Why You Could Be Losing Temp Workers: Importance of Feedback

April 10th, 2014

Hiring temporary workers is a common practice for thousands of businesses across the country. There are benefits of temporary work on both sides – from the business side and the employee side. Businesses use temporary workers to receive quality work from skilled laborers in a flexible contract that cuts down on recruitment costs. Temp employees work temporary jobs to fill gaps on their resumes and develop career skills. No matter the reason, temporary work is very important to the economy.

However, some companies don’t hold on to their temp workers as well as they would like. In this post we examine some of the reasons why this could be happening — including the importance of feedback.

Lack of Incentive Programs

Incentive programs are not just for full-time employees anymore. With more and more companies hiring temporary workers, they need these workers to be just as productive and successful while under contract. One way to hold onto temporary workers is to offer an incentive program. This can include bonuses, paid time off, rewards and awards. Giving positive feedback to temps often serves as an incentive for future work opportunities.

No Camaraderie or Team Building

Camaraderie is very important in the workplace, especially when it comes to retaining temps. Workers at all levels need to feel comfortable while on the job. Being able to work well with colleagues is an important part to the success of the company. If full-time workers do not welcome temporary workers into the workplace, then issues can arise. This can lead to the company receiving a bad reputation among temp workers, which could cause them to shy away from your company.

Lack of Involvement from Management

One way to lose temporary workers prior to the end of their contract is to have a lack of buy-in from management. Companies that hire temp workers should make sure their management team gets involved in the daily duties of the temp workers. They should introducing themselves, getting to know the temp workers and offering any assistance or guidance when needed. This will help the temp workers get used to the company and feel comfortable each day. Management that takes the time to meet with employees, both full-time and temporary, will be able to hold onto top talent.

Feedback Can Stop the Exodus

If your company has suffered a recent exodus of temporary employees, for whatever reason, you should employ some form of feedback system. Whether this includes exit interviews, surveys, questionnaires, or face-to-face conversations, all of it can help your company understand what is wrong.

Companies that cannot hold onto temporary workers will find that hiring replacements also becomes difficult due to a reputation in the market. Word-of-mouth can be both positive and negative in the business world. It is not just something clients and customers do either. Employees talk about their employers.

If your company is losing temporary workers, it is time to examine the situation and get as much feedback as possible so your company can change its operations or attitude towards temp workers. Contact the recruitment experts at Davis Staffing, a leading staffing agency in Chicago IL, for advice and support on how to provide better feedback and retain your biggest asset – your people.

Average Temp Wages in Illinois – Where Do You Stand as an Employer?

February 21st, 2014

With the news that multiple states would see an increase in the federal minimum wage for 2014, many employers in Illinois have been looking for ways to attract the best candidates to their doors with an improved compensation strategy. Although Illinois has one of the highest minimum wages, higher than the national average, there is still a struggle for the best talent. It can be difficult to compete for talent because Illinois is in a period of rebuilding, like many areas that were hit hard by the recession.

In Illinois, the minimum wage stands at $8.25 for 2014. According to the US Census Bureau, in 2013, the average household income in Illinois was $59,861 for a family of two, and $80,776 for a family of four. This indicates that working people are earning at least 70% above minimum wages. This goes for those who work in temporary contracts too. Typically, employers try to offer temporary employees an hourly wage that’s more than minimum wage. They do this for several reasons:

  • Desire to attract a skilled labor force that are seeking competitive salaries, benefits, and work opportunities.
  • The need to hire pre-qualified and skilled employees who have outstanding backgrounds and educations.
  • Avoiding the pitfalls of losing employees after they have invested in recruitment and training programs.

The Fair Labor Standards Act very closely oversees the wages that all employers offer to workers, with strict guidelines that temporary agencies must also follow. Any temporary agency must be licensed with the state of Illinois to recruit temp employees. In addition, wages that are paid to temp employees must be comparable to those paid to the average worker for each job type. Most agencies go above and beyond this, offering higher starting salaries and providing benefits and bonuses to their temps. They do this because they want to make sure they earn a solid reputation in the industry for being a temp agency of choice. Hiring companies then contract with temp agencies as partners in acquiring all future talent.

