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No-Fuss Tips for the Passive Job Seeker

How would you describe your job search status? Are you currently employed and open to hearing about new career opportunities, but would rather not devote your time and effort to a full-blown job search? If you’re nodding along and this sounds like you, you’re not alone.

Passive job seekers, like you, currently account for 75% of today’s workforce. With a pulse on the employment market and an open mind, this low-key attention keeps you in the loop and prepared to job hunt at any given time.

Passive job seekers who invest a little time in staying job search ready will save a lot of time (and stress) getting up to speed when they need to job search. Here are five tips for being a passive job seeker:

1. Be an Active LinkedIn User
LinkedIn is today’s virtual resume, and hiring managers actively search the site for possible candidates. To increase the chance of receiving an offer in your inbox, keep your profile active, current and compelling. You can also increase your visibility by adding connections, joining groups, following interesting companies and starting discussions. These are low-effort, high-impact ways to attract the eyes of potential employers on LinkedIn.

2. Like and follow
Don’t stop with LinkedIn. The days when Facebook and Twitter were only used for personal networking are gone. Use these social platforms to follow firms you’d like to work for. Amid product launches and news updates, organizations often post and tweet job opportunities.

3. Build a Career Network
Industry events offer good ways to get exposure and professional development. Attend conferences, seminars, workshops and networking events, and mingle with the speakers and attendees afterwards. You don’t have to spend a lot of time networking, but do take the time to add connections to your network on a regular basis. The bigger your network, the more opportunities you’ll have access to.

4. Update your Resume
Have an updated resume ready to go. In preparation for that dream job that may come your way, keep your resume and cover letter up to date. If an opening at a company strikes your fancy, you’re fully prepared to quickly tailor your documents, upload your files and click send.

5. Work with a recruiter
For the passive job candidate, an ETS recruiter can be an invaluable resource, because they can practically run a search for you. Many companies work exclusively with ETS to conduct “quiet” searches on their behalf. Our recruiters have access to many opportunities which are not known to the general public and can notify you right away when an open position fits your career vision.

If you’re a passive job seeker, you don’t have to dedicate a lot of time searching for an ideal position. These tips can help you become more successful and make your next exciting career move a smooth one — all with minimal effort.

How to Train your New Hire the Right Way

Are your employees worth more than a cup of coffee? Of course they are! But the sad fact is, most companies spend more money on coffee than training. These days, employee training is about more than teaching someone how to perform a specific task. Today, employee training is about affecting long term impact on productivity, retention and company culture, while giving your employees the tools they need to develop into the creative, ambitious workers you desire.

If you don’t invest the time now, your new hire can’t grow into a productive member of your team. Check out our tips to properly train your new employee.

1.) Test Drive the Process
You know what is expected of the new employee in their position, so why not test drive the training process yourself. A trail run is the perfect way to gauge how well expectations are being conveyed through your training program. After going through it yourself, be sure to identify and fill any gaps, or polish up any points that need clarification.

2.) Make Connections
Make introductions a little less overwhelming and a little more strategic by putting together a list of key contacts along with their name, title, and role with the company. Then, make training a team effort by bringing in these managers and peers, who have valuable and diverse input, to provide your new hire with a strong, broad foundation of your organization’s values, vision and culture. After you have helped to kick-start the process of building relationships, expose new employees to activities that will foster personal growth. Schedule regular group lunches, or ask your team to go to outside networking events. All of these events are used to help the individual grow into the position instead of having someone simply tell them what to do.

*Tour Tip: It’s standard for a new employee to get a tour on the first day, where the typical highlights include the restrooms and the cafeteria. But it’s also important to show a newbie the lesser-known locations – the HR office, the security office, and, of course, where to find that coffee you spend so much on. Work with your colleagues to create a shortlist of places worth a visit, and include them as part of your introductions.

3.) Incorporate Different Methods
People learn in different ways. By segmenting your training and employing a combination of approaches, you will give your new employee more ways to help fully understand this critical information. Provide explanations and demonstrations, but give your new employee ample opportunity to learn by doing. Don’t forget to pull together a list of go-to resources for them to explore. Things like annual reports, the company website, and any recent marketing materials. These are all valuable tools to help someone get acclimated before they start.

