Establishing a Successful Internship Program

March 28th, 2017

It’s the end of March and you know what that means: thousands of college students are looking for summer internships!!!

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If your Los Angeles- or Orange County-area company doesn’t already have an internship program, why not? Whether paid or un-paid (the student receives no monetary compensation but does receive college credit for her work with you), internships greatly benefit both the student and the employer: the student gets some real-world experience (that could lead to a real-world paying job) and the employer gets to have a top-notch student in his office, eager to work and learn – and possibly work after the internship! In other words, starting an internship program at your business can be a terrific recruiting tool.

March and April are Prime Time for Students to Seek out Summer Internships: How to Start One

If you’ve never had an internship program before, take a look below; we’ve put together an eight-step process for you to follow (and make your own, depending on your firm’s specific needs). Take a look below:

  1. Talk to a few local colleges.

If you’ve never hosted interns before, you’ll have a lot of questions that need answering. You’ll need to speak with college career offices to see what requirements they have as to what is acceptable in an internship (hiring someone just to get you coffee and run errands usually is not considered an internship). After all, the college wants its students to learn something during the students’ time with you. The college may ask you to outline what its students will learn and how you will ensure they learn it.

  1. Decide how many interns you can handle and where they will work.

Not every department in every company can host interns. Departments which typically host interns include marketing, human resources, accounting/finance, and even operations. Talk to department heads to see how many they may want/can handle before promoting internships.

  1. Decide if the internship will be paid or un-paid.

Don’t be worried if you cannot pay your interns. So long as they receive college credit, you will have students applying for your opportunity.

  1. Design the program.

A good internship structure will have learning objectives, daily responsibilities, both short- and long-term projects, evaluation procedures, written expectations, orientation, and an off-boarding process.

  1. Evaluate and decide on the skills, educational background, etc. you feel your interns will need.

For example, if you’re opening up a marketing internship, you will want a student with at least one or more classes in marketing, public relations/communications.

  1. Post the position.

You’ll want to post it with the many colleges and universities in Southern California. (You may decide to post only with a few, or with all; you can even post the opportunity at nationwide internship-posting sites.)

  1. Interview, check references and hire.

Practically every student you interview will have some sort of job history: it’s important that you check to make sure they have a good work ethic, no criminal background, and so on. Even if your firm’s HR department is in charge of the program, make sure the intern’s direct supervisor has a big say in choosing the final candidate.

If you’d like to hire your intern, but are still a tad uncertain if you want to bring her onboard permanently, Helpmates can put her on our payroll until if/when you decide to transfer her to your own.

Want to learn more? Contact the Helpmates office nearest you today.

When You Don’t Want to Be the Boss: the Lattice Career Model

March 21st, 2017

You’ve no doubt heard of someone who is absolutely terrific at sales. He or she meets and exceeds quotas left and right, month after month, year after year. So great is this person’s sales prowess that higher ups decide this individual is so phenomenal, they offer the carrot of going into sales management.

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And then the cliff falls away: the qualities it takes to excel at sales are different than those needed to manage and lead others. So much so that many exceptional sales professionals fall flat on their faces within just months of managing other sales professionals.

Successful sales people often turn down promotions into management for this very reason: they are great at what they do, are highly valued and often highly compensated. What’s not to like and why should they change?!

But what if you’re not a salesperson? Few jobs offer the chance to make more money without a promotion. Few positions also offer the opportunity to learn more and try different things without a promotion.

What’s more, what if you would love a promotion, but there’s just no room in your company for it (there’s only one spot ahead of you on the company’s organization chart and you know for a fact that that person has no plans to leave any time soon)?

Enter the career lattice. Possibly more appropriate in today’s workplace where people often come and go relatively quickly, where hierarchies are being replaced with collaborative work styles, the lattice is a great career path for ambitious professionals who know they don’t want to – or don’t have the skills to – manage others.

The lattice works because it recognizes there no longer is one definition of career success (that of climbing up “the rungs” until reaching the highest position possible in an individual’s career). The lattice concept is valuable because it acknowledges that there are a number of ways to contribute and different paths to grow in a career and skills.

