Happy hour is typically known as a great place to blow off some steam and catch up with friends after a long week. It also can be the site where you chat your way into a new job.

It’s always easier to hear about new jobs through your friends and colleagues out in a casual setting than the forced settings of recruitment fairs and job conventions. Everyone is more relaxed and receptive. If you play your social etiquette cards right, you may be able to get some important information that can help advance your career.

Putting a Face to the Name
There is a lot of competition out there for not as many jobs. Getting out there and being social is one way to put yourself at the top of the resume pile. You never know who you will meet at a fundraising event or even at the local food truck. And those interactions can prepare you for more formal interaction.

Going out and meeting new people, striking up conversations, all makes it that much easier when you want to pick up the phone and introduce yourself to a potential employer. Employers get so many resumes for positions—the best way to stand out is to introduce yourself at an event or with a phone call. They just may remember who you are and see that you are an enterprising individual, resulting in an interview and job placement.

Bartenders as Recruiters
Bartenders are good to know. They see all, hear all and know all. They are easily the most popular person at the bar. But bartenders won’t give up their secrets and information to just anyone. You have to develop a relationship with them, just like anyone else. Become a regular at the establishment. Tip well. If you take care of bartenders, they will take care of you. Be real and strike up normal conversations. You never know who they may be able to connect you to.

Striking Up a Conversation
It’s not always easy to make the first move in social situations. Happy hour luckily loosens up quite a few folks. But even if you don’t drink there are certain ways to start a conversation with others that are easy to try.

First of all, be yourself and relax. People can tell when someone is puffing out their chest or putting on heirs.

Next, don’t just talk about yourself. Ask questions about other people. Ask them what they are working on or passionate about or do in their spare time. People like to know that you are interested in them. It makes them feel important.

It’s better to put yourself out there than not, no matter where the conversation will lead.

Dos and Don’ts
Of course, in any situation infused with alcohol; there are some rules and standards you should probably abide by going in. It helps to keep the social aspect under control—especially if you are using it to network.

Number one: Set a drink limit. If you are just out with your friends for a good time, that is fine. If you are looking to network and meet people this is essential. You do not want to get sloppy in front of a potential employer.

Number two: Keep it causal. Don’t get into too many details at a bar. If you make a great connection with someone and want to get into specifics, schedule a meeting for the next week.

Number three: Avoid gossip and negative talk.

Number four: Don’t be pushy. No one likes a salesman at their happy hour.

Number five: Talk about your other interests. Talking about work and your job all the time is boring to most people.

Number six: Follow up. Make sure you stay in contact with those people who you have conversed. Take those business cards you have collected and send an email or note in the following days.

Clark Personnel Service can help you make the right connections. Contact us today!

Well, it’s hard to believe it has been four years…..but the time is almost here.  The following are some thoughts concerning Voting that you should be aware of:

The Alabama law concerning voting is as follows:

“Employees can take time off to vote in any election for which the employee is qualified and registered to vote, unless the employee’s work hours commence at least two hours after the polls open or end at least one hour before the polls close. The employer may determine what hours are available for the employee to vote”.

Note that although you may be required to give them time off to vote depending on their work schedules,  you are not required to pay them for the time off.  IF you pay for any employee for the time he/she votes – PAY FOR ALL EMPLOYEES.  This would be crucial as to not inadvertently discriminate against any group of employees.    Florida, Mississippi nor Louisiana have any specific voting laws or regulations.

Also, please remember that while it is ok to speak about ramifications of the outcome of the election to business practices, it is not ok to entice/threaten an employee to vote one way or the other or to retaliate against an employee for voting or for the way he/she votes.

Finally, remember that these rules apply to all elections, not just the presidential election.

This is a complimentary e-mail sent to the members of MGMA and clients of Constantine Human Resource Consulting, LLC.  It is intended for information purposes only and is not to be construed as legal advice.  If you would like to be taken off of this e-mail list, please type “remove” in the subject line

In a time where companies must keep increasing costs to a minimum, employees are expected to do even more with a lot less. This can impact morale and energy levels for even the strongest employees. If an organization must give its employees more responsibility, they better have a plan in place to make it worth their while.

Employee engagement and retainment is at the top of the list of concerns for many companies. Without the interest and energy of your employees, who you brought on because of their talent and skill, the ship can fall apart.

Keep your employees motivated by engaging them, and keeping them in the loop. Make them feel like their place on the team is increasingly important, because it is.

Action Groups
One of the best ways to get employees involved and let them know their opinion matters is by forming employee action teams. These teams are assigned to certain red-flag sectors, such as poor communication in certain departments, customer service issues, issues of trust at divisional headquarters, etc.

