CareerBuilder’s recently released 2013 Opportunities in Staffing survey takes a comprehensive look at the latest staffing industry trends and perceptions of staffing firms among clients and candidates.
The infographic below provides a visual representation of key findings from the study – including the biggest misconceptions around staffing firms, the most influential factors in deciding to work with a staffing firm, and opportunities in mobile recruitment.
Which findings surprise you most? What do you want to know more about? Let us know in the comments below.
Click Image for original article via The Hiring Site by CareerBuilder
Grand Rapids, MI
Can you confidently communicate with clients, ask for referrals, and handle the pressure of working in a fast-paced environment? Do you enjoy speaking with and working with professionals from varied backgrounds? Do you continuously stay up to date with latest technology and trends in social media? Do you thrive in a competitive environment? Perfect! We would love to speak with you!
Elwood Professional is the Engineering, IT and Business Management placement division of Elwood Staffing, through superior customer service, dedication and the utilization of a proven recruiting process, Elwood Professional has gained the trust of our clients and candidates alike. Our expertise has enabled us to successfully help our clients and candidates achieve their goals. As an Elwood Professional Recruiter, you will be a key player and contributor to a company that directly rewards those who produce results. We will provide you with the training, processes and tools necessary to become a successful recruiter. This position has unlimited earning and growth potential within a growing industry and company.
Recruiters will report to and work closely with senior management to develop and implement recruiting strategies. The recruiters will utilize the Elwood Professional recruiting process to manage and direct their daily activity. It is necessary to be adept with a wide variety of recruiting sources. Successful recruiters will have the stamina to perform intensive phone work to build lasting relationships with clients and candidates alike.
Our recruiters are expected to contribute and perform in an environment of high morale, motivation, and teamwork. They will uphold our company Key Beliefs of Quality, Relationships, Responsiveness, Flexibility, and Progress. If these are qualities you possess, Elwood Professional is the place for you.
Industry comprehension – Knowledgeable about the professional staffing industry and how to make an impact
Drive and ambition – Driven to succeed and willing to put in the effort to make it happen
Technologically intuitive – Ability to understand technology and keep up to date with trends and changes
Personable – Ability to build rapport with new people while focusing on continuously building, developing, and maintaining relationships
Professional – Maintain a high standard of professional ethics, behavior and work activities
Process driven – Commitment to utilize a proven process in order to achieve the greatest results
Inquisitive – Curious about people and technology
Superior communicator – Excellent written and verbal communication skills
Teamwork – Is a team player and recognizes that greater successes will come from working together
Work ethic – Posses a strong willingness to work hard and sometimes long hours to get the job done and demonstrates enthusiasm when completing the tasks at hand
Desired Skills & Experience:
- Bachelor degree from an accredited university
- Previous success in business development or account management role with measurable KPI’s
- General familiarity with any of the following: engineering, supply chain, manufacturing, accounting, finance or IT
- Ability to quickly learn and master the use of multiple technical resources including but not limited to: office productivity tools, social media outlets, and applicant tracking systems
- Ability to work independently and as a part of a team in a competitive, fast-paced environment
- Honesty, integrity and a strong work ethic
- Excellent problem solving, communication (oral and written), and organizational skills
- Willing and able to work above and beyond a traditional work schedule to achieve results
- Ability to travel as needed
To apply, submit cover letter and resume to firstname.lastname@example.org
A cover letter detailing your abilities and why you should be considered a top candidate is required to apply for this position.
Learn more about Elwood Professional on our website http://www.elwoodprofessional.com. We are an equal opportunity employer.
At Elwood Staffing, we believe that people are our most valuable resource. That’s why we are constantly working hard to recruit the best candidates for our corporate positions. To view and apply for our internal openings, visit www.ElwoodCareers.com. Elwood Staffing is an equal opportunity employer.
Area Sales Consultant
South Bend, IN
Customer Service Manager
Grand Rapids, MI
In short, recruiters help match the right candidates with the right employers. While many companies have in-house HR departments, staffing and recruiting firms can help when the company’s staffing needs outweigh its recruiting resources. Because they also specialize in sourcing and screening candidates, recruiters can help you find candidates for hard-to-fill positions, even when it seems as though you’ve exhausted every possible resource.
When it comes to utilizing the services of a staffing firm, however, it’s important to first consider your unique staffing needs and recruiting goals, as different staffing and recruiting firms specialize in different things. Below are the three most common types of staffing agencies, and their various areas of expertise.
