UNITEMP Blog

Work/life balance.  It’s one of those nebulous issues with which employers continually wrestle.  On the one hand, work needs to be done.  On the other hand, the pressure to get that work done can lead to a host of problems which zap employees’ productivity.

Financial constraints and demanding work schedules have made work a higher priority than ever for Americans.  A recent study by CareerBuilder shows that, as a result, many U.S. workers are foregoing vacation plans this year:

• 24 percent of full-time workers say they can’t afford to take a vacation in 2011, up from 21 percent in 2010.
• An additional 12 percent can afford a vacation but don’t have plans to take one in 2011.

While these statistics may mean more total hours worked in your organization, your company might actually see greater benefits from encouraging employees to take time-off.

Why?

Overwork can increase absenteeism, burnout and turnover, and make employees more prone to errors on the job.  Conversely, workers with a healthy work/life balance tend to have less burnout, greater creativity and higher quality output.  And when things get stressful on the job, “balanced” employees are better equipped to handle the burden.  Bottom line, taking time-off is vital not only to an employee’s well-being and performance, but to your company’s, too.

As our economy heals, here are a few recommendations for encouraging your workers to take the time-off they need, while keeping your business running smoothly:

• Require sufficient notice.  If you don’t have one, develop formal policy outlining guidelines for taking vacation (i.e., giving adequate notice, coordinating with other employees’ requests for time-off, scheduling time-off before or after big projects/events, etc.).  The more lead-time you have, the better equipped your company will be to handle the extra workload.
• Encourage shorter, more frequent breaks. If employees can’t take a number of days off at once, suggest they take long weekends or midweek breaks.  Shorter vacations still afford employees the ability to recharge, with less disruption to your workflow.
• Ensure adequate coverage. Require employees to cross-train and prepare co-workers, to ensure adequate coverage while they’re gone.  At a minimum, ask employees to review: critical responsibilities, upcoming deadlines, where information is stored, key contacts and parameters for reaching them while they’re on vacation.
• Lead by example. Are you a workaholic?  If so, here’s a perfect reason to reform your ways.  Management support for work/life balance is critical and must come from the top.  Set an example of maintaining a healthy balance and make it known that the same is expected from rank-and-file employees, too.
• Call UNITEMP for the support you need. If your business is like most, your staff is already stretched thin.  When one person goes on vacation, it can be difficult for others to manage the additional workload.  Call UNITEMP to provide the talented, reliable individuals you need during vacation periods.  Our employees hit the ground running and keep your business running smoothly, so your employees can take the time-off they deserve.

Recently graduated from college?  Here are a few facts about your Class of 2011:

• The U.S. Department of Education estimates that approximately 1.7 million students graduated with bachelor’s degrees in the 2011 winter/spring graduation season.
• Females outnumbered males, with the U.S. Department of Education reporting 140 females for every 100 males in the Class of 2011.
• This class is the most indebted in history, with an average personal debt of $23,000 after graduation.
• The National Center for Education Statistics estimates that the average starting job salary for graduates with bachelor’s degrees will be nearly $37,000, down from nearly $47,000 in 2009.

Undoubtedly it will be a tough go for this year’s graduates.  But if you’re looking for a job the news isn’t all bad:

• In a survey of approximately 4,600 employers nationwide, the Collegiate Employment Research Institute at Michigan State University found that hiring for graduates will increase about 10 percent this year.  This is significantly higher than the increase in overall hiring for all degrees, estimated at 3 percent.
• Another survey by the National Association of Colleges and Employers reports similar findings.  According to this survey, employers across the country reported that they will hire 19 percent more new college graduates this year than they did in 2010.
• Hiring prospects remain better for college graduates than for non-graduates, with the unemployment rate for workers with bachelor’s degrees (or higher) at 4.5 percent.
• Although employers are still cautious about hiring, demand remains strong for college graduates in the healthcare, technical, engineering, construction and business sectors.  For a detailed long-term outlook on hundreds of jobs, follow this link to the Bureau of Labor Statistics’ Occupational Outlook Handbook.

