TriStarr Staffing

Our New and Improved Blog

2011-05-04T14:37:00.003-04:00

I’m happy to announce the launch, or I guess I should say “re-launch” of the TriStarr Staffing blog.

Today we are launching our new and improved blog. TriStarr’s previous blog, which we launched on January 23, 2009, was hosted on the free blogger.com service. The new blog is integrated into our main site with the sub domain: blog.tristarrjobs.com.

We will no longer be posting here, so please use the new address.

Diamonds in the Rough, cont,

2010-11-03T10:01:00.004-04:00

Watch out for those red flags!!

We've all heard this, "watch for the red flags", but do we all really react when we see them? And now, when there are so many more unemployed candidates than there were two or three years ago, resources have popped up all over to help those, "less than stellar" candidates get through an interview and land a job.

Here are some subtle red flags that I've picked up over the years, that I hope, if you haven't already, you can add to your screening arsenal.

Too Much Information: I see this one often. A long resume, with lots of big words, making the candidate who for their whole career has been in middle management (based on job titles you see on the resume), but the resume reads like they worked right alongside Bill Gates when he was starting Microsoft. Make sure that the candidate's descriptions of their positions make logical sense with the job title. A division, or regional level manager rarely sits in on negotiations for the acquisition of venture capital. And while there has been a lot of downsizing over the past couple of years - if their resume reads like they were integral in starting Microsoft - well they'd still be there - someone else would have been let go.
Big Profit and Revenue Growth Claims: Salespeople and Sales Mangers love to do this. On the resume they report that the grew revenues or consistently grew profits, and then stop there. If there are no numbers following these statements beware. I cannot tell you how many times I have had really good people leave this off of their resume. A good candidate will know how much they grew sales and/or profits, and happily put that on paper (and a good reference can verify that). Now, don't just assume that if there are numbers, they are accurate. I know of a business owner who loves to rave about how much his business grows every year. Once, a few years ago his revenue was listed in a business weekly. Well, now here a few years later, if his claims were true he'd be a lot bigger than he is. Check the numbers, and use common sense. If there are no numbers backing up growth claims, or the numbers just don't make sense with what you know about the previous employer, or can reference - RED FLAG!
Lots of Job Changes: I do believe that the days of staying with one employer for life are over - but excessive job changes - by these I mean from one company to another - or subtle gaps between positions are a red flag. I look for growth or progression from one position to another. If someone is jumping from company to company with the same job title, that's a LOT different than moving for a higher level position each time. The difference - one is marginal and being moved out - the other is a high performer being recruited out. I'd want the latter working for me.
Body Language or Dress: A candidate's body language, or what they wear should match what they've done in the past. If you have a candidate sitting in front of you for a high level sales, or sales management position, and they are not well groomed and wearing well tailored clothes - RED FLAG! If that same candidate is well dressed and groomed, but is slouching in her chair, fidgeting, glancing away when answering questions - RED FLAG! While the business world has gotten more casual - that doesn't mean that everything is appropriate.

I hope I provided you with a tip or two to help you weed through the field of candidates. I'd welcome your feedback.

Scott

Diamonds in the Rough - The Overqualified

2010-10-19T09:11:00.007-04:00

Tuesday's Update: "What Would You Like Them to Forget?"

"The candidate is overqualified".

We hear this often from clients. Their concern? Once the economy improves the candidate will leave for a better position more in line with their experience. May they do that? Sure - a valid concern. But, wouldn't there be the possibility that a "perfectly", or under qualified candidate would do the same?

Think of it this way - what would you like that overqualified candidate to forget?

There are some good people unemployed right now. Many are finding it difficult to find employment at the level they were at pre-recession. If those candidates are willing to take lower paying positions - what's the downside? The risk that they may leave? Isn't there also a risk that your business may improve or change and you may need some of the skills that they have?

The best employees, when laid off, typically will not sit at home and collect unemployment checks until they run out. The best employees will want to stay busy, doing anything, even at a level lower than where they were before. These are the candidates that we want.

The next time you're thinking this candidate is overqualified ask yourself - what would I like them to forget?

Scott

Diamonds in the Rough?

2010-10-18T10:15:00.009-04:00

Conventional wisdom has it that the best candidates are found among those that are currently employed, that as recruiters we should avoid the unemployed. Well, with high unemployment, and a very slow jobs recovery (expected to last for a rather long time) there are some "diamonds in the rough" to be found. Sifting through the masses to identify them can be tricky.

Over the next several days I will provide some tips I've gathered for mining candidates from the unemployment rolls.

Monday's Tip: Why is the Candidate Unemployed?

Over that past couple of years I have had many people in my office asking for my advice on their job search. One of the things I have tried to tell all of them is to be honest - put the reason for leaving every job on your resume. My rationale? Let the screener, HR Professional, hiring manager, whomever, know why you left a job or were laid off. Take the guess work out of the process for them. They are reviewing piles of resumes. Anything the candidate can do to move to the "consideration" pile, rather than the "no" pile will help.

Now - that only really works for good candidates. The one's we're after!

Lot's of people have been laid off over the last couple of years. Some are out of work because their company closed, or their division was moved. If we can verify this, we may have uncovered a diamond in the rough. Good candidates, laid off for reasons beyond their control should be able to explain that, and remain positive and confident. Those candidates unemployed for reasons within their control will tend to explain their employment status in vague terms, or actually become defensive or speak negatively about their previous employer.

Look for candidates unafraid to say they are unemployed, and discuss the circumstances of their separation. Certainly then verify the information.

There are good candidates out there in the pool of unemployed workers, and I will continue to provide tips on attracting and identifying those candidates over the next couple of week.

Scott

Interesting Economic Data

2010-10-13T11:37:00.002-04:00

Each month I participate in a webinar focused on economic and other trends in the staffing industry. There was an interesting piece of data that was shared that I thought I would pass along.

Temporary staffing has been the leader in job creation over the past several months. That said - for the first time since the recession began, staffing services are reporting that attracting quality candidates is now a larger "problem" than generating sales. This trend has now reversed itself, indicating a tightening of the qualified pool of candidates. This data seemed convincing to me that, albeit slowly, there are signs of recovery in the economy.

We still believe that an economic and jobs recovery will be slow, and could be positively or negatively impacted by many factors in the coming months.

Scott

Job Numbers - Wading Through the Spin

2010-10-08T13:23:00.002-04:00

I came across this article this afternoon, and thought that it provided some good, and somewhat objective data. While I still believe that the economic recovery will proceed slowly, there are positive signs, so long as we keep the political spin doctors and their individual agendas out of the mix!

http://www.theworkbuzz.com/current-affairs/september-job-numbers-redux/

Reaching Gen X and Gen Y Candidates

2010-10-06T10:06:00.004-04:00

I came across two pieces of information today that I found interesting, and thought I would pass along.

