• Make Search Algorithms Your Best Friend- More than 22 million Americans have lost their jobs in the last month. Unemployment rates are the highest that they’ve been in decades and the volume of incoming claims is overwhelming state unemployment agencies causing major delays in payments. Tell you something you don’t know, right? This means employers are being flooded with talent and are relying on technology more than ever to help them pin point their next hire. Your resume absolutely has to have the critical keywords that are relevant to the role you are seeking. Important keywords to consider are: any licenses or credentials you have, software programs you are fluent in, machinery or equipment that you have experience in and details of your typical responsibilities. Think of your resume as precious real estate and make the most use of the space. You can impart your soft skills during an interview but your core experiences must be marketed on the resume.
• Check The Job Posting Date- Many employers were forced to send staff home immediately with stay at home orders. This means jobs that were posted for what were immediate openings, are now on hold yet may still be posted online. Be sure to sort listings by posted date and apply to the newest jobs first. Most job boards also allow you to sign up for email or text alerts when new jobs meeting your search criteria are posted. This is a great way to get your information in front of hiring managers right away.
• Partner With A Recruiter- Many employers will be apprehensive to bring on full time employees until they are certain that their business can sustain it. In previous economic rebounds a large number of employers looked to staffing firms to help them bridge this time period and hired the employees in permanently once business was more stable. A recruiter typically only presents an employer with 3 or less candidates for consideration, drastically increasing your chance for hire in comparison to an employer evaluating hundreds of applicants.
• Stay Fresh- Staying active and in your normal routine will absolutely increase your chances of interviewing and presenting as well as you did before this pandemic hit. Stay engaged with your industry through podcasts and online blogs. This will give you great ideas to bring to a new employer and give you some great topics for discussion during interviews. Be sure to be knowledgeable of how local and state pandemic restrictions may impact your future role and employer.

While certainly more difficult, it is absolutely feasible to land your next role during this pandemic. Many essential businesses are up-scaling their teams to meet the increase in business demand and are eager to find new talent for these roles.

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 Technical, and Trillium Environmental. 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 35th 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 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Zach Maynor (middle) assisted in disaster relief efforts in May 2013, fueling a career change.

Prior to joining the team at Trillium, Zach graduated from Purdue University with a degree in Selling and Sales Management, Minor in Organizational Leadership, and a Certificate in Entrepreneurship and Innovation. He initially began his career working for an independent insurance agency; selling commercial property and casualty insurance. In May 2013 Zach traveled to Moore, Oklahoma to assist with tornado relief efforts following an F-5 tornado; which destroyed the town. Seeing first hand how insurance companies handled claims gave him a new perspective on his career.

“Seeing first hand how insurance companies handled claims put a really bad taste in my mouth when it came to selling insurance. I had a really hard time selling a product I wasn’t passionate about. I’m very passionate about helping people. What attracted me to this organization was the product we sell. We sell people. For me, there’s not a better feeling than helping a candidate find a career, or a company fill a position.” stated Zach Mayner, Recruiter.

 

With the demand continuing to climb for talent, Zach’s career is a busy one. His fast paced days involve seeking out passive candidates, conducting interviews, seeking out referrals from his current candidate pool, and working to negotiate mutually beneficial employment opportunities for both his candidates and his clients. His job openings range from Operations Managers to CNC Programmers, requiring him to have a strong ability to multi-task.

Coupling his passion for assisting others and his educational background, Zach is in the process of starting a not-for-profit for disaster relief efforts. He also enjoys spending his free time hunting, fishing, golfing, boating, camping, snow boarding, and attending Detroit Lions football games with his father.

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.

In addition to her expertise in recruiting, Ashley is the lead singer in Milwaukee based Blue Light Scene which performs at the Wisconsin State Fair and Summerfest. When she isn’t singing and keeping job sites staffed, Ashley is busy planning her 2015 wedding and taking crazy amounts of pictures of her English Bulldog Winston.