It’s important to note that the salary range for a temp job varies depending on factors such as: difficulty of the job, required skills and education of the job, and the job industry. Examples of the types of jobs and temp wages offered include:

  • General Laborers and Assemblers in manufacturing earning between $8.50 to $9.50 per hour
  • Machine, Saw and Lathe Operators in manufacturing jobs earn $9.25 to $11 per hour
  • QA Technicians in Food Production can expect to earn around $14 per hour
  • Maintenance Mechanics earning $19 to 23 per hour for their skills
  • Sales, Administrative and Customer Service temps earn around $12 to $19 per hour

Where do you stand in terms of the wages you are offering to your employees? If you are experiencing high levels of turnover or having trouble attracting good candidates, perhaps there is a better way? Companies that turn to temporary agencies in Illinois are smart because they are able to reduce staffing costs, while offering something more to their employees. Staffing agencies can become an integral part of the process of hiring more quality candidates and developing a more attracting compensation package.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing, a leading temporary staffing agency in Chicago IL!

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How to Improve Profit with Temps

February 13th, 2014

As a well-managed organization, you have probably already realized some of the initial benefits of using temporary staffing services to maintain your human resources. It can be convenient to hire temps for entry level assignments, to fill in for employees who are on leave, or to staff for large projects. But, how well are you doing in terms of reducing overhead and increasing profits using temp employment Chicago IL as a foundation of business growth strategy?

When it comes to running a profitable business, how much your staff contributes to the overall success of your productivity affects the bottom line. In this article, we’d like to give you some ideas for increasing profits by tapping into a temporary workforce.

Cut back on human resource costs

Experts estimate that replacing even one employee can cost as much as a half-year’s salary. However, when you are working with a temps, you can reduce many of these costs because the agency absorbs them. Cutting back on HR costs such as recruiting, screening, background checks, and even benefits and payroll can save your money a great deal.

Give your higher level employees a break

When employees become overloaded with administrative aspects of their tasks, they tend to be less effective of getting any real work accomplished. Temps can alleviate much of this by taking on the routine tasks that higher level employees are burdened with. Giving employees a break means they can be more effective at task management and ultimately make your business more profitable.

Augment critical skillsets to improve workflow

In high demand industries, such as manufacturing, IT and health care there are a general lack of skillsets that are critical to organizational success. Coupled with increasing numbers of retirees who are taking developed skills with them — your business could suffer from skill gaps. Recruit temps who have these skills or are trainable in critical skill areas to maintain business growth.

Reduce seasonal hiring woes

Oftentimes, businesses experience their greatest profits during peak seasons. This can be an opportune time to bring on a temp workforce to handle the increased amount of tasks from every angle of your business. Temps can work for a lower hourly rate, and you can prevent having to pay overtime to your other employees using this strategy. Less overhead means more profits.

Project fluctuations are covered

Like seasonal ups and downs, any business may suddenly experience a project that gets ramped up quickly and then ends abruptly. This can make it difficult to allocate staffing resources correctly. The problem is solved by hiring temps to cover various areas of the project and seamlessly augment your current teams. The better you can manage project fluctuations, the better your business will control costs and experience a jump in revenues.

Davis Staffing offers access to temp employment Chicago IL resources and solutions to meet your business needs. Find out how we can help you increase business profits through a temp staffing plan this year.

3 Books to Read to Improve Your Management Skills | Manager Jobs Chicago

January 24th, 2014

People who hold management positions come in two forms; those who are satisfied with how they run their team and those who are never satisfied with how they run their team. For those of you in the second group, there are plenty of management books on the market today that can provide you with advice, tips, and information about becoming a better manager in Chicago IL. We have chosen three of those books and discuss them in this post for managers of all levels.

“Empower Your Inner Manager: Essential Skills, Self-Assessment, and Effective Planning That Secure Successful Careers”

This book was written by Ian R. Mackintosh and was published on May 31, 2012 by iUniverse. In this book, which is 173 pages and a very easy read, Mackintosh explains how you can analyze your management style and what you can do to improve it. The book describes a process that includes targeting the skills you need to improve, analyzing the skills you need to become a candidate for a management position, revisit your needs for growth in the future as they improve and developing a plan needed to improve your skills.

