Employees of the Month – April 2015

May 28th, 2015

Danisha Cruz

Davis Staffing Employee of the Month

 

 

 

 

 

 

 

 

  • Davis employee since March 2015
  • Began assignment at client in April 2015
  • Commute to assignment: 14 minutes
  • Hobby: Traveling
  • Danisha’s statement: “I really like working here. Thank you Davis and [client] for helping me out with a job!”
  • Feedback from Davis coworkers:
    • “Keep up the good work. Welcome to the Employee of the Month club!”  – Rosemary G.
    • “She always does a great job. Keep it up Danisha!” – Eric C.

 Caroline Weber

  • Employee of the Month April 2015

 

 

 

 

 

 

 

 

  • Davis employee since March 2015
  • Began assignment at client in March 2015
  • Commute to assignment: 24 minutes
  • Hobby: Swimming
  • Caroline’s statement: “Thank you very much Davis and [client], I really appreciate it.”
  • Feedback from Davis coworkers:
    • “Caroline is a very good and responsible worker.” – Jasmine F.
    • “Caroline is a great team player.” – Saville T.

 

DaWunt’a Coleman
April 2015 Davis Staffing Employee of the Month

 

 

 

 

 

 

 

 

  • Davis employee since September 2014
  • Began assignment at client in September 2014
  • Commute to assignment: 14 minutes
  • Hobby: Playing cards
  • DaWunt’a’s statement: “Thank you Davis and [client]!”
  • Feedback from Davis coworkers:
    • “Congratulations DaWunt’a! Great job!”  – Michael R.
    • “Good job [DaWunt’a]. Continue to stay focused.” – Matthew B.

Karen McLean

Davis Staffing April 2015 Employee of the Month

 

 

 

 

 

 

 

 

  • Davis employee since August 2012
  • Began assignment at client on August 2013
  • Commute to assignment: 45 minutes
  • Hobby: Travel
  • Karen’s statement: “I really want to thank Davis Staffing and [client]!”
  • Feedback from Davis coworker:
    •  “Great job [Karen]! The [Employee of the Month] program is a great opportunity to acknowledge our hard work here.” – Sheniqua D.

Derrick Richardson
Davis Staffing April 2015 Employee of the Month

 

 

 

 

 

 

 

  • Davis employee since January 2015
  • Began assignment at client in January 2015
  • Commute to assignment: 24 minutes
  • Hobby: Drawing
  • Derrick’s statement: “Thank you [Davis] for choosing me to be the employee of the month! Thank you [client] for the job!”
  • Feedback from Davis coworker:
    • “Good work Derrick. Thank you Davis for recognizing our work!” – Rosa V.


Dominique Allen
Davis Staffing April 2015 Employee of the Month

 

 

 

 

 

 

 

  • Davis employee since September 2013
  • Began assignment at client in January 2015
  • Commute to assignment: 7 minutes
  • Hobby: Listening to music
  • Dominique’s statement: “I would like to thank Davis for giving me employment and thank [client] for the opportunity. I would also like to thank Arlett for training me.”
  • Feedback from Davis coworker:
    • “Congratulations Allen! You are one of the fastest employees I’ve trained.” – Arlett M.

Questions to Ask to Find the Right Staffing Firm

May 22nd, 2015

As a job seeker, you are already aware that a staffing firm can support your efforts of finding a great new career. There are many benefits of working with and through a staffing agency. But, how can you choose the right staffing firm for your type of background and interests? In this article, we will look at some questions to ask when selecting a staffing firm, so that you can get the best results.

Are they well-connected and respected in the area?

One of the first signs that you are working with the right staffing firm is that you have heard great things about them. People will talk about companies they had great experiences working with as they want to help their friends have the same experience. They are well-connected in the industry where you want to work, and the recruiters know most of the companies in your area through strategic networking and community involvement.

Is it easy getting registered and alerted of new jobs?

A great staffing agency is focused on the candidate experience. From the time you apply for work through the online portal to the ease in which you can conduct job searches and take assessments, all of these actions contributes to your success. Staffing agencies that care about you (and want to work with you) as a candidate will make it simple for you to sign up for email and text alerts of new jobs too.

What companies are partnered with the agency?

You will want to ask if the staffing agency works with the companies you want to work for. Check around and call the agency to find out if they know of opportunities at your targeted companies before working with them. You may find several agencies staffing for the same companies. Work with the agency that offers the best job assignments with the company that you want to add to your resume.

Does the agency offer a large variety of temp and perm assignments?