“I started here a year ago and I love it! It is a great company to work for and I love the feeling of helping people find not only jobs, but careers. It’s a fast paced environment that is always changing so it’s really exciting and interesting. It’s really refreshing working for a company that cares so much about their employees and their clients. I also really like that I get to interact with our field employees as well as our clients, it’s really a great way to stay connected and form long lasting relationships.”

Working in the construction and heavy industrial industries is no simple task. The talent shortage requires Recruiters like Ashley to develop strong sourcing, screening, and recruiting skills in order to provide their clients with the best talent available, often times attracting tradesmen from their current positions to start fresh with a career with Trillium.

Ashley’s areas of concentration include:

• Carpenters
• Concrete Laborers
• Concrete Finishers
• Construction Laborers
• Electricians
• Framers
• General Laborers
• HVAC Laborers
• HVAC Installers
• HVAC Technicians
• Insulators
• Masons
• Painters
• Plumbers

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.

• How did you locate them? If they were easy for you to locate, they’re likely easy for candidates to locate as well. Do they have a strong web presence that clearly showcases their strengths and career openings? Do they have a strong personal brand on LinkedIn? The ideal Recruiter will have a fair balance of both. If their website doesn’t offer enough information and opportunities for candidates to align themselves with the Recruiter, then they’re not likely to obtain resumes as frequently. If they don’t have a strong profile and connection list on LinkedIn they aren’t as likely to be building connections and relationships in the industry, be obtaining regular referrals, and be as current on industry trends.
• Do they have strong sales abilities? In today’s employment market, most industries are experiencing a strong competition for top talent. If the Recruiter can’t sell your company goals, company culture, and career progression to a candidate correctly the first time; you are in great danger of losing the candidate to another opportunity. Not sure about that? Ask them what makes them want to represent your organization, or specifically why they feel a candidate should choose a career with your organization over a specific competitor. If they cannot site specific examples on the fly they likely are not able to provide a candidate with sufficient information to choose a career with your organization over a competitor.
• Are they an active listener? If the Recruiter is more focused on selling their services and experience to you than listening to your needs, you have a problem. Each recruiting experience and client is unique and should be viewed as such. While industry experience and previous accomplishments are important, they should never overshadow learning what your organization’s needs, struggles, and goals are. Without your insight into these things, their recruiting efforts can quickly be wasted on the wrong candidates and recruiting tools. In addition, if they aren’t an active listener with you than they are likely to miss out on equally important information from candidates; resulting in poor matches.
• Are they a “yes” person? If you find a Recruiter agrees with every thing you say and doesn’t offer some suggestions or changes in some areas, they may not be your answer. Because of the range of experiences that Recruiters encounter, they should offer you additional insights to improve your chances of a successful hire. Some examples may be: You are hiring for an HR Generalist with 5+ years of experience but are not willing to hire anyone with a previous title of HR Manager. An experienced Recruiter should encourage you to consider candidates that have held a wide range of titles. They should work with you to identify why you prefer someone without the previous Manager title. Is pay your concern? Are you trying to avoid someone with supervisor experience because this role does not provide that? The Recruiter’s experience should push them to remind you that many smaller businesses may title someone as an HR Manager who may not have supervised others in the HR team and may have a similar pay requirement to your role. The Recruiter’s job is to help you find the right talent for your position, offering suggestions within the process is a part of that job.
• What are their statistics? If they cannot provide you with their average submittal time, average placement rate, and placement success rates; you may want to continue your search. If they aren’t measuring their success and failures, they likely don’t have a focus on process improvement. How many professional athletes don’t know their stats? None. Continue your search for someone who is strives to be the best in the industry and is tracking their success.
• Measure their ability on a position basis, not a contract basis. The right Recruiter to fill your Controller position may not be the best Recruiter to fill your skilled trades positions. If they are asking you to sign an exclusive agreement, you may want to re-consider. A strong Recruiter will be confident in their abilities to present the best candidate to you for your needs, regardless of who else may be working the order. If you are looking to fill a position that is different than the positions that a Recruiter typically handles for you, ask them who they know that specializes in the other lines of work. Many recruiting firms have Recruiters who specialize in a multitude of different positions and industries. Locating another Recruiter within the same organization can save you the leg work of re-educating a new firm on your company expectations and company culture.
• How are their people skills? Chances are if the Recruiter cannot hold or make conversation with you, they aren’t likely to be build rapport with candidates on your behalf either. Are they involved in industry specific associations? How do they meet passive candidates? Where does the largest portion of the placements come from? These are all great conversation starters. If your Recruiter can’t quickly site responses to these questions, they probably are not engaged enough in your niche to quickly find you the right talent.

