Job Info from Brigham Group

Project coordinator / administrative position Chanhassen, MN

2010-12-08T11:35:00.001-06:00

One of our clients in the Southwest metro is looking for a strong administrative professional with 1+ years in a technology installation environment.

Background must include prior project managment experience within installation environments and computer skills.

We are seeking quality, customer-focused individuals who want to be part of a winning team, and who are passionate about providing excellent customer service. Previous security industry experience is a plus.

This position requires strong customer service experience as well as good computer knowledge, must be detailed with good project management skills.
Apply online for Job #42J8 http://www.brighamgroup.com/entake.htm
When you have completed online application, call 952-432-6060 for Twin Cities positions.

Follow us on Facebook--and get notified immediately of new positions available and job seeking updates. http://www.facebook.com/BrighamGroup

Experienced Shipping / Warehouse ) Position job #42K3

2010-12-08T10:33:00.001-06:00

Shipping/customer service, full-time, Minneapolis (Uptown), MN. Join a team of fun and hard working professionals with a strong commitment to their customers, their fashion-forward product, and the company.
• Detailed knowledge and proficient use of Vendor Net & EDI software and major shippers to accurately pick, pack and ship fashion accessory product to major customers

• Understand Department Store and Catalog customers unique/special labeling & shipping instructions to ensure error free shipments

• Accurately invoice orders and collect payments due at time of shipment

• Verify incoming shipments and stock the warehouse as needed

• Keep warehouse organized

• Take phone orders and provide basic customer service

• Effective and proficient use of email and internet

Apply online http://www.brighamgroup.com/employee/eavail.htm and include your resume. Call 952-432-6060 when you've submitted your application.

Job Search Help

2010-11-22T13:33:00.000-06:00

We're not sure how November is so quickly creeping away. Seems like just the other day I peeked out the window and revelled in the 'jacketless' weather of late October. With the ice storm this past weekend, it's difficult to imagine that just a mere month ago everything was different.

I remember feeling this exact same thing a few years ago during a large layoff. The quick changes that happened in my life led to countless moments of reflection and wishful thinking. "If only the situation had been different," I often remarked, "Life has a great way of proving to you your utter strength." Our wish for you this upcoming winter season, is to realize that in adversity, your true self comes to the surface. Resoures are availabe to help you take the time and lay the groundwork for future success.

Cuddle up with a cup of coffee or cocoa and check out our five favorite, free job search websites:
1.) Did you know that http://www.collegerecruiter.com/ offers indispensible advice for those job searching after graduation? A great video to watch is, "What do Millenial Candidates Want from Employers," find out what industry experts are saying at: http://collegerecruiter.com/video/what-do-millennial-candidates.

2.) http://www.monster.com/ isn't just for job search anymore. Their career tools tab offers salary negotiation information and career benchmarking.

3.) For whatever you seek, http://www.iseek.org/ has your ticket to find the most important part of your job search: yourself. Great advice and talent inventory offers you a glimpse into your core strengths and weaknesses.

4.) At careerbuilder, a hidden tool is now available. http://www.careerbuilder.com/jobseeker/jobreport/ HireInsider will show you how you match against other candidates for jobs and offers free reports.

5.) Not to toot our own horn, but http://www.brighamgroup.com/ offers fantastic advice and ideas, with a personal touch. If you ever have a question about a position, a resume idea or strategy, you can call us. We'll help guide you on the right path.

Kate-Madonna Hindes
Recruitment and Marketing Director
khindes@brighamgroup.com

Social Media, Recruiting and Marketing

2010-11-08T13:13:00.000-06:00

Social Media and Marketing—Where's the ROI?

Panel moderated by Sara Moss, president, the Code Works; Jennifer Brigham, president and CEO, Brigham Group Staffing; Jennifer F. Knippenberg, senior recruiting manager for digital recruiting and integrated marketing, Manpower Inc.; Kristin Motta Zwickau, co-founder and director, CM Access
Presented at "Staffing World 2010, October, Las Vegas

Brigham Group's founder and president, Jennifer Brigham, recently presented with a panel of recruiting experts at the national conference of the American Staffing Association (ASA), October 13, 2010 at the Venetian in Las Vegas.

Social media has created revolutionary changes to how people search for jobs. With over 70 million business professionals on LinkedIn alone, the old rules of recruiting no longer apply. You can't assume that everyone uses social networking the same way.

Social media can be a huge waste of company resources. With myriad networks available—each offering its own unique set of features and deliverables—how do you maximize your return on investment in social media? The technology advisory subcommittee of the ASA education committee has set out to answer that question by assembling a panel of staffing professionals from small, medium, and large firms. Brigham and the panel shared their success stories, discussed the benefits and challenges of recruiting and marketing through social media, and evaluated the strengths of various social networks. The panel also reviewed the criteria for developing your own social media strategy, as well as had an open discussion with the standing-room-only attendees on questions, challenges and hurdles the group was experiencing in trying to implement their own internal social media strategy, while keeping the return on investment measureable.

See the VIDEO!
http://www.youtube.com/watch?v=vF8tFOIx1Xs&feature=player_embedded

Hiring is up!

2010-11-06T07:02:00.002-05:00

We are seeing a definite increase in hiring. In fact, hiring is up 89% 2010 year to date, compared year-over-year to last year.

Here is what we're hearing from clients:
1) Very, very specific hiring needs. Many are asking for technical degrees, and several years of solid work experience in a specific, technical manufacturing area.
2) Many clients are bidding out jobs that they hope to land and start production on in the next few months. While nobody wants to count their chickens before they are hatched, things seem much more hopeful compared to last two years.

So while we're helping clients ramp up for current needs, we are also planning ahead for what we believe will be a significant uptick in 2011.

We're hiring another recruiter in our Baldwin, Wisconsin office, and check out the link to an article in this morning's Minneapolis, MN Star-Tribune, featuring our latest hire in our Minneapolis office: Kate-Madonna Hindes.

And don't forget to check out our website for the jobs we're currently recruiting for, and make sure we have your latest information if you're in the job market.

http://tinyurl.com/262b3sy

Brigham Group Partners With Dunwoody Institute to Offer Scholarship Program for Women in Manufacturing

2010-10-21T15:09:00.005-05:00

Brigham Group, Inc., and Dunwoody College of Technology, both based in Minneapolis, announced a, "Women in Manufacturing Technology" scholarship.

Brigham Group will fund this annual scholarship of $1,000 for a second-year student enrolled in one of Dunwoody's Manufacturing Technology programs.

"This is a logical partnership, and we're happy to help attract more qualified women into the manufacturing sector," said CEO Jennifer Brigham. "We hire hundreds of manufacturing workers a year--with an increasing number in the technical niches such as robotics, medical device, CNC programming, engineering, drafting and welding. We want to help Dunwoody in its mission to be more diverse and inclusive, encouraging women to enter these non-traditional and good paying careers.”

Dunwoody College of Technology is the only private, not-for-profit, technical college in the Upper Midwest. For more, see http://www.blogger.com/www.dunwoody.eduor
@dunwoodycollege on Twitter.

“Recent research studies indicate a very strong correlation exists between corporate performance and gender balanced leadership; the more diverse the leadership team, the better financial performance of the organization,” states national web-publication, Women In Business.

Brigham Group is committed to excellence and furthering women in manufacturing because with growth comes innovation and with innovation comes continued success and opportunity for our clients and candidates.

To learn more about this exciting partnership, please call: 952.432.6060

Job Changing?

2010-09-20T07:06:00.003-05:00

As the economy tries to stay on a steady course of "rebound," we're seeing hiring ramp up at a pretty fast clip. We're also seeing something we haven't seen in a couple of years--that is, people leaving jobs for new opportunities. A bit of the fear of changing jobs is gone, as confidence builds. People who have stayed in jobs that are secure, but not a good fit, are venturing out looking for a culture fit for them--not staying in a job that is a bad fit because they are afraid.

So is a job change now without risk? No, it never is. But opportunities are out there! (check out the dozens on our website, www.brighamgroup.com)

"Twenty years from now you will be more disappointed by the things you didn't do than by the ones you did do. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover." Mark Twain

Hiring on the Increase: Are You Ready?

2010-09-08T12:37:00.002-05:00

In staffing, fall brings the busy hiring season for us, as most of our clients (in the light manufacturing sector) are ramping up with increased orders. Check out our website, there are dozens of open positions in Minnesota, Wisconsin, Twin Cities and surrounding suburbs.

Are you ready to be hired? Here are some things to do to be sure you're on the sort list of those to get jobs this fall:

1) Make sure you have applied with us. We have an online application form.
2) Make sure you've attached a current resume to the application (as well as completed the entire application form). If you have difficulty attaching a resume (Word documents preferred), then call us, and we'll arrange for you to email it instead.
3) Call us after you've applied, and keep checking in with your availability. Call the office closest to you--contact information is on the website.
4) Make sure we have your most current telephone, cell phone and email information available for you so when that job comes up, you are reachable.
5) For regular online job updates:
Twitter: @jenniferbrigham (follow!)
Facebook: http://www.facebook.com/BrighamGroup (be a friend!)
LinkedIn: http://www.linkedin.com/in/jenniferbrigham (connect!)

We'd love to hear from you--make sure your application is current, and give us a call on a regular basis. We're hiring!

New Jobs on our Website

2010-08-27T12:49:00.002-05:00

Two new jobs on the East Coast--please spread the word, send resume as directed on website.

http://www.brighamgroup.com/employee/eavail.htm

Human Resource Generalist in Hartford, CT

Automation Control Engineer in Albany, NY

Check 'em out!

reCareered: Why Doesn’t HR (Recruiters & Hiring Managers) Follow Up? Job search question of the week - Page 2

2010-08-27T10:06:00.000-05:00

reCareered: Why Doesn’t HR (Recruiters & Hiring Managers) Follow Up? Job search question of the week - Page 2

Be our Friend

2010-08-27T07:27:00.002-05:00

Check us out on Facebook--you don't have to be connected with any of our staff personally to "like" us and join this page, where we'll have regular job updates, links to great job-seeking information and other fun stuff.

Brigham Group Staffing - Recruiting Job

2010-08-25T16:09:00.003-05:00

Our last blog post let you know we are hiring in record numbers for our clients. Today, we are admitting we're swamped with job openings like we haven't been swamped in two years! So, we are looking to hire a recruiting assistant. This job is based in our Wisconsin office. It is part-time but could go full-time.