What This Means for YOUR Career

Embracing the lattice concept of on-the-job success essentially gives those with non-traditional ambitions a sort of carte blanche when it comes to crafting a career. No longer do you need to worry that you’re not “right” for the next step up the ladder: once you get all you can out of a position in terms of challenge, skills and experiences, you can choose to take the next step up, or take those skills and experiences and find another position that uses your talents while challenging you in different ways.

For example, let’s say you started in banking at the teller level at a small bank. You take a few steps up the traditional teller ladder, taking a few classes along the way to upgrade your skills. You then find another job as a teller, but in a multi-national bank, where you’re encouraged to learn international exchange or credit analysis. You may not be “moving up” (at least, not yet), but while you’re a teller you’re learning new things and enjoying a more engaging work experience.

Or you’re a newly minted CPA and you start out in taxation in a large accounting firm. It can take a while to move up, but perhaps you get interested in the firm’s state and local tax side, so you ask to move over to that group for a while. Such a lateral move now allows you to learn additional skills, helping you stay in demand and moving up later.

If you’ve been stuck in a rut for a bit in your current position and are looking to make a change, contact the Helpmates office nearest you to learn more about how we can help you move up – or sideways – in your career. In the meantime, take a look at our current openings to see if there’s one that interests you.

Ghosting Isn’t Right in Romance and it’s NOT Ok to Do to Job Candidates

March 14th, 2017

Have you ever been “ghosted”? That time when a romantic partner just disappears – not returning calls or texts – just suddenly cutting off all communication, as if the relationship never existed?

It’s a cruel and immature way to end a relationship. Young people tend to do it because they are afraid of the reaction they may get when they want to break up with someone if they were to do it in person or over the phone or text.

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But even adults ghost. (Even middle-aged adults, if the story that Cherlize Theron ghosted Sean Penn is true.)

And, be honest, isn’t there at least one time you never got back to a candidate after interviewing him or her ? You just….disappeared?

We’ve all done it probably. After all, as recruiters we’re overwhelmed with candidates and position requisitions. Or as hiring managers, we have our regular jobs to do, not to mention interviewing several candidates, and then conducting second and possibly third interviews, negotiating salary with the candidate we do choose, onboarding the candidate and getting him up to speed. It’s easy to forget about the candidates we met with but didn’t choose.

But they haven’t forgotten us. And since many companies don’t even bother to send out a “thank you for applying but we choose a more qualified candidate” letter anymore your candidates — the people who took time out of their days (possibly more than once) to come to your office for several hours are sitting at home. Waiting. Wondering.

This is No Way to Treat a Candidate!

While it’s common practice now not to acknowledge applicants who aren’t interviewed for a position, we feel that anyone who takes the time to come in for an interview deserves the courtesy of a phone call to hear that the hiring manager chose someone else.

And that phone call should come from the hiring manager. (At the very least, the hiring manager should send an e-mail to the not-chosen candidate.)

More Than Just the Right Thing to Do

Taking the time to contact an interviewed candidate not only is courteous, but can help a candidate stay interested in you in the future. After all, a talented individual may not be the right fit for one position, but could be a great one for another. Just imagine the cost savings: instead of having to cull through dozens of resumes, speak to several more candidates, and so on you could instead just bring him in to make sure he’s a good fit. No need to go through the interview process all over again!

But if you never let him know he didn’t get the job, not only do you not keep him in your pipeline, he now has negative thoughts and feelings about you. Don’t forget, people tend to share negative experiences they’ve had with businesses more than they share positive encounters. And with social media at his fingertips……

Bottom line: calling a candidate to let him know he didn’t get the job not only shows respect and courtesy, it helps create a positive candidate experience. On the other hand, a negative candidate experience can be “self-destructive” and have undesirable consequences for your firm down the road.