4.) Make it Real
Don’t expect your new hire to grasp everything all at once. Most people are not capable of hearing detailed instructions once, and then implementing it immediately. Until your new employee has actually gotten their hands dirty, know you cannot expect much. After the training, give employees a task that actually requires them to use what they’ve just learned. Not only will this help them cement the learning and get the most out of follow-up training (as they will be able to relate it to their own experience), it will also show you exactly where they still need work. Be prepared to re-visit your training sessions again (and again), as it will create familiarity which is key to absorption.

5.) Be Available
A critical part of any training program is to have patience and be available. The learning curve is frustrating, and mistakes will happen. Make yourself available a few times a day to check in, and encourage them to ask questions. Exhibiting patience and understanding will help your new employee quickly develop the trust and confidence they need to thrive. The more comfortable you can make your employee feel in their new environment, the faster they’ll feel like a part of the team – and the faster they can start really diving into their work.

Starting a new position is stressful for anyone, but as a manager, you can make the transition a whole lot smoother. Take the time to help your new employee feel welcome and comfortable and support them as they learn the ropes of their new position. Remember: the more time you are able to invest in the beginning, the faster you’ll have a rockstar team member – and the better off you’ll start your relationship with them. As the roles of HR continue to increase, you may find yourself seeking assistance to address these ever changing responsibilities. As a proud partner of the North Country HR Consortium, ETS is here to help. This membership organization is a “one-stop shop”, bringing together experts from all facets of HR – legal, staffing and recruitment, EAS, training, compliance and more to help meet the needs of local businesses. For more information on new employee training or how to become a member of the North Country HR Consortium, visit northcountryhrhelp.com.

#IamETStalent – Phyllis Clookey – Payroll/HR Manager

Meet Phyllis Clookey! Our Payroll/HR Manager here at ETS. Phyllis is the go-to source when candidates have questions about benefits or payroll, and when clients have any questions about HR. Her appreciation for the area combined with her passion for helping people, sets the tone for an employee oriented, high-performance work culture.

Tell us about your role at ETS.
Here at ETS, I work in the HR Department. I help our employees, both internal and contract, with benefits and payroll. I also strive to be a resource for any of our clients needs or concerns.

What was your first impression walking into ETS?
The employees were pleasant and happy to assist with any questions I had.

What’s one thing people would never know about you?
I grew up in the rural town of Fort Covington on a farm and I am one of 13 children.

Now that you live in the Champlain Valley, what’s your favorite part of our area?
It’s large enough to have a variety of things to do and small enough to feel safe.

What’s your favorite restaurant?
Livingood’s Restaurant and Brewery in Peru, NY.

Name something that makes your job feel rewarding.
I enjoy working with people and being able to help them or have the information to give them on where to turn for assistance.   

The Graduate’s Guide to Getting Hired

As a soon-to-be college graduate, there is plenty of reason for excitement and optimism. The economy is recovering, and companies are heavily investing in their workforces. But for many graduates, the opportunities ahead may seem both endless and elusive, making it incredibly challenging to identify and build a successful career path.     

So how do you land not just any job, but the right job? How do you start a meaningful career where you’ll be engaged, challenged and valued? At ETS, our recruiters take the time to understand your career vision and develop a strategy to make it a reality. Not only will they be a partner in your ongoing career success, they will also give you confidential advice and guidance throughout the process.

Whether you’re putting your cap and gown on in a few months, graduated last year, or frankly, are just sick of your parents asking what’s new on the career front, take a look at some of our recruiters top tips on positioning yourself to land a job straight out of college.

Hone your Message
Prepare for the job search like you would for a test. Make sure to modernize your resume, head into interviews prepared with questions that show you’re actively interested in the organization and knowledgeable about the industry, and be sure to clean up your online persona. Every person is a brand, and it’s important to understand how you want to be perceived. From there you can come up with a strategic plan to create your brand and make sure your arsenal of job search tools reinforce that.

Start Early
It’s never too early to start the job search process. The students who spend time researching career options will be well ahead of their peers in the long run. Make the most of your senior year by attending career fairs, proactively investigate career opportunities, and growing your network.