A detailed job description is on our website, check it out, let friends know who may have the experience we seek (industrial staffing and recruiting). Thanks!

www.brighamgroup.com

We're Hiring in Record Numbers!

2010-08-24T11:33:00.003-05:00

Here is a partial list of jobs we are now hiring for. Some are temporary, temp-to-hire, and many are full-time, long-term careers.

Machinist, CNC programmer, fabricator, welder
Bank teller
Retail merchandiser--driving your car on a local route, restocking merchandise
Assembly and production workers
Salesperson, technical product in central Wisconsin
Quality engineer, quality manager, and quality control inspector, various industries
Recruiting assistant
Continuous Improvement / Lean Manager

Apply online, and send this link to anyone you know who may be looking for a different opportunity: http://www.brighamgroup.com/employee/eavail.htm

Also, join us on Facebook: http://www.facebook.com/BrighamGroup

"Like" us on Facebook, and invite friends to "like" us, too--anyone on Facebook can (don't need to be a personal "friend" to like this page). Updates and tips will be here regularly.

Quality Manager - Great Career Opportunity

2010-08-06T09:53:00.001-05:00

Quality Manager in Winona/Rochester, Minnesota area:

Plans, coordinates, and directs quality control program designed to ensure continuous production of products consistent with established standards.

Main Responsibilities: (other duties may be assigned as well)• Develop and analyses statistical data and product specifications to determine present standards and establish proposed quality and reliability expectancy of finished product.• Formulates and maintains quality control objectives and coordinates objectives with production procedures n cooperation with other plant managers to maximize product reliability and minimize costs.• Direct workers engaged in inspection and testing activities to ensure continuous control over materials, facilities and products.• Plans, promotes, and organizes training activates related to product quality and reliability.• Investigates and adjusts customer complaints regarding quality.

If interested, please contact Andy Hennes at 612-756-4161 or email ahennes@brighamgroup.com

Brigham Group Staffing - Front Page News!

2010-07-23T09:28:00.002-05:00

Check us out, front page. We have dozens of jobs we're hiring for--and contrary to the article's report, many of them are long-term jobs. Our website, www.brighamgroup.com, has the latest. If you haven't yet applied, the application is online--attach a current resume. If you are already in our database of over 12,000 job seekers, make sure we have your most current information.

http://www.startribune.com/lifestyle/98170064.html

Brigham Group Staffing - hiring, and in the news!

2010-07-14T12:49:00.002-05:00

We made the front page of this past Sundays Minneapolis Star-Tribune! What the article doesn't mention is the dozens of permanent (non-temp) jobs we have, in addition to dozens of temp-to-hire jobs--which are one of the best and surest ways to a "perm" job. Yes, lots of entry-level temp jobs that our clients are hiring for, but so much more! See our website for all of our jobs, and make sure your application is complete and we have a current resume on file for you if you'd like to be considered for these or future jobs with any of our clients.

http://www.brighamgroup.com/

Great education available for free!

2010-07-13T12:39:00.001-05:00

I was pleased to be a part of a day-long workshop offering job seekers current skills, designed to help us all keep up with the new social media and other technologies. This was held at the Dakota County (Minnesota) Workforce Center in Burnsville last month. In my workshop, we spent about an hour talking about LinkedIn, and utilizing a fabulous (and 100% complete!) LinkedIn profile to attract the attention of potential employers. It was a great crowd, super questions, and I am now "LinkedIn" with many of the participants.

In addition to the free workshops offered at many local Workforce Centers (http://www.positivelyminnesota.com/mwa/mnwfc/WorkShopDetail.aspx?id=0178), LinkedIn also offers great tutorials on their site to help you maximize this free resource as you expand and dig deeper into your job search. Here is the learning center on LinkedIn to help you get started, or ramp up, on LinkedIn.

http://learn.linkedin.com/

The "business" of job searching has changed dramatically. LinkedIn is only one tool. If you are in the job search arena, it can be a full-time job!

And don't forget to check out our website for our current openings--we have many! http://www.brighamgroup.com/

Jennifer

Paradigm Shift: from finding jobs on Boards to being FOUND

2010-05-20T10:29:00.002-05:00

http://jobsearchadvicenet.blogspot.com/2010/05/7-ways-to-get-job-using-linkedin.html

This is a great article on how:

1) Employers are utilizing job boards less and social networking like LinkedIn MORE.
2) How you can create a better profile to be FOUND on LinkedIn, etc., by those employers.

Job Interview Tips

2010-05-20T07:39:00.002-05:00

Job interview tips - Job interview questions and answers

http://youtu.be/epcc9X1aS7o

There is a wealth of job interviewing information on the internet. Try Googling "Job Interview Tips," and do some research before your next interview. Practice answering those tough questions.

CNC Machinist Jobs

2010-05-01T10:19:00.002-05:00

We're finding some great CNC programmer / machinist folks for our client in Western Wisconsin. Check out details of these great permanent jobs (meaning "not temp") on our website www.brighamgroup.com

Send you resume to recruiter@brighamgroup.com

Spread the word!

Immediate hires (perm): 36 machinists

2010-04-16T06:31:00.003-05:00

Machinists: Our rapidly growing Wisconsin manufacturing client just hired us to help them find 36 skilled machinists: CNC milling, boring, turning, vertical and horizontal machining. Nice commute (against rush hour) into beautiful Western WI. Full-time second and third shift jobs, competitive pay, great benefits, contact recruiter@brighamgroup.com for more information.

The Smart Way to Take Advantage of a Market Full of Talent

2010-04-06T11:32:00.002-05:00

This article, written by a banker friend of mind, talks to businesses about how to begin hiring again as the economy gets better. If you are a job seeker, it may help you understand the pressures hiring managers are under, and how they plan to add people again.

The Smart Way to Take Advantage of a Market Full of Talent
As the Minnesota economy continues to slowly recover from the recession, business owners in some sectors are turning their focus from cost-cutting to adding personnel. They may be on to something.

With thousands of people out of work due to layoffs, small businesses have a rare opportunity to add valuable people who come with talent, experience and connections. In many cases, job seekers also come with realistic expectations, understanding that the hiring landscape has changed.

That doesn’t mean it’s going to be easy to find the people that are the right fit for your business. In fact, it might take some extra time and effort on your end to firm up your compensation philosophy and to sort through candidates to find the ones who are a solid investment for the future.

Here are some ideas on how to make the most of this opportunity to grow.

1. Use hiring specialists to be efficient.
Be prepared for a crush of applicants, a large percentage of whom will not have the basic qualifications you need. Since you can’t put running your business on hold during the hiring process, consider using a recruiter to winnow down the candidates. You can also use outside resources to efficiently sort through applications to get to a manageable number. Another option is outsourcing some or all of the process to a human resources consultant.

2. Be forthright with job candidates.
You can’t take a chance on filling a position with someone who’s not going to work out. It’s up to you to be clear about expectations. Be forthright about responsibilities, your compensation philosophy, the potential career path and the culture of your business. In short, make the candidate absolutely aware of what he or she is getting into. Then look for red flags and trust your best instincts.

3. Look beyond the résumé.
Résumés can be an accurate portrayal of a candidate’s talent and experience, but you would be negligent to take them at face value. Whenever possible, verify that the candidate possesses the basic competencies required by seeing some actual job-related performance. Whether through a simple written exercise or demonstration, validate that the applicant can handle the core functions of the job.

4. Sell the opportunity.
If you’re pursuing someone who’s coming from a major corporation or coming down in salary, you want to sell them on the opportunity at your company. Appeal to their sense of accomplishment and recognition by emphasizing how they can make a real difference at a smaller company. Talk about how they can get back to doing what they do best freed from corporate bureaucracy.

5. Consider all of your options.
Beyond hiring a full-time employee, you can hire a part-time employee, an independent contractor or a temporary worker. An employee on the payroll may be more committed to working for the benefit of your business. But he or she also comes with the responsibility for salary, employment taxes and insurance. Contractors or temps offer less risk and allow you to get a glimpse of someone’s talent and execution. They may have a different level of commitment, though, and could be juggling other jobs. Take time to consider which hiring option could best meet your staffing needs.

Hiring can be an uncertain proposition under any economic circumstances. As we emerge from recession, the opportunity is there for you to pick the cream of the cream of the crop.

http://www.minnesotabusiness.com/

STEVE STOUP
Senior Vice President
Fidelity Bank
mailto: steves@fidelitybankmn.com
www.fidelitybankmn.com

Subtle Ways to Botch the Interview - On Careers (usnews.com)

2010-03-13T08:56:00.001-06:00

Subtle Ways to Botch the Interview - On Careers (usnews.com)

Posted using ShareThis

THESE ARE YOUR OPTIONS - 'FIND' OR 'BE FOUND' plus 2 more | Career Rocketeer

2010-03-02T06:03:00.001-06:00

THESE ARE YOUR OPTIONS - 'FIND' OR 'BE FOUND' plus 2 more | Career Rocketeer

THESE ARE YOUR OPTIONS - 'FIND' OR 'BE FOUND'
ATS software is screening your resume! 5 resources to get noticed!
10 Ways to Create Work When There’s No Work

THESE ARE YOUR OPTIONS - 'FIND' OR 'BE FOUND'

Posted: 01 Mar 2010 06:31 PM PST

I don't mind repeating this point over again due to the inordinate number of ultra qualified job seekers who have been referred to me by friends, clients, my blogs, and my standing offer of a free resume critique at http://www.perrynewman.com/, that still don't get it. The rules of resume writing and conducting a successful job search have changed dramatically since 2008, and most job seekers with three or more years experience who are imminently qualified for a job in their field are clueless and have failed to change with the times.

For example, when I ask perspective clients who are actively searching for a new job what their goal is 7 out of 10 tell me "Perry, I need a new resume". Most are telling the truth - they certainly need a new and improved resume, however as Richard Dawson on Family Feud said, "Sorry, wrong answer." What they want is not a new resume, after all a resume doesn't pay the bills. The right answer is "I want a new job or career that I will enjoy and will pay me what I am worth."

While their answer and mine might be a matter of semantics to you, to me it is a matter of perspective, or rather a lack of perspective. Simply put what I have found is this (and most resume writers and career coaches agree with me); if a job seeker does not have an above average resume the odds are they also don't know how to conduct a job search in the age of social media networking.

