When it’s Time to “Settle Down”: No More Job Hopping

Is this you? You’re 25 or 27 and have been in the workforce either since graduating high school or college and you’re on your fourth job. You stayed at your first job a year, your second and third jobs 18 months each (well, let’s quibble: 16 months for that third job) and now, well into your fourth you’re getting….restless.

Los Angeles Careers

Stop! Employers tend to be quite open to young people who move from job to job their first few years in the workforce. But around or even before the five-year mark, they start to think twice about hiring someone who sticks around for less than a couple of years at previous jobs, especially if someone has four or more jobs on the resume in those five years.

And the job-hopping stigma is particularly acute for college graduates or for those with certifications/licenses that put them on a more traditional career track. In fact, job hopping, if done strategically – and if the hopper has an in-demand skill – can be a way to accelerate a career trajectory and/or receive considerable salary increases with each jump.

But the operative words here are: in-demand skills and strategic. Most people tend to hop about haphazardly, and that kind of job-to-job movement can hurt you in the long run, especially if several employment stints in a row are less than nine months to a year in length.

Here’s how to stop incessant hopping as you approach your mid- to late-20s.

  • Your youth IS a time to explore.

There’s really no harm nor foul if you start your first “real job” after college or high school graduation and then leave in less than a year. Employers understand this: they know that young workers may not know exactly what they want out of their work life/career. They know that even if the young person was gung ho in the beginning, she may end up finding that the company or career just isn’t for her. So leaving your first job before a year is up is OK.

However, if you enjoy the work, if you like the company, and especially if you come to the realization that this career really is one you want to pursue, you could aim to stay there for two years or so. There’s no harm in sticking around in your first job, either.

  • Remember, no matter how much you love a company, an industry or your job, it will get boring. All jobs do.

Our point? Don’t leave a job merely because you get bored. Or the excitement dissipates. No job is fun all the time. Most jobs have a lot of repetition and same old, same old. This is reality. This is the way of work and careers.

You don’t need to stay if you’re miserable, of course, but it’s often the case that newly minted workers somehow, kinda sorta, subconsciously hoped the world of work would be exciting, fresh and new All. The. Time!!!

So if you leave your first job in eight months because it wasn’t as exciting or interesting as you’d hoped, and then you leave the next one after 14 months for the same reason, and a third job after a year for pretty much the same reason, pause a minute because it may not be the job. It may be your expectations.

If that’s the case, re-read the bullet point just above.

  • How to find “the one.”

Once you’re ready to “settle down” for more than two years after moving between 3-4 jobs by your mid- to late-20s, you want to find a position that you can stick around for more than two years, one in which you can grow and prosper.

You’ve no doubt found what you don’t like about certain aspects of an industry or career, so you know to steer clear of those. You also probably know what you do like, so you want to move toward those aspects.

So before accepting a new position, follow your gut…and your head. Research the company thoroughly online: check out its LinkedIn page, its social media channels, its news releases, etc. Read its website thoroughly. Google its name and see what information comes up. After the interview and before you accept a job offer, ask if you can talk to your possibly-soon-to-be-new colleagues to get a flavor for their personalities and how they enjoy working there.

In other words, because you plan on sticking around for a while, you should aim to find out as much about the company as possible so that you’ll know more about what you’re in for. This way, you will be able to “commit” to your next employer for an I-can’t-believe-you’re-asking-me-to-stay-here-for-more-than-two-looonnnnnng-years time period.

Working as a temporary associate with Helpmates allows you to explore many different industries, companies and even roles within those companies and industries, helping you discover which ones appeal to you for the long term. Take a look at our current opportunities and follow the application instructions on those you find interesting.

The Signs Are There. Do You See Them? A Layoff Is Coming.

Did you not see it coming? Were you gobsmacked when your boss called you in to her office one Friday afternoon to let you know you were being pink-slipped? Did you walk out of the building in a daze as you held a small box with your personal items? Did your spouse or parents open their mouths wide in shock when you told them you’d been axed and say the words you’d been saying to yourself all afternoon: “How could this have happened!? What a surprise!!”

Cypress jobs

What a surprise indeed.

NOT!