Finding the right Recruiter to meet your organization’s needs as just as critical as hiring the right internal staff. Identifying someone that takes a genuine interest in your organization’s goals and success is crucial. This individual will give the first impression of your company culture and can ultimately turn a candidate on or off to a future career with your team. Don’t let pricing, location, or contracts dictate who locates your staff, let talent.

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.

Attracting talent of a higher caliber can pose some additional burdens above and beyond what you’re looking for in a candidate. Most often times this level of talent is either already gainfully employed, or is entertaining several options. Locating a Recruiter who can work with you to provide you with the competitive edge you need is crucial to landing the right person for the job.

How do you attract a candidate to choose your offer over other options? Simple. Become their best option. Demonstrating early on your commitment to your employees is critical to building trust and rapport with candidates and new hires alike. Before asking the applicant to take a leap of faith with your company, you may need to show that you’re taking a leap of faith with them.

Often times those who are gainfully employed or who are juggling multiple job offers, are less unlikely to accept a contract or contract to hire role even if the pay is better than their current opportunity. Your Recruiter should help you identify positions and circumstances when offering the position as a direct hire will benefit you greatly. Most staffing agencies offer a guarantee period on their direct hire placements, offering you the same protection as a contract to hire arrangement.

Demonstrating to an applicant that you have the confidence initially that they are the right fit for your organization will not only make your offer stand out against contract positions, but also can help the applicant feel a stronger connection to your team.

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.

Regardless of the reasons fueling your desire to seek a new opportunity, you likely do not want to jeopardize your current position with the job search. If your current employer learns that you are seeking new opportunities they may grow concerned about your engagement, the release of confidential company information, your use of company time, and other factors that could impact your position with the company. While it may be difficult to conduct in today’s job market, a confidential job search is the best way to protect your current position while seeking future opportunities.

While you may be tempted to upload your resume to a well known job board, even marking it confidential, there are some factors that you should consider. Many employers have access to these job boards- including your own. Even if you mark your resume confidential your current employer or peers may be able to identify you based on your work history. You also may be bombarded with career opportunities that are of no interest to you. So how can you optimize your confidential job search?

1. Complete your LinkedIn profile. Make sure your LinkedIn in or AboutMe profiles highlight your career history, strengths, abilities, and include recommendations from those who have worked with you in the past.

2. Engage in your networks. Share articles, blogs, and other industry specific information that allow others to know that you are knowledgeable and up to date with trends in your line of work. Reach out to your personal connections and share that you are conducting a confidential job search and would be interested in any leads they may be able to pass your way.

3. Connect with a respected Recruiter. Research and identify respected Recruiters who specialize in your industry. Have a clear and open dialogue with your Recruiter and empower them with enough information to locate a career that meets your goals an objectives. Recruiters often represent employers who are conducting confidential job searches that will not be posted online or through other means.

4. Remain engaged. While you may have mentally put one foot out the door, remaining engaged with your current position will help you obtain positive references from your current employer and co-workers as well as open you up to more opportunities within your current organization.

Keep in mind almost anything that you put online can become public in a matter of seconds. Be sure to consider the outcomes of anything you post on your social networks, emails, etc before pressing send. Be sure to let potential employers know that your current employer is not aware that you are seeking new opportunities and that references there will only be provided if an offer is likely to be presented. For more information on conducting a confidential job search, contact a Recruiter or trusted career adviser.

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.