If you’ve recently entered the job market, here are a few tips to make your job search after college more productive:

• Make sure your résumé is up to date. Review your résumé to be sure it has all the latest information, including your college activities and your major.  You may even want to prepare multiple versions of your résumé that cater to different positions or industries in which you’re interested.
• Build your network. Many companies don’t advertise open positions, so networking plays an important role in finding job opportunities.  Keep in touch with family, friends, professors or past co-workers to learn about potential job opportunities.  Build your online network using sites like LinkedIn and Facebook to meet new people, garner recommendations and investigate potential job leads.  Be careful, however, to mind your online image, as a majority of employers are now researching job candidates’ backgrounds online.
• Use on-campus resources. College career centers usually welcome recent grads and can help in your job search. You also might be able to connect with other alumni who can provide advice.
• Consider an internship. Internships offer valuable experience and can provide an excellent introduction to the working world.  Beyond building skills, having an internship on your résumé shows a potential employer that you have the abilities to succeed in a job after college.  In some cases, internships can even lead to full-time job offers.
• Request informational interviews. Research companies you would like to work for and ask for informational interviews to learn more about these organizations.
• Meet with a UNITEMP Recruiter. Our staffing specialists can provide useful feedback on your résumé and interview skills, and match you with a promising temporary, temp-to-hire or contract assignment.  By working for us, you can get your foot in the door with a great New Jersey employer.
• Treat your job search as if it’s a full-time job. Bring the same discipline and work ethic to your job search as you would to your first real job.  Proactively build relationships, work closely with university career centers and capitalize on real-world job experiences through internships and temporary assignments.
• Be aggressive and persistent. Like it or not, competition for the best jobs is – and will continue to be – fierce.  Prepare yourself mentally for what may be a longer-than-normal job search.  While it may be tiring, and you may be tempted to give up, keep at it.  Staying positive, aggressive and persistent will help ensure that your job search after college is successful.

How essential are you to your employer?

For the past several years, we’ve lived in a mode where seemingly nobody’s job is safe.  And with labor costs comprising the vast majority of a company’s operating costs, there’s (unfortunately) good reason for employees at all levels to be concerned about job security.

When employers have to let workers go, they typically start with employees they consider “non-essential.”  The best way to stay out of this category is by making yourself indispensable on the job.  Here’s how:

• Make your boss look good. Your direct supervisor is the most critical person to your success in the workplace.  Like it or not, your success is closely linked to his.  If you want to keep your job, get a raise or earn a promotion, one of the smartest things you can do is make your boss look good.  Do what he asks, when he asks it.  Try to anticipate his needs.  Talk him up to his supervisor.
• Go above and beyond the call of duty. If you want to cultivate value, respect and trust in the workplace, develop an entrepreneurial spirit on the job.  Volunteer for additional assignments or identify opportunities to improve products, processes or services within your company.  Make a habit of doing more than what you’re asked to do.
• Honor your commitments. Meet your deadlines. Do what you say you’re going to do.  If you make a mistake on the job, find a way to fix it and take responsibility for implementing the solution.  When you develop a reputation of under-promising and over-delivering, you greatly increase your value to your employer.
• Maintain a positive attitude, even when under pressure. Smile.  Approach your work with an upbeat attitude.  When problems or stress start to mount, don’t fall victim to negative thoughts/talk/actions about  your situation.  Instead of being part of the problem, be a part of the solution.  If you are unconstructive or unhelpful on the job, you give your employer good reason to look for your replacement.
• Take responsibility for your own career development. In today’s “right-sizing” workplace, don’t rely on anyone else to safeguard or guide you in your career.  Be proactive in protecting your job by:  learning new skills; finding a mentor to help you develop and grow professionally; investing in training and development courses in your areas of expertise; staying on top of industry trends that may impact you or your organization.
• Be a team player. Look for ways to improve communications and increase the value of your role in any team of which you’re a part.  Always support your boss and your team.  Most importantly, try to avoid the petty arguments with co-workers that may jeopardize the success of your work – and ultimately your job.
• Try to excel in areas where others are weak. Look for tasks your boss considers unpleasant, or isn’t particularly skilled at, and volunteer to take them on.  Examine your co-workers’ proficiencies and try to strengthen your skills in areas where they are weak.  Become an expert in a relevant subject that will make you a more valuable employee.  When you possess skills, experience and/or knowledge others don’t, you make yourself that much more indispensable.

