1. Believe it or not, Recruiters WANT you to get the job! Most Recruiters, regardless of who or where they work, are paid on some kind of commission structure. This simply means that they earn a fee based on you make on the job that they placed you on. This DOES NOT come out of your pay but is added to the amount owed by the company that hired you. Why does this matter? It’s simple. First, because the fee is typically a % of your base salary, your Recruiter is going to try and get you the best pay rate possible, in essence the more you make, they more they make. With this in mind, always have the conversation with your Recruiter what you feel you are worth or what it is you are looking to get paid. The Recruiter can then try and negotiate on your behalf.
2. Recruiters will typically put the interests of the company first. While Recruiters do work with both candidates and companies to fill positions, the companies that seek out the Recruiters are, ultimately, the ones who foot the bill. What this means is that even though many Recruiters will agree that helping workers find their next job is the most rewarding part of their job, they have to focus on only presenting candidates who truly have a shot. As harsh as this sounds, it can work to your benefit. Recruiters will typically try and work with you to make you sound more appealing to Hiring Managers in order to get you hired for a job you feel you’re a fit. The key here is to listen!
3. Due to confidentiality agreements, Recruiters are not always able to divulge everything, especially early on in the process. Try not to get upset with a Recruiter if they are not able to provide all of the information regarding the company or position up front during the recruiting process. It is quite possible that the company in question has specifically asked this of the Recruiting team for one reason or another. In addition, when you’re told that you’re not a good fit for a position, simply ask if they can provide any constructive feedback as to why. Is the reason something in your control or is there something going on behind the scenes that truly does not have to do with your professional experience. Asking this question can help you better understand where to go next in your job search.
4. Recruiters may not know it all when it comes to the job in question. This can be especially true for positions that are extremely technical or specialized in nature. While Recruiters may become comfortable in using lingo in your industry, that doesn’t mean they know everything about everything. To feel more comfortable with the Recruiter you are working with, don’t be afraid to ask questions to gauge their knowledge of your field. The Recruiters that are doing this job for the right reasons will gladly answer your questions and if they are unsure of the answers will try and do more research to make sure you’re both on the same page.

Finding your next job or following a new career path is an extremely important stepping stone in anyone’s life and it shouldn’t be taken lightly. With that said, making sure that you and your Recruiter are in this together will make the task a lot less daunting, on both sides.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Treat your job search as if it were literally your job. The best way to go about looking for and applying for a new position is to devote time and energy into the process. Set aside time each day that you can devote to searching and applying for positions and responding to network connections. This will allow you to stay focused on your end goal of landing a new career rather than getting distracted along the way.

Self-reflection, as hard as it can be, is important to growing in your career. Focusing on what your true strengths are will enable you to narrow in on the positions that you are truly qualified for and interested in. Be honest with yourself  to determine what skill sets you might be lacking in so that you can steer clear of applying to positions that are heavy in those areas. The key to self reflection is to ensure you are applying for positions that you would truly be a good fit for in terms of personality and ability.

No matter what, stay determined! If you are starting to fill discouraged at the lack of interviews you’ve received, don’t give up. Reach out to your network connections and continue to constantly put your name out there. Never stop applying for jobs that you feel you are good fit for. Not finding positions of interest? Reach out to local Recruiters in the area to try and get your foot in the door that way. This can easily be accomplished by making connections on LinkedIn and other networking sites. Tenacity and drive are extremely important in landing that job interview and if you can prove your worth to a Recruiter, they will go the extra mile on your behalf.

Although, these concepts may sound simple, in reality the process of locating, applying for and landing a job can be difficult. You will face rejection or you might get ignored or simply forgotten about somewhere in the application process. Your main goal is to ensure that the drive and initiative you portray in your job search comes across when you inevitably get in front the Hiring Manager / Recruiter. Do the leg work and watch it pay off when your future employee is finally able to see your true worth!

