What To Include And Feature In Your LinkedIn Profile

December 19th, 2014

LinkedIn has become one of the best resources for professionals to find new jobs, network with others in their industry and become experts in their field. This social site also serves as a virtual resume for those who use it, which makes finding a job a little bit easier in today’s ultra-competitive market. In today’s article, we will tell you what is best to include and feature in your LinkedIn profile.

Details, Details, Details

One of the most important things you need to do with your LinkedIn profile is provide as many details as possible. The more detailed your profile is, the more effective it will be in securing you more connections and possibly landing you a job. The best way to add details to your profile is by uploading your resume directly to the site, which will then put all of your information into the right place so you do not have to.

Professional Profile Picture

It is very important that you have a professional profile picture for LinkedIn. Do not pull a picture from your Facebook page or from Instagram. Instead, use a picture of yourself dressed in business attire from a recent conference and make sure you are the only person in the picture. The picture says a lot about you, so make sure it does not depict you drinking alcohol or dancing with friends at a club. It needs to be as professional as possible.

Recommendations

Reach out to some of your most trusted connections on LinkedIn and ask them to provide you with a recommendation on the site. They do not need to do anything special, just fill out the recommendation form and submit it. The recommendation will then show-up on your profile. It can be as short or as long as the person wants to make it, but it should be very positive and discuss one of your best professional traits.

Use a Strong Summary

Your LinkedIn profile must absolutely utilize the summary portion. It needs to be a strong summary that explains who you are and what it is you do for your career. Use keywords specific to your career so you can be found when employers search within LinkedIn. The summary needs to be at least 40 words in length to make an impact in the search engine.

Boast about Your Skills

Make sure your LinkedIn profile brags about your skills. You can add up to 50 different skills to your LinkedIn profile, so be sure you choose ones that best fit your educational and work experience.

LinkedIn has become the go-to social network for professionals when it comes to networking and building a personal brand on the web. If you build a strong LinkedIn profile, you should have no trouble finding a job within your industry.

The Benefits Of Pairing With A Staffing Agency

December 12th, 2014

Staffing firms have been helping companies find extra workers for decades. Not every company out there takes advantage of the services offered by a staffing agency, but many more are beginning to do so. There are plenty of reasons for this and we will discuss those reasons in this post. The benefits far outweigh the negatives, of which we really cannot find many.

Find out why it’s wise to make Davis Staffing your recruitment partner.

Save Time and Money

Right off the bat, two benefits of working with a staffing agency are the ability to save time and money. It costs close to $58,000 to hire a new worker, according to the U.S. Bureau of Labor Statistics. This number does not include benefits, 401(k) match, the cost to advertise an open job and cost of recruiting. When you use a staffing firm, the firm will help you save money on overhead costs.

Partnering with a staffing firm will also save you time. The average time it takes from a job interview to a hire is roughly 22-25 days. This number does not include posting a job ad, acquiring resumes, sifting through those resumes and then interviewing candidates. Staffing firms will remove some of these aspects for you, helping you save time.

Flexibility of Employees

Pairing with a staffing agency makes it easier for the company to be flexible when it comes to the scheduling of its employees. Temporary workers can be brought in for a job that can last one day, one week, one month, six months, one year or multiple years. You can bring in temporary employees when busy seasons hit, during the holidays, when employees take vacations or when you lose an employee to sick or maternity leave.

Quality of the Hire

When a company pairs with a staffing agency, it will always be provided high-quality hires. Staffing firms are tasked with weeding out the undesirables or inexperienced candidates for all available openings. This means that your company will experience a drop in turnover rate for employees when working with a staffing firm.

Increased Productivity

If you are worried about the workload of your employees and their stress levels, then it might be time to pair with a staffing agency. This will help you spread the workload evenly amongst employees by bringing in new workers. This can be done during the holiday season, when there is an influx of work, or when a major project comes across your desk that needs to be completed quickly using high quality work.