Become an Indispensable Part of Your Next Team with UNITEMP

UNITEMP can match you with a great New Jersey administrative, technical or professional temporary, temp-to-hire or contract opportunity that can put you on the path to career success.  Contact UNITEMP today, and use the tips above to become an indispensable part of your next work team.

Do you offer flexible work options to your employees?  Does it really matter?  Take a look at what two recent studies showed about the prevalence and importance of workplace flexibility.

The first, a recent Survey on Workplace Flexibility from WorldatWork, found that:

• The vast majority (98 percent) of U.S. employers offer at least one workplace flexibility program.
• The most prevalent programs include flex-time (flexible start/stop times), part-time schedules and teleworking on an ad hoc basis (to meet a repair person, care for a sick child, etc.).
• The way these programs are administered varies.  Nearly 60 percent of these companies take an informal approach to the concept  – leaving program development and administration up to managers’ discretion, or offering flexible work options without written policies or forms.
• Furthermore, most U.S. organizations (79 percent) that offer flexibility programs do not provide training to the managers of employees using these programs.

This study also found that:

• A stronger culture of flexibility correlates with a lower voluntary turnover rate.
• A majority of employers report that workplace flexibility positively impacts employee satisfaction, motivation and engagement.

The second report, Workplace Flexibility and Low-Wage Employees, was released in February 2011.  This report analyzed data from the nonprofit Families and Work Institute’s National Study of the Changing Workforce.  For the purposes of this study, low-wage employees were defined as those earning less than $12.82 per hour (which accounts for a little more than one-third of the U.S. workforce).  Here are some of the key findings:

• Workplace flexibility correlates positively with:  overall job satisfaction, degree of engagement, degree to which home life interferes with job performance, physical health, mental health and likelihood of remaining with current employer.  The prevalence of each of these outcomes is higher (regardless of income) when employers offer more workplace flexibility.
• Regardless of wages earned, workers are equally pressed for time in their personal lives – and place equal value on having a flexible workplace.
• Low-wage employees are just as likely to have responsibilities for children and elders.  But because they have fewer financial resources to meet these responsibilities, having job flexibility may be even more important.

What can we learn from these studies?

• Workplace flexibility produces a host of benefits, including increased employee engagement, satisfaction, motivation, retention and productivity.
• A comprehensive workplace flexibility program can be an effective recruiting and retention tool, providing a real source of competitive advantage for your company.  Offering flexibility options that matter to employees, and featuring those options when recruiting talent, can help you distinguish your company as an employer-of-choice.
• When it comes to workplace flexibility, it’s not about the quantity or formality of the programs you offer.  It’s about how well supported and implemented those programs are across your organization.  To be successful, managers must understand the real value these programs bring and be properly trained to administer them.
• Workplace flexibility is here to stay.  As organizations continue to evolve, workplace flexibility will eventually become the new normal – an accepted and expected part of how all organizations operate.

UNITEMP Increases Flexibility for New Jersey Employers

UNITEMP understands the important role workplace flexibility plays in your organization.  Contact us to find out how our temporary and contract staffing solutions can increase flexibility and employee satisfaction, while lowering overhead and turnover.

What do you think will be the biggest challenges facing HR during the next decade?

This is one of the questions posed in a poll by the Society for Human Resource Management titled “Challenges Facing Organizations and HR in the Next 10 Years.” The survey responses, gathered from 449 HR professionals, show that:

Getting and Making the Most of Human Capital is a Key Priority

• Nearly half of the respondents (47 percent) cite obtaining human capital and optimizing human capital investments as the top investment challenge for businesses over the next 10 years.
• 29 percent of the respondents list obtaining financial capital and optimizing financial capital investments as the top challenge.
• Obtaining intellectual capital and optimizing intellectual capital investments comes in third at 12 percent.