According to research performed by Forrester:

"who polled nearly 43,000 people during the second quarter of 2010, between Generation X (31 to 44 year olds) and Generation Y (18 to 30 year olds) smartphone ownership stands at 23%. That's roughly 1 out of every 4 people owning a device that gives them access to their social networks, maps, music and even the occasional YouTube video."

And secondly;

"As noted by Bernstein Research analyst Colin McGranahan, consumers are adopting the iPad faster than any other consumer electronics device, including the iPhone and the near-ubiquitous DVD player. The iPad's current sales rate is approximately 4.5 million units per quarter, according to Bernstein. That tops the 1 million per quarter that the original iPhone sold at launch, and the 350,000 per quarter when DVD players first launched. " (http://www.cnn.com/2010/TECH/gaming.gadgets/10/05/ipad.adoption.ars/index.html)

Why do I pass these along? Recruiting. This demographic represents a tremendous number of people. If we're trying to reach them using traditional recruiting means (and even some that seemed "new" and "cutting edge" as recently as a couple of years ago) we simply may be missing them. Traditionally we would advertise in printed newspapers for candidates. Those referenced in the quotes above are getting their local news from smartphone apps. They are most likely not reading the printed version of the newspaper, or watching the TV news broadcast. Their smartphone or iPad is attached to them 24/7. Those devices have replaced the need for a printed newspaper, or watching the local news.

If we are using traditional recruiting resources, or even job boards as our sole recruiting resource we are likely missing opportunities to communicate with this attractive, talented demographic. Consider such resources as pay per click social media advertising; paid ads on local news media "apps"; or keeping in touch with candidates through text messaging or blogging.

At TriStarr we have invested a great amount of time and energy in investigating, and using these and other tools effectively to reach potential candidates so that they are available when you need them. If you are interested in learning more, feel free to contact me, I would be happy to share what we've learned.

Scott

Legal Update

2010-05-21T14:01:00.000-04:00

A recent bill has been introduced in the US House (H.R 5107) and US Senate (S. 3254) that would amend the FLSA to require employers to keep record on and notify workers of their employment or independent contractor classification and their right to challenge that classification. If passed this legislation would impose civil penalties under the FSLA (up to $1,100 per employee for first offenders and $5,000 per employee for repeat or willful violations on employers that misclassify employees as independent contractors. Further, the Act would also amend the Social Security Act to establish administrative penalties for misclassifying employees, or paying unreported wages to employees without proper recordkeeping, for unemployment compensation purposes. The new recordkeeping would relate to exempt / non-exempt determinations and Independent Contractor determinations.

Suggested Actions:

1. Review independent contractor agreements to insure that they track the statutory tests applicable in the jurisdictions in which your company operates, and memorialize the facts creating a legitimate independent contractor relationship.

2. Conduct regular compliance audits to insure independent contractor classifications are up to date under state and federal law.

3. Audit directly employed or temporary workers for proper classification as exempt or non-exempt. It may help to have outside counsel involved in initial analysis to protect the legal review from disclosure under attorney-client privilege. NOTE - All TriStarr temporary employees are always properly classified as non-exempt employees.

If you have any questions regarding this issue please feel free to contact us and we would be happy to help in any way that we can. Our staff is continually monitoring this and other legislation and will continue to provide updates as we feel are relevant.

How Will We Work In the US.

2010-04-20T14:13:00.001-04:00

I recently attended a conference where one of the speakers was discussing the future workplace. As one of the only countries where health benefits are tied to employment, we in the US may be at the beginning of a significant shift in the way we work. In the US approximately 2% of the workforce is "temporary" or "contingent". In Europe - where healthcare benefits are not tied to employment - that percentage increases to 8-10%. Workers move from job to job, or company to company based on how the skills and experience they have match the needs of the corporations hiring them. Companies need core employees to run their everyday business and then supplement those employees when seasonal needs change, or projects require specific skills.

I believe that there are forces that are working toward this model becoming more common in the US.

1. The business world is getting more and more competitive, and this trend will continue. Successful companies look at every cost. The most flexible companies will be the most profitable and survive. Does it make sense to have employees on the payroll who's skills they only need for three or four months a year?

2. The X and Y generations are different. They grew up in an era where they watched the loyalty their parents gave their employers rewarded with layoffs. They don't feel they can trust corporations, and they are well suited intellectually and emotionally to work in "alternative" arrangements. They will work for short periods of time, gain skills and experience, and then take those skills, and experience to their next job.

3. Healthcare reform was recently passed and how healthcare benefits will be delivered in the United States is uncertain. When healthcare benefits are tied to employment there exists a significant incentive for employees to work for an employer in a "permanent" capacity. If access to healthcare benefits is shifted away from the employment relationship, those incentives are removed, and workers are more freely able to work in "non-traditional" positions.

As the delivery of healthcare benefits are shifted from employers to the government (if you don't believe me save this email and check back in a few years), a significant incentive to a "permanent job" will be removed. Companies who best manage their workforces will be the most competitive and survive. Younger workers are very comfortable working in non-traditional arrangements. These forces are heading to convergence, and when they do the way we work in the US will look different than it does today.

Here is a link to an article I saw in the New York Times today that relates to this topic:

http://www.nytimes.com/2010/04/20/business/economy/20contractor.html?emc=eta1

The Changing Workforce - An EAP for Homesickness?

2010-03-01T16:32:00.008-05:00

What a difference a generation or two makes. This question was recently posted on LinkedIn...

"Has anyone implemented a successful employee support programme that helps employees cope with homesickness?

I used to suffer from homesickness when I first moved away from home. It is common when relocating to a new role, but I wanted to gather opinions on ways of how to combat this using innovative or traditional methods of support provided by the employer (emphasis added). I have worked for firms in the past that have had external employee assistance programmes to help with problems outside of work, but wondered if there are any other effective ways of handling this type of problem. Thanks in Advance. "

Now I understand that there are differences in the four generations in the workplace, but I must admit that seeing this question caused me to do a double take. My first impulse was that this must be a satirical post. While I did not immediately click to view the whole post, I felt an urge that people get when passing a highway accident, I don't want to look, but I have to look. So I broke down and looked, and lo and behold, there was the post, and beneath it, serious answers.

Whoa, I thought. I guess I am older than I thought. Programs to help adults deal with homesickness? Is it really the responsibility of the employer now to help people with homesickness? Well, in my opinion I hope not. For me this is a parenting issue. I know that many will disagree with my opinion, and that's fine - in fact I would be very interested to hear anyone's thoughts on this.

I look at this issue as a Gen X'er just on the cusp of the Baby Boomers. As a generation we were the latch key kids, our parents hadn't yet climbed into their helicopters, and our lives were not structured and scheduled to the minute. We met at the nearest field and picked our own teams for the baseball game (yup the better athletes got picked first, and we most certainly kept score). We hopped on our bikes and disappeared all day, solving our own problems, and making our own fun. We are the me generation. We grew up and left. We and the Boomers are managing and leading now, and as a group I don't think we would be very open to our employees having performance issues due to homesickness.

