The Bolder Staffing View

In the course of my reading I have come across a fair amount of numbers and statistics. Some numbers came from the Bureau of Labor Statistics (BLS) and some have come through the American Staffing Association (ASA). The Denver Post has had their share of statistics too.

Here’s what I like about all of them…they all contradict one another. Let me give you an example: The BLS said that “temporary help increased by 52000 new jobs (2.7), seasonally adjusted, from December to January- making it the strongest January in 20 years.” They go on to say, “Nonseasonally adjusted BLS data, which estimate the actual number of jobs in the economy, indicate that temporary help services employment declined 7.2% from December to January.” Does that make sense?

Another study I read says, ”Because staffing is a leading employment indicator, the overall seasonally adjusted nonfarm employment fell by 20,000 in January, with most of the job losses occurring in construction and in transportation and warehousing.” OK I get that, but then the next line is, “The overall unemployment rate fell from 10% to 9.7%. Shouldn’t the unemployment rate go up if overall jobs went down?

I guess the only study that is really important is the one you are living, if you have a job, then the jobless recession is not so bad. If you are looking, call our office and we’ll see what we can do.

In the recent economic storm there were many casualties. Reports state that the majority of layoffs effected white males 50 and over. 

Consider this:

 Retirement age is considered to be 67 years old. So the 50 year old seasoned professional has another 17 years to offer a company.   Many hiring managers are younger, less experienced and intimidated by the older professional. Perhaps the candidate is qualified to be the hiring manager’s boss.  There is a lot of ego behind the rejection.

How can you get around this?

For many people it is a “been there, done that”.   Most have spent their 60 hours a week in management dealing with the internal politics, taking the heat for employees that make mistakes and all that goes with the “big salary”.  They have adjusted their living habits so they can afford to take less of a salary and see the value of a work, life balance.  Be sincere with your reasons for taking a junior position and why you want to add intellectual value to the team.  Perhaps you have a hobby or volunteer and that keeps you challenged and not seeking the fast track.  Be enthusiastic and passionate about your experience in a certain industry.  Apply for positions that you actually want.  If you apply for a position only to pay the bills it just won’t work.  Employers want to invest their time with someone who truly wants the opportunity. Consider start-up organizations that need the intellectual property you have acquired.  Network and connect with former colleagues on social networking sites like Linked In.

Are you a hiring manager?

Scenario: You need someone to start a new division, or bring cohesiveness with a team.  The resume of a perfect candidate lands on your desk that is capable to manage this process.  They tell you they are willing to take 50% of their former salary.  Perhaps they were a part of a layoff that offered severance. Perhaps their significant other went back to work and they no longer need the higher base pay.  If they are a cultural fit and you like them: HIRE THEM!!!  You are being given a gift.  It is as if your dream car is on sale for 50% off. It has all the bells and whistles, purrs like a kitten and lets you show up in style! You have nothing to lose and everything to gain.  Do not be intimidated that they will take your job away. As a manager this person will make you more successful and get you to the next level. Frequently, advancement is halted because superiors are afraid to lose effective managers and they are not given opportunities for advancement. 

The bottom line is that in this economy the old way of looking for work and hiring must change.  Candidates and hiring managers alike must be flexible, open to possibilities and willing to take a chance on a partnership.

Approximately one week ago, I posted a position on various job boards, social networks, and websites. Since then, I have received about 315 resumes for that position. So far, I have been able to screen about 100 of those resumes. Needless to say, this is an extremely competitive job market in which small details can make a huge difference in whether you are considered for a job opportunity.

Many of the resumes that I receive on a daily basis are sent to me via e-mail. Because I always have multiple positions posted at once, I literally receive hundreds of e-mails a day. Since becoming a recruiter I have progressively improved my ability to organize, sort, and keep track of this mass volume of resumes. Unfortunately, many candidates make this process difficult by excluding or misusing one the most essential elements of an e-mail: the subject line.

The subject line provides information to your e-mail recipient about what your e-mail is about. If you don’t include a subject line when you send your resume to a recruiter, your recipient is essentially receiving a resume from a complete stranger without an explanation as to why the e-mail was sent. Why would a recruiter open that e-mail?