To form a group, nominations start at the bottom level from fellow employees, not political appointments at the top. Each group has a senior-level advisor. The group will reflect different management levels, experience, background, bringing diversity to the issues.

Members have defined roles and responsibilities and are trained on identifying issues and developing action plans to tackle these issues.

These roles empower employees that might not otherwise get a chance to be heard, letting everyone feel that they are part of the success of the company.

Executive Face Time
Leaders of companies are busy, and to everyday employees, rarely seen or heard. This can make an employee feel very detached from the main lines of the company, dipping their morale and wondering why they should care if they never see their superiors working or engaging.

Senior leaders need to devote time to getting out there and listening to the concerns of the employees and working alongside them to resolve issues. When everyone understands each other’s jobs and what they do every day, a level of respect and knowledge is reached.

You have to let senior level executives know that their sincerity and interest in what the rest of the company is doing, helps to boost employee morale and engagement, resulting in a better business driver.

Measuring Engagement
After you put these various programs in place, how can you see or measure a difference? As with any program, you must develop an evaluation process. Some of the items you may want to look at can include:

• Investment of time and effort from leaders and managers
• Immersion that includes the frequency and quality of connections between work groups
• Interest by the workforce in their workplace
• Improvement of overall workplace morale and product

Measurements don’t have to be done in some time-consuming formal process either. A simple informal poll sent out to employees or done in the workplace can work just as well.

Remember, the more you interact with your employees, consider their feedback and make changes based on that feedback, the more they will trust and respect each other and the organization.

Clark Personnel Service can help you find the most engaged employees for your workforce. Contact us today!

In this ever-so-competitive job market, you may find yourself applying for jobs that may be a small bit beneath the level you have been used to. You still need a paycheck coming in, and even if you are in the same industry, but a few notches below what you had been at, that is ok. You can work hard and move up.

However, many companies are not willing to invest in someone who they deem “overqualified” for a position. They want to make sure you stay with the company and aren’t just taking a job until something better comes along. Some employers may also be wary about you being savvier then they are, overshadowing the work that they do.

So are you really overqualified? Or is it just another human resources excuse for you not fitting the position (and avoiding legalities)? Here are some guidelines to check.

1. Are you applying to the right positions? If you have 20 years of sales experience, they may not be interested in hiring you as a customer service representative. Even if you show genuine interest in the position, they may be wishy washy about bringing you on. You can try to convince them of how you can grow the position, or the additional skills you can bring to the office. But don’t try and dumb your resume down—you may get stuck in a low position and become unhappy without any movement.

2. Are you networking and applying with the right people? If you have 20 years of experience, jobs should be finding you—not the other way around. Surround yourself with people in the industry that know your strengths and are not threatened by you. Connect with people who care about your success and appreciate your contributions. Occasionally, just applying through human resources will not be enough. You need to talk to other C-level managers or individuals in your area of experience. Avoid the red tape.

3. Are you doing a good job at selling yourself? You can get the interview. You have talked to the right people. But you can’t close the deal. You have to be very clear and specific in how you can bring value to your role and to the company. Position yourself to the specific items and issues the company is looking for. Don’t just talk about what you do, talk about what you can do for them. Sometimes companies do not know what to do with someone that has a lot to offer. Spell it out for them.

Clark Personnel Service can help you land and close those difficult job interviews. Call us today!

Job postings on online job boards are still relevant to job seekers. In fact, about 20 percent of employees found their job online. Presenting a job properly, to get their attention, is key. According to a CareerBuilder survey 75 percent of job seekers say a posting’s appearance can convince them to continue reading about the job.

Job seekers, on average, spend about 3 seconds scanning a job posting. So you better make it worth their while! It’s not exactly what content is included but how it is presented to the reader. There are some foolproof ways on how to create the perfect job posting.

1. Avoid clichés. Be specific when writing a job title. Avoid vague words like guru and expert. Job seekers search for specific terms and those with less commercial, showy or spammy terms are the ones they will click on first.
2. Qualification list. It’s a lot easier for someone to scan a list and decide if they have the skills needed for a job, than reading through four paragraphs of filler words and jargon. Job seekers, much like human resource professionals, have a lot of options to sift through, so they want to be able to quickly scan for the right ones.
3. Format. Use bullets to create lists not only for qualifications, but goals of and benefits for the position as well. Again, lists are much easier to read than long paragraph blocks. However, keep your bulleted lists to four or five items maximum. Lists are not effective when you have to scroll down a page.
4. Salary information. Put it out there. People want to know that they are not wasting their time, as well as your own. Too many companies are vague or leave this information out completely, allowing for candidates who may be too out of range to apply. At least include a range for the applicant to work with and make sure to include bonus information.
5. Esthetics. Include some logos in the job posting to look official. Also, if you have a video or photos of your establishment, include those as well, as job seekers are very curious about work environments.
6. Keywords. For search purposes, make sure you are using relevant words throughout the text that pertain to the job. When a job seeker searches for a job posting in your category, it is sure to rank higher with the proper words included for the position.