That said, maybe we do need to be somewhat understanding, since we are the parents of the generation that is now feeling homesick. We've structured and scheduled our kids to a level never before seen. We not only went to their soccer games - we pulled up chairs for their practices. When our kids hop on their bikes to play - they have a cell phone and we are in constant touch with them. When they struggled in school we went in to "discuss" the grades with the teacher. The cord is still firmly attached.

What's my point, and what worries me? There are millions of kids in India, China, and all over the world who are bright, creative, and they will be entering the workforce soon. The number of honors students in India right now outnumbers the WHOLE POPULATION OF THE UNITED STATES. That's a lot of really smart kids. That's a lot of really smart kids that want a job. My parents used to tell me to "eat my dinner, there were millions of starving kids in China who would love the food on your plate". I've started to tell my kids, "do your homework, there are billions of kids in China who want your job", and they won't be asking for an EAP for homesickness.

President Obama's 2010 Budget Targets Independent Worker Misclassification

2010-03-01T16:23:00.003-05:00

On February 1, 2010 President Obama released his FY 2010 federal budget. Included is a proposal, to be jointly administered by the Departments of Labor and the Treasury, to eliminate legal incentives for employers to misclassify their employees. The proposal sets aside funds to enhance the two agencies' ability to penalize employers that misclassify employees as independent contractors, and restore protections to employees who have been misclassified. It also allocates $25 million to hire 100 new enforcement officials to target worker misclassification and establish competitive grants to encourage states to address this issue. According to the budget, this proposal will increase Treasury receipts by $7 billion over 10 years.

If you have questionls about the status of any independent contractors TriStarr Staffing can help. Contact me at scott@tristarrjobs.com

A $138,350 Mistake. Why We Do Background Checks, and Why We Sometimes Cost More

2010-02-25T11:52:00.014-05:00

Often, when I am talking to clients I am asked "why are your rates, or fees higher than some of your competitors?" While I have numerous responses to that question, a recent court decision came to my attention that will provide me with another answer to this question in the future.

As I read through the case, it became clear to me that the various background checks that we conduct on all of our candidates, along with the extensive skills, and personality assessments we perform are critical to our success. Do they costs me more money? Sure. Do they then lead to some price differences with my competitors? Absolutely. More importantly, do they help me provide better candidates and reduce mine, and my clients risks? You bet!!!

To summarize the case, a national staffing firm was contacted by a prospective client to supply a secretary / bookkeeper on a temp to hire basis. The staffing firm supplied an employee, but formal background checks were not part of their normal procedures. They failed to determine that the candidate they supplied, and whom the client eventually hired, had been previously convicted of felony fraud. NOTE - I WOULD SAY THAT THIS IS RELEVANT FOR A BOOKKEEPING POSITION - NO?) The candidate did not check "felony", or "breach of trust" on their application to the staffing firm. (NOTE - A CANDIDATE NOT BEING TRUTHFUL ON AN APPLICATION? - THAT NEVER HAPPENS RIGHT?!?!). What really flabbergasted me was that this national staffing firm - come on they have more resources than my little company - stated that background checks were not a company policy or industry standard.

Well, it turns out that unfortunately the client lost the case due to background checks not being policy, among other things (I've provided a link to the decision below so you can read more). The damages listed in the case are reported at $138,350! A simple, and relatively inexpensive background check performed by the staffing company should have shown the felony conviction and either resulted in that candidate not being selected, or at the very least allowed the client company to impose strict monitoring and controls should they have chosen to hire the candidate.

At TriStarr Staffing we perform background checks on ALL candidates as part of our screening process. We also do a lot of other things that our competitors may not. Among other things, we ask for detailed job descriptions so the we know all the duties that the position requires, and we ask to meet with hiring manager to further identify what tasks and responsibilities are required of the position. Does this cost me more money? Yup. Does this lead to the prices for my services possibly being higher than my competitors? It may. Are my prices $138,350 higher than my competitors? Not to the best of my knowledge.

If you would like to read more specifics about the case they can be found here: http://bit.ly/9wX3mQ

Today, criminal background checks, skills assessments, personality and behavioral assessments are relatively easy and inexpensive to conduct. In my opinion, these services are part of what the clients of staffing service providers should come to expect. Shaving these costs in the name of price competition can be dangerous. I urge all hiring managers to think about and ask their staffing services provider what types of background checks they conduct. A couple of bucks saved during the hiring process could cost a lot of money later - in this case $138,350! Would you really want to have to explain that to your CEO, CFO, or shareholders?

Texting, "What Hath God Wraught?"

2010-02-17T08:24:00.003-05:00

As the father of two teenage girls (my young son hasn't yet started texting - although he is already asking for a "phone"), I certainly can relate to this article. Changes in communication trends also impact my business. Communicating quickly is often the key to to our success. And like Ira points out below - we have to communcate with four different generations, and they all communicate differently.

Texting, "What Hath God Wraught?"
by Ira Wolfe

When Samuel Morse sent the first electronic message from the U.S. Capitol to his partner in Baltimore nearly 170 years ago, he typed "What hath God wrought?" I believe nearly every parent of a teenager today might be muttering the same words.
We are in the midst of four distinct generations of Americans trying to communicate with one another using different media. Communication gaps between parents and kids or managers and employees are nothing new. It's been the subject of thousands of books. Experts have made millions and millions of dollars prescribing remedies to bridge the gaps and mend fences. But they've seen nothing like the gaps occurring today between the Veterans (born before 1946), Baby Boomers (born 1946-64), Generation X (1965-79), and Millennials (born 1980-1999)... or have they? Has anything really changed over the past 170 years?
Take the phone for example: According to Nielsen Mobile, in the first quarter of 2009, the average U.S. teen made and received an average of 191 phone calls and sent or received 2,899 text messages per month. By the third quarter, the number of texts had jumped to a whopping 3,146 messages per month, which equals more than 10 texts per every waking non-school hour. Just for the sake of comparison, at the beginning of 2007, those numbers were 255 phone calls and 435 text messages.
It's hard to believe that little handheld device we used to call a phone is quickly joining the transitor radio and 8-track cassette in flea markets and garage sales. Don't believe me? Just try calling anyone born during the 90s or later. Good luck on getting a real person on the other end to answer it. Voice mail? Good luck on getting a listen before it's deleted. Email? You've got to be kidding. That's old school, baby.
That makes the term "phone" almost obsolete. Using that mobile device to call someone is just a vestige of old technology. The older Millennials, also referred to as the iGeneration because these young people have been raised on the iPod and the Wii, rarely if ever use their "phone" to call someone. They communicate almost exclusively by instant messaging and Facebook. (I intentionally excluded Twitter because contrary to popular belief, young people "don't get Twitter."
This explosion of text messages, tweets, and updates of non-verbal communication is stunning. It has many peoples' shorts tied up in a bunch. "How will kids today ever learn how to communicate?," is often the cry heard from multi-generational training audiences. And the spelling and grammar? "Well...it's horrific," parents and teachers proclaim. But historians might see this revolution in communication as just another lesson in history repeating itself.
Isn't instant messaging today just Morse Code v2.0? What's changed since Morse tapped in that first message? Upon brief reflection, it seems eerily familiar. One person taps a bunch of keys on an electronic device which transmits a message to another party. Only this time the code, all those texting abbreviations that drive grammar and spelling cops crazy, is translated on the spot by the recipient.
Ironically even Morse's first message reverberates loudly with today's texting dissidents -- "What hath God wrought?" It seems that the more things change, the more they stay the same.