When it comes to the work you do, you may be looking for many types of work arrangements and experiences. For example, you may be looking for a permanent replacement job for the one you have now, whether part time or full time. Or you could be seeking contract work in your area, with greater flexibility. You may just need something temporary to fill a gap in your career skills or during a seasonal period between college classes. Look for an agency that offers a variety of work options, and the right salary rates and perks.

Ask the above questions when evaluating the right staffing agency for your career goals. Then contact Davis Staffing, one of the best staffing agencies in Chicago, to access premier career opportunities.

Should You Only Place Large Amounts of Employees?

May 15th, 2015

Recruiters often ignore small number placements in favor of large volume employee placements. Why? It can be easy to make money on large placements because it’s about the numbers, and recruiters can become overly focused on numbers and ROI. However, don’t get caught in this trap as a recruitment professional. Placing one or two high-level employees into assignments can bring a significant amount of money too, and it can always lead to bigger and better things in the future.

Read on to learn more about the benefits of small placements and how your recruitment efforts can soar when you have a good mix of volume vs. small employee placements.

Income safety in smaller placement numbers

There’s something to be said about the money that can be made from small placements, including those that are for executive-level employees. This includes a certain amount of safety too, because the fees are more steadily arriving, and the small placements are less taxing on recruiters. When large placements are made, which take a lot more time and effort to manage, the placement fees can take a lot longer to earn too. Companies often sit on volume placements longer, meaning there’s less money in your pocket.

Shorter and more efficient staffing cycles

When staffing in smaller reqs, it’s possible to shorten staffing cycles so that you can focus on efficiency between the times that you get an order to the time you place the right candidate. This equates to more money over time. Large staffing orders increase the length of staffing cycles because they take up more time and money to manage, or involve extra recruitment team members.

Higher fees associated with small placements

You may think that large placements generate more placement fees, when it’s possible to make higher fees with more focused small placements. For example, you could place 20 entry-level workers into a manufacturing facility, or you could place two high-level executives in a financial firm. The numbers would be far better in a smaller placement.

Low-volume placements are easier to manage

Smaller placements are generally easier to manage because you are working one-on-one with candidates and the companies that want them. The entire recruitment cycle slows down and you have the chance to find the right fit for a more successful placement.

Quality of smaller placements build relationships with companies

Most importantly, your goal as a recruiter is to develop lasting networks and relationships with the companies you serve. Small placements give you the opportunity to learn more about each company, develop long-term connections with the people you place and the HR department for many future placements.

The answer to the original question then is to have a good mix of large and small volume placements that help to create a quality of placement and a growing recruitment practice.

Davis Staffing helps with placing jobs as one of the best staffing agencies in Chicago. Contact our team today to get started!

Avoid These Words in a Job Interview

May 7th, 2015

Job interviews are stressful situations, which almost goes without saying. But, you cannot let the stress get to you so much that you say something inappropriate that has the interviewer thinking twice about bringing you in for the interview in the first place. You must control what you say in a job interview, even if the words are ready to fly out of your mouth!

One way to ace an interview is to avoid using certain words during the interview. We will provide you with a whole host of different words that should never be used in a job interview if you want to land an offer.

Never, Ever Curse in an Interview

One of the number one things on our list is cursing. You should never, ever curse in a job interview, no matter how comfortable you are with the interviewer or how long you have known the person. Swear words might come through when interviewing internally for a job available at the company where you currently work. The reason for this is that you already know the interviewer and might even have a friendship with him or her. Avoid curse words at all costs during job interviews, or it can sink your search quickly.

Don’t Get Obsessed

‘Obsessed’ is a word that many people use to describe their passions in life, many of which are normal. Some might think that this word is not bad to say in a job interview because it explains how passionate you are about the job or the work you have performed in the past. Instead, many interviewers will raise red flags when they hear this word because they get worried  the employee might become a little too obsessed with the job or the company and begin having issues in the future. Knowing when to back off and show some balance will help you in the interview process.

No and All of Its Variations

Do your best to avoid saying the word ‘no’ in a job interview. Also, try to avoid all the variations or forms of the word no in a job interview. When you say no, or any of its variations, you are coming across as closed off to the interviewer. You will appear as if you are not open to new things or to change, should it happen after you are hired. Even if you are saying the word no in a sentence that is inherently positive, the interviewer might hear the word no and lose focus on your statement.

Whatnot and You Know

‘Whatno’t and ‘you know’ are simply filler words and phrases that are too common in the English language. However, these words do not belong in job interview conversations. They are filler words that add absolutely nothing to the conversation with the interviewer, who will see right through these words and become bored or angered at the fact that you are using these words. Interviewers, recruiters and hiring managers want to know how articulate you are in a positive way, not just how many words you can throw into a conversation.

