Does your grade point average really matter? It may matter to keep you on the college sports team or to help you to get into the school of your dreams. However, in the world of employment, recruiters are looking for more than just a percentage grade. Most recruiters want to know who you are, what you can do for them and why you are better than the next person. Most of those questions have nothing to do with the actual number given to you by the school you attended.

What Are They Looking for Then?

Each industry is different. In some fields, hiring a candidate with a high GPA does matter, especially in the fields of science and math. However, most HR professionals are looking deeper to determine if you could be a good fit or not.

1. Your personality and drive matters most. When you walk into an interview, you need to shine. Are you making eye contact, smiling? Are you a good communicator? Do you have the type of attitude that this particular field requires? This will matter far more than your GPA?
2. Experience is also important. What type of experience do you have that makes you more valuable? For example, those just out of college may not have job experience in the career of their choice. They may have experience in various school activities, private organizations or in other related fields.
3. What type of courses you took and how you did in them will matter. The recruiter wants to know that you not only got a degree but that you are interested, passionate and genuinely knowledgeable about the courses you took.  Further, getting a high GPA by taking the easy courses is not going to help you. Rather, you should be interested enough to take the more in-depth educational programs. Do you have the education in the field needed to do well?
4. What else did you do during school? Did you gain work experience? Did you lead various clubs and organizations? Did you participate in the community? Though your education is important, most recruiters hiring a student right out of school want more than just that. They want someone with more in-depth world experience. You can get this by working with a staffing agency like LC Staffing.
5. Your skills or portfolio also matter. What are you bringing away from your college education? Those who have extensive training may have portfolios with outstanding work. It is easier to know how well a person fits in a position when there are examples of the person’s skills to look at and compare to others.

Answer the question, “What can I do for this company?” When you do, you will understand what the company is really looking for when hiring. When working with recruiters, determine what stands out about you compared to others. What makes you more valuable to the recruiter than the next person that will hand in an application? These things help to keep you apart from the rest of the applicants and are often far more important than a simple GPA.

A performance review is a fair way to review a person’s ability to do his or her job. Since this can be a very subjective situation for even the most skilled of HR pros, it is essential that a business have a performance review available that helps to display exactly what the tasks and requirements are for maintaining a job. If an employee’s performance begins to falter, it becomes critical for the HR pro to use a set standard of evaluation tools to determine if that person needs to be put on probation or let go.

Making It Fair

There are many ways to measure job performance. You may measure it based on the quantity of work completed. You may measure it on the quality provided. You may measure it on the timeliness of the person’s arrival or skills or it may be something completely different from this. What is essential is to have the same scale to rate every employee on. When you do that, you will reduce the risks associated with making unfair or unreasonable decisions for letting an employee go.

Tips for Addressing Employee Performance

How can you address a problem you see occurring? The initial step is to correct the problem at the time it happens. No matter how small, an initial correction becomes necessary. If the employee gets the proper training or information and continues to make the same mistake, it is time to consider a performance review.

• Use the same form for a performance review for every person that works in the same position. This ensures there is no favoritism or miscommunications.
• Use the performance review as a tool to train if you hope to keep the employee. “This is what is expected. This is what you need to do.” It is clear, defined, and it is written on a piece of paper.
• Keep person opinions and comments out. Rather than say, “you have had a bad attitude the last week,” say something like “your performance has slipped in quantity produced and I’m noticing you are late for your shift.” This ensures you are addressing the actual problems not the subjective information provided.
• All employees face equal standards. If Joe gets to leave early, so does Sally. The key here is setting standards and enforcing them equally across the board. It is not always easy to do, but it does become necessary.
• Ensure the decisions you make a based on facts gathered from more than one person. If the management team can come together and discuss a problem, it becomes easier to handle that negative performance. It shows that it is not just one manager with a problem, but the team.

By being reasonable, and holding people accountable to their actions, you reduce the risks associated with problem such as unfair firing or favoritism within the workplace. Every situation is different, but when you can use one performance document to rate an employee based on the facts, you reduce any risks associated with performance misunderstandings.

By and large, the business community has been on a massive hiring freeze for the past four years. As rays of sunlight are beginning to creep up along the horizon many businesses are trying to get out of the “belt tightening” frame of mind they’ve been clinging to during that time and enter into a hiring mindset.

The problem remains that the top-notch candidates are few and far between. More importantly, everyone wants to hire them. So, what are employees really looking for when it comes to compensation?

