the reward and how they recruit their teams. The reality is that if you can’t compete on culture, your competition will win out with candidates and with clients as well.
For more tips on how you can attract industry leading talent,contact recruiting specialists at USPRO today.
Resumes can be a challenge for even the most skilled engineers on the market, but to impress your next employer, it’s important to present yourself to the best of your ability, even before you meet face to face. These 5 tips will help you craft the kind of resume that gets you the attention you deserve.
Resumes need to be short and sweet to show readers exactly what they want to know in less than 10 seconds. If your resume is too long, you run the risk of losing the reader’s attention. Instead of simply listing all your skills and experience that you have garnered over the past decade or two, focus on the most relevant information that will help win you the job. If a chronological format isn’t cutting it for you, try a skills-based format. Bring those real-world chemist experiences front and center so employers know what you bring to the table.
The first line of defense for recruiters is often simple search engine optimization. Many applicants are put through a software program that searches for the key words, skills, and abilities that an employer is looking for. Pay attention to those key words. When putting together your engineering resume, remember to include computer languages you know, the types of projects you’ve been involved in and the kinds of solutions you helped to innovate throughout your career. Think about what your hiring manager is looking for from your resume, and be sure you put it front and center.
Rather than creating one resume and blasting employers with a document that is a poor representation of what you and only you can bring to a specific position, take the time to fine-tune your resume for the engineering job that you have your eyes on. Highlight the specific qualifications and skills that matter for that job and make sure you are highly relevant to the hiring manager who is reading the doc.
At the end of the day, your resume should be a good representation of the great engineering work you have done and what you can bring to a new job. Try out a couple different resume formats to see which one presents your career in a more compelling (and concise) light. Remember that the average employer looks at a resume for just a few seconds before deciding whether to follow up with a candidate. So, whatever you choose, make sure that it gets the point across quickly and effectively.
Especially for more experienced engineers, that education section can get pushed to the side. If you have the type of academic career that will impress a future employer, put it at the top of your resume. List your degrees, your specialization, and show how proud you are of that accomplishment. When it comes to the field of engineering, those accolades can really make a difference for hiring managers.
Project work is uniquely demanding for companies. It can seem like the work either comes in all at once or lags, leaving your company struggling to keep your team busy. This is a very relatable challenge for every business who works hard to bring in work, then needs to staff up quickly to get the work done. Project demands will always require planning and balance in terms of workload and staffing, but there are three pretty simple things you can do to make sure you have the people you need to get the job done.
When a business is in marketing mode, it can seem like the sooner they can line up work the better. Those quick turn projects can be really appealing from a profitability standpoint, but when it comes to having the right people on hand to do the work at the right time, they can be challenging. That’s why businesses should always be in marketing mode, seeking out and chasing long term work that might not be right on the horizon, but it can help your company plan to stay in the green long into the foreseeable future. This takes a constant presence in the industry, staying on top of market trends and connecting with existing and prospective clients regularly to remind them of the amazing services you can provide.
Employers and hiring managers have a powerful tool at their disposal when it comes to recruiting, specifically, their professional networks. Recommendations from other employers, past connections with employees and candidates, and social connections can all provide valuable opportunities to learn of and recruit top industry talent, even for high turn-over positions. Stay active in your network and regularly reach out to partners for suggestions or recommendations on candidates. This will help ensure a steady stream of applicants when you are most in need.
Staffing firms are an excellent resource for companies who have a somewhat unpredictable project load. They can really handle the heavy lifting when it comes to recruiting and onboarding new talent. Just the background check and screening process can be lengthy and resource consuming, especially for companies who do not have a dedicated HR team. By working with a staffing service, you are better able to focus on your product or solutions, and simplify your workforce management process, reducing cost and time to hire, excess overtime, and stress on your core team.
If you haven’t worked with a staffing firm before but are interested in learning more, contact the team at USPRO. Our dedicated talent experts know just how to help your business plan for those peak-season hiring sprints. Your projects, your core team, and your clients will be glad you did.