Have Reasonable Expectations
Find the balance between quantity and quality in the job search. It’s hard to stick out from the pack of other applicants when you’re trying to be all things to all people, and apply to “as many jobs as you can in a day.” Not to mention you can’t properly research and follow up with hundreds of job applications. Instead, invest the time to target a few key opportunities and roles. It can be incredibly frustrating not to find immediate success right out of college, but the hiring picture is ever changing, and jobs open up all the time. Spend some time researching companies to better understand how your skills and background might make a good fit for a given job, and get an idea of how you’d fit into a company culture.

Communicate Effectively
Graduates can stand out in this aspect by speaking clearly about their relevant work experience and applicable skills, extracurricular activities, and why they think they would be a good fit for the position. Most graduates think of a job in terms of its job description, but the reality of work can differ significantly. Regardless of the field you choose, make sure to understand what roles will actually be like after you secure the job. The best way to gain this insight is to identify individuals with job titles that interest you (resist the urge to pick senior people – selecting people at or close to entry level jobs will give you a much more realistic sense of the position) and ask if they would be open to a quick conversation. Focus on asking questions about what their average day looks like, these questions will give you a real sense for what it’s like to actually do a given job.

Don’t Rely on your Degree
In many industries, experience and skills are for more important than the subject listed on your diploma. As you finish college and begin your job search, continue to build upon the skills you have obtained during your schooling. Set the stage to become a lifelong learner, and take on new activities to keep yourself challenged.

Don’t Forget your Manners
Never underestimate the power of being polite. Simple courtesy will put you above the vast majority of applicants. Whether that’s sending a thank you note after a job interview or treating everyone you interact with as though they are your interviewer. You have to demonstrate that you are someone that team members would enjoy working with. So be nice and gracious to everyone you meet: It will pay off for many years to come.

There is no better time than the present to start pursuing your career path. Be confident in the fact that you’ve got skills, and know that ETS has the hookup. There are a ton of great companies looking for people with skills like yours. How do we know? Well, because we work with them. Start a relationship with one of our recruiters today and get noticed by the right people.

Pathways and Partnerships: AIME Update

Advanced, modern manufacturing is rapidly expanding in the Champlain Valley, and ETS is honored to partner with CV-Tec, and Clinton Community College to provide this crucial pathway to individuals seeking to begin a successful career in manufacturing. Since 2009, AIME (Assembling Industry: Manufacturing and Education) has been preparing and training individuals throughout the North Country for new opportunities in manufacturing that offer meaningful, engaging and rewarding roles. The next session will continue to build upon this momentum.

As the local manufacturing industry continues to flourish and grow, it is imperative that our community partnerships and pathways into the industry grow with it. With the help of local industry feedback, the AIME training program curriculum has improved in exciting ways. Most notable is the addition of 2 modules of the Manufacturing Skill Standards Council (MSSC) assessment and certification program. Additionally, the bulk of the technical training will take place at the new Institute for Advanced Manufacturing (IAM) at Clinton Community College.

The 8 week training course, slated to begin September 18, will focus on developing hard and soft skills and include:

  • Facility Tours
  • OSHA 10 Certification
  • National Work Readiness Credential
  • NEW integration of MSSC Safety*
  • NEW integration of MSSC Manufacturing Processes & Production*
  • Hands-on Projects
  • Employment Seminar

* MSSC (Manufacturing Skill Standards Council) is an industry-led, training, assessment and certification system focused on the core skills and knowledge needed by the nation’s front-line production and material handling workers. The nationwide MSSC System, based upon industry-defined and federally-endorsed standards, offers both entry-level and incumbent workers the opportunity to demonstrate that they have acquired the skills increasingly needed in the technology-intensive jobs of the 21st century. As an added bonus, with the integration of MSSC courses students will be eligible to receive college credit should they wish to continue their education at Clinton Community College in the future.

The AIME employment seminar offers manufacturers throughout the region a unique opportunity to connect with graduates of the AIME program who have proven themselves to be dedicated and have gained the skills to flourish in a career in manufacturing. As we prepare for the fall session, we are currently accepting requests from manufacturers who wish to be included in the Facility Tour portion and/or the Employment Seminar.

