Why companies use CFS temporary staffing services

Are you in need of a temp or interim professional to help close out Q4? Learn more about our available candidates today! Click here to find a CFS location near you!

Advantages of CFS direct hire services

Are you looking to fill a perm position? Contact one of our executive recruiters today! Find the closest CFS office to you here.

5 must-haves for every entry-level resume

It’s not always easy to tell whom the best candidate is for a job based on just the resume. There is so much more to a person beyond their resume. But on the flip side, it’s very easy to tell who isn’t right for the job by that same resume. You only get once chance for a first impression, so let’s make sure it’s a good one. Our staffing experts at Creative Financial Staffing (CFS) share their must-haves for an entry-level resume.

Let’s get back to the basics:

1. Header

“Believe it or not contact information is commonly left off a resume. Right below your name, be sure to include your address, phone number, and email address,” explains Tammy Power, Staffing Manager at CFS. Whoever reads your resumes needs to know how to get a hold of you!

You also need to be certain that your email address is professional. Sorry, but hottie1234@email.com screams immature. Your voicemail recording should also be appropriate. BONUS: add your LinkedIn URL as a part of your header. It’s not necessary at an entry-level position, but it helps establish your professionalism.

2. Professional Summary

List a brief summary of you relevant experience, notable accomplishments, and the value you can bring to potential employers. Brief is the key word here. Don’t make it so lengthy and wordy that the reader can’t make it through the whole summary. Only include something if it directly relates to the job you are applying.

3. Education

Make sure to not only list where you got your degree from, but also what type of degree you received. When reading a resume, Dianna Kingcade, Staffing Consultant at CFS, always asks herself, “Do they have the correct degree for the job? Does their education meet the minimum standard?” If not, don’t be surprised if you don’t get a call.

4. Work History

For an entry-level position, you might not have a lot of relevant work experience- and that’s okay. Make sure you do list the positions that are relatable to the job you are applying. Include the aspects of the job that make you qualified for the role. If you include a position that isn’t relevant, a one-liner that lists the position is all you need.

5. Key Words

“Look for key words in the job description and make sure they are on your resume so it can be selected,” advises Stacy Forrester, Managing Director of Recruiting at CFS. Add these keywords into your objective and bullet points. This is especially important when an applicant tracking systems screens your resume.

3 Tips For Reducing Turnover At Your Company

Is your company losing talent? Are your employees quitting and moving on to your competitors?

Here are some tips for reducing turnover at your company from Donna Levin, VP Care.com Workplace Solutions and Co-Founder of Care.com.

1. Understanding WHY employees leave in the first place.

If you’re having retention problems, you need to think about WHY your employees are running for the door.

“People don’t leave companies; they leave bad situations, dead-end jobs, and micromanagers,” says Levin. “They leave to find greener pastures, professional development and work-life balance.”

Understanding what’s triggering people to quit in favor of a new opportunity will help you improve deep-seeded problems within your culture. Fixing these problems will make recruiting and retaining talent much easier for you...

To read full article, click here.

Source: Ariella Coombs (www.careerealism.com)

Temporary Jobs To Grow Over Next Five Years

Do you have job commitment phobia? Are you reluctant to sign on to a full-time staff position? Or are you in between jobs and need a temporary job in the meantime? Well then CareerBuilder has some good news for you. Temporary employment is on the rise.

When the recession ended and companies looked to slowly rebuild their workforce, temporary help services were among the first industries to add jobs. Temp work rose 15 percent from 2009 to 2010 and 57 percent from 2009 to 2014. According to a CareerBuilder study, temporary jobs are expected to grow 13 percent over the next five years, which equals more than 350,000 jobs. In addition to that, a separate CareerBuilder and Harris Poll study reported that 46 percent of employers plan to hire temporary or contract workers in 2015. Approximately 3 million people are employed in temporary jobs today...


To read full article, click here.
Source: Kristen Felicetti (www.jobs.aol.com)

So You Want to Be a Headhunter?

Recruiting for my own team is a natural part of being the director of a recruitment company. However, what I’ve discovered is that many people don’t have a clue what being a headhunter means. The title sounds fancy and seeking out exceptional talent sounds glamorous, but before you pursue a career in recruitment, there are a few important things you should know first.

1. It’s a fast-paced business!

There are no promises or guarantees in our business, meaning that priorities and objectives can change very rapidly. A single call from an important customer or an email detailing a new job order may change the entire plan for a given day, especially when you work in a success-fee mode. Being “close to the money” is usually the best indicator that you are working on a) the right things in b) the right order, but remember…situations can change quickly!

This also means unpredictable schedules. Timing is everything in recruiting…but time also kills deals! As a recruiter, you can’t be afraid to set firm deadlines with your candidates and clients. As headhunters, we are paid to deliver results in a timely manner. Recruiters need to constantly react to changing circumstances and ensure that candidates and clients are both on the same page...

To read full article, click here.