Sorting through resumes and performing preliminary screening activities on candidates for your Orange County or Los Angeles company can take considerable time. Let Helpmates do this tiresome but critical aspect of your interview process for you. Contact us today.

Signs It’s Time to Get a New Job (Even if the Current One Isn’t Too Bad)

March 7th, 2017

Let’s say you have a job that’s pretty much OK. Possibly even fairly good: you and your boss get along. Your coworkers are nice. You are competent – if not even pretty good – at the tasks assigned to you.

It’s simply your average, OK, nothing-special-but-nothing-bad job.

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It may be time to leave it. Here are a few reasons why.

  • The job has become easy.

Some great jobs are like that: what used to cause you to stretch and challenge yourself a little bit has become “the usual.” You can do the job with your eyes closed. Nothing surprises you; nothing makes you reach a little deeper to get things done. You’ve learned everything there is to know about how to do the job well. And you do perform it very well!

While this may sound like a dream job, watch out (stress-free job!): if you’re not learning new skills, if you’re not challenged at least a little bit, you run the risk of becoming stagnant. What’s more, if you’re continuing to coast along, not learning new things or taking on new challenges, if you should be laid off or fired, you may find that your skills aren’t up to the level a new employer needs.

It’s wisest to always aim to learn new skills because technology is constantly changing and today’s job market requires that workers keep up or be left behind. Yes, it can be very uncomfortable to find a new skill awkward or hard to do. No one likes to be perceived as incompetent. But everything new is hard…until it isn’t.

If you’re so good at your job that it’s very easy, it may be time to look for a more challenging position.

  • There’s no room for advancement.

Just about every company wants to provide raises and promotions to its employees, but sometimes it’s just not possible. Smaller companies, especially, may have a hard time finding a spot for a good employee with ambition. After all, there can only be one director of marketing, for example, and if the current director has no plans to leave, what is an ambitious assistant director to do?

She could decide that she’ll ask her boss for more responsibility and projects, take on new skills without asking for a raise or promotion with it and decide instead that she’s with new challenges within the same position. Instead of moving up the traditional career ladder, she’s moving along what has come to be known as the career lattice, a term used to describe today’s understanding that there’s no longer a one-size-fits-all definition of success, but rather many ways an employee can be challenged, grow and contribute.

But if the assistant director goes to the boss, asking for more responsibility and challenges and the boss refuses or says it’s just not possible, then it’s probably time for the assistant director to start looking elsewhere for those challenges and successes.

  • You don’t respect your boss.

Remember that respect has nothing to do with liking your boss: respect is all about valuing what your boss does and the way she does it. You can even disagree with your boss at times and still respect her. But if you feel she lacks vision; if you feel she’s indecisive or, conversely, impulsive; if you feel she mistreats team members or shows underserved favoritism; if you couldn’t give her a recommendation as a supervisor, it’s a sign you don’t respect her and you may want to look elsewhere.

If you feel it’s time to take on new career challenges, we can help you here at Helpmates. All of our recruiters are Certified Staffing Professionals, which means they will be able to identify your strengths, listen to your desires and do their best to match your needs with our available opportunities. Contact the Helpmates office nearest you for more information.

We’re More Alike than We Think: Downplaying Generational Differences in the Workplace

February 28th, 2017

You’ve no doubt heard it often: Millennials want to be groomed for advancement while members of Generation X are wanna-be entrepreneurs. And Boomers? They’re definitely not shy about challenging authority.

Pretty much accepted as true among most is that the generations are very different, so much so that entire books are written about how they can get along when working together.

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But are they really? We believe the generations coming together in today’s workplace are more alike than they are different. Hear us out below.

  1. Someone may be a Boomer but not remember the Beatles’ heyday.

What we mean by this is that each generation is about 20 years in length: Boomers, for example, are those born between 1946 and 1964 while Generation X generally is believed to be those born between 1965 and 1980. So a Boomer born in 1957 is going to have a very different cultural experience than her older counterpart born in 1947. The younger boomer may very well have a life experience more in common with a Generation X-er born in 1965 than an older Boomer.