"Reprinted with permission from Ira S Wolfe and Success Performance Solutions. Copyright 2009 Ira S Wolfe."

Improving the Chances of a Successful Hire

2010-01-04T16:28:00.003-05:00

At TriStarr, we have long believed and preached that the more objective your selection process the greater your chances are of making a good hire. If your hiring process is composed of simply reviewing resumes and interviewing candidates, your statistical chances of making a good long term hire are basically 50/50 - a coin flip (email me for an excellent graphic that illustrates these odds). By adding relative hard skills tests, personality assessments, work examples, and other tools you can significantly increase those odds.

Here's a link to an article that was forwarded to me recently that speaks to this issue. I hope you find this useful -and as always if you have any questions, please don't hesitate to ask.

Scott

http://www.fastcompany.com/magazine/136/made-to-stick-hold-the-interview.html

University Study - "Temps Not Trapped"

2009-12-21T13:59:00.002-05:00

The following story was published by Staffing Industry Analysts today.

Temporary workers employed through agencies earn higher hourly wages, are better educated than traditionally employed workers and move quickly between temporary and traditional jobs, according to a study announced today by the University of Florida.

"There has been concern by some advocacy groups that the temporary help industry is creating an entire class of people who are churning through temporary-help jobs and can't escape from that cycle," Sarah Hamersma, University of Florida economist and lead author of the study, said in a press release. "We find no reason to believe that a large number of temp workers are 'stuck' in a secondary labor market."

Hamersma and Carolyn Heinrich, a University of Wisconsin public affairs professor, studied occupational records, wages and earnings for 5,877 Wisconsin workers between 1995 and 2004.
Of 3,964 employees who held at least one temporary job, 3,947 held a permanent job at some time in those 10 years, according to Hamersma. In an analysis of a subsample over a four-month period, three-fourths of those in temporary jobs moved into traditional jobs and only 23% took another temporary job.

Temporary employees received about 15% more in pay per hour than traditional employees, according to Hamersma. However, quarterly earnings tend to be lower for temporary workers.
"We learned that the shorter duration of temporary jobs means the employees work fewer hours, which translates into lower quarterly earnings than for traditional employees, but they actually end up getting paid more for the hours that they do work," she said.

The findings in the study were presented in November at the annual meeting of the Association for Public Policy Analysis and Management in Washington DC.

Searching for a job - PLEASE THINK WHEN YOU APPLY!!!

2009-04-20T08:51:00.000-04:00

by Scott Fiore, TriStarr Staffing

I'm starting my week frustrated! My company decided to offer a free seminar for job seekers and we have advertised it in various places, social media, job boards etc.

I received some responses over the weekend - the problem is - I don't know what to do with them!!! The candidates simply sent me a resume. I don't know if they are interested in the seminar or were just sending a resume. They didn't take the time to write a message, they didn't take the time to tell me something about themselves. Unfortunately for these candidates, they may not be chosen to attend the seminar (we have limited space). And - this is no different than what may happen when they are applying for a position.

My favorite of these candidates was the one who had spam blocking turned on so that when I took the time to respond to her - I HAD TO DO EXTRA WORK AND COMPLETE A FORM SO MY EMAIL COULD GO THROUGH. Believe me folks - this would be a turn off, and really - do you want to risk a recruiter or hiring manager simply saying to themselves - "forget this candidate" and move to the next?

PLEASE THINK when you are applying for a position, whether it be via the web, email, a job board, whatever - please take the time to write short note. Make it easy for people who want to contact you. Turn the spam filter on after you've gotten a job. You never know who's email you'll miss.

Communication in 2009 and Beyond

2009-04-16T10:11:00.000-04:00

Communication in 2009 & Beyond
by Jeannine Hohman, HR Strategist, TriStarr Staffing

With all of the technology available today, there seems to be less need for face-to-face communication. We have more high tech tools to communicate with each other in our professional and personal lives than ever before.

With access to e-mail, voice mail, text messages, etc. it’s possible to avoid having to talk to a real live person during the course of our work day. Take the Blackberry for instance. You can call, e-mail, text, and check the web - all from the palm of your hand. Even better, with a GPS, you don’t even have to stop and ask someone for directions!

Welcome to the age of Advanced Technology.

Without a doubt, technology has made our lives more efficient, but in talking with a few colleagues, we wondered if the act of verbal communication is a dying art? Will recent graduates really know how to communicate in a face-to-face situation? Will they possess the communication skills needed to present themselves well in a job interview or convey their goals and ideas clearly?

This probably won’t be a major problem. After all, anyone who can master and be totally comfortable with all of the technology available today should be able to effectively communicate verbally. It will just take a little practice to gain confidence and a comfort level with public speaking. This is nothing new and hinges on the adage “Practice makes perfect”.

How can we keep verbal communication skills alive? Try this….. instead of sending a co-worker an e-mail or text message to ask a question, just take a walk to their office and ask in person.

By the way, I typed this article on my lap top with a wireless connection, e-mailed it to my manager who is one office over, and received feedback via e-mail which I read on my Blackberry while out of the office and then I texted back “THX” and put a reminder on my Outlook calendar to finish and print the final copy ☺

JMH

Recruiting & Social Networking

2009-04-14T10:52:00.001-04:00

A member of my staff forwarded me the link below. Recruiting talented candidates has changed, is changing now, and will continue to change rapidly.

Here's a quote from the post (emphasis added):

"...I spent the first half of the day researching the agency, their client list, their process and services. I appreciated the work and the thinking behind it. It got really interesting when I discovered and perused their Facebook page. I applied for a job via e-mail shortly thereafter."