Interviews can be a challenge for even the most experienced candidates. But with these top tips, you’ll be ready to impress at your next interview.
Before you walk through the door to your interview, you should not only know the job description forward and backward, but you should also be prepared to eloquently and succinctly explain how your previous work experiences have prepared you for the requirements and duties of the job. You should also read up on the company you are interviewing with.
Just about the worst thing you can do in an interview is be late. Make every effort to arrive on time, if not early, to your appointment. This may require planning your commute more effectively and even familiarizing yourself with the meeting location beforehand.
First and foremost, look to how you present yourself in an interview. People evaluate your professionalism based on how you are dressed. Interview attire should be more formal than what you likely would wear to work in the job you are applying for. In most cases this means a suit and tie for men, and equally formal attire for women. Keep accessories and perfumes to a minimum, and do what you can to model the culture of the company in your attire.
Body language plays a big part in how you are perceived in an interview setting as well. To give yourself a boost of confidence before meeting with your interviewer, try out a few power poses and stretch your face muscles so you are less stiff on the onset of your meeting. Do what you can to calm your nerves and remind yourself that you are a great fit for the job.
Do you have a connection in your professional network that can give you a few pointers on the job you are applying to? A little insider information can go a long way toward preparing yourself for the interview. If you know someone who works for the company you are applying to, or who knows the hiring manager, it can be very helpful to ask for advice or more information about the position prior to the big day.
Make sure you have all the materials and information you need well ahead of your interview day. If you are bringing any examples of past work or copies of your resume along to the meeting, make sure you have what you need well before you are asked to present them. Also, double check meeting locations and directions to make sure you are able to arrive on time and well prepared.
Lastly, but perhaps most importantly, make sure you practice your interview skills. You can do this with a friend or family member, or even just in front of a mirror. That practice will help you hit your key points when you are put on the spot.
For more helpful advice on how to ace your next interview, contact a career advisor at USPRO today.
Finding the right person for the right job is a challenge all employers must manage. It’s a hot market these days and the skills gap is a very real obstacle for many businesses to overcome. But luckily, there are ways you can change your candidate search to access a high-quality talent pool. We should know, we do it every day!
You might be surprised to learn it, but your social media presence is critical to your staffing success. To help attract top talent, it’s important to build an online presence across several social media platforms so as to appeal to your target audience, in this case, job seekers. In addition to establishing an online presence, you must also keep it current and attractive to maintain a positive reputation. It’s that reputation that will help you attract the industry’s top talent.
To build your presence online, start by making sure you are in control of the conversation. Create well-branded profiles with thoughtful and representative content to attract and retain the attention of your audience. Make sure you engage with your fans, respond in a timely fashion, and act as though your Facebook, your Twitter, and your LinkedIn pages are an extension of your own webpage.
Resumes are more than a glorified business card. When reviewing resumes to find the right candidate, you need to do more than search for keywords that match your job description. You need to focus on the impact a candidate has made for previous employers. Dig into their achievements, their deliverables, and their accomplishments. Then think critically about how someone with that particular brand of expertise might be able to deliver results in your own organization. It’s not always as easy as matching their experience with the job description. You should be open-minded enough to recognize potential where it exists, and the resume is your first opportunity to see how a candidate can help you grow your business.
In this day and age, there are so many niche market groups and industry specializations that it’s almost impossible for even the most skilled hiring managers to know everything about their hiring needs. That’s where hiring an expert will definitely come in handy. When you choose to work with a staffing agency, you gain access to a robust database of resources across many industries and disciplines. This wealth of industry knowledge is built over years of experience and a singular focus on hiring the best talent. In our case, this allows us to respond to the needs of our clients quickly and with the right resources. When every day looking for a new hire counts, that specialized experience can make all the difference.
HR is a manager’s best friend when it comes to recruiting and onboarding the talent needed to achieve business goals. But for those companies who don’t have a fully staffed HR department, or whose HR reps are otherwise unavailable, managers (and organizations) can be missing out on important information and advice that helps teams grow and change in a fast-paced environment. Here are a few tips from the HR handbook that can help you enable your teams today.