Find Full-Time Workers

Many companies pair with staffing agencies for the sole fact that they can test their temporary workers to see if they will be a good fit with the company on a full-time basis.

Pairing with a staffing agency is an excellent idea for companies of all sizes, because of the above reasons and many more. If your company has not paired with an Illinois staffing agency yet, it might be time to move in that direction to save time, money and drop the employee turnover rate.

How To Negotiate During and After an Interview

December 5th, 2014

The job interview process can be stressful and daunting, but if you know how to go about it, you should have no trouble landing a new job. One of the more difficult aspects of the process is negotiating both during and after the job interview. Negotiating things like starting date, salary, benefits, and work responsibilities often takes place during this stage.

If you have never had to negotiate during an interview, this article will help you prepare for your first negotiations. If you have negotiated in the past, this article will help you hone your negotiating skills.

How to Negotiate During the Job Interview

When negotiating during the job interview, you need to use a couple of tricks in order to be successful. When asked about your current salary, do not lie, but also do not provide the exact number. Instead, provide the interviewer with a salary range you are looking for. Another good tip is to make them name a definitive number first.

You must absolutely use generalizations when negotiating during the interview. Say things like “My total compensation,” which will allow you to include 401(k), benefits, bonuses, raises, flexible spending accounts and other compensation. As mentioned earlier, provide the interviewer with a range that includes all of these items so you are not limiting yourself to just salary.

If the interviewer keeps pushing you for your current salary, finally give them an answer, but make sure you ask what their compensation and benefits package looks like so you can get a feel for the compensation being offered.

How to Negotiate After an Interview

Once the interview process is complete, it is time to wait for the call that includes a job offer. The wait can last anywhere from a couple of days to two weeks and you should use that time to put together your negotiating strategy.

When the call comes and a job is offered, thank the interviewer, but stop short of saying ‘yes’ to the offer. Ask them if you could take 48 hours to think things over and discuss it with your spouse. Ask the person on the other end of the phone how the position is funded so you can figure out what type of package will be offered.

You should always ask for the job offer in writing so you have all of the responsibilities, expectations and compensation information in one place for you to reference when negotiating.

During this part of the negotiation process you need to convey to the company what type of value you bring. Never mention to them how much you need to cover living expenses, bills and loan payments. Weigh the pros of the job against the cons, and make sure that the cons do not outweigh the pros. If this happens, then the job might not be for you.

Negotiating during and after a job interview is a very important skill to have. Make sure you know what you are looking for in the job so you can negotiate properly.

How To Sell Your Organization To A Candidate In An Interview

November 28th, 2014

One of the biggest challenges a company faces during a job interview is pitching the company in an attractive way to a “dream” candidate. The candidate obviously has some level of interest in your company since he or she has submitted a resume and has accepted a job interview, but you need to make the final push. We will discuss how to sell your company to the candidate, without seeming too desperate to get the candidate on board.

Clarity about the Role is Important

You need to be as clear as possible when discussing or describing role for which the candidate is interviewing. You cannot leave out any details, nor make any mistakes in describing what the candidate would be doing during a normal workday. All of this information will play a role in the decision the candidate makes as to whether or not he or she will accept an offer of employment. Another way to show clarity is by giving the candidate a tour of the company when arriving, during the interview, or on the way out the door at the conclusion of the interview.

Think about the Competition

As you sit down with a candidate, effective recruiting means you need to take into consideration your company’s competition. If you want to be successful in selling your company to a candidate, you must acknowledge that these candidates could be interviewing with the competition in the near future. You will need to provide them with incentives to join your organization. These include better compensation, a strong benefits package or better schedule flexibility.

Think about the Candidate

Another way you can sell the company to the candidate is by thinking like the candidate. Put yourself in the candidate’s shoes. Figure out what it is he or she will want from such a job at your company. This includes strong autonomy, a clear path to advancement, job security and recognition for strong performance. You can determine all of this by asking the candidate about their expectations, hopes, values and work style.