Facility Tour: Give participants an inspiring behind the scenes look at your technologies in action, and an overview of the opportunities that exist.

Employment Seminar: At the conclusion of the course, be the first to interview one-on-one with these skilled and dedicated individuals.

Interested in getting involved with AIME, or looking for more information? Contact Deborah Cleary (518.562.4673) at ETS today!

ETS will have AIME info sessions throughout the summer for interested students.

The Pivot – Navigating a Career Change

Even the most successful people find themselves plateauing in their career and feel a need to make a change. Has this happened to you? If yes, then you’ve hit a pivot point in your career. With continuous advances in technology, there are new and exciting opportunities on the horizon that may leave you wanting to switch lanes and start down a new career path. To switch careers effectively and successfully, you need four things: clarity, courage, confidence, and competence. Furthermore, there are steps you must take to ensure you are ready for this next step:

Self-Assessment – What do I want?
Start by doing a self-assessment of your values, how you like to work, and what you’d be compelled to do even if you never got paid. It’s important to articulate your core values because they act as your compass, particularly during times of change. Do as much research and exploration, and dig as deeply as you can to determine what you really want from this career change.

Understand your Skill Set
Once you’ve decided on the path you want to take,  find out exactly what this new career entails and what skills and experiences are required. Understand what you want to do, what the marketplace will allow you to do, and what is important to hiring managers in this new field. We all have a unique combination of assets such as personality, skill sets, abilities and experiences that we bring to the table. Take stock of these assets and ask yourself “are any of these skills transferable?” You may not have direct experience in your new career but perhaps some of the skills you’ve learned in your present career are transferable. If these skills aren’t transferable, ask yourself if you are willing to start at the bottom and work your way up. In some cases, transitioning to a new career means going back to school to learn new skills, ask yourself if you are willing to go back to school, even if it is just for a few courses. At ETS, we meet a lot of people who want to make a career change – mostly from Industrial to Administrative.  Unfortunately, this is not always an easy path to follow and extensive training is needed to make that switch.  It’s imperative that you take the advice of your recruiter and get the training necessary to make that pivot.

Develop a Sound Financial Plan
Moving to a new career path often requires taking a financial hit, so good planning is crucial. Ideally, you should have at least six months of savings to keep you secure. Research and explore your desired change with your accountant, financial consultant, and experts in that career to clearly understand the financial requirements necessary to support you through the transition. Understand that finding a new job outside of your current industry can take time, and may require extra learning.

Network with Everyone
It really can be all about who you know. Check your contacts, peruse LinkedIn and look at others’ career trajectories to see how they got where you want to go. Ask friends and family if they know anyone working in the field or companies you are interested in, and attend events, trade shows, or conferences where you can meet and engage with people in your field of interest. Set up an informational interview with an ETS recruiter to get an inside look into the industry and career, and find out what opportunities we have available.  

The process of identifying who you really are and determining the pathway the best aligns with your values, visions and needs takes time, energy, patience, trust and commitment. ETS recruiters are here to partner with you during this transition. They take the time to understand your career vision and help you navigate a strategic pathway to success, giving you confidential advice and guidance throughout. To set up a meeting with an ETS recruiter call the office at (518) 562-4673.

#IamETSTalent – Billy Davis – Business Intelligence Analyst

Meet Billy Davis! His competitive spirit, commitment to lifelong learning, and deep appreciation for the area we live in are just a few things that make him a rock-star member of the ETS Team. Did we mention he is leading the charge on ETS’ new data initiatives and capabilities? Check out this video to learn all about why you should get to know Billy. Then set up a meeting with him to find out how our powerful data-driven staffing solutions can help you achieve your goals.

How did your recruiting role develop into your new data role at ETS?
That is a great question – it really started to snowball over time. Throughout my time as a recruiter I searched for ways to do things more efficiently. I started playing around in our software and saw there was generally a lot of customization available. During several conversations with colleagues and long brainstorming strolls during lunch I began compiling a running list of inefficiencies and possible solutions. I also began to think about all of the information we capture and how we could leverage that to be able to provide additional value for our candidates and clients. Combining both of those together was phase 1 of my position and it has only taken off from there!