Our Recruiters work closely with clients to identify a recruiting strategy aimed at attracting the specific talent they need to excel in their industry. A career as a Recruiter involves attracting potential candidates, screening, and evaluating candidates’ qualifications with great attention to detail. Trillium Staffing provides companies with the top level of talent available in their industry, allowing our clients the opportunity to take on additional work load with the confidence that they have the right staff in place to provide their clients with a viable product and an excellent customer experience.

“As a Recruiter at Trillium, I have the pleasure of assisting not only our reputable clients find their next team member, but professionals find their next career opportunity. We take pride in finding quality over quantity which makes us stand out in the staffing industry. With a team-driven environment, we build off each others’ strengths which enables continued growth in your career path. Trillium values each and every one of their employees which is distributed by the reward provided both financially and through industry recognition. I find myself lucky to have found a home at Trillium.” stated Katie Instefjord, Recruiter with Trillium Staffing.

A Recruiter role with Trillium Staffing involves recruiting, interviewing, conducting reference checks, background checking, verifying skills and qualifications, and managing field employees. Our Recruiters interact with employees and clients on a daily basis to conduct dispatching efforts, counsel staff, and conduct hiring and termination procedures. Our Recruiters’ backgrounds range from experienced staffing professionals to those who have previous held recruiting or human resources positions in other industries. If you enjoy a challenging position, are detail oriented, enjoy interacting with others, and have an interest or previous experience in the staffing industry; consider a career as a Recruiter with Trillium Staffing Solutions.

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.

Our Recruiters work closely with clients to identify a recruiting strategy aimed at attracting the specific talent they need to excel in their industry. A career as a Recruiter in driver staffing involves attracting potential candidates, screening, and evaluating a driver’s qualifications with great attention to detail. Trillium Driver Solutions takes pride in our ability to locate safe and professional drivers across the country for clients ranging from third party logistics companies to manufacturing facilities. Providing clients with predictable pricing for casual drivers, temp to hire drivers, and permanent drivers; we allow our clients the opportunity to take on additional business and routes with the security of knowing that they’ll have safe and professional drivers to represent them to their customers.

“As a Senior Recruiter for Trillium Drivers- National Accounts, I have been able to incorporate my expertise in logistics, my skills in several years of recruiting, and my desire to support the needs of current and prospective clients. The National Recruiting Center for Trillium Drivers is dedicated to assist filling CDL driving positions for long term or permanent placements so our clients can focus on their business at hand. The level of pride our staff takes in their work, our employees, and our clients’ success sets us apart from the competition.” stated Damian Hendricks, Senior Recruiter for Trillium Drivers.

A Recruiter role with Trillium Driver Solutions involves recruiting, interviewing, conducting reference checks, background checking, verifying qualifications and DOT eligibility, and conducting motor vehicle reports. Our recruiters interact with employees and clients on a daily basis to conduct dispatching efforts, counsel staff, and conduct hiring and termination procedures. Our Recruiters’ backgrounds range from former logistics supervisors to those who have previous held dispatching roles for the logistics industry. If you enjoy a challenging position, are detail oriented, enjoy interacting with others, and have an interest or previous experience in the logistics industry; consider a career as a Recruiter with Trillium Driver Solutions.

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.

Whether you are seeking a new career path or are seeking to hire the newest talent for your organization, finding a recruiter who works for you, not with you will make or break your experience. A recruiter should work as your agent and should exhibit the same qualities that a sports agent provides their talent.

Not sure how to qualify your recruiter?

Here are some simple steps to get you started.

• Determine their qualifications. The recruiting industry has the highest turnover rate of any industry with approximately 90% turnover within the first year.  Recruiters makeup a large majority of the profiles on LinkedIn, if your recruiter does not have an active and complete profile with a large number of connections take caution.  A recruiter’s LinkedIn profile is an excellent place to pre-qualify them. Do you they specialize in your line of work? How long have they been in the industry? The longer they have been in their role the larger the network and career opportunities or top level talent they can connect you with.