As a matter of fact what prompted me to write this blog today is my newest client. Lisa is a very successful executive level Corporate Communications professional who has outstanding skills in business communications, marketing, pr and branding. When she contacted me the conversation was short and sweet. Very straightforward she told me she has not been in a serious job search mode for awhile, she knows the process of conducting a job search today has changed, and she is not prepared to make a serious effort until she has acquired all the prerequisite tools and up-to-date knowledge she is missing. Lisa is one of the job seekers out there who gets it! She has the right attitude and perspective and is not embarrassed to admit she is not all knowing, or foolish enough to think she can go it alone without some professional help and a mentor. In other words, Lisa knows what she doesn't know, and she is intelligent enough to realize how much harm she can cause herself by undertaking a job search without being at the top of her game.

Now what is it that Lisa comprehends and the vast majority of job seekers don't have a clue about?

I can sum it up in 3 words; 'The Visibility Factor.' Let me hypothetically explain what this means. Before I take you on as a new client, I do some research because in cyberspace you are an open book. I review the resume you emailed me and your Linked-in profile; I check you out on Plaxo, Facebook and Twitter, and Google, Yahoo and Bing you. And I am not the only one doing this. A savvy recruiter, HR talent acquisition specialist and, believe it or not most hiring managers and decision makers today will do this as well because it only takes 15 minutes and yields tremendous results.

Doing this daily for the past two years I found the following trends:
1: Most job seekers 35 and older resemble the H.G. Wells character Dr. Griffin, The Invisible Man
2: Regardless of age 15% of all job seekers are highly visible in a positive way
3: Job seekers age 21-30 tend to have mostly perfunctory, or worse yet unflattering information for a job search publicly available about them.

When I started in the career services business many moons ago, most years the economy was strong and the process was designed for job seekers to find a new job. Then you wrote a factsheet resume and sent it to recruiters and HR departments blindly or in response to their job posting. In those days only 20% of the job seekers and recruiters I met networked. Most depended on the supply and demand system. Lots of jobs, not enough qualified candidates. The goal was for 3-4 companies to respond to a resume, schedule an interview, and then you wade through multiple job offers. This was still working for a lot of you up to 2007. In 2010 this is Old Skool, and as passé as disco balls and bell bottoms trousers.

What every job seeker has to realize is for the foreseeable future the objective is not to expend time, effort and money looking for a job, because the numbers game is now like playing a slot machine. It is stacked against you as much as 500 to1.

The formula today is to network and be found, and this starts with your resume. Most unprofessionally written resumes, and from what I've seen nearly 50% of professionally written resumes make the candidate they represent invisible in the crowd. This is unhealthy if your goal is to find a job; and it is the kiss of death if you are looking to be found. For you to be found your resume has to appear in the right places and get into the proper hands; and it must tell a story of a candidate who is like olive oil, which when placed with other liquids separates itself in the crowd and rises to the top.

Next, you must become an expert in the use of social media like Linked-in, Plaxo, E-cademy, Twitter, Facebook, blogs and Web sites so you can be found, and control the public image you portray. These are the tools of the 21st Century and I only see them becoming more sophisticated in the years to come. This is why I recently completed an intensive certification course at Social Media Magic University to improve my already considerable skills in these areas. What I learned here convinced me more than before that social media is here to stay and it will change your life and mine in ways we could not image a mere 5 years ago. This is especially true for anyone in need of a permanent job, a consulting gig, or looking to start or expand a service oriented business.

A most important lesson I learned from this course is, with effective application of social media techniques you can turn the odds in your favor no matter what your competition has to offer.

So if you are still concentrating your efforts on finding a new job, I suggest you take what I say to heart. You will find it takes a lot less effort, and it is a whole lot more fun and rewarding for you to be found, and with the proper guidance all of you can turn your old fashioned job search strategy around 180 degrees in under 10 days.

Author:

Perry Newman, CPC is a nationally recognized executive resume writer, career coach and social media strategist renowned for his ability to produce marketing documents and job search strategies that get results. He has a standing offer of a free critique for any resume send to him at perry@perrynewman.com, and you can view numerous resume samples at http://www.perrynewman.com/.

ATS software is screening your resume! 5 resources to get noticed!

Posted: 01 Mar 2010 01:52 PM PST

•Is your resume getting the attention it deserves?

• Ever wonder what happens when you apply online?

• Ever try to apply to a job you are qualified, only to be blocked by the software?

• Wonder if the keywords in your resume are the "hot" keywords for your industry?

If you answered yes, to any of these questions, you need to learn about ATS software, right away! Each time you submit a resume online, chances are that ATS software will be used, to screen you in, or screen you out.

Learn how to build your resume with the keywords employers want...

ATS software

What is it?

According to Wikipedia, an "Applicant Tracking System (ATS) is a software application that enables the electronic handling of recruitment needs. Nearly all major corporations use some form of Applicant Tracking Systems to handle job applications and to manage resume data. This provides a central location and database and enables companies to manage resumes and applicant information. Data is either collected from internal applications via the ATS front-end, located on the company website or is extracted from applicants on job boards."

"Who uses it and why?

Further, Wikipedia states that "the majority of job and resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software providers to provide parsing support and ease of data migration from one system to another." According to Pat Kendall, from Jump-Start your Job-Search Online," Web-based recruiting costs are about one-third the cost of traditional recruiting methods. The right keywords determine whether you are successful in getting your product or your message to your targeted audience. Whether you're trying to attract customers or employers, the right keywords equal success." http://www.jumpstartyourjobsearch.com/chapter1.html

How is ATS used by Human Resource staff, to prescreen applicants?

Employers use keywords to search for candidates with specific skills, which match their job postings, department needs and/or company culture. Your resume should contain the keywords which reflect your skills, knowledge and experience. The ATS software, can find keywords, regardless of where they appear on your resume. The most common keywords which employers look for is the position titles, education and degrees and the position descriptions. To increase your resume's visibility, and online matches/hits, research the standard industry keywords. Though, software may be the "first set of eyes" to see your resume, hopefully, eventually a human being will see it. As such the top half of the first page is the prime real-estate. This is the section that recruiters and HR professionals can read, without having to scroll down the page.

How does it work: from the company/employer side?

Budgets are tight, HR departments have been cut, resumes are flooding the market. There just isn't enough human capitol to manually screen resumes and applicants. Thus, companies are increasingly relying on Applicant Tracking Systems (ATS) to receive, store, and filter resumes. This software stores each resume into an online databases. Whenever the employer wants to search for candidates, they type in keywords, to find applicants in their database. Thus, it is essential that job seekers use the "hot" keywords to get their resumes noticed.

Examples of ATS software in use…

At GSU, Business Career Services, we manage several local, national and Global job-banks for our students. Currently, we have about 8,000 business student and 11,000+ employers in our databases. There are over 40 common search criteria which both employers and career staff, use when looking for candidates. One example is when the Career Department creates bi-annual resume books for employers. We create a different resume book for each major and specialization. However, we use ATS software to create search parameters such as degree, start date, graduation date, etc… This will help us quickly and effectively, pull the correct resume from the system. Note: this is predicated on whether students, have followed instructions and listed their degree and major correctly in the system. There are always last minute add-ins, which we have to manually enter into the system. Once the ATS software has pulled the resumes, we create hard-copy resume books, and send them to our key, recruiters and employer partners.

Example of how ATS software: may make mistakes…

One tip I would recommend is to avoid overuse of industry jargon and acronyms. IE: if you have a project management certificate, don't just list "PMP, also list Project Management Professional. Regardless of whether an employer searches by acronym or term, your resume will have double the chances of being noticed. The ATS systems, aren't discriminative or "smart." A trained Human Resource professional, will know that PMP is the acronym for Project Management professional. However, the ATS software, often doesn't have this capability and may screen you out! I have seen this occur, even when candidates match the job criteria perfectly. When this occurs on job-boards, which I manage, I create a manual over-ride, to allow the resume to go through. Many of us have had the experience of applying for jobs online, for which we are qualified, only to be stumped by the software, which doesn't let us progress to the "submit" stage.

5 Resources for discovering "hot" keywords. Get your Resume to the top of the pile@!

1. Conduct info interviews w. industry contacts. What buzzwords are they using? What skills sets come up as "must have" over and over during your meetings?

2. What hot topics appear in your industry newsletters, online sites? What topics are experts in your industry presenting at national, trade conferences? Stay involved in your industry's trade associations, events, lectures etc. It is as important to stay current, while you are employed, as when you are not. These days there isn't any job security.

3. Job Descriptions: Go to the major job-boards, type in the job titles you are interested in. Read the job descriptions, very carefully. Are there any trends? Do all of them ask for 2-3 specific skills?

4. Classified ads/online ads: what skills are the employers asking for? How is this worded?

5. Check out the major search engines (Google, Yahoo). Review articles about your field. How do they describe jobs in your field?

***For more of my blog posts about resume and cover letter tips.

Resume Fashions: 1989 or 2009?
http://mycareermanager.blogspot.com/2009/10/resume-fashions-whats-hot-whats-not-is.html

Resume Fashions, What's Hot, What's not!
http://mycareermanager.blogspot.com/2009/11/resume-fashions-whats-hot-whats-not.html

Cover Letter Fashions, What's Hot, What's not!
ttp://mycareermanager.blogspot.com/2010/01/cover-letter-fashions-whats-hot-whats_25.html

Author:

© 2010 - All Rights Reserved - Sharon B. Cohen, MA, Dip.Educ, CPRP. Licensed Counselor. Career Counselor and Career Transition Specialist.

Read all of my Career Blog postings at http://www.mycareermanager.blogspot.com/
On LinkedIn: "Sharon B. Cohen" On Twitter: "Mycareermanager"

Stay tuned for info on the March 20th workshop in Atlanta...

10 Ways to Create Work When There’s No Work

Posted: 28 Feb 2010 07:28 PM PST

Statistically speaking, there are 6.3 job applicants for every job opening in the U.S. Anecdotally speaking from recruiters, many companies are receiving hundreds of applications per job opening. Regardless of the numbers, the right fit for each talented professional may not surface for some time.

This past week, I received an email from a job seeker in California. Theresa has been out of work for a year and questions whether it makes sense to take a much lower level position because of the long term implications on her career.

Theresa inspired me to write an article titled "Should You Stay Unemployed?"

My primary advice to Theresa is to pursue freelance opportunities in the interim. The purpose of this article for Career Rocketeer is to outline 10 ways to create work when there's no work.

To learn more about Theresa's story and to share in the discussion, please reference the other article on my blog.

So if freelance work is something you're considering (even on a temporary basis), here are ten suggestions for getting started:

1. Know Your Value Proposition and Goals

Before you start hitting the pavement, make sure you have clarity on what it is can do for others. Stated simply, what value do you bring? For example, Tommy Rollins lost his job at Circuit City when the company went bankrupt. While between jobs, he set out to manage online marketing sweepstakes for small businesses. His story ended up in the Wall Street Journal.