If you recruit and don't use these tools - the bus has left. At my company we have shifted recruiting resources from traditional print media and other sources to social media. Yup - we have a Facebook page -( http://www.facebook.com/home.php#/pages/Lancaster-PA/TriStarr-Staffing/44211390059?sid=e1d24f81767fddce12486e8894138f2a&ref=search ). It 's amazing how inexpensive setting one up can be. We have Facebook and LinkedIn Groups, and I encourage my staff to actively recruit on Social Networking sites - they do and it works! Our mission is to help our clients find, hire, and maximize talent and social networking will be key in making this happen. That is of course until the next big thing comes around - if only I had the time to dream that up!!!

Here's the link to the full post: http://adage.com/gennext/post?article_id=135957

Scott

TriStarr in the News....

2009-04-08T09:35:00.000-04:00

TriStarr in the news....

http://www.nxtbook.com/nxtbooks/lancasterchamber/lccinewsletters/#/4

Progressive Discipline - Warning!

2009-04-06T09:05:00.001-04:00

Progressive Discipline – Warning!
by Jeannine Hohmann, Human Resources Strategist - TriStarr Staffing

Progressive discipline is intended to provide a tool for dealing with job-related behaviors that don’t meet the organization’s expected and communicated performance standards. The main purpose is to assist the affected employee in understanding that a performance problem exists and allow an opportunity for improvement. Progressive discipline that is well documented can lay a strong paper trail that may mitigate exposure to such legal problems as discrimination suits. We’ve been told over and over that documentation is critical and without it, a suspension or termination can be reversed, lead to a wrongful termination or a discrimination claim.

So the thought of not having documentation, especially in a progressive discipline situation, seems absurd! But believe it or not, there are some legal risks. According to an article in HR Magazine, “Progressive discipline may, in part, be challenged as unlawful retaliation.” In 2007, this particular charge rose to the second most common claim – it even outnumbered gender discrimination claims. The risk of unlawful retaliation doesn’t lie in the progressive discipline process itself, but instead as an outcome or consequence to how the process is handled and communicated. Take the following as an example:

You have an employee whose performance has been deteriorating over time and the supervisor wants to terminate the individual; however, no previous warnings have been issued. To avoid problems, you advise the supervisor to give this employee a written warning and allow them a chance to succeed. The supervisor does as you ask and puts a copy of the written warning in the employee’s file – two weeks later you receive notice that your organization is being sued for gender discrimination. Great! After researching the situation, the discrimination claim is unfounded. Yet, suddenly you receive another notice, but this time it is for unlawful retaliation because the employee is being excluded from regular meetings and training sessions since the discrimination claim.

The consequence of the discrimination claim caused the supervisor to ignore the employee in an attempt to avoid the problem. But in doing so caused what the U.S. Supreme Court has labeled as a type of retaliation through adverse actions. Adverse actions that can lead to an unlawful retaliation claim can be such things as: singling out the employee for more dangerous assignments; taking away a teacher’s resources or refusing to authorize funds for repairs; or excluding the individual from a training lunch that contributes to the advancement of the employee.

Though an employer can’t avoid retaliation claims, below are a few tips to help prevent such claims:
Have an Equal Employment Opportunity policy that is visible and communicated to the entire workforce
Include a separate retaliation provision in your EEO policy – this will help employees and supervisors understand what exactly constitutes retaliation.
Train all of your employees on the EEO policy making non-retaliation a critical part.

Cover Letters - More Important Than Ever

2009-03-02T10:32:00.000-05:00

by Scott Fiore, TriStarr Staffing

While it may seem that in this age of electronic resumes and online applications, cover letters have lost their luster, I disagree. I believe quite the contrary, that they are more important than ever - if they are done correctly.

First - let's redefine cover letter a bit. In most cases today, resumes are submitted via email, or through an online job board. In the case of email - I recommend using the body of the email as your "cover letter". Attaching a more "traditional" cover letter to the email separately gives you less of a chance of having it seen. When submitting for a position through an online job board (CareerBuilder, etc.) you are generally provided the option to attach a "cover letter" or note to the hiring manager. Take advantage of these options.

Now let's move on to making the cover letter work for you.

First, do your homework and find out to whom to letter should be addressed. There are too many resources available today to help you find this information. So at least try. If you cannot find the contact - please address the letter / note "Dear Hiring Manager", or "Dear Sir/Madam". Stay away from gender specific language, or too casual an introduction like "Hi" or "Hey there". These are immediate turn offs.

Next, make the note short. Why are you writing? Show you have some knowledge of the company or position and have done your homework. Follow that with a short synopsis of your career - highlighting those areas that apply specifically to the position you are applying for. Finish by, again, noting your interest in the position and taking the next step, and sign off professionally.

Please, please, please make sure there are no typos, or grammatical errors. Have someone look at the note for you. Errors here (and in your resume) are the kiss of death. Also - don't ramble. A few short paragraphs is best. Remember you goal to to get the hiring manager to open your resume, and get you in the "yes / next round" pile. Often candidates include too much information a cover letter. Hiring managers in today's environment are looking for ways to exclude candidates to narrow their search - sometimes too much information can make it easy to move you to the "no" pile.

Finally - if an advertisement asks for specifics like salary requirements, willingness to relocate, etc - please answer these questions in the cover letter. The hiring manager wants to know for a reason, and omitting information when it's requested just simply shows you don't follow instructions, and odds are you'll move to the "no" pile fairly quickly.

I believe that cover letters are as important as ever. Make sure to include them when applying for a position no matter how you are doing so. Make sure that the letter lack errors, is relevant, and to the point, and sells your abilities and experience as they relate to the position. Remember the goal of the cover letter and resume are to get you an interview, not necessarily get you the job. Sell your strengths honestly. Good luck!

Are you really qualifed? If not please don't apply!

2009-02-25T10:36:00.000-05:00

by Scott Fiore, TriStarr Staffing

As the job market has become "tighter" there is a trend developing that we tend to see in recessionary times; candidates are applying for every opening they see whether qualified or not.

Now - I understand that people are anxious, and need to find a job - however, driving a lawnmower around your yard doesn't qualify you to drive a forklift; two years of customer service experience doesn't qualify you to be a Chief Financial Officer, and scheduling your kids activities for ten years doesn't qualify you to be the Executive Administrative Assistant for a CEO!!

The good news is there are companies looking to hire good qualified people. If you are truly qualified for a position you see open, by all means apply for it. However, if you are obviously not qualified or experienced for an open position, please don't apply. There is little chance that you will be selected for an interview, and you simply make the hiring manager's job harder. And - if a hiring manager sees your resume two, three, or more times for positions you aren't qualified for, they will tend to pass it over when you actually are qualified for a position.

So, in short, please apply to jobs, that you are qualified for.

What do you mean no one's hiring??

2009-02-24T09:10:00.000-05:00

I'm going to try and buck the media trend and report on some good news for a change. Yes - I can see that there are people losing their jobs, and unemployment is rising.

But as I was sitting in our staff huddle this morning I heard how, again, one of our temporary employees was being hired directly by one of our clients.

