May 18

3 Tricks to a Graceful Exit

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While every employer hopes to retain talent, there are some top performers that will ultimately change jobs.  This can be worrisome for employers, but a good indicator for the economy in general.  According to the Department of Labor Statistics, March marked a shift in employment.  In March, more people quit their jobs than were fired or let go.  Because the economy is looking up, many will be looking for better opportunities for growth and have avenues of interest to pursue.  If you’re an employer looking to keep your talent on board, read this article.  But if you’re an employee looking for career advancement, here are three tips to consider to maintain good relationships with your soon-to-be-former employer.

  1. Work hard even at the end.  With change on the horizon, many employees fizzle out.  Working hard for your employer on the last few days on the job can speak loudly to your character.  You always should maintain a great relationship and build trust with those you manage or lead.  Who knows if you may need the connection in the future?
  2. Give notice. When you are sure that you will be moving on from your current place of employment, let management know as soon as possible.  If you are able to help train or select your replacement, the continuity of work and delegation of responsibility will be easier for your employer.
  3. Give a great exit interview. As Liesl Bernard, recruiting manager for Robert Half Financing and Accounting put it, “be honest and positive in an exit interview.”

To employees looking to advance, good luck in your career aspirations.  To employers hoping to keep their best on board, we wish you more luck and a few tools found here.

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May 11

Mixing with the NDA

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A few people from our Staffing and Technology branches attended the Nevada Development Authority’s Spring Mixer last month.  It was a great opportunity to meet an mingle with some key players who are leading the valley to better economic prosperity, especially where jobs are concerned.  The event was deemed a success for us, and we want to share a little bit about the NDA that we’ve borrowed from their website.

Nevada Development Authority is Southern Nevada’s premier economic development agency. Since its inception in 1956, NDA has continued to diversify and improve the economy of Southern Nevada.

The non-profit organization is directly responsible for creating thousands of jobs for valley residents. During the last fiscal year, NDA attracted 27 new companies and worked with 7 companies as they expanded. Nearly 1,200 primary and secondary jobs were created by NDA and the community realized an employee economic impact of over $203 million last year alone.

While NDA receives its primary support from business contributions, the entire community continues to benefit from the organization’s role in expanding and diversifying the economy.

NDA’s goals and objectives include:

  • Attract and assist new industrial and commercial businesses to Southern Nevada
  • Facilitate the retention and expansion of existing businesses in Southern Nevada
  • Foster an effective working relationship between business and government agencies (local, state and federal)
  • Foster an effective relationship between businesses and educational entities that creates the partnerships to optimize employment opportunities and ensure that skilled workers are available to meet industry’s needs
  • Foster an effective relationship between NDA and other economic development agencies
  • Improve our quality of life through growth that achieves a balance between economic development and our environment/infrastructure
  • Provide effective communications to members and provide the means for additional member involvement
  • Expand the number of NDA members
  • Enhance NDA’s information gathering and dissemination capability

Click here to visit their website and learn how to get involved.  Click here to learn about more of Millenium’s affiliations and opportunities for service in the valley.

 

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May 09

3 Elements of Trust in Business

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The Society of Human Resource Management recently held a Talent Management Conference where Richard Fagerlin, president of Peak Solutions spoke about trust.  He made an interesting point when he stated, “When trust breaks down in organizations it can impact employee turnover, communication, collaboration, risk taking and creativity—among other things—all of which can harm the bottom line.”  So how can employers practice being trustworthy among their clients and more importantly, their employees?  Here are three keys to complete trustworthiness.

