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.

What To Look For In A Candidate Fresh Out Of School?

October 14th, 2014

As an employer, you need to do everything possible to find the right candidate for the open jobs at your company. This means that you will need to know what to look for in the candidates who interview for the open jobs. The student’s GPA and major are not the only thing you need to take into consideration when hiring recent college graduates.

We have compiled a list of the most important things to look for in a candidate fresh out of school here.

A Team Player

The candidate must be a team player. You will want an employee who not only can work well in a team setting, but also who wants to work as part of a team, not just go through the motions. A telling sign is how well the candidate can work with others who are very different from them. This will help you get a glimpse of how the candidate will work with your current employees.

Strong Writing and Communication Skills

You also should look for recent college graduates who can write well and have strong communication skills. No matter what type of job is open, the need to write and speak publicly will arise at some point. This means that your candidate must be able to put together a strong presentation that includes written material and requires them to speak in front of others.

Ability to Analyze and Solve Problems

A very important aspect of business today is the ability for employees to analyze and solve problems when they arise. Recent college graduates need to have this ability if they want to obtain employment. You need to make sure that any recent college graduates you interview can perform such a task. You can determine this by having the candidate provide an example of how they performed this task while working an internship.

Creative Out of the Box Thinker

Creativity is very important in the business world today because it separates the most successful companies from the least successful companies. As you interview recent college graduates for open positions, you need to determine if they can be creative and innovative when on the job. This will increase the success of your company because the candidate will bring their new ideas to the table each day they are on the job.

Strong Work Ethics

No matter which industry your company operates in, you will want to hire someone with strong ethics. When you bring in people who live by their ethical decisions, you will notice a difference in the office and your corporate culture.

Understanding of Numbers and Statistics

You also need to find candidates fresh out of college who understand statistics and numbers. This ability is necessary in today’s business world because it helps the company move forward with deals, projects and contracts.

How To Explain That You Were Fired

October 7th, 2014

It is very unlikely that you will go through your entire career without being fired at least once or twice. When this happens, you will run into the problem of answering questions about your termination when going on job interviews. But, don’t sweat it! Read on for some expert advice on how to explain you were fired, in a tactful way.

Provide a Brief Answer

One of the first things you need to do is stay brief in your answer. Some people see this negative question as a reason to provide the interviewer with a monologue that lasts five minutes. You need to prepare your answer ahead of time and practice it so you stay as brief as possible during the interview. Get right to the point with the answer so you do not begin talking negatively about your previous employer.

Be Honest in Your Answer

When you are asked about being fired, you need to be honest with the interviewer. You should not try to spin termination as being laid-off or that it was a mutual split. This will only make matters worse for you during the interview. Even though you should be honest with the interviewer, you do not need to provide him or her with every single detail of why you were fired either. This could only turn into an ugly situation for you as a candidate.

Refrain from Speaking Negatively About Your Former Employer

Another important tip here when explaining you were fired is to refrain from speaking negatively about your former employer. Interviewers will ask about being fired in order to find out why the termination occurred and how you react to your former employer. An interviewer will want to see how you handle the situation when talking about them. It will make the difference between being offered a position with the company and not receiving a second interview.

Remove Bitterness

When answering the question about being fired, you need to refrain from sounding bitter. Employers do not want to hire bitter employees, which is why you need to refrain from using language that makes you sound like a sore loser.

Do Not Blame Anyone

You were fired for a reason. This means that you cannot blame anyone else for losing your job but yourself. Since you should not talk poorly about your former employer, you also need to refrain from bad mouthing any former supervisors or co-workers at the same time.

Explain What You Have Learned

The next thing you can do when answering a question about being fired is to explain what you have learned from the situation. Part of your answer, which should still be brief, is to explain what you learned from being fired and how you can apply it to your next job.

Back To School! Why It Is Important To Let Employees Have Time To Continue Education

September 24th, 2014

As the rest of the country heads back to school, companies are still in session and employees are trying to find ways to beat the workday blues. Employees need to be able to continue their education these days for multiple reasons. We will discuss these reasons here so you, as a company, understands the benefits to allowing employees to return to school to further their education and career.

Employees Know They are Valued

When you allow your employees to return to school, it lets them know they are valued by the company. There are many reasons for this; the company not only lets the employee take time out of their schedule to go to school, but it also might reimburse the employee for the courses taken and the materials purchased for those courses.

Company Benefits in the Long-Run

Anytime a company sends its employees back to school, it is putting itself into an excellent position to succeed within its industry. As employees continue their education and earn higher degrees, they are bringing what they learn back with them to the office. This information can be presented to co-workers at the office during meetings or taught to others on an individual basis when necessary. This will only provide the company a stronger presence within their industry.