When it comes to background checks and references, always put in the extra effort to vet your candidates. It’s easy enough for an applicant to look good on paper, and even to sound good in person, but if they don’t have the references to back up their claims, something fishy might be going on behind the scenes. Avoid buyer’s remorse by doing your homework.
Consistency is essential in how you manage your team. Do your utmost to treat all your employees the same when it comes to expectations, privileges, and exceptions. Inclusion and fair treatment is critical to a positive work culture, and by creating a fair and open work environment your business will achieve so much more.
A good motto to remember when it comes to providing feedback to employees is that you get more of what you reward. By acknowledging and rewarding good performance, employees will be motivated to do more of the same. Avoid letting your feedback dwell on criticism or corrections. Nobody can thrive in an environment when they are constantly surrounded by negativity. Focus on the positive and show your team what you’d like to see more of from them in the future.
Employees look to their manager as their model of success within their organization. If you want to see good attendance, performance, and professional conduct from your employees, make sure you are modeling that behavior yourself. This is especially true if you want to see good work-life balance in your office. When was the last time you took a vacation? Are you guilty of answering emails late into the evening? It’s important to model the behavior you know your team would benefit from, because you can be sure they are looking to you as an example of what is expected of them.
Feedback is one of the most powerful forces for good in a work environment. Performance evaluations should be seen as an important management communication tool. They provide you with a clear opportunity to highlight the changes you would like to see take place, and also to listen to any feedback an employee is able to provide to you. If you overlook or breeze through your employee evaluations, you can be sure it’s a missed opportunity to help your team perform better, but also a missed opportunity for you to learn how you can do your job better as well.
Learn more about how you can enable your team by bringing the recruiting experts from USPRO into the conversation. Contact us today!
Working with a staffing agency provides several benefits beyond simply helping candidates find a job. They can provide employment benefits, such as healthcare, 401k plans, group insurance, and vacation or sick leave. But most importantly, they can help you build your career up to new heights. Here are 4 key benefits to working with a staffing agency that you should definitely take into account as you look for your next big opportunity.
Staffing firms are constantly receiving requests from companies who need help finding the right person for a new opportunity. It’s in their interest to find high quality candidates to quickly fill those roles. This is true to the point that recruiters are actively looking for good workers within an industry even before the right opportunity comes along. The ability to match top industry talent with great job opportunities is what makes staffing firms able to meet the needs of their clients and their candidates so well. That gives you the chance to find your next role before it hits the job boards.
Another great thing about working with a staffing firm is that you can earn their loyalty by doing a great job. If you work on a contract and show yourself to be a committed and capable employee, at the end of your contract the staffing agency will work hard to continue to employ you with the same company or with another company quickly. They do this to keep you on their payroll, but it also benefits you as a job seeker. It means less down-time between gigs and the dedicated support that can mean the difference in your job search.
If you are looking to move into a market you are not particularly familiar with, recruiters are your greatest resource. Their industry knowledge is a critical resource. Staffing firms know all about the job market, and if you are working with a specialized staffing agency, they know what companies are hiring for your niche position. Recruiters can also help you better understand the value of your skills, the going rate for positions, and whether an offer is reasonable or not. If you lack that industry knowledge, you could end up regretting your decision to settle with one company rather than another.
A robust professional network is essential to quickly discovering and landing new jobs. If your network is lacking when you begin your job search, you’ll find yourself inevitably fighting an uphill battle. Recruiters are known for their excellent connections with hiring managers and employers who are looking for candidates. After years of working with a wide variety of employers, your recruiter knows who’s hiring, what they’re looking for, and what’s coming down the pipe. That network is a huge bonus when you start working with a recruiter because you know that you’ll be connected with the right companies at the right time.
For more reasons why you should work with a staffing agency to land your next gig, reach out to talk with a career counselor at USPRO today or search for a job here.