As I looked back over the last couple of months, it seems that every week we have people moving on to direct positions with our clients. There are jobs out there! There are companies hiring! While the activity may be less than it was a year or two ago - it is still happening.

Just thought that I would pass that along!

Oh - and Happy Fasnacht Day! (Note - for those of you that don't know what that is - Fat Tuesday tradition here in Central Pennsylvania is to make a fat and calorie laden donut, cook it in lard, sprinkle it with sugar and "eat it for good luck".) See you at the gym later....

Separating Work and Play on Social Networks

2009-02-19T08:57:00.000-05:00

As social networking explodes the lines between work and play are blurring. Typing in a status update "At lunch with my girlfriend" on a workday at 3:00 pm could be a problem if your boss is able to read it. There are simple ways to set up a Facebook page that you use for both work and play purposes.

How To Use Friend Lists, by Sean Daly, Staffing Specialist, TriStarr Staffing

To get started with Facebook Lists, you first need to build one. You can do this from your Friends page. (Click "Friends" in the blue bar at the top). On the left side of the page, click the button "Make a New List." Give it a title.

Now you'll have the option to add your friends to the list. You can either start typing in names one by one or click on "Select Multiple Friends" to add several people to the list all at once. (To add people, just click on their photos.) When you're finished, click the "Save List" button at the bottom.

Once you have some lists created, it's time to figure out who gets to see what. To edit your privacy settings, go to "Settings" at the top-right of the screen next to the search box. When you hover your mouse over the link, you'll see a menu appear; click "Privacy Settings"on this menu. On the following page, click "Profile," the top choice in the list of options.

On the profile privacy page, you have the option of customizing exactly who gets to see what. You can modify the following areas: Profile, Basic Info, Personal Info, Status Updates, Photos Tagged of You, Videos Tagged of You, Friends, Wall Posts, Education Info, and Work Info. If you're unsure of what any of those things are, click the "?" next to the item to read a definition.
Using the drop-down boxes, you can customize who gets to see your info: "Only Friends," "Friends of Friends," or "My Network of Friends." To lock down your profile to friends only, you could set all these to "only friends." But since you have now created specialized lists, you'll want to use these instead.

To do so, click the fourth option from the drop-down box: "Customize." From here, you can add lists of people who should NOT be able to see this part of your profile. For example, if you wanted to block a list of work colleagues or those in your family from seeing your status updates, you could do so here - just type the name of your list in the box "Except these people" and save your changes.

Note: you can also block certain people individually just by typing in their names, but given the ever-growing number of Facebook users, you're probably going to need a Friend List at some point. We recommend biting the bullet and creating your lists now instead of treating everyone as a one-off.

After you've saved your changes, you're done. You'll have your privacy back without having to change the way you and your friends use Facebook. Of course, keep in mind that nothing is foolproof - determined hackers can gain access to your account as can anyone who guesses your password....so maybe you shouldn't use your dog's name.

When lists are finally in place, you can assign new friends to a list right when you're accepting their friend request - just look for the option "Add to Friend List" before you click "Accept."
It may seem like quite a bit of work to set up, but you'll thank yourself for doing this later...like every Monday morning when you go back to work after a great weekend...or the next time you need to borrow money from mom and dad. You get the idea. Better safe than sorry.

Job Description Do's and Don'ts

2009-02-12T08:34:00.000-05:00

by Jeannine Hohman, HR Strategist, TriStarr Staffing

Job Description Do’s and Don’ts
In addition to defining the essential functions of a position, job descriptions can be helpful to us in various ways. They enable us to distinguish positions; determine exempt vs. non-exempt classification for FLSA purposes; determine pay rate; establish performance requirements and assist in recruitment efforts.

That sounds great, right? But what if you don’t have written job descriptions or they haven’t been updated? Below are some tips on the do’s and don’ts of preparing a job description:

DO talk with the supervisor or hiring manager
Creating a job description should be a joint effort between the supervisor or hiring manager and Human Resources. The supervisor of a department knows what is expected and can give specifics of the position.

DON’T start from scratch
Whether you are creating a brand new job description or updating an existing one, there is no need to start with a blank piece of paper. Starting with a good example can get you started on your way. Networking contacts and business associates may be a resource or various online sites can serve as a useful tool.

DO be specific
When it comes to defining the key responsibilities or essential functions of a position, it is important to be specific. For example, rather than just stating that a Human Resources Manager “is responsible for the day to day operations of the Human Resources Department”, it would be better to spell out some of the position’s essential functions. This may include “Plan, organize and facilitate all activities of the department” or “implement and annually update compensation programs”.

DON’T use Acronyms or Jargon
A job description should be clear employees and applicants. Acronyms or jargon that is specific to your organization can be confusing to others, especially in recruiting individuals who could come from a multitude of business backgrounds.

DO use accurate adjectives and action verbs
Be specific and use adjectives that reflect the position and duties accurately. For example, describe the pace of work or the work place environment by stating, “fast-paced” or “team-oriented environment”. Use action verbs in the present tense, such as “facilitates, develops or prepares”.

DON’T use words that may be interpreted as discriminatory
Avoid any language in a job description that could be considered discriminatory in any way. For example, do not use words that indicate gender or age such as “her position” or “his work station” or “young and able-bodied”.

Job descriptions are basically summaries or guidelines for a particular position. The document is not intended to list every detail of the position, mainly because business today is not static, but changing and developing each day. Job descriptions should provide a baseline, but not be so broad that they confuse or mislead managers, employees or job seekers.

Two Simple Interview Tips to Set You Apart

2009-02-10T10:32:00.000-05:00

Scott Fiore, TriStarr Staffing

There are two areas that you can focus on in an interview to help set you apart from the pack, and increase your chances of landing a job in these difficult times. The candidate pool is growing every day, and it's now more important that ever that once you land an interview that you make a strong impression. Two areas to focus on are confidence and preparedness.

Confidence. Hiring managers are looking for strong people to come in and get the job done. The confidence you project here is key. First, are you nervous? Sure!! Tell me that. Get the elephant in the room out on the table. "Hey, I am really excited about the opportunity to work for your organization, and you know, I'm a little nervous." You've just broken the ice, people naturally want to help, or rescue others in these instances. Once that's off the table, you can move on. Make sure you're well dressed (see a previous post), well groomed, and not disheveled. A well dressed, well groomed person exudes confidence (even if they are quite nervous). Make eye contact throughout the conversation. Confident people make eye contact. Now - that said don't make this a stare down contest. As my teenagers say, you don't want to be a creeper.