Builds Confidence in the Employee

When a company sends its employee back to school, it helps the employee build confidence in themselves and where their career is headed. The confidence will show when dealing with clients, completing high-quality work, offering suggestions at meetings and much more when at the office each day. This is a boost to your leadership development programs and employee succession planning efforts.

Work Becomes More Meaningful

When an employee is sent back to school by his or her employer, the work they perform when on the job becomes more meaningful to them. Going back to school can help the employee understand what he or she is doing at work much better. This will lead the employee to have more meaning in their career and what they do at the office.

Employees Become Eligible for Promotions

Companies that send their employees back to school will be helping their own cause when it comes to improving their management ranks. Employees who go back to school to earn advanced degrees will then become eligible to earn promotions at their place of employment. This helps the company promote from within and not have to look elsewhere when higher-level management positions become available.


It is important for companies to have some form of continuing education program in place in order to help employees further their career. The benefits will be present for both the company and the employees who return to school. Success will come for both parties when employees are allowed to go back to school when working.

Update: Location Change

September 22nd, 2014

On 9/11/14, our Oak Lawn office, located at 5450 W 95th Street, had a fire. It is closed for now and we are planning on moving to a new temporary location soon.

We are currently taking applications next door to us at BJ McMahon’s, located at 5432 W 95th Street. You may enter through the rear of the building and find our temporary location in the party room. Walk-ins are welcome from 9-to-11am Monday-Thursday. As always, you can apply for jobs through our website, and we can still be reached by phone at 708-857-7511.

We will be sure to update you when we have found a new location. Thank you so much for your understanding in this challenging time and we look forward to continuing to help serve you and your staffing needs!

Is It Bad To Have Temporary Employment On A Resume?

September 19th, 2014

As you continue to search for a full-time job, you might be filling your free time with temporary jobs. This is an excellent way to keep busy, improve your skills and show potential employers that you are committed to your career. When it comes to adding the temporary employment to your resume, there are some people who say it is bad to have it on the resume and others say it is good to have on a resume.

Let’s look at both sides of this question, to help you decide what’s best for your job search. 

DO: List Temporary Employment on a Resume

Since temporary jobs are jobs, you should always list them on your resume when looking for other temporary work, part-time work or full-time work. This is an excellent way to prove to employers that you are actively looking for work and are staying busy while in-between permanent jobs.

Now, even though some people believe that listing temporary employment on a resume is good, you should not list all of the temporary jobs you have worked. What you should do is list temporary jobs that are related to the job for which you are applying when looking for full-time work. This will help you target employers much easier and show the employer how you continued to improve your skills within the industry while in-between full-time jobs.

Another tip here is to avoid listing temporary positions that are more than 10 years old, even if they are related to the industry in which you are trying to find a full-time job. When you keep your resume to the previous handful of years, it makes it easier to read for employers.

DON’T: List Temporary Employment on a Resume

On the other side of the argument, some people will tell you to never list temporary employment on a resume. One reason for this argument is that temporary work might paint your career in a bad light even if you have worked these jobs to improve your career skills within a specific industry.

Another negative to listing temporary employment on a resume is that the jobs might not have been associated with the industry in which you are looking for full-time work. If this is the case, then you should absolutely keep the temporary employment off your resume.

If you have worked four or five temporary jobs within the same industry or career, it is not effective to list all of them on the resume. Instead, just list two or three of them so the employer is not looking at the same information over and over again.

After looking at both sides of the argument, it looks as if the answer depends on each individual person’s situation when creating a resume. Take a long look at the temporary work you have performed and then make the decision based on the job for which you are applying before you write the resume. If you need support with your resume, and how to list your temporary jobs on this document, be sure to get in touch with your recruiter at Davis Staffing in Hammond Indiana.

Steps To Creating A Healthier Work Environment

September 15th, 2014

Finding new and innovative ways to create a healthier work environment can be difficult, especially when employees are stuck in bad habits for a long time. Getting your employees to buy into a healthier work environment can be tricky, but it definitely can be done effectively without causing too much of a culture shock for employees.

Here, we will discuss the most effective ways to create a healthier work environmentin just a few simple steps.

Step #1 – Fostering an Attitude of Cooperation is a Must

One of the first things you must absolutely do when creating a healthier work environment is to create an attitude of cooperation. This means that give and take must be present in the office each day of the week. Part of the cooperation discussion is offering employees ways to balance their work life and their personal life so they are not overwhelmed when they come to work each morning. This includes offering childcare, flexible work schedules, telecommuting, sabbaticals and compassionate leave.

