Flexibility may be the key to getting more shifts. You may have to adjust your preferences when it comes to hours or location. Making yourself more available will only bring you more opportunities for work. For example, if you’re a Help Desk IT professional, ask about offsite locations that you can help support. That could just be the trick that to getting the next door to open. It’s all about creating positions for yourself and improving your skills! Don’t forget to call and check in with your staffing coordinator as well
Cassandra Francis, Director of Research
Kenny Atisme, I.T. Recruiter
Derek Haas, I.T. Recruiter
George Walls, Recruiter
Pamela Maret, Creative Managing Director
Jonathan Neira, Light Industrial Coordinator
Stephane Paul, Health and Human Services
Joseph Camillo, I.T. Recruiter
Janina Marcelo, Human Resources Recruiting
Specific candidate qualities always stand out to Employers. Every job has a different skill set and required experience, but here are the top six overall qualities as determined by Careerbuilder.com to leave the best possible impression when interviewing.
- Self-confidence. An interviewer will be naturally impressed by any applicant who exhibits confidence in his or her abilities. But be careful not to come across as overconfident.
- Maturity. Demonstrate to a potential employer that you are able to handle complex or stressful situations with emotional maturity; then you will be perceived as being able to work well with others and keep your emotions in check during disagreements or challenging situations.
- A positive attitude. A good outlook is just as important as having impressive skills and experience. Continually demonstrate your passion and commitment to the organization.
- Adaptability. You need to make it clear to a prospective employer that you will not be overwhelmed by new ideas or unfamiliar experiences, and that you will meet challenges head-on and succeed.
- Goal-oriented. The more closely your goals align with the goals of the company, the more attractive you will be to potential employers. Your resume should show employers that you have continuously challenged yourself to achieve higher and more important goals throughout your career.
- Research. Learn as much as you can about the organization, including its culture and values, as well as sought-after core competencies for particular roles.
The buzz word of the month is BUDGET. It is time now to start assembling 2012 staffing models and plans that will increase profits, produce revenue growth and improve quality. Managing an organization without the right staffing partner is like sailing the ocean without a map and compass; you're going to find yourself lost and unable to achieve your goals.
Many clients begin to feel frustrated because their focus is on improving the workforce for 2012. How can one improve organizational effectiveness, lower costs and produce obtainable results?
First off, the most important line item in the budget plan is YOU, the client. The secret is to work one-on-one with a true partner that can provide you with the tools to build a stronger and sleeker model for 2012. Having the 25 years of staffing experience – through constantly changing economies – we have proven to our clients that Access Staffing is that TRUE PARTNER. We're experts at building staffing models and staffing plans in complex operations. No one delivers more accurate, more extensive, more useful and more affordable staffing
Cutting costs has been the focus of this new century, and companies have done their best to hold on though the last few years. Businesses often think staffing is expensive, and that it would just be cheaper and simpler to handle it on their own. However, when one considers the costs of advertising, recruiting and interviewing, as well as the time involved in hiring, staffing internally is hands-down the costlier option. In the last few months we have seen an increase in orders coming into our offices, and companies are not sure how to manage their needs for temporary, contract-to-hire or direct hire positions. Flexibility is the key to building back our national economy. We guarantee our partnerships will help you solve your toughest staffing problems.
Partnering truly is the best way to lean on a staffing firm when you need them. This could be for direct hire needs, temporary needs or contract-to-hire needs. Our partnership will create the best overall pricing for you and help manage your business. There are a number of ways to increase production while lowering costs and gaining stronger organization -- with very little effort. Change is good, and we can make it easier for you.
We deliver staffing programs that:
- Give you an active pool of talent available to you on a 24/7 basis.
- Provide workload measurements for every activity, process, product and customer segment.
- Assist you with the right balance of staff.
- Create pricing programs for your direct hire needs for the entire year.
- Lower tax and unemployment rates/payments without co-employment issues to deal with.
- Offer outstanding technology that provides you with the tools, reports and overall control.
The Bottom Line
Access Staffing’s professional services greatly overshadow an organization’s traditional candidate search resources and are designed to dramatically reduce a company’s investment and risk of not finding the right candidate. If you are interested in increasing your organization’s profitability and growth potential, Access Staffing can play a major role in helping you achieve your goals and objectives.