Have you always been a data geek? (in the nicest way possible)
Haha no offense taken! I’ve always excelled at math and technology related endeavors and I have a burning passion for efficiency – one of my favorite things to do is min/max. That is to gain the maximum benefit from the minimum amount of resources spent – efficiency in a nutshell. Naturally that passion has led me to this current role and to excel at all sorts of games. My family enjoys playing board, card, and computer games so I have plenty of practice. I am extremely competitive so it creates an interesting dynamic – one in which I win almost everytime – even if it is a game I just learned. Typically a family member will explain a new game to everyone else and I won’t listen – I will head right to the game rules and derive the best strategy from that.

What’s your favorite part of the Champlain Valley
I’d say familiarity. It is home. My family is here, I’ve started my own family here, and I have a wonderful network of experiences and people that have positively impacted my life. One of my biggest goals is to be able to give back to the area and positively shape the region’s future.

Any claims to fame? Maybe you won an air guitar contest or won a lifetime supply of Ben & Jerry’s in a raffle? Or what’s one thing people would never know about you?Oh boy – I am full of surprises. People that know me in this role only typically have no idea about any of the other endeavors in life. I’ve played professional baseball, coached professional baseball, played online poker at an extreme level, worked at an Art museum, and the list goes on and on!  I consider myself a lifelong learner and hope to obtain the level of polymath at some point in life.

What’s one thing you think businesses should know about your new role and our data capabilities?
The biggest thing is that it is not business as usual. We are rapidly evolving. It is exciting to be leading the charge on these new initiatives and capabilities.

What’s a superpower you’ve always wanted and how would you use this power?
Wow – great question. Fun fact – I used to have some racing mind issues that prevented me from sleeping and part of the solution was a variation of this exact question! For the longest time I have gone back and forth between three different superpowers.

1) Regeneration (think wolverine) – it’d be awesome – you’d never die – you’d never age.
2) Telepathy (think Professor X or Jean Grey) – reading minds – moving objects – levitation – flight – the possibilities are pretty much endless.
3) Chronokinesis – time control/manipulation – time is the most scarce resource we have – controlling it would be pretty awesome.

But lately I have been thinking about a superpower that I’m pretty sure doesn’t exist. It would be the ability to go inside one’s own body, control internal processes, and unlock the whole human capability potential. So for example if you could go in and have brain synapses happen wherever you wanted – unlock the memory center of your brain so you’d never forget anything – you could control cell destruction/formation so you could regenerate/eradicate illness/destroy disease etc. I imagine there would be some electromagnetic powers you could make work too.

What’s your favorite restaurant?
I’ve worked at Texas Roadhouse for 5+ years so this might be the easiest answer. While I am not contractually obligated to answer this way it is by far my favorite restaurant. I am a sucker for a great steak but more importantly the owner/management have been so good to me. They treat employees phenomenally and are passionate about doing things the right way. Great food and great people is a fantastic combination.

What was your first impression walking into ETS?
After my first couple of conversations with members of ETS I remember feeling like I had unlocked a whole new knowledge of the area. I grew up and lived here virtually all my life but had no idea the scope of opportunity and companies that were in the area. Very eye opening.

Empowering Employees: Overcoming Low Engagement

Despite the fact that employers will admit it’s a problem, employee engagement throughout North America remains low in the manufacturing sector. If an employee doesn’t feel empowered, it’s almost impossible to overcome low engagement, even in a great working environment. An empowered employee is one who is directly involved in and has influence over their work. They are allowed to make decisions about when they work, how the work gets done and are able to prioritize their duties.

This does not mean that you as an executive or leader have to turn the reins over to your team, but you should start thinking of ways to allow your team to have some say over how things are accomplished. Organizations with the highest level of employee engagement are the same organizations in which employees are empowered, and there is direct correlation between the degree to which employees are self-managed and the level to which they are engaged.  

In order to empower your team, begin to make changes in the following 5 areas.

