As graduation season arrives, it’s a perfect time to delve into the pros and cons of integrating fresh graduates into your workforce. While some employers are eager to welcome new talent, others approach the idea with caution. Both perspectives offer valid points, and exploring them can provide valuable insights into making an informed decision for your team.

The Pros

1. Enthusiasm and Positive Attitude: Fresh graduates often enter the workforce with a high level of excitement and eagerness. They bring a positive attitude, driven by the novelty of starting their careers. This enthusiasm can be infectious, boosting the overall morale of your team and creating a vibrant work environment. Unlike seasoned professionals who may become complacent over time, new graduates are keen to prove themselves and contribute actively from the get-go.
2. Up-to-Date Knowledge:Recent graduates come equipped with the latest knowledge and skills in their respective fields. Educational institutions continuously update their curricula to include the most current tools and techniques. For example, a graphic design graduate is likely to be proficient with the latest software updates and design trends, such as the newest version of Adobe After Effects. This up-to-date expertise can be particularly beneficial for organizations aiming to stay ahead in fast-evolving industries.
3. Cultural Enrichment and Diversity: Bringing in young talent can significantly enrich your company culture. Fresh graduates introduce new perspectives and ideas, fostering a diverse and dynamic workplace. They are often more attuned to current trends and social issues, helping your company stay relevant. Moreover, the infusion of youth can encourage seasoned employees to stay flexible and open-minded, creating a more collaborative and innovative environment.
4. Cost-Effective Hiring: Hiring fresh graduates can be more cost-effective than recruiting experienced professionals. New graduates typically expect lower starting salaries, reflecting their entry-level status. This allows companies to allocate resources efficiently, potentially hiring multiple new graduates for the cost of one senior employee. Over time, as these graduates gain experience and prove their value, they can grow within the company, ensuring a steady pipeline of skilled and loyal employees.

The Cons

1. Need for Training and Mentorship: Fresh graduates often require significant training and mentorship to bridge the gap between academic knowledge and practical application. They may lack familiarity with workplace norms and professional etiquette, such as effective email communication or appropriate office behavior. This necessitates a commitment from your existing team to provide guidance, which can temporarily slow down productivity. However, with proper support, new graduates can quickly adapt and become valuable assets.
2. Experience Gap: While new graduates bring fresh skills, they may lack the practical experience that seasoned professionals offer. For instance, a new video editor might excel at using advanced software but could benefit from the wisdom and insights of a veteran editor who understands the nuances of storytelling and client preferences. Balancing the eagerness of new graduates with the expertise of experienced employees can create a harmonious and productive work environment.
3. Adjustment Period and Culture Shock: Transitioning from a university setting to a professional workplace can be challenging for fresh graduates. They might experience culture shock, adjusting to the structured routines and expectations of a full-time job. Simple things like adhering to office hours, dressing appropriately, and limiting personal phone use can be new concepts for them. Patience and clear communication are essential during this adjustment period to help new hires integrate smoothly into your company’s culture.
4. Potential for High Turnover: Fresh graduates are often still exploring their career paths and might be more inclined to switch jobs as they refine their professional goals. This can lead to higher turnover rates, requiring continuous recruitment and training efforts. However, by fostering a supportive and engaging work environment, companies can increase retention rates and build long-term loyalty among their young employees.

Conclusion

There are many pros and cons to hiring fresh graduates. Their enthusiasm, up-to-date knowledge, and potential for cultural enrichment can bring significant benefits to your team. However, the need for training, experience gaps, adjustment challenges, and potential for high turnover are factors to consider. By understanding these dynamics, you can make strategic decisions that balance the infusion of new talent with the stability and expertise of your existing workforce.

At Certified, we have a pool of talented new graduates ready to join your team. Contact us today to bring the latest talent into your office and experience the benefits of fresh perspectives and cutting-edge skills!

In today’s fast-paced recruitment landscape, an array of tools and technologies, such as AI, resume filters, and tagging systems, are leveraged to streamline the hiring process. These advancements are highly effective in identifying candidates with the requisite technical skills for various roles. However, there remains one crucial element that machines cannot adequately assess: soft skills. This is where the human touch of recruiters becomes indispensable, adding depth to the evaluation process beyond what a resume alone can reveal.