Preparedness. Be prepared. The scout moto. Well, it works. For goodness sake do your research. It's too easy these days. In many cases if you don't, consider yourself sunk. Other candidates will, and you'll be remembered for not being prepared, or serious enough to do the research. Have questions written down and ask them. Ask about the responsibilities, performance expectations, culture, etc. Save the salary and benefit questions for later interviews or the offer. If you've done your research, you know whether the salary and benefits are what you're looking for. And for goodness sake - don't ask about vacations in the first interview. You haven't even started, and you're looking for time off? Anticipate questions that you'll be asked and practice your answers. Ask a friend, or colleague to to a practice interview with you. Professional athletes practice all the time for a reason. Research the interviewer. Google her, look him up on LinkedIn or Facebook. Get to know as much as you can about them. Use this information when you are answering questions.

Being prepared and exuding confidence are key areas to help set you apart during the interview process. Focus on these areas and your chances of success will increase.

You just never know....

2009-02-09T13:27:00.000-05:00

As I drove into work today, there was no indication of the curveball that would be thrown our way this morning. As I was preparing for our weekly meeting / huddle / whatever you want to call it, I heard a loud noise, and poof - power goes out.

It turns out a transformer across the street blew up (technical term). Luckily we have a "disaster plan" in place and were able to quickly forward phones, make sure the file servers were okay, and being powered down correctly, etc.

It's mornings like this that I'm reminded how important it is to have procedures in place for situations like this that tend to catch us off guard.

So - my apologies for the late blog post today - I was a little distracted. If you don't have a plan for emergencies - I suggest you get one. If you have a plan, make sure it's up to date. Who knows what tomorrow - or later today for that matter - will bring.

Guys - Dress Appropriately PLEASE!

2009-02-05T08:08:00.000-05:00

By Scott Fiore, TriStarr Staffing

People who know me, know that appearance is important to me. I too often see guys inappropriately dressed for work, interviews, heck even dates! Whether you like it or not, the first impression you make - yes guys, you too -is critical. I thought I would take this opportunity to focus on the guys and how to make a great first impression - especially in an interview.

When you arrive for your interview what are you saying about yourself by the way you dress? (A note here - PLEASE be polite and respectful to the receptionist. I can't tell you how many people come into our office and are rude, or condescending to our receptionist. Well guess what - SHE TELLS US. Yup - you're pretty much done at this point. Common sense guys....). Back to how you look. If you are;

Neatly dressed – I may think that you are organized.

Properly accessorized – I may think that you pay attention to details.

Dressed in a current fashion – I may think that you are in tune with trends and new ideas.

Dressed in well fitted, quality clothing – I may think that you are secure, respectful, solvent, and not desperate.

Dressed too casually – I may think that you are not serious.

Today’s employers are looking for well-rounded candidates who can “multi-task.” Many jobs require three skill sets for one position. This means that during a single work day, an employee may be stationed at a computer and during the course of the day interface with clients, superiors, and colleagues. Dressing the part has never been as crucial!

Appearing well-dressed, with a professional, confident image bodes well with your future employer. It will not only help you land a great job but will give you an edge in negotiating your salary.

Tips on Dressing for an Interview:

Even if the dress code is casual, wear a suit or sport coat and dress slacks to the interview. You want to show them that you are a serious candidate.

Keep your look professional and conservative. Do not distract the interviewer with a novelty tie (this isn't the time for Homer Simpson or Sponge Bob) or excessive jewelry.

Stick with darker, more conservative colors. Navy and charcoal are good choices with a white or light blue dress shirt and a simple, expensive-looking tie. Go to a good men's store, and ask the clerk for an interview tie from the sale or clearance rack. Wear your suit, or show him a similar one from the rack.

Always have two or three different outfits ready for the interview process. You will lose your edge showing up in the same clothing each time.

Make sure all of your clothing fits properly. Nothing should be too loose, puckering or pulling. A properly tailored suit will hide those extra pounds.

Have your outfit cleaned, stain-free, and properly pressed. Wrinkles, and stains scream unorganized buffoon to me.

Check for loose threads, missing buttons, and unraveling hems. This screams buffoon even louder to me!

Your pants should be long enough to touch the heel of your shoe and when you sit, there should be no bare ankles and calves showing. (Oh - and please make sure your socks MATCH!).

Make sure your shoes are in good condition and polished - please polish them the night before - I don't want to see shoe polish on your hands - you just told me you procrastinate.

Your face should be clean-shaven or, if you wear a beard or mustache, it should be neatly trimmed.

Do not overdo the cologne or aftershave. It is best not to wear these products on an interview. You're not trying to pick me up - you're trying to get to the next round of interviews.

Your hair and nails must be well-groomed. Your appearance should be neat and professional.

Keep jewelry to a minimum. Save the bling for the weekend. Also, unless you are in the entertainment business, remove earrings and other visible body piercing accessories.

Carry a good quality portfolio or briefcase with a few extra copies of your resume, your references, and paper and pen.

So, go out there with confidence in your slam-dunk appearance and land the job of your dreams!

It's Funny How a Few Decades Changes Everything!

2009-02-04T08:33:00.000-05:00

by Ira Wolfe - Success Performance Solutions

It's funny how a few decades changes everything! The Veterans grew up between the World Wars and during the depression. Education for most people was limited to high school. The next career step was the armed forces for most males and combat for many. Upon discharge, a few men returned to school but most started their one-stop-career, staying with the company from young adulthood through retired. Most Veterans grew up in a family with the same parents, same home, two siblings, one family car, one family radio, no air conditioning, and maybe a phonograph. For entertainment, the family would spend a few days at the beach or the lake, play board games and attend Saturday matinees at the town movie theater. Communication was limited to U.S. Mail and phone, often shared with eight neighbors via party lines. Veterans worked hard and waited until retirement to play. Now fast forward to the life of an 18-year-old today. Young lives are shaped by step-families or single parents. Few 18-year-olds have lived in the same house for more than a few years, moving as parents upscale or forced to house-hop to live with divorced parents. Many are single children who own their first car at 16 years old, joining the three or four other cars parked in the driveway. They have owned a personal mobile phone since 8 years old and have never lived in a world without the Internet. In their bedroom you'll find a digital TV with 500 stations, laptop computer with high speed access, I-Pod with hundreds of music and video files at their fingertips, and a video game console with enough high tech features that makes the CIA envious. Family vacations include Europe, cruises, DisneyWorld and the Caribbean. Finally and possibly the starkest contrast of them all: the Veterans grew up in a world where children lived with their parents until high school graduation or the first job. From that point on, these young adults were on their own, generally married by their early 20's and raising a family just a few years later. Today our youth lives in a world of "helicopter parents," hovering over their children's every move, and "snowplow parents," clearing a path for their children. Described in a column posted on The Wall Street Journal Online, "a new generation of over-involved parents are flooding campus orientations, meddling in registration and interfering with students' dealing with professors, administrators and roommates." "Hovering" has been so epidemic the University of Vermont and other schools have employed "parent bouncers." The job of the bouncers are to "un-invite" moms and dads who try to attend registration. At the University of Georgia, students who get frustrated or confused during registration have been known to interrupt their advisors to whip out a mobile phone, speed-dial their parents and hand the phone to the adviser saying, "Here, talk to my mom." According to Richard Mullendore, a University of Georgia professor and former vice president of student affairs, "the cell phone has become the world's longest umbilical cord."

