Josephine's Personnel Services, Inc.

Professional Resume: 3 Things to Include

August 12th, 2014

In today’s online world, the resume takes a new role when it comes to impressing employers. While many executives have a general expectation of what a typical resume should look like, it’s important to grab their attention with subtle differences that make your resume pop. In order to create a professional resume that is appropriate for your field, we’ve come up with three essentials to include. resumes

3 Things to Include on a Professional Resume 

1. State A Clear Objective

It’s easy to lay out a general objective that covers a wide array of jobs and opportunities. At the top of your resume, write a clear and specific objective that matches the job you are applying for. Employers don’t want to see another general resume that could work for anything; they want to know why this job specifically grabbed your attention.

2. Use Appropriate Key Words 

A great way to tailor your resume to a specific job is to use keywords that are included in the job description. If an employer were to look at your resume next to the job description, they would relatively match. Show how your experience meets the qualifications desired of the position and you will make the interview process fairly easy.  Read the rest of this entry »

I Quit! 5 Signs It’s Time to Leave Your Job

June 10th, 2014

When it comes to quitting a job, too many people make excuses to stay instead of simply walking out the door. While it is true that everyone does have bills to pay, the phrases “I hate my job,” “I wish I could quit,” and “My boss is the worst,” are good indicators that it’s time to say goodbye. According to a report by Statistics Canada, six in ten highly stressed workers identified work as their main source of stress. It’s simply not worth it.

Still unsure? Here are some telltale signs it’s time to quit your job and move on. quit your job

5 Signs It’s Time to Quit 

1. There’s No Opportunity for Growth 

Does it feel like you’ve reached as high as you can in the company? Are work policies preventing you from taking on more responsibility? If it feels like there isn’t a clear path of growth in the company, don’t waste your time trying to create one. Get out and apply your skills in a place where you will be constantly learning.

2. Everyone is Leaving

Have you attended a going-away party once a week for a few months now? Is everyone else updating their resume and creating great LinkedIn profiles? If other people who are unhappy are getting out, take it as a sign that there is something better out there much more suited to what you want to do. Ask the departed why they moved on and what they’ve found. You might have something in common.  Read the rest of this entry »

5 Job Search and Resume Mistakes

May 13th, 2014

While some may think that the job search is easier than ever thanks to technology, the truth is that it has become quite difficult and robotic. It is rarer for people to walk into buildings and introduce themselves along with their resume and application. Instead, applicants are performing their job search at a computer and simply hitting the “Send” button. How does that set you apart from the rest?

The biggest problem about bad job search and resume habits is that there is a high possibility that you aren’t even aware that you are making mistakes. The old saying, “What you don’t know, won’t hurt you,” is not appropriate in this case; on the contrary, what you don’t know might cost you the job.

Are you focused in your job search?

Are you focused in your job search?

5 Job Search Mistakes You Might Be Making 

1. Relying on your resume to land you the job. 

As stated earlier, simply handing in the same resume and only slightly tweaked cover letter has become the status quo. So many people are competing for jobs these days, and while they may not have the personable skills that you do, their resume might look better. More likely, someone else is taking the time to write a specific cover letter or personally call and/or visit the office to talk directly to the hiring manager.

2. Filling your resume with light facts instead of hard accomplishments, success and skills. 

Job searching is stressful and it can be exhausting; it’s not normal for someone to have to sell themselves on a daily basis. Have your resume do some of that work for you by stating professional accomplishments, actual success numbers and critical skills that you have learned. This will help you more than “Microsoft Office savvy” or “Excellent customer service.”  Read the rest of this entry »

Staffing Agency Interview Tips: 4 Things They’re Looking For

May 6th, 2014

If you’re preparing for an interview at a staffing agency, it’s important that you treat it as a real interview that could put you in the position of your dreams. Why, you may ask? The staffing agency that you interview with is going to become your advocate and put you exactly where you need to be to reach your goals; so it’s important that you dress the part.

Every staffing agency wants to help and, like any other prospective employer, they are going to ask many questions to find out about character, experience and work ethic. But there are a couple of different things that recruiters will look for as well. staffing agency interview

4 Interview Tips from a Staffing Agency 

1. Do you know what you want? 

Staffing agencies deal with so many different opportunities, ranging from full-time to holiday gigs. If you can define exactly what kind of work you are looking for, it makes the recruiter’s job a lot easier. Are you looking for something to pay the bills or venturing into a new field? Be clear about your goals and recruiters will do their best to put you on the right path.  Read the rest of this entry »

Staffing Agencies – How to Land Your Dream Job

September 24th, 2013
How could a staffing agency help you?