Soft skills refer to a broad spectrum of personal attributes and interpersonal abilities that are essential in the workplace but are often difficult to quantify. These include communication, teamwork, problem-solving, and adaptability, among others. For instance, consider the professional demeanor in which a candidate presents themselves. A recruiter can assess whether a candidate communicates with clarity, professionalism, and respect. Conversely, a lack of these qualities can be a red flag. A senior business candidate might have a resume that showcases a wealth of experience and accomplishments. However, if they use slang, profanity, or struggle to articulate their thoughts clearly during an interview, it suggests they may not be the right fit for a leadership role, regardless of their technical qualifications.

Critical thinking is another soft skill that is highly valued but difficult to verify through a resume. While a candidate might list “critical thinking” among their skills, the true measure of this ability comes through during the interview process. Recruiters are adept at putting candidates on the spot with challenging questions that require them to demonstrate their critical thinking in real-time. This approach helps ensure that the candidate genuinely possesses the analytical and problem-solving skills they claim to have.

Punctuality, though often overlooked, is a critical soft skill that speaks volumes about a candidate’s reliability and respect for others’ time. A candidate who fails to show up on time for an interview or phone call can signal potential issues with their time management and dependability. This trait is not something that can be captured on a resume but is crucial in determining a candidate’s suitability for a role. Recruiters pay close attention to these behaviors, as they are indicative of a candidate’s overall work ethic and professionalism.

At Certified, we understand the paramount importance of soft skills in the recruitment process. Our clients benefit from a meticulous and personalized recruitment experience, where our team of highly trained recruiters goes beyond the surface to evaluate candidates holistically. We know exactly what to look for when it comes to soft skills, ensuring that we present candidates who are not only technically capable but also excel in the interpersonal and personal attributes that define a successful and harmonious workplace.

With Certified, our clients receive the full white-glove experience. We take pride in our ability to identify and evaluate the nuanced qualities that make a candidate truly exceptional. In a world where technology can handle many aspects of the recruitment process, the human insight and judgment provided by our recruiters remain irreplaceable.

Get Started With Certified Staffing Experts Today

When it comes to interview etiquette, a few key tips can make a significant difference. For details on how to prepare for an interview, refer to our other blog: Interview Tips and Tricks. Here, however, we’ll focus on the soft skills that distinguish a good candidate from an exceptional one who secures the job offer.

First and foremost, it’s essential to look presentable. While today’s culture, particularly in creative fields, often embraces a relaxed vibe, there’s a time and place to put your best foot forward—during an interview is one of those times. Consider two candidates, Tom and Jerry. Tom possesses the ideal skill set for the job and answers every question flawlessly. However, his disheveled appearance doesn’t align with someone expected to face clients and represent the company. On the other hand, Jerry has less experience, answers most questions adequately, but looks sharp and professional. The employer chooses Jerry, recognizing that while they can train him to fill skill gaps, Tom’s presentation would require a different kind of training they’re not willing to provide.

Punctuality is critical—arriving on time and on the correct day is non-negotiable. If you have an interview scheduled, ensure your calendar is up to date. Employers rearrange schedules and prioritize interviews, so it’s crucial to respect their time. Showing up on the wrong day or at the wrong time sends the message that you believe your time is more important than theirs, which can come across as disrespectful and inconsiderate.

When it comes to conversation topics or jokes, keep things light and professional. Avoid crude jokes, political rants, or any comments that could be perceived as offensive regarding race, religion, or other sensitive topics. Your tone and content during and after an interview matter. For instance, if Jenny conducts herself professionally during the interview but makes an inappropriate joke about race afterward, it’s still unacceptable. Such behavior can make others uncomfortable and contribute to a toxic work environment, which employers will likely want to avoid.

Politeness goes a long way. Simple expressions like “please” and “thank you” speak volumes during a conversation, especially following an interview. Imagine a scenario where a client is deciding between two equally qualified candidates. One candidate sends a brief thank-you email after the interview, expressing gratitude for the opportunity. The other candidate does not. The one who sends the thank-you note often stands out and may be chosen for the job.