2. Get Involved with Local Professional Associations

Professional associations are ideal organizations to meet other professionals in your field of expertise. Most associations have local chapters and activities throughout each month. Don't just join your local chapter. Take a leadership role and get involved with a project.

3. Contact Friends and Colleagues

When it comes to networking, always start with the people you already know. Don't reach out to friends necessarily as prospective clients. Instead, recognize these people are your best source for referrals. Don't be surprised when you realize how quickly they can put you in touch with the right person. Be sure to look for ways to return the favor, or to take the initiative and pay it forward.

4. Attend Networking Events as a Problem Solver

When you go to networking events, don't go explicitly seeking a job or a new client. Instead, go with the goal of identifying at least three needs of people you do not know, and then connect them with someone else. Your good deed will not be forgotten by either party.

5. Organize Networking Events Yourself

If you want to really expand your network fast, organize an event or group yourself. You will be recognized as a connector in the business community which will lead more people to you.

6. Target Small Businesses in Your Area

Small businesses especially start ups are desperate for project help. Not sure where to start? Contact your local chamber of commerce or locate a LinkedIn group in your area that caters to start ups.

7. Volunteer for Non-Profit Organizations

Like small businesses, non-profit organizations are always short on resources. Focus on project opportunities that are aligned with your goals and expertise. Once when I was out of work, I led a project for the YMCA which looked great on my resume and established a long term professional relationship with the Executive Director.

8. Start Your Own Association

Don't see an association in your area that fits your career goals or interests? Then start one yourself. Lisa Sullivan in North Carolina did.

9. Become a Voice for Your Field

A smart and easy way to maintain and promote your expertise is to contribute content via a blog or other source of information. For example, Daulton West volunteers his time as a regular and valuable social media contributor for Examiner.com.

10. Learn to Be a Giver First

Whether you are seeking freelance or full time work, be sure to make a commitment to a lifetime of learning. Here are three books I highly recommend for networking and selling the right way:

The Go-Giver & Go-Givers Sell More by Bob Burg and John David Mann
Networking Like a Pro by Ivan Misner
The Power of Who: You Already Know Everyone You Need to Know by Bob Beaudine

What suggestions do you have for creating new opportunities?

Author:

Brent Peterson, PMP, MS, MBA, is the founder of Interview Angel Inc, a company that offers a comprehensive guide and toolkit for job seekers to use in interviews. Interview Angel is in use at universities, corporations, non-profit agencies, and local governments. Discover customer testimonials, blog posts, upcoming events, and media interviews at http://www.interviewangel.com/. Brent is also on Twitter (@InterviewAngel).

Everything I Needed to Know About Job Hunting I Learned from The Godfather | Career Rocketeer

2010-03-01T06:01:00.000-06:00

Everything I Needed to Know About Job Hunting I Learned from The Godfather | Career Rocketeer

Everything I Needed to Know About Job Hunting I Learned from The Godfather

Posted: 28 Feb 2010 05:17 AM PST

There are so many resources out there for job hunting and career advice that sometimes I don't know where one ends and another begins. Lately I've been able to look around and realize that there are actually career lessons in everything, from songs to movies to interactions with other people. So I thought I'd go a bit outside the box on this one and present some job-search tips gleaned from one of the best movies ever made, Francis Ford Coppola's The Godfather.

"Never hate your enemies. It affects your judgment."

In the context of career searching, this means that you need to be open to different opportunities. Whether you're employed and searching or unemployed and desperately looking, it's important to make sure that you explore a wide variety of employment paths to make sure you find the right job. Is there a company you always considered beneath you, or not your style? Take a second look and see what they're about. You might be pleasantly surprised to find opportunities that you'd have missed by being more narrowly focused. This tip also applies to your willingness to commute or even relocate. Don't rule anything out just because you always have. The wider your net, the more you catch.

"Leave the gun, take the cannoli."

No, you won't actually be carting weapons into a job interview. This is all about focusing on the essentials, from your resume to your skill set to what you want to do with your life. What's on your resume? Is it jammed with details like the 3rd-place awards you got in a college honors society? If so, it's time to trim the fat and focus on who you are and what you've done. Similarly, although you'll be able to talk about yourself in the interview, a strong candidate is able to present a tightly focused version of themselves to potential employers. Show them what they need and keep it centered on how you can benefit them.

"A man who doesn't spend time with his family can never be a real man."

It's also important to maintain a balance between your personal and professional lives, both in the context of career searching and in the office. Even a great career is just a support system for your life, and it's important not to let one swallow the other.

"It's not personal, Sonny. It's strictly business."

This is a big one to remember. While it's perfectly understandable to get your hopes up if you interview for a job, a lot of applicants can take it as a personal affront if they don't get hired. But it's important to remember that hiring managers are making business decisions, not personal ones. Yes, your personality does play a role in the interview process, but even a winning personality can be outmatched by professional experience and skill. That's just the way it happens sometime. If you find yourself up for a job and don't get it, don't be discouraged. Realize that the match wasn't meant to be, and get back to searching.

"Make him an offer he can't refuse."

Ah, the classic. When you're looking for a job, your goal is to get hired, and a great way to boost your odds is to make yourself appear indispensable. Simply put, your presentation of yourself needs to wow your potential employer and make them feel crazy for turning you away. Use the other tips on this list -- stay open to new things, showcase your essential qualities, don't de-value your personal life, and don't take rejection personally -- and funnel them into this one. Your goal should be to turn yourself into the ideal candidate. Converse openly and realistically about your strengths and weaknesses. Talk about where you've been and where you see yourself in five or ten years. In short: sell yourself, and sell hard.

I'm sure there are more lessons to pull from the film, but those are my top five. Focus on those, and you'll be better prepared as you continue your career search. Who says movies can't teach you anything?

Guest Expert:

Katheryn Rivas writes on the topics of online universities. You can connect with Katheryn at katherynrivas87@gmail.com.

One big lesson from the Olympics for your job search! plus 1 more | Career Rocketeer

2010-02-25T06:02:00.001-06:00

One big lesson from the Olympics for your job search! plus 1 more | Career Rocketeer

One big lesson from the Olympics for your job search!

Posted: 24 Feb 2010 08:13 AM PST

There have been a few articles I've seen using the Olympics to make a point related to a job search. However, I believe there's one point that's been fascinating to me but lost in many of the other discussions.

One of the most amazing things to me as I watch these elite athletes compete for a hunk of precious metal, is how some perform at their peak when it matters most, and how others fail!

Think about that… in any sport you choose to examine, the top 3 to 5 contenders are pretty close to equal ability. You know that in their practices and training sessions they've achieved their 'perfect' performance many times over. They wouldn't attempt a particular feat in competition if they didn't believe they've mastered it in practice. Yet, when the moment comes, some nail it, and others crumble.

Certainly sometimes there are unfortunate circumstances beyond their control that cause them to fail. Perhaps a competitor crashes into them, a piece of equipment breaks, or some other fluke occurs and they can't do a thing about it. However, most of the time when one of them fails it's because of mistakes they made themselves. Pressure, lack of confidence, insufficient preparation, or carelessness caused them to perform far below their ability.

Often, job seekers do the same thing.

They have a marketable background in their career, they get an interview for the job of their dreams, and they perform poorly at the interview and don't get the job. What happened?

Although, from time to time, there may be other reasons… I believe the biggest reason athletes falter and job seekers bomb an interview is a lack of enough preparation!

The amount of preparation needed will vary from one person to another, however, it's virtually impossible to be 'over prepared'. Evan Lysecek's coach said that in all the years he had been coaching skaters, he never had anyone that worked as hard as Evan. He had to tell him to quit practicing on some days. When it came time to execute his routine for the medal he gave the performance of his life and won the gold.

Larry Bird, the hall-of-fame basketball great used to say he never had much natural ability for the game. However he could determine to work harder than anyone else. He figured that if the best players in the league were practicing 100 free throws a week, he would practice 1,000.

In an interview, a candidate that is well prepared stands out dramatically from all the others that give answers off the cuff.

Success = Opportunity + Preparation

Practice, practice, and more practice sets up a successful performance. Sufficient practice creates confidence. It helps you learn how to compensate for a slight misstep. It makes the performance become second nature and doesn't require as much thought when it counts. It reduces pressure, tension, and stress because you know you've done it dozens of times before.

Preparation is so key. It's something everyone can do, yet most people don't prepare nearly enough. Even athletes at the Olympic level often only do enough to perform well. However, those that win the gold prepare enough to excel and to be the best.

In this market companies are interviewing more candidates than ever for an open position because they have so much more to choose from. If they interview 5, or 10 candidates, someone will have prepared, and practiced extensively prior to the meeting. Will you be one of them? Will you have prepared more thoroughly than the others did? Did you practice answers to tough questions enough times so that they come naturally to you, or only enough so that you know approximately how you will answer?

Most people prepare by simply thinking "If I'm asked this question, I'll talk about ____." A well prepared person writes out their answer, hones the answer to make it as concise and substantive as they can, practices it, hones it further, then practices it further. They practice it into a recorder and listen back to themselves. They practice it to a friend, or relative, or spouse and get feedback. They practice questions from their kids over dinner. They practice in front of a mirror.

Sounds like a lot of work! It is… but you may be competing for the job against someone else that has gone to those lengths. Will you?

Success = Opportunity + Preparation

How prepared will you be for your next interview?

Author:

Harry Urschel has over 20 years experience as a technology recruiter in Minnesota. He currently operates as e-Executives and writes a blog for Job Seekers called The Wise Job Search.

Caution People! How Social Media Is Muddying the Waters for Perfectly Good Jobseekers … and How Companies are Letting it Happen

Posted: 24 Feb 2010 07:46 AM PST

Are hiring companies going to far by rummaging through a job candidate's online social media accounts, looking for reasons to justify disqualification. Some say they are.

Written by Teena Rose, ResumeToReferral.com

Invited to an interview, you step into the room and unload that heavy photo album you've been clinging to onto the conference table. In addition to a resume and brag book, you have pictures on your iPhone of your dogs and the neighbor's cat stalking the birds enjoying your new bird feeder. The interview progresses by you opening and flipping through the pages of your album, pointing to your family and friends. You gladly draw the interviewer's attention to those older pictures taken during your college days … and to the many of your drunk, sleeping positions your friends encapsulated forever through one click of a camera.

