For some, delegating comes easily. For others, perhaps the entrepreneur who has grown her business from a one-person to a ten-person firm, letting go is next to impossible. You’ve heard this type of person referred to, in hushed voices, as a control freak or a micromanager. Still others keep theirs as a one-person company, and their refusal to hire help causes them and their business problems. Failure to delegate may even make someone go out of business, leading this person to have to get a job working for someone else. For those who are not self-employed, the inability to delegate may lead to time and project management problems.

1. Choose what you wish to delegate!
What defines you and sets you apart from everyone else? That’s what you should be doing with your time. Pick as many non-priority tasks that others could do as well as you, and delegate those efforts. Focus on your priority task.

2. Pick the best person to delegate to.
Learn the traits, values, and characteristics of those who will perform well when you delegate to them. Pay attention to whether someone asks questions at the time a task is assigned. Listen and observe. You’ll find out quickly about people who are willing to take on responsibility if they’re already taking it on their own.

3. Trust those to whom you delegate.
Along with trust, you also have to give the people to who you delegate the chance to do a job their way. There is more than one acceptable way to do a task in most cases. You have the right to require that whatever you assign is done accurately and well.

4. Give clear assignments and instructions.
One of the most frustrating things to any employee is not having clear expectations or the resources to meet those expectations. Think about what you would need to know if you did not understand how to do what it is that you are attempting to explain. Think back to that time when you were learning, when you were a neophyte.

5. Set a definite task completion date and follow-up system.
Establish a very specific deadline at the beginning of the project, including several mini-deadlines. In this way you may follow up and check on the job’s progress, rather than waiting until the final deadline. This is especially important if you’re not yet comfortable with the skill level of the person to whom you delegated this project.

6. Give Credit. Give Credit. Give Credit.
It can’t be said enough. Ah… give credit. There. You will inspire loyalty and a wish to serve if you give other people credit for their achievements. It can be as simple as letting others know about the help someone is giving you when you introduce that person. Weekly, monthly, or annual performance reviews are another obvious place to give credit to those whom you delegate work.

Molly Hallgren, Celebrity Staff Senior Account Manager

About the Author, Molly Hallgren
Molly Hallgren has worked with Celebrity Staff since August of 2009. As a senior account manager Molly searches for top talent by networking, sourcing, and through referrals. In previous positions, she has managed marketing activity for a national N.P.O. and directed corporate salon sales for aNebraskadistributor. She also writes movie reviews for a radio station inChicagoand enjoys sharing her critiques on air. Originally fromCleveland,OH, Molly graduated with a B.B.A in Marketing and Communication. Outside of work she enjoys basketball, bike riding, and road trips.

How, exactly, are you leaving a memorable impression? With a charming personality? Perfect. With a sharp suit and a good handshake? Fantastic. With an email address that causes an employer to do double take? Not so good. 

The content of an email address, which may seem insignificant on the surface, tells employers a lot about you in a very little amount of space. As a job seeker pushing resumes, every bit of information on that piece of paper represents you and should put you in the best light. Stating in an email address how incredible you are, how much you love frogs, which NASCAR driver is your favorite, or your idolization for Hugh Hefner may have a bigger part to play in not getting called back for all those applications and resumes you’ve been submitting than you thought.  

Think you need to showcase your creativity? Think again. Don’t let your contact information be a nugget of afternoon entertainment for employers or recruiters. Instead, keep the address simple by using your name and a couple of numbers, and avoiding obscenities, slang terms, and intentional misspellings of words (you know who you are, Frogluver).

You never know – the email address you are using could be the deciding factor in whether your resume goes in the “call back” pile or straight to the recycle bin.

Nikki Simon, Celebrity Staff Staffing Assistant

About the Author, Nikki Simon
Nikki Simon has been working as a staffing assistant for Celebrity Staff Lincoln since October 2010. As a staffing assistant, she sources, recruits, interviews, and performs behind-the-scenes administrative support work for the Lincoln branch. She comes to C&A from the radio industry where she began developing her interviewing and sourcing skills by assessing and corresponding with musical talent. Outside of work, she frequents concerts, half marathons, vegetarian bistros, and adventures with her boyfriend, Daniel, and their two dogs, Ernie and Artie.