At Certified, our recruiters are dedicated to screening for these types of red flags, so you don’t have to. Interview etiquette can be the deciding factor between making a new hire or passing on a candidate. If you’re ready to meet candidates with the right approach, contact our team and get started today.

Get Started With Certified Staffing Experts Today

Ageism is a challenging topic that many people tend to avoid, yet it is a sentiment felt by many, especially in the workplace. Like any narrative, there are multiple perspectives on this issue. In this discussion, we explore various viewpoints on ageism and its impact on today’s workforce through conversations with individuals who have experienced it firsthand.

Meet Jill, a 53-year-old Marketing Consultant, who, despite a impressive career, finds herself grappling with a sense of unease when interacting with younger colleagues. Jill articulates a recurring experience of being spoken to in a condescending manner, with younger peers questioning her capabilities due to her age. This sentiment resonates with many professionals over the age of 35, revealing a broader pattern of skepticism towards the expertise of seasoned workers. What often goes unnoticed is the rich reservoir of experience these individuals possess, a valuable asset they yearn to share and impart to the next generation.

In contrast, we encounter Craig, a 23-year-old Graphic Designer, with notable skills, who is relatively young in his career. Having attended art school and boasting a portfolio that fills him with pride, Craig struggles with the perception that his age relegates him to mundane tasks rather than meaningful design work. Frustrated, he expresses his yearning for an opportunity to showcase his skill sets, asserting that his older colleagues may not comprehend the latest tools and technologies as well as he does, given his recent graduation from art school with a specialized degree. The slow adaptation to newer technologies by his older co-workers leaves him feeling misunderstood, and he believes that his youthful age hinders him from being taken seriously in his professional endeavors.

Then there’s Jamie, a 31-year-old Content Producer, navigating the delicate middle ground. He is keenly aware of the tensions between younger and older generations, finding himself caught in the crossfire. Jamie, with considerable experience in content production, senses a barrier preventing advancement into a Vice President role due to age. Despite being well-versed in contemporary trends, Jamie expresses the perpetual challenge of feeling inadequate — lacking the knowledge to ascend to higher positions while also struggling to keep up with the younger peers who seem perpetually one step ahead. This leaves Jamie with a sense of disconnect on both sides, unable to fully relate to either the experienced professionals or the innovative newcomers.

Irrespective of their positions in their respective career journeys, a common yearning emerges— the eagerness to learn, grow, and be acknowledged. The trap of making assumptions based on age becomes evident; a younger individual may appear outspoken as a coping mechanism to be noticed, while an experienced worker may feel overlooked and unappreciated. The crux lies in understanding these distinct perspectives. Ageism manifests in myriad forms, and as compassionate individuals, we urge readers to delve into the intricacies of others’ perspectives, fostering a workplace environment where understanding and empathy prevail.

As a staffing company, our commitment is unwavering in treating all candidates with respect, free from age-based discrimination. We recognize and celebrate the inherent value each candidate brings to the table, often serving as a bridge to connect candidates with clients who may struggle to identify the right talent, transcending conventional metrics such as years of experience. We are here to help with your hiring needs. Contact us today to be connected with a member of our recruitment team.

In today’s job market, it’s common to see job listings packed with excessive qualifications. However, this approach can have detrimental effects on the hiring process and the company’s ability to attract top talent. Here, we delve into why combining numerous responsibilities generates ambiguity and complicates the search for the ideal candidate.

In creative fields, each role is unique. For instance, a web designer’s tasks differ significantly from those of a video editor. A web designer focuses on wireframing, user experience mapping, and crafting the overall look and feel of a website, while a video editor manipulates raw footage, selects clips, and ensures perfect timing and flow. Each role requires distinct tools and skill sets.

Today, there’s a trend towards roles requiring a blend of creative skills such as video editing, web design, and marketing creation. However, each of these roles demands specific expertise, and expecting individuals to excel in multiple specialties can be unrealistic and even disrespectful to their profession. If someone claims to be a jack of all trades, dabbling in editing, photography, social media, audio editing, and web design, chances are they’re mediocre at best in each category. Each of these roles represents a distinct craft that requires years of dedication and sometimes specialized degrees. Assuming that a generalist is an expert in each area is overly ambitious.

