Five Benefits of Temporary Employment

March 25th, 2016

If you’re looking for work and your job search is starting to tax your patience and overstay its welcome, it might be time to make some adjustments to your strategy. While you lean on your network, scour job boards, and take advantage of every opportunity that comes your way, consider adding a new angle to your approach: temporary employment. Taking on a temp job while you search for a permanent position can provide some benefits you may not have considered.

A temp job pays the bills…and more.

A temp job might seem like a distraction or diversion from your long term career path, but take a closer look. If you’re able to pay the bills while you search, you’ll gain a little more freedom and flexibility, and you’ll put some distance between yourself and the kind of desperation that pushes us to accept compromise. Holding a temp job means you aren’t forced or rushed and you can say no to any offer that doesn’t meet your standards.

Temp jobs aren’t what they used to be.

If the phrase “temp” makes you think of college kids filing papers for minimum wage or filling out a typing pool, think again. Modern temp jobs often involve very specific skill sets related to coding, programming, design, engineering, management, and a host of other complex credentials that may be a match for your profile. Temporary paychecks may also exceed your expectations.

Temp jobs often become full time.

When you accept a temporary position, you expose yourself to new relationships, new experiences, new business models and new skill sets. And you never know where these new experiences may take you. If you and your employer decide to advance your relationship to the next level, you can move into a full time role as soon as your contract period ends.

Temp jobs bring low commitment and low risk.

If you step into a temporary role and you decide that this gig isn’t for you, have a conversation with your staffing agency contact and we’ll shift you to a new employer. It’s just that easy. The agency will provide the company with a replacement and transfer you to a new assignment.

Temp jobs bring knowledge and growth.

No matter who you meet or what responsibilities you take on during your temporary assignment, you’ll come away from the experience knowing more about your industry than you did when you began. You’ll have new personal connections in your network and you’ll have new details to add to your resume. Close the gap between the end of your last position and the beginning of your next full time job, and you’ll be more likely to earn the trust of potential employers.

For more on how to keep your career in motion with a temporary position, contact the experienced Belmont staffing team at PSU.

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Want to Cut Your Hiring Costs? Streamline the Process with a Staffing Partner

March 18th, 2016

Hiring is expensive; there’s not much argument on this point. Even if your workflows are tightly streamlined and your sourcing and selection practices are lean and perfectly coordinated, and even if you never experience a single HR bottleneck, you still take on a certain degree of risk every time you staff an open position. Meeting with a pool of candidates can take time, and there are a few things more expensive and heartbreaking then finding the candidate of your dreams and watching them walk out the door a few months later.

But if you partner with a trusted staffing agency, you can reduce your risk and cut your hiring costs at the same time. Here’s how.

Sourcing

Here at PSU, our staffing experts have a long track record of hiring success and a wide network of contacts in your industry. So we know where to find the best candidates, and we know how to attract and recruit the highest level of talent. In fact, your ideal candidate may be sitting in our office right now. We go right to the source when we search for talented experts in IT, healthcare, finance, hospitality, retail, and manufacturing.

Screening

When we present you with a candidate for a full-time, part-time, or temporary position, you can trust that we’ve done some homework first. Our screening process allows us to narrow the focus and target only the most likely contenders with backgrounds that match your specifications.

Risk Management

When you launch a relationship with a temporary employee, you don’t have to worry about long term commitment; if the two of you form a thriving connection and decide to make things permanent, you can hire the employee as soon as his or her contract period ends. If the match doesn’t work, that’s fine. We’ll provide a replacement right away. We employ the candidate during the contract period, so we take on both the paperwork and the risk.

Listening Skills

Put your trust in our team and we’ll listen carefully to every detail regarding your needs, your business model, your target clients, your growth plans, and—most important—your staffing expectations. We’ll find the candidates you’re looking for and we’ll stay alert to your concerns and red flags. We’ll incorporate every detail into our sourcing and prescreening process.

Hiring Costs

When it comes to tax reporting, insurance, and HR details, we take care of the nuts and bolts so you don’t have to. This can help you cut costs and save time. Let us handle the staffing details while you keep your attention focused on running your business.