  1. Open dialog. Being transparent is a powerful thing, if you can trust yourself and be trusted by others. It is empowering to be trusted with information and trusted to give helpful feedback even if that feedback is negative.  An empowered employee feels trusted. Many leaders are not aware of the reality that exists around them.  Bring problems and concerns to your team for their input and ideas.
  1. Frequent face-to-face meetings:  At ETS, we have a weekly office-wide team meeting but also daily “huddles” with each team.  Taking a few minutes before the workday or shift begins to “huddle” is enormously powerful.  Go around the room or circle and let everyone have a chance to bring up what’s on their mind.  Then talk about the challenges ahead.  That way, everyone is on the same page and feels engaged right from the start of the day.
  1. More compassionate leadership. People don’t quit their jobs, they quit their bosses. It turns out that the opposite is true too. An inspiring manager creates more engaged teams.  Higher levels of engagement come from employees who work for a compassionate leader—one who is authentic, present, has a sense of dignity, holds others accountable, leads with integrity and shows empathy. This can’t be stressed enough.  
  1. Collaborative Goals: When the specific objectives of the CEO and executive teams  are sent down throughout the organization for teams to review and identify their own specific goals that in turn supports achieving the goals of the organization. It’s a top down and bottom up approach to developing goals that included open dialog, sharing of information, and ultimately a powerful method for setting a clear focus that everyone in every department can buy into. If team members are trusted to come up with their own goals, it makes for more engaged employees.
  1. More Questions than Answers: The more you tell people what to do, the less they listen.  Questions can be a powerful tool for engagement. When you ask your people about their ideas, you engage them in identifying what to do. This is at the heart of empowerment. For those organizations and leaders who have successfully introduced empowerment, their leadership team leads with questions before ever considering what the answers might be.

This list includes a combination of environmental factors, cultural factors and leadership behaviors that are necessary for empowerment. Empowerment itself can’t be achieved by focusing only on one aspect of the business, but instead is a way of operating a business.

To say that empowerment alone is the only way to increase employee engagement would be a misnomer, but it is in fact the single greatest determinant as to the level and degree of employee engagement achieved.

2017 Resume Trends

We live in a technology-driven world where we consume mass amounts of information in short bits of text, via social media status updates and quick video clips. This technology, and how we consume information, is constantly changing, updating and getting better. As a job seeker, active or passive, it is not only important to be aware of these realities, but it’s important to take action and make changes to your resume to modernize the way you’re presenting yourself to employers in 2017.  

While resumes and job searches don’t change too drastically year-to-year, technology, skill trends, and economic realities do. When preparing your resume for an upgrade, it’s important to understand the health of the economy and how your industry is doing in particular, as well as what’s new in technology and skill trends – areas you can seize upon to give your resume a competitive advantage.

When it comes to packaging your work experience, some things never go out of style: crisp writing and brevity still reign supreme. Add a clean, modern design and showcase your personal brand, and you’re well on your way to creating a fresh, visually engaging, resume.

Make sure your resume stands out by following these tips:

Hone your Personal Brand
Every person is a brand, and that trend will continue to grow stronger in 2017. Make sure yours is in great shape as you look ahead to the next year. Your resume should include links to your career-relevant social media profiles, like LinkedIn, or Twitter.

Here’s how: If you use your accounts primarily for personal stuff, don’t include them on your resume. And if you really don’t want hiring managers or recruiters poking through the Facebook page you’ve had since you were young and making incredibly questionable choices in friends and photo ops, make sure those accounts are set to private. Even if you don’t provide direct links, you can assume that people will do a Google search on your name, and you don’t want any preventable issues to come back and haunt your 2017 professional self.

In addition to any social media cleanup, you can start building up your brand by creating a professional social media presence. If you don’t have active social media accounts, start them! If you have accounts but have let them fall by the wayside, there’s no time like the present to get them back up and running with current content and an updated profile. It’s all about increasing your visibility as an expert in your field.

Highlight your Vast Tech Knowledge
Emphasizing your skill set not only cements the value you can bring to the role, but also allows you to use relevant keywords applicant tracking systems are scanning for in your resume.

Here’s how: It’s important to know what apps and programs are hot in your field right now, but also keep an eye on trends that are just starting, or just picking up speed. Blogs are a good resource for trends, and in addition to any blogs or publications that are specific to your industry, news outlets are handy resources for what’s happening now, and what’s coming along soon. Once you know what technology in your field is creating a buzz, master it and add it to your resume.

