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 »
- How to Reward Exceptional Employees
- Do You Annoy Your Co-Workers? How to Bring Peace to the Workplace
- How To Increase Productivity in the Office
- Workplace Red Flags: What to Watch Out For
- How to Write a Professional Email
JPS, Inc. provides staffing services in Silicon Valley, San Jose, Santa Clara County, Northern California, Southern California, Nationwide
Budget, check! Business plan, check! Vendors, check! What about employees? Is your business staffed enough to reach it’s full potential this new year? Staffing a business is always an essential, especially in preparation for the upcoming year. Here are a few tips for interview questions to help you find the perfect addition to your staff.
What are the best questions to ask? The point of the interview is to get to know the person behind the resume and see if they are a good fit for your organization. This can be hard if you don’t ask the right questions. The right questions should Read the rest of this entry »
We all do it in our personal lives but what about our businesses? Have you set a resolution for your business in 2013? From training to social media, here are a few ideas of what entrepreneurs and small business owners are focusing on to inspire your business’ resolution this New Year.
Communication. Whether internal or external, communication is key to running a successful business with happy clients and employees. Here are some tips for better communication in the workplace: Read the rest of this entry »
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:
- 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.
- 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.
- 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.
- 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.
- 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.
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.
Too many managers are ignoring the importance of getting good reference checks on candidates, either not doing them at all or not doing a thorough job. The most common excuses?
- The candidate only provides referees who will give them a glowing report.
- The referee has a grudge against the candidate and slants their reference in an unfairly negative manner.
- The referee gives you a positive report, because they are afraid of the legal ramifications of saying anything bad.
- The referee is restricted by a company policy that limits what they can say about previous employees.
Is it any wonder that checking references has attained a reputation of being a waste of time?
Avoiding the Problems
Problem 1: The candidate only provides referees who will give them a glowing report.
Solution: Ask for extra references beyond those supplied on the resume and see if anyone else from the company can verify the information you collected during the interview. These extra people may still give a positively slanted opinion, but it’s harder for them to slant true facts. And, when referee statements are cross-referenced (see below), any holes that exist will show up.
Problem 2: The referee has a grudge against the candidate and slants their reference in an unfairly negative manner.
Solution: Once again, do at least two reference checks per employer. If one of the two is not so good, do a third one as a cross-reference against the other two. If two out of three are good, the bad one can probably be put into the category of a “suspect reference”.
Problem 3: The referee gives you a positive report because they are afraid of the legal ramifications of saying anything bad.
Solution: It’s vital that you get accurate information. If the referee you are talking to is one of those people who is afraid of saying the wrong thing, you’ll find they are far more comfortable simply confirming facts and figures. They will only become hesitant when asked something that invites their opinion.
Problem 4: The referee is restricted by their company policy that limits what they can say about previous employees.
Solution: This situation will be at least partly resolved when the emphasis is placed on the previous employee’s actual results on the job.
Companies that have such restrictive policies generally don’t mind verifying production statistics, or confirming what positions the employee held and what functions they performed. You can generally get more information, however, by digging deeper on the functional aspects. For example, “So, he was involved with collecting outstanding debts. Did the amount of outstanding debts decrease while he held the job?”
The reference check is, by no means, the main deciding factor. But if it’s done right, it can contribute powerful data to the decision process.
What’s going to happen in terms of job searching and employment in 2012?
In short, it’s going to be all about mobile, using social networking sites to job search, and going after a new job if you are unhappy in your current position.
Prediction #1: You’ll need a strong online identity if you want employment success. Social networking is playing an increasingly important role in the employment process, so it’s important for job seekers to choose which networks they want to participate in and shape their online identities accordingly. 90% of recruiters check social networks before hiring a candidate, which means that your online persona should properly represent you and show that you’re the right person for the job.
Prediction #2: You’re going to want to be mobile. The explosion of mobile usage will continue to grow in 2012, causing a shift in the way people exchange information. With more and more people using smartphones, traditional means of networking like exchanging business cards are almost gone. Instead, people are connecting digitally. 77% of job seekers are already using mobile apps when searching, and this figure will rise in the coming year.
Prediction #3: If you don’t like your current job, you can start looking for another. In recent years, many people took positions that weren’t necessarily ideal, simply because they needed a job. As the economy improves and unemployment rates decrease, more people will look to change jobs that make them happier. Just be sure to make the most of your current job while looking for a new position, since it’s easier to get a job when you have a job.