  1. Integrity.  A person’s personal moral compass can speak loudly for his or her trustworthiness.  Do you stand by personal principles even in the face of business trials?  Are your actions consistent with your beliefs?  Do you follow through on every commitment you extend? These are questions to ask yourself.  When employees and peers see you consistently acting on your core values, they will begin to trust you.
  2. Ability.  If you are a competent leader, your staff and employees will know it by the way you lead and act.  When managers consistently achieve results, their teams will be more willing and able to trust their judgment.  People place less importance on the input of the new guy with no hands on experience than that of the seasoned employee with consistently great ideas.  The same holds true for the leader who does not have results to lean on. Displaying the necessary skills and abilities in the workplace is important to building trust.
  3. Kindness.  Do you give praise often or do you recognize failure and errors?  Do you quietly support others’ efforts on a regular basis?  Do you refrain from publicly criticizing coworkers?  If you complain about your boss, the employees you manage are sure to expect that same critical eye regarding their performance.  This makes employees nervous and reserved when they might perform better if they felt confident in management’s ability to see their competency.  Kindness is a universal necessity for building trust, at work or in any other environment.

“Display these three attributes consistently and credibly, and you will be trusted,” stated Graham Dietz, writer for UK publication, the Guardian.  And while these principles can directly help a work environment, they can also help your personal life.  There is universal truth behind these three bits of advice that are sure the increase trust no matter the circumstances.

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May 02

3 Benefits of Using a Recruiter

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A person looking for a job in today’s market has hundreds of tools at his or her fingertips that will help in the search.  From social marketing tools to online job forums and local networking meetings, the methods for finding the perfect job are endless.  But in that list of resources, how many individuals consider contract recruiters as a valuable tool?

While contract recruiters offer a huge advantage to clients who use their services, they also have the upper hand when it comes to handing out golden tickets in terms of jobs.  If you have a specialized skill set, upper management experience, or tons of working knowledge in a certain field, contract recruiting may be the way to go.  Here are a few reasons why:

 

  1. Connections.  Experienced contract recruiters have tons of connections.  For someone who has moved to a new region or recently graduated in a certain field, these resources can be invaluable.  Recruiters work closely with clients and maintain relationships long into the future, giving you more opportunity. The best recruiters will help you in any way they can, and their vast networks can be the key to opening up your career options.
  2. Exclusive openings. Recruiters are especially good at finding mid-to-senior management positions because companies often entrust these types of positions to recruiters only.  In other words, a recruiter may know of the very best jobs that you wouldn’t be able to find using a job search engine.
  3. Cheerleading.  The best professional recruiters have been in the industry a long time and will be there in the future.  For example, Millenium Staffing’s team has over 100 years of combined recruiting experience.  Their executive division has recruiters who have been nationally recognized for their concern for the individuals they help.  And you can bet that they are always ready to help someone who has filled a position for them in the past.  If a recruiter gets you a job and you excel in that role, he or she will be there to champion your cause in the future.  Everyone needs an ally!

As an article from recruitingblogs.com put it, recruiters “are in the business of building relationships with both candidates and clients, and making sure both parties are equally satisfied. [By using a recruiter] you not only gain a new role, but you also gain an important ally to guide you through your current and future career path.”  Recruiters work hard and get results, especially those who work for Millenium Staffing Services, Millenium Tech Solutions, and Millenium Executive Search Group.  Taking the time to get introduced would only be a plus!

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Apr 25

When Temp Staffing Rises, the Economy Follows

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Each month since August 2009, temporary employment has increased, a great sign for overall employment  in the months to come.  Last year alone, the American Staffing Association reported that staffing agencies employed over 2.8 million workers, a huge increase over 2010.  And this increase is a signal to economists and the Bureau of Labor Statistics of what to expect in the general employment arena.

With the onset of economic hardship, many employers and companies turned to staffing agencies to find short-term solutions to the difficult times.  Temp agencies have done such a great job of supplying workers and meeting unique circumstances that many businesses are permanently making temp staffing part of their long term game plan.  Said Carl Camden of Kelly Services, “The largest companies have a specific model of how much of their work force is going to be temporary. It’s a critical path for companies to fill their talent needs.”

Not only do temp agencies fill the gaps from company transitional periods, but they also find, train, and place qualified individuals who add value in every situation.  Said ASA’s CEO Richard Wahlquist, “Through career counseling, training, employment and job placement, staffing and recruiting companies add value to people’s lives across every sector and occupation.”