For the most part, we’ve gone far beyond the origins of this gesture, which in Medieval times provided a way to demonstrate the absence of weapons for the approaching parties.   

From an employment perspective, we’ll focus on using the handshake as one facet of making a good impression on your interviewer, and potential employer.

DO:  Extend your hand, even if the interviewer does not offer their hand first.

DON’T: Be afraid to excuse yourself from the act if you are currently or recently very ill. Courteously explain that you would love to shake hands, but must refrain in order to prevent the spread of germs due to feeling under the weather. (This won’t count against you, it will be appreciated.)

DO: Offer your whole hand, extended to the side, thumb up.

DON’T:  Only offer up your fingertips; this is a weak gesture. It will feel awkward to the interviewer as well.

DO: Grasp the interviewers hand firmly and make eye contact. A firm handshake paints you as being confident with a good energy level.

DON’T: Act surprised the interviewer wants to shake hands. Anticipate it and as they approach, those with sweaty palms can quickly and surreptitiously wipe it gently on your pant leg, so you can present a dry hand, even if you are nervous.

DO: Grasp firmly and pump up and down twice then release.

DON’T:  Try to break anyone’s fingers in your attempt to be firm, but nine times out of 10, people tend to be too weak than too strong in their grasp. Also, don’t over pump or cover the shaking hand with your free hand, we’re going into an interview, not handing out big prizes on a game show. 

DO:  Offer your hand to the interviewer to shake as you depart the meeting (following all the same rules as the initial handshake) while thanking them for their time.

The ideal grip starts you off on the right foot (or shall we say hand). It “instant messages” via touch that you are confident, prepared, and feeling enthusiastic about the opportunity to be considered for the prospective job.

The best handshake is not memorable. It’s merely a stepping stone for you to dazzle with the rest of your interview skills. Chances are if it’s memorable, you inadvertently displayed a “don’t” or two from the list above. An astute interviewer is observing and assessing everything. Brush up on the tips above and don’t be afraid to “put ‘er there!”

Sheri Conner, Celebrity Staff Recruiter

About the Author, Sheri Conner
Sheri joined Celebrity Staff’s Lincoln office as an account manager in 2007 and is now a recruiter.  She brings a wealth of experience from the banking and mortgage industries, as well as experience in small business ownership, e-commerce, and in the entertainment field. Sheri is an Ambassador for the Lincoln Chamber of Commerce and a member of the Lofte Community Theatre where she appeared on stage in October 2009 in a comedic role.  Sheri also consults in the music industry for independent record labels and musicians both locally and in NYC in her free time.

Goals are the essence of success characterized by a feeling of being in control of your own destiny. Think where you are and where you want to go. With clear goals, you will fly straight like an arrow toward your dreams. Yes, you’re busy. But are you “good” busy? How will you know what good busy is if you have not taken the time to figure out what your goals are for today, this week, this month, this year, and even over the next five or ten years? Having a clear idea of what you want to do with your time is what goal setting is really all about.

Examples abound of just how powerful goals can be in shaping behavior. Clear organizational goals can drive employee efforts throughout an organization. But if employees do not know what the organization’s goals are, those goals lose the ability they have to energize employees toward achievements. Communicating organizational goals to employees is essential for achieving desired outcomes. Bob Danzing, former Hearst newspapers executive who is now a motivational speaker and author, shared how goal setting helped him when he was a child in foster care on his journey to one day becoming a CEO: “The social worker simply told the 11 year-old child, ‘You are worthwhile’ every time she met with him. Those three words invited that child, for the first time in his life, to see possibilities for his life. Goals, as it were. I never forgot her words. They were with me as I took my first job as a teenage office boy at the Albany, New York, Times Union. Her goal-inviting words were with me as I became publisher of that newspaper and remained as an ongoing incentive when I became nationwide CEO of all Hearst newspapers for twenty years. Early goal seeds can sprout to become a lifelong garden.”