Long Island and New York City’s premier insurance brokerages, third-party administrators and general agents have been relying on Access Staffing’s insurance division to provide talented candidates for their various job openings. With over ten years recruitment experience, we partner with our clients in finding the best licensed, experienced and entry-level talent for their commercial lines, personal lines, sales and group benefits divisions. Careers are waiting for candidates with a P&C license, life and health license or individuals with a college degree and excellent communication skills. For more information, please contact Vanessa Cereste at email@example.com 631-777-2800x584 or Scott McMillan at firstname.lastname@example.org 631-777-2800x583.
For all of their hard work to make a difference for the Long Island Cares – Summer Food Drive. Great Job!
Long Island Cares provides emergency food where and when it is needed, sponsors programs that help families achieve self-sufficiency, and educates the general public about the causes and consequences of hunger on Long Island.
For more information on how you can help – go to: www.licares.org
Changing jobs is never easy. Career changes are tough enough and the anxieties of leaving a comfortable job, friends and environment for an unknown opportunity can easily cloud anyone’s judgment. But what should you do when your current employer rocks the boat even more by asking you to stay? A counter-offer is an inducement from your current employer to get you to stay after you’ve announced your intentions to accept another job elsewhere. Often times a counter-offer that promises more money never remedies the real reasons for your wanting to move on in the first place.
People’s reaction upon getting a counter-offer is to feel flattered; they think that their boss clearly wants to keep them – not to mention the excitement of being presented with an even higher salary. The difficult part lies in the fact that when one accepts a counter-offer, it may leave a nasty taste in the mouths of both the employer and the employee. You’ve showed your cards, and there is every chance that your current boss may now view you as disloyal and treat you with a degree of suspicion. Keep in mind that unless money was the single reason for your unhappiness with your current job, then once the joy of a bigger paycheck has faded, you will find yourself just as unhappy as you were before.
Don’t forget the reasons you had for a career change. Sure, part of it may be compensation. But there were probably other factors such as career growth, wanting new challenges, location and so forth.
If a candidate accepts a counter-offer from his current employer,
- In 6 months 80% are no longer with that company
- In 12 months 96% are no longer there
- In 14 months 99% are no longer there
The answer is clear. There is no doubt that the key to beating the counter-offer pitfalls is to avoid their happening in the first place.
Chief Executive Officer
Access Staffing, LLC
- Unnecessary Details About Your Life. Keep the personal details off the resume (age, race, political affiliation, family details, home status, etc.) Your personal information should only include your full name and contact information on your resume.
- Your Work Responsibilities as a Lifeguard When You Were 16. Do not list anything that is not going to help promote your career goals. Try to keep your listed work experience to the last 10 to 15 years, if applicable.
- A Headshot. This is not an “American Idol” audition. Many companies have policies against accepting such resumes. It is illegal for employers to discriminate against candidates based on appearance, so,therefore attaching a headshot may put you in the “unacceptable application” pile.
- Salary Expectations. You should never put your salary history or expectations on your resume. Let your experience lead you to those conversations face-to-face. You can present a range in a cover letter if you feel that doing so is required , but do not put it on your resume.
- Lies. This never works out in the end. Anyone will tell you to be truthful when applying for a job. Many think they can fib – get the interview – and then confess once they are being considered. This is far from the truth. Companies do background checks! If you are lying now, it will come out in the end. Not worth it.
- Things That Were Once Labeled "Confidential." If you show everyone your secrets on your resume, what does that say to your future employer about their confidential information? Listings clients, internal financials or anything sensitive should be kept off your resume. It may even open you up for a lawsuit based on documents you signed when you were hired.
- If You Were Fired From a Job -- and What You Were Fired For. You want your resume to be viewed in a positive light, not to reflect poor performances. Everyone fails at something in their career; this is how we learn and grow. You don’t need to advertise this on your resume. Leave it off.
- Overly Verbose Statements. Big words and statements don’t always equal big money. Keep your job responsibilities truthful and honest. There is a pretty fine line between selling your skills and overselling your skills. Your reader might think you are full of yourself. Keep it real.
- "References Available Upon Request" and Your Objective. We all have references and it’s a myth that you need to mention that fact on your resume. Simply have strong references ready if you are asked to provide them – and you usually are. Regarding your objective, it is not necessary to include on a resume, but is suggested if done correctly. It should explain what you are looking for in your career change.
- TMI. Keep your information focused on your career experience and where you want to take your career next. Too much information is never a good idea. You have a short period of time to get the attention or focus on your skills when someone reads your resume. Don’t waste words. It gives the impression that you are lost or unfocused.
Accounting / Finance
Healthcare / Human Services
Sales / Marketing