“TKO Management!: Ten Knockout Strategies for Becoming the Manager Your People Deserve”

This book was written by Dave Anderson and published on May 23, 2013 by John Wiley & Sons. In today’s competitive business world, it is vitally important to work as hard as possible in order to succeed in management positions. You will want to be able to perform the basics of the business world well because it can mean the difference between being successful and losing within the industry. In this book, Anderson provides readers with the practical strategies needed to defeat your competition from start to finish. The book outlines such tips as how to create a workplace environment that wins, how to hold employees accountable for their work, how to balance leadership and management skills and how to deal with underperformers.

“The Clarity Principle: How Great Leaders Make the Most Important Decision and Business (and What Happens When They Don’t)”

This book, published on May 6, 2013 by John Wiley & Sons, was written by Chatham Sullivan. Working in a management position is not easy, especially when you have to deal with various issues that arise at work each day. Some of those issues include low employee morale, battles over who is permitted to work on which project, misguided strategies and bad politics. Managers at companies whose purpose of business becomes confused are responsible for clarifying the issues at hand. This book discusses issues faced by real-world managers who saw their companies deal with identity crises and then rebound from them successfully.

We hope that you take the time to check out these books either at your local library or by purchasing one for your career library. Reading these and other books about management can help you to become better at your job in management and leading people.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing  in Chicago IL! Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates. If you are looking for manufacturing manager jobs in Chicago IL, contact us today.

Disclaimer: This article is for educational purposes only. Davis Staffing is not affiliated in any way with the authors, publishers or retailers of the books mentioned in this article.

How to Lead Your Temp Workforce

January 8th, 2014

As a manager, you may be concerned about how to lead your onsite temporary workforce to greatness as part of your growing team. This is often a gray area that leaves supervisors scratching their heads. However, a temporary workforce is not unlike your other employees – they just need a little guidance to help them assimilate, adjust, and become productive on the job.

In fact, temps can provide unique advantages to your leadership ability and organization, including:

  • They are more prepped and ready for your work environment thanks to the efforts of the staffing firm.
  • They are eager to prove their value to your organization because many hope to stay on permanently.
  • They are very qualified individuals who have a track record of success and want to serve your team.

With the above benefits in mind, let’s look at some ways you can lead your temp workforce as they become an integral part of your team.

#1 – Have a temp orientation ready for day one.

The best way to start temps off on the right foot and demonstrating leadership capabilities is a well-planned corporate orientation program designed just for temporary workers. This is a sped-up version of your normal employee orientation, but one that captures all the most important aspects of working for your company. You can choose to assign mentors to each temp as part of this program for an even better return on investment.

#2 – Make sure all resources are available to your temps.

To help temps become productive from the start of assignments, ensure that all the necessary resources they need are available immediately. This can include any special training, access to technology, and equipment needed to perform the duties of their temp jobs. Plan this in advance of their start date, to show you are on top of things as a leader.

#3 – Create clear expectations and goals for the temps.

A way to boost your status as a leader is to be an above-average communicator. Present each temp worker with a written and verbal explanation of their role, tasks to be performed, and the importance of meeting objectives. Talk to them about special corporate policies and procedures, and give them a chance to ask questions with an open-door policy at all times.

#4 – Demonstrate respect for temps and expect this from others.

A hurdle that many temps face on the job is not getting any respect from perm employees or being treated as not important by others. Use this as an opportunity as a leader to booth demonstrate and seek respect from y our temporary workforce. Remind them that their success is a matter of working to your standards and those of the temp agency they represent. Do not tolerate any disrespectful attitudes from temps or directed towards your temps.

#5 – Provide ongoing feedback and rewarding projects for temps.

To maximize your leadership skills when hiring temps, be sure to have a method for delivering rewarding projects and tasks to them. Make it a point to have regular feedback sessions with temps and praise them for their good work and help them when they struggle. Give meaningful rewards to those who work hard and meet company goals.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing!