Very few layoffs happen in a vacuum. Truly: very few. There almost always are signs, indications of a pending reduction in force (known in the biz as a RIF) at your employer. Here are a few of them, below.

Signs, signs, everywhere a sign.

Businesses lay off employees for many different reasons. Among them are financial issues, mergers/acquisitions, loss of market share, weak earnings for more than one quarter, simple cost-cutting measures, etc.

The easy-to-see signs in such cases (corporate issues) include:

  • Your employer puts a freeze on spending. Not a freeze on hiring – not yet – but projects that a month ago were on the docket are postponed, capital improvements are delayed, etc. Business travel is curtailed and/or you’re asked to travel coach rather than business class.
  • Perks start disappearing. No more Free Lunch Fridays. Business trips have you staying overnight at The Sleep Inn, not the Hilton.
  • If there’s a big financial crisis – a merger/acquisition, stock sell-off, or your company’s latest and biggest product falls absolutely flat – start firing up your idling professional network and revamp that resume. And pronto!

You could call these signs of impending continued-employment doom “macro” signs because they tend to be of a company-wide sort. There also are signs of a “micro” ilk: they are smaller and are more subtle in their clue-giving.

  • Your boss is often too busy to meet with you. For several weeks.
  • You’re not receiving the plum assignments anymore. In fact, your workload may even lighten.
  • You’re not asked to attend key meetings anymore.
  • You’re moved to an entirely new position. One you didn’t ask for. You don’t receive a pay cut, but there’s no raise either. Extra “goodbye to you” points if the position is lower on the org chart.
  • You’re put on probation for performance issues.
  • You’re asked to take a pay cut. This could be a company- or department-wide request, if it’s more of a macro-issue for the entire department/company. Regardless, if this happens to you it’s time to start looking for a new employer…yesterday.

It’s the Economy, Bucko

Recessions, come and go, come and go, come and go. It’s the absolute way of things. Just because it’s a definite candidate market today doesn’t mean a recession doesn’t arrive in year or two. Because recessions are inevitable. And with them come layoffs: many employers lay off many hard-working, talented people. Since a recession is coming (someday, and possibly soon), we wrote recently on how to help yourself become recession-proof.

Regardless of the reason, if you’ve been let go recently, contact the recruiters at Helpmates, as we can help your find a new job and/or help you keep money coming in while you look. We look forward to hearing from you.

Getting Your Job-Search Mojo Back

Looking for work is hard and it certainly isn’t a night out on the town with your friends. It’s hard and a slog whether you’re looking while employed or whether you’re unemployed, making it quite easy to lose your “passion” for the endeavor.

Fullerton Jobs

But persist you must, especially if you’re currently out of work. Here’s how to get that job-hunt mojo back!

  • Talk yourself up to others and…to yourself!

If you want to hear no all the time, look for work, right? So many “no thank you’s” pile up. And pile up. Again and again and again. It’s no wonder you start doubting yourself. And if you’re looking for work because you’ve been laid off or even fired, the negative talk to yourself can build exponentially with each negative response.

Here’s the good and bad news: we are what we believe we are. As in, how we talk to ourselves truly matters. Talk trash about yourself, you’ll feel like trash. Instead, take inventory of your better qualities (and no matter who you are, you have great qualities) and make sure you communicate these to people with whom you network and in resumes/covers letters and during job interviews.

  • Show employers how these qualities – as well as your skills and experience – benefit them.

Sure, you may be great at “reading people,” but that doesn’t say anything about how that helps an employer. For example, does “reading people” mean you’ve discovered you’re great at sales? If so, give concrete examples of how you’ve overcome some pretty solid objections and landed a big sale.

Remember: whenever you’re looking for work you need to understand and be able to articulate how your qualities and skills solve an employer’s problems.

  • To-do lists and set schedules are your friends.

The more you look for work, the faster you’ll find employment. After all, the more people with whom you connect and then ask them others with whom you might want to talk, the more informational interviews you’ll receive. The more informational interviews you receive, the more real job interviews you’ll land. The more interviews you go on, the more job offers you’ll receive. And then – oh, then! – you well may find that you have the “problem” of choosing between two or even three great job offers.