Eeerrrk!!!

What? Personal items presented during an interview?

Why not? Isn't that basically what hiring companies are doing rummaging through your public social media accounts, learning more about you and your online activities?

The next few years are certainly gray, unchartered waters for jobseekers. The issue of whether a person's personal life and involvement online should have any place in the hiring realm is definitely a topic that will be battled over for years — maybe even decades. Some might unexpectedly find themselves entangled in lawsuits, as privacy experts grow increasingly concerned that disqualifying a candidate based on information gained online can introduce certain forms of discrimination into the hiring process.

Jobseekers have every right to be concerned about protecting their online identities from prying eyes, but where should the line be drawn? Employers shouldn't be given uninhibited access to a jobseeker's private life, should they?

Interestingly, a recent study released at Microsoft's 4th Annual Data Privacy Day identified that 70% of those surveyed in the US indicated they had disqualified a candidate based on online information. What was the incriminating online information that caused the disqualification? Of course this was not made public … and behind the curtain of hiring, only HR managers and recruiters seem privy to such information.

The deeper issue is whether employers should be allowed to open that flood gate by bringing social media activities into the hiring world in the first place. I'm reminded of a line from the movie Jurassic Park. When referring to scientists, Jeff Goldblum's character says, "Yeah, but your scientists were so preoccupied with whether or not they could, they didn't stop to think if they should." Maybe employers poking through a jobseeker's online activities are so preoccupied with the fact that they could that they never stopped to think whether they should.

Ahh, but hiring companies won't find my online activities. Think again. Technology giants have only just begun leveraging the social media phenomena; and not surprisingly, for financial gain.

Microsoft announced the integration of Social Connector software, which will be released mid-2010. The add-on software is designed to let someone like me readily see the online communications from those who send me email. Microsoft's Group Product Manager, Dev Balasubramanian, was quoted as saying: "As you communicate you can see their social activities; you can see all the folks in your social network and it updates as you are reading your e-mail." Certainly it appears to offer great benefits to the masses, but for jobseekers, it just might leave an unpleasant sour aftertaste.

No doubt, employers will soon be given a larger spy glass — and unfortunate for jobseekers, Microsoft isn't the only company abuzz with developing new applications that will take public social media data and translate it into something that can be researched and used, for good and evil.

Regardless, employers need to take a long look at their current hiring practices to determine whether a drunken party photo showing Joe Jobseeker has anything to do with the value Joe brings to the table professionally, and how well he performs while on the job.

LinkedIn as a Career Search Tool

2010-02-23T20:17:00.002-06:00

Check out this post by Guy Kawasaki on ways to use LinkedIn for your job search:

http://blog.guykawasaki.com/2009/02/10-ways-to-use.html#axzz0gHK2GJyv

Hiring has picked up!

2010-02-11T11:57:00.002-06:00

Check out all of the new job postings on our website. Things are really picking up at Brigham Group Staffing! Apply online, or send us an updated resume and current information on your availability if you're already in our system. Keep in touch! If we haven't heard from you in a while, we may have inactivated your file. Let us know, and good luck in your search.

Make sure we have your email address, and we can send you regular job newsletters.

Brigham Group Staffing in the News!

2010-02-02T13:03:00.001-06:00

Check out the great article in the Minneapolis Star-Tribune newspaper by Brett Pyrtle. I was quoted on some issues regarding following up after your application / interview. Check it out, and I'd welcome your comments.

http://www.startribune.com/jobs/career/82607922.html?elr=KArks+c4iU0EyDDy_nE:EQDkD:aUiacyKUUr

Jennifer Brigham, CEO
Brigham Group Staffing

Social media and your job search

2010-02-01T14:27:00.003-06:00

Ever "Google" yourself? Or have someone look you up online, and see what shows up on Facebook, MySpace, LinkedIn or YouTube? More and more often, hiring managers are not only looking at the resume and application you submit, but they are also checking you out online.

There are two main things to remember when managing your online or web image:

1) Make sure you DO NOT have anything negative or that could be used against you on any sites, if you can help it. Manage the photos, jokes, links, videos, etc., so that anything unprofessional or harmful to your reputation is removed.
2) Make sure you DO have positive things, especially sites like LinkedIn. Hiring managers will look for you--and if you have good work references, complete work history, and compelling information related to you, it will be a plus. Make sure your LinkedIn profile is 100% complete.

Your online profile is like a billboard--manage what you can, and use it to your advantage in your job search.

How Should I Follow Up?

2010-01-08T10:11:00.003-06:00

Hello Jennifer!
Just had a question or two for you if you have a moment to read this...Not sure the time frame, but a year or two ago I did a phone interview with one of your office branches. I am guessing that no matching opportunities arose afterward because I didn't hear back. What I am wondering is if there may be any opportunities that are permanent placement in my field. I do browse your site from time to time and haven't seen many matching positions for someone of my skill set. Do you know if some positions are filled before they even hit the site? Or is it a safe bet to just continue monitoring the new postings?Any insight is most appreciated. Thank you!!
-(Confidential Applicant Inquiry)
************************
Thanks for asking. I'm posting your inquiry on our blog, as many of these questions are frequently asked by our applicants.

As you may guess, business is down all over--and we have seen companies and departments downsizing and laying off people right and left. I think in the next year or two this will change, and you certainly have a good academic and work record which will work well for you. Your communication skills, combined with work ethic and "smarts," will go far.
I'd encourage you to check out my "BLOG" on job seeking tips, and welcome and encourage any contributions you may have.
Our website lists the two branches we now operate. Even in a down economy, things are going well--we're finding that bigger isn't always better, and we are still offering great value in recruitment and placement services to our clients in the Twin Cities and Western Wisconsin.
I'd suggest that you follow up with either office at the contact information listed on our website.

Some information that we could use for your file:
1. Are you currently employed?
2. What is your current (or immediate past) compensation?
3. How much notice required to take a job/assignment?
4. Pay requirements going forward?
5. Where do you want to work (geographically)?
6. Are there specific companies or positions/job titles that you are interested in?
Yes, some of our jobs are filled before they hit our website. Feel free to check in with us if you'd like further information.

Job Search Help

2009-12-28T12:54:00.002-06:00

http://www.positivelyminnesota.com/JobSeekers/WorkForce_Centers/Help_for_Jobseekers/index.aspx

Check out your local Workforce Center for job seeking assistance. And their website has lots of helpful hints.

Good luck in your search! And visit our website for the jobs we are recruiting for.

Happy New Year.

Happy Holidays

2009-12-22T12:02:00.002-06:00

If you are currently in a job search and are frustrated by the length of time you wait . . . wait to hear from companies, wait to get an interview, wait to be contacted with the status of your application--you aren't alone. With companies downsizing and running leaner than ever, and HR departments seeing budget cuts, it is not uncommon to have a very long wait--or never hear at all.

To combat this inertia, start some movement on your own. Here are some great tips to keeping your job search moving in a positive direction:

1. Avoid the "don't call us, we'll call you" dilemma. At the interview, or in a phonecall to follow up on your application, politely ask how you can continue to follow up. For example: "I know you are very busy with the numerous applications you've likely received for this position. It sounds like a perfect fit for my background, and I'd like to follow up in the most convenient way for you. How should I keep in touch? I'm very interested in the job."
2. Keep a log, chart or spreadsheet of all of the places you've applied, and keep track of when you applied, when you interviewed, when you followed up, when you sent that all-important post-interview thank-you note, and the status of the job opening and your application. Continue to add new companies, opportunities and updates. Applying for work can be a full-time job in itself.
3. Continue to research companies that fit the profile of what you are looking for. These should have realistic opportunities or likely future openings that are a good match for your prior experience, skills and educational background. The closer a match, the more likely the opportunity will open up for you.
4. Pursue opportunities for additional schooling. Research your target companies, and find out the skills, schooling and certifications they look for, and pursue that training. Update your resume regularly--both in your file, and on the internet (i.e. job boards where you have your resume posted should be refreshed every couple of weeks so your information doesn't go stale or dormant).
5. Build a growing network of advocates for you--references, letters of recommendation, people who can vouch for your work ethic and skills. Get to know folks who do what you want to do. Network!
6. Help others who are looking--pay it forward. What goes around comes around. There are many job seeker networks and groups that meet at workforce centers, churches and schools in most cities. Find one and help and be helped.

As always, if you are in a marketplace that Brigham Group Staffing serves, be sure you keep your information up to date with us, and I am always available to take a look at your resume with helpful critique at no cost to you.

Happy 2010.

Jennifer

Credit Checks as Pre-Employment Screening

2009-12-09T10:53:00.000-06:00

I'm being interviewed tomorrow by a local newspaper regarding employers using credit checks as a way to qualify or disqualify job applicants. Is there a link between good credit and better job prospects? I'll post a link to the story when it is published. Here is my "advance word" of advice on the topic.

Basically, employers should not be using a credit check to qualify or disqualify job applicants unless it is legitimately job related. Applicants need to give written permission, specifically, for a credit check. It is not part of a standard background check. For jobs in banking, finance, or where there is access to money, a credit check is legitimate and should be expected. For jobs in general manufacturing or service where access to money or financial information doesn't exist, a credit check is usually not a part of the pre-employment verification process.

Applicants who suspect that they may be credit checked, and feel negative credit issues may arise, should prepare an honest, brief explanation of the issues. Sometimes it isn't the credit issue itself that would disqualify a candidate from consideration, but an inappropriate or dishonest response to the questions or credit check process could be a red flag for the employer. A job applicant should know in advance, and perhaps even practice in the mirror, how to look an interviewer in the eye and explain (without including drama or excess personal information) that the credit issue occurred, a VERY brief "why," and what the applicant is doing to rectify the situation going forward. Job applicants shouldn't lie or evade the question or refuse to sign a release, but instead be prepared to 'fess up and address the situation so that the employer feels confident that a compromised credit history won't create issues on the job.

So while credit checks are not legitimately required for all types of jobs, if applying for work where it is a necessary and valid part of the pre-employment process, applicants should be prepared to honestly and completely explain their credit history.

Twitter to find a job?

2009-12-04T13:12:00.000-06:00

Check out the blog I've linked here--some great advice and sources on job leads via Twitter.

http://denisempls.wordpress.com/2009/08/14/minnesota-career-recruiting-job-advice-on-twitter/

Now a question for YOU, the readers of my blog. Do you Twitter? Would you welcome Tweets about job openings relevant to you? Let me know!