To Attract, Retain and Reward the Best Talent, Organizations Should:

• Allow flexible work arrangements. According to 58 percent of HR managers surveyed, providing flexibility for employees to balance their life and work responsibilities is the most effective way to attract, reward and retain top performers.
• Cultivate a culture of trust and fairness. 47 percent of respondents say that creating an organizational culture where trust, open communications and fairness are emphasized and demonstrated by leaders is a key priority.
• Provide meaningful work opportunities. 40 percent of HR managers say that designing jobs to provide employees with meaningful work that has a clear purpose in meeting the organization’s objectives optimizes the organization’s ability to engage and keep top talent.
• Demonstrate a commitment to employee development (29 percent).
• Offer a higher total compensation and benefits package than organizations that compete for the same talent (23 percent).

While these survey results aren’t earth-shaking, they do serve to underscore an important point.  As businesses like yours emerge from the recession, they should get ready to compete for talent.

UNITEMP delivers customized temporary and contract staffing solutions to help New Jersey employers achieve sustained business success as the economy recovers.  What can we do for you?  Contact UNITEMP today.

You know it’s coming – that moment about three quarters of the way through your interview, when the hiring manager asks:

“So, do you have any questions for me?”

Believe it or not, the worst thing you can say at this point is “No.”  Interviewers actually want you to ask questions.  In addition to helping them provide more complete information, your questions give potential employers insights about your preparedness, personality and level of interest in their available positions.

Take advantage of this opportunity to shine.  Customize this sample list of potential interview questions to showcase your knowledge, position yourself as a leader, demonstrate your interest in the job – and learn critical information to help you make an informed decision:

1. Why is this position available? This seemingly innocuous question can provide valuable information about the company’s culture and performance.  The position may be vacant because it’s new, because someone was promoted from within (potentially good signs) or because the company is plagued by high turnover.
2. How would you describe the ideal candidate? This question is a form of transference, encouraging the hiring manager to imagine you actually performing the job as he is describing it.  Listen closely to the skills and characteristics he mentions and point out those that you possess, citing examples.
3. How would you describe the company’s culture? Your success in a position isn’t only about performing job duties; it’s also about how well you fit into the environment.  Your interviewer is certainly sizing you up for a cultural fit.  You should be doing the same of your potential employer.  When evaluating the interviewer’s response, consider whether or not the company’s culture is one that will align with your personal values and will likely support your success.
4. What are the next steps in this process? Hiring organizations vary greatly in their selection processes.  Some have multiple interviews; some require extensive skills and behavioral testing; still others conduct only one or two interviews before making an offer.  This question will help you set expectations and remove post-interview anxiety by helping you understand: timelines for making a decision; whether or not additional testing/screening will be required; when the new hire will be brought on board; whom you may hear from and when; when and how you should follow-up, should you not hear from anyone.

Other Potential Questions to Ask Your Interviewer

• Who would be my supervisor?
• Whom will I supervise?
• With whom will I be working most closely?
• What are the current plans for expansion or cutbacks?
• What are the biggest challenges this company faces?
• What do you like most about working for this company?  The least?
• What are the most challenging aspects of this position?
• Will I receive any formal training?
• Are there opportunities for advancement within the organization?

As you ask these questions, feel free to jot down a few brief notes; however, you should not let note-taking distract from the conversation.  Before you leave, be sure to thank the interviewer for his time and (if applicable) let him know that you’re sincerely interested in the job.

UNITEMP – Committed to Your Job Search Success

UNITEMP is committed to helping you find rewarding employment.  With a great team of experienced staffing specialists, we have the resources and experience to match you with the ideal temporary, temp-to-hire or contract opportunity.  Contact a Recruiter today or Search Jobs online.

What questions have you asked while in an interview which proved valuable?  Ever ask one you wish you hadn’t?  Please leave us a comment below.

The use of credit checks has grown over the last several years.  According to a 2010 survey by the Society for Human Resource Management, 60 percent of employers used credit reports for some or all of their background checks.

Employers use credit reports as a screening tool for a number of reasons:

• They believe it allows them to predict future behavior based on a candidate’s financial history.
• They are trying to prevent employee theft and assess the applicant’s trustworthiness.
• They want to reduce legal liability and negligent hiring.