But you don’t connect with people by merely scrolling the job boards. Even applying for jobs on job boards won’t do you much good: 85 percent or more of all jobs are found via networking. And unless you have daily job-search goals/to-do list, and unless you actually adhere to your to-do list, your job search won’t move nearly as fast as it could.

So keep the positive talk going,  set a work schedule for your “job” of looking for work, and make sure you connect with real people in real life (or at least via email and phone) and you’ll start seeing results.

Make sure you bring your skills, education and positive self-talk to Helpmates by contacting the branch office nearest you and setting up an interview with one of our recruiters. And/or: take a look at our current job openings. If one or more look interesting, follow the description’s application instructions.

Getting More Commitment from Temporary Staff

Temporary workers on assignment at your company…leave. After all, it’s right in their description: they are “temporary.” So why should they even expect any type of commitment from you? And why should you expect any commitment from  them?

Torrance staffing

Excellent questions! But here are better ones: why shouldn’t you provide them more commitment (albeit temporarily). Why shouldn’t they be more committed to you?

Sometimes referred to as “external workers,” many HR professionals believe it’s critical to “align” external workers to a business’ goals. In addition, according to a recent survey by the Society of Human Resourcees Professionals (SHRM) and SAP SuccessFactors, even more HR pros think that engaging temporary workers would have a terrific and positive effect on their organizations.

They are, of course, right.

That said, here are some strategies and attitudes your company can try to get more commitment from your temporary workforce (without entering the bugaboo of co-employment).

  • Offer training.

Yes, they’ll leave with the new skills or education without “paying” for it and you will lose the benefit of their new abilities going forward, but providing such a great perk can make you an employer of choice in your region’s temporary marketplace. Word does get around, after all, and you soon enough could see temporaries eager to take on assignments at your company, rather than your competitors’.

After all, in a Los Angeles/Orange County region where temporary workers are willing to drive long distances in order to receive a higher minimum wage, becoming the company that helps them learn new skills could come to be a game changer for you when it comes to attracting top temporary talent.

  • Respect – really respect – temporary workers’ contributions.

Your company says it wants an engaged workforce, but are you walking your talk? If you consider external workers as “just temps,” you’re effectively saying they are second-class in your eyes.

And don’t think your temporary team members don’t notice: they definitely see when they’re excluded from the pizza party, when they don’t get the free movie passes after their department exceeds goals for the month, and so on. They may “say” they understand. But, really? Really!!?

  • From a “self interest” standpoint: many temporary workers work with the public….

…don’t you want them to come across as proud of their place of employment, invested in providing terrific customer service, etc.? Do you really want to run the risk of one of your external staff having no problem saying “I’m a temp and I can’t help you with this”?

How much better would it be your temporary team members were equally as invested in the customer experience as your regular employees? And how difficult would it be – truly – to help them become as invested in your success?

Are you going to have to be careful regarding co-employment issues? Of course! But that’s where Helpmates comes in: we will work with you and our temporary staff members to keep them invested in your company while helping you avoid less-than-obvious co-employment complications. Contact the Helpmates’ location nearest you for more information.

If You Don’t Know Where You Want to Go in Your Career, How Can You Get There?

If you don’t know where you want to go, going anywhere will do, right?

But do you really want to “go anywhere” when it comes to something as important as your career?

La Mirada Careers

We know of a truly and genuinely nice man, nearing retirement, who has worked in the cut-throat, exceedingly stressful financial services industry most of his working life. He has made an extremely good living for his family and his wife is quite grateful that his career has made it easy for her to be a stay-at-home mom. But he hasn’t been exactly…..happy in his career.

How did he get into this miserable-yet-lucrative career? He says he pretty much fell into it. He’d wanted to be a journalist in college but he graduated in the midst of the 1980 recession and journalism jobs were hard to find and didn’t pay well, so he took a gig in a bank. And then another position in a financial services firm. Then he got his MBA. Then he got married. Then he started making some serious money. Then they had children and the couple decided she would stay home. More money. More expenses (his children are lucky – and know it – because he and his wife paid for their children’s private-college tuition). And so on. And here he is today, literally counting the days until his retirement.

“If only I’d thought beyond taking that second job because it ‘paid more,’” he says.