Staffing Facts

2009-12-04T12:17:00.001-06:00

Jobs
We're the jobs people. Staffing companies match millions of people to millions of jobs.

2.66 million people per day are employed by staffing companies.
11.2 million temporary and contract employees are hired by U.S. staffing firms over the course of a year.
79% of temporary and contract employees work full time, virtually the same as the rest of the work force.

Continue with more interesting staffing facts by following this link:
http://www.americanstaffing.net/jobseekers/facts.cfm

How To Select a Staffing Company

2009-12-04T12:15:00.002-06:00

Whether you want a temporary job or a permanent position, working for a staffing company is a great career move. America's staffing companies match millions of people to millions of jobs. And millions of staffing employees ultimately go on to permanent jobs.

There are three main types of job placements in the staffing industry:

Temporary or contract, where you work for a staffing firm's client on an interim basis

Temp-to-perm or temp-to-hire, where you work for a staffing firm's client on a trial basis to determine if the job is a good fit for your skills, interests, and career goals—if so, you become the client's employee

Direct hire or permanent, where you are recruited by the staffing firm and then hired by its client

You can work in virtually any occupation with a staffing company. The staffing industry is no longer personified by the temporary file clerk you see in the break room or the college student brought on board to transport boxes to the new office space. Today's staffing employees include truck drivers, accountants, day laborers, scientists, computer programmers, nurses, call center operators—even CEOs.

For more, follow this link: http://www.americanstaffing.net/jobseekers/select.cfm

How to Utilize Staffing Firms to Land Your Next Job

2009-12-01T18:30:00.001-06:00

If you plan to be near the Twin Cities this Friday, and are looking for work, plan to attend this panel/workshop. I'll be speaking, as well as several other recruiters. The world of job seekers is rapidly changing, and your local staffing service can help!

ALL YOU EVER WANTED TO KNOW ABOUT STAFFING AGENCIES……
BUT WERE AFRAID TO ASK!
· Have you ever wondered about Staffing Agencies and how they work?
· Have you ever considered working through a Staffing Agency?
· If you are out of work, NOW is the time to attend this question and answer session on how Staffing Agencies can help you.
When: Friday, December 4th, 2009
Where: Minnesota WorkForce Center – Burnsville
2900 County Road 42 W, Suite 140
Burnsville, MN 55337
Rooms: Classrooms A & B
Time: 1:00 pm to 3:00 pm

An Unemployment Specialist will also be on hand.
Panel will start at 1:00 – no late entry

You must have your free WorkForce Center Membership card to attend, ask the Resource Room Staff for details. Please arrive early if you do not have a membership card.

Landing a Job Interview

2009-11-20T10:14:00.002-06:00

Let me know what you think of this video on how to land a job interview. It might depend on "who you know!"

http://www.howdini.com/howdini-video-6618740.html

Did I mention resumes lately?

2009-11-20T09:59:00.001-06:00

I just served on a Dakota County Workforce panel with 3 HR managers, and we discussed resumes and the "how to" topic at length. Some of my (and their) suggestions:

1) Have an electronic resume. Many (if not most) companies have an online application system, or request the resume to be emailed. Even if applicants bring us a nice paper resume, we (at Brigham Group) throw them away and request that it be emailed or attached to our e-application.
2) Other managers don’t care how they receive it—fax, email, mailed. Their suggestion was to follow exactly the instructions in the particular posting, or if it is sent for no particular posting, be specific about the type of work or position sought.
3) I don’t think there is any advantage to any paper other than white. Most resumes we get are emailed; however, the paper ones are usually just on plain white paper. Because they are often scanned into an electronic system, the plainer the paper (white) the better, and the plainer and easier-to-read the font, the better.

The applicant should have a nice, perfectly spelled, simple to read resume in electronic and paper format, but I feel the market is moving toward electronic. Paper isn’t important, and fancy can be distracting. Cover letters and appropriate followup important.

Another note: if the “professional” or technical job seeker is actively looking, be “found” on CareerBuilder, workforce sites, Craigs List, LinkedIn, etc., and manage your profiles on all of these sites. You will be googled!

Resume Writing - Free Online Help

2009-10-26T10:41:00.002-05:00

Today I have the opportunity to speak to a group of about 150 job seekers at the Dakota County Workforce Center near St. Paul, MN. There will be a panel of us businesses and interviewers, talking about resumes, interview skills, follow-up interviews and answering other job seeking questions.

A great FREE resource to assist with resume writing is not only the Minnesota Workforce Center, but here is a link to several great examples and templates on Careerbuilder.com.

http://www.careerbuilder.com/Article/MSN-1340-Cover-Letters-Resumes-R%c3%a9sum%c3%a9-Samples/?sc_extcmp=JS_1340_advice&SiteId=cbmsn41340&catid=cl

Resumes are essential--and there is free help for job seekers.

Jennifer

Resumes - Plain and Simple

2009-09-21T12:37:00.002-05:00

I've written several times about the importance of a good resume. Now, for the technical stuff.

1. Your resume should be plain and simple. No fancy fonts, graphics, colors, backgrounds or photos, please. Why? Many employers use software for applicant tracking. Your resume goes into their database electronically. Not only is the document saved electronically, but content is scanned and coded so that you and your specific skills can be "found" for future job openings. If your resume is too fancy, you can't be found.
2. Some graphics or formats are just too sophisticated for our software! If you've made it a work of art, it may get caught and eliminated by our SPAM filters.
3. Include a cover letter so that we know which job opening you are applying for--be specific, and reference the actual job posting as specifically as possible. Unsolicited resumes (or ones that appear to be just a random submittal) are usually not considered.
4. Follow up to make sure we received your resume, and find out what next steps you need to take. Be specific and politely persistent--you are in charge of your search. Just because we receive a resume doesn't mean we're obligated to walk you through all of the next steps--especially if we can't tell what you are sending the resume for. It is your career search--take charge of it.

Now for the exceptions: if you are in an art or design-related field and want the interviewer to see your artwork displayed on your resume, make that an additional attachment or next-step documentation. But when sending that initial resume, keep it plain and simple.

Happy Job Hunting!

Customize Your Resume--It Is Worth The Effort

2009-09-03T09:28:00.002-05:00

Here is a scenario that you can avoid, with a little time and effort:

3:35 p.m. I scan a resume in my e-mail box, sent in response to a SALES position--100% new business development, cold calling, lead generation in a technical manufacturing niche market. The resume is 100% technical, 0% sales.
3:37 p.m. I email the candidate, informing him that his background is not a fit for this sales position, since his background is technical with no sales.
3:40 p.m. The candidate emails back--"Even though my resume doesn't show sales, it has been a huge part of my career."

My response: "Duh."

3:45 p.m. The resume goes in the "Thanks for applying, we have no positions for you" pile. And I'm irritated I wasted 10 minutes on a candidate that did not take the time or make the effort to highlight how their relevant business experience qualified them for the job at hand.

Please, do your homework. If you are interested in a position and feel you are truly qualified, make sure that your resume reflects relevant skills and experiences. Don't make the hiring manager work to find it, or guess that it might be there even though it is not listed. We don't have the time, and it doesn't show you to be a serious candidate.

If you are applying for sales--show sales (the technical is great, but it isn't sales, and vice versa). If you have the skills in the job posting, show me and tell me why YOU and YOUR skills should be given top consideration.

It may take a few extra minutes for each job you apply for, but believe me, if you are qualified, it is well worth the effort.

Check out "The Four Least Wanted - how to counter and neutralize poor candidate etiquette" on RecruitingBlogs.com

2009-08-14T12:02:00.001-05:00

Check out "The Four Least Wanted - how to counter and neutralize poor
candidate etiquette" on RecruitingBlogs.com

While this is advice to hiring managers and recruiters, candidates should take heed.

To view this Blog Post, visit:
http://recruitingblogs.ning.com/profiles/blog/show?id=502551%3ABlogPost%3A72
6256

"Send Resume"

2009-08-08T09:12:00.004-05:00

The good news is . . . many of our client employers are starting to hire again. What is not to like about that? Putting people back to work is my favorite thing to do.

So what is the catch? So many of our applicants/employees do not have a current resume, or lack any resume at all. People! In this day and age, not having a resume sends a message, loud and clear, that you are not prepared to be a serious job seeker, or be taken seriously as an applicant.

Here are three SIMPLE points to keep in mind, and look at past BLOG postings here for resources on resume writing:

1. Keep it simple, but make sure it includes all relevant job information and is perfect--no typos, no mistakes, and everything is accurate and honest. One page is fine for entry-level or new job seekers, please don't go beyond two pages. If there is an abundance of technical or certification information, or detail that would be important in certain fields, make an attachment with the detail on it so the HR manager or initial screener (recruiter) can quickly ascertain your skills and make a decision about your viability as a candidate quickly.

2. Take the time to craft a cover letter that is relevant to the specific job you are applying for. The cover letter should be just a few sentences, explaining why YOU should be considered for the particular opening you are applying for. Trying to save time with a one-size-fits-all cover letter shows you aren't taking the time to seriously consider each job opening and your skillset for that particular opening. Do the work to make it pertinent for each individual opening.

3. Follow up appropriately--don't assume that each job you apply for will contact you, take some initiative and follow up with a phone call, an email or both. The hiring manager can give you information on the best way to follow up for that individual job assignment.

I am surprised by the number of folks who are calling our company, in dire need of a job, but do not have a resume nor do they take the time to create one when it is requested. In this day and age, having a current, valid and electronic (e-mailable) resume is crucial.

Contact me if you would like sample resumes or help making your resume a winner.

Get Noticed!

2009-07-06T14:29:00.003-05:00

I attended a fabulous smalltown 4th of July Parade. There were many floats and entries, all trying their very best to get noticed as they paraded up and down Main Street, in front of a crowd of thousands of spectators. There were balloons, bands, candy being thrown, loud horns, royalty in crowns and gowns, clowns, unicyclists and more.

Whats the point? And what does a parade have to do with a job search?

Simply this: each parade participant, as is true for each job applicant, is trying to stand out, get noticed and get their message across in a noisy, crowded and confusing environment (ever see a busy HR manager's desk??)

Here are some tips (think PARADE) for you as you try to get noticed in a crowd of resumes and job applications:

1) Have a great "parade banner"--i.e., your subject line of your email, or your top few lines of your resume, should SHOUT OUT your specific job-seeker message. Some examples:
"Experienced MIG welder with construction and foreman experience"
"Executive-level administrative support, expert in MS Word, PowerPoint, 85 wpm accurate"
"Technical sales, metal stamping and related manufacturing, with documented growth in annual new business in the seven figures; road warrier."