A 1957 Boomer with an older sister may well remember her sister’s excitement about the Beatles coming to America (1964) when the Boomer would have been 7. But a 1957 Boomer with only younger siblings may not have experienced their music possibly until the band already had broken up (1969, when the Boomer would have been 12 and in middle-school) because there was no one in the house going nuts over them when she was younger.

Our point? Our outlooks and experiences in life often come about due to our family circumstances rather than our age. Older siblings give us entre to things four-year-olds otherwise wouldn’t be aware of. Even stations such as Nickleodeon and  now Netflix have for years shown old television shows such as the The Dick Van Dyke Show, The Andy Griffith Show and others to generations far too young to have seen them when first aired; yet later generations, too, have them as cultural touchstones. And what Generation X-er and Millennial haven’t bonded over their mutual love of Sesame Street (which first aired in 1969 and continues strong today)?

What’s more members of a generation born at each “end” more than likely have more in common with someone born a few years before or later, even if that individual is in a different “generation.” After all, a 10-year-age difference among any member of any generation is a much harder gap to close than the gap between someone five years younger older.

In other words, you may be surprised how much in common you have with a co-worker of a different generation.

(Here’s a fun quiz for everyone: How Millennial Are You? by the Pew Research Center. You may be surprised by how close to a different generation you are. For example, Dan Struve, our CEO, is a Boomer. He took the quiz and he scored an 80, making him pretty much a Millennial than a Boomer when it comes to activities and outlook.)

  1. Technology is the great equalizer of generations.

In fact, could we all be becoming Millennials?

Millennials, conventional wisdom goes, are:

  • Connected to their digital devices 24/7.
  • Leave their employer quickly (they stay at a job two or three years, tops).
  • They need constant feedback. And it better be of the positive variety!
  • They require flexibility and choice.
  • They want their work to have meaning and be of use to others in some way.
  • They want opportunity for advancement.

Just like the post linked to above, we argue that all generations are like Millennials more than not when it comes to the above. Proof?

No one likes to be stereotyped; all of us all think we are the exception to any “rule” and wish to be treated as individuals.

When you need help finding great people to work in your company or department, call upon Helpmates. We can help you find the great people to help your company reach its goals.

5 Tips to Boost Your Interview Confidence

February 21st, 2017

Few of us enjoy going on job interview, which is a shame in a way because interviews are a great way to learn more about ourselves, various companies, different ways of doing things, making new acquaintances – possibly new colleagues – and so on.

In fact, learning more about different companies and people (potential managers and even colleagues) perhaps is the best thing about going to a job interview: we’re rather like a sleuth, digging down and trying to find out how we might fit into a company’s business paradigm.

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What’s more, looking at yourself as something of an undercover agent also is a great way to help you boost your own confidence at the interview. After all, never forget that you are interviewing the hiring manager and company, too: just as your possible future manager is trying to see if you’ll be a good fit on her team, you need to find out if the company and opportunity is a good fit for you.

Four Additional Job Interview Confidence Boosters

  1. Research the company as much as possible before your interview: information is power.

The more you know about a company before you meet a recruiter or hiring manager, the more confident you’ll be. You’ll know how your particular skills and background will help the firm move forward and you’ll be able to speak to the hiring manager’s needs right away:

“I saw on your website that you are opening a new location soon. Will you be performing billing services at the new office? If so, I believe my experience with a former employer when I was the only medical biller in the department, helping to train new people in my office as they came on, would be a great help.”

  1. Remember the VALUE you bring.

Noting the fictional medical biller’s statement above, do you see what she just did there? She took note of the company’s plans and she talked about how her experience and expertise will help the hiring manager: she can help train new people in a new office and get the office up to speed quickly. Who wouldn’t want to hire her!? She’s a problem-solver! 

Knowing how you can help a business overcome challenges and/or reach its goals not only helps you feel confident when you interview (you’re certain of your skills and talents), it also makes you the type of candidate hiring managers hire.