Don’t let that happen to you.

No matter where you are in your career – graduating college or high school this spring, a year or two on this side of graduation, five years out, in mid-career, and so on – thinking about where you want to go helps you actually get there.

Yet, unlike the man described above, having a vague “I want to go into this and that” won’t get you far. After all, what if it’s not easy to find jobs in the field you’ve chosen (journalism jobs aren’t exactly plentiful today, either)? What if you meet up with roadblocks? What if you need to postpone the career for a bit and take another job until you find one you want? What if you find you don’t like where you’re headed?

What’s your Plan B? And Plan C? And so on.

But don’t worry, it’s not that you need to map it out completely.

After all, most of us have no idea what will make us happy in the future: we have an “idea,” but we don’t test it out. We think we’ll enjoy being an actress but – oops! – we never thought beyond actually being in a play or movie and forgot how awful it is to actually audition again and again and again and hear no so many times our head explodes from the rejection.

So while you don’t need a step-by-step plan, be careful. Take time to sit with yourself and be brutally honest. You want to help troubled children, but you also love to travel to Europe. Perhaps working as social worker – with its low salary – isn’t for you.

Conversely, let’s say you know exactly what type of career you want and you’ve thought it over carefully, talked to people who work in it, perhaps interned or volunteered within and it feels just right.

Now ask yourself, where do want to be within it in five years? Will you need more education or skills training? Do you want to go into a leadership or management role? How do you know if you’ll be a good fit? What will you do to find out?

And so on.

In other words, don’t wing it: have a plan, yet keep it flexible. Do so, and you have a greater chance of finding work that suits you as well as a career that unfolds as you want it to.

If you’re not quite sure if a field of work is the one for you, experiment with it via temporary assignments with Helpmates. Contact the branch office nearest you and let us know what you’re looking for. If we can help you “try a career” or job, we’ll be happy to do so.

 

So You Trashed Your Career When Young

Let’s say you were – like all of us – young and foolish. Let’s also say that you were so foolish that you trashed your career in some way:

Carson careers

  • You told your boss you were sick so that you could take the day off to see a ball game, but who should you see at the game but your boss (who took real PTO) and she fires you on the spot.
  • Or you weren’t “foolish” per se: bad things do happen to good people: you went through a nasty divorce and couldn’t function well at work and got fired, for example.
  • Or you took a youthful chance and cashed in all your retirement savings at age 29 to start the company you told yourself you always would before you were 30….and it failed, leaving you with pretty much nothing and a big gap in your work history.

Things, in other words, happened, and you need to pick up the pieces and put the trashed part of your job history behind you.

Here’s how to do so. Take a look below.

  • When you have pretty much nothing but bad job references.

If you were fired for cause (as in the first trashed-career example, above), or if you’ve left jobs too soon, too often, and/or before they could fire you, you probably have few if any good references. You’re going to need decent former-employer references to land a decent job. What to do?

You’ll need to both ‘fess up and find different references.

If applying for a job that requires references as part of the application process, be ready. You should talk to friends who know you to be of good character who can speak of that good character. List them as references.

Once in the interview, the hiring manager or recruiter undoubtedly will ask for some on-the-job references. Here’s where you tell the truth and you make it totally your fault. Tell the interviewer you were young, you were foolish, you were cocky, you made some doozy mistakes. Tell the interview how you “paid” for those mistakes (fired, demoted, had to take lower and lower paying jobs always quitting jobs, and so on).

Then be sure to tell the interviewer what you learned from these mistakes and how they’ve actually helped you: you’ve matured, you’ve seen how being arrogant before proving oneself (even AFTER proving oneself) is never a good thing, and so on.

Then offer references at former employers who can speak well of you.

You can bet that the company will try to speak to your former manager, so having backup references of former colleagues who can sing your praises will be a big help.

  • When your life blew up, you didn’t handle the stress well and your boss ended up letting you go.

Very similar to above: tell the interviewer you were young, your personal circumstances took a turn for the worse, you didn’t handle it well, and you’ve paid the price. Let the interviewer know what and how you’ve learned from the experience, and so on. Keep those reference of non-former-boss people who speak well of you handy.

  • When you took a big risk that didn’t pan out.