Clark Personnel Service can help you find the best candidates for your business. Call us today!

Interesting article about social media and recruting. Hope you gain some insight on this topic.

http://www.staffingtalk.com/use-social-media-to-recruit-or-die/

Becoming memorable, especially in a busy workplace, is no easy task. But when you stand out from the pack, you are usually handsomely rewarded and acknowledged. Not only dependable, but exceptional employees are wanted and revered. Companies want people who can make things happen.

The best leaders in the workplace are those who have that extra something. It’s kind of like being a rock star. Certain performers have that “it” factor. The same goes within any industry and company you are working for. You don’t necessarily have to be a sales machine or bring in the most clients, but your attitude, how you treat others and job performance are what people will remember you for.

Creating connections is key. It can be as simple as bringing in donuts for a morning meeting or introducing another staff member to a potential client. People remember the little things, creating a connection in their mind.

Here are some of the best ways to stand out from the crowd in your workplace:

1. Be present and visual: Attach your photo to everything. LinkedIn, Twitter, company intranet profiles, etc. Also, if you can’t have a face-to-face meeting, don’t be afraid to suggest Skype or try a Google hangout. People are very visual and remember faces!
2. Put down the phone: Show people that they are the most important thing in the room. Most people will be texting or answering emails during meetings. Show the person presenting that they have your utmost attention. People appreciate this and find it refreshing.
3. Become a storyteller: Don’t just do, but also share ideas and success stories with your colleagues and managers.
4. Provide value: Most people in business put out the vibe of “what is in it for me?” rather than, what can I do for you? It is not always about you. If you are sincere and actually care about others, helping them, they will remember that.
5. Develop a voice: Sometimes it’s better to pop in someone’s office or give them a quick ring rather than shooting off an email. Especially if someone is right down the hall. That personal attention will make them feel more important.
6. Get to the point: People do not have a lot of time nowadays. There are multiple projects and goals to achieve. We are doing more work with less. Sometimes, instead of taking a half hour to explain something, you need to do it in five minutes. People will appreciate the brevity. And honestly, half the time spent in meetings is not worthwhile.
7. Be sincere: Take notice of your colleagues and let them know when they’ve done a good job. And only say it if you mean it. People can see right through false praise.

Clark Personnel Service can help you stand out from the rest in your job search. Call us today!

A lot of “experts” are saying the blog is dead. Not so. Blogs are your company’s opportunity for being creative, disbursing information and reaching out to the public.

Blogs are one of the original forms of social media. Not only is content—pictures, videos, articles, blog posts—created, but it is also able to be shared and commented on by the general public. Facebook, Twitter, YouTube and LinkedIn are distant cousins of the blog, but honestly, these are vehicles used to share creative content—which is usually housed on a blog.

So, does your company have a blog? If not, you are missing out on a great opportunity for possible business referrals, industry prominence and prime candidate recruiting. Having a blog shows the outside world that your company knows what it is doing, and wants to give something back to those who show interest in it

Here are some of the best reasons to create and maintain a company blog:

1. Content hub: Your blog becomes THE place where you can create and store information, post videos, pictures, articles, press releases, interviews, etc. This is where you can get creative and have a dynamic, ever-changing digital presence.
2. Creates a greater internet footprint: Blogging even once a week increases your company’s search engine optimization or SEO. When you create new content on a consistent basis, you show up higher in search results. Plus, having a blog allows for you to show that you are always “open,” with a 24-hour digital presence.
3. Allows for people to share info about you: Sharing builds your network. When you post a funny or informative article that is right on the money, people will take notice and share with colleagues or friends.
4. Providing value: Blogs give something back to the industry and customer. Readers will keep returning for more information, if you provide informative and readable blogs. On a website, content can become stale, because it is not always changing. Someone can buy a product, but if you give them different ideas on how to use it, they will come back for more.
5. Developing yourself as an industry leader (expert): Blogs are your chance for the inspiring minds in your company to shine. From CEO posts on how to be a better leader, from in-depth articles on the latest technologies for your industry, readers will look for you to get all the latest news and answers.
6. Showcasing a different side of your company: Show potential employee candidates the personal side of your company. Highlight employees of the month, and why they love working for you, photos of take your dog to work day, or post an article on a 5k your company participated in. Showing that you can work and play hard means a lot to potential employees.

Clark Personnel Service can represent you as an industry leader. Call us today!

