Returning to the Workforce? Here’s How to Get Started

December 28th, 2015

You’ve been away from the workforce for a while now…maybe a long while. Not just a few months, but a period that can be measured in years (or even decades). You’ve been attending to other aspects of your life, and now you’re ready to turn your attention back to the world of paychecks, deadlines, commuter trains, and status meetings.

But before you can start making contributions to your new employer, you’ll have to find that employer. And you’ll have to convince them to hire you. Here are a few steps that can start you down that path.

Take baby steps

Don’t be overwhelmed, and don’t put this project off. The sooner you get started, the sooner you’ll be back in action. Start by making some decisions about the kind of employer and the kind of position you’d like to target. When you have your ideal position in mind, you can start looking for postings and open positions on job boards and industry websites.

Create a resume template

Start drafting your resume by breaking your document down into subheadings for Education, Work History, and Special Skills. You’ll fill in each section one at a time, but setting up your documents can help you get past the discouragement of facing a blank page. When you’re ready to write, begin with a short one-paragraph summary that will briefly describe your most important credentials.

Get connected

Reach out to your network of friends, family, and former coworkers and supervisors. Let them know that you’re about to start searching. Update your Linkedin profile, and make specific personal contact with anyone you consider a mentor or especially valuable resource.

Arrange informational interviews

Spend some time making contact with established professionals in the field you’d like to enter (or re-enter). Sit with these people face-to-face if you can for meetings of at least ten minutes, and use this time to ask them for advice. Let them know your plans and find out what they would do if they were in your position.

Make contact with recruiters and staffing teams

Leverage recruiters and make sure you reach out to those who send you job posts that you find interesting. Return calls and emails quickly and politely, and be very clear about what you want, including your preferred salary range. Don’t pursue jobs that clearly can’t meet your minimum requirements. Stay focused.

Consider contingency employment first

Don’t dismiss the idea of contingency or temporary assignments as you make your way back into the workforce. Contact the staffing experts at PSU and find out more about the short term, part time, or temporary positions available in your area and your industry.

How can we help you with your staffing needs

Should You Supplement Your Staff With Contract Workers?

June 6th, 2014

You have an important new client with a high profile project that will begin during next few months and may strain every one of your existing resources to the limit. Or maybe your high season is about to begin, and if you’re reading the signs correctly, you know this will be a blockbuster year. Or maybe you’re about to launch a new software implementation, acquire a smaller company, expand into a new territory, or embark on a new product rollout.

You know that the future looks bright…but it also looks busy. Very busy. And you’re not sure your current staff has the bandwidth, energy, or stamina to face these challenges alone. Should you start hiring new full time employees? Or should you consider the benefits of contingency staffing? Here are a few considerations to keep in mind.

Contingency Staffing Means Flexibility, Agility and Resilience

Hiring full time employees will involve a high level of commitment and no small amount of financial and practical risk. Sourcing, resume reviews, and interviews are all time consuming and expensive, and mistakes can send you all the way back to square one with nothing to show for your efforts. Contingency staffing, on the other hand, comes with minimal long term commitment and only as much risk as your company can handle. If you aren’t satisfied with your chosen candidates, you have the option not to extend their contracts. And if you and your temp employee are a mismatch, you can simply ask the staffing agency to send you someone else.

Contingency Staffing Means Minimal Legal and Payment Hassles

When you contract with a staffing agency, your workers are employed by the agency, not by you. Which means you don’t have to worry about taxes, insurance, or related paperwork. You simply describe your needs to the agency (or your recruiter), and welcome your chosen employee in the door on day one. Your financial agreement takes place with the agency instead of the employee, so one-on-one salary negotiations aren’t necessary.

Contingency Staffing Means Your Workplace Changes as Your Needs Change

Nobody makes money when there are too many idle employees milling around the workplace. And when a tiny skeleton crew is overloaded to the point of burnout and high turnover, nobody wins. Contingency staffing arrangements can help you avoid both of these possibilities—with independent and temporary contracts, your team is always the perfect size.

For more information on how contingency staffing can help you stay lean while facing the challenges ahead, contact the staffing and business management experts at PSU.

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