What to Bring to a Job Interview

June 30th, 2015

What to Bring to the Job InterviewGetting the interview is just the first step in landing the job. By preparing for the questions you may be asked and bringing these important things, you can increase your chances of impressing the interviewer and getting the offer.

Copies of your resume. Even though pretty much everything is done by computer these days, hiring managers often still want to see a hard copy at the interview. Bring a few in case there is more than one interviewer. Also bring a list of past employment dates, supervisors, and education in case you are asked to fill out a job application.

Notebook and pen. You may not need to take any notes and the interviewer may be happy to supply you with a pen, but it’s better to be prepared just in case. You can write down contact information so that you can send thank you notes after the interview.

Simple bag or padfolio. You’ll want to keep your resumes clean and flat, and you may need a place to store any other paper or items the interviewer may provide. But don’t carry both a briefcase and a purse. You’ll look disorganized.

Shoes you can walk in. If your interviewer wants to take you on a tour of the building or if there is a long walk to the interview room, you don’t want to hobble along in heels or limp in dress shoes that pinch. If you buy new shoes for the interview, take them for a test drive well in advance.

Questions for the interviewer. A job interview is a two-way conversation. The interviewer is assessing you for employment, but you also need to find out if you are interested in working there. Some typical questions you may ask include asking why the position is vacant and what would make someone successful in the role. Don’t ask, “Hey what do you guys do here?” You should have done plenty of research ahead of time that would answer that question.

Current references. You may not be asked for them, but bring a list of at least three professional references just in case. Be sure to include their contact information.

Identification. You may not need ID until the employer makes an offer, but it doesn’t hurt to have it handy. Typically, employers like to see a driver’s license and social security card.

Lastly, check your notes or email for anything the interviewer asked you to bring. Going into your interview well-prepared will impress the employer and give you a boost of confidence. Be sure to read through the many helpful career articles for job seekers here at Davis Staffing, a leading Chicago IL Temp Agency. Contact us today. We’re here to help you!

Eliminate Low Morale in the Workplace

June 26th, 2015

Eliminate Low Morale in the Workpalce

It happens in every work environment at one time or another. People walking around grumbling, not being very productive, missing work days, and having a general bad attitude about things. What are we talking about here? It’s low employee morale. It sneaks in like a virus, infecting one employee and then over a matter of a few days or weeks, takes hold of the entire workplace. Over time, low employee morale slows down the progress of the business, even to the point where customers and profits suffer.

What can be done to improve low employee morale? Today, we’ll be talking about ways to eliminate a negative workplace and how to restore one that is already dealing with this plague.

Get to the root cause of employee morale problems

One of the ways to find out what’s causing low employee morale is to listen to what employees are griping about. They generally do this in a number of ways, from social media posts and emails to nasty comments made in meetings. Conduct a workplace survey and ask employees confidentially what they like about the company and what they don’t like. Ask managers to start opening up the floor for conversations about workplace satisfaction. This effort will help you pinpoint any causes of upset.

Identify trouble employees who are spreading the disease

While you are listening to feedback from employees, some of your most vocal employees may need some extra attention because they are spreading negative ideas. Your management team can work with them to see what they are unhappy with. Come up with a solution to give them more of what they ask for and reduce the stressors that are causing problems. For example, an employee may be taking on too many work duties, so a temporary employee can be brought in to alleviate the stress on this person.

Give employees a reason to enjoy their work again

If you have poor employee morale, it could be time to update your pay for performance or incentive programs. PayScale advises that the number one reason employees become disengaged in their work and eventually leave their jobs is due to low compensation. Setting up a stronger compensation package, coupled with an incentive program that is tied to workplace performance and positive attitudes can be a way to boost morale.

Work on developing better leaders and managers

It’s been said many times before, but people become unhappy and leave jobs because of poor management. Your managers may seem to be doing a good job, but they could lack the training or insight that’s causing some employees to become disheartened. Provide ongoing training for your managers and help them focus on making the workplace more positive every day.

Make a renewed effort to clarify expectations

Employees often become confused about their jobs, what they are supposed to be doing, and how their work is connected to the objectives of the company. Make it a point to clarify these expectations often at staff meetings and company events. Let employees know how much you value them and the hard work they do every day on behalf of the company. Show them proof that their efforts are making a difference.

Davis Staffing features some of the best jobs in Chicago. Our team of recruiters will help you find the job that meets your needs and gives you a great opportunity to succeed. Contact us today!

Chicago Ranks High Nationally In Temporary Jobs

June 19th, 2015

Chicago Ranks Nationally in Temporary Jobs

There’s good news for the Chicago job market! Based on a recent workforce survey conducted by a major job board, Chicago ranks high on the list of metropolitan areas that are experiencing an explosion in the number of jobs available.  Temporary jobs are on the rise too, by as much as 12 percent during the last year. In 2015 to 2019, temp jobs are expected to grow at around 13 or higher percent in Chicago and other large cities where companies are moving in to create more jobs.

Chicago leads the way for new jobs

According to Staffing Talk, “Twenty metro areas have a concentration of temporary jobs that are greater than the 2 percent national growth.” Because it is a major manufacturing area, Chicago tops the list for a high concentration of temporary jobs. There is a 3.4 percent increase in demand in the Chicago and Naperville IL region for 2015. In fact, experts note that the demand for temporary workers will be two for every five people hired this coming year.