There are primarily four areas of life that employees are really overly concerned with: health, wealth, quality of life today, and quality of life after retirement. With that in mind, these are the most important benefits to most people who are looking for jobs today.

Opportunities to Earn Bonuses

People are willing to go the extra mile to help make the companies they work for profitable. They do it all the time. Most people, especially coming out of a major economic recession, are even willing to take a hit on salary if they believe they can earn bonuses in time to make up the difference. In fact, the opportunity to earn this extra income will have them working even harder to make your business the greatest possible success.

Health Care Coverage

This benefit is actually number one in the hearts and minds of employees at every level of the corporate structure. There is a ton of uncertainty over the upcoming health care bill that was recently passed in Washington. People don’t understand. They have a lot of questions. They are more concerned than ever before that they have adequate health care coverage to care for their families now and in the future.

Dental Care

This one has surprised a lot of people – though certainly not anyone who has paid out of pocket for major dental work in the past several years. It really shouldn’t be surprising that health and dental care weigh heavily on the minds of employees from all economic backgrounds and walks of life.  Dental problems have a tendency to escalate if left unchecked and can lead to serious conditions like heart disease, chronic infections, and other illnesses. Dental health is something people are, rightfully so, beginning to take seriously.

Paid Vacation

People work hard. They also like the ability to play hard when the opportunity arises. A generous vacation or PTO (paid time off) package can actually overcome certain salary deficiencies in the eyes of many potential employees so keep this in mind as you establish your employee benefit packages.

401(k) Plans

Retirement is very important for workers today. It may even be more important than at any other time in recent memories. Many employees had retirement funds decimated in the recent recession due to uncertainty and upheaval in the stock market. They are facing a long and hard road to get things back to where they were pre-recession. Some of them may never fully recover. Company contributions and participation in 401(k) programs is an attractive benefit to many job seekers.

The bottom line is that priorities have shifted a bit in the past four years. Where once, the highest possible salary was a primary concern; today, people are more concerned over finding the right package deal for themselves, their lifestyles, and their families.

The past four years have seen a whirlwind of upheaval in the job market across the U.S. There have been a lot of changes made and not all of them are what anyone would consider positive. 2012 though promises to be a year of positive change in one sector in particular: manufacturing. There are a lot of people who are surprised and a little shocked by this revelation.

The truth is that the recession has helped quell one of the most expensive aspects of manufacturing in the U.S. – the human factor. Back in 1992, there was a mass exodus of manufacturing jobs from the U.S. to – anywhere else in the world but here. The reason was twofold. The high cost of labor was front and center. There was also an air of inflexibility in work rules due to regulations and, in some areas, unions. The bottom line is that manufacturing simply wasn’t attractive in the U.S. at the time.

2011 was the first time, since 1997, that there was the slightest bit of uptick in the number of manufacturing jobs in the U.S. While the cost of labor in the U.S. remains higher than other areas of the world there are a few changes taking place that have once again made U.S. soil an attractive location for manufacturing. Of the manufacturing companies surveyed in the Institute for Supply Management semiannual economic forecast, 69 percent of them expected to see an increase in revenue for 2012.

Chief among these reasons is the fact that desperate times call for desperate measures and many communities are offering tax benefits and relaxed regulations in order to bring these jobs back to our shores. The other mitigating factor in favor of a return to the U.S.A. is the fact that transportation expenses have reached a tipping point of sorts and tipped the scale of expenses in favor of operating a little closer to home – especially when coupled with the rising cost of labor in China and other countries.

The bottom line is that these jobs are slowly but surely returning to the U.S. and that means that manufacturing, as an industry, is likely to bounce back from the recession faster than many other sectors. The good news is that blue collar buying power can help drive the recovery of the rest of other sectors of the economy.

In addition to the great news on the manufacturing front for jobs in 2012, comes the news that most businesses, 58 percent of businesses that are not in the manufacturing sector, are predicting better financial performance in 2012 than in previous years. While it’s not cause to go crazy with the hiring process it definitely makes the case for a little cautious optimism for the coming year.

To find great candidates for upcoming manufacturing assignments, be sure to contact the skilled and technical labor recruiters at LC Staffing!

In a world where jobs are becoming increasingly difficult to come by in many sectors, business is beginning to pick up in the trades industries. Landing your first “gig” in this potentially lucrative field can be a bit difficult at a time like this; but, not at all impossible. It is much easier to do when you follow the tips below.