But checking a job applicant’s credit is not without its potential drawbacks:

• An applicant who has been unemployed for a long period of time may have no choice but to incur inordinate amounts of debt and fall behind in paying bills.  If the candidate has been out of work for months, that doesn’t necessarily mean he should be disqualified for employment.
• Credit reports fail to provide context.  For example, if debt problems are the result of expensive medical procedures, a low credit score may not indicate anything about future job performance.
• Credit reports are not perfect.  Ambiguous, dated, inaccurate and/or redundant data create the potential for credit score errors.  While these errors are generally minor, employers should be aware that they exist.
• Credit reports may not be relevant for the job in question.  Unless the person you’re hiring will have access to sensitive financial information, make financial decisions or handle money, a candidate’s credit report may be of little significance.

Given the potential benefits, as well as the potential drawbacks, are credit checks a legitimate screening tool?  It depends on whom you ask.

According to Christine Walters, a representative for the SHRM during last October’s EEOC public hearing on the practice, effectiveness and impact of credit checks as a screening tool, “SHRM believes there is a compelling public interest in enabling our nation’s employers – whether that employer is in the government or the private sector – to assess the skills, abilities and work habits of potential hires.”

She and other hearing panelists pointed out that the Fair Credit Reporting Act (FCRA) of 1970 restricts employer use of credit reports to employment purposes.  Under the law, the employer must give a job candidate the right to defend himself against (including refuting, explaining or correcting) any collected credit information that might weigh against him.

Chi Chi Wu, staff attorney with the National Consumer Law Center in Boston, expressed a different opinion.  Given the state of the economy, she said that using credit history as a screening tool is “a practice that we believe is harmful and unfair to American workers.  The use of credit history for job applicants is especially absurd when you are looking at an unemployment rate of 10 percent and have many workers looking for a job.”

As an employer, you are within your rights to check a job candidate’s credit.  Before you do so, you should consider:

• how relevant the information you’re collecting is to the available position;
• the cost involved versus the benefit to be gained;
• whether or not your internal staff is trained in how to interpret the complex information contained in today’s credit reports;
• whether or not there may be potential adverse effects to checking an applicant’s credit.

Ensure Staffing Success with UNITEMP

Finding the perfect temporary and contract staff for your organization requires experience, in-depth market knowledge and a comprehensive screening process.  UNITEMP combines all of these to ensure staffing success.  Partner with UNITEMP today and connect with New Jersey’s top temporary and contract talent.

How’s business?  The ASA Staffing Index can help you answer this question.

The ASA Staffing Index, developed by the American Staffing Association, provides a current measure of staffing industry employment trends.  Published weekly, the index estimates the weekly changes in the number of people employed in temporary and contract work.

Index numbers are reported just nine days after each work week ends, making it a virtual real-time measure of staffing employment trends.  ASA research shows that staffing employment is a coincident economic indicator and leading employment indicator – especially when the economy is emerging from a recession – making the index especially relevant right now for businesses across the nation.

The ASA Staffing Index also serves as a valuable resource for economists, journalists, analysts, researchers and policy makers who are interested in current trends in staffing employment.  Participants account for more than one-third of industry sales offices.

Two numbers are reported weekly.  The first is the weekly percentage change in staffing employment.  The second is the index itself, which shows staffing employment trends over time.  Both numbers are normally posted on the ASA web site on Tuesday mornings.

This Week’s Staffing Index:

Follow this link to view current ASA Staffing Index data.

Monthly Report – April 2011

Staffing employment in April is 7% higher than in the same month last year, according to the ASA Staffing Index.  The index for April is 92, up one index point from 91 in March, suggesting that U.S. staffing employment has increased 1% over the past month.  Staffing employment is typically lowest during the first few months of each year and grows during the subsequent months.

UNITEMP – In-Step with New Jersey Employers’ Changing Needs

UNITEMP delivers customized temporary and contract staffing solutions to help companies like yours achieve sustained business success as the economy recovers.  What can we do for you?  Contact UNITEMP today.

What do you think of when you hear the term “temporary employment”?

Most people regard temporary work as a means to earn extra cash, maintain a flexible work schedule, gain work experience or fill employment gaps.  Did you know, however, that temporary employment can also be a great option if you’re looking to change careers?