Source: Adam Lyko (www.linkedin.com)

Five Things That Repel Candidates

All the data shows that we're about to enter a period of massive talent shortage. The events of the global recession have acted as a bit of a smoke-screen to the underlying facts - more and more businesses are growing, and there is less specialist talent.

As unemployment is falling, so too are there other forces at work. More start-ups than even before. The increase of remote working. And perhaps most influential of all: the effect of social - with the internet, most candidates have made up their minds on a company waaayyy before they turn up to interview (if they decide to attend in the first place).

All this means that hiring managers need to be more careful than ever when interviewing. News travels faster than ever - your reputation is more important than even before.

Here are five things that all hiring managers must avoid:

1) Not following up quickly (or even worse not following up at all)...

To read full article, click here.

Source: Jas Singh (www.linkedin.com)

Before You Hire Anyone, Ask These 2 Questions

Building a business is scary, challenging, frustrating, but above all, ultimately fun. It's a rush to know your company is getting bigger.

And because it is, and because the work tends to pile up so far so fast, you might be in a hurry to add people to your team. That's understandable.

But whether this is your first hire or your 40th, it's a good idea to ask these two questions before you start issuing anyone a W-2.

1. What are we missing?

You always want complementary skills. Some people only think this is required at the beginning, when you look to find a Ms. Outside to your Mr. Inside. But they are not thinking big enough.

Yes, of course, when you are first getting under way, you want someone who offsets your weaknesses with his or her strengths.

But even when you are growing, you want to keep that concept in mind. Companies, departments, and teams take on characteristics of their own and they can become over-indexed in an area. You can end up with too many number crunchers or too many people who are great at strategy but not enough who are implementers. Balance is important at every stage of a company's growth. When things get out of whack, problems usually follow.

And that brings us to point 2...

To read full article, click here.

Source: Paul B. Brown (www.inc.com)

Is it intelligence or personality that matters?

It probably goes without saying that most organizations strive to attract the most talented people, whether it’s through direct employment, or more recently via open innovation challenges. It doesn’t always work out however. I’ve written before about studies that explore this topic, and in particular the belief that having lots of talented people will inspire and cajole the best out of each of them. The study found that having talented people in a team did little to raise the performance of less talented people in that team.

Studies throughout the past few decades have generally correlated intelligence with good performance at work. Most of these studies were conducted in an environment where the duties expected of an employee were relatively tightly controlled, and certainly didn’t account for things such as collaboration or anything outside of the job description.

A more recent study highlights how in the more modern work environment, intelligence is a much less accurate proxy for performance. The study, conducted via a meta analysis, honed studies down to a final short list of 35 that explored things like collaboration and citizenship within the workplace.

Whilst the meta analysis did reveal a small link between general intelligence and citizenship behaviours, this link was significantly smaller than between intelligence and task performance. The researchers instead found that personality was at least as influential to collaborative behaviours as was intelligence...

To read full article, click here.

Source: Ado Gaskell (www.linkedin.com)

The #1 Way To Hold On To Your Best Performers

The number one way to hold on to your best performers is to let go of them.

Your best performers should be spending the least amount of time around you. Let them go to do their thing.

Your Best Performers Are Clear. Best performers are clear and if they are not clear they get clear, so you can let them go to get the job done. You don't have to look over their shoulder and equate whether you can see them or not with how hard they are working. They empower themselves and know the difference between self-empowerment and authority. They don't run amok and they ask for needed authority which you can give. You cannot empower them, and they know it...

To read full article, click here.

Source: Linda Galindo (www.linkedin.com)

The 2 Most Powerful Words A Manager Can Use

With all the professionalism and political correctness in today's workplace, we sometimes miss out on the fact that people really want to feel appreciated — and a 'thank you' is all it sometimes takes.

A very close friend of mine is Eleanor, who is a teacher and probably one of the most conscientious and hard working people I know. Eleanor goes beyond what is expected of her every day to make sure she brings out the best in every child in her class. She is happy to plan her lessons until late at night to make sure they are exciting and engaging.

All her official feedback and performance reviews have rated her as outstanding. What might surprise many, however, is that Eleanor has just quit a job she loves because she feels unappreciated. Instead of all the formal but impersonal feedback, all she wanted was some appreciation from another human being…

But she didn't get it.

Our local school and children are suffering a major loss, because the people managing Eleanor didn't act like people. They didn't do the one thing all of our mothers probably told us to do when we were kids: they didn't say thank you....

To read full article, click here.

Source: Bernard Marr (www.businessinsider.com)

5 simple reasons - to join the Staffing/Recruiting profession

(Written by our very own, Tarah Frawley, Regional Director)

I wrote a recent post called "5 simple steps- to recruit the best". Staying on that theme, (not sure why I picked the number 5, but it seemed more insightful than 3 and a quicker read than 10) I'd like to share the 5 simple reasons that you should be in the Recruiting/Staffing profession. Not everyone should, that is for sure, but for those who read this and it speaks to you, what are you waiting for?

1. You love the thrill of 'the chase' and the sweet satisfaction of 'the close'....

To read full article, click here.

Source: Tarah Frawley (www.linkedin.com)