However, if you’re seeking a generalist who can handle basic tasks across multiple categories, that’s understandable. Just be aware that this individual may not deliver in-depth creative outcomes comparable to a specialist.

When job listings are overloaded with requirements, they can deter qualified candidates from applying, prolong the hiring process, and result in missed opportunities for the company. When partnering with Certified, we assist our clients in reviewing job listings and identifying the actual requirements necessary. Sometimes, clients inadvertently combine multiple roles into one, which is often unrealistic.

We urge hiring managers to review job postings carefully and consider whether all listed bullet points are truly necessary or if multiple roles have been merged. If your job post has been unsuccessful for weeks, it may be worth reassessing the details. Certified is here to help. Reach out today, and we can refine your post and assist in finding the perfect candidate for your specific needs.

A.I.- We’ve all been hearing about these two letters in the background for quite some time. First it was sort of in the distance, maybe a few years away from really being involved in our daily lives. Now, it is here. Today. It is a part of our daily lives and we can’t avoid it. Instead, we now navigate how to use it effectively. And everyone has a different opinion.

The term A.I. stands for Artificial Intelligence. It can be used in many industries such as such as cars and machinery or part of an online program that assists with writing. It is a very diverse tool across the board.

At first, this may seem fantastic. A fancy new tool to make everyone’s lives easier- what could be better? Admittedly, I’ve used the copy assistance A.I. tool from time to time when writer’s block hits. But, when taking a deeper look into this phenomenon, the A.I. wave has caused quite a few headaches within the hiring and specifically creative industry.

Let’s take a deeper look at the example of using A.I. to assist with copywriting. For one off moments where copy assistance is needed, this tool is great. It is like a band aid for a quick fix. This feature, however, should not replace copywriters. A copywriter intertwines the human element; critical thinking, creative solutions and perspectives that an A.I. feature cannot replace nor provide.

If, for example, you are rebranding your organization a copywriter can find your tone or voice and communicate it out effectively to your directive audience. This type of technical and creative writing is a skill that takes years to perfect and can only truly be accomplished with a human behind the keyboard.

In the news, you may have read about the recent writer’s strike in Hollywood. This strike was a very big deal and thankfully has ended (for now). The Screen Actor’s Guild of America united on several fronts, but one of their main topics for change revolved around the use of A.I.

In the historical 148-day strike, writer’s claimed that A.I. generated content should not be credited and referred to as material. Additionally, SAG-AFTRA argued against the use of A.I. generated characters because A.I. has the ability to incorporate features that resemble real life actors without consent.* This tool is taking away the individual, human, uniqueness that comes with bringing on real life talent. And with that, the compensation associated. For studios, A.I generated characters and content is certainly more affordable. It can also be quicker and faster, which studios see as a bonus. But is it fair? Is it ethical? Can and should A.I. content replace human jobs, skills and even facial traits?

Let’s go back to the example of the company trying to rebrand itself. Right now, hiring managers mistakenly think they can simply use A.I. for all of their copy needs; newsletters, essays, SEO copy etc. But is the writing really hitting all of the marks your leadership team wanted to fold in? Does the copy help with your SEO? Is the tone too much or too little? How can you talk through a concept and brainstorm or problem solve? A human writer has the expertise and knowledge to perfect copy for their client. Relying solely on an A.I tool is not advised and can actually lead to more rounds of revisions to get it right. Sure, A.I can be a tool for that quick fix, but for large projects a skilled writer makes all the difference in the quality of work.

Bottom line, hire people. A.I. should not replace writers, actors or any other job. It is an impressive tool that has the ability to enhance and assist in content development, but it should not replace the workforce.

Do you agree?

* Jake Coyle, “In Hollywood writers’ battle against AI humans wins (for now)”, Associate Press, September 27, 2023, https://apnews.com/article/hollywood-ai-strike-wga-artificial-intelligence-39ab72582c3a15f77510c9c30a45ffc8

The landscape of modern interviewing has changed drastically. With Zoom meetings now a commonplace occurrence and access to social media platforms like LinkedIn, Facebook, and Instagram giving future employers an inside look at personal profiles, it’s now even more important to know how to prepare for an upcoming interview in order to maximize your chance of success.