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

• Networking is key! Networking doesn’t just have to be reserved for networking events or conferences. Everywhere you go, there could be the potential of making a connection with other professionals or opening up a conversation that can lead to future prospects. By increasing your reach through networking, you may be made aware of new openings or opportunities before they are even made public. This could, in turn, put you at an overwhelming advantage simply by giving you first dibs on making an impact during the interview.
• Use proper grammar and triple check your application materials for errors. We are all human and do make grammatical errors and typos from time to time. However, the time to do this is not when you’re trying to impress a hiring manager. Improper grammar or typos throughout a resume or application can be a read flag to any employer and can instantly cause trepidation on the hiring manager’s side. The answer is simple, take your time in filling out paperwork and speak clearly and concisely when responding to questions. If you take your time and put together a well thought answer or response, you can prevent being disqualified even before the interview is over.
• Always, always, always tailor all application materials to the company or position you are applying for. Hiring managers are used to seeing the same generic resume or cover letter, ones that candidates are obviously using for a variety of opportunities. You want to stand out! The resume and cover letter are the first step in grabbing attention. Once you have the hiring manager in front of your for that long awaited interview, make sure to explain why you are qualified but why you and your skill sets are perfect for THEIR opening. Research the company and go into that interview not only prepared to answer the question “So what do you know about this company?” but go into detail on why your specific skill set makes sense for the role.
• No Brainer Alert! DO NOT ARRIVE LATE or TOO EARLY for an interview! One of the worst faux pas’ candidate’s can fall victim to is either showing up late or too early for an interview. Either can result in the same thing, aggravating the person who you are trying to impress. For many hiring managers, there is a specific reason they choose the day and time for an interview; they are busy and are trying to fit in interviews when possible. If you show up late or too early, this can put the hiring manager in a tough spot. This is especially true if they move another engagement to make up for your lack of punctuality. Also, it can be just plain rude to show up late to a scheduled meeting, regardless of the type; so just don’t do it.
• As awkward as it can feel, be prepared to discuss pay and salary at the interview. The key here is to do your research and find out what others are making in similar positions in your area. Think about what salary you would personally feel comfortable with in accepting a new role. Combine the two and come to terms with a reasonable pay range that you can back up if pay negotiations come up.
• DO NOT LIE. I hate to use all CAPS and I hope this goes without saying but lying, whether on your resume, application or in person, is not acceptable. You have to remember that you are not the only one doing research here. Your prospective employer will also be doing their due diligence for all applicants when going through the hiring process. Plain and simple, if you lie before, during or after the interview, the hiring manager will most likely find out the truth regardless. It just isn’t worth it.
• Follow-up post interview. There is most certainly a fine line in following up after an interview. No one wants to become annoying or considered desperate to a hiring manager. Typically, a quick email or phone call within a week following your interview will suffice. Remember, that you were most likely not the only candidate that was interviewed, so practicing patience is very important. Sending a quick thank you via email can not only show the prospective employer that you’re still interested but it also shows initiative.

Take confidence in what you have to offer and use a little common sense and you’ll be well on your way to that next big opportunity!

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, Trillium Hospitality and Trillium Techs. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

In today’s job market, it seems that every time the topic of labor shortages come up, the lack of skilled workers for trade positions in construction and in the manufacturing realm are in the forefront. Less and less students have been deciding that even if they are unsure what career path they want to go down, college is their only avenue. In fact, according to the U.S. Bureau of Labor Statistics, 68% of high school students go to college with 40% never completing their degree. This is leaving highly paid and stable positions across the construction and manufacturing industries empty. Ultimately, we are left with the realization that the Baby Boomers who thrived with careers in these industries are starting to retire with no one to fill their shoes.

As I’ve mentioned before, the conversation regarding career options needs to start early! The idea of college being an end all beat all for post high school students needs to stop. Outside of the traditional 4-year degree, students have a variety of options available including vocational schools, trade specific training programs, online classes and even simply starting from the ground up. Sometimes the best way to learn a new trade is to start as entry-level as possible, observing those around you and gaining true on the job experience. But, don’t take my word for it. Educational leaders and even some of the nation’s most well known and profitable companies are jumping on board. David McGrath, an English Professor at the College of DuPage recently wrote an article regarding this very issue.

“We need to debunk the inference made by parents that vocational and technical jobs are inferior. Such a notion has led many of them to steer youngsters unwilling or unsuited for academic study into frustration, failure and depression. A campaign of public relations, parental education and cash is needed to combat the stigma.”

-David McGrath

Last spring, Glassdoor.com compiled a list of top employers that are expanding their talent pool by looking beyond the 4-year degree. Google, Apple, and IBM are all included in this progressive strategy in an attempt to bring in qualified and eager job seekers. In fact, Joanna Daley, IBM’s Vice President of Talent told CNBC that about 15% of IBM’s hires in the US do not have a college degree. IBM makes a point to include candidates with hands-on experience through coding boot-camps or even vocational classes.

The conversation needs to start now, whether that starts with school counselors or parents at home with their kids. We need to get rid of the stigma behind not going to college and provide our students with the support and proper education on available alternatives. Bottom line, college is not the answer for everyone and that is something worth shouting from the rooftops.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, Trillium Hospitality and Trillium Techs. With approximately 98 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

(Pictured above – Map of All Trillium Locations)

According to Glassdoor.com, the following cities are the top picks for job satisfaction (scored on a scale of 1-5) according to company reviews.

