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  • HR Trends All Successful Companies MUST be Watching

    02/23/15 10:00 AM | By :Exact Staff | Categories : Employers | Leave a Comment
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    What are the top HR trends you should pay attention to in 2015?

    Where do we start?! Evolving technology. Increasing globalization. Shifting demographics. Increasing skills gaps. New legislation.

    Quite honestly, our world of work is changing so rapidly that it’s impossible to cover every priority for successful HR professionals in a single blog post. So today, Exact Staff takes a look at three of the most significant trends:

    Changes in workforce demographics.

    Baby boomers are exiting the workforce in droves, and Gen Y is filling the void. In fact, according to Deloitte’s Global Human Capital Trends 2014 report, millennial workers are predicted to make up 75% of the global workforce by 2020.

    As this generation moves into leadership positions, HR must adapt its recruiting and retention strategies to address millennial employees’:

    • Need for flexibility
    • High tolerance for change
    • Desire for honest, timely performance feedback
    • “Gig”-oriented work mentality

    Increasing reliance on mobile technology.

    From working remotely to accessing benefits information to applying for positions, mobile tech has transformed the way people find and perform their jobs. But there’s a huge disconnect. According to a recent Forbes.com article on workplace trends, 83% of job seekers currently use smart phones to search for jobs, yet just 20% of Fortune 500 employers have a mobile-friendly career site.

    To stay competitive and increase efficiency as technology continues to evolve, HR professionals should:

    • Improve ease of access and usability for employees’ mobile experiences.
    • Optimize career portals to appeal to today’s on-the-go job seeker.
    • Develop and implement comprehensive BYOD policies to increase compliance and minimize inherent mobile technology risks.

    Widening skills gaps.

    The Bureau of Labor Statistics reported 4.7 million job openings last June. More than 50% of employers say they can’t find enough qualified candidates to fill those openings. And with unemployment continuing to creep downward, this skills gap will only increase throughout 2015.

    What should HR leaders do to address the problem? Here are a few suggestions for closing the gap:

    • Train your existing employees. If you can’t hire people with the skills you need, create them. Invest in training your team to develop essential competencies.
    • Recruit well in advance of your hiring needs. Give yourself extra time to find candidates in today’s tightening market.
    • Rely on a staffing partner like Exact Staff to shorten your time-to-hire, control recruiting costs and find exceptional people with hard-to-find skill sets.

    Exact Staff stays on top of the trends impacting your organization.

    As changes workforce demographics, technology and business continue to transform HR’s role, Exact Staff is here to help. Together, we can develop a staffing strategy to address your top priorities – and ensure flexible, cost-effective access to the talented people you need. Did you know our CEO is on the Board of Directors of the American Staffing Association? This is IMPORTANT because you can rest-assured that she is aware of the most recent legislative issues effecting staffing and human resources and Exact Staff will keep you “up to the minute” on these issues.  Reach out to us today!

Your Online Reputation and its Influence on Hiring Potential

02/16/15 10:00 AM | By :Exact Staff | Categories : Career Advice | Leave a Comment
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A picture of you drinking a beer.

A potentially inappropriate comment you posted on your friend’s wall.

A phony profile of you that your friend set up years ago as a practical joke.

Can things like these really damage your candidacy when you’re searching for employment?

Absolutely. In fact:

  • Nearly half (47 percent) of recruiters use social media to screen applicants before they even talk to them.
  • A 2014 CareerBuilder study shows that 45 percent of employers use search engines like Google – not just social media profiles – to research potential job candidates.
  • The same study indicates that 51 percent of employers who research job candidates on social media passed on a candidate because of content they found online, up from 34 percent in 2012.

What are recruiters finding that’s causing them to eliminate candidates from consideration? Here are a few of the most common culprits:

  • Provocative or inappropriate photographs
  • Information about drinking or drug use
  • Bad-mouthing co-workers or employers
  • Discriminatory comments related to a protected class
  • Lying about job qualifications

Here’s the simple truth: Your online reputation greatly impacts your viability as a job candidate. Use these tips from Exact Staff to clean up your “digital footprint” – and keep yourself in the running:

  • Search yourself. Use a variety of search engines to find out what pops up when you type in your name. Search multiple variations of your name, including common misspellings.
  • Clean up after yourself. Delete old profiles. Take down inappropriate photos of yourself. Remove questionable comments and posts you’ve left. Update incorrect information. And if you can’t delete a questionable piece of information, contact the person who posted it or the site administrator and ask that it be taken down.
  • Manage your privacy settings. Social media sites like Facebook make it easy to control what a potential employer can see – but only if you set your privacy controls.
  • Choose an appropriate screen identity and picture. If you’re looking for work, make sure your profile photos convey the right image.
  • Think before you post. Moving forward, use the “grandma rule of thumb.” If the content isn’t something you’d share with your grandmother, don’t post it.
  • Conduct regular maintenance. Managing your online reputation isn’t a one-time event; it’s a process. Every few months, revisit your profiles and search your name to catch unintentional “data spills” and keep your digital reputation in tip-top shape.