Reprinted with permission from Ira S Wolfe and Success Performance Solutions. Copyright 2009 Ira S Wolfe."

6 (Well 7) Companies Born During Recessions

2009-02-03T08:27:00.000-05:00

Here's an interesting list that shows how difficult times can (and should) be seen as opportunities. These 6 (well 7) companies were born during recessions.

1. Proctor & Gamble - The Panic of 1837
2. IBM - The Long Depression, 1873-1896
3. General Electric (GE) - Panic of 1873
4. General Motors (GM) - Panic of 1907
5. United Technologies Corp. (UTX) - Great Depression - 1929
6. Federal Express (FedEx) - Oil Crisis of 1973
(7. TriStarr Staffing - 1990-1991 Recession)

Should Your Boss be your Facebook Friend?

2009-02-02T09:08:00.000-05:00

Great and timely article on CNN.com.

http://www.cnn.com/2009/LIVING/worklife/01/28/cb.facebook.boss.friend/index.html?iref=mpstoryview

Friday Stories - "The Little Things"

2009-01-30T08:28:00.000-05:00

On Fridays we thought we would share stories or experiences that made us smile, or made us wonder.

A few years ago we had a wonderful temporary employee whose thoughtfulness made me stop in my tracks. Leona was a long time temporary employee who worked assignments for many of our clients. She was reliable, punctual, and always willing to take a last minute assignment. She was retired and using temporary assignments to supplement her income. She stopped into our office every Friday to pick up her paycheck and always had a smile and kind word.

On one particular Friday afternoon she had a Ziploc bag with her. She handed the bag to me as she picked up her check, and said "Here Scott, I thought you could reuse these". The bag was filled with empty envelopes.

Each week when Leona would pick up her paycheck, which was in an unsealed envelope, she evidently had set the envelope aside, and on this day decided to bring them in to us to reuse. I was literally speechless, and was finally able to blurt out "thank you so much Leona!".

Leona is no longer with us, and we certainly miss her. But, I will always remember that day when she handed me a bag full of envelopes.

Next week - one of our most bizarre excuses for missing work!

The "Herd" Mentality

2009-01-29T08:24:00.000-05:00

The “Herd” Mentality
by; Bernadette Hill, Director of Recruiting Services, TriStarr Staffing

It seems like wherever one turns, there’s doom and gloom news about our national economy – pink slips, lagging consumer confidence and concern about our overall economic future. For sure, these are challenging times, but if you’re presently unemployed and on a job search, there are some silver linings to consider. And like me, you just might turn off CNN for a while. South-central PA has proven to be more resilient when weathering past recessions and the current one is shaping up to be no exception. Housing prices here are more stable, area employers are committed to retaining staff and growing in a responsible manner and our diverse local economy makes us less vulnerable and reliant on one industry to carry a community. Larger metro areas like the financial district in New York City are feeling the impact much harder. Here are some suggestions to stay positive and productive during your job search – and hopefully shorten its duration to a successful end game of a new job!

Stay structured. Plan out the next day every evening and know what you want to accomplish daily – such as completing a certain number of resume follow up phone calls to employers, attending a networking event or just reaching out to several existing contacts . Achieving these goals, however small, will give you a sense of daily accomplishment and forward momentum.
Know your past career achievements and be ready to explain two or three of them when interviewing. If you don’t know why a particular employer would want to hire you, you’re not ready for the interview.

Be comfortable asking for key introductions from past colleagues and friends. In these challenging times, people won’t be surprised to hear that you’re on a job search and many will be eager to help, especially if you live in a “who you know town” like me. Related to this last point:
Be receptive to working with an experienced recruiter who is knowledgeable about your industry or profession. Recruiters are well connected and although they can’t help everyone all of the time, they are a valuable resource.

Right "speed" for the job....

2009-01-28T09:47:00.001-05:00

A candidates cognitive ability - the speed at which they process information - can have a tremendous positive or negative effect on their success in a new job.

First and foremost, to be clear -I'm talking about processing speed - NOT intelligence. Cognitive abilities can be assessed quickly and easily by various validated assessment tools. But - once you have the information, how can you use it.

For the first example lets use a position where you need someone to just come in and start working - you just don't have the time or resources for a lot of training. What you need for this situation is a candidate with a high cognitive abilities score. They process information quickly and will train more quickly than candidates with average or below average cognitive abilities assessment scores.

Another example would be a position where the task is highly detailed or specific. There is a very long and specific training curve and much of the job is repetitive. While you may very well be looking for someone with above average intelligence - you may find your best candidate to have an average, or even below average cognitive abilities score. They process information more slowly, and may therefore not move too quickly and make mistakes. Further - there is less likelihood that the position will not bore them.

All TriStarr's candidates are assessed for cognitive abilities as well as personality and hard skills. If you'd like to learn more about this topic please let me know.

Recruiters role in a recession

2009-01-24T15:11:00.000-05:00

Excerpted from an article on CNN.com - 1/22/09

Now more than ever, the role of a professional recruiting partner is key to the success of your hiring plans. As the pool of candidates has increased - the pool of QUALIFIED candidates has, if anything, stayed the same - LOW! Below is an excert from an article appearing on CNN.com.

Headhunters Get the Ax
As companies cut back on hiring, fewer job openings are reducing the demand for recruiters.

"It seems like we're working twice as hard for half as much," said Dave Sanford, the executive vice president of client services for Winter, Wyman, a staffing firm based in Waltham, Mass.
But headhunters can still play a crucial role in today's market, Sanford said. Job openings, while few and far between, now solicit thousands of responses, bombarding employers with too many choices.
"Because everybody is so hungry they're jumping on everything that's moving," Sanford said. "That excellent candidate is buried under 999 other ones."
And that's where a recruiter becomes almost a necessity, because of their ability to sift through applicants. "What we can do is really go out there with a very specific rifle shot in the marketplace," said Sanford.

Kicking and screaming....

2009-01-23T16:08:00.000-05:00

My trusted web advisor has convinced me to set up a blog. I'm old, and don't really understand this stuff, but agreed to give it a try. What I hope to do is post news and other stuff here that may help people in their job search, career, etc.

We'll see how it turns out.

Here's a little about TriStarr.

TriStarr works with leading employers throughout Lancaster, Harrisburg, and York, Pa., giving you access to some of the most desirable administrative jobs available. We can help you secure temporary employment or a full-time, permanent position. At TriStarr Staffing, we are always on the lookout for experienced and motivated administrative and professional/management talent—high caliber individuals with a "get-it-done" attitude and the skills to back it up.If this sounds like you, you've come to the right place.