Plan Ahead

People plan and train for years to become doctors, lawyers, teachers, and business men and women. It’s expected in these traditionally “white collar” careers. But, planning ahead is important for “blue” collar or “trades” positions as well.

More and more states are requiring some sort of certification for trades laborers. Even among those states that do not yet require certification there are opportunities to gain certifications for specific skill sets and safety practices. Obtaining these certifications tells potential employers that you’re serious about your desire to work in the industry. More importantly, it gives them verification that you do have the necessary skills to get the job done.

Education is another major plus – as long as it’s relevant to the trades career you’re hoping to build. Don’t take this the wrong way. Talent is important. That’s what your portfolio is for – to showcase your work. If you don’t have a portfolio of your works; it’s time to create one. This is your “trades” resume, if you will and will get you the opportunity to impress. Your education is what will seal the deal.

Taking the initiative to get an education in your craft it shows them that you are a “go getter”. In other words, it makes you appear more employable. The talent is something you’ll have to show them yourself once you’ve been hired.

Become a Joiner

There are many groups and even unions (in some states) that are dedicated to people in the business. You do not need to join every group that comes along but being a recognizable and dedicated member to one means that you’ll be recognized among that group and associated with the profession you’re seeking to break into. That way, when jobs are available you’ll be a name on people’s minds.

Just remember that it’s better to dedicate fully to one group so that you are recognized rather than being a fringe member to several groups where no one really knows who you are and/or what you do. Building a network of industry related contacts is smart business no matter what field or trade you’re working in. The sooner you begin building that vital network; the faster it will pay off for you.

You don’t have to jump through hoops or get an advanced education in order to break into the trades. That doesn’t mean you won’t advance further, faster in your trades careers by planning ahead and working with a quality staffing agency like LC Staffing today!

For the last few years, social media has been growing as a go-to source for many recruiters and savvy hiring managers around the globe. With the advent of search capability built into most social media sites and new applications, such as LinkedIn’s recruiting tools, smart recruiters everywhere are turning to social networks to source quality candidates. On the same token, candidates have grown social media smarter and are using social networks to gather information on the companies they want to work for, often joining as fans on social media pages.

In a recent survey conducted by the social media watchdog Mashable in September 2011, the average user spends 8 hours a month on Facebook alone and countless other time on other social media sites. This is contrast to the paltry 8 percent of recruiters who actively use social media to find quality candidates online, outside of traditional resume directories and word-of-mouth referrals. This means there is still a great potential for social media to become the best source of targeted candidates.

While your efforts as a company looking for great employees can include social media as part of your strategy, there is a right way to do this and a wrong way. First, remember that social media is not about making lots of fans, but rather of making quality contacts and friends online. For the recruiter this translates to meeting quality candidates who have specific skill sets and backgrounds.

Read on to learn helpful tips for making friends with candidates, and finding the best candidates.

Set up a niche social media profile. As you set up your recruiting profile on social media sites, keep in mind the types of candidates you will be looking for. Be specific to your niche market to ensure that any candidates it attracts are interested in this niche. For example, if you are recruiting for the health care field, include information and resources about health care and medical news. This lets your future friends know who and what you are looking for in potential candidates.

Include links to your company career site. Every recruiter should have a central career portal where details of open assignments can be posted. If you don’t have one yet, create an online job directory and start posting jobs there, then share the links to assignments on your social media page. This helps you to better control the activity and interest you will encounter on your social media page. You can also track your efforts.

Search and invite potential candidates. The most effective way to use social media as a recruiter is to regularly conduct a search for potential job seekers by keyword. Many people post their areas of specialty on sites like Facebook, Twitter, MySpace and LinkedIn. Use this to your advantage to search for, and send an invitation to connect one-on-one about new career opportunities.

Highlight tough to fill assignments. Another great way to use social media is to post your open assignments in your RSS feed. This not only picks up in search engine results fast, but friends can get alerts about new posts when they subscribe to your social media page. On top of that, friends can share your links with others, which helps you to spread your net wider when trying to attract quality candidates

Create niche industry hiring events. One fun way to increase awareness and find friends on social media sites is to set up online career events which allow you to invite specific friends to your page. Ask each friend to invite one of their friends who may be suitable for the jobs you have posted, and you can double your efforts online.

Looking for more ways to use social media to expand your recruiting efforts? Come back often to LC Staffing for up-to-date career and recruiting articles, and access to temporary and contract to perm employees.