  1. As hard as it may be, don’t wonder to yourself about how you’re doing.

Instead, simply aim to connect with the interviewer. This point echoes the first one: you’re on a mission to learn as much as you can about the needs of the interviewer (you’re an investigator), so don’t focus so much on yourself and instead try to listen to, engage with – on an equal level – and connect with the  hiring manager.

In other words, don’t think about your performance aim to put the other person at ease. Taking the focus off yourself can do wonders for alleviating your anxiety.

  1. Picture the moment you hear “I’d like to bring you on board.”

You know your strengths. You know how your skills benefit the employer. You know you’re a great fit. Remember that. Ruminate on it before the interview and then relax. You’ve got this!

Need some help landing job interviews in Orange or Los Angeles counties? Helpmates is here for you. Take a look at our current job opportunities and if you feel one or more is right for you, either apply online or visit the branch that posted the job. We look forward hearing from you!

 

Helpmates Staffing Services Wins Two of Inavero’s 2017 Best of Staffing® Diamond Awards

February 17th, 2017

Once again, our Southern California provider of finance, healthcare, human resources, distribution & manufacturing, and office staffing services has been named to the “Best of Staffing” list.  For the 8th straight year! We are beyond thrilled! And honored!!

Helpmates Staffing Services has earned two of Inavero’s highest awards: the Best of Staffing® Talent Diamond Awards and  Best of Staffing® Client Diamond Award after winning the best “Best of Staffing” award in each category at least five years in a row.

Only 2 percent of all staffing firms in the U.S. and Canada win the Best of Staffing award and only 23 percent of the Best of Staffing Award winners also earn a Diamond distinction. (We won two!)

More than 1.2 million people across the country provided feedback on many of the nation’s staffing firms. Award winners are determined by the percentage of satisfaction scores of 9 or 10 (out of a possible 10) given to them by their placed job candidates and clients.

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Helpmates won in four areas (in every one that was possible):

  • Client Satisfaction Award (8th year in a row)
  • Talent Satisfaction Award (6th year in a row)
  • The Best of Staffing Client Diamond Award
  • The Best of Staffing Talent Diamond Award

We are extremely grateful that our clients and associates chose to recognize us with this difficult-to-reach distinction in the highly competitive staffing industry. We plan to continue to serve you with the highest of service now and far into the future.

We couldn’t be prouder of the hard work our internal team members do on behalf of our clients and associates. They are incredibly committed to helping Los Angeles and Orange County companies find the best talent possible for their staffing needs as well as matching talented and hard-working people with terrific job and career opportunities.

Most of all, thank you to all of our clients and associates: we are extremely grateful for your continued partnership/hard work and belief in us. It’s our honor to work with you!

4 Reasons You’re Not Getting the Job

February 14th, 2017

You’ve applied for many positions. You’ve networked your way into other job opportunities. You’ve even landed some interviews.

But as for second interviews? Let alone job offers? Nothing. Zilch. The sound of crickets fills your e-mail inbox (if sounds could fill your inbox).

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What’s Going On?

You’re getting interviews and that’s a good sign because hiring managers and recruiters don’t contact you for a meeting (even if it’s “just” a phone interview) unless they feel you have most of the skills, background and education they seek. (In fact, the average job opening receives 118 applicants, with only about 20 percent of them receiving interviews.)

So that’s good. But no call backs? That’s bad and chances are it is you (and not them).

And while you don’t want to hear it’s your fault you’re not getting second interviews and/or job offers, it’s actually good news: it means it’s something you’re doing – or not doing – and you can fix that.

4 Things You’re Doing (or Not) That Are Costing You

The mistakes you’re making generally boil down to four things. Take a look below.

  1. You don’t understand the real reason companies hire people.

Businesses hire employees because they need problems solved. They need someone to fix the problem of answering the phone. They need someone to take care of the marketing issue. They need someone to fix the no sales conundrum. They need someone to run the computer, balance the checkbook, make the widget, and so on.

But most of us tend to think “Hey, I’m a nice person and I can do the things you need. So hire me!” And then we wonder why we didn’t get the job.