So, what are some things both recent graduates and seasoned veterans can do today to prepare for a successful tomorrow? With 60 years of experience in the art of placing ideal candidates with ideal employers, we put together a list of do’s and don’ts to give you a head start on your interview. Let’s take a look!

What should a candidate do before an in-person or Zoom interview?

1. Do your research. LinkedIn is a great tool to glean information about your interviewer. If you know the name of the person who is conducting your interview, reach out, connect on LinkedIn, and find out as much about them as you can. If you have something in common, write it down and be prepared to tie it into the conversation when the time is right. Icebreakers and commonality are key in setting yourself apart.
2. Make sure your resume is spotless. Highlight the most relevant jobs on your resume that best match the position you’re applying for. If you feel it’s necessary, place irrelevant jobs and experience in a designated “Additional Work” section on your resume. If you have any gaps in your resume, be prepared to answer that question honestly. Perhaps you took some time off for continued education, to travel, to have a child, to volunteer, or to find yourself. Whatever the reason, make sure you fill in that gap with something uplifting or positive.
3. Have a story to share. Think of a time when you displayed your worth to a former employer. Find a moment during the interview to explain how that experience impacted the company. A good story is essential in getting an employer to remember who you are several days down the line when interviewing has finished.
4. Bring a few copies of your resume to the interview. Many times your interviewer won’t have your resume in front of them, or they will have lost it, or they won’t have enough copies to pass around. This shows you’re prepared, which is what most employers are looking for right off the bat. Keep one for yourself with the job description prominently displayed so if your mind goes blank, you can seamlessly answer questions that pertain to the position.

How should you dress for the interview?

This seems like a no-brainer but your appearance speaks volumes about who you are as a person. The short answer is this: Dress up. Look good. Dress yourself one-step-up from what your employer would require. Research the company as much as possible to get a feel for company culture and image. Then take that image and elevate it.

What types of questions should you expect to answer and ask?

Here’s a few common questions you should expect to answer:

“Why did you leave your last job?”
Answer this question positively and never paint your former employer in a negative light. If you left because you’re seeking more income or if your last boss was not a great fit, respond with something along the lines of, “I’m looking for a new position that will utilize my financial background in a more sophisticated manner.”

“Why do you want to work for this company?”
Do some research and point out some areas of the company that interest you. The more specific you are the better chance they’ll remember you.

“What are your strengths and weaknesses?”
Talk about what would make you an asset to the company and focus almost entirely on your strengths. If they ask about your weaknesses, answer honestly while complimenting yourself—“I’m detail-oriented almost to a fault, so sometimes I overlook the big picture.” Stay positive and if possible, turn your weakness into a strength.

Questions to ask:

“What does a typical day look like as a (job name) at (business name)?”
This gives you the ability to understand what to expect, interject, and connect with something you’ve done previously that relates to the job you’re seeking.

“What does your ideal candidate look like?”
Listen to their answer and if you recognize a common characteristic, don’t be afraid to discuss it.

“Why do people enjoy working at (business name)?”
This gives you the opportunity to see if you’re a right fit for the job, and also shows you’re interested in the company culture.

“What should I look forward to experiencing?”
Understanding what your future looks like will help you connect with your interviewer and gives you an opportunity to show excitement for the position.

“How many people are interviewing for the position?” “Where are you in the interview process?”
Knowing the playing field gives you a better read on where you stand.

Other tips on questions:

Avoid big blanket answers like, “I’m a real team player,” or “I enjoy all facets of the industry,” or “I’m a quick learner.” These answers will be forgotten immediately. Be unique, thoughtful, and honest.

If it’s your first interview, avoid talking about salary—unless they bring it up. The first interview should be about getting to know one another on a personal level, and giving your interviewer a solid idea of your differentiators. If salary comes up, don’t give them the first figure. Right now, it’s a candidates market. There are more jobs than people to fill them. Instead, ask for a range. Visit Glassdoor and see what people are making in similar positions in that location. And remember, in states like California, future employers aren’t allowed to ask you what you made previously.

What are some general tips for interview success?