This is where you explain your lack of current job references and the gap in your history to as the fact that you took a risk to follow a dream. Most hiring managers understand the impatience of youth and will cut you some slack for following a dream that you probably didn’t plan well enough for. Take full responsibility for the disaster and tell the interviewer what you’ve learned from the experience, making sure to add how your new-found wisdom and skills will help his company. (They will, by the way: failure is a terrific teacher.)

Need to get your career back on track after some self-administered or “life” setbacks? Helpmates can help. Many of our temporary assignments can help you get your career back on track rather quickly. Contact the branch office nearest you to register with us.

A Recession (Probably) is Coming: How to Become Recession-Proof

The sun comes up; it sets. You eat a meal because you’re hungry and you become hungry again in a few hours. You slept yesterday, you’ll sleep again tonight. It’s the way of things.

So are economic recessions. The economy always rises and falls, rises and falls. Always.

Economic recessions occurred in the U.S. most recently in:

Huntington Beach jobs

  • December 2007- June 2009 (also known as the Great Recession)
  • March 2001- November 2001
  • July 1990 – March 1991
  • July 1981- November 1982
  • January 1980 –July 1980
  • November 1973 – March 1975
  • December 1969 – November 1970
  • (There have been several more since the Panic of 1785; the U.S. has weathered almost 250 years of economic recessions.)

Notice a pattern on the list above? Recessions tend to come around about eight years after the previous one ends. The Great Recession ended in June 2009, almost 10 years ago. Many economists believe we are quite overdue for the next one and just as you always will fall back down to earth if you leap up, another recession is coming, possibly as early as later this year (but more than likely some time in 2020).

Many of you may never have experienced a recession in your career (you graduated high school or college in 2010, for example). If so, you may think that this hot candidate’s market will last forever. It won’t: recessions mean that employers cut back on hiring and lay people off. People out of work don’t have discretionary income so businesses lose sales and….lay people off. More and more people are out looking for work. Competition for jobs heats up. Instead of there being more job openings than job seekers as it is now (with 0.9 people available for every opening), things will reverse and you may find yourself competing against dozens of other people who, just like you, need a job.

Do NOT Think it Won’t Happen to You!

Sure, it may not happen to you. But, truly, it could: no one is irreplaceable. And, if you’re one of these types of workers, chances are better that you will be among the first to go if you’re employer needs to save some money.

So how can you make yourself recession proof? Read below.

  1. Remember: It CAN happen to you!!

We really can’t emphasize this enough.

  1. Be indispensable (as much as possible).

While no one truly is indispensable, if you have a reputation of being the go-to guy or gal and the person who gets things done, it’s going to be much easier to lay off your slacker coworkers than it will be to let you – you dynamo, you – go.

In a similar vein, the more of a utility player you are, the better. If you can do many things (for example, in marketing you write copy, perform market research, you LOVE data, etc.), the more tasks you’ll be able to do when your department has fewer people. The more you can be a Swiss Army knife of skills and abilities, the more your manager will see you as “Hmm, I can let Josh and Emma go, and then Tyrone can take up the slack,” the better chance you have of surviving.

  1. Start networking. Now!

Relationships count in a recession. You should start cultivating strong relationships with good people throughout your organization. You also should – if possible – strengthen your relationships with any clients your business serves (“We can’t let Charlotte go; the XYX account LOVES her!”)

Also start reaching out to peers within your industry and forge relationships. Be of help. Offer your expertise. Remember: LinkedIn is your new BFF.

  1. Keep your skills up to date.

Never become complacent. Always be learning, especially when it comes to technological tools. Doesn’t matter if you’re 50, 35 or 25, if you don’t know something, be amenable to feeling awkward and stupid while you learn it. Regardless: do it!!

To paraphrase Game of Thrones: Recession is coming. Prepare yourself.

Another way to get ready is to start cultivating relationships with recruiters, including staffing recruiters. As one recruiting professional told a laid-off worker during a recession years ago “The best time to reach out to me was before you needed me.” Harsh? Yes. But true.

Send in your resume/cover letter. Be nice when a recruiter contacts you about an opportunity. Follow him/her on LinkedIn and offer value when you comment on a post. Go ahead and ask for advice (don’t expect a really detailed answer and say thank you when it’s given). Have you ever ghosted? Those days are over!