1. San Francisco, CA – 3.6 score, 108,000 jobs available
2. San Jose, CA – 3.6 score, 88,000 jobs available
3. Washington DC – 3.6 score, 145,000 jobs available
4. Oklahoma City, OK – 3.5 score, 19,000 jobs available
5. Seattle, WA – 3.5, 74,000 jobs available
6. Salt Lake City, UT – 3.5, 29,000 jobs available
7. San Diego, CA – 3.5, 40,000 jobs available
8. Boston, MA – 3.5, 109,000 jobs available
9. Austin, TX – 3.5, 45,000 jobs available
10. Miami-Fort Lauderdale, FL – 3.5, 59,000 jobs available.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, Trillium Hospitality and Trillium Techs. With approximately 100 offices nationwide and nearly 450 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

According to Glassdoor.com, the following Hard and Soft skills are what employers are currently looking for in a variety of industries and and occupations.

Hard Skills

1. Data Collection and Analysis: With increased technology usage and the ability to track data and information more easily than ever before, employers are not only seeing this skill set appear more often on resumes but are eager to see how a candidate has been able to use this skill to their advantage. Whether you are marketing professional, working in logistics or operations, try and think of ways in which you have gathered and analyzed data. In fact, Glassdoor even recommends that if you can’t come up with examples from your previous employment, try taking a free online analytics course to get you going in the right direction.
2. Social Media: As many hiring managers are still reluctant to hire a full-time individual to manage their social media, they may be looking for someone who can supplement the need. However, when listing out specific experience in managing social media profiles, be sure to only touch on professional experience when it relates to social media management.
3. Content Management Systems: Creating websites and writing blogs are not just for professional designers and coders anymore. With the introduction of a number of free, easy to use websites such as WordPress, Blogger, etc., anyone can learn how to create/design a website or blog. Glassdoor recommends to check out one or more of these free sites and become knowledgeable in the platform. Looking to really make an impact? Create your own industry specific blog or online portfolio.

Soft Skills

1. Communication: As long as their have been companies and positions to be filled, employers have always valued someone with strong communication skills. In fact, according to the National Association of Colleges and Employers, 73.4% of employers are looking for this very trait! The easiest way to display this skill on your resume is quite simple. Go over your resume and be sure to check for any grammatical or spelling errors. You want your resume to be written in a clear and concise format, give enough detail but not so much as to be overwhelming. Also, when speaking with a Recruiter, be sure to be brief when answering questions but also warm and conversational.
2. Problem Solving: All employers are looking for someone who can not only help to solve problems but have the ability to come up with creative ways in which to do. On your resume when explaining your job duties for previous positions, be sure to express those points in a way that focuses on you finding a solution. For example: “Increased monthly sales by 15%.”
3. Positive Attitude: Having a positive attitude is crucial for so many reasons in the workplace. This trait can make it easier to collaborate with co-workers and allow for creative solutions to be implemented, not to mention making the workplace a much more enjoyable atmosphere. When outlining your ability to have a positive attitude on your resume include words such as “overcame”, “determined”, “succeeded”, etc., to give an overall feeling of having a positive outlook.

Making just a few of these changes on your resume could, in fact, help you stand out just enough from your peers when applying for positions. Above all else, be confident in your skill set and make sure the Recruiter or Hiring Manager understands what you can bring to the table.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, Trillium Hospitality and Trillium Techs. With approximately 98 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

It appears the main catalyst for this is that retirees and young families are fleeing the larger cities in an attempt to escape the higher cost of living. This is resulting in the promotion and support of population-driven industries such as construction, healthcare and real estate. In addition, a lot of the cities that are seeing growth have been able to lock in on a specific industry such as renewable energy or recreation vehicle manufacturing to help grow the local economy. Currently, small town rock stars are scattered across the country in TX, UT, ID, and IN to name a few.

Now, although growth among smaller cities seems to be on the rise, a number of Midwestern markets are feeling the sting of automation and de-industrialization. For those markets that are more reliant on a weaker industry base such as agriculture or textiles, it is projected that they may become under performers in the coming years. For more information, please visit oxfordeconomics.com.

• Communicate regularly. Do you regularly meet with individual staff members to discuss their careers, ambitions, and frustrations? If not, you should. Many workplace issues and frustrations can be addressed in a simple meeting. You may learn of current team members that would be interested and qualified for other opportunities within the organization.
• Recognize regularly. Regularly provide feedback to your employees on their progress, achievements, and contributions to the organization. Sometimes simple forms of recognition such as a thank you card, email, or recognition in front of the team can be the motivation your staff needs to remain engaged with the company.
• Reward regularly. How do you motivate your staff to excel? A strong employee recognition program including awards, bonuses, gift cards, or free lunches show your employees that your organization is committed to keeping them happy and rewarding them for their efforts.

As the market remains tight for top level talent, keeping your top performers happy and engaged is critical. Click here for more information on employee retention.

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.