If you have not been goal-oriented recently, it’s not too late to start or rethink your career (or personal) aspirations. Goal setting goes hand-in-hand with another fundamental principle of optimum time management: planning. You need goals in order to plan better. Better plans usually lead to greater efficiency and improved results. Of course, I have to remind readers about “the best laid plans of mice and men” and Murphy’s Law, that anything that can go wrong, will. Goal setting and planning do not mean you can completely control the world or the outcome of your actions or the actions of those with whom you work. There is; however, a greater likelihood that you will achieve your goal if you have a direction and a strategy in mind.

By setting goals, you know where you’re going. Goals are necessary, at work or in your leisure time. Without goals you’re more likely to flounder and react erratically to opportunities and problems, with too little perspective on the effects they will have on your personal and professional life. You must have long-term goals to keep you from being frustrated by short-term failures.

How many goals should you have? One? Six? Nineteen? How many can you handle at once? Working on three ambitions simultaneously and being very busy in its pursuit might be completely age and situation appropriate for some, while others can effectively take on more or less.

A crucial step in time management is to decide on your long-term and short-term goals. The next all important action is to write down those goals. By putting them down on paper (or doing so electronically) you are reinforcing those goals and your commitment to them. Date your list of long-term goals so you can review it from time to time; create a schedule to review your goals and proceed to ask yourself if you are moving toward achieving the goals or if you need to substitute different ones. Be as concrete as possible in formulating your goals. Avoid vague statements such as, “I want to be rich,” or “I want to be more creative.” The key is to establish specific measureable goals that you can work toward in clear-cut steps.

Molly Hallgren, Celebrity Staff Senior Account Manager

About the Author, Molly Hallgren
Molly Hallgren has worked with Celebrity Staff since August of 2009. As a senior account manager,  Molly searches for top talent by networking, sourcing, and through referrals. In previous positions, she has managed marketing activity for a national N.P.O. and directed corporate salon sales for a Nebraska distributor. She also writes movie reviews for a radio station in Chicago and enjoys sharing her critiques on air. Originally from Cleveland, OH, Molly graduated with a B.B.A in Marketing and Communication. Outside of work she enjoys basketball, bike riding, and road trips.

And the staffing industry gets to hear both sides of the story.

So what can prospecting candidates do to improve their chances of being selected? 

First of all, avoid applying for jobs for which you are not qualified. Job descriptions can be lengthy and cover quite a bit of information and it can be difficult to stay patient and read through each point. Slow down. Take the time to understand the proficiencies listed as requirements for the role. Chances are if the terminology is unfamiliar, you would be in over your head in trying to perform the duties entailed with the job. Flippantly applying for everything listed by a company appears like either desperation or lack of awareness in your skill set and career goals. Bear in mind that many organizations are spread thin due to prior cut backs and lay-offs.  Therefore, the expectation is to hire someone who has recently or is currently performing well in a role similar to the one for which they are hiring.

Next, create a compelling resume and use it. Resumes should highlight your accomplishments and relevant experience and be geared toward the role being pursued. That does not mean leave work gaps just because it was in a different field than the overall career direction. Employers tend to question validity when, in conversation about work history, additional jobs were held but not listed in the timelines. The resume is sometimes the first and only impression hiring managers will have.

Think of this job history as a trophy room on paper. Recognition, awards, accomplishments, and goals attained are not only welcome, they are encouraged! Keep it factual and topical so the reader can visualize how these career high points can positively impact the company. Every industry has its own expectations of what a resume should include. Sales people should list specific number results to reveal past success. Detail oriented job seekers such as data entry and executive assistants must ensure the information is laid out in a clear and concise manner with no typos or errors. Marketing and advertising professionals, your resume is likened to your portfolio where creativity speaks volumes.

