UNITEMP Blog

Have you ever noticed that some people always seem to end up climbing the career ladder faster than everyone else?  While it could be because Mom or Dad is the boss, more than likely it’s because they work hard and follow these five tips:

• Always display a positive attitude.
  Your attitude can be a powerful self-fulfilling prophecy.  If you have a negative attitude, 9 times out of 10 you will fail.  But, if you bring a positive attitude and display confidence, strength, and determination, you WILL be successful.
• Stay educated.
  The best way to ensure success is to stay one step ahead. Research your industry. Know what’s happening and what the experts say will happen. Look for trends. When you find them, start to train yourself in these areas. Knowledge is power.
• Create a personal elevator pitch.
  First impressions mean a lot.  If you only had 30 seconds to convince someone you were a hard-worker and a leader, what would you say and do?  Plan this ahead of time; you never know when it will be needed.
• Learn to network.
  Unfortunately sometimes it’s not what you know, but who you know (at least to begin with).  Learn to network. You can even network within your own company. Invite co-workers to lunch. Take the time to walk by someone’s office to say hello. And actively seek out opportunities to network outside of work by joining organizations, groups, etc.  You start by seeking out your local chamber of commerce to learn of upcoming events.
• Be open to new opportunities.
  Read trade publications. Listen to people in your network.  When a new opportunity presents itself, don’t sit back and wait.  Take the initiative to inquire more–and don’t be shy!

And speaking of new opportunities, if you’re in the market for a new job or just curious about what is out there, please call us today.  As a leading New Jersey staffing service, we offer a variety of excellent employment opportunities.

Did you know…

Immigration and Customs Enforcement (ICE), the policing division of the United States Citizenship and Immigration Services (USCIS), has announced a 10-day window for employers to correct minor errors found on audited I-9 forms.

ICE is currently on a nationwide sweep to check employer maintenance of the I-9 form, which is used to verify employees’ authorization to work in the United States.

Minor, or technical, errors (also called “paperwork errors”) usually refer to the absence of a home address or birthdate on the form.  Such errors are to be corrected in 10 days to avoid any further difficulties, fines or adverse action.

Substantive errors, on the other hand, which are those involving core data such as citizenship status or even the employee’s signature, are subject to significant penalties.

The USCIS form I-9 must be completed for each employee upon starting work and must be maintained for three years or one year after the employee has left his or her job, whichever comes later.

As a leading New Jersey staffing firm, UNITEMP ensures that each of our employees is thoroughly screened and that all required paperwork is completed before our employee goes to work for you.  We stay on-top of compliance issues to effectively minimize your legal exposure.

Source:

http://www.personnelconcepts.com/compliance-alerts/ice-10-days-to-correct-minor-19-mistakes/

What’s the single most important variable in the success (or failure) of your business?

Your staff.

Steven Berchem, Certified Staffing Professional and Vice President of the American Staffing Association, posted a great article on the ASA website which addresses the ways today’s businesses are using staffing to gain real competitive advantage. 

Here are a few of the article’s salient points:

• As agility becomes more essential to success, smart companies are rejecting traditional hiring models and taking bold approaches to staffing.  They are moving away from lengthy hiring processes and no longer see the wisdom of filling every position with a permanent employee.
• These changes in key business practices have led companies to use more temporary and contract employees in diverse and highly skilled professions, including: accountants, attorneys, chief executives, doctors, graphic designers, IT professionals and even pilots.
• Today’s staffing employees are motivated, satisfied and educated.  In a survey conducted by the ASA, nine out of 10 staffing employees said they would recommend temporary or contract work to a friend or relative.  And while it may come as a surprise, staffing employees are actually better educated than the overall workforce, with 74% having at least some college education (compared to 62% of the traditional workforce).
• Staffing firms provide the only means of accessing some of America’s best talent.  In fact, the majority of staffing employees either use temporary or contract work as their sole means of finding a “permanent” job, or they simply prefer their current work arrangement over traditional employment.

To read or download the full article, click here.

