How To Find Top Talent Applicants

November 18, 2013Posted by: Jenna Mathieu

If you aren’t struggling to find top talent applicants today, it’s a safe bet that you will be in the foreseeable future. The Novo Group’s 2012 HR & Recruiting Trends Survey found that as many as 78% of HR leaders reported that finding top talent was their number one challenge. Considering that most HR leaders roles included a multitude of responsibilities ranging from hiring and terminations to benefits administration and worker’s compensation management; this statistic speaks volumes. So what can you do to find top talent applicants? A lot.

Reach your audience. Making sure that you are reaching your key audience is the first step in the recruitment process. The majority of candidates still list job boards as their first resource to seek employment.
Referrals, Referrals, Referrals. In a 2011 survey by Jobvite, 70% of employers reported feeling that referred candidates were a better fit for company culture and company values. If your organization does not have a referral program established, now is the time to start!
Communication is key. Make sure that you are effectively communicating your recruitment needs. It’s been estimated that as many as 44% of resumes received by HR professionals are submitted by unqualified applicants. Creating a job posting that highlights the attributes needed for your position as well as sell the benefits of your organization can quickly attract top talent and help eliminate resume blasters.
Build an employment brand. Rather than re-actively recruit, build an employment brand that constantly attracts talent to you! Building a strong employment brand that is true to your organization’s values and goals not only assists in recruitment but also with employee retention rates.
Seek outside assistance. Some positions are just plain difficult to fill. Especially if it is a position that is in high demand or one that you only recruit for on occasion. An estimated 90% of companies partner with staffing agencies to assist them with recruitment efforts.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Job Seekers Strongly Prefer Job Boards Over Social Media!

November 13, 2013Posted by: Jenna Mathieu

With the ever changing technologies available, do you ever wonder how candidates prefer to locate a new career? We have your answer! In a recent study by Beyond.com, over 5,200 job seekers shed light on their job search tendencies. The poll which included job seekers from Gen Y (18-29 years of age), Gen X (30-47 years of age), and Baby Boomers (48-67 years of age) revealed a wealth of knowledge for employers who are actively marketing career opportunities today!

Who turns to job boards as their first resource in a job search?

Everyone.

87% of Baby Boomers
82% of Gen X
77% of Gen Y

Who’s searching for job opportunities on Facebook?

Not as many as you may have guessed.

21% of Gen Y
15% of Gen X
10% of Baby Boomers

How much time are they investing in their career search?

5-20 hours per week

Are you struggling to locate the talent needed to maintain your workforce? If you are actively using job boards to recruit and still find yourself in a talent drought, it may be time to consider reviewing your process job postings. Here are a few tips!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Staffing Industry Statistics – It's All About The People!

October 30, 2013Posted by: Jenna Mathieu

Do you wonder why 90% of companies seek recruiting assistance from staffing firms? Here are a few quick facts about the industry, it’s services, and why there is so much value in outsourcing your hard to fill positions!

We hire. A lot. Staffing companies employ almost 3 million people every business day! These employees range from entry level on through executive management, allowing staffing companies to become experts in the hiring of almost anyone.

We have a pool of short term and contract employees. Have you ever tried to fill a temporary or contract position? These can be far more difficult to sell to a candidate when your company has nothing to offer them after peak season or a project is completed. Staffing firms hire 11.5 million temporary and contract employees throughout the year. Maintaining a pool of talent who is willing to work, or even prefers these types of assignments, is what we do.

Need someone full time? We’re great at that too! You may be surprised to learn that almost 80% of employees working for a staffing company work full time hours. This figure is almost even with the rest of the workforce.

Do you need a flexible workforce? We have it. About 90% of companies who partner with a staffing agency report that this gives them the ability to remain fully staffed during peak seasons.

We help build a permanent workforce solution. 80% of staffing clients report that staffing firms have provided them a good way to locate people who can become permanent employees.

We provide free training to employees. Have you struggled with on boarding new employees after an already lengthy recruiting process? Stop. 90% of staffing companies provide free training to their temporary and contract employees, freeing you of the additional time and resources.

Whether your needs are entry level, executive level, short term, or long term, an established staffing firm should be able to provide the solution. For more information on locating the right staffing firm for your business, click here or contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Conducting Seasonal Layoffs? Don't Miss This!

October 11, 2013Posted by: Jenna Mathieu

Many HR professionals and hiring managers would agree that cutting staff is one of their least favorite job responsibilities. Unfortunately, it happens. For even the most experienced managers, conducting layoffs can be a difficult situation. Here are a few things to keep in mind if you are conducting a layoff!

1. Show your staff respect and professional courtesy. Whenever possible, a layoff should be communicated in a face to face setting. Sending out a company wide email can come across as insensitive, cause speculations, and disrupt the entire workforce. Conducting an in person meeting can allow for some questions and answers, shows your employees that you share in their concerns, and can eliminate a lot of speculation and rumors in the workplace. Be prepared for a wide range of emotions and responses and understand that you may not be able to provide answers to all of their questions.