• Conduct a mutual interview. A proven recruiter should be confident, almost arrogant about their abilities. If they aren’t able to sell themselves how can they sell your qualifications as a candidate or sell your position and organization to the industry’s top performers? Simple, they can’t. Be perfectly clear about what your priorities are and what items would make or break the perfect match for you. Inquire as to what their network in your industry looks like and what types of similar positions they have filled in the past.

• Make sure their greatest strength is listening. If the recruiter is more focused on talking than listening, they’ll likely miss important details that are crucial to making the right fit for you. Make sure they ask you great questions, take notes, and have an attention to detail. Finding the perfect match can’t be done if they don’t have the details needed to make the match.

• They should be busy. Especially with the recent surge in staffing, if your recruiter is available to take your every call that may not be a good sign. The staffing industry has seen a consistent surge since the economic recovery, if your recruiter excels in their field they should be extremely busy balancing candidates and clients.  While they should be busy, they should also set clear expectations of when they are available and how best to reach them.

 As with any business partner, if you feel that you are not connecting well with your recruiter it may be time to look at other options. Often times the best way to locate a top notch recruiter is to seek referrals from others in your line of business. As many as 90% of companies have partnered with a staffing agency in the past for recruiting support, therefore it’s very likely that you know someone who has hired a recruiter in the past for recruiting services or that you know someone who has located a position through a recruiter.

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.

If you are considering partnering with a staffing agency or recruitment firm for the first time, here are some advantages to consider:

• Time Saved. According to NACE, the average time from interview to offer is 22.5 days. Add the additional time of position analysis, posting the position, accumulating resumes, reviewing resumes, and scheduling interviews and you’ve quickly lost a large amount of time. Industry specialized staffing agencies have a pool of qualified and screened candidates for their positions of specialization. Executive staffing and search firms also work closely with passive candidates in their niche market, giving you access to a wider range of qualified talent. Having a partner that is proactive rather than reactive in the recruiting process quickly cuts your costly down time and additional burden on other employees within the organization.
• Money Saved.  According to the U.S. Bureau of Labor Statistics, the average direct cost for a new employee is $57,967.88 including basic wages, benefits, and taxes. Add in costly overtime during the vacancy of the position, recruiting and advertising costs, screening and testing costs, and this number can quickly grow exponentially. A staffing service can provide you with a predictable cost per hire and many offer financial guarantees to support the quality of their talent. In addition to cost per hire savings, employees contracted through staffing agency fall under the staffing agency’s unemployment and worker’s compensation claims. This can quickly decrease costly overhead due to injuries and employee turnover.
• Increased Productivity. Employers who spread extra workload across their existing staff rather than adding additional staff, can quickly see a drop in productivity. Employees working prolonged overtime or long hours can quickly become overwhelmed, unmotivated, and less alert on the job. In addition to a loss of productivity due to fatigue and lack of motivation, over worked employees are more likely to become ill or suffer from a work related injury causing more downtime for the employer.
• Increased Flexibility. Whether your need for a temporary employee is to cover a vacation, medical leave, or an unexpected increase in workload, having an established staffing partner can quickly provide you with additional resources during your time of need. Established staffing agencies often work with professionals and skilled workers who are open to short term, project, or part time work that have strong backgrounds in their field. Having experienced talent that can quickly come in and adapt to your position can provide you with great flexibility.
• A Guaranteed Hire. As many as 84% of new hires do not live up to the new employer’s expectations. Ouch. With the time, money, and resources that are associated with the hiring and on boarding process this can be a discouraging fact. Most professional staffing agencies offer a guarantee or free replacement on their talent for a certain period after hire.

With the majority of employers in the United States choosing to partner with a staffing service, there are proven benefits. If you are considering a staffing partner for the first time or are considering a change in your current staffing agency, take the time to identify and qualify your future staffing partner. Established recruiting firms will be able to provide you with testimonials, have access to a strong and proven pool of candidates in your industry, and take the time to understand your goals and objectives as a organization.

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.