For more information on how we can help you now and in the future, contact the Helpmates branch nearest you.

Lying Liars Who Lie….On Their Resume

When it comes to our jobs and careers, just about all of us are liars: more than four-fifths of us (85 percent) lie on our resumes. (And that number – from 2017 – is a big increase: just 66 percent of job applicants lied on resumes or applications in 2012.)

Still, just because just about everyone does it doesn’t mean you as a recruiter or hiring manager want to hire a liar. So we’ve put together a quick primer on the ways people fudge/lie/exaggerate on their resumes and how to spot them when they do.

Long Beach temp agency

  • Degrees earned. Most people don’t outright lie that they have a certain degree. Instead, they hide it a bit, saying they have “a bachelor’s” rather than specifying if it’s bachelor of science or a bachelor of arts degree.
  • We see this a lot: a person who worked at a big-name company on an assignment via a staffing firm will leave out the temp agency’s name: “Administrative Assistant, Mazda,” for example.
  • Funny or odd job descriptions. This usually occurs when someone wants to exaggerate his or her work history. Perhaps an office assistant is but one in an office and so she pretty much does manage the office, so she puts as her title “office manager.”
  • Big jumps in job titles in short periods of time. Does someone move from forklift operator to warehouse manager from just one job to the next? As mentioned above, this could be the case that the operator worked in a very small warehouse and sometimes performed “management” duties when his boss asked him to.

Most people are just exaggerating a bit.

Keep in mind that most candidates aren’t out to out-and-out lie, but to make themselves look better to potential employers. Call them white lies, a bit of boasting, teeny exaggerations. This can be particularly the case when someone did, indeed, frequently perform higher-level duties and skills in a lower-level position and wants to showcase that he/she does have the experience to move up.

Outright scamming almost always isn’t on their agenda. They just want what they perceive to be a leg up to a better opportunity. Naturally, it’s entirely up to you to decide how you will “handle” such fabrications/exaggerations when you discover them.

As for the few and far between candidates who are hoping to pull a large fast one on an employer? Here are some ways you can check out inconsistencies in a resume/cover letter – and keep from hiring those who created the documents in question.

  • Take a look at LinkedIn profiles. Most people know that former and current managers and colleagues can look at their profiles; they therefore tend to keep their work history, skills, educational accomplishments, etc. on the up and up.
  • Get details during a preliminary phone/screening interview. Make some notes about the things that seem out of kilter to you before chatting. Most of us feel more comfortable boasting or fibbing when not face-to-face or speaking to someone in real life (Hello, social media trolls!). Yet we tend to become pretty darn truthful when asked directly about them when a live person asks them over the phone.
  • Double check with candidate references and get creative about talking to people not listed on a reference sheet. Most of us are smart and only ask people who are going to give us terrific references to act as such for us. So once you chat with the listed references on a candidate’s list, head back to LinkedIn and check for a candidate’s former colleagues and managers who weren’t asked to be references. Contact them and ask about the discrepancies or “flags” you’ve noticed on a cover letter/resume, or even during the job interview.

Let Helpmates screen resumes, check references and hold preliminary interviews for you. Whether you’re looking to hire someone directly, need someone for a long- or short-term assignment, or you want to try a candidate out in a temp-to-hire arrangement, we can screen, interview and conduct background checks on one or dozens of applicants.

Contact the branch office nearest you to learn more.

You Got the Job Offer! Should You Take It?

You applied for a job opportunity. You were called in for an interview. You aced it. You were called in for another interview. Ditto. The hiring manager tells you she’ll make her decision in a week and in that week you hear from her and she offers you the job!

You’re excited, naturally. Flattered, of course! Proud of yourself, natch!

But just because you’re offered a job in no way means you should actually take it.

careers in cerritos

Take a look below at four things you should consider before accepting any job offer.

  1. Do you know what constitutes success in the job?

In other words, has your potential new boss spelled out clearly what she expects of you? If in doubt, take a look at the job description and go over it with her, asking her for clarification and – more importantly – asking if there’s anything she expects that’s not in the description.

