Reading Between the Lines

Resumes can be fun to read. Some hiring managers might be questioning that view, but it is something I enjoy doing. Resumes provide insight into how companies run, can portray a career development story, and highlight personal successes. Sometimes we get those resumes that leave recruiters shaking our heads. Then we have the candidates who appear so extremely impressive, just from paper, it gets companies clamoring to meet and hire them.

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Beyond the Resume

When it comes to starting the search process for a new employee, most hiring managers begin by reviewing resumes. Studies say a hiring manager will spend on average six seconds glancing at a resume before deciding whether or not they will move the candidate to the next stage of the hiring process.

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I ACCEPT! ……Oh wait just kidding…..

I ACCEPT! ……Oh wait just kidding…..

Imagine this…

You have made a job offer to your top candidate and they accept. You have a start date. You’re in the process of running the background check. You have informed all other candidates that you have decided to go with another candidate. One week later, you receive an email or a voice mail that states, “I regret to inform you that I have accepted a counter-offer from my current employer. I will be declining the offer.”

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Hiring For Keeps

I have daily conversations with many HR managers and department supervisors about staffing needs and challenges. These conversations all have a common denominator, “I’m searching for those candidates that offer quality performance, are committed to learning my industry, and will be dedicated employees for years to come.” A fair and reasonable expectation, wouldn’t you agree?

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Making Companies Attractive For Your Candidates

One of the best times of the year has arrived again – college football season! While many of us focus on the number of touchdowns and the amount of wins and losses of our favorite team, do we ever take the time to stop and consider the process it takes for teams to score the touchdowns and achieve the wins? Well, it all starts with recruiting the right players for the right positions. This is no easy task for any team, as all-star high school football players are often recruited by multiple teams. Recruiters and coaches work diligently to sell potential recruits on the team dynamic, opportunity to play and grow with the program, the school history, academics, the college town/city, and the list goes on and on.

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Forget the Money – Show Me the Clams

Countless areas are seeing their unemployment percentage drop, total job openings continue to grow, and across the country there’s an overall feeling that the worst is behind us. If your company is experiencing growth, congratulations – I hope it’s the start of greater things to come. If you are holding steady or even downsizing, there’s still a lot of year left to turn the corner. In either case, growing or looking to improve, the most important thing you can do for your company right now has nothing to do with hiring – it’s retention. It’s crucial you retain your top performers. I’m sure you’ve calculated the cost of losing an employee. While the cost is quite high, it’s nowhere near the exponential loss experienced when your top person leaves and starts performing for your biggest competitor. So what do you do? How can you ensure you keep your biggest producers loyal and engaged? You have to understand their motivators for making a change, their C.L.A.M.S.

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Off the Market

Take a moment to remember back to the feeling you had when you signed off on your first home and drove by your new residence the next day to see a “SOLD” banner slapped up against the “For Sale” sign. Or reflect on the vows you said to your spouse on your wedding day, uniting the two of you together forever. In both cases, you were making a long-term commitment and essentially taking something or someone “off the market.”

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Four Ways to Land Top Talent

Have you ever struggled with finding the right talent for your company? If you’re honest, the answer is yes. Worse yet, have you ever lost that top candidate to the infamous black hole where great candidates disappear never to be seen or heard from again? Then you make a snap hiring decision with a secondary candidate and find out in eight months it wasn’t right.

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Why Do People Work for You?

Celebrity Staff and C&A Industries received notification that we have been selected as one the “Best Places to Work” in Omaha, Neb. for the fourth year in a row. This is an honor to win once, let alone four years running!

In my 17 years at C&A, I have witnessed tremendous growth and change. We have grown from a small company of less than 50 people to a mid-sized firm of almost 500. In the late 90s we were growing at such a rapid pace that it was hard to slow down and establish the infrastructure that has now made us a “great place to work.” The drastically low unemployment rate and high demand for employees in that time meant that our first priority was taking care of the “customer” and it wasn’t until the market stabilized a bit after the turn of the century that we had an opportunity to look at our internal customers — our employees.

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