And the reason we didn’t get the job is because another candidate understood why companies hire employees and made sure the hiring manager knew that she could fix that hiring manager’s problems.

Employees cost money – up to 80 percent of a company’s gross revenues. That’s a big chunk of change. So to be hired, you need to bring more to the company than what it costs to keep you there. You may say, “Well, I’m not in sales, so I don’t bring in anything.” But you do: if you save a company money, that’s making money (shorten a process; retain more customers, keep the computers running so the company doesn’t have to get new ones, etc.).

So you need to know and articulate what value you bring to a company: how what you know and what you do and how you do it will save/make the company money.

  1. You didn’t understand what the company does and how your skills could help it.

This is a very easy fix: before ever applying to a company, do some research. Check the company’s website, Google it and read articles about it. Find out is mission, if it has one; its goals.

The absolute worst thing you can do is arrive at an interview and say something along the lines of: “What is it you guys do?”

  1. Not saying – and showing – that you want the job.

Before you say “Well, I’m there to interview; of course I want the job!” understand that actually asking for the job as you shake the interviewer’s hand is extremely powerful: “Tenisha, my five years in accounts payable will help you ramp up your A/P needs the day I arrive. I would love to work with you and I hope to hear from you soon.”

What’s more, if you sit in the interview slumped in your seat, grunting your answers, looking at your watch, not asking questions, and so on, you’ve just shown the hiring manager that you could care less about the job. Instead, be interested in learning about the company; ask questions as to its future; do that research we mentioned and talk about something you read about the company’s goals, and so on. In other words, show enthusiasm.

Remember, the person who wants the job the most– and shows it – tends to get the job.

  1. Not following up properly.

Sure, you no doubt know that you need to send a thank you note to your interviewer. But most people don’t, to their detriment. And of those who do, the thank you is….a “thank you for meeting with me.” And while that’s nice, remember what your job is as a candidate: show your value.

Your thank you (handwritten or sent in an e-mail) after an interview is another chance for you to showcase how hiring you benefits the company. It also can help you clarify a point, or make a suggestion. It also allows you to, once again, ask for the job!

Need some help in getting second interviews? How nice it will be to tweet #IGotTheJob! Let the talented recruiters here at Helpmates help you get the interview…and the job offer! Call or visit a Helpmates branch near you today.

Consider the Resume: Time to Say Goodbye?

February 7th, 2017

As much as technology has changed the way we look for work and look for new employees, one thing has remained pretty much the same: the resume.

Sure, many automated tools allow us to create out resume, scan resumes, search to see if a resume contains the skills, education, etc. (keywords) that are needed for a candidate to be able to do the job if hired, post jobs online, apply online, and on and on and on.

And the one constant in this constant change? We still require that applicants create and send resumes!

Should the Resume Stay or Go?

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There’s been some talk over the past few years about “doing away” with the resume. Yet before we get into why this may be a good idea, let’s talk about the benefits resumes offer both the candidate and the employer.

Resumes:

  • Provide a snapchat of a candidate’s skills, education and accomplishments in a one- or two-page document. Easy to read and scan; not too hard to create.
  • Can be tailored for each job opening, highlighting a candidate’s specific skills, etc. that fit a particular job. (Benefit to job seeker.)
  • Are easily scannable into an employer’s database, allowing recruiters the chance to automatically sort through resumes, looking for the specific skills, education and background they feel a candidate should possess. (Employer benefit.)

The Argument for Saying Goodbye

Here is where resumes fall short – extremely short: they are inefficient, inaccurate and provide absolutely no true indication as to whether an applicant can actually do the job, if he will fit in with his colleagues and if he will enjoy the job, all extremely important things to know when looking for work or hiring.

Resumes also  act as a barrier to people who would be good fits and technically able to do the job because their very nature has them acting as filters and roadblocks: unless a resume has the exact skills, background and education “needed” for the job, both human and automated screeners tend to say “no.”