On the Job Hunt?

Exact Staff can connect you with career opportunities at every employment level and in a wide variety of fields including administrative, accounting/financial, legal, medical/dental, technical, sales, and engineering. Connect with an Exact Staff recruiter today.

Where Do You See Your New Hire in 5 Years? | Determining Growth Potential

02/13/15 10:00 AM | By :Exact Staff | Categories : Employers | Leave a Comment
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You’ve just made a great new hire. (From Exact Staff we hope!!) Congratulations!

Your job is done, right?

Actually, it’s just beginning. Keeping that exceptional new team member content, engaged and motivated to perform for you takes careful planning.

But they just started with the company – and they barely knows how to do the job you hired them for. Shouldn’t you just focus on getting them up to speed?

While it’s certainly important to address short-term training and performance goals for a star employee, it’s equally important to address his long-term growth within your organization. The reason is simple: If a high performer doesn’t see a bright future within your company, they are likely to start looking for a more promising one elsewhere.

And in today’s employment market, they’re likely to find one.

So keep your exceptional new employee’s focus where it belongs – on growing and contributing within your organization. Here are a few tips for creating a clear career path for your new hire:

Determine growth potential.

Before meeting with your employee, outline his greatest strengths and weaknesses. In addition to job skills, consider soft skills such as leadership, creative problem-solving and communication abilities. Use this list as a starting point for planning his future within your company.

Consider your organization’s objectives.

What are your goals for the next three to five years? What hiring needs do you foresee? How could this new hire be groomed for greater responsibility? Considering all of these factors, develop a few potential career paths for this individual. Ultimately, you should look for an intersection between his career goals and your organization’s objectives.

Co-create a professional development plan.

Hold a formal planning meeting with your employee to learn more about his long-term goals. Express your interest in his professional growth and present your ideas for potential career paths. Then, work together to:

  • Choose the best career option;
  • Establish timeframes, milestones and performance standards;
  • Outline 6-month, 12-month, 3-year and 5-year growth goals;
  • Determine the training, mentoring, education and “stretch assignments” needed to achieve the goals you set.

Plan periodic progress reviews.

Meet at least once a year to keep your employee’s professional growth plan on track and delivering the results you both want.

Money alone is not enough to keep your exceptional new hire performing for you. But by taking the actions above, you can:

  • Create ample advancement opportunities for your high performer;
  • Align your employee’s goals with your organization’s;
  • Cultivate greater loyalty, job satisfaction and engagement;
  • Ultimately keep them growing and performing within your company.

Need to hire exceptional employees?

Exact Staff delivers productive talent to meet your local or national hiring needs. Contact our team of top recruiters by calling 1.877.364.2999 today to discuss your requirements.

The Power of Your Personal Brand when Searching for a New Job

02/5/15 10:00 AM | By :Exact Staff | Categories : Career Advice | Leave a Comment
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Undeniably, your online reputation greatly impacts your job search success.

But if managing privacy settings to block your profiles is your chief concerns, you could be missing out on important opportunities to:

  • Differentiate yourself;
  • Get noticed by recruiters;
  • Occupy a unique, competitive position in a potential employer’s mind;
  • And ultimately land the job you want!

How can you accomplish all of this and more?

A GREAT way to start is to develop a compelling personal brand.

So, what’s a personal brand?

A personal branding statement accurately sums up your “unique selling proposition” or USP – the distinct benefit or value you offer a potential employer – in 30 words or less. This statement provides a compelling reason to hire you, by communicating who you are, what you do (and for whom), how you do it better or differently, and your essential attributes.


“I am an experienced customer service professional who specializes in strengthening client bonds to increase sales, satisfaction levels and customer retention.”

How can you use your personal brand during the job search?

Here are four tips to help you leverage the power of your personal brand when you’re searching for a new job:

Align your social profiles.

Both Facebook and LinkedIn provide prominent places to display your personal branding statement.  Take advantage of this “free advertising”! Update your profiles and include essential branding keywords in your summaries.

Get active!

To get noticed by recruiters, you need to get involved:

  • Publish articles. If you can write well, publish articles relevant to your area of expertise. The more you “show what you know,” the more credibility you lend to your brand.
  • Post content, links and news. Reinforce your credibility by demonstrating that you keep current with developments in your industry.
  • Answer questions. Search relevant forums and communities for questions related to your area of expertise. When appropriate, post well thought-out responses that demonstrate your knowledge and problem-solving abilities.

Interconnect your social media.

Build a stronger “web” by creating links. Whenever you post content, include links to your email address, Facebook and LinkedIn profiles, as well as any other social media you regularly use.

Be selective.

When it comes to leveraging your personal brand, more is not always better. So while it may be tempting to create profiles on every platform, start small. Select a handful of sites, forums and communities that promise the most benefit for promoting your brand, and then limit your activity to these networks.

Need help defining your USP?

Contact an Exact Staff Career Agent at 1.877.364.2999. We can help you identify your strengths, evaluate your career options, and find assignments and full-time positions that align with your goals.

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