Provide all requested information in an application, paper or online, completely and accurately. Many job boards allow the capacity to simply inquire about a position without full completion of application. Provide some details which will pique the interest of the hiring manager to connect and learn more. The average job listing can generate into the hundreds of applicants and the quickest way to get disregarded is to send only contact information without even a resume or explanation of qualifications. If requested to finalize the application process, that is your cue to show ability to listen to direction as well as willingness to put forth effort into your work. Employers begin evaluating job and company fit from the very first conversation or attempt to connect.

Finally, be aware at all times of professional image. It is no secret that social media has dramatically changed the job market. If corporate image is highly important, realize that hiring managers will search for your name on the Internet to see what they find. Keep any and all searchable evidence of your personal life professional; which means keep those pictures of partying with the friends on private and blocked profiles! Other modern day technologies are no different. Always consider what message you want sent to prospective employers when choosing ring back tones on your cell phone and email addresses that are provided as means of contact. 

So you’ve gotten the employer interested and calling you for an interview. Congratulations! Stay tuned for tips on how to ace the interview and get the call back.

Tressa Hyndman, Account Manager

About the Author, Tressa Hyndman
Tressa has been in the staffing industry for two years.  Her professional background includes over nine years of retail and banking management where recruiting for her own team played a large role in building successful teams.  Since joining Celebrity Staff Tressa has used her versatile experience to partner with clients and candidates alike to find the right match for career opportunities. Tressa has her Master’s Degree in Human Resource Management from Webster University.  In her free time Tressa enjoys spending time with family, listening to music and reading.

Looking back, now a recruiter, I never realized how comparable the two professions are. For starters, we both work on a contingency basis – most recruiters are not paid until after you hire their candidate. We both adhere to strict confidentiality – many times we have signed agreements regarding trade secrets, intellectual property, and keeping pending layoffs or releases on a “need to know” basis. Also, we both advise individuals how to proceed through stressful and difficult situations. Aside from who you marry and what (if any) religion you choose, deciding whether to leave a company or where to start your new career is one of the three biggest decisions you’ll ever make. Unfortunately, our industries also have negative perceptions; “sharks” vs. “headhunters”. The similarities are endless.

However, one thing that does differ is how much disclosure the client offers their representation. Attorneys deal in full disclosure. Based on the information you provide, they need to form a game plan, brainstorm with their team, work long nights, fact check, find credible references, prepare you for questions or objections that may arise, source experts in their fields; whatever it takes to help you win. Yet, when it comes to some of our clients as recruiters, we are expected to deliver with limited information. I’ve had orders for “an administrative assistant who knows Excel and is professional” – that’s it. Working in a metro with a population over two million, a lot of people can fit that bill! When you partner with an attorney, the first thing they ask is for you to tell your story: The who, what, when, where, why, and how. You’re advised to be up front and as detailed as possible. After all, if your attorney doesn’t know what they are working on how can they possibly be an effective partner?    

Partnering with a recruiter should be no different. We also need to know your story. If you have an opening, I’m going to need at least 20-30 minutes of your time to fully understand your situation, starting with your urgency. Why the position is open, what methods have you already taken, what you’ve been looking for that you haven’t found yet, what happens if this position goes unfilled and what is your “drop dead” date. I’m not here to waste either of our time. So, if there’s no way you’ll have approval to hire somebody until May due to an unwavering, iron-clad budget, you don’t need to interview my candidates in December.

For job specs, I’ve had many clients that will forward descriptions they’ve spent hours preparing and posted on their websites. While they may be descriptive on the day-to-day duties and qualifications, rarely have I seen any that include what makes a good cultural fit. People make hiring decisions for weird reasons. If it was strictly the specific skillset they were looking for, we’d have a much better interview to placement ratio and our clients probably wouldn’t need us. No, they also want someone who will get along with their coworkers, take initiative, be reliable, etc. Companies not only expect us to make good technical and chemistry matches, but if they do make an offer, they want us to find a candidate that will accept the offer.