Oh, I Just Hate

Even if you legitimately hated a task at a previous job and think that you are being lighthearted by saying so, this word will hurt your chances at landing the job. Interviewers never want to hear the word ‘hate’, and if they do, they will begin to think twice about you. Those who use the word hate in a job interview could wind up being labeled as a high risk candidate with a negative attitude.

Do your best to avoid saying any of the words and phrases mentioned above if you want to ace your next job interview. Practice your interview responses and watch out for any negative, offensive, or annoying words you may say.

The experts at Davis Staffing can help place you with some of the best companies in Chicago. Contact our team of experts today, and we will help you with any of your job needs.

How to Make HR Presentations More Enjoyable

April 29th, 2015

If you’ve ever had to sit through a business presentation directly related to HR topics, you’ve quickly noted that it got dull very fast. Why? Because most HR people are talking about facts and figures around employee performance, personnel policies, and other workplace metrics. Now if you’re on the other side of the presentation you have a chance to make your HR presentations more enjoyable for your audience. Here are some ways to put the “fun” back in HR.

Create great presentation visuals

The key to a great presentation in HR is to create outstanding visuals that illustrate the topics at hand. You can create an effective HR presentation using PowerPoint or other slideshow programs, including great images and videos. The use of pie charts, graphs, flow charts and other business type visuals should be very limited.

Develop interactive materials and handouts

To keep your audience on their toes, you’ll want to make your HR presentation as interactive and hands-on as possible. Create an attractive one-page handout where your audience can take notes and write down questions. If you are conducting your presentation using virtual tools, include at least one poll or survey to get your listeners actively participating.

Do not read from slides, make good notes

The worst thing you can do during in HR presentation is to read through every slide. Instead, use your slides to support your points but have great scripted notes that talk about the topics in a conversational tone. Practice your presentation in advance, using good eye contact and body language, and move around the space as you talk. Never ever stand in one place and just read directly from slides because this will quickly bore listeners.

Inject a little bit of office humor

A great HR presentation includes a little bit of snark. This means to add some office humor into your presentation that is professional yet relevant. Share a favorite quote or story that relates to your presentation. Some suggestions would be relaying information about a recent corporate event, some good things that employees are doing within the organization, or a funny anecdote that you encountered recently on the job.

Share the presentation with a colleague

Another way to shake things up with your HR presentations is to code collaborate with another HR person or manager on your team. Take turns presenting the material in a partner style. Create a conversation and have a great rapport with your colleague. This can be very entertaining to those who are listening.

Provide great information in short snippets

A big factor in a great HR presentation is not offering too little or too much information. Your goal when creating a presentation is to provide useful information in short snippets. For example, you may be talking about employee retention, and you may have 10 points you’d like to make. Limit your points to the top 4 to 5. You will have a greater impact, and you can always follow up with another presentation or include this information in a special report.

Allow for 15 minutes for questions at the end

HR presentations can quickly get out of hand or become very boring if there is too much or not enough participation from attendees. You can solve this problem by limiting all questions and comments until the very end of the presentation. Have a few canned questions prepared in case no one speaks up.

Follow up personally with attendees

Once your HR presentation is completed, your job is now to follow up with any last-minute questions or concerns that come up. Take the time to send a thank-you email out to all of your attendees and include a link to the recorded presentation whenever possible. Answer any questions and share insights from the presentation.

Davis Staffing in Chicago will help with all of your employment needs. As one of the top Chicago staffing agencies, we will work with you to find the best fit. Contact us today!

Resume Tips: Change Your Objective into a Branding Statement

April 25th, 2015

Updating your resume is a great way to improve your chances at finding a new job. You do not have to change your resume completely, but there is one thing you can do that will get you noticed. Instead of using an objective on your resume, consider turning it into a branding statement. Companies want to know what a job seeker’s personal brand is and how it can help the company succeed. We will discuss personal branding statements and how to effectively write them.

What is a Personal Brand?

A personal brand should be the following:

  • Your personal brand must be consistent across your online portfolio, your resume, your cover letter and all of your networking sites.
  • Your personal brand must be relevant, credible and express your unique value to companies.
  • Your personal brand must be an effective marketing tool that separates you from the rest of the pack.

How to Determine Personal Brand

In order to determine your personal brand, you should ask yourself the following questions:

  • What type of leadership style do you have?
  • What is one word that describes you the best?
  • What skills, talents, or traits help you stand out from the rest of the competition?
  • What is the style of communication you use?

Keep Statement Short

The personal brand statement should be short, just as short as the outdated objective statement. It should be no longer than two sentences, but you should really target for a personal brand statement that is one sentence in length. When you are able to explain yourself and who you are in one sentence, it shows the employer you are introspective and have a professional focus.