Maximize the Value of Your Human Resources with UNITEMP

If you’d like to maximize the value of your staff as a source of competitive advantage for your company, contact UNITEMP today.  We can show you how to use staffing to become more agile, efficient and profitable.  Together, we can develop a smart staffing plan that will enable your organization to compete – and win.

Looking for ways to earn a raise or promotion?

Get on your boss’s A-List.  If you consistently show your boss that you’re doing a great job, you’ll progress further, faster.  Here are a few quick tips to get you noticed, separate yourself from the pack and create a lasting positive impression:

1. Communicate clearly.  When in doubt, err on the side of clarity and ask questions when things are unclear.  Provide your boss with regular updates about your projects and plans.  But be careful not to go overboard – ask him directly if you’re providing enough information or too much.
2. Honor your commitments.  Underpromise and overdeliver.  Don’t shy away from new challenges, but make reasonably sure you can hit an objective before taking on the additional responsibility.
3. Know what makes your boss tick.  Learn your boss’s pet peeves – and avoid them.  Find out what his priorities are – and incorporate them into your own (e.g., if your boss is a “numbers guy,” quantify all your results).  Anticipate his needs, by providing what you know he’ll want before he asks.  Show him you understand the issues he faces and you’re sure to make your mark.
4. Provide solutions – not just problems.  Everyone makes mistakes.  So if something does go wrong, view it as an opportunity to set yourself apart from chronic excuse-makers.  Own up to the problem and come to the table with potential solutions.  Your boss will appreciate your ability to think for yourself and manage a difficult situation.
5. Be positive.  When you celebrate a departmental success, send a congratulatory e-mail to those involved and copy your boss.  The gesture will draw attention to your success as well as your leadership skills.  During more stressful times, strive to maintain a positive attitude.  For every two complaints or suggested improvements, point out eight positive things.
6. Take a calculated risk.  A boss will notice a talented employee who demonstrates his desire for excellence by occasionally sticking his neck out.  So when the time is right, volunteer for a difficult assignment or challenge the status quo to improve a work process.  Your courage and enthusiasm will increase your visibility and earn the respect of your boss and co-workers alike.

UNITEMP:  Another Great Way to Further Your Career

UNITEMP provides challenging assignments in a wide range of fields, including accounting, administrative, IT, legal support, call center, customer service, engineering, HR, technical, graphic design, project support and more.  Contact us today to find out how we can help you further your career, faster.

When used strategically, temporary staffing can improve productivity, increase capacity to handle spikes in workload, and provide access to specialized skill sets – all without increasing your fixed expenses.

To help ensure your temporary staff is as efficient and productive as possible, be sure to follow these 5 key steps:

Step #1: Determine the type of person you need and define required skills.
Meet with managers and those who will be working with the temporary employee to determine which skills are ideal for the position you are trying to fill.  Examine top performers you already have on staff to determine what skills have made them successful.  And finally, work closely with your staffing agency and provide as much detail as possible.

Step #2: Work with an experienced staffing agency.
Find an agency that has experience in your industry.  Not only will an experienced staffing agency know where to look to find the right person, but they will also be able to help you determine things like an appropriate pay rate for a particular position.

Step #3: Provide a solid orientation and training program.
Include information such as working hours, breaks and lunch schedules, any safety regulations or company rules, and contact information for direct supervisors.  You may also want to assign a core staff member or supervisor to help orient the temporary employee.  Also, find out what type of training and orientation your staffing agency can provide.  Good staffing agencies will offer guidance on how to best bring temporary employees up to speed so they can hit the ground running–and they may even conduct initial training and orientation for you.

Step #4: Communicate clearly and openly.
Make sure your temporary employees understand what’s expected from them.  Encourage employees to ask questions and make sure they know to whom those questions should be directed.

Step #5: Check in regularly.
Be sure to take a minute or two at several points throughout the first day to check in and gauge progress.  Set specific days/times you plan to check in throughout the week to answer any questions and monitor progress.

Bringing a temporary employee on board at your company can offer a host of benefits – as long as that employee is managed properly.  And from our experience, hard-working and properly managed temporary employees often become leading candidates for full-time openings.