Describe the Outstanding Culture

Candidates want to know what type of culture the company has so they can determine if he or she will fit into that environment. If your company has a very positive culture, you need to explain it and show the candidate why the culture is so positive. This can be done by showing the candidate around the office on varying occasions.

Demonstrate Genuine Passion

Even though you are conducting the job interview, you still need to display passion for your company as a part of effective recruiting. If you are not passionate about the job and the culture of your workplace, then the candidate will not feel compelled to accept an offer of employment. Passion shows the candidate what is alluring about the position and what the company can bring to the table.

If you follow the tips outlined above, it should not be difficult to sell the candidate on your company during a job interview. If you need help coming up with ways to highlight the company strengths or in finding a well-matched candidate — consider working with Davis Staffing in Hammond Indiana.

How To Ask For A Reference Or Letter Of Recommendation

November 21st, 2014

Asking for a reference or a letter of recommendation can be a stressful situation for a job seeker, especially if he or she has never done so in the past. You might not know the etiquette involved in such a request, which is why we will tackle the issue in this post. Make sure you follow the tips outlined in this article if you want to receive a glowing reference or letter of recommendation for a job application.

Put the Request in Writing

Many people who have written hundreds of letters like to receive the request in writing. The reason for this is that they are more likely to remember they were asked and have a reference guide for the letter’s information. The written request can be submitted via email or as a letter itself. In the request, make sure you include all the pertinent information about the company and the job for which you are applying so they can tie your experience and skills altogether.

Ask Early and Personally

When you know that you will be applying for a job, ask for the letter of recommendation early and personally. By early, we mean before the company even requests one. This is a good idea because you will be able to hand it in as soon as the company requests the recommendation. You should also ask personally. When you ask someone who knows you well, it makes the writing process much easier. Also try to ask them personally, which includes using a phone call or the next time you see them in person.

Ask Nicely and Professionally

One of the most important things you need to do when asking for a reference is that you must ask the person nicely. Do not talk about them owing you a favor for something you did for them years ago and never back them into a corner.

When you ask, you need to provide the person with a graceful way to bow out of the request if they so chose to do so. If they do decide to bow out of the request, never become offended or ask the person why they came to this decision.

Make it Easy

When asking someone to be a reference on your resume, you need to make it as easy as possible for them. Tell them what type of job you are looking for, and if you apply, give them a heads up so they are not surprised when they receive a phone call from a hiring manager asking about you.

Also, to make it easier on your reference, you should email them a copy of your resume. They can familiarize themselves with your resume and be able to look at it when on the phone with a hiring manager.

How To Turn Temporary Hires Into Permanent Ones

November 14th, 2014

Even though your company brings in Temp to Perm Hires every so often, it does not mean they must absolutely be let go once their contract comes to an end. You have a couple of options; renew their temporary contract for another set period or hire the employee to the full-time staff. It is very easy to turn temporary hires into permanent ones and we will show you how.

Use a Staffing Firm

The first step you need to take in the process is partnering with a staffing firm to find the right Temp to Perm Hires for your open jobs. The staffing firm will handle the application process, the interviews and the paperwork. You will only need to introduce yourself and train the new temp worker when the time comes for them to start the job.

Watch the Temp Worker

The second step is to watch how the temp worker performs. Never make it known that the worker has been chosen to be hired full-time, or has the possibility of being hired full-time because it might cause them to change their work ethic. You want to see how well the temp worker will perform without any expectations.

If they come to work each day knowing their contract will be up in two weeks or two months, yet still work their hardest, complete projects on-time, provide leadership in the office, then you know you have an excellent employee on your books.

Determine the Need for Another Full-Time Employee

Your next step in using Temp to Perm Hires is to determine if your company truly needs another full-time employee. You will need to crunch numbers and determine a budget for another full-time position, which will include salary, benefits and a possible signing bonus.