• Stay positive! If it starts to go downhill, change topics immediately. Saying things like, “I’m not that good with computers,” may seem innocent but can actually ruin your chances of landing the job. And if Covid comes up, try to find something positive you’ve experienced during the last several months—employers like to know that you can react to stressful environments with poise and astuteness.
• Try not to bring up anything of concern, especially at the end or beginning of the interview. People remember your first and last impression most. Between those impressions, your job is to weave in a memorable story about your career, future expectations, and personal experiences that communicates your value.
• When the interview is wrapping up, ask what the next steps are. This gives you an opportunity to lead your interviewer into answering the question “How’d I do?”
• Wear pants. You don’t want to be caught having to get up during a Zoom call to find a document or book or brand guidelines or your resume and give your interviewers a much more in-depth look at yourself.

What should I do after the interview?

During the end of the interview, thank your interviewer for the opportunity to meet with them. After that, make sure to follow up immediately by email and thank them again for their time, and restate your interest in the position.

Follow up one week later with a cordial note and again restate your interest in the position. Eventually, if you don’t get the job, don’t be afraid to constructively inquire why you didn’t land it. This gives you the opportunity to learn what another future employer may be looking for, enabling you to adjust your resume and better prepare for the next interview.

We’re always here to help our candidates land the job of their dreams. If you have any questions about your upcoming interview, always feel free to reach out and we’ll do everything we can to make sure you’re comfortable and prepared!

When it comes to hiring a full-service recruitment company, many businesses are afraid of one thing: costs.

But what many businesses don’t realize is that the cost of hiring the wrong candidate and spending hours sifting through stacks of unqualified candidate resumes costs even more. Not to mention the endless cycle of hidden costs associated with turnover, onboarding, and training new employees. ¹

With all this movement and uncertainty, realizing maximum employee potential can take months, if not years. Without a streamlined system in place of hiring the right candidate immediately, time, money, and resources are wasted —and that means a lower top and bottom line.

At Certified, we pride ourselves on our transparency as well as our ability to find you the right employee the first time around. So, let’s dive into some objections about costs and put your mind at ease—because, in truth, finding the perfect employee will pay for itself almost instantly.

1. Markup fees go towards making your business better.

Let’s start by addressing a common myth: “Staffing companies markup everything. It’s a waste of money. I can do it cheaper myself.”

Wrong. In fact, as we mentioned earlier, our full-service staffing company is designed to help businesses save money.

For example, in regards to temp work, Certified takes care of several time-consuming processes including federal and state documentation requirements, satisfying all payroll tax liabilities, managing workman’s compensation and unemployment claims, issuing W2’s, and providing employee benefits, among others.

And when it comes to our direct-hire clients, many businesses are scaling rapidly and don’t have the time to look for the “perfect fit.” Instead of spending weeks searching through endless piles and files of resumes, businesses can focus on what’s most important—continuing to grow.

About 75% of candidates who apply for jobs are unqualified. ² That translates to 75% of your time wasted looking for a hire.

With a company like Certified, we’re busy finding the right candidates—all day long. We have a network in place, and know what fits when it comes to company culture and skillset requirements.

And, if your business already has a staffing team in place, we’re built to support them, matching perfect candidates with their ideal roles in a streamlined and time efficient manner so you can scale efficiently.

The result—A team of highly qualified employees working together to enhance your business.

2. We do things you don’t even think about.

We save time, we take the hassle out of finding the right hire, we guarantee our placements, and we stand behind our candidates. Outside of that, Certified also offers a diverse range of personally tailored staffing solutions. Because we’re a boutique agency with veteran recruiters who know all of the intricacies of the industry, we go out of our way to ensure your business grows to scale with the right employees. National corporations simply don’t have the hands-on capabilities we do to deliver efficient staffing solutions in local markets.

Plus, because we’re here 24/7 with expert service, you have a go-to staffing team that works directly with you to ensure you have minimal hiccups along the way.

3. The value of our time as experts is more cost effective than using generic recruiters.

Generic national staffing companies would be better characterized as “staffing coordinators” rather than “recruiters.” A staffing coordinator posts jobs and waits for the candidate pool to come to them.

That’s not what we do.

Certified is a full-service staffing and recruitment company. We seek out candidates by building relationships, actively networking, attending job fairs, and reaching out to universities and staying in touch with community colleges to grab talent before they graduate. This means we have a highly qualified talent pool at all times.