Top growing jobs in Chicago

The jobs with the most demand for temporary workers include those in healthcare, like nurses and home health aides. In the technology sector, hot temporary jobs include computer system analysts, software developers, and computer user support specialists. Manufacturing jobs in Chicago that top the list are machinists, maintenance mechanics, and other related laborers such as truck drivers and warehouse personnel. Administrative, customer service, and management jobs abound in the Chicago area as well.

Economic outlook for Chicago

Much of the Chicago area (similar to most of the country) is still rebounding from pre-recession conditions, but the job market is taking the lead with many part-time, full-time, and temp-to-perm careers available for hard-working people. The Chicago Tribune reports that retailers in this area expect high growth, which is a sign that consumer spending is up and that jobs are plentiful. When consumers have extra income, they are also looking for real estate, great education for their kids, and good healthcare – all factors that encourage economic growth in the Chicago area.

For access to the top part-time, full-time, flexible and temporary jobs in Chicago, connect with the recruitment professionals at Davis Staffing in the greater Chicago area. We are able to help with all of your employment needs, so contact our great team today to get started!

What You Need to Know about Predictable Scheduling

June 12th, 2015

What You Need to Know about Predictable SchedulingWhat kind of schedule does your workplace require? If you have been considering the idea of moving from a flexible schedule to a regular schedule that’s based on production needs, then you must learn something about predictable scheduling. Here is a rundown of what predictable scheduling is and advice on if this is a good option for your business.

Explaining predictable scheduling

First, the term predictable refers to a schedule that is explained or known in advance so there are no surprises for employees or for the management team. A predictable schedule, therefore, means that employees know week to week what hours they are expected to work and, in some cases, their project assignments. The other side of predictable scheduling is that the company makes an effort to minimize any potential changes to the schedules so that employees do not miss assigned work times or have their regular weekly hours altered.

Advantages of predictive scheduling

There are some key benefits to using predictable scheduling in the workplace, for both employers and the people who work for them, which include:

  • Better management and utilization of human capital resources because staffing planning takes place well in advance of actual project and seasonal peaks.
  • Employees are better able to manage their personal schedules and other responsibilities such as childcare and school age children’s schedules, transportation, attending school and working secondary jobs.
  • Improved employee morale, productivity and engagement because employees know what’s expected of them and what they need to accomplish during each shift.
  • Coverage is determined by the scope of work and the skills needed to complete tasks, to limit the number of overtime hours worked and productivity losses due to bored employees.
  • Reductions in employee tardiness and absenteeism as a general rule because they know in advance when to report to work and when to go home.

Choosing predictive scheduling or not?

While these are just a few of the many ways that predictive scheduling benefits all concerned,  how can you know this is right for your particular company or industry?

Predictive scheduling works best for companies who use hourly workers vs. salaried employees. Hourly workers are more apt to deal with fluctuating schedules in some industries that are dictated by seasonal peaks or production needs, so there needs to be some area for flexibility. The challenge is understanding if the organization regularly deals with large fluctuations in projects or market driven needs. Consider any potential safety needs as well.

It’s simple to set up a predictive schedule in any workplace. Talk with the employment and staffing specialists at Davis Staffing for more information and resources to help you make the most use of your people.

How to Effectively Use Mobile Recruiting

May 29th, 2015

This year, mobile recruitment became more important than ever before. Why? Because everyone and their grandmother is using a mobile device to get information and this includes candidates who are looking for great career opportunities. If you want to improve your recruitment strategy, then the use of mobile recruitment methods should be at the top of your priority list. Here’s some facts on mobile recruitment from Kelton Research: 

  • 50 percent of all people check their mobile phones at least 25 times per day
  • 55 percent of job seekers prefer to upload their resume to a career website
  • 70 percent of active candidates like to apply via mobile devices
  • 86 percent of active job seekers use their smartphone for a job search

If you want to attract top talent to your company, then you must know how to effectively use mobile recruitment. Here are some tips to get this right.

Set up a branded presence on a mobile-friendly career website

Establishing yourself and your recruitment agency means having a presence that helps you stand out from others on mobile networks. Make sure your career website is mobile friendly with the latest updates for adapting to a variety of mobile devices, and create content that’s simple with easy to find information.

Use social networks consistently to educate job seekers about career opportunities

Take your brand further by extending this effort to social networking. Add regular valuable content to professional networking platforms like your blog, LinkedIn, and other social networking avenues where your best candidates are likely to be found. Creating a presence on those outlets allows you to make a first impression to future job candidates.

Make it simple for candidates to find and apply for your open positions

Your online advertisements and career site are only as good as the ability for candidates to apply for them. Make sure this is a simple one-step process that allows job seekers to share their resume and contact information with your recruitment team. Don’t provide any reason for job candidates to not apply and go to another firm.

Stay connected with passive and active job seekers through mobile apps

Use mobile apps in a variety of ways to stay connected with the talent you want to reel in. Use recruitment apps to create introductory videos, add job postings, and search for talent online. Communicate and follow up promptly with candidates.

Get used to evaluating profiles rather than resumes and cover letters

Leave your “old school” recruitment methods at the door as you venture into mobile recruitment. Instead of spending your days hunting down resumes and critiquing them, spend time evaluating the profiles of candidates and see their merits clearer.

When you are ready to begin recruiting, you want to find a search firm that values mobile recruitment and has made a commitment to harnessing this powerful sourcing method.

For any of your recruiting and staffing needs, contact Davis Staffing today for jobs in Chicago!

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!

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