Josephine's Personnel Services, Inc.

Open Job Listings for April

April 19th, 2016

At Josephine’s Professional Staffing, we work to place companies with top talent in the fields of Administrative, Clerical, Accounting, Finance, Engineering, Healthcare, Medical, IT, Technical, Light Industrial and Manufacturing. We’re always on the lookout for new candidates that may be a great fit for any of our open job listings. Here are the employment opportunities we have available for the month of April, ranging from the Healthcare and Medical sector to Construction, Administrative and Light Industrial.

17859920_l

April’s Open Job Listings

  • Certified Nursing Assistant
  • Licensed Vocational Nurse
  • Medical Assistants
  • Registered Nurses
  • Warehouse Assistants
  • Forklift Drivers
  • Accountants
  • Collection Specialist

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 »

Mobile Job Searching: How to Get the Most From Your Smartphone

May 22nd, 2012

We’re the age of constant connectivity and we devour information so rapidly thanks to the portability and versatility of our beloved devices, in particular, our smartphones.

Our smartphones are changing the way we do things, how we keep in contact, and how we present ourselves. Smartphones have even changed the way we’re reached out to, from marketing to mobile websites. This includes how employers are reaching out to prospective employees.

We know employees have been using social media to attract potential hires (and to weed out the weak candidates), but they’ve been using smartphone technology for more than just Twitter and LinkedIn real-time updates. They’re developing apps and mobile sites to cater to those whose fifth appendage is their iPhone, Android, or Blackberry phone.

Tim Hortons, a chain coffee/restaurant in Canada and small parts of New York State, have been putting QR codes near the register where they can see if that specific location is hiring, which positions, and if not, which ones nearby is looking for new employees.

LinkedIn, the professional social media site, has also perfectly adapted their website to be easily accessible on smartphones.

It’s important to utilize those smartphones while on the job search. Employers know you have them and use them wherever you go.

Need more information on how to make sure you’re getting the most out of a job search (and data plan)? Contact Josephine’s Professional Staffing for ideas.

Tips for Small Businesses Looking to Hire for the Summer

May 17th, 2012

Unemployment rates may be dropping, but sometimes work is still hard to come by. Luckily, employers are still hiring for summer employees.

Because the economy is moving so slowly toward getting better, there are many more candidates to choose from all age groups. This makes hiring a more overwhelming endeavor than you might otherwise find it, especially for small business owners. You’re looking for reliability, trainability, and the ability to handle customers well. You can’t always find all three traits in people, so the hiring process is crucial.

Here are some easy tips to help you find the best employee who will provide what you need and maybe even bring something to the table.

Start the process early in the year. Because the competition is so stiff, you want to make sure you’re getting the best possible candidates that will fit in with your business’ culture. If you start too late, you could wind up hiring any Joe Schmoe just because you need someone in there fast. This works too because candidates are out there looking earlier than in years’ past. This early contact could help build a more symbiotic employee/employer relationship before the candidate’s first day, an added bonus!

Know what kind of employee you’re looking for. If you’re a small business looking for lifeguards, waiters, or the like, you’re obviously going to look for younger people and they’re more likely to be looking at college or high school career fairs. Don’t be afraid to utilize social media, either. The kids are on it and tweets that involve “We’re hiring!” in them will earn retweets and direct messages looking for more information. If you’re looking for something more skilled and requiring a bit more experience, the college fair may not be for you. There are always staffing agencies and/or career websites that will attract your more skilled candidate.

Put into your workers what you want to see out of them. You’re making an investment in your company when you’re hiring new workers. Make sure your investment is worthwhile. Making sure the mission, the protocols and procedures, and maintenance goals are clear is so imperative. Paid training may be a bit expensive at first but it’s so important that everyone taking care of your business know how to take care of it.

Need any other tips on how to staff your small business for the summer, or at any time? Contact us at Josephine’s Professional Staffing for more information!

Image is Everything: Social Media and the Job Hunt

May 10th, 2012

You know what they say: Image is everything.

You got the degree, the experience, and the motivation to move forward and establish your career.

You hit a home run on the resume and even dazzled prospective employers at the interview. They’re ready to hire you to represent their company.