There’s a hidden aspect of our role that a lot of clients don’t realize. In order for our candidates to be interested in interviewing with you, oftentimes, we have to sell them on your opportunity. Why are you better than any other job opening right now? Why would you be better than the career the already have? Next to a divorce or death in the family, changing careers is one of the most stressful times someone can go through. Changing careers though, is something they can sometimes control or choose to do. Sell me on your company, not just your salary and benefit package. Give me the vision. Will this person be challenged? Is there advancement? Are you on the rise? Are you a stable company? Why do you like working there? If you can’t open up to me and sell me on why this is a good opportunity, I won’t be able to ensure my candidates are excited about you. Case closed.

I don’t regret my decision to forgo a legal career. Working in a legal niche, I’m able to stay abreast of the terminology, jargon, and industry. I still wear suits to work and I’ve even thought about buying a nice briefcase, but I’m not sure what I would put in it. In the end, we both maintain the best interests of our clients and all parties involved. We’re here to help you. There are few things more rewarding than finding a match for our client, they thought would be impossible. When it happens, I still have my Danny Kaffee moments – frozen, excitedly stunned, with a “Did I just do that?” look on my face as it all sinks in. I did the unthinkable. Hopefully more clients will see the benefits of full disclosure with their recruiters. Until then, the defense rests; I’ve always wanted to say that.

Brad Lewis, Celebrity Staff Kansas City Branch Manager

About the Author, Brad Lewis
Brad joined Celebrity Staff in 2005 and currently serves as Branch Manager for Celebrity’s Kansas City branch office. Prior to joining Celebrity Staff, Brad was a business consultant in the communications industry for five years working specifically in theKansasandMissouridistricts. As branch manager, Brad concentrates on ensuring excellence in the overall operations of theKansas Citybranch for both clients and employees. Outside the office, Brad enjoys spending quality time with his wife and their family.

I started thinking about how many people are truly happy with the jobs they currently have? If they are not happy, how can I incorporate my knowledge, skill set, and hiring options to help these people and consult them into taking the elusive “risk” of changing their career. Risk by definition means “exposure to the chance of injury or loss; a hazard or dangerous chance”. A risk related to leaving your current job is scary for most people. However, staying stagnant in a job and not enjoying it might be even scarier.

I tend to think that everyone wants to hit their full potential. In order to do that, they need to take advantages of the opportunities presented to them! I can tell you one thing, no one reaches their full potential without taking a risk. Unfortunately, in today’s society most people tend to take the easy path out of fear. I firmly believe that “risk-taking” is exactly what our economy is missing.

We offer alternatives to traditional hiring here at C&A Industries, specifically, the “Match Hire” program. In this hiring scenario, both the employee and the employer have a neutral third party to communicate with and assist in the hiring processes. A candidate accepts a position with the intention of it becoming a fulltime placement, as does the company.

It’s amazing to hear a candidate during the interview say, “Well, I don’t think I want to consider the “Match-Hire,” or otherwise known as the “Temporary-to-Hire” program, because what happens if I don’t get hired on? The answer is simple. Every company will perform some sort of evaluation for their employee within the first 90 days of employment. If the candidate feels hesitant, I start to ask the question “Why wouldn’t this person get hired on? Are they not going to perform well? Are they not going to do their due diligence to work hard?” If that is the issue, then it really doesn’t matter what program they are considering. They won’t last long in the job either way! What I am trying to say is, there is very little difference between being hired on by a firm in the beginning or going through the “Match-Hire” program. You work hard, or you have no job.

I like to tell my candidates, you know yourself. If you walk into that interview and you feel you can do that job successfully, and the job offers opportunity, then take the risk. There are endless possibilities that come with risk. No matter the case, you are always taking a risk when you start a new job. Likewise, you are always taking a risk when you make a life decision.

If we start taking risks things will start to grow again – we will gain that competitive edge in the market, there will be more room for advancement, minds will again wander their way back into innovation, and the world will be a happier place. Just kidding, that’s too predictable.  

