Nov 09

When it comes to making the steady climb up the career ladder, social media connections have a huge impact.  A recent article from Baltimore Business Journal argues that, “social connectivity may be more important to your future career success than your intelligence.”  If the typical American has around 600 relationships online and off,  what can you gain from developing your professional network?

  1. Referrals.  Social networking tools like LinkedIn are great for creating professional relationships.  You can ask for referrals and feedback from people you’ve worked with.  You may work really hard at work, but you make your skills and appeal more visible when you use social media to help you climb.
  2. Recognition.  If you are an expert on a certain professional topic, then why not talk about it online in the right setting?  Twitter has tweetchats that used hashtags to denote a specific topic and millions of interested tweeters tune in to listen.  LinkedIn has professional groups and organizations dedicated to specific subjects.  Jump in and be heard. You never know what kind of job offer or relationship you could build because of your participation.  Get known on your social networks as an expert.
  3. Relationship Continuity.  Keep tabs on your professional relationships instead of only depending on them when you really need them.  Rather then shuffling through dusty business cards in your Rolodex, you can access the people you need through social media.  You may not have spoken directly with a connection on your social network, but that person may be more approachable if you’ve maintained that social relationship over time.

Professional networking has changed, and those who understand how to leverage their social connections have the advantage when it comes to career advancement.  The old adage “it’s who you know” still rings true, and now it’s time to make the most of your social networks!

Aug 06

Staffing was up first quarter with approximately 400,000 more temps working per day than in the first quarter of 2009.  While this doesn’t mean that more employers are hiring temps permanently, it does mean that companies are adapting their business models to include temp workers.

With the recession came organizational change for many companies.  This included using temps in high level positions as a long term solution instead of a temporary fix.  A recent NPR article on the topic stated, “During leaner times, companies experiment with their workforce and sometimes make permanent changes.”  Some companies intended to hire contract workers to fill gaps for the short term, but the solution worked so well that the business model changed.

The historically popular temp arena, like administrative and manufacturing, are not the only positions being filled by staffing agencies.  The areas of IT, engineering, accounting/finance, and pharmaceuticals are in higher demand than ever.  Companies who use temp staffing and staffing firm recruiters have the advantage.  Talk to Millenium Staffing Services about a staffing model that would work for your company.

Jul 03

During and after the recession, temp staffing helped many companies stay afloat. The American Staffing Association reported that on average, 2.8 million temporary workers were used per day last year. Harvard Business Review recently stated that 58 percent of businesses surveyed intend to hire temporary workers for various levels of employment over the next few years.  Here are 3 reasons why temporary staffing may work for your company too:

  1. Specialized skill set.  Good recruiters like those at Millenium Staffing are excellent at finding people with specific skills that can be impossible to find in-house.  These individuals may be difficult to locate, but once a recruiter finds the perfect match, the savings on time and training can be significant.
  2. Innovation. Many high level temps are professionals who are comfortable with change and can push the envelope when it comes to ideas.  They are accustomed to working in different environments and can adapt easily to take chances and innovate.
  3. Lower turnover.  If you use a staffing agency to do your hiring, you have the option to turn those temporary employees into permanent ones. This may seem like an obvious advantage, but it’s worth reiterating.  A hiring manager doesn’t have to guess about whether a person’s personality and work ethic will be as impressive as his or her resumé.  By having a temp interacting on the job, HR can see that person hands on and decide if that he or she meets the mark.  If he or she doesn’t, the process for letting that person go is painless.

There is a reason the majority of companies in America use temporary staffing.  It pays off.  We recommend you try it and see for yourself!

Jun 21

“The number of women as… breadwinners, combined with their overwhelming purchasing power, makes them an economic force to be reckoned with,” said Mindy Storrie, director of leadership development at Kenan-Flagler to SHRM earlier this month.  And yet, the numbers show that women are not represented proportionally in leadership roles.

Women comprise half of the work force, but a survey by Kenan Flagler Business School revealed that the story changes when it comes to upper management.  The study also showed that men and women have different perceptions regarding the disparity.   When asked if the number of women in leadership positions will continue to increase over the next five years, 57 percent of men responding and only 36 percent of women agreed.

Men and women alike need a realistic outlook in order to attract women to leadership roles, because women in leadership can increase profits.  Catalyst, a nonprofit research organization, released a study showing that companies with “significant numbers of women in leadership roles” perform better than those with less women.

What can be done to bridge the gap?  Considering that more than two-thirds of working women are mothers, workplace flexibility may keep more women advance.  A company’s willingness to comply with the needs of women will ultimately affect the bottom line and allow women the opportunity to excel in the workplace.

Read more on the subject in this article by SHRM.

Read more on workplace flexibility in this blog post.

Learn more about award winning Millenium Staffing, a 100% women-owned and operated staffing company based in Las Vegas.

Jun 07


A recent Sloan Review article discussed big data and how it has the power to redefine our marketing, technology and analytics industries in the near future.  So what is big data, exactly?  IBM’s webpage on the topic defines it like this:

“Every day, we create 2.5 quintillion bytes of data — so much that 90% of the data in the world today has been created in the last two years alone. This data comes from everywhere: sensors used to gather climate information, posts to social media sites, digital pictures and videos, purchase transaction records, and cell phone GPS signals to name a few. This data is big data.”

Big data will be a big deal for tech recruiters and human resource professionals in upcoming years.  Data compiled sites like Google and Facebook alone could employ thousands of analysts, computer engineers, and scientists.  The trick will be finding those talented individuals with such a specialized skill set.  According to Michael Chiu of the McKinsey Global Institute, there may be over 190,000 unfilled job openings for data scientists by 2018.

With companies like GE investing billions of dollars in analytics to improve their business approaches, the big data market is ripening.  Tech recruiters, get ready to find the talent that will crunch the numbers and turn big data into big profits.

Jun 05

Google veteran Chade-Meng Tan teaches workshops on the subject of happiness at work.  His advice and content are the result of a project he developed while working as an engineer for Google.  His advice is can be summed up in three succinct pointers.

  1. Stay Cool.  Just like the ocean can have storms on the surface, the workplace will always have highly stressful situations.  The trick is remaining calm and collected, just like the ocean under the surface.  While this takes practice, especially for managers and those in leadership roles at work, it can be done with a little meditation and determination.
  2. Recognize physical responses.  As Tan explains, disappointment and failure lead to physiological responses that can leave us tired and emotionally spent at work.  By recognizing our bodies and their responses to difficult situations, we can calm ourselves down and once again “stay cool.”
  3. Wish happiness on others.  If you can develop the habit of wishing happiness and success on those you work with, you will not only inspire confidence, you will be happier yourself.  Tan offers this advice: “Look at any human being [and think,] I wish for this person to be happy.  You may not want to start with the person who cuts you off in traffic, he adds, but with people that you already like, and then people to whom you feel neutral.”  Doing so will change your perspective and make work more enjoyable.

You can’t always choose who you work with.  You can’t eliminate stressful situations and small failures from business.  You can change the way you react to trials and as a result, grow from the journey.   Millenium Staffing hopes these tips for a happier workplace will help you grow your business and your character.

May 18

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.

May 09

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.

May 02

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 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!

Apr 25

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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