Communication is a necessary skill for any job. Even if you are not in an editorial type field, proper written communication is respected and appreciated.

Your first line of presentation when applying to any position is often the cover letter and resume. Within this first impression, many companies can judge what kind of candidate you will be for the organization, and how well you can express yourself within the written word—something you may have to do much of as a manger, researcher, or at any company position.

There are several essential communications pieces to present correctly for gainful employment success. These include the cover letter or letter of inquiry, resume, thank you letter and letter of acceptance or refusal (if needed). Structuring these in the correct form can make or break you as a candidate.

Cover Letter and Letter of Inquiry
A cover letter is used to apply to an advertised position, while a letter of inquiry is sent to a company expressing interest in acquiring any open position at a favorable company. There are ways to structure these that make them easy to read for potential employers and showcase your best assets.

The opening paragraph should wow the employer. You need to explain why you are interested in the company and position, and how your career objectives relate.

The middle paragraph is where you get into details and examples of your skill set. This is the chance to really show off and provide them with examples of your best work.

The other body paragraphs are a bit fluffier, but really get into the how and why you want to work for this company, and how well you would fit in.

The end paragraphs thank the employer for the time to look over your credentials, reiterate your interest in the position and invite the employer to contact you to set up a meeting time.

Resume
Your resume is the main link of communication for selling yourself. It displays your experience and skill set in an organized, easy-to-comprehend manner. The goal of a resume is to give employers an honest and thorough representation of your skills. In each position you reflect specific job skills and strengths. And make sure you always include your contact information!

If you are a recent graduate, include your GPA in the education section.

Make sure each entry includes your company name, position and specific job skills for that position. Use verbs and action words to describe your work.

At the end of your resume make sure to include any community activities, honors or charitable organizations you are involved with.

Thank You Letter
Depending on the type of environment you encountered on your interview and the urgency to fill the position, you can either e-mail a thank you note or send an actual paper note. Keep it short and sweet and make sure to refer to the specific position you interviewed for. Also make sure to reiterate your interest in the company.

Letter of Acceptance/Refusal
If your potential job is located outside of the area a letter of acceptance for a position may be required. You must include confirmation of the position and the salary given, accept, and then thank them for the opportunity to join the company. Many companies also require this just to have something on file.

In a letter of refusal mention the specific position you are turning down and respectfully decline the offer. Make sure you give a specific reason for declining the position and thank the employer for their time and efforts. You never want to burn bridges.

And for all correspondence, no matter what step you are in the employment line, always keep it professional. Keep all letters and resumes to one page in length and proofread, proofread, proofread!

Clark Personnel Service can help you with all of your job search questions. Call us today!

In this economic environment, the competition for jobs is at an all-time high. However, job seekers still do have a list of wants, and many will still wait for the perfect position. In a new survey put out by CareerBuilder, job candidates were asked directly what they were looking for most in a company and career. The top answers included:

1. Compensation: True, this is a no-brainer. Everyone wants to be rewarded handsomely for the hard work that they do. However, life is getting more expensive. Gas prices are up. Grocery prices are up. Tuition prices are at an all-time high. The dollar doesn’t go as far as it used to. Also, companies are asking for a lot more from employees, while still using old compensation methods. The top companies are recruiting employees that benefit from their generous salary rates.
2. Benefits: Health insurance premiums keep rising in America, but that doesn’t mean that your employees have to feel the brunt of it. The cost and availability of health insurance is a large part of what potential employees are looking at. In addition, employees want to know that they have access to ample days off when they need them and security in retirement and life insurance. The era of 10 days of PTO which include sick and personal days are over. Don’t skimp on these, or you will be missing out on prime candidates.
3. Work/Life Balance: On the surface, many companies preach flexibility and a proper work-life balance, but their employees are living more of a work hard/play hard mentality, cranking out 60-70 hours a week and attending company happy hours on the weekends. A happy hour is not what these job candidates are looking for. They are looking for flexible hours that allow them to do the best work they can, in an efficient amount of time. They are looking to be involved with their communities, families and further their education. Their work is important, but so are other things in their life.
4. Advancement: If you do not offer a career path program, good employees will leave and share this information with others. If an employee gets raises, but is stuck with more responsibility and the same title for five years, they will never feel fulfilled or happy. Empowering your employees with the opportunity to take on new tasks and learn new skills is the best way to keep them interested. Let them know they are doing a great job, by acknowledging their growth.
5. Appreciation: Employees want to know that the work they are doing is making a difference, and that they are not just punching a clock. Acknowledgement from management does not have to be costly—it can come in the form of a gift card, recognition lunch, or bonus time off—but it does have to happen in order for retention and a good working environment.

Clark Personnel Service can help match you with the right candidates. Call us today!