You also need to take a look at the workload of your current full-time staff. Will adding another full-time employee help them complete work quicker, of higher quality and prevent burnout? If even one of these answers is yes, then you need to begin the onboarding process right now.

Offer the Full-time Spot

Now that you have determined that a temporary worker should be added to your full-time staff, you need to begin the process of onboarding the employee. This includes offering the job permanently to the employee, having them sign the paperwork, putting them through any additional training or introductory meetings required.

Reap the Rewards

Now it is time to sit back and reap the rewards of hiring your temp worker full-time. You were able to analyze how they performed, determine if it is worth it to bring them on permanently and now you can watch how they respond to having a full-time, permanent job with your company.

Watch What You Say On Social Media as an Employee or Job Seeker

November 6th, 2014

Social media has become ingrained in our daily lives over the last 10 years. Facebook, Twitter and LinkedIn can all be accessed on our mobile devices via applications. Whether you use a smartphone, a tablet or a desktop/laptop computer, we can always access social media networks. We post our thoughts, our fears, our comments, our opinions, our schedules and much more on these sites. As a working professional, you need to watch what you say on these sites or it can doom your career.

Never, EVER Talk About Your Employer

Unless you are raving about your employer on social media, be sure never to mention their name. Making inappropriate posts about your employer or constantly complaining about them could lead to you receiving a pink slip from the boss. To make things easy on you, refrain from saying anything about your employer on social media, even if it is good. The reason for this is that you might think it is innocent, but you could be breaking a non-disclosure agreement you signed with the company when hired.

Refrain from Inappropriate Content

All of your posts on social media need to be clean and free of inappropriate content. Inappropriate content includes foul language, derogatory remarks about other people, pictures or videos that contain you consuming alcohol or drugs and much more. Even if you already have a job, you need to spend time cleaning up your social media profiles of any and all inappropriate content. You could possibly lose a job over inappropriate posts because even though you might not be at work when the posts are made, you still represent the company to the public.

Never Lie or Tell Stories

One of the biggest issues people come across on social media these days, specifically LinkedIn, is that they have lied about their past. Even though you might think you are telling a little white lie, it will come back to bite you. Employers can perform a simple background check to find out which degrees you have earned, from which schools and for which companies you have worked during your career.

Avoid Posting about Crimes

We have all seen those television specials about the dumbest criminals out there. Well, make sure you do not become featured on one of those shows by posting about a crime you have committed on your social media profiles. Even if it is a petty crime, you should never discuss it with friends or acquaintances on social media. This will only hurt your chances of holding a job and it could even lead to your arrest.

Avoid Talking abouts Risk-Taking

If you enjoy going hang gliding, or love to smoke one cigar per day, refrain from posting these hobbies on your social media accounts. Why? Insurers are beginning to research those they insure on social media sites, much like employers do so with job candidates and current employees. So, if you lied about being a smoker on an insurance policy, do not broadcast it on your social media site that you enjoyed a cigar today.
The bottom line here is that you need to be very careful when crafting your statuses on social media or else you could find yourself in a heap of trouble.

Should You Hire On Experience Or Potential?

October 29th, 2014

Working as a hiring manager is challenging and rewarding all at the same time. Each time you make an excellent hire, you get to watch first-hand how well the employee performs on the job. A hot topic within the industry right now is if you should hire on experience or potential when bringing in new employees. We will discuss why the answer should be potential and not hire based on experience.

Is the Candidate Fresh?

One of the first things you need to look at during the job interview is if the candidate is fresh or stale. When we compare fresh versus stale we are talking about right out of school and working the same job for 20 years. Sometimes, a candidate who is a recent college graduate will offer more to the company than someone who has been working the job for 20 or more years.

Does the Candidate Have Staying Power?

The next question you need to ask yourself when analyzing a candidate is if they have staying power at your organization. Is the candidate a flash in the pan? Did they accomplish one major thing during their career? If so, he or she might not be able to replicate the success when working at your company. A candidate with staying power will be able to work under the radar while being successful during the length of their career.