- Permanent Staffing Agencies: Companies typically use permanent staffing agencies when they want to hire a key person, but do not want to publicize it. Staffing firms help them search for candidates on the sly. Companies may also leverage staffing firms when other methods of in-house recruiting – job ad placement or employee referrals, for example – have proved insufficient. Recruiters specialize in proactively tracking down and finding qualified candidates.
- Temp-to-Perm Staffing Agencies: Companies typically enlist temp-to-perm staffing agencies when they want to “try out” an employee before taking them on full time. Companies have the luxury of evaluating an employee’s performance and cultural fit before making a final hiring decision.
- Temporary Staffing Agencies: As indicated by CareerBuilder’s most recent Hiring Forecast, more companies are planning to hire temporary and contract workers this year than in previous years. Companies typically use temporary staffing agencies for two reasons: either to fill in for a person who is out of the office for an extended period of time (such as someone on maternity leave); or to supplement staff during peak business periods that demand more help (but not enough to create a full-time posiiton). People who take temp jobs are typically either “career temps” – people who prefer the flexibility temp jobs offer over full-time jobs – or unemployed people who are trying to supplement their income with temporary work.
Looking for a staffing agency to supplement your hiring needs? Ask a colleague or industry peer for a referral. Just as it is with hiring, referrals are often your best source to find quality, trusted professionals. Another option is to start with 2013 Best of Staffing winners, who are recognized among both candidates and clients for providing excellent service in the staffing industry.
What makes a person an outstanding talent leader? Is it the ability to set a vision, develop a strategy, or manage a budget? Or is it something much less visible and subtler?
Leadership is not something we are born with, although we may have a general aptitude. It takes insight into what leadership is all about and the desire to practice it in a deliberate, thoughtful, and consistent way to become good.
The points below amplify what I have learned from many successful leaders over the years.
Rule #1: You Are Not a Recruiter Anymore
Leaders cannot be technical experts and expect their functions to be great. Good leadership is much more about setting the stage for success, garnering support and resources, and assembling teams that excel.
Most recruiting and talent leaders spend too much time doing what they are familiar with, rather than practicing the skills of leadership. It is always easy to justify jumping in to help out, to keep a few requisitions for yourself, and to train recruiters in the skills you have.
But this is not leading — it is doing.
Rule #2: Keep It Lean
All business has been focused on reducing waste, speeding up delivery times, reducing labor costs, and building in automation. Manufacturing, in particular, is more efficient and productive than ever before. This is partly the cause of the current unemployment around the globe, as fewer people are needed to do even more work than before. The service sector lags in achieving these goals, but is on the path leading to greater productivity.
Successful leaders find ways to do more with fewer people by improving efficiency and streamlining processes. Functions that focus on these will gain business leader respect and support.
Specific actions include reducing paperwork, reducing process steps, implementing technology, cutting out meetings, removing management layers, or reducing reporting.
Rule #3: Focus on Simplicity
A recruiting function should operation like an iPad. It should look and be easy to understand and be so easy for a hiring manager to hire someone who they think they did it all themselves.
Easy and simple does not mean lazy, basic, or stripped down. It means something elegantly suited for its function and doing no more or less than is needed. An Apple iPad, for example, has almost no external buttons, and has an interface so simple one needs no instructions on how to use it. It has no operation manual because it is so simple. Yet, beneath that simplicity is a very complex and difficult-to-understand series of chips, wires, batteries, and displays.
Your job is to keep the sourcing, screening, and interviewing pieces humming quietly — honed to be highly efficient. The hiring manager should see only the output of these pieces — a qualified candidate who is eager for the position.
Effective leaders should remove the things that inhibit sharing and communication (including recruiters who won’t share candidates or information). They should ruthlessly look for ways to make doing something easier, faster, and cheaper.
Rule #4: Get Out of the Way
Micromanagement is a scourge. Great leaders set the tone, hire good people, provide development and mentorship, and let them do their job unhindered. If a recruiter needs constant supervision, that recruiter should be replaced. If you have established guidelines and hire smart, capable people then your job is to create the environment where they can thrive.
You are a micromanager if you feel the need to hold regular meetings with a recruiter or group of recruiters to make sure they are making progress. You are a micromanager if you require weekly/monthly reports, if you are not comfortable being gone for a few days, and if you feel angry when decisions are made without consulting you.