See how these catch-phrases make it easy for the hiring manager to quickly pick up on your skill set?

2) Toot your own horn! The parade floats make a lot of noise, all saying "Look at me! Look at ME!" Make your resume an easy read, with bullet points outlining accomplishments. Your cover letter can explain why YOU are the ONE CANDIDATE uniquely qualified to fill their specific opening (be factual but not modest). Because hiring managers are currently inundated with applicants, don't assume you'll get to explain how great you are in an interview. Make sure you get your point across quickly and convincingly so you'll be asked in for that all-important interview.

3) Give a shout out! In case your message got lost or forgotten, don't forget to give a shout out by phone or follow-up email to make sure your application/resume is given another look. Parade floats have a banner, and also often are accompanied by singers, musicians or someone handing out flyers--all designed to get the message across in a number of ways.

Yes, everyone loves a parade. Think of the noisy, crowded confusion of a parade the next job you apply for--and do what you can to stand out and get noticed.

Jennifer Brigham, President/CEO
Brigham Group Staffing
jbrigham@brighamgroup.com

Jennifer Brigham sent you an article from startribune.com

2009-05-29T14:24:00.003-05:00

This Article from StarTribune.com has been posted by JenniferBrigham.

The full Article, with any associated images and links can be viewed here.

Perfecting Career Sales Pitch
Brett Pyrtle, Star Tribune

In the not-so-distant past, the most common way people could distinguish themselves during a job search was to write a compelling cover letter or use persistent follow-up approaches.

Today, the sales pitch begins well before any first contact with a prospective employer. And if you're in a job search – you're in sales.

"More and more hiring managers are using online search techniques to mine for candidates," says Jennifer Brigham, president of Brigham Group Staffing, a contract and career placement firm based in Apple Valley. "That's why it's smart for job candidates to consider how these technologies can help sell their skills more effectively."

While a national unemployment rate over 8 percent makes the job market especially competitive, there are simple steps to help cut through the clutter. These include:

Establish And Manage An Online Presence

Regardless of a candidate's experience or career field, Brigham says they should establish an "online billboard," such as a LinkedIn page. Once that is in place, job seekers should carefully add details about their experience, seek and highlight references, and publish contact information. In addition, they should conduct regular online searches on their own name, so they stay abreast of flattering - or potentially unflattering - items that turn up.

Selling Key Skills

Name searches often work well to source candidates with highly visible professional or volunteer experience. On the other hand, many well-qualified job seekers will not turn up on a Google search, and have little interest in adding an online profile. In that case, Brigham suggests that candidates design and post an online résumé that calls out key skill areas.

"If I get a request from a manufacturing facility looking for someone who has run a specific type of press, I'll often go to Monster, Career Builder or the state Job Bank and do a keyword search for that machine or industry until I find people out there with résumés to match," she says.

Take A Proactive Approach

In this economic downturn, Brigham has heard many candidates say, "I'll do anything" in an attempt to gain interviews. While empathizing with their personal situations, she says that approach to employment marketing simply won't work in an overcrowded market. "Instead, candidates would be better served by seeking out special certifications, technical training, or anything else that helps them stand out from the crowd."

Brett Pyrtle is principal of Turning Point Communications LLC, a marketing communications firm based in St. Paul.

Smile

2009-05-12T14:53:00.003-05:00

Job hunting can be a full-time job, and it also can be full of rejection, dead ends and just plan "no." If you need a break and to lift your spirits, check out these two sites and SMILE.

http://www.wherethehellismatt.com/?fbid=g1-J_MkN1Lc

http://www.vimeo.com/moogaloop.swf?clip_id=2539741

Send your questions, comments, job-hunting frustrations or successes!

Jennifer

5 Tips for the New Job Market: How Do You Stand Out?

2009-04-20T09:04:00.006-05:00

More people out of work can mean more resumes and applications stacking up on the desk or e-mail inbox of hiring managers. How can you make sure your application is noticed? Or at the very least, not discarded?

Here are 5 hints to help you stand out, utilizing new technology available to you:

1) Social Networking: If you are a professional, technical or administrative job hunter, you should have a profile that is similar to your resume on LinkedIn. Millions of folks, including recruiters, human resources departments and hiring managers that are seeking talent, are using LinkedIn. Make sure your profile includes recommendations and complete information, including how to contact you. This is your opportunity to create a free billboard about YOU. Even if you submit a complete resume, many hiring managers are also checking out your LinkedIn profile. A good, professional photo on your LinkedIn profile is a great touch.

2) Facebook, MySpace, etc.: Make sure that you "clean these up" and remove anything strange, offensive or goofy--hiring managers may find you and your profile on these other, more "for-fun" sites--and you don't want to leave a lasting negative impression. Most job seekers don't need to post job search information on these more social sites. Remember, anything posted about or connected to you lasts virtually forever--even if you delete things from your own site.

3) Google yourself. See what comes up. Your future employer may be checking you out this way, as well.

4) Take advantage of the major job boards, and any specialty job boards. The State Job Banks, CareerBuilder, Monster.com, Dice, etc.--most all give you the ability to post your resume and credentials online at no charge. Do so, but make very sure that this, as well as everything else online, is proofread, is letter-perfect and shows your skills in the best light. Update your profiles and information frequently. Apply for jobs online, and then follow up more traditionally by phone or personal note, if you can.

5) Technology has greatly impacted how hiring managers are managing information they get. And with so many folks out of work, the stacks of resumes can be daunting. If you don't have access to a good computer, arrange for one to be available several times a week during your job search. Some of the most successful job seekers actually create charts or spreadsheets allowing them to track every place they apply, and also track how and when they follow up. Be politely persistent, and if you are worried you'll "bother" a hiring manager, ask them how best to follow up.

Gone are the days when you can see all job openings in your local newspaper's "Help Wanted" section. Many companies never advertise at all, but instead search for qualified talent through some of the new technologies mentioned above. Whether or not you want to utilize this technology is up to you--but the hiring managers are!

A Great Resume is Important

2009-04-08T06:46:00.001-05:00

In today's job market, there are many jobs still available. How do you stand out in the sea of resumes that currently flood employers with each new job posting? Make sure your resume and cover letter are professional, accurate and concise. With all job openings-not just "professional" ones-a good resume is important. Whether you are looking for entry-level assembly or clerical work, technical work, or a managerial role, your resume is your billboard, your way to get your foot in the door for an interview. Take the time to make sure your resume is an honest reflection of you, and that it is
easy to email or mail to relevant job postings.

If you don't' have access to a computer, make sure you take advantage of local libraries or state workforce centers. Assistance is available if you ask for it.

A great website with information on job hunting, career advice and information on making YOUR resume is http://www.iseek.org/, check it out. And check out the many resources on your state job bank, as well as the major job boards like Monster.com, Career Builder and others. The resources are there for you-and in this competitive job market, you'll benefit from doing the research and putting in the work to stand out in that big sea of job applicants.

Jennifer Brigham, CSP(tm), President
Brigham Group Staffing
www.brighamgroup.com
Twin Cities: 952-432-6060
WBENC Certified (Women's Business Enterprise National Council)
CERT Certified (Central Certification Program)

Prepare for an Economic Upturn

2009-02-19T09:37:00.004-06:00

At Brigham Group Staffing, we are super busy helping our clients prepare to hire, and helping our candidates get hired. There are jobs out there--it just takes digging, perseverance, hard work and a positive, can-do attitude.

Here are some web links from a colleague of mine on LinkedIn. I haven't had time to check them all out--if you are looking for work, check some out and let me know if you find them helpful.

1) Winner Resume http://www.youtube.com/watch?v=nP_cIku9oi0&feature=related

2) 10 Steps to a Great Conversation http://www.youtube.com/watch?v=EM6KOlVmDUM&feature=related

3) How to follow-up and land the interview http://www.youtube.com/watch?v=YwjBpCWPuOI&feature=related

4) Ace your interview http://www.youtube.com/watch?v=hWBaJY4IJhQ&feature=related

5) Send Top Job Leads as a Gift http://www.youtube.com/watch?v=Y30_WjiKy_c&feature=related

6) Intro to Top Job Leads http://www.youtube.com/watch?v=PqczWdQ0f0A&feature=related

www.TopJobLeads.com Over 100,000 job leads nationwide

from Rick Probstein, CEO at Rainmaker Recruiting Group-New York

Frustrated? You aren't alone.

2009-02-04T16:04:00.003-06:00

I just got a call from someone looking for temporary work--anything, just wanted to know what we had that would be immediate--he wanted work right away.

I could hear the frustration in his voice when I explained our policy . . . apply online first (http://www.brighamgroup.com), and at this time we had nothing in his area that suited his background, but having the information in our files would be helpful so we could let him know when something did open up.

The reaction? "Thats what everyone says." And he hung up.

Now I understand the frustration in today's job market, but rude behavior and inability to understand and follow job application processes is not going to land him, or anyone, a job--even a temporary one.

Please, in these turbulent times--remember common courtesy, kindness and manners. We're all frustrated. Don't make it worse.

Use Social Networks to Beef Up Your Job Search

2008-12-25T20:39:00.003-06:00

The "buzz" is growing--social networking tools like Facebook and LinkedIn have been helping recruiters find talent for years. If you find yourself among the new and growing number of out-of-work talent, make sure you aren't ignoring these valuable tools:

1) If you have a Facebook page, great! Make sure that it is representative of how you want to appear to anyone in a position to consider you for a job. You can probably be "found," the question is, what will they find on your page?
2) LinkedIn is huge in the recruiting world. In a growing number of success stories, your LinkedIn profile will be viewed before your resume, or concurrently. It should be your "electronic billboard," and should be complete and appealing, including references.
3) Join LinkedIn or Facebook "groups" that will help connect you with folks that could help influence your job search: industry-focused, geographically connected or just interests that could help expand your sphere of hiring influencers.
4) Maintain your network on a regular basis, adding people whose association could help be that "leg up," and eliminating those who may deter from your public profile.

The job search has changed--and tools like these can really be a lot of fun, in addition to helping land that next great gig.