If you’re interested in hiring temporary employees or just want to learn more about how temporary employees can help your company, contact UNITEMP today.  As New Jersey’s best source for on-demand professional temporary and contract staffing, we can deliver the flexible staff you need without increasing your permanent workforce.

Have you ever bought something on impulse?  Ever wonder what attracted you to the item in the first place?

Whatever the reason, something about the way that product was marketed created a strong attraction in you – strong enough to make you act.

In many ways, job postings are a lot like the impulse items we all buy on occasion.  As a manager, you must ensure that the announcements you write compel the candidates you seek to take action – even if they aren’t actively seeking new jobs.

To help you in this arena, use these tips for creating irresistible job postings that are magnets for talent:

1. Tell a story to stir emotions.  Rather than beginning with dry job requirements, focus on the ways your company’s products or services impact customers’ lives, or draw from client testimonials.  Write about the way your business makes people feel, and use this to create a compelling image of your company and the available position.
2. Approach the posting from the job seeker’s perspective.  Top candidates are more interested in what a position offers them personally – high earning potential, intellectual challenge, recognition, etc. – than in your company’s business strategy.  Ensure your job posting addresses these needs by first highlighting the rewards of the position.
3. Emphasize your company’s strengths.  Everyone wants to work for a successful organization.  Put your company’s best foot forward by identifying strengths such as: organizational growth, industry track record, competitive advantages of your products/services, positive corporate culture, financial stability, awards and/or recognition.
4. Convey a sense of optimism.  Potential candidates are quick to form judgments about your company based on the tone of your listing.  Use positive language to turn downsides into opportunities (e.g., a decline in profits signals a need for innovation).
5. Keep it short.  Details are great, but a passive job seeker won’t take the time to read a lengthy listing that drones on and on like Charlie Brown’s teacher.  So as a general rule, limit job postings to two or three pages.
6. Avoid overused buzzwords and transparent euphemisms.  For the savvy job seeker, buzzwords do little to differentiate your company – so use them sparingly (balancing the need for SEO when postings are online).  Likewise, steer clear of inflating job titles (e.g., listing a coffee gopher as a Beverage Production Manager) that will only rob your company of both clout and credibility.
7. Use your in-house writing talent.  A job posting is a marketing piece.  If you’re not a Twain or Grisham by nature, enlist your marketing department’s help.  Provide them with the nuts and bolts of the job (as well as this post) and let them craft a compelling posting for you.

Attracting top talent is both time-consuming and expensive – so why do it on your own?  Call UNITEMP with your job specifications, and allow us to find the best temporary candidates for you.  See how our employee performs on the job, without the risk of expensive hiring mistakes.   Then, at your discretion, you may extend an offer for direct employment to the employee with our temp-to-hire option.

Ahhh, the young manager.  Better known as the newbie.  The greenhorn.  The tenderfoot.

As if these monikers weren’t burdensome enough, the young manager faces yet another challenge because of his youth – resentment.  You know your new manager has the skills and qualifications to handle his heightened responsibilities.  But too often, more seasoned employees view a fresh manager as a threat, or someone undeserving of high rank.

Help ease the transition for your promising management protege by using these strategies for success:

Give your manager a heads-up.  A less experienced manager may not be prepared for the wave of resentment he may face.  So make him aware of the possibility of hurt feelings or lost pride among his reports.  Remind him that he’s not alone in the challenges he faces and that you’re available to help.

Provide positive reinforcement.  Confidence can be in short supply for a new manager, so tell him regularly that you believe in him.  Bolster his confidence by telling him not to second-guess himself – he was the one you chose for this position.

Help him win over subordinates.  Because he’s newer and younger, advise your manager to initially adopt a “learning stance.”  If he acknowledges the expertise and experience of team members, they will feel less threatened by his new seniority.  Encourage him to recognize the contributions of his subordinates, to establish rapport and build trust.