Rule #5: Embrace Teams — Not Individuals
Collaboration and teamwork are more effective in getting results than individuals. Don’t organize into functional silos with sourcers, screeners, recruiters, and so on. If you have specialists, mingle them together to create cross-functional teams. Include hiring managers and business leaders on your teams whenever you can.
If you look at your job as providing the best talent — not as filling requisitions — then your recruiters and the hiring managers should engage in discussions about what type of candidates to look for and even work together on the best ways to find them.
Rise above the transactional mindset to one of making a strategic difference. Challenge a team to better identify what kind of talent is needed and become efficient in finding and hiring these types of people. Make all rewards based on team performance. Encourage sharing, cross learning, and leveraging each persons’ skills.
Rule #6: Accept the Limits
There is never enough of anything. In decades in the recruitment world I have never heard anyone say they had all the money, time, or people they needed to do their job. And I am pretty sure I never will.
Rather than complain, use the limits to your advantage. When there are not enough people, learn other ways to get a task done. It may require out-of-the-box thinking and may even require you to get a team together to brainstorm some possible solutions.
Rule #7: Build Internal Relationships
Relationships are the key to success and happiness in every social setting, and organizations are social settings. Getting to know and support your own leadership team will help remove constraints and perhaps even provide more resources.
Spending time to chat with business leaders, and getting to know them and their problems and needs, will help you to focus your efforts, redirect priorities, and improve your relevance.
Good relationships clarify communications, help overcome misunderstandings, and streamline getting though bureaucracy. Talent leaders should spend almost half their time building internal relationships, offering talent-related information and analytics, and showing how better candidates and better hires lead to greater profits.
Rule #8: Use Technology; Don’t Fall in Love with It
Using technology well is the key to increasing productivity, but do not forget that recruiting is a people-to-people business. Relationships — virtual or face-to-face — are the basis for generating interest in a position and in getting hiring managers to accept candidates you send to them.
Technology helps immensely and increases productivity and expands the reach of your recruiters and provides data and insights you would not get otherwise. But it does not replace the need for recruiters to continuously refine their ability to connect with candidates and convince them of the opportunity offered. Nor does it replace the face-to-face conversations with hiring managers that build the credibility of your department and improves candidate acceptance.
Technology is always advancing, so look at each new app or solution and see where it might fit in a process flow. What would it enhance? What would it replace? Does it seem useful in achieving one of the leadership goals I have mentioned above?
But remember that most of all your job is to set the stage for success and do everything you can to make sure your recruiters have the skills, tools, and empowerment to achieve the goals of the organization.
This article was originally written by Kevin Wheeler for ere.net
At Elwood Staffing, we believe that people are our most valuable resource. That’s why we are constantly working hard to recruit the best candidates for our corporate positions.
Corporate/Internal Openings: Area Manager Branch Manager Area Sales Consultant Customer Service Manager Staffing Specialist Bilingual Staffing Specialist Staffing Assistant Bilingual Staffing Assistant On-Site Account Manager On-Site Specialist Management Development Program
We place a high priority on attracting and retaining top talent. At Elwood Staffing, we provide each of our employees with CPR: Commitment, Progress, and Rewards.
We are committed to providing you with a work environment that inspires you to be your best. We communicate our goals and objectives so we can work together to achieve them. We pride ourselves on listening – listening to your thoughts and suggestions of how we can improve. It means providing you with the resources you need to be successful. It means hiring people like you – equally committed to professional growth and the success of Elwood Staffing.
We are committed to providing you with opportunities to expand your knowledge and skills. We work in a challenging industry that demands our employees be provided the means of continuous professional improvement. Elwood University provides internal training opportunities such as the Certified Staffing Professional™ (CSP™) certification, a variety of software programs, employment law policies, professional development, and more. We also provide a generous tuition reimbursement program for on-line or classroom courses at accredited colleges and universities. These training tools, combined with your ambition, provide the means to expand your skills and open the door to new opportunities for you at Elwood Staffing.
We recognize what it takes to attract good people. We do this by providing competitive salaries and benefits. Our annual bonus program rewards you for a job well done. Our gain-sharing program shares in the success of Elwood Staffing. Our 401(k) participants enjoy a generous annual match of their payroll contributions. Along with paid time off, health, dental and vision coverage, paid holidays, and more, we provide an excellent package of benefits for all of our employees.
Are you in need of a little C-P-R? If you would like to learn more about the opportunities that await you at Elwood Staffing, simply click on our available corporate position that best matches your interest.