On top of this, we gauge each industry’s peak period for hiring and anticipate having a deep client pool to satisfy the need. So, say you have an insurance renewal deadline approaching and will need specialized staff to support your team. We anticipate that need and staff accordingly.

And, as a full-service staffing agency, we can add specialized candidates quickly. So if you need a tile expert with a decade of experience who’s a member of BAC, we can get an ideal fit in the shortest amount of time possible. By combining our talent relationships with our ability to recognize a business’s culture and skillset expectations, we narrow the playing field.

Plus, with our “family run” business dynamics built upon a reputation of success, you get a personalized staffing experience where the needs of your business come first—we don’t win unless you win.

4. Myth: Staffing companies are pure profit. Fact: Certified reinvests in quality talent.

One of the biggest myths about the staffing industry is that the difference between the pay rate and bill rate is pure profit for the staffing company. Not true. As mentioned before, there are many costs that the staffing company absorbs to relieve the client of certain expenses and liabilities associated with hiring.

For each of our placements, 80% of the entire fee goes towards the candidate’s salary, pay, insurance, workers’ compensation, and taxes. Through our transparent billing process, businesses can easily identify the quality of talent versus the fees associated with acquiring that top-tier talent.

And let’s not forget—regular turnover rates are a huge financial burden for companies. In fact, turnover can cost companies 33% of an employees annual salary.³

On top of all this, 95% of the time when we ask an employer, “When do you need this position filled,” their answer is “Yesterday.” Fortunately, Certified has already been recruiting “yesterday” and is ready to place the ideal candidate with your company today.

5. You shouldn’t be nervous about using a full-service staffing agency.

Most of the time, businesses are worried about the cost associated with a full-service staffing company like Certified. But behind the cost comes an immense amount of work, research, and veteran knowledge to give our clients the best possible hiring opportunity.

Aside from that, many businesses may have had a less-than-stellar experience with a previous staffing company. Our job is to assure the client that their business is in good and capable hands. That’s why we’ve been around for 60 years.

But much of our decades-long success is built upon our dedication to the industry and the businesses we serve. We visit businesses and job sites to get a feel for the environment so we can identify the perfect candidates in far less time than a national staffing company can. We also take into consideration a number of variables including commute time, parking, and personality traits, and use our selective process to make sure you receive the ideal candidate.

Not only that, but we research resumes to qualify candidates so you don’t get stuck with someone who may not be exactly what you’re looking for. ⁴ By checking references, education, background, and doing our due diligence, we save your business literally hundreds to thousands of hours in recruitment time. In fact, a recent Investopedia study reports it takes on average 42 days to fill a new position—and that’s without training and onboarding—all for a candidate that may or may not last two weeks.

If there’s one thing Certified knows for certain, it’s that many businesses are constantly searching for a well-qualified candidate that can help take their business to the next level. Why not remove the hours, money, and stress surrounding finding that employee, and discover them in one step with a top-rated company with over 60 years of experience?

At Certified, we’re more than just a full-service staffing company—we’re a time and money-saving solution built specifically to enhance your business and bottom line instantly.

1. https://www.investopedia.com/financial-edge/0711/the-cost-of-hiring-a-new-employee.aspx
2. https://www.businesswire.com/news/home/20140910005092/en/National-Survey-Reveals-75-of-HR-Professionals-View-Job-Seekers-as-Unqualified
3. https://www.forbes.com/sites/johnhall/2019/05/09/the-cost-of-turnover-can-kill-your-business-and-make-things-less-fun/?sh=7ac5f4c77943
4. https://www.cnbc.com/2020/02/19/how-many-job-seekers-lie-on-their-job-application.html

Landing any type of meaningful employment gig, whether short-term or long-term, contractor or warehouse, retail or office requires an understanding not only of what employers are looking for in a potential employee, but also what differentiates the employee from everyone else.

In short—it’s your differentiators that can help elevate your chances of employment as well as lead to long-term positions, pay raises, and increased responsibility and trust.

So how do you position yourself both on paper and in person to enhance your chances of landing the job you desire?

Here’s a few pointers to get you started:

Tell Them You’re Ready to Work

Employers in the short-term and contractor arena generally lean towards candidates whose schedules are flexible. Candidates who are willing to pick up shifts and work nights and overtime tend to rise to the top of the candidate pile solely because they have the ability to help out whenever needed. A willingness to adapt to a fickle work schedule demonstrates a solid work ethic and can lead to more long-term employment opportunities.