How could a staffing agency help you?

Did you know that according to the American Staffing Association, 2.91 million people are employed by staffing agencies every business day? Staffing agencies are literally bringing quality companies and exceptional employees together for business success and growth by the millions. We all have been there and  experienced the long, grueling and sometimes disappointing process of job hunting. Boosting your LinkedIn profile and scrolling through endless job postings on Monster or  Craigslist, will only get you so far. In this blog post we will introduce 3 reasons any hopeful, budding professional should utilize staffing agencies to land the job of their dreams.

They are:

1.      Access to expert professional advice: It is no secret that the current job market is intimidating and that the difference between a job offer and a missed opportunity could lie in the small details. Staffing agencies can provide valuable resources and advice to job seekers in regards to resumes/CVs, cover letters, salary negotiation tips and personal interview preparation, just to name a few. These resources are not  available via job board postings.

2.     Temporary assignments or full time opportunities: With the current state of the economy, full time jobs are the most sought after, and while staffing agencies place employees into full time positions, many also specialize in temporary assignments. In fact, did you know that 79% of staffing agency-placed employees work full time? It is also not uncommon for temporary staffing employees to be permanently hired on if a company is impressed with their overall performance.

3.     Reap the benefits of strong professional relationships: Staffing agency professionals network for a living; the success of their work depends on the relationships that they build with each potential employer. Working with a staffing agency will grant you access to these networks and will allow you to explore opportunities that you would not have discovered otherwise.

These three benefits are only a handful of the reasons why an up and coming professional should utilize a staffing agency like Josephine’s Professional Staffing. To learn more about our various employment services, contact us, today!

About Josephine’s Professional Staffing

Founded in 1988, Josephine’s Professional Staffing has nearly 25 years of business success and is continuously committed to providing superior quality staffing solutions to companies in the Bay Area. We proactively and consistently search for avenues to provide staffing solutions in the field of administrative, accounting, healthcare, light industrial, technical and professional services while taking pride in each of our employees. Josephine’s Professional Staffing is a Certified Small Business Enterprise (SBE), Underutilized Disadvantaged Business Enterprise (UDBE), and Minority Woman-Owned Business Enterprise (MWOBE). We can be reached at jps@jps-inc.com or 4008.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131.

Photo Credit: Highways Agency

Career Tips for Graduating College Seniors

May 30th, 2013
Are you or do you know a recent college graduate?

Are you or do you know a recent college graduate?

Being close to graduation is a stressful time for any college senior. Not only do they have to handle school paperwork and deadlines for graduation, but they also have to start thinking about their plan for the rest of their lives.

In addition to finding a job that will hopefully be in the same field as their career direction, most students are also holding down one or more jobs on top of going to school. As if that wasn’t enough, most students are going through the process of finding a “real job” for the first time. If you are approaching graduation in this situation, we can help with the load by offering some career tips to help you start finding a job.

Social Media Is Not What You Think –
Yes, we have all come to love Facebook and Twitter as a way to share what is on our minds with the rest of the world. But that is exactly the problem: even if your account is set on private, there is always a way for potential employers to see what have posted. It is important to remember that when it comes to landing a job before or even after graduation, what you post online can be the difference between a great interview and not getting one at all. Read the rest of this entry »

Interviewees: Tips For Making a First Impression

January 17th, 2013

Tips to make the best first impression at a job interview.

Have you struck out on your past couple of interviews? Maybe you haven’t had much experience interviewing? A lot of the times interviewees can get caught up in the excitement of an opportunity and forget about the essentials. In last week’s post we touched on why an employer should take the time to make a good first impression on interviewees, however, most of the pressure can fall on you. Here are some ways to help make the best first impression and land the job.  Read the rest of this entry »

Getting Hired in 2013

December 28th, 2012

Do you know what steps to take to get hired in 2013?

More and more news outlets are reporting a hiring boom in 2013. Companies are gearing up to hire in the New Year and as the new business cycle starts you can take steps to ensure you get hired for the job. So with all this talk about the workforce changing and hiring rates growing, here are some tips to help you get hired in 2013. Read the rest of this entry »

Is Your GPA Less Important Than Everything Else?

March 22nd, 2012

When you’re in college, your grade point average (GPA) can seem like the one and only measure of your success. But once you graduate, how important is it? Should you put it on your resume? Do employers really care what it was? Can a low GPA ruin your chances of getting hired? The answers may surprise you.