They add value and they do it in a professional way.  Agencies like Millenium Staffing or Millenium Tech Solutions have a decade of experience recruiting powerful players, and they can do the job for less cost and more efficiency.  There is no smarter option.

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Apr 19

Social Recruiting: Are you up on the trends?

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The recruiting world is a fast paced one, and the trends change from year to year.  The past few years have seen a huge influx of social media resources that recruiters can easily use to their advantage.  The question is, are you on board?  The Society for Human Resource Management shared some key stats that might motivate you to get connected to candidates and companies via social media like LinkedIn and Facebook, to name a few.

Facebook.  According to a survey by the SHRM, 58% of human resource professionals are using Facebook to recruit and get to know more about potential employees.  However, there are currently over 850 million Facebook users, easily making Facebook the number one social networking site on the web, so more hiring managers should jump on board.  What better way to see how a person really is than to view their page?  Said Boese, an HR podcast creator, ““As Facebook has become more intertwined and engrained in what people do on the web … there’s a little bit more of a lowering of that bar between public and private and personal and work.”  With that said, Facebook is a great tool for recruiters looking for specific personality fits for different positions.

LinkedIn. There are 150 million users using this online resume tool, and the numbers grow every day.  LinkedIn offers upgrades and options that make recruiting on the web easy for even the lowest on the technology totem poll.  If you are looking for great employment candidates, get on LinkedIn.

With so many tools erupting like never before, it is important for HR and recruiting professionals to run with the online trends to catch the best talent.  Millenium has found LinkedIn to be a great resource and starting point in this new era of social media.  For more info about Facebook and its capabilities for job search, click here.  To visit our LinkedIn page, click here.

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Apr 17

Recruiters and Résumés: What to Focus On

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There is no perfect recipe for the résumé that is sure to get the job, but recent research performed by TheLadders indicates that professional recruiters are, in general, using similar patterns while looking them over.  The research firm also estimates that only six seconds are spent on a résumé before it is categorized as a potential fit or discard.  So what things should you focus on?

  1. Title and Company.  Recruiters are interested in seeing what you’ve been doing and what skills you have acquired in your most recent position and the position directly before that one.  They want to see that your experience in these positions will help you fill the role they are hiring for.  They want to know what kind of leadership skills and contributions you have.  This is the area to focus on.
  2. Start and end dates.  Recruiters are looking at how long you worked for a company.  They may also be looking for constant employment.  However, recent economic hardship has left some room for employment gaps (click here for article).
  3. Education.  Make sure you make this section concise and visible.  Hiring professionals want to see it and know that your educational accomplishments mean something to you.

The résumé is a complex document, and there is no right answer, but some advice from Business Insider is, “With such critical time constraints, you should make it easier for recruiters to find pertinent information by creating a resume with a clear visual hierarchy and don’t include distracting visuals.”  Make sure the recruiter can easily find the important elements he or she is searching for, and you are one step closer to the potential employee pile!

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Apr 11

Hard-to-Staff Tech Jobs are our Specialty

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Justin James, writer for TechRepublic, recently released a top ten list of tech jobs that are the most difficult to fill.  Of this list, I will focus on a four types of IT professionals that might be easier for a tech staffing firm like Millenium to fill than for the company hiring managers.

  1. The Trainer. IT trainers require the skill set of the technical world along with the patience and interpersonal skills of the customer service world.  The IT trainer will have to be willing to travel a large percentage of the time, because companies who need his or her expertise usually need in person training for their teams.  This is a position that would take a lot of extra personality testing and thorough character evaluation to ensure a successful candidate is selected.  That’s why companies like Millenium Tech Staffing are so necessary to the IT environment.
  2. The Director.  Whether it be the CTO, the Director of IT, or another executive of the company, the burden of selecting an individual with the full list of qualities can be quite daunting.  Not only does this person need to have immense experience in the technology industry to be respected within and without the company, he or she must also have the business strategies, leadership skills, and character that go with such a hefty job title.  It could take months to find the right candidate, unless a company depends on staffing firms who often have a database of prospective candidates for higher leadership roles.
  3. The Sales guy.  Charismatic, informed, and passionate about the company or product, the salesman must have it all and be willing to travel.  Whether you’re looking to hire a pre sales engineer to talk with the end users or a product evangelist to chat with the techies on the other end, it takes a special kind of recruiter to find a match.
  4. The Writer. As James points out, both technical writers and IT authors are in high demand, but the potential employee pool is slim.  Ideal candidates for these arenas must be continually educating themselves on the latest technology while maintaining the skills necessary to write coherently for the general public.  The IT blogger must constantly have fresh content for posting, and the IT author must have the patience to produce the how to manuals and study guides for others in the industry.  These job titles are hard to fill, but Millenium has done it successfully.