Show off Soft Skills
One trend that’s been emerging in hiring, is the hunt for emotional intelligence. Remember, companies aren’t just hiring people to do a job—they’re also hiring a colleague. Emotional intelligence is kind of the web of soft skills/people skills that you bring to the table. It’s important to employers because they’re looking for a team member, which means they have a vested interest in finding candidates who not only have the skills and experience to do the job well, but also fit in with their company culture.

Here’s how: So how do you demonstrate your soft skills on your resume? When listing your skills as bullet points, provide a brief example of how you put that skill into play:

  • Management skills – Led a multi-city team of sales reps to an 8% increase in overall sales.
  • Communication skills – Messaged quarterly revenue reporting to internal stakeholders and clients.
  • Team-building skills – Hosted on-site training sessions for new hires, and spearheaded the creation of an in-house mentoring program.

Provide Leaner Cleaner Content
writing leaner and cleaner content is a must. In a society where almost everyone finds themselves busier than humanly possible, brevity has become the norm. 

Here’s how: The more concisely information is presented, the easier it will be digested. When possible:

  • use a career snapshot instead of a paragraph summary as the introduction
  • Use bullets to break up information
  • Be concise, say what you need to say in the fewest words possible
  • Incorporate white space throughout the resume to create a smoother flow
  • Use charts, graphs, and other visual images to communicate information when relevant – we are a visually driven society and visual images process 60,000x faster in our brain than text

When ramping up your resume for 2017, the main thing to keep in mind is that you always want to be adding new skills to your arsenal, and show that you’re plugged into industry changes and shifts. Want to dive deeper into modernizing your resume?  Stop by the ETS office in Plattsburgh or Burlington and speak to a recruiter. Our recruiters are on the front lines of hiring, they know what works, what doesn’t, and how to help you position yourself for a successful year.

Building a Strong Partnership with your Staffing Firm

Many companies turn to staffing firms to help them find better candidates, supply temporary staff on short notice, or improve their hiring strategies. Asking your staffing firm to take many recruitment tasks off your plate isn’t unusual: it’s what good staffing partners do.

Before you contract with a staffing firm, ask yourself this question: Are you ready to help the staffing firm help you? Finding the best employees for your business happens when you and the staffing firm work well and closely together. Here are some strategies for you to consider when building a strong partnership with your staffing firm:

Learn more about your staffing partner
It’s tough to have any relationship with a stranger, and building a strong professional connection with your staffing partner is no exception.  Start by asking about your staffing partner’s strengths and resources.  Find out if they have a strong bench with their recruiting staff, support and back office staff. What is their recruiting process? What data can your staffing firm offer you to help you with retention or educate you on your stance in the marketplace?  How well do they know your industry and the specific challenges you face – and how much time do they spend expanding and updating this knowledge?  Not only will you know where your staffing partner’s strengths lie, you may discover they can help you in ways you hadn’t expected.

Determine a reasonable time frame
A good staffing firm will improve your time to hire. Realize, however, that finding the most qualified employee takes a certain amount of time. Work with your staffing firm to clarify your hiring deadline and, at the same time, to understand the time needed by the staffing firm. Arrive at a timeline together.

Define expectations
Give your staffing firm a detailed job description as well as a profile of the right candidate for the job. The more information you provide, the better equipped the staffing firm is to provide results.

Participate in the process
Expect the staffing firm to present you with a well-planned recruiting process. As an active partner in the process, respond promptly to any questions the staffing firm might have. Set aside time to review progress and be ready to interview candidates who are referred to you. Lack of communication may delay results and let high-demand candidates move on to other opportunities.

Share responsibility
If your staffing firm provides high-quality service, the firm will assist with onboarding and evaluation of the new hire. Help the firm to understand your corporate policies, procedures, and processes so that they can streamline the onboarding process for you. Give honest feedback regarding the employee and expect the firm to take responsibility for results.

If you’re ready to start a partnership with a team of seasoned recruiters, dedicated analysts, HR professionals, and marketing gurus with unparalleled resources and a deep pool of talent, call ETS today at 518.562.4673.

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