The past few years have been a bit of a “buyer’s market” when it comes to employers. There were simply too many prospective employees for too few positions. The times are changing. Quickly, we hope. This means that companies, big and small, are going to have to start competing, once again, for the best of the best when it comes to employees.

There was once a time when big corporations had all the aces as far as benefits and enticements were concerned. They could offer employees the moon, the stars, and a big fat retirement on a nice sunny beach. That was once considered the ultimate “benefits” package.

Now, there has been a shift in logic and thinking for employees. People are looking for more “user friendly” benefits packages. That is good news for small companies that are struggling to compete with the mega-packages offered by big companies. But, what it is that you have to offer your employees that can possibly compete with what the big boys in the industry have to offer?

Family Atmosphere

First of all, there is something to be said about the small company culture. People want to be treated like part of a big, extended family rather than as employees. Size does seem to matter and for, perhaps the first time in a very long time, smaller-sized companies seem to be fairing better by offering the family atmosphere so many people are looking for in their workplaces.

Flexibility of Work Hours

Larger companies need to have standard, one size fits all, policies and procedures in order to avoid pandemonium or chaos from reigning supreme. Smaller companies have a little more flexibility. This is ideal for parents who need flexible schedules to work from home when children are sick and cannot go to school or simply want the flexibility to work four 10-hour days rather than five eight-hour days.

This is also attractive to people who have learned that their most productive hours of the day are not nine-to-five but earlier or later in the day. There are many people in the world who are still committed to excellence in their careers and want to be proud of the work they do for the living they earn. Employees are able to do just that when they feel they’ve put in their best effort and gotten the best possible results. Allowing your staff to work the hours that are most productive for them, makes that possible and greatly increases their attraction to the positions you have available.

Choice of Compensation

Some prospective employees prefer the choice of a benefits package or higher salary. Some families, for instance, have the benefits package of one partner that offers everything they need. They would rather be able to choose a slightly higher salary, one or two percent greater employer contribution to their 401(k), or even extra paid time off during the year.

You don’t have to offer golden contracts and top-tier benefits packages that are sure to consign your company to the ranks of bankruptcy in order to attract highly qualified and motivated candidates. Be creative in coming up with an attractive package that works well for all parties. The results are sure to be impressive.

Photo Credit: Ambro FreeDigitalPhotos.net

Anyone in the job market today can tell you that there is a lot of competition for a limited number of available jobs. Some people are giving up hope after long periods of unemployment. That doesn’t have to be the case for you. Whether you’re among the ranks of the recently unemployed or have been out of work for quite some time, there are things you can do that will increase the odds of you getting noticed over your competition. Some of these tips might surprise you.

Think Outside the Box

Don’t stick to the Sunday papers with your job search. The Internet is filled with job search possibilities. There are plenty of sites that are dedicated to general job searches as well as quite a few that are dedicated to career-specific job searches.

In addition to papers and online job search sites there are plenty of employment/staffing agencies in large and small cities across the US.  These agencies are a good place for people to start the modern job search.

But there’s another place you should consider focusing your efforts. Have you considered using your social networks for a wider range of exposure for your job search efforts? If you haven’t thought of it before it’s time to change the way you’ve been thinking.

LinkedIn is a social network that is dedicated to professional networking. It’s a great place to begin. Don’t rule out Facebook or Twitter though for getting positive results in your job search. More employers are beginning to use social networks for active recruiting too.

The key is to take a step back from the traditional job search methods of the past. Thinking outside the box and using these alternative methods for your job search lets employers know that you are a forward-thinking problem solver with a fair amount of technological savvy.

Make a Plan

Every successful venture needs a good plan behind it. It’s easy to “fly by the seat of your pants” when searching for a job. Most of the time, that will keep you spinning your wheels for weeks, if not months, on end with little to show for your efforts.

Your plan should include a method for defining positions you’re qualified for. In this market there’s simply too much competition for each position that’s available. You can bet that most of the competitors are highly qualified if not overqualified.

Come up with a plan for ways to keep your motivation high even when you’re beginning to get frustrated with the search. When you’re frustrated you’re likely to make moves you wouldn’t otherwise make and perhaps even apply for positions that aren’t in your best interest.

Establish a routine that allows you plenty of time to engage in a substantial job search but also a few “reality” breaks to help you keep your sanity. You’ve probably heard, more than once, that looking for a job is a full-time job in itself. But don’t allow it to consume you.