2. Be a strong communicator. Make sure that your management team has clear boundaries about what information is being shared and what must remain confidential. Having pieces of information released sporadically can cause additional emotions for your staff and cause larger issues. Set a clear and concise understanding of what information is public and be prepared to comment on only those topics during meetings, staff inquiries, etc. Make sure to communicate any updates or lack there of with your staff regularly. Employees will have a better comfort level if they are aware of what changes and developments are occurring as they happen without having to seek out information.

3. Be honest. While you may not be able to share certain details about the state of the company, business projections, or a specific individual’s future; there is always some information that you can share. If you anticipate further layoffs in the future, avoid denying it to your staff. If you have a clear idea of how many positions may be affected, be honest and upfront.

4. Offer solutions. One of the best ways to show professional courtesy to your staff members during this difficult time is to offer them some solutions. If you are aware of job opportunities in a different location, division, or department that may be viable alternatives for staff that is effected by the layoff, share the information. Do you have a staffing partner? Contact them! Many staffing agencies are industry specialized and would love an opportunity to come meet with those who are being effected and possibly provide future career opportunities. Be as flexible as possible including allowing employees to make interview arrangements during the day.

Maintaining a productive and respectful workplace is essential for any business to continue to move forward. Creating an environment that includes chaos, rumors, and gossip will work against you in the long run. While having these frank conversations is never easy, the alternative is most certainly worse.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities? Visit our job board for more information! Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Struggling to Find Production Workers?

October 4, 2013Posted by: Jenna Mathieu

A recent study by Monster Worldwide Inc., found that as many as 47% of manufacturing workers were dissatisfied with their current job. They also found that 49% of manufacturing workers noted that there were more job openings now than a year ago. Where does that leave manufacturing employers? Struggling to attract and maintain their staff in many cases.

The increased recruiting focus on skilled trades and technical manufacturing has left many employers with a void for entry level production workers and inspectors. In addition, with many entry level production workers being crossed trained into new roles and moving upward within the manufacturing field, vacancies are continuing to grow for machine operators, assembly workers, and general production workers. So where does that leave employers? In a constant struggle for manufacturing workers.

If you are in need of production workers, consider a partnership with an industrial staffing agency, vocational schools in your area, or career counselors. Many have access to entry level workers who are seeking an opportunity to gain full time employment, even if it is seasonal.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Hiring For Small Business

October 2, 2013Posted by: Jenna Mathieu

Operating a small business comes with its own share of benefits and struggles. According to a recent study by Robert Half Inc., finding skilled workers is one of small business owners greatest struggles. The recent study reports that 60% of small business owners and managers listed finding skilled workers as their company’s greatest challenge with hiring and managing staff. What makes this such a difficult struggle in small business?

Most small businesses fall below the average job seeker’s radar. When seeking career opportunities, top talent typically is chasing career opportunities with larger organizations who have a strong employment brand in their line of work. So how does a small business owner compete? Simple. Build an employment environment that top talent wants to work for and market it.

Many small business owners do not invest a lot of money into career marketing, online job boards, and other tools that get their name in front of candidates. Here are a few great ways to gain exposure for your organization in a cost effective manner:

Build group and company pages on social media. Market who you are as an organization and why candidates should desire a career with your company.
Offer referral bonuses to your current staff. No one knows better than a current employee, the benefits of working for your organization.
Network. Participate with your local chamber of commerce and other business networking groups to let others know the great things happening with your company and what type of talent you are in need of.
Partner with a staffing firm. An established staffing firm can market your organization to their existing pool of top talent and do direct recruiting for your positions. They often have their own job board and are experts and marketing the benefits of working for one of their client companies.

Many top level talent candidates are seeking a career with increased flexibility, advancement opportunities, and room for creativity. Small businesses are usually some of the best environments for these types of workplace benefits. Embrace your flexibility as an organization and the limitless growth opportunities, it’s likely candidates will notice and want to join you!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

René Poch Announces Name Change for CES, Inc.

September 30, 2013Posted by: Jenna Mathieu

René Poch recently announced the name change of CES, Inc. to Trillium Technical effective October 1, 2013.

René Poch founder and CEO of the Trillium family of companies, acquired CES, Inc. in 1996. Since joining the Trillium family of companies, the group has expanded to include additional offices throughout the country with recruiters specialized in the recruitment and screening of Engineering and IT professionals. As the demand for top level talent in Engineering and IT has remained consistent, the group has seen continued growth and expansion and is proud to be the leading source for talent for several of the nation’s leading employers.