First of all, only new grads really need to worry about these issues. Once you have a few years of professional experience, your undergraduate years diminish in importance.

But when you’re starting out, what are the general rules of thumb?

  • Only put your GPA on your resume if it was 3.0 or higher.
  • If your total GPA was under 3.0, but the GPA in your major was higher, put THAT on your resume.
  • Relevant summer jobs or internships will strengthen your resume more than just your high GPA.

(and remember, employers can ask for copies of your transcripts, so be truthful about your GPA!)

Do Employers Really Care?
The answer to that question is good news for just about everybody. A recent Harris poll conducted on behalf of CareerBuilder asked 3,147 hiring managers and HR professionals, and:

  • 62% require no minimum GPA
  • 31% require a 3.0 or above
  • 11% require a 3.5 or above.

Bottom line: A high GPA is remarkable and should be emphasized on your resume. An average GPA isn’t necessarily bad, it’s just not noteworthy. And since your resume should summarize your most noteworthy accomplishments, leave out your average, if it’s average, and focus on your other qualifications.

The realities of the job market
There are other things that employers find equally, or more important than your grades. Here are 5 real-life skills that employers would like to see on your resume:

  1. Time management. Time management is a vital skill, which you will need in your professional life to meet deadlines, tackle to-do lists and get things done without burning yourself out.
  2. Relevant professional experience. Hopefully during college you worked at a job or internship, participated in a student organization or volunteered in your field. Relevant, hands-on work in your industry will be a much better indicator for your potential in a real job.
  3. The ability to give and receive feedback. As an employee and co-worker, you’ll have to give and receive praise and criticism. You’ll also need to know how to give both positive and negative feedback to others, when you collaborate with colleagues.
  4. Writing skills. Too many students leave college lacking solid writing ability. Which is u unfortunate, because it will matter in everything from reports to pitches to emails.
  5. Presentation skills. Being able to convey ideas clearly and speak confidently in front of others will be an important part of your professional life.

If you’re still unsure about how your qualifications stack up in the real world, contact Josephine’s Professional Staffing today. We help everyone from new grads to experienced employees find the right position.

 

Keep The Good Ones! Management Strategies To Retain And Develop Your Highest Potential Employees

March 15th, 2012

First, let’s define what constitutes a high potential employee.  Generally, they are regarded as the top 3 to 5% of a company, who demonstrate high levels of contribution. And while every organization may have its own addendums to that definition, there is consensus that this group is always in hot demand.

Competitors may be trying to recruit your best managers right now. And research shows that top performing managers are leaving their jobs, even in today’s unstable employment environment.

So why do many companies invest a lot of effort into recruiting these employees, but then do very little by way of talent management and talent development to retain them?

At a time when retaining good talent is so crucial, organizations must make sure they have employee retention and development strategies in place to avoid turnover. Below are 6 different ideas to try.

1. Mentoring.  Corporate environments have started implementing more structured mentoring programs. These can be very powerful for acclimating employees to the corporate culture and values. Mentoring can also be enormously valuable for those high potential employees who thrive on interaction with influential colleagues.

2. High visibility assignments. It’s important that these employees be given challenging opportunities that are outside their comfort zones and keep them highly engaged. You may also want to explore other options such as rotation to a supplier or partner, swapping positions, coaching/mentoring, or other creative talent development solutions that expand a high potential employee’s visibility and depth of experience.

3. Open communication. This may be stating the obvious, but if a high potential employee has a concern or an idea, it’s in your organization’s best interest to listen. You may also want to let them know that you believe they’re high potential, and therefore valuable to the organization. Just don’t make it public about who’s a rising star or you’ll create a culture of winners and losers.

4. Learning and development. Think about other types of learning and employee development opportunities that you could offer, beyond certifications or employee training programs.  Many organizations are coming up with talent management structures that allow one employee to experience many facets of the organization, from sales to marketing to customer service.

5. Measure progress quarterly. Companies measure themselves on a quarterly basis, so do the same with your employees. Especially if you’re exposing high potential employees to mentors, new and high visibility projects, position swapping, etc., and putting them in unfamiliar territory, a proactive quarterly review provides them with more immediate feedback.

6. Alignment.  Align your top performers’ development plans with your company’s strategy so what they do supports the organization’s needs as well as their own.  Determine the best pace for their career development. Give them the time needed to plan their projects, implement them and stay to see the results so they (and you) can evaluate their performance.