Step #2 – Create Rewards for Employees

Employees love to be recognized or rewarded for a job well done more than once in their career. This means that you need to create some type of recognition program for your employees. This will make it easier to reward them when they complete a project ahead of the deadline, go above and beyond when dealing with a client and much more. These rewards can be gift cards to local restaurants or businesses, extra paid time off from work, a personalized plaque and much more.

Step #3 – Develop an Atmosphere of Trust

Employees also want to have a feeling of trust when they are at the office. They want to be trusted by their superiors, their co-workers and everyone else they come in contact with in the office. Trust goes both ways, which means since your employees want to be trusted, you must provide them with reasons why they can trust you. When you make this a two-way street, the environment at the workplace will be much healthier.

Step #4 – Offer Stress Busting Activities

Work is stressful, no matter how fun the workplace environment might be, which is why you need to relieve the stress of your employees as much as possible. This can be done using various activities at the office such as picnics, casual outfit days, flexible scheduling during the spring and summer months and much more.

Step #5 – Update Corporate Safety Policies

When companies look to make their workplace environment a healthier one, it can be done by updating safety policies. Safety policies will vary from company to company, but most of them are the same. If you feel that your employees are not safe in what they do at the office, you can hold safety seminars and update the policies and make sure everyone is complying when necessary.

Creating a healthier work environment does not have to a complicated process and it should be done immediately in an effort to ensure that your employees are happy and safe. Davis Staffing, a Hammond Staffing Agency can help reduce stress on your current workforce by giving you access to temp employees to take care of routine tasks, augment for larger projects, or work during peak seasons.

What Are Hiring Managers Looking For But Don’t Ask About?

September 8th, 2014

Ever wonder what is it exactly that the hiring manager is looking for, but isn’t asking during an interview? If only you had a crystal ball that could give you the rights actions and words that would inspire them to hire you on the spot, this would be a dream come true!   The truth is, each side of the interviewing table is looking for specific things from the other party. The candidate wants a great career opportunity that compensates well for the job tasks. The hiring manager is looking for the right person who has the skills, personality, and experience to get the job done. Somewhere in the middle, these areas have to fit together.   However, no hiring manager is going to say these things right out loud. It’s their job to evaluate every candidate, using legal interviewing methods and questions, to get to the bottom of what the candidate is all about. But, to get you headed in a better direction, here are some things that the hiring manager wishes he or she could say to make this go smoother:

#1 – Please arrive for your interview on time, but not too early.

A hiring manager generally never mentions this, but it is a BIG pet peeve for many when someone shows up late for an interview. Or when they show up for an interview way too early (more then 15 min) and expect immediate attention. Remember, hiring managers often have a lot of things going on, people to talk to, and they don’t have time to disrupt their schedules when you show up at the wrong time.

#2 – Thank you for taking the time and effort to dress appropriately.

If you are going to go to an interview with any hope of impressing the hiring manager, please dress for the job and the corporate culture. This means wearing business attire that is flattering to your appearance. Avoid too-tight clothes, flip flops and “stripper” shoes, jeans or cut off shorts, t-shirts with rock bands on them, and over-the-top hairstyles, makeup and perfume that walks into a room before you do.

#3 – We appreciate a well-written cover letter/resume that’s not too wordy.

Hiring managers read through thousands of cover letters and resumes every week. While they wont say it, they do prefer to talk to candidates who have concisely written documents that are to the point and use plenty of white space and bulleted lists. And spell-checked (as hiring managers are sticklers for proper grammar and spelling).

#4 – Avoid using your cell phone, texting, or checking your watch while here.

Remember, always turn your mobile device off before you walk into an interview. It’s rude to take a call or text someone while interviewing. It’s also annoying to keep glancing at your watch as if you are trying to say you have something better to do.

#5 – How does your career background relate to what this company needs?

This actually belongs at the top of the list, but once you have the interview etiquette down you can then focus on what a hiring manager wants to know. This is – how do your skills and experience translate to profitability for our business. Be sure you have some examples of how you bring a lot to the table.

#6 – Don’t give us canned interview question responses – we’ve heard them all.

Stop it with the over-practiced interview questions! Instead, try to focus on being genuine and honest in your answers. Relax some,  then try to think of ways you can illustrate your work experience and how it can benefit the company.

#7 – Are there any personal matters that may prevent you from being a good employee here?

Oh…how the average hiring manager would like to ask this question, but unfortunately it’s illegal to do so. Make it a point to talk about how you are good at managing your personal life so that it never interferes with your professional life. Hiring managers are looking for people with no drama who can handle their personal business.

#8 –  If we hire you, do you plan to stick around for the long term?

This is the question burning on every hiring manager’s mind, but they will never ask you this. Before making a decision, they will weight all the qualities of the candidates to decide who has the best chance of staying loyal to the company. Make sure you are able to see yourself in this job for at least a couple of years before going through the effort of interviewing.

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