Taking a job with ill-defined expectations can be a prescription for disaster. If your boss says “I’ll know when you’re doing a great job when I see it” also could end up meaning “Your idea of what  ‘doing a great job’ means is not mine.”

  1. Do you think you and your boss and new coworkers will have a respectful, friendly relationship?

If you think you can be respectful but not head over heels in “like” with your boss/coworkers, that’s OK. Respect is far more important than liking each other because if your boss/coworkers don’t respect you, chances are great they won’t “like” you much either.  A lack of respect means they won’t trust you, won’t have your back, will second guess you, etc.

Still, having respect for and liking each other will make your working relationship much more enjoyable and will go far in helping you succeed in the job. But if there’s no respect, your working life will be miserable.

Another important aspect of respect/like: do you think you’ll fit in with your department’s/company’s culture? It’s probably best to go with your gut on this one: what was the vibe of the department when you visited/met with colleagues? If your intuition is saying there are red – or even yellow – flags ahead, it may be best to turn the job down.

  1. Does the position fit in with your overall goals?

Many of us see our career going in a certain direction. While it’s sometimes necessary to go sideways or even move “down” a bit in order to get ahead, if the new position isn’t going to at least teach you new skills or put you in front of new challenges – especially if they can help you move to the next step upwards – it may not be a good idea to take the job.

For example, let’s say you’ve been working in as an account executive in finance but want to move into marketing. It may be a good idea to take a “step down” and work as a marketing assistant in a finance firm that has a marketing department. But if it’s a lateral move with a salary increase to another finance company – but one that has no marketing department and no chance to learn marketing skills – you may want to turn it down.

Which brings us to the last thing to consider when deciding whether to take a job offer…

  1. Money isn’t everything, but it definitely IS something!

We put the salary question last because while money is an important consideration when mulling a job offer, it’s not the most important thing.

As mentioned above, it may not be worth it to take a job that offers no new challenges even if it pays more. It also may be advantageous to your career to take a job that pays a bit less so long as you the new position challenges you and helps you get where you want to go.

Still, you do want to feel that you’re being fairly compensated and you also want to look forward to the benefits package offered. (Remember: if you’re not happy with salary/benefits, the only time you can easily negotiate them is before you accept the job offer.)

If you’re looking for new opportunities – whether temporary, part-time or direct-hire – check out our job openings here with Helpmates. See one or two you like? Follow the instructions on the posting and/or contact the Helpmates branch nearest you.

Helpmates Staffing Services Once Again Is Named to the Best of Staffing® Awards for the Tenth Year in a Row

It’s a 10-peat!!!

Helpmates Staffing – once again! – has been named to ClearlyRated’s Best of Staffing® Client and Talent Diamond Awards. This is our 10th straight year of earning this award!

Helpmates Staffing  Services has earned ClearlyRated’s Best of Staffing® Client and Talent Diamond Awards for 2019. (ClearlyRated formerly was known as Inavero.)

We earned the Diamond Awards in both the Talent and Client categories after winning the best Best of Staffing® award in each at least five years in a row. Participating staffing firms are rated by both their clients and their candidates (talent). On average, clients of winning staffing agencies are 2.2 times more likely to be completely satisfied with the agency’s services and candidates who have been placed by winning agencies are 1.7 times more likely to be completely satisfied compared to those working with non-winning agencies.

Fewer than 2 percent of all staffing agencies in the U.S. and Canada earn the Best of Staffing award and just 35 percent of those also earned the Diamond Awards this year.

More than 1.2 million people (staffing candidates and clients) 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.

Helpmates won in four areas:

  • Client Satisfaction Award (10th year in a row)
  • Talent Satisfaction Award (8th year in a row)
  • The Best of Staffing Client Diamond Award (6th year in a row)
  • The Best of Staffing Talent Diamond Award ( 4th year in a row)

We never would have enjoyed winning this award for the 10th time without the dedication and hard work of our internal team members. We are humbled that our temporary associates and clients appreciate all the work that our internal employees perform on their behalf: we are honored to work with and for you as we strive to place the best candidates with the best companies in Southern California.

To learn more about our services for clients and job candidates, contact the Helpmates branch nearest you.

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