This, plainly, is nuts. After all, just about every hiring manager has at least once said “you’ve got the job” to someone who wasn’t a great “match on paper” who then turned out to be wonderful. And wonderfully happy and successful.

Resumes also are potent “lie machines”: they require that hiring managers and recruiters rely on what a candidate says on them. Some falsifications are relatively easy to spot with a little digging (education, certificates, job history), but how does a manager know if a person really is outgoing and a team player? The candidate truly may feel he is such, but different degrees of “plays well with others” definitely exist.

Possible Resume Alternatives

So if a job hunter or even a hiring manager and/or recruiter decides to “just say no” to a resume, what are some possible substitutes? Here are just a few (with two of them described below):

  • LinkedIn profiles: Recruiters/managers can take a look at different candidates, comparing the same elements. What’s more, because LinkedIn is a public platform, some believe they “encourage” information that’s more truthful than what could be on a resume. The bad side – for candidates – is a LinkedIn profile isn’t very flexible as to what can and can’t be included.
  • Personal websites: Obviously, these can be very candidate-focused (and candidate-subjective). It can be harder for a hiring manager to figure out what is real, what is exaggerated and what is just plain false. But websites could be exceptionally powerful – and even accurate – for candidates looking for creative work: writers, graphic artists, website designers, marketers, etc.

While we understand that the “get rid of the resume” fight will continue – and possibly grow stronger – we still accept and want them here at Helpmates. Just as we always welcome candidates who visit our offices in order to apply for work, we also ask that applicants include their resumes when applying for specific openings. Contact the office nearest you today.

5 Ways Contractors Can Help Maximize Your Talent ROI

January 24th, 2017

Today’s organizations are looking for ways to maximize their talent investment while simultaneously attracting and retaining exceptional professionals. No small task, right?

The pressure is on!

Are you maximizing your talent investment?

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In today’s ever-changing economy, the most resilient of organizations are maximizing their talent investment by getting creative. Balancing full-time and part-time employees with contractors offers unique benefits to keep your organization agile and successful. In fact, here are five ways contractors can help you maximize your talent ROI:

  1. They help you stay flexible. Flexibility in staff and staffing costs allows organizations of all sizes to remain profitable. The ability to scale up or down your staff to meet increasing (or decreasing) workflow removes unnecessary stress and planning for handling permanent staff.
  2. Contractors can help you reduce talent costs. It’s one of the oldest benefits of working with contractors and it still rings true – augmenting your staff with contractors often can reduce your talent costs significantly. Besides saving you time and cost by outsourcing your recruiting function, you’ll also save on benefits and onboarding costs. And when the contract ends, the salary comes off your payroll (unless/until you need more talent).
  3. They help you better allocate resources. When you work with a staffing partner (such as Helpmates), the administrative burden of paperwork and oversight, as noted above, falls on the staffing partner instead of the employer. This can free your managers or HR department to focus on more mission-critical tasks.
  4. Contractors bring some fresh perspective. Contractors can serve as a breath of fresh air for many employers. Maybe you’re struggling with a specific challenge or your organization is suffering from stagnating innovation. Or maybe you’re not suffering or searching at all! Regardless, contractors bring a fresh perspective and voice that can help illuminate problems or call attention to hidden strengths within your team or organization. A “fresh set of eyes” can help you see things differently and can often help you gain a critical competitive edge.
  5. They can help increase performance across the board. Many professionals thrive in contract roles and seek out short-term opportunities with organizations such as yours. The most successful contractors enjoy the constantly-evolving challenges and opportunities presented by new organizations and projects, and tackle them with enthusiasm. The very nature of contract employment also demands consistently high performance – contract employees can’t just sit back. They’re constantly improving their skills and gaining new ones. Their ability to land future contracts depends on it. That means better results for your team and ultimately, your organization.

We work with some of the most talented professionals across Southern California. Our network of contractors is ready to jump in and start getting results for your organization. Contact your nearest Helpmates office today to talk about your specific needs and to learn more about how we can help your organization achieve its goals.

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