David Elwood established Elwood Staffing as a company that values relationships. What better way to exhibit that than to have your three sons working alongside you to help people and further a father’s dream? Each of them brings a complementary strength and skill to the company to help it succeed. Their respect for each other has allowed them to properly align their goals for the future of Elwood Staffing. When they’re not working together in business, the Elwood men enjoy spending time with each other and encouraging each other in accomplishments outside of the office.
Elwood Staffing is a company based upon integrity. We understand that in order to establish successful relationships with clients and associates, we must establish successful and trusting relationships with our employees. We build trust among employees, clients and associates by collectively sharing the same values and goals. As a company, we work hard to apply the Golden Rule to business by treating everyone – clients, associates and employees – as we would want to be treated. This approach holds us accountable for our actions and identifies Elwood as a company that values people over everything else.
By Alison Green | U.S.News & World Report LP – Wed, Oct 24, 2012 1:54 PM EDT
Long before you get to a job interview, hiring managers are forming opinions about you based on your resume and your job history. Here are six of the most common red flags they look for.
1. You have multiple short-term jobs. If you have a history of quickly moving from one job to the next without staying very long, employers will wonder whether you get bored easily, or can’t keep a job, or don’t know how to identify the right fit for yourself. If you do have good reasons for the job changes (such as a spouse in the military), make sure to fill in your interviewer quickly so she doesn’t draw the wrong conclusions.
2. You quit your last job with nothing else lined up. Since most people line up a new job before quitting an old one, employers raise their eyebrows if you left without something new waiting. They wonder what the real story is: Did you blow up one day and walk off the job in a fit of anger? Do you get upset at work and make impulsive and rash decisions? Were you actually fired but trying to claim you left on your own?
3. You were laid off from your last job. While plenty of layoffs are about company cutbacks or restructuring, employers know that companies sometimes use them as an opportunity to get rid of lower performers. To combat this question, be sure to mention if your whole team or division was let go. If you were the only one laid off, that raises more questions than if you were part of a group that was laid off.
4. You’ve been unemployed for a while. Even in this economy, some hiring managers look at long-term unemployed candidates and wonder if there’s a reason that other employers haven’t hired them. Fortunately, many employers do understand that it can take time for even good candidates to find work in this market–but it’s important to show that you’ve been spending your time volunteering, building your skills, or something other than a year-long job search.
5. You have large gaps between jobs. When employers see gaps of unemployment, they wonder what happened during that time. Did you leave the previous job with nothing lined up, and if so, why? (See No. 2) Were you working somewhere that you’ve deliberately left off your resume, and if so, what are you hiding? Gaps raise questions that you don’t want on a hiring manager’s mind.
6. None of your past managers are on your reference list. If you only offer peers as references, or other people who didn’t directly supervise your work, hiring managers are going to wonder why. Managers are usually best able to speak to the quality of your work and your strengths and weaknesses, and steering reference-checkers away from those conversations can be a red flag. Plus, employers will usually ask to be put in touch with your past managers anyway.
Alison Green writes the popular Ask a Manager blog, where she dispenses advice on career, job search, and management issues. She’s also the co-author of Managing to Change the World: The Nonprofit Manager’s Guide to Getting Results, and former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management, hiring, firing, and employee development.
Elwood Staffing and SOS Employment Group today announced the joining together of their companies, creating an entity that rivals some of the staffing industry’s largest players. With combined annual revenue of more than $750,000,000, the company will now rank in the top 10 of all U.S. commercial staffing companies, the top 20 of all U.S. staffing companies, and just outside the top 50 of all global staffing companies.
Elwood Staffing, headquartered in Columbus, Indiana, and SOS Employment Group, headquartered in Salt Lake City, Utah, closed a transaction allowing Elwood Staffing to purchase SOS Staffing Services, Inc., d/b/a SOS Employment Group. SOS will be a wholly-owned subsidiary of Elwood Staffing, but operate more like a sister company giving the combined entity a significantly expanded national footprint and service delivery capability unrivaled by most. The U.S. staffing industry is highly fragmented and is comprised of thousands of staffing agencies. In terms of size, this transaction will put the combined company in the top 1% of all staffing companies in the world.
This combination brings together two of the nation’s leading, privately-held employment services providers, blending talents and resources in the areas of traditional staffing, skilled trades staffing, professional/executive search and outplacement services.