Misusing the subject line is no better. Here’s a list of ineffective subject lines:

- Subject: Resume
- Subject: I NEED A JOB!!!!!!!!!
- Subject: Juan Portillo
- Subject: Resume for available position.
- Subject: Hello
- Subject: Hard Worker!!!!!!

This is an example of an effective subject line:

- Subject: Juan Portillo interested in Recruiter position.

If you are submitting your resume for an available job opportunity, always include your name and the specific title of the position to which you are applying. Remember that recruiters are always recruiting for more than one position, so subjects like: “resume for available position,” doesn’t really give recruiters much to work with. Effective subject lines help recruiters identify the position for which you are applying immediately, which increases your chances of being considered for the position sooner rather than later.

I recently interviewed a candidate for a position with one of our clients in Denver.  We chatted about job duties and what the company did, and when I finally disclosed the name the candidate’s response was, “Wait, one of my best friends works there!”  Through further discussion we reveled that her friend not only worked there, but was one of the decision makers for the position.  I followed up by asking “Does your friend know you are looking?”  Her reply was a hesitant, “Well no…I guess not.”   

The very first step in any job search, before updating your resume, before scanning openings on Monster, should be engaging your network.  Do former colleagues know that you’re job hunting? How about prior managers or executives you’ve supported?  Have you reached out to vendors you’ve worked with? 

Networking doesn’t have to be attending social events where you wear name tags and talk to strangers.  Networking is as simple as talking to your next door neighbor, the other parents on the PTA, friends at church.  Think about who you know and pick up the phone or send an email today!

I want to thank all of the temporary employees of Bolder Staffing Inc. (BSI), while the work has been hard and sometimes scarce, you have performed well and I as an owner very much appreciate that.

I also want to thank our clients, you have been loyal to us and have helped us get through this rough year.  I hope that we, as well, have helped you get through this tumultuous time.  Your business has been of great importance to BSI and I am looking forward to working with you in 2010.

Finally, I want to thank our internal staff.  I have seen your hard work, ingenuity and remarkable work ethic.  You have my profound respect.

I wish everyone a full belly, a healthy household, and loads of good cheer this Thanksgiving.

If you’ve had a dozen interviews in the past two months and still don’t have a job, the problem might be in the palm of your hand . . . or in your ears. It’s great that you have an iPod with all the best music loaded. It’s awesome that you have an unlimited texting plan.

What’s not great or awesome is to bring your gadgets into an interview. After all, you’ve spent valuable time responding to a job posting, completing an application, maybe even a phone screen and you’ve made it to this important next step – so don’t blow the interview opportunity by texting your BFF or grooving to your favorite tune. Not even while you’re waiting in the lobby (we notice that too). Better to be interested in your surroundings or even strike up a conversation with the receptionist.

Job hunting is serious business so please take it seriously. Your dream job could be won or lost by what you communicate (verbally and non-verbally) in this vital meeting. Companies can’t afford to hire applicants who give the appearance of being unable to disconnect from their personal devices for the brief span of the interview. You need to focus on impressing the interviewer with your skills, not your electronics.

So, leave the gadgets in the car and be noteworthy to your prospective employer in the right way – with your professional attire, confident demeanor, and your ability to communicate clearly and effectively about why you’re the perfect person for the job!

Different names, different work experiences, and different stories.

The life of a recruiter is indeed interesting. It is truly a privilege to assist people with their search for employment. To perfectly match someone with the right company and position, and know that you have catapulted their career to the next level is an incredible feeling. And it all begins with the interview.

As a Staffing Consultant, I am here to listen and understand what it is that the candidate is looking for. Remember that although your resume may already have the basic information on it, the interview is truly your opportunity to showcase your accomplishments and promote yourself.

With the market being as competitive as it is; it is critical during the interview to maintain a level of professionalism. Some examples for discussion during the interview may be to highlight the type of projects you have executed in past positions, contributions to former companies, and/or technical skills that set you apart from the competition. I encourage you to elaborate on these topics by providing further details with dates, sales numbers, percentages, challenges, and outcomes.

Unfortunately, as of late, I have noticed that many candidates are straying away from elaborating on their work experiences, and will often volunteer details about their personal lives throughout most of the interview. What you should not be discussing are topics relating to your health, finances, and especially negative comments about former employers.