Prediction #4: Things will finally start looking up—for everyone. There is cautious optimism that the economy — and the job market — will improve in 2012. The recently released National Employment Report from ADP, a private staffing and business services firm, showed private employers added 206,000 jobs in November 2011. University of Michigan economists are predicting a brighter 2012; according to a recent study, the jobless rate should continue to drop to 8.8 percent by the end of 2012.
And some industries are already seeing growth — so much so that some can’t fill their positions fast enough.
If you’re a job seeker, here are nine occupations that are expected to grow in 2012:
1. Biomedical engineer
2. Computer software engineer
3. Customer service representative
4. Home health aide
5. Management analyst
6. Medical assistant
7. Network systems and data communications analyst
8. Registered nurse
9. Retail salesperson
If you have any questions about the job market or your job search in 2012, don’t hesitate to contact us. We predict great success for you if you do!
How can you keep your organization competitive in the drive for top employees? It can be hard for organizations to really stand out from their competitors. But with company culture becoming an important factor in career decisions, it’s time to look at your organization and see how yours compares.
Why do companies as disparate as Google, Southwest Airlines and Zappo’s get such great reviews from their employees? Why do they attract so many candidates, and so many good ones? Easy. They’ve developed company cultures that epitomize strong values, a modern work ethic that includes fun and service to both their customers and their communities.
These top companies know what good employees are looking for, and they make sure to publicize what sets them apart from the competition.
If you want to appeal to the top-drawer candidates that apply to these popular companies in droves, it’s time to think about what your company can offer. Has your company defined its core values? Created a distinct corporate culture? Have you expressed these values on your web site or in your job listings, where candidates can see them?
For example, Google promotes its “all for one and one for all” corporate mentality on its website, by mentioning how “at lunchtime, almost everyone eats in the office café, sitting at whatever table has an opening and enjoying conversations with Googlers from different teams.” This includes the founders and other upper-level executives. They also create an open work environment, with very few solo offices and a generous supply of laptops to allow for mobile coding, anytime email and note taking. They offer plenty of opportunities for exercise and comfort: providing bicycles or scooters to help staffers travel between meetings, massage chairs, large inflatable balls, game rooms and gyms. They even encourage socializing by sponsoring employee groups for different interests, such as meditation, movies, wine tasting and salsa dancing.
Southwest Airlines has long understood how employee satisfaction and environmental awareness go hand in hand. They also know that their employees like to feel like contributing members of society, especially in their home community. That’s why they promote their Charitable Giving and Community Outreach programs. They started Community Giving Boards that have been trained to evaluate charitable giving requests from their local community. The Boards are made up of local employees from various work groups who evaluate the donation requests and donate complimentary, round trip tickets to approved organizations for fundraising or transportation purposes. They also sustain a relationship with Ronald McDonald House Charities so they can aid in the transportation needs of families facing serious illnesses and administers their own Medical Transportation Grant Program in conjunction with hospitals and organizations that assist individuals who must travel to receive medical care.
Last but far from least is Zappo’s, a company that makes sure you know they’re about much more than shoes. They have an entire page on their site devoted to their Family Core values. These include:
- Deliver WOW Through Service
- Embrace and Drive Change
- Be Adventurous, Creative, and Open-Minded
- Pursue Growth and Learning
- Build a Positive Team and Family Spirit
- Do More With Less
- Be Passionate and Determined
They make it very clear that they expect employees to be innovative, to go above and beyond, to embrace teamwork and to have fun while doing so. They are proud of their unique corporate culture and openly share it through their web site, blogging, videos and more.
If you want to attract great candidates, you have to be a great company to work for. Not every company can be just like Google, Southwest or Zappo’s, but you can certainly take tips from them on how to create a corporate environment that excellent people will want to work in.
Find Good Help for the Holidays: How Can Temporary Staffing Help Keep You Running Smoothly This Season?November 17th, 2011
If you didn’t include holiday hiring plans in your yearly projections, it’s not too late! While there tends to be a mad rush to begin seasonal hiring once the leaves start to change, many employers are still recruiting for candidates deep into the snowy underbrush of the winter holiday season:
- Thirty-three percent of employers who are hiring seasonal staff reported they are still trying to fill open positions in November.