Lauren Cushing, Celebrity Staff Staffing Assistant

About the Author, Lauren Cushing
Lauren relocated to Omaha early this year from Des Moines, Iowa where she was born and raised. Having graduated with a double major in business management and Spanish from Iowa State University, she planned on pursuing a career in human resources. And that is exactly what she did. Lauren started with Celebrity Staff in June of 2011 as a staffing assistant and is looking forward to an exciting career with C&A Industries. Co-workers would describe Lauren as someone who brings high energy and smiles to the workplace every day. She absolutely loves coming to work knowing that she has the ability and opportunity to change someone’s life. Something that she enjoys doing in her free time is clearing her mind by taking long walks around her neighborhood while listening to 80s/90s music.

The Economy Isn’t as Bad as Reported
The US economy has now risen above pre-recession levels. In Q3 2011, the US economy grew at a pace of 2.5%, and the GDP grew to $13.35 trillion. This exceeds the pre-recession high of $13.33 trillion during the last quarter of 2007. Companies are also beating Wall Street expectations for the eleventh straight quarter. A total of 220 out of 295 Standard & Poor’s 500 Index companies have exceeded forecasts for the third quarter, according to data compiled by Bloomberg.

More Money, More Hiring
Middle management is ready to offer their staff some “workload relief” and are pushing company leaders for bigger budgets. With more cash on hand companies will be granting management requests, and middle management is licking their chops to start strategically rebuilding to their pre-recession staff levels. This has resulted in a rash of hires by companies and doesn’t even take into account holiday hiring or stretched small business owners looking to add key positions to support new business. Simply put, the demand for candidates is going up dramatically. 

More Hiring, Fewer Candidates
Since 2008, it’s been the proverbial land of milk and honey for candidate sourcing. Throw out a job posting, and voilá instant qualified candidates! Candidate pools were bursting with outstanding talent itching for the next opportunity. That pool however has been depleted. The top tier talent that lost their jobs during the recession is already back to work. You can no longer cherry pick the resumes that come in from job postings because it won’t get the results you want. In addition, companies with seasonal projects and temporary assignments are snatching up second level candidates as well.

Top Candidates Aren’t Coming To You
We’re not on easy street now.  You will be at a competitive disadvantage if your in-house recruiting tactics primarily consist of job ads. This will not help you reach the largest source of untapped talent – those who are currently employed. Of potential talent, 84% are happily employed making good money. They are not going to the job boards and looking at your postings, they’re trying to produce excellent results for their current employer. You can no longer rely on these passive recruiting tactics, or you will have a weak candidate pool.

If You Wait, You’ll Lose
The weakened candidate pool means there’s less of a chance you’ll be able to find someone else. If you have a candidate that you like, hire them. The days of having all the time in the world to make a hiring decision while an excellent candidate waits are over. Recently, I’ve had two clients miss opportunities to bring on great talent because they waited too long. They decided to wait on an offer to look at other candidates, and by the time they interviewed those other candidates it was too late. When they came back, the original candidate was long gone, hired by someone else.

Are you having a challenging time finding the right candidates for your opening? Have you felt the sting of the shrinking candidate pool? That’s where Celebrity Staff can help you! Call us today to speak with an account manager about your specific needs.

Adam McCoy, Celebrity Staff Senior Account Manager

About the Author, Adam McCoy
Adam has been in the staffing and recruiting industry for more than two years combined with more than 10 years of client services experience. As a Senior Account Manager, he is responsible for mentoring new employees and cultivating strong relationships with key accounts vital to Celebrity Staff. Adam’s talents include managing accounts across the country, business development, coaching, and employee development. He has been recognized as a key contributor throughout his career through various awards and recognition. 

 Originally from Monticello, IA, Adam is married with two children and stays busy with ministry and family activities. He also enjoys reading about and tinkering with the latest technology and is a self-professed “egghead”