If you are pursuing a position through a staffing service, always feel free to follow up with the recruiter for suggestions to better prepare you for the client interview.

I hope that this information helps in directing job seekers on the right path to success.

Recently I traveled for business and interacted with many services. Airlines, restaurants, taxis, hotels, event hosts, etc. My experience with all services was varied but I ended up categorizing them in three places. Good, bad and excellent.

 Of course I can rant and rave about the very bad service.  You know the kind of service that makes you wonder if you are being punked or if apathy was a part of the company on boarding process; the sort of service that makes you feel invisible or at best a nuisance as a customer. An example would be a concierge that is too busy flirting with a co-worker to recognize a guest waiting for help, then becoming annoyed with the interruption.  I remember the faces, the condescending nature of the service provider, what they did not provide and the fact that I will never utilize that company again. Generally, for me, it is fodder for the family conversation at dinner and a learning tool for my children.

The good category satisfied my needs but I could not remember their faces or actions. I just know they were not bad enough for me to remember or outstanding enough for me to talk about.  In this competitive business environment good is not good enough.

The excellent category is the kind of service that you talk about hours afterward or broach during a conversation just because it was so outstanding.  It is when the service provider steps out of the realm of what is expected into a world of exception. It might be something as simple as a taxi driver offering a free bottle of ice cold water in the steamy Florida humidity.  These outstanding individuals make the customer feel comfortable with handing over payment for services rendered and might even provoke a feeling of guilt for not paying enough!

I have over 27 years of experience in service industries including retail and staffing so I may have my standards set too high for excellent customer service but it is really so simple to achieve. Communicate your knowledge of the product or service you represent and treat the customer the way you want to be treated.  

Share your stories of the most excellent service you have ever received.

Last month, Bolder Staffing, Inc. (BSI) and Bolder Professional Placements (BP2) attended the E3 Job Fair and the National Career Fairs job fair in Denver. The job fairs attracted about 5,500 job seekers combined. Overall, we felt that both career fairs were a great success. We met with a lot of very qualified candidates that presented themselves very well. However, there were many candidates that seemed unprepared.

Job fairs can be a very awkward environment for many job seekers that feel outside of their comfort zone. I noticed several attendees that seemed uncomfortable and reluctant to even approach a table. Many candidates seemed unsure of what to say or what to ask as they approached recruiters.

It’s important to note that while job fairs are networking events, they should also be treated like an interview. Job seekers should dress professionally and bring multiple copies of their resume. Remember that you will be engaging in conversations with recruiters and hiring managers. Just as in an interview, your goal is to make a great first impression and a lasting one!

Make sure to research the companies attending the job fair. Go to company websites, find out what they do, and what positions they have available (if they are listed online). Having prior knowledge of a company and their staffing needs should provide you with enough information to make it easier to start a conversation with their recruiters. Furthermore, recruiters will be impressed that you were proactive and took a special interest in their company.       

In addition to having specific target companies, remember to also have a specific target position or career track. When I ask: “What type of position are you looking for?” Many job seekers say things like “I’m looking for anything,” or “I don’t know.” These answers don’t provide recruiters with any valuable information about your experience or capabilities. A recruiter’s job is to find qualified candidates that are a good fit for the positions that they have available. Therefore, you are more likely to land a job for which you have experience or knowledge.

Have a job fair horror story or an experience you’d like to share? Let us know! Leave a comment!

As a co-owner of Bolder Staffing (BSI) and Bolder Professional Placements (BP2), we are particularly struck by the wonderful temporary, direct-hire candidates and staff that we employ in-house. There is one important goal that any employer large or small should strive for. That is, take care of your employees, temp or regular, and the employees will take care of your business. Sure, some will say it should be enough that an employee receives a pay check, but guess what is produced when an employer appropriately appreciates their staff? What is created is pride, a living and ultimately a product or service that a group and a community can be proud of. 

I would be interested in knowing what makes a good employer for the followers of our BSI blog.  What are the top three aspects of your employment that you would maintain or improve?  Please let us know and we will share these points with our clients. 

Thank you for reading,