- Eleven percent said they may still be looking as late as December.
There are various functional areas where companies need help the most during the holiday rush. Across all industries, popular areas for recruitment this holiday season include:
- Customer Service – 30 percent
- Administrative/Clerical support – 16 percent
- Shipping/Delivery – 15 percent
- Technology – 12 percent
- Inventory management – 10 percent
- Non-retail sales – 9 percent
- Accounting/Finance – 8 percent
- Marketing – 8 percent
Have you given any thought to how many people you’ll need, and where?
Think specifically about your recruiting and hiring needs. How flexible will these temporary employees need to be? Will they have regular shifts, or will they need to be available on an as-needed basis? Be sure to mention this in your job description or any other communications you send out, so potential seasonal employees will know what you expect. Students, homemakers, retirees and other people who are often drawn to seasonal help positions will appreciate knowing what they can fit into their schedules.
Where Can You Find the People You Need?
The fastest and easiest way is to use a qualified temporary staffing agency. If you don’t already have a strong relationship with a staffing agency in your area, contact colleagues and other professionals with whom you network to get references or recommendations. Try to find an agency that specializes in your industry. They can quickly provide prescreened candidates with the experience and flexibility that you need. Make sure you ask questions about their ability to meet your employment needs. If you need to hire a large number of employees for seasonal employment, for example, ensure the agency has the necessary resources and expertise to fulfill your order.
The staffing agency can also weed out the undesirable candidates who aren’t worth your time and money, even on a temporary basis. These would include:
- Someone who is unwilling to work certain hours
- Someone who isn’t enthusiastic
- Someone who knows nothing about your company/products
Your agency will send you people who are knowledgeable about your expectations, your needs, your company, and what you do.
Finally, if you are one of the 30 percent of employers who often transition some seasonal workers into full-time, permanent staff, this is a great way to evaluate potential employees. The assignment has a finite end, so if you don’t think the person would work out full time, it’s easy to shake hands at the end of the assignment and wish them well. If you do want to hire one of your seasonal employees, you may have gotten their new year off to a great start with your offer!
Despite the high unemployment rate, college grads can find jobs in this job market — after all, business is still going on. Opportunities do exist, but today’s college graduates may have to take a different approach to accommodate the drastic changes in the job market, like a longer hiring process and greater competition.
Getting a post-college job in this economy requires a new way of thinking about the job search and looking for work. Here are a half dozen ways to get yourself ready and get a job.
- Organize Yourself If your parents are your main source of job hunt guidance, consider how much job searching conventions have changed significantly in the last decade. Unless your parents have also had to find new employment in the past few years, you’ll want to seek more current advice.
- Sell Yourself Make sure your resume doesn’t look like a student’s. Instead of submitting a resume where the first half of the page is taken up by education, notes on coursework, and honors, play up work experience—internships, volunteer work, and so forth. When a hiring manager makes an initial scan of your resume, you want her to see skills and experience she can use, not a list of college courses.
- Think Broadly Don’t limit your job search into too narrow a slot. If you’re interested in a particular field, think of all the jobs related or even vaguely related to that field. Do a brainstorming session with friends and family, and search the Internet for even more ideas. This might double, triple, even quadruple your job prospects and your internship possibilities — and may even change the way you were thinking about your future career.
- Act Globally If you can’t find a job in the United States, consider working abroad. First, it shows initiative, a willingness to learn and adaptability and desire for personal growth. It also will give you a breadth of experience and an edge that other grads won’t have. In today’s world of increasingly globalized activities, being cognizant of other cultural differences and proving that you can operate efficiently in them is a major plus. If you have language and managerial skills that go across countries, you can only help those businesses looking to expand markets in other countries, as most businesses are doing today.
- Be Productive If you can’t get a paying gig, take an unpaid internship or volunteer. It’s important to show employers that you know how to use time productively. You don’t want to give employers the image of a college grad hanging out at home or doing odd jobs. You should strive to appear to be progressing and challenging yourself at all times, even if it’s not in a conventional position of employment.
- Get Help Use your college’s career office. You may think campus resources are only for current students, but many campuses’ career offices cater specifically to grads. Ask them to connect you with alumni who work in the field you’re interested in.