Remain Authentic

The personal brand statement you come up with for your resume must be authentic. Do not go over-the-top with what you write, and never call yourself something you are not. This means you should avoid words such as guru and expert unless you absolutely are such a person.

Be Memorable

The personal brand statement on your resume is the perfect time for you to be memorable. You want your resume to be remembered and talked about by hiring managers and recruiters for positive reasons, not negative ones. Try to avoid using technical words in your resume because it might alienate the audience reading the resume even if they know what the words mean.

Update the Statement

As your career grows and evolves, update your personal branding statement as you see fit. Remember, there is no need to change the statement every week because you don’t like it. Try to find a statement that fits your needs and only change it when your career evolves.

A personal branding statement is much more powerful than the outdated objective statement. Add one to your resume today to impress employers.

Davis Staffing maintains the highest standards of professionalism and integrity. Work with our recruiters today to get started on filling your Chicago job needs. 

 

How To Post Job Listings To Social Media

April 16th, 2015

The business use of social media has exploded during the past handful of years, and its common for companies to post their job openings to various social media sites. Recruiters are having an easier time finding candidates for open jobs because of the access to millions of people via social media. Sites such as Twitter, LinkedIn and even Facebook make it easier for companies to find their next employees.

Here, we will discuss how to post job listings to social media effectively so they are noticed by the right job seekers.

Use Hashtags # Appropriately

If your company decides to use Twitter as a way to post job listings, make sure each tweet is using an appropriate hashtag or two. You cannot just include a hashtag for the sake of including one in a tweet. With social media recruiting, you need to make sure that the hashtags are reaching the right audience and do not cause your tweet to get lost in a sea of other tweets. Misuse of hashtags will be very ineffective for finding a new employee.

Utilize Paid Advertising

Facebook offers businesses a popular feature called paid advertising. Businesses can promote their page on the social network by purchasing advertising spots that can be posted all over Facebook. They not only promote the business page of the company on Facebook, but they also can be used to link to the careers section or specific job listings the company has on its website. Using paid advertising will help you attract a specific group of people, which is very important for companies looking for candidates with a certain set of skills or experience.

It is also a good idea to create a separate tab on your business’s Facebook page that is dedicated solely to careers at your company. Even if there are no job openings at the time, the page should still be active, providing visitors with information about the company and when job listings are usually posted so they know when to return.

Use LinkedIn’s Recruiting Tool

LinkedIn has a paid recruiting tool called LinkedIn Recruiter. Companies use this tool because it has an algorithm that follows the pattern of the company and helps find candidates on the social site that match the company’s needs. The tool also helps track the applications sent to the company, which makes it easier for companies to monitor how many applications have been sent and who has sent them.

Have You Considered YouTube?

Have you thought about using YouTube for your job listings? This is a little out-of-the-box, but can be very effective. Many companies have YouTube channels now, so why not use it to find a new employee. Make a short video that describes your company and the jobs available. Spice it up a little bit with some humor, and you might just find the right candidate for your company.

Social media has become a go-to resource for recruiters and hiring managers when looking for candidates for open jobs today. Make sure your company is using social media correctly in order to find the best candidates for your open jobs. For any of your job needs, contact Davis Staffing and our recruiting experts.

Employees of the Month – March 2015

April 15th, 2015

Calvin BluntCalvin Blunt  

  • Davis employee since October 2014
  • Began assignment at client in February 2015
  • Commute to assignment:  18 minutes
  • Hobby: Swimming
  • Calvin’s statement: “I’m thankful for the job Davis gave me. I want to thank you [client] for the opportunity you gave me.”
  • Feedback from Davis co-workers:
    • “Calvin has a positive attitude and meets production every time.”  – Charles G.
    •  “He is a hard worker and is also very fast.”  – DaWunt’a C.


Rosemary GrantRosemary Grant

  • Davis employee since November 2014
  • Began assignment at client in November 2014
  • Commute to assignment: 20 minutes
  • Hobby: Writing
  • Rosemary’s statement: “It’s an honor working though you [Davis]. And to [client name withheld], this is a great experience and my hard work is paying off. Thank you very much!”
  • Feedback from Davis co-worker:
    • “Rosemary always has every [product] part I need. She is good at her job.”  – Eric C.

 

Montel ThomasMontel Thomas

  • Davis employee since September 2014
  • Began assignment at client on September 2014
  • Commute to assignment: 22 minutes
  • Montel’s statement: “Thank you Davis and [client name withheld]!”
  • Feedback from Davis co-workers:
    • “He [Montel] is committed and comes in on time.”  – Allen A.
    • “Montel always stays on task.” – Malik G.