Then they Google your name and the first picture that pops up is you doing an Ultimate Beer Funnel challenge.

Clearly, despite all of your preparation and experience, you are not ready to be an employee at XYZ, Inc. Or at least that’s what the executive who wanted to hire you thinks now.

Social media has really revolutionized the way we interact with one another and nothing is all that private anymore.

Here are some tips on how to avoid a social media-induced disaster when it comes to landing and sticking to that job you want.

  1. Make sure all of your privacy settings are up and updated regularly. This is pretty simple and it can keep some photos of you from being found. It may also be wise to set your settings to where you need to approve a picture’s tag before it appears on your wall or timeline. And check those setting regularly! There have been times when a sites updates have wiped out certain settings you thought you had all along.
  2. A good rule of thumb? Don’t post anything you wouldn’t want your parents to see. Think about those disapproving looks parents give when you do something a bit extreme. Now apply that to some of the things you may write online.
  3. Assume you can be found even with the best of security settings. I don’t think anyone expects you to live like a saint, but if you’re on the kitchen floor and clearly hanging on for dear life, you’ve gone a bit far.
  4. Don’t be afraid to direct employers to the professional networking sites. LinkedIn has become a great resource to show off your professional side. Posting links to things relevant in your field also makes you look knowledgeable beyond the classroom.
  5. They notice how you type and they remember it. This goes for how you spell words and how you use those words. Vulgar language is bad. What’s worse is if you misspell said vulgar language. Remember that how you type in the social sphere says how you might use language in public, and as a representative of the company.

Just remember, the things you write online are there for the world to see. Even if you have your privacy settings on total lockdown, just remember that there is someone who can take a screen snap shot and then link your name to that.

For more information, contact Josephine’s Professional Staffing to get more tips on how to deal with social media do’s and don’ts when looking for work.

Make Sure Your Job Descriptions Don’t Attract the Wrong Candidates

March 29th, 2012

It’s pretty simple: if you write a bad job posting, you’ll get the wrong candidates. Or desperate candidates, or candidates who are applying for everything they see.

All online job postings attract some bad candidates, but poorly written postings attract more.   What’s a bad job posting? The ones that look like this:

”XYZ company, located in Washington DC, is the foremost widget maker in the region.  We are seeking a Controller.  Responsibilities include… blah blah blah.”

That posting is dull and gives you the minimal, most dry information about the company and the job. If you want to attract good candidates, you have to… well, attract them!

How?

When you write your job posting, here are the things you’ll want to include:

  1. Context.  Imagine you’re trying to answer the key context questions that a good candidate will ask about a new opportunity.  For example, if you are hiring a controller, answer questions in the posting, before they can be asked, such as:
  • what position do I report to?
  • how many people report to me?
  • what are the annual revenues?
  • are you profitable?

Candidates for different positions would ask different key context questions. What you’re trying to do here is begin a conversation by engaging the other person.

2. Expectations.  Your posting should describe what success looks like, or what tangible business accomplishments are expected. For example, instead of saying, “this job will help raise funds,” say “this person will be challenged to help generate $1 million dollars that will be used for specific programs.” The reason you’re hiring someone is to get business results.  So why not list the results you want, right in the post? It never hurts to let people know what you expect.

3. Communication.  Paint a clear mental picture of the possibilities you’re offering, such as what it’s like to work at your company. Or talk about a day in the life of this position. The reader should get a clear idea of whatever value you’re highlighting, whether it’s the great staff, a tangible chance for success, recognition or a fun work environment. So, instead of “we offer a flexible work environment,” describe the 40-hour work week that can start at 6 a.m. or finish at 10 p.m. — whatever works best for the applicant.

4. Meaningful words.  In other words, don’t use hackneyed, stale, old meaningless phrases thrown into virtually every posting. These words are so overused, they’ve lost their meaning:

  • dynamic
  • hands on
  • motivated
  • fast paced
  • exciting
  • team player
  • self-starter

The words you use and the information you share in your job postings make a huge difference in the quality of the candidates you attract. Like to know more? Contact Josephine’s Professional Staffing today!