You don’t have to go out of your way or try something new and terrifying in order to find a job, even in this economic climate. If you’re willing to plan ahead and make a few concessions in the name of modern technology and getting an edge on the competition, you’re 2012 job search should be relatively short.

As part of your plan to find a new job in 2012, you should contact a quality staffing agency like LC Staffing for access to career search resources and tools to make you successful.

Photo Credit: ponsulak FreeDigitalPhotos.net

According to a recent report from the National Association of Home Builders, “Production of new single-family homes and apartments rose 9.3 percent to a seasonally adjusted annual rate of 685,000 units in November, according to figures released by the U.S. Commerce Department today. This marks the fastest pace of housing starts since October of 2008.” That’s great news for the thousands of skilled trade workers who are either out of work or on temporary unemployment at this time of year when things typically slow down.

Skilled trade jobs include those that require hands-on talent, such as electricians, plumbers, and HVAC maintenance techs, welders, manufacturing and construction workers. These hard working folks have very tangible skills that produce tangible results because they work primarily with their hands and materials, unlike other types of employment. Over the next twelve months, these jobs are expected to increase as the nation puts more emphasis on rebuilding the infrastructure that was severely damaged in our recession. In addition, home sales are expected to rise which will create more jobs in the skilled labor sector.

Most skilled jobs require at least some college education followed by special licensing for each skill set. This is the initiative for many technical colleges and universities to produce skilled workers who can handle the demands of this career path. There are some top jobs in skilled labor that pay well and have the best chance of growth to look out for in 2012. Here’s a quick rundown of the top 5.

Electricians

The United States Bureau of Labor Statistics (BLS) projects estimate a 12% increase of demand for electricians by 2018, totaling a workforce of 777,900 workers. Average earnings $58,518 USD per year.

HVAC Technicians

The BLS predicts a 28% increase by 2018, the number of in demand HVAC technicians could total 394,800. They earn on average $54,366 USD per year.

Plumbers and Pipefitters

BLS predicts by 2018, the total number of plumbers, pipe-fitters and steamfitters could reach 570,500. Average earnings are $51,369 USD annually.

Welders

According to the BLS, over 100 industry processes use welding, including manufacturing of automobiles, airplanes, ships and spacecraft. Expect to see a work force of 405,600 welders by 2018, earning on average $46.657 USD annually.

Carpenters

BLS expects 1.45 million carpenters to be employed by 2018, a 13% increase over the next ten years. Average earnings $41,727 USD.

Looking for skilled labor jobs, or to hire skilled laborers for 2012? Contact LC Staffing today for support!

As the year comes to a close at LC Staffing, and all our folks start getting ready for holiday celebrations with loved ones, we always like to take the time to thank all our clients and associates for a wonderful year. The holidays can be a great time to reflect on the progress made, the people we’ve met, and our hopes for the upcoming year. We are happy to share that in 2011, we placed many wonderful candidates into rewarding part time, full time, and temporary assignments, allowing each person to shine. It is our goal that 2012 looks even better for all.

LC Staffing Wishes You a Very Happy Holiday Season and a Prosperous New Year!

In keeping with the holiday theme, we’d like to share 4 steps for creating a hiring strategy for your staffing needs for next year.

Review your current talent pool. Chances are, over the last year you have probably hired some new folks, let go of some employees, and revamped several areas of your company. Now is a good time to take a closer look at your progression plan by carefully evaluating the current skills of your existing staff. Review each person’s resume, and make a list of the most valuable skills and rising stars among your employee rosters.

Identify company growth objectives. There have been meetings and discussions among your executive team about new things coming in the future of your company, Go back through to find ways in which employees can bring value to the creation of these goals. This is when you will start to notice gaps in the skills that current employees have vs. the objectives at hand.

Create a list of your staffing shortages. Once you have your list of current skillsets and your list of company skills needed, start making a list of those that are lacking in your employee pool. Draft up new job descriptions based on these skills needed, for use in job advertisements and recruiting efforts. This will help you keep a focus on your hiring goals for the new year.

Contact a quality staffing agency. Need staffing support or short on time for recruiting? Contact a quality staffing agency, like LC Staffing, for help. You’ll have access to a wide range of candidates who possess the special skills your company needs to stay ahead of the competition. These candidates can be available for short term projects as well as permanent placement, and are prescreened and ready to go to work for you.