Is the Candidate Open to New Things?

A candidate who is stuck in their ways will fall into the experience category and you should stay away from hiring such a person. You want someone who is open to new things, especially as technology keeps evolving. You will need to determine if the candidate tries new things by asking questions that tell you if he or she is a risk-taker.

Is the Candidate Still Learning?

If the job candidate is on cruise control, then he or she might not be a good hire for your company. If the candidate is still furthering their education, is attending training courses, or asks about tuition reimbursement, he or she is the right fit for your company. This type of employee fits into the category of hire for potential.

Traits of Potential-Based Candidates

What are some of the traits of a potential-based hire? The traits you want to look for the most include insight, curiosity, determination and engagement. When you hire based on potential, the candidate you choose should have at least two of these traits. If you come across a candidate who has three or more of the traits, you need to make the best offer possible to secure a signature on the employment contract.

The bottom line here is that you should always hire based on potential and not experience because potential will bring more success to your company than someone who is stuck in their ways.

We Have Moved To A Temporary Location

October 21st, 2014

Our Oak Lawn office has moved to a new temporary location!

We are back at 4054 Southwest Highway in Hometown, IL 60456.  We are there from 8am to 5pm Monday – Friday and are hiring now!  Of course you can view and apply to any of our open jobs right here.

Our number hasn’t changed – 708-857-7511. Give us a call or stop in to see us!

How To Make Your LinkedIn Profile Stand Out

October 21st, 2014

Professionals use social media today on a daily basis so they can connect with other professionals, find jobs and become trusted members of their industry. For those who use LinkedIn, you need to make sure the profile is complete and stands out from all the rest. With millions of users on this social network, your profile is your lifeline between finding a new job and being stuck in unemployment or a dead-end career.

Professional Picture

LinkedIn is not Facebook. We say this because you should not use any pictures with alcohol, drugs or inappropriate clothing in them. Your profile picture should always be professional. This means that you should be wearing business attire and be freshly groomed.

Have a Targeted Job Description

You need to create a job description that is targeted. Look at profiles of other professionals who work the same job as yours. Make sure the description has the correct wording and utilizes keywords related to the industry in which you work.

Have a Clear Headline

The headline of your LinkedIn profile must be clear and concise in describing what you do on the job today. You also need to discuss the value that you bring to potential employers in your headline.

Use a Short Summary

The summary of your LinkedIn profile should remain short. LinkedIn profiles will be reviewed quickly by hiring managers and recruiters. The summary should be no longer than three to five paragraphs and always use bullet points for your skills.

Make Your Achievements Shine

You have been piling up the achievements throughout your career, which you are proud of, so make sure you focus on them in your LinkedIn profile. This is one of the most undervalued aspects of the LinkedIn profile and that should not be the case. Adding achievements is incredibly easy using this social network so make sure you take advantage of it.

Use Uncommon Buzzwords

With millions of profiles on LinkedIn, you are bound to come across the same profile buzzwords quite often. This is why you need to use uncommon buzzwords in your profile. It will grab the attention of recruiters and hiring managers.

Always Have a Current Position

Even if you are unemployed, your LinkedIn profile should always have a current position listed (HINT: this can be a volunteer or freelance role). You need to show that you are constantly working in your niche. Potential employers want to see what you are up to right now, so find something to do and put it in the profile.

Post Content

LinkedIn has this great feature where it allows you to post content to your profile. Write and publish articles about your job or your industry. This will help you build a personal brand and become an expert within your field.

Ask for Recommendations

As you build a larger network on LinkedIn, you need to begin asking your most trusted connections for recommendations. These are just as valuable as the ones you submit with a job application or to a company during the interview process.

As you browse your LinkedIn profile tonight, see if any of these items need to be worked on. If so, make the changes necessary so your profile stands out from the rest of the crowd.

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