If you’re looking to hire but can’t seem to find the perfect match, turning to a staffing firm might be the perfect solution.  For more information, visit our website.

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Apr 06

3 Questions Every Recruiter Asks

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A job interview can include all kinds of strange questions from what type of chips do you prefer to what kind of animal are you most like.  No matter how obscure the questions, recruiters ultimately want to know three things, according to a Forbes article published last week.  They are strengths, motivation, and fit.

  1. Strengths.  Recruiters and HR managers want to be sure you not only have the skill set necessary, but that you also have the interpersonal skills that will help you grow and evolve with the company.  A  résumé can’t tell an interviewer whether or not a candidate has grown a lot from previous mistakes or built upon their skills in the recent past.  Questions that can uncover the true nature and abilities of a candidate are always present in interviews.
  2. Motivation.  When recruiters and hiring professionals conduct interviews, they want to be sure that the person they select will have the motivation he or she needs to succeed and grow with the company.  People are motivated by different things.  Stated Cornerstone International Group’s CEO, Bill Guy, “…younger employees do not wish to get paid merely for working hard—just the reverse: they will work hard because they enjoy their environment and the challenges associated with their work…. Executives who embrace this new management style are attracting and retaining better employees.” Motivation is key to finding the right match for a company.
  3. Fit. Every work environment is different.  With that said, it is often difficult to find the perfect person for a specific position.  While one company may have a casual, social office dynamic, another may have a more proper and professional approach to work.  It’s important for recruiters to uncover an individual’s preferences in order to hire and keep great talent where he or she is comfortable and “fits”.

No matter where you are interviewing, it’s important to know that the person you’ll be speaking with has these three goals in mind.  Forbes suggests that the best way to prepare is by “thinking through examples that illustrate your strengths, what motivates you about the organization and role you’re interviewing for, and the fit between your own preferences and the organization’s.”  Stick with this advice and your next big interview might be your last.

For more interview tips, visit Millenium Staffing’s resource page.

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Apr 03

CareerBuilder Survey’s Tips to Get Hired

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Many of today’s job seekers have had difficulty getting their résumés in prime condition. Lapses in employment or recent employment at lower pay are a few examples of less than ideal circumstances.  But there is good news, according to a CareerBuilder survey released last month.  Eighty-five percent of employers that reported in the survey said they are more understanding of gaps in employment that occurred during the recession.  Ninety percent stated that they wouldn’t think less of candidates who took lower paying positions for the same reasons.

The employers surveyed had some helpful suggestions that may get you noticed in today’s market despite recent hardship:

Keywords: Online résumé searches use a matrix that looks for specific keywords to prioritize candidates as combatable for a specific position.  Make sure you have the key words that will make your résumé stand out for the specific jobs you hope to land.

Pitch an idea.  At an interview, the employer is always wondering what sets you apart and how you will add value to the company.  By coming to the interview prepared with a plan, whether it be a profit saving scheme or a marketing proposal, you show the employer that you are up to the challenge and are worth hiring.

Follow up.  Marketwatch’s article on this subject states that a shocking two thirds of applicants do not follow up with employers after the initial résumé is sent.  A follow up call, email, or note are simple ways to stand out above the crowd.

With these tips, the grueling search for employment might be just a little easier.  With the economy turning around and consumer confidence on the rise, things are looking up for prospective employees.

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