If you are looking for temporary employment agencies in Chicago IL, contact us today.

Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates.

Employer Tips – What Questions to Ask a Staffing Provider in Chicago IL

December 20th, 2013

Working in the real world today takes a lot of time and energy, which is why many companies in Chicago, Illinois elect to hire staffing firms to help fill empty positions within their organization. Before you select a staffing firm to work with, be sure you find out if it the best one available in the region. You can do this by asking the firm a series of questions that, if answered properly, will be able to provide you with all the information you need.

Who (clients) do you work with right now?

When interviewing prospective staffing firms this is a very important question to ask. You should ask to see client testimonials and ask for contact information so you can seek more information. It is best to make a connection with the firm’s clients so you can find out from the clients if the staffing firm is performing to their standards.

Which industries do you provide staff for?

This might seem like a commonsense question to ask, but it is always worth repeating. Ask the staffing agency what their niche is so you can weed out any firms that do not operate in your industry. It is best to work with a firm that specializes in your industry instead of one that has its hands in multiple industries.

Are there candidates available for hire right now?

A major selling point for some companies is the fact that staffing agencies have prospective temporary employees in Chicago ready and waiting to begin work. If you need to hire a staffing firm and then bring in prospective employees immediately, it might be best to ask this question during the interview process.

What is the firm’s screening process?

Find out how the staffing agency screens its job applicants. Do they simply read cover letters and resumes or do they perform full background checks? Do they contact references for you or do they have the hiring company do so? Will the staffing firm check employment dates and interview the candidates? These are all excellent questions to ask the firm prior to signing a contract for their services.

How does the fee system work?

Some staffing firms charge a percentage of the hire’s first-year salary as their fee while others use a fee system. Find out in advance how the fees are determined and then charged so there are no surprises when the bills arrive.

Does the firm offer any other business services?

Most staffing firms provide more than just employees to their clients. Some even offer on-site HR support, compliance, and the creation of training programs for employees. Not all firms provide these services, so be sure to find out if these are items your company would like assistance with in the future.

Is the firm local, national, international?

There are staffing firms out there that operate locally, nationally, internationally, and in multiple realms. Depending on what you need, you should find out how the firm operates so you can make your decision. The advantages of working with a local firm are that you may get more personal attention from recruiters who understand your market and community better than a larger staffing agency.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing! Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates in the Chicago, IL area. If you are looking for temp agencies in Chicago IL, contact us today.

Should You Promote In-house or Hire from the Outside?

December 12th, 2013

A large part of succession planning involves deciding whether to promote employees from within the company or look to new employees by recruiting from the outside world. This can be a tough decision, particularly when you have a great deal of talent within your existing teams. However, each business needs specific skill sets and knowledge in order to remain competitive in their market. Therefore a plan to develop employees who have potential coupled with the benefits of  recruiting temp employees can boost your business the most.

To help you decide what’s the right option for your particular business situation, here are some general guidelines to follow as part of succession planning activities.

#1 – Evaluate what skills are in biggest demand for upcoming projects and objectives.

Your business is likely to have a number of upcoming growth initiatives that may include special projects, new clients, and he development of innovation. As part of these activities, you will find yourself needing to either develop your in-house skills or hire new staffers who have the necessary skills. Decide what skills are in the highest demand and then make a plan to train potential employees and recruit when needed.

#2 – Conduct a complete skills and performance assessment of your current employees.

Chances are, you have some onsite employees who have the skills needed to get the job done, but you have not tapped into them yet. Do a review of the most recently conducted performance reports, talk with your supervisory team, and identify who among your current team members possess skills you can better use. Then you will have a good idea of who you can develop as part of your succession plan rather than recruiting.

#3 – Identify top performing employees who have demonstrated loyalty to the company.

As part of your quest to develop and build upon the skillsets among your current teams, you will want to evaluate staffers on their longevity and dedication to your company. The reason you want to focus on this area is because employee development takes time and money to accomplish, therefore your efforts will want to be investing in employees who will stick around for the long haul – not those who will jump ship soon after earning ne credentials.