To find out more about the benefits of a staffing partnership, turn to the experts at PSU. Contact our experienced Charlotte recruiters today!

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Three Common Cover Letter Mistakes to Avoid

March 11th, 2016

While your resume may take center stage during the review process, a strong cover letter can mean the difference between landing the job and missing the mark. Your cover letter can add supporting detail to your claims and accomplishments, and it can help you explain some of the omissions or credentials that don’t shine as brightly as you might like. Most important, your cover letter helps your reviewers put a human face on the facts and details listed in your resume. So as you draft and edit your document, don’t miss an opportunity to stand out, and watch out for these common mistakes.

Length issues

Don’t push your cover letter past the limits of about one page of printed text or 400 words in an email. If you go on too long, your readers might tune out before they reach the end, which is bad. But worse, they might read all the way to the end and then forget half of what they read two minutes later. Keep your message tight and concise. At the same time, a message that’s too short represents a missed opportunity. Use the entire page to make your case and share your background.

Wooden sentences

As you complete your cover letter, try to share your information in the form of a story. Make yourself the protagonist, or your reader. Talk about a problem your employers need to solve and how you can help. Talk about the moment you first developed a passion for this work. Talk about your recent career history and the ambitions that drove you to apply to this company. But tell a story; don’t just list a set of random facts or sentences that all start with “I”.

Studies show that message are far more effective and memorable if they’re structured as a narrative, or a series of events that flow into each other. Use this approach as you present who you are, what you can do, and what you want.

Weak beginnings and endings

The most important sections of your letter will be your opening paragraph and your final closing statement, so give these sections more attention than the rest. Keep them interesting, respectful, and fluid. Imagine your letter falling into a puddle and the middle section becoming unreadable; if this happens, will the beginning and ending still be able to stand alone? The answer should be yes. Use your first and last statements to show enthusiasm and readiness for the job.

For more on how to create a cover letter that stands out and grabs the spotlight, contact the staffing, career development, and job search professionals at PSU.

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Is Friendly Competition Good for the Workplace?

March 4th, 2016

As manager, you’re constantly looking for ways to get more out of your employees without taxing your bottom line or pushing your teams past the limits of a healthy work-life balance. You want your teams to strive for excellence, and you want them to give 110 percent. But at the same time, you’ve been in this game long enough to recognize a point of diminishing returns; if you demand too much, your teams will push back, morale will suffer, turnover will increase, relationships and teamwork will fray, and ultimately the company will pay the price.

So when it comes to healthy competition, where do you draw the line? Should you encourage your teams to compete with each other for your approval? Or should you encourage collaboration? Use these guidelines to make your decision.

Situations vary.

Sometimes it’s better to push your employees into a cage match, and sometimes it’s better to discourage competition altogether. As with most workplace guidelines, success lies somewhere in the balance. Learn to distinguish the nuances that call for one approach or the other; and above all, stay fluid. Don’t let your approach– or your attitude toward competition– become entirely predictable.

Lean toward collaboration.

If you encourage too much collaboration in one scenario, you may have to make some difficult adjustments later on to bring out the competitive side in your teams. But the reverse scenario is generally harder. Turning friends against each other is easier then mending friendships that have been tarnished.

Push for external, not internal competition.

Build a culture of teamwork and collaboration, and if you feel like your employees need to hone their killer instincts, pit them against a competitor company, a competing market, a sales headwind, or a specific external challenge. Try not to turn them against each other unless you feel that you have to, or you’re certain that the cost and risk will be worth the long term reward. Again, it’s easy to bounce back from too much congeniality. It’s not easy to bounce back from too little.

Watch the line.

There are very few situations in which genuine distrust, backstabbing, upstaging, undermining, solitary all-nighters, and idea stealing are good for business. If you want your employees to outcompete each other, make sure they know the difference between healthy and unhealthy maneuvering. If they don’t, use your leadership skills to help them hit reset.

Choose team over individual competition.

If you’d like to encourage internal jockeying, consider dividing your employees into teams instead of individual players. Teamwork tends to bring out the best of both collaboration and competition.

For more on how to build productivity, confidence, trust and morale, turn to the Shelby management and staffing experts at PSU.

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