With a broad range of assignments and projects available, temping can be a highly effective way for you to break into a new field – but it probably won’t happen by accident.  To use temporary employment as a true career change catalyst, you must intentionally structure your work experiences.  Here are a few tips:

Choose the right type of staffing service for your career interests. Before registering with a staffing service, visit their website or contact the office directly to find out what types of placements they specialize in.  Some staffing firms place people in a wide range of industries and positions, while others specialize in a specific field.

Be upfront with your staffing specialist. When you interview with a recruiter, let him know that you are looking to change careers.  Tell him about your skills and experience and ask how they might transfer into a new field.  Discuss your need for challenging assignments that will help you try out different jobs, develop new skills and evaluate new career options.  When a staffing specialist understands your needs, he can do a better job placing you in opportunities that will drive your career change.

Treat every assignment as a learning experience. In addition to performing your required job duties, use each assignment as an opportunity to learn about the employer, the industry and potential career opportunities.  Ask questions, observe co-workers, talk to your supervisor and let him know that you’re looking to make a change.  Take as much knowledge and experience away from each assignment as you can.

Build new skills while on assignment. Most staffing services offer free skills training to individuals who register with them.  While on assignment, use non-work hours to take advantage of training resources, building skills that will help you in your next career.

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Tips for Managing Career Changes

If the thought of changing jobs and/or careers causes you anxiety, you’re not alone.  The truth is, there is a certain amount of instability inherent in changing jobs.  Here are a few suggestions to help manage the stress:

Focus on developing your skills. Choose projects/assignments/jobs that help you build new skills and develop expertise in a certain area.  When your learning curve flattens out, ask to be reassigned or look for another opportunity.  Continually building your skills will ensure you’re in demand.

Adopt a job changing mindset. Instead of focusing on the instability of a job change, view it as an opportunity.  Get used to the notion that you will change jobs frequently throughout your career.  When it’s time to make a move, your job changing mindset will make the transition much easier.

Keep your job changing skills sharp. You’re not going to stay at any job forever, and you don’t know how long it will last.  But if you keep your job hunting skills sharp – networking, interviewing, keeping on-top of temporary opportunities that serve your career interests – you will always be able to get work when your needs, or your company’s needs, change.

UNITEMP – Your Career Change Partner

At UNITEMP, we do more than just place you in a position.  We listen to your needs, learn about your skills and experience, and then present you with work opportunities that are a perfect match for you.  If you’re looking to make a job change, UNITEMP is the ideal partner.  Contact us today to learn more about temporary and contract job opportunities in New Jersey.

Value-added services.  Perks.  Extras.  Whatever you call them, they really make a difference in today’s changing job market.  Here are a few key ways the benefits we offer our temporary and contract employees directly benefit you and your organization:

• Attract the best candidates. Today’s job seekers are savvy.  Most know to choose a reputable temporary staffing firm that provides extras like referral bonuses, direct deposit, vacation pay and free online software training.  UNITEMP’s value-added services help us attract, recruit and retain New Jersey’s top talent – and put them to work for you.
  We also realize that talented people usually know other talented people.  For this reason, we also offer unlimited referral bonuses – rewarding our employees for referring other skilled candidates who prove themselves on the job.
• Keep the best candidates. Some staffing services are plagued by extremely high turnover rates, which translate into a “revolving door” of temporaries for their clients.  The value-added services and free online training resources we provide not only attract top candidates, but keep them working for us.  When temporary and contract employees stay with us, they’re much more likely to stay working for you, delivering greater continuity throughout your assignments.
• Ensure workers stay focused and productive. Our employees can qualify for new employee, hours worked and vacation pay bonuses, motivating them to earn the time off they deserve.  When our employees are able to achieve a healthier work/life balance (by earning paid time off), they have better attendance records and stay more focused on the work they do for you.
• Access highly skilled workers. Free online computer training allows employees to develop their software skills – improving their confidence, proficiency and value to your organization.

UNITEMP Value-Added Services – The Right Thing to Do

Admittedly, UNITEMP offers benefits to gain a recruiting advantage and deliver the best results for our clients.  But honestly, the main reason we do it is because it’s just the right thing to do.