#4 – Recruit temporary employees to develop into permanent employees to fill in skill gaps.

Once you have developed all your in-house human resources, then it’s time to recruit new skilled employees in Oaklawn, IL and other areas where you do business. You can do this two ways. (1) Partner with the staffing agency to recruit entry and mid-level temp employees to replace those who have moved up in your company. (2) Hire specialist temps for specific skill gaps among your existing teams where you have not identified employees who have potential.

The decision to hire or to train, or both, should be based on your ultimate time and costs associated with these efforts. Luckily, Davis Staffing has the resources to help you maintain cost effective succession planning and recruitment efforts.

We hope you enjoyed this post and will share it with your networks! Also, we look forward to your comments and feedback! Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing in Oaklawn IL!

Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates.

The Assembly Line Turned 100 in 2013 | Manufacturing Industry Insights

November 22nd, 2013

Get out the balloons, the streamers, and blow out your candles manufacturing world – the assembly line turned the ripe old age of 100 this year!

When Henry Ford first rolled his Model-T’s off the production line in April of 1913 in Highland, Michigan; little did he know that he would transform the world’s leading industries by inventing manufacturing as we know it today. In fact, over the last century, many of the foundations of manufacturing practices are still the same as they were on that bright sunny afternoon.

The Dream That Started a Revolution in Manufacturing

Before assembly lines were dreamed up by Henry Ford and his team of automobile manufacturers, much of what was built was done by hand, each finished product carefully put together at once in a tedious exchange of skills managed by a small team of craftsmen. This was a painfully slow process, indeed, but it was the way things had been done for many years. According to an article in Car & Driver magazine, “Henry Ford’s much publicized Model T mission was ‘to build a car for the great multitude,’ and the key to the quest was economies of scale, making the car affordable to as many potential customers as possible.” It took the foresight and keen business sense of a man like Ford to dream big.

Society Was Changed by Manufacturing Assembly Lines

It’s this same sense of innovation that led to societal impacts as well as much improved manufacturing practices. Henry Ford was the first to announce a minimum wage for his workers, something virtually unheard of at the height of the industrial revolution. At $5 per day a man could earn a decent living wage and raise a family in the burgeoning suburbs of Detroit in the 1920s.

Human Resources and the People Side of Manufacturing  

But the assembly line also helped to transform a new workforce in other unique ways. Businesses began considering the actual people aspect of revenues. They began understanding the connection of training and productivity. They also began to value the concept of team work. It’s this spirit of collaboration along the assembly lines of Ford’s plant, and later on Chrysler, and GM.

With careful human resource management, companies could get the most out of the assembly line. By reducing the time and cost of manufacturing, the assembly line could produce more, faster. This high level of productivity meant that companies could grow at a rapid rate, because revenues would be generated at higher rates too. Thus, in turn, workers could be paid a higher wage and have more money to buy the products produced. In a virtuous cycle of growth, the Central US automobile giants were born.

If you are looking for assembly jobs in Olympia Fields, contact us today.

How to Prepare for Your 2013 Performance Review

November 15th, 2013

At the end of each year, many employers choose to conduct their annual performance reviews. This is to help establish fair compensation increases and to set new performance goals for the coming year. Yet, for a vast majority of employees, the performance review process is negative and creates a great deal of worry.

Why do employees fear performance reviews?  

  • Employees may worry that they will lose their jobs or not get a raise in pay if they are not working up to company performance standards.
  • Staffers may anticipate that added responsibilities or requirements that will put more strain on already burdensome assignments.
  • Employees may not understand the entire performance review process and find it to be critical rather than helpful to them.

For these reasons and several others, the end of year performance review is something that causes employees to avoid thinking about them. However, this is a mistake. Instead of looking at performance reviews as a necessary evil of being employed, it’s more beneficial to look at a review as time to shine and go after the raise that you deserve. It’s always better to prepare for a performance review rather than just dread it.

Get prepared for your 2013 annual performance review!

Here are some ways you can prepare for your 2013 annual performance review, and come out ahead.

#1 – Make a list of all the new tasks and projects you worked on over the course of the last 12-months.  