Teach him to strike a balance.  While he needs to preserve subordinates’ egos, your new manager must also stand tall as a leader.  Make sure he asserts himself by guiding employees and offering opinions on their work.  In addition, remind him to praise team member’s efforts, but not to shy away from coaching them, too.  Help him to set high standards, then give employees enough room to complete the job in their own way – as long as they reach the desired outcome.

Give Your Young Manager the Staffing Support He Needs

UNITEMP can provide the labor and support staff your young manager needs to meet tight deadlines, complete critical projects and tackle new initiatives.  Contact us today to learn more.

Electronic Timesheet Technology Saves Time, Money – and the Environment

Hackensack, NJ – UNITEMP employees go green while they earn their green.  The leading New Jersey staffing firm has recently implemented an electronic time capture process that has completely eliminated paper timecards.

Why?  “We employ literally hundreds of workers each year,” says Ted Kissel, President of UNITEMP Temporary Personnel.  “As you can imagine, our old mail-in, five-part paper timesheets were both inefficient and wasteful.  Like many employers, we wanted to find a way to do our part for the environment.  This new paperless technology facilitates our efforts to go green, while streamlining the process for clients and employees alike.”

Using web, e-mail or phone technology, each UNITEMP employee now enters his work time from the office, on the go, or from home.  After his timesheet is completed and submitted, UNITEMP’s customer receives an e-mail request to review and approve the electronic timesheet.  Once approved, the data moves directly into UNITEMP’s payroll system.   “Our paperless process gives customers the freedom to approve timesheets on their own schedules, and the process is green,” says Kissel.  “No paper, no regular mail, no delays and no problems!  Everybody wins with our new electronic timesheets.”

A little perspective is a good thing.

As a staffing firm, we at UNITEMP try to learn all we can about your business and industry – because better understanding leads to better staffing results for your company. 

Today, I’d like to turn the tables.  Here are a few key facts and statistics, compiled by the American Staffing Association, that will help you better appreciate our business and the U.S. staffing industry:

• Number of workers.  America’s staffing companies match millions of people to millions of jobs – every day.  On an average day in 2008, U.S. staffing companies employed approximately 2.6 million workers.  All told, staffing firms hired an estimated 11.2 million temporary and contract employees in 2008 alone.
• Industry size.  In 2008, the staffing industry generated roughly $86.2 billion in sales:  $70.7 billion from temporary and contract staffing; $15.5 billion from search and direct placement.
• Number of U.S. staffing companies.  Approximately 6,000 staffing firms, operating roughly 20,000 offices, are currently operating and have been in business a year or longer.
• Areas of growth.  The fastest industry growth is occurring in professional and technical staffing.
• Factors affecting industry growth.  America’s work force is changing.  More people are looking for the flexibility that temporary work provides.  Additionally, employers are tapping into the flexible labor market to keep fully staffed during peak periods.

Want to learn more?

Visit the American Staffing Association’s website to view and download reference documents that provide current information about the U.S. staffing industry.  To learn more about the services and benefits UNITEMP offers, please visit our website.

Are you a temporary or contract employee?  Considering taking the plunge?  If so, here are a few key staffing statistics from the American Staffing Association you may find interesting:

• 2.66 million people are employed by staffing companies each day.
• 79% of staffing employees work full-time (virtually the same as the rest of the work force).
• 66% of staffing employees consider flexible work time important.
• 80% of staffing clients say staffing firms offer a good way to find people who can become permanent employees.
• 67% of staffing employees say that “choice of assignments” was an important factor in their job decision.
• 90% of staffing companies provide free training to their temporary and contract employees.
• 65% of staffing employees say they developed new or improved work skills while on assignment.

Want to learn more?

Visit the American Staffing Association’s website to learn more about the staffing industry, or for more employee staffing statistics.

What are your thoughts?

Flexibility.  Experience.  Choice of assignments.  Bridge to permanent employment.  These are just a few of the reasons millions of Americans – and thousands of UNITEMP employees - have chosen temporary and contract work.  What are the most important reasons to you?  Please leave your comments below, or contact us directly via our website.