Illinois Economy Still Strong in Industrial Jobs

April 10th, 2015

The state of Illinois has experienced its ups and downs during the last decade due to fluctuations in the nation’s economy. But according to a recent workforce survey, Illinois has done a better job than most states in keeping up with light industrial job opportunities for workers.

Illinois is a Top State for Industrial Jobs

The U.S. Census Bureau indicates that Illinois is tied for fourth place with other leading states for having the most industrial work opportunities. This is despite efforts from several manufacturing firms to shift operations to countries like Mexico, China and the Philippines where the tax base and worker wages are much lower than in the United States. The top states with the most industrial jobs were Pennsylvania, Ohio, Texas, and California. The combined income generated by all industrial jobs in Illinois in 2012 was around $28 billion, according to Census figures.

These figures spell good news for millions of industrial workers in Illinois, including those who work in entry level industrial jobs and temporary assignments, which are also on the upswing. According to Greg Baise, the CEO of the Illinois Manufacturer’s Association, the industrial sector represents a major force in the economy of the state. Industrial products represent well over 10 percent of the state gross product, leading to multiple layers of related jobs and companies that serve this market.

Reasons for Industrial Job Growth in Illinois

Some of the factors that are contributing to the growth and development of industrial market in Illinois include the Chicago digital manufacturing lab, located on Goose Island, which has received $80 million in federal funds for redevelopment in manufacturing technology. Additionally, digital manufacturing has picked up as a result of advances in technology and robotics, which are making industrial jobs safer and more efficient. On top of these factors, the Baby Boomers who have worked in industrial facilities across the state are nearing retirement daily and this leaves the door open for a younger workforce to come in to take on entry and mid-level jobs.

As a state, Illinois is clambering after skilled industrial labor sources. The job market has become candidate driven, meaning there are plenty of temporary and permanent industrial and light industrial jobs to be had in Illinois. Look for these opportunities by getting signed up as an employee with Davis Staffing in Chicago.

Tech Tools Recruiters Can Use To Land Candidates

March 27th, 2015

Recruiting is an established profession that’s been around for years. In the old days, recruiting used to solely rely on pen and paper to get the job done. A lot has changed and mostly for the better. Now, recruiters can use a host of technology to recruit the top candidates within their industries.

This week, we will discuss the best tech tools out there recruiters can use to secure top talent on the market for open jobs.

Cross-System Awareness on LinkedIn

Companies that recruit the best candidates will likely find a large portion of them on LinkedIn. While using LinkedIn, companies should also perform cross-system awareness in order to find out which candidates are already in the applicant tracking system of the company. This technology will also allow the company to automatically update the contact information of the candidate and contact them using LinkedIn’s mail feature, InMail.

A Combo of ATS and CRM

Applicant Tracking Software (ATS) and Customer Relationship Management (CRM) software are being combined more often by recruiters when it comes to searching for and landing top candidates for open jobs. When recruiters use these two software programs together, they find it easier to track candidates through the hiring process. By combining these two programs, recruiters also will be able to cut down on duplicate data, which helps to streamline the process.

Email is Better

Even though email is not new to the technology game, it is still very important to recruiting the best talent out there for open jobs. Recruiters must be able to integrate their email with the ATS they use to track candidates. When this happens, the company does not appear to struggle with communication with candidates and it helps prevent sending out duplicate messages to candidates. Conveying a consistent and organized method makes the company appear that it has a plan and knows how to execute.

Access to More Mobile Applications

As technology continues to expand, recruiters must be using mobile applications in order to land the best talent within their industry. The application can be something created by the company or by a third-party. Candidates want to apply for jobs quickly, from wherever they are located, which is why mobile applications are becoming increasingly important to the recruiting industry. Candidates will also want to log into those applications to track their progress.

The Cloud Expanding

Companies that truly want to attract top candidates must use data managed virtually over the Internet in the cloud – in some form or another. When companies move systems to the cloud, it enables employees to access documents and other items from wherever they are located. This means that recruiters can find out which candidates have applied for jobs at their company even when they are no longer in the office.

Data Mining

As a recruiter, you need to perform a little data mining in order to find the best candidates for open jobs. Data mining involves research, which should be done to find out which companies are struggling to fill jobs. Companies tend to need specialists, especially in the technology field. By doing a little data mining, you will be able to figure out which ones are hurting the most to find candidates.

Davis Staffing, one of the top staffing agencies in Chicago, can help your company with its job search. Contact our staff today to get started on filling your employment needs.

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