The modern job search can feel like a never-ending battle if you are not able to take advantage of certain new technologies and processes. Many talented individuals who haven’t been looking for a job recently are caught unawares and left wondering why they are sending out resume after resume but never hearing back from hiring managers. The truth is that job hunting has changed. Employers are hiring differently. Everyone is optimizing for time and cost, but with these 3 tips, you can work toward getting a good job faster and more effectively.
From an employer’s perspective, one of the most attractive aspects of the modern recruiting process is the automation and the ability to reach out to a wider field of candidates quicker and easier than ever before. But that results in some interesting challenges for professionals in the market for a new job. A common mistake that job hunters make is to send out a generalized template style resume to several different employers and waiting to see what sticks. In the present day of search engines and automated application forms, that’s a great way to get completely ignored by recruiters and hiring managers.
Instead, lean into the technology and let it work for you. Highlight keywords that you know employers are looking for in resumes that read. Reach out to employers on social media. Connect with them in forums. Differentiate yourself using the latest and greatest technologies to show that you mean business and would be able to bring that knowledge and experience to help them grow their business.
Goal setting is probably the most important thing you can do to ensure a positive job search experience. You should know what it is you are looking to achieve right from the beginning. What sort of job do you want to get? Who do you want to work for? How much do you want to get paid? Answering these questions on the front end of a job search is important so that you ensure that you don’t settle for whatever falls into your lap. This is your job search, your career. Take ownership of it and be prepared to say no to an offer that simply doesn’t meet your standards or fails to help you reach your goals.
Networking can be one of the most nerve-wracking parts of a job search. Asking former colleagues and connections for leads or recommendations can be tough. It opens you up to rejection and it reveals a certain vulnerability that most professionals like to keep hidden away. But talking to your family, your friends, and your colleagues for referrals can be a cathartic experience. They can help you see how valuable you are, and how much promise your career holds. They can inspire and motivate you to do better than you would do otherwise, and above all, they can provide the support that will give your career a boost with little to no leg work from you. So, don’t be afraid to reach out for help.
There are so many different risks that business owners must deal with day in and day out that we strongly believe hiring and staffing should not be one of them. Here are our best performing tips to help companies grow their business while keeping risk to a minimum.
We realize that there are times when the scope of a temporary position is just that – temporary. However, temporary staff can be the source of some of the most productive and business-focused employees your company ever hires. That’s why we offer our clients the option of utilizing our temp-to-hire service to help meet short-term needs, while also taking into account future business goals. This service enables you to evaluate the contracted employee’s skills within your established work environment – affording you the ability to hire the right people for the right roles – again, with the underlying realization that we’re working to help you achieve and maintain your business objectives.
Temporary workers are as interested in developing their career as any other employee you will have hired. Keep that in mind when interviewing candidates for a temporary position, because your shortsightedness could be a missed opportunity. Highlighting career growth opportunities to the interviewee if they were to take a long-term position down the road addresses a number of issues that temporary workers are often concerned by. It says that you are loyal and committed to employees who are loyal and committed to the company. It also reassures candidates that any time spent on a contract job with your company is not time wasted in their career. Your business should be growing by leaps and bounds, and with the right employees who are as forward-thinking as the company they work for, you can all get there together.
While it’s true that you never really know what situation your company will be in a year’s time, or five years time. But if you are projecting business growth, you’ll need to plan for staff growth as well. This requires some long-term and strategic thinking around your recruiting practices. Skilled talent is in high demand no matter what industry you specialize in, and that trend is unlikely to change any time in the near future.
Recognizing high-quality talent and investing in their training on the job will set your temps up for success within their temporary position and in the long term as well. If a contract employee is a good fit for the company culture, is able to engage and collaborate well with their team, and understands the priorities and goals of their projects and the corporate strategy, they will in all likelihood make an excellent permanent addition to your team. That puts you in an excellent position to maintain a high-quality talent pipeline while mitigating any risks associated with hiring and recruiting.
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