Also, companies love hiring individuals who are not only flexible, but also possess an enthusiasm to learn more and excel at their job. It’s important to let your employer know that you’re willing to learn and are open to a diverse range of employment opportunities.

All that being said, if you truly do not have a flexible schedule, it’s important to share that information with your potential employer and employment group to avoid any conflict or miscommunication. The last thing anyone wants is to hire an employee only to find out they can’t do the job or work the hours as discussed.

Show Off Your Skills

All employers love to see what skills you bring to the table—as long as they’re relevant to the job. When it comes to your resume, be sure to point out any education, experience, or specialized skills that can directly help you land the position you’re seeking. If you’re bilingual, be sure to list that at the top of your skills. Bilingual workers can generate higher pay and more long-term employment opportunities especially in professional and office workplaces.

If you find your resume to be a little light on experience, include a list of awards, education, or interests that pertain to the job description. And if you still aren’t filling up the resume sheet, then do your research on the company and be prepared to strike up a conversation during the interview that shows you’ve done your work and truly understand and are interested in what your role will be within the organization.

It’s also important to understand that many companies actually prefer hiring new or inexperienced candidates as long as they show a willingness to learn. Your trainability gives the company a chance to help you hone your skills from the ground up in a way that maximizes productivity while setting you up for future employment opportunities both inside and outside the organization.

Educate Yourself

When you take on a new position, whether in an office or a warehouse, it’s vital to express an interest in learning new skills and adding value to the team. A willingness to learn new aspects of a job or a different aspect or area of a company can lead to increased pay and long-term employment.

Not only that, but by laying out a genuine enthusiasm for the job you’re seeking as well as showcasing your interest in expanding either laterally, vertically—or both—you can diversify your future job options across several industries.

Look Your Best

This goes without saying but appearance is crucial when making a first impression with an employer. So how do you know what appropriate attire is? Simply dress according to the position you’re looking to fill. Still don’t know what that entails? If you’re looking for an office position, research the website of the company you’re hoping to work for to get a feel for their company culture and then dress yourself one-step-up from what you see.

If you’re applying for a warehouse position, look neat and presentable—no baseball caps, logos, or strong fragrances.

And no matter what job you’re applying for or currently at, remember to put the iPhone away and focus on what you’re there to do—work!

Be Positive

Everyone likes to be around friendly, happy people. When you enter your new job with a positive attitude, you not only open yourself up to new relationships, but also to additional employment opportunities. Employees who react positively to constructive criticism find themselves in growth opportunities. By being a productive and positive team member, you can demonstrate your commitment to enhancing your career and furthering the company culture.

Plus, a positive attitude not only benefits your future employment opportunities as well as the company at large, but it also stimulates your brain and increases energy levels, empowering you to carry out your job duties at a higher level. Added bonus—positive thinking also reduces stress!

Communicate Effectively

No one likes drama—especially in the workplace. And no employer likes no-shows! Not every work environment is perfect. Sometimes miscommunication can lead to workflow issues, wasted time, or an unhealthy work environment.

By expressing your own concerns as well as listening to your employer’s concerns, you can create an atmosphere that suits your work/life expectations and keeps stress to a minimum. Good communication between management and team boosts teamwork and leads to better project and duty collaboration as well as creating an uplifting environment void of careless errors.

And when it comes to missing work, always let your employer know. We all have days where we just can’t make it to work. No matter what the excuse, reaching out to your employer or to your Certified representative can not only keep you employed, but can also build trust as well as generate a stronger relationship and line of communication between you and your employer.

And if the job just isn’t right for you, try your best to give two weeks notice. This gives our team at Certified enough time to find you new work, and also shows you respect your current employer, opening you up to positive employment references for future job openings.

 

At Certified, we believe in creating a system that supports our candidates and expands their careers with our expert guidance and experience. We want you to have the best chance to elevate your career and land the job that will make a difference in your life both professionally and financially. If you need any further assistance on how to enhance your employment potential, simply reach out—we’re always here to help you advance your career and your future.