References on Your Resume: Must-Have or Big Mistake?

June 20th, 2016

You’re putting the finish touches on your resume and you’re just about ready to attach it to your cover letter and submit it to your target employer (or employers in general). You’ve customized your document for your specific audience, you’ve assembled the supporting materials your recipients have requested, and you’re just about ready to go. Just one question remains: Should you include a list of professional references within the text of your document? Your target employers have provided no clear guidance or instructions on this point. But if they haven’t asked, should you do this anyway? Here are some things to keep in mind before you make your decision.

References are not standard inclusions.

If your employers have not asked you to include your references, then they probably don’t expect you to do so. This isn’t a standard or traditional move, so they won’t receive many in-text references from their applicant pool. You might stand out from the crowd if you do this, but you’ll fit right in if you don’t.

References can confuse automatic filing systems.

Many employers use applicant tracking systems that automatically upload resumes upon receipt, and these systems typically break each document down into its component parts, like contact information, education, and work history. Additional and optional subheadings can potentially confuse the system and lead to errors, so bear this in mind.

Ask your references first.

When they agree to serve as references, most people expect to be called or contacted by employers only after the candidate passes through several stages of the selection process, including the initial resume review and one or more rounds of interviews. That’s usually the point at which employers ask candidates for their references and start reaching out to the people on the list. If you blindly send their contact information to total strangers, your references might be annoyed. Just let them know what you’re doing and get their okay before you proceed.

Don’t waste valuable space.

If you really want to send your reference list to a target employer during the initial resume submission process, send it as a separate document; don’t embed these names and phone numbers into the text of your resume. Save the valuable space on the page to showcase your accomplishments and credentials, and list your references elsewhere.

Under all circumstances during your job search, read your target employer’s instructions carefully and follow them to the letter. Every hiring process varies from one to the next, and if you follow the instructions you’re given, you’ll make things easier for your employers and increase your odds of a positive outcome. For more information, reach out to the Cleveland County job search team at PSU.

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How Temporary Employees Can Help you Meet Changing Demands

June 6th, 2016

Summer is on the way, and your busiest season is just around the corner. And to add to the challenge, your employees are about to line up and start submitting vacation requests. So you’ll need to scramble—like you do every year—to accomplish more work with fewer hands. This year, consider adding a few temporary employees to your team. Extra help in the workplace can take the pressure off your overworked skeleton crew while limiting wait times and frustration for your seasonal customers and clients. Here are a few additional reasons to consider hiring contingency staff.

Commitment levels are manageable.

The great thing about temporary employees is that they’re temporary—unless you both decide otherwise. When contingency and temp workers step on board, they don’t expect to stay long, so when business cycles return to normal, they walk away without disappointment (and are typically reassigned to other positions by the agency). But if you and your temporary worker decide to continue the relationship or make things permanent, you’re free to do so the moment your contract period ends.

Cost and risk are low.

We carefully screen every temporary employee who comes through our door, so you know your temporary worker has undergone an in-depth evaluation and background check. But we also go one step further and make it easy to change an arrangement that isn’t working. If you’re unsatisfied with your temporary employee, we’ll reassign them and provide a replacement.

Temporary employment means no hassle.

Temporary workers assigned by an agency are employed by the agency, not by you. This means we handle the tax issues, insurance, paperwork, and payroll so you don’t have to.

Temporary workers are highly skilled.

If you need employees with moderate or nonspecific skills to handle basic tasks, that’s fine. Many of our prescreened employees aren’t looking for skill-specific temporary jobs. But many other contingency employees come with highly specific and complex credentials that require advanced degrees and years of training and experience. A generation ago, “temps” implied inexperienced or very young workers with plenty of enthusiasm but not much in the way of specific coding, engineering, healthcare, business management or leadership skills. Modern temporary employees are another breed altogether.

Temporary employees are flexible.

You may be looking for part-time rather than full-time support. You may also be looking for employees who can work nontraditional hours, like evenings or weekends. Whatever your labor needs may be—from extensive overtime to a few hours a week—we can offer what you’re looking for.

Make an appointment with the team at PSU and sit down with our Shelby recruiting experts to discuss your needs. We’re great listeners, and we’re ready to help!

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