Clients can expect the same great customer service and top level talent that they have been accustomed to from CES, Inc. The move to Trillium Technical does not effect staff, ownership, existing partnerships, or the organization’s commitment to excellence. The change to Trillium Technical will simply allow clients and employees to recognize the group as a member of the Trillium family of companies offering specialized staffing services in several industries since 1984.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

The Applicant's Investment In The Interview

September 27, 2013Posted by: Jenna Mathieu

Generally speaking, most hiring managers have a good idea of what they have invested in an interview considering time and resources. Have you considered your applicant’s investment? If your recruiting efforts leave you struggling to book interviews, now may be a good time to reconsider what your applicant is being asked to commit to.

Whether you are overbooking interviews or struggling to book them at all, take a moment to consider what an applicant has invested in the interview. With many hiring managers and recruiters targeting passive candidates or finding that many of their qualified applicants are currently employed, your applicant may be investing more than you have initially considered. Here are just a few of the investments an employed candidate may have made in order to interview with you:

Hourly compensation
Vacation or sick time
Time away from their current workload that they’ll likely have to make up another time
Jeopardized their current employment
Made arrangements to have others assist with their duties in their absence

Even if the applicant is a salaried employee and has been able to use paid time off to participate in the interview they have given you valuable time that they could have used for other occasions. Now consider the likelihood of them landing the position.

If you already have hesitations about their qualifications for the position, you may want to reconsider asking them to commit to the interview considering their investment in doing so. If you are struggling to attract candidates to attend an interview consider alternatives such as phone interviews, off-site interviews, after hours interviews, or video interviews to accommodate their schedules.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Have You Mastered Recruiting But Not Hiring?

September 25, 2013Posted by: Jenna Mathieu

If you haven’t learned the difference between recruiting and hiring, now is the time. While recruiting involves the process of locating, identifying, screening, attracting, and evaluating talent; hiring involves the conversion of candidate to employee. Unfortunately, many companies are unable to close the deal in time to convert an applicant to an employee before they are recruited away to other opportunities. How can you protect yourself from losing valuable talent?

While the hiring process involves crucial steps and processes, building a smooth system can eliminate costly downtime and turnover. Studies have shown as many as 58% of employees who take part in a structured hiring process are more likely to be with the company three years later. Here are just a few tools that can help you build a structured hiring program!

Online applications
Strong applicant tracking system
A streamlined onboarding process
A structured training program
Regular performance reviews including in the new hire period

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

How To Land A Job At A Job Fair

September 23, 2013Posted by: Jenna Mathieu

Let’s face it, most job fairs are filled with hundreds to thousands of applicants like yourself that are all chasing the same positions. Standing out against the competition, especially when the hiring managers and recruiters are likely to be overwhelmed by the end of the day can be very difficult. Here are some great tips to help you land a job at a job fair!

1. Come prepared. Sounds simple right? Some simple steps such as dressing professionally, researching which employers will be on hand that you are most interested in meeting with, researching those companies, and having a professionally built resume are the biggest steps to achieving success at a job fair. Many applicants consider a job fair to be a less formal setting and may appear more relaxed in their dress, often run out of a resumes, and can be seen wandering about hitting every booth. Walking with confidence to the locations that you are most interested in pursuing a career with can quickly set the tone for your conversation. Better yet, have a personalized cover letter for each of those employers to demonstrate that you came to the event seeking a career opportunity with them specifically.

2. Have your pitch ready. You’ll likely have 60 seconds or less to speak with a hiring manager or recruiter. Creating a strong first impression is key. Speak confidently, be to the point, and make sure you are express your strongest skills and accomplishments during this time. There is plenty of time in the future to discover what positions they have open currently and what they anticipate for the future. This is your time to convince them of why they need to meet with you formally.

3. Demonstrate professional etiquette. Similar to any job interview you should come dressed professionally, avoid chewing gum, silence your mobile devices, and avoid strong smells such as smoke, coffee, or cologne. Make sure that the employer is focused on your skills and abilities, not something with your presence. Be sure to stand a safe distance behind the candidate ahead of you in line allowing them to speak confidentially with the hiring manager and not making either party feel rushed.

4. Leave with information. After meeting with each employer make any notes from your conversation on the back of their business card. This will allow you to follow up with information that may trigger them to remember your conversation such as “We had spoken in regards to your desire to expand your engineering services into the Phoenix market, that is something that I would have a strong interest in participating with”. Be sure to note any follow up actions that were requested of you such as submitting an electronic version of your resume. Remember to send a personalized thank you card within 24 hours, expressing your continued desire to speak further with them in regards to career opportunities and what you can bring to their organization.

Your Partner at Work

Author Archives: Jenna Mathieu

How To Find Top Talent Applicants

Staffing Industry Statistics – It's All About The People!

Conducting Seasonal Layoffs? Don't Miss This!

Struggling to Find Production Workers?

Hiring For Small Business

René Poch Announces Name Change for CES, Inc.

The Applicant's Investment In The Interview

Have You Mastered Recruiting But Not Hiring?

How To Land A Job At A Job Fair