Chances are, you have accomplished a lot over the last year. You’ve probably been asked to take on new tasks as a result of new projects that have landed on your desk. This is a good thing, in terms of your career. Make a note of these new tasks and projects to leverage during your performance review.

#2 – Write down at least 3-5 new things you learned and new skills you developed as a result of your hard work.

For each new project or task you’ve taken on, you’ve likely gathered a whole new set of knowledge that makes you a more valuable employee. Write down the things you’ve learned or the new skills you’ve developed as a result of your efforts. Again, these make you more worthy of a raise in pay.

#3 – Take out your last year’s performance review and compare where you were this time last year to where you are now.

If you’ve been on the job for more than a year, you probably experienced a review last year around this same time. Find or ask for a copy of your performance review (from the HR department or your manager) and take the time to read through it. Look for goals you set out to achieve, and any areas that still need work.

#4 – Make a note of the value you brought to your employer, the goals you met, and the goals you have for the coming year.

Using your last year’s performance review as a report card to what you accomplished this year, make a note of the areas you excelled in. Also consider the areas you want to focus on this year as part of your ongoing career development. You can use this information to ask for training support and to help you rate yourself during your performance review.

#5 – Mentally prepare yourself for your annual review by being positive and proactive.

When you are asked to participate in your performance review, do so with a positive mindset. Look forward to the feedback you will receive as it can help you grow as a professional. Be ready to demonstrate how you went over and beyond your normal job duties. Leverage your learning and achievements in your performance review to validate a generous raise in salary or a new job title.

If you are looking for employment agencies in Hammond IN, contact us today.

Temp Employee Onboarding Kit

November 7th, 2013

Once you’ve decided to work with a temporary workforce, it’s time to organize the process for managing temp employee onboarding. The temps who will be joining your organization were carefully selected out of numerous candidates, specifically because they have the right skills and knowledge to do a great job for your business. Therefore, you will want to make an effort to make their time at your company a pleasant and productive one.

Putting together a temp employee onboarding kit doesn’t take a great deal of effort, but it does make a big difference. Studies have shown that when employees have access to well-managed onboarding, they tend to ramp up their productivity quickly and stay engaged in their assignments. They also develop above-average work habits and understand how critical they are to the success of your company goals. Research indicates that:

  • Close to 90 percent of all employees make the decision to leave a new job within 6 months from their first day. (Aberdeen Group)
  • Almost 70 percent of all employees who went through a structured onboarding program were retained for at least 3 years. (BTS)
  • Organized onboarding programs can greatly reduce employee turnover for 57 percent of all new hires. (Workforce)

To build a temp employee onboarding kit, you will want to consider the assignment type and length of the contract. Your staffing agent can also provide you with some advice on how to handle onboarding of new temps so that they provide the best return on investment to your business. Here are some ideas for your onboarding kit.

Welcome Letter

Make a positive impression by welcoming each temp employee to your company. This can be handled by writing a personal welcome letter to the temp, with an overview of the company and its mission. Provide your direct contact information and invite the temp to talk to you about any concerns or questions he or she may have.

Orientation Schedule

To help temps settle in quickly, schedule an orientation day. Provide an agenda that lists the order of events for the first day on the job. Give the temp a tour around your business facility introducing key personal and the management team. Show the temp around any production areas, noting safety precautions and vital areas they will be working in.

Job Duties and Goals

As part of your onboarding program for temp employees, give them a print out that describes the total job duties, responsibilities and goals of their new assignment. Go over this in detail and stress how their performance matters to your business. Let the temp know you support their success and are available if they need resources to make this happen.

Employee Manual

Break up your onboarding by sharing your printed employee manual with temps and going over all corporate policies in detail. Stress your corporate environment as a secure, substance free, and professional place to work. Have temps sign off that they have had this information explained to them. You may also choose to share safety, harassment, and other policy videos with temps.

Remember to make your temp employees feel valued during their time with your company. Stress to other employees that temps deserve the same respect they get. Give temps a company t-shirt, pens, and a great desk to work at while they are with you. Offer them a rewarding experience.

If you are looking for temp agencies in the Chicago area, contact us today.

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