Check out our Facebook Group, and this related article:

http://www.recruitingblogs.com/profiles/blog/show?id=502551%3ABlogPost%3A454810

Networking: Your Key to Job Hunting Success

2008-12-19T08:15:00.001-06:00

Networking: Your Key to Job Hunting Success
By Caroline Melberg
www.SmallBusinessMavericks.com

Job hunting in any economy can be tough; in this economy, it’s even tougher. Networking becomes critical to your success, and the good news is – networking is a skill anyone can learn.
“It’s not what you know but who you know,” may sound like a dated adage, but it’s never been more true. It’s amazing what can happen when you make the right connections. If you’re wondering HOW to make the connections in the first place, here are a few novel ideas for you to consider:
Online Social Networks. Networking online is far easier for most people than offline networking, and you can find like-minded people quickly and easily. One of the best social networks for job seekers is LinkedIn.com, with over 30 million members, you are sure to make connections with people who could be influential in your job search. Social networks are set up to make it extremely easy to meet up with others online, so take advantage of this.
Meet-up Groups. Often, you can arrange meet-ups where business people in the area can get together and network. Go to www.Meetup.com and do a search for your local area and “business networking” and you’ll find a host of groups you can join – or you can create your own. These can be for an hour hanging out at a bar or restaurant, or a more formal event – either way, it allows you that vital face time with business people who can connect you to hiring managers.
Trade Shows. These are still a great place to make new contacts, which makes hitting a trade show worth it in many cases. You don’t have to book a booth at the trade show, just attending can give you plenty of new connections.

It never hurts to increase your networking. By using these methods listed here, you’ll be able to expand your network and leverage those new connections for your job search, as well as once you’ve landed that new job!

Layoff Blues?

2008-12-05T09:47:00.003-06:00

While the news (below) is disheartening, here are a couple of links with some solid tips if you've recently been laid off.

http://tinyurl.com/693bse and http://tinyurl.com/6drj42

WASHINGTON (AFP) December 5, 2008
US employers slashed 533,000 jobs in November, sending the unemployment rate to a 15-year high of 6.7 percent.
The Labor Department's November report on non-farm payrolls, seen as one of the best indicators of economic momentum, highlighted the severe retrenchment by companies in the face of a struggling economy and tight credit.
The jobless rate, based on a separate survey of households, rose to 6.7 percent, the highest since October 1993 but slightly better than the consensus estimate of economists of 6.8 percent. That survey showed 2.7 million people have joined the jobless ranks since the recession began.
The number of job losses was the sharpest in 34 years and much higher than the 325,000 expected by private forecasters.

Linking In the Laid Off

2008-11-11T07:38:00.003-06:00

This is from my network--looks like a great way to connect if you are dealing with a layoff.

Are you, or someone you know, one of the 1.2 Million Americans who lost their jobs in 2008? If so, please join us in Linking The Laid Off. At present there are two places you may choose to join: 1. On Facebook, it's located here: http://www.facebook.com/inbox/?ref=mb#/group.php?gid=33270034268 2. On My Linking Power Forum, it's located here: http://mylinkingpowerforum.ning.com/group/LinkingTheLaidOff The purpose of "Linking The Laid Off" to help those who've been laid off to expedite their job search via brainstorming about the social media services you and I know so well. Thanks, and Keep STRONG, Everybody!! Vincent Wright Linkedin.com/in/VincentWright

Jennifer Brigham, Owner / CEO
Brigham Group Staffing

Jennifer Brigham Speaks on Social Networking

2008-10-22T08:02:00.001-05:00

Local business owner Jennifer Brigham of Brigham Group Staffing recently addressed the eEmpact User Group in Minneapolis, MN. eEmpact is a national staffing software company, and annually it brings together users of its software from across the United States.

Brigham, together with Caroline Melberg of Melberg Marketing, spoke on "What's All the Buzz About Blogs and Social Networking for Recruiting."

"Online networking and recruiting is a fast-growing, fast-changing, new way of doing business. Brigham Group Staffing has jumped on board, and is utilizing a variety of new internet-based sources for recruiting and communication with our applicant database," said Brigham. "Our software company knew that we were pioneering various recruiting techniques utilizing social networking and business networking sites, so asked us to come and lead a panel discussion on new developments."
Brigham explains, "We utilize blogs, social networking such as Facebook, and business networking such as LinkedIn as part of our recruiting plan, reaching people locally as well as worldwide for the variety of jobs that we help our clients recruit for. People are 'plugged in' to technology, and reaching them where they are spending timeâ€”onlineâ€”is opening up great new possibilities for us, and our clients."

Also serving on the panel was Caroline Melberg of Melberg Marketing. Melberg specializes in online marketing, search engine optimization and web development. "It was interesting to partner with Brigham Group Staffing on this panelâ€”they have taken what we do for marketing, and applied it to the recruiting world. While different, the two are very related in terms of methodology and technology used."

Too Much Information

2008-10-21T08:08:00.002-05:00

Honesty and being up front is critical in any job interview. But please, not too much information!

As most know, there are legal guidelines regarding certain areas of questioning that employers must avoid. We cannot ask questions about age, race, arrest record, marital status, religion, and a host of other potentially discriminating areas.

But what about the applicant that just divulges too much? Please, keep your responses and conversation job related. In the last few weeks in our office, we've found out way too much information about:

Your ex-boyfriend/girlfriend or ex-husband/wife. We don't need to know how bad they messed up your life and theirs! We don't even need to know you have an ex! This, folks, is TMI. The stories may be therapeutic to divulge and the temptation to "tell all" is there to explain the monstrous gaps in employment and job hopping . . . but please, find a businesslike way to explain these things without getting into the personal drama.
Your kids. We don't need to hear about them, their adventures and mishaps, and please, leave them home--don't bring children to the job interview. It is illegal for us, as employers, to ask about children--and you don't need to bring them up.
Your health. Assure us that you have all of the physical requirements and attributes to do the job. Period. Don't go into details and drama about prior injuries if they don't relate to your ability to do the job, or your need for special accommodations to do the job. We don't want to hear about the car accident or see your scars. If you are fit and can do the work, be honest about your abilities and leave the stories at home.
Think, people. We are going to ask you for references--please be prepared with them, not with stories about how you can't use so-and-so for a reference because he always hated you and sabotaged your work . . . this, again, is TMI. Bring good, solid references that can speak to your work ability. The rest of the drama--too much information.

Remember, the job interview is your chance to shine. Come prepared with the right information--job-related hard data that helps prove to us you are the one we should hire. Too much information? Leave it at home.

Jennifer Brigham

Great Quote

2008-10-01T10:40:00.001-05:00

Snowflakes are one of nature's most fragile things, but just look at what
they can do when they stick together. Vesta Kelly

Jennifer Brigham, CSP(tm), President
Brigham Group Staffing
www.brighamgroup.com
Twin Cities: 952-432-6060
http://brighamgroupstaffing.blogspot.com/
Snowflakes are one of nature's most fragile things, but just look at what
they can do when they stick together. Vesta Kelly

This kid is ready

2008-09-30T07:37:00.003-05:00

http://www.dallasisd.org/keynote.htm

Check out this video of a kid that is surprisingly mature and well spoken . . . looks ready to hit the job market to me!

Jennifer Brigham
http://www.brighamgroup.com

Podcasts give you the Interviewing "Edge"

2008-09-19T06:05:00.004-05:00

A savvy job applicant is in touch with the latest trends in business. In today's busy, "plugged-in" world, what better way to multitask and maximize your time than to receive current knowledge via your Ipod? Here is a link to the most popular
business podcasts at http://digg.com/podcasts/view/business.

I must admit, I'm a latecomer to the MP3 world--my Ipod was in its original packaging for several months before I convinced my teenager to help me unravel its mysteries. But now it is my new "online tutor," with resources like the site and links above.

If you aren't into the pod version of learning yet, these podcasts can also be listened to via your computer.

Happy learning!

Jennifer Brigham
jbrigham@brighamgroup.com

Your "Online Handshake"--Email Image

2008-08-31T09:45:00.004-05:00

Job seekers make "first impressions" in a variety of ways. As you search for your next career, your first impression is not limited to the handshake at the interview. Consider all of the impressions you make just to get to that first interview.

Email Image: Most companies utilize online recruiting, whereby you view potential jobs online, and apply via the company website, often in conjunction with your personal email. Make sure that your email image is professional and doesn't detract from your skills, abilities and credentials. Here are top 7 "Don'ts" when it comes to your email image:

Don't be cute, funny or risque in your email address name. Have a professional email address that includes your name. Make certain that when your email shows up in the potential employer's inbox, the "from" name that you've chosen is your own. One of my biggest pet peeves is applicants that have a goofy or inappropriate address. I will hesitate to contact "onehotmamma at hotmail.com" for an interview--the name screams inappropriate.
Don't use your work email address or phone number for me to contact you regarding other employment. If you would waste your current employer's time and resources, conducting a new job search on their time and equipment, why would a new potential employer want to consider you?
Don't share an email address with your spouse. For example, "scottnmary at yahoo.com"--is it Scott, or is it Mary? Any why can't they have their own email address? Job offers or discussions surrounding potential employment should be confidential, between the applicant and the company. An email address that appears to be going to multiple people raises a red flag for me--will the spouse read my confidential email first?
Don't clutter your email with graphics, colors, odd type fonts or cute little smiley faces. It is annoying, and also a problem for my "spam" filter. Sometimes, I can't even read the email because of the way my firewall blocks out these features. You won't be considered if I can't read your email.
Don't forget your contact information in the email. I want to know your first and last name, phone number(s) and email address, to make it easy for me to know who you are and to contact you any number of ways.
Don't use form letters--at least without proofreading and customizing for my opening. At least once a week, I receive an email or online application where a form letter was used and it does not relate to my position at all. Some form letters arrive in my inbox stating how much the candidate is interested in my opening, only to continue on and refer to a totally different company and opening (presumably the last company and opening the applicant applied to).
Don't forget to be polite and follow up on the status of your application. Sometimes, I may not have received the original email. And please, ask nicely . . . don't start out with "I haven't heard from you in a month"--not likely to win my attention with an accusation. Reference the original date, and even include a copy of the original email, with your polite inquiry.

Email is a way of life. Not only does it speed up the application process on your end, but potential employers can more efficiently consider a broader range of applicants. Consider your email communication as that "first online handshake," something that can either impress or turn off a potential employer.

Happy Job Hunting!

Great Quote re: Employment

2008-08-13T11:32:00.001-05:00

Never fear the want of business. A man who qualifies himself well for his
calling, never fails of employment. </quote/2376.html> Thomas Jefferson

Jennifer Brigham, CSP(tm), President
Brigham Group Staffing
www.brighamgroup.com
Twin Cities: 952-432-6060

Summertime Job or Lifetime Career

2008-08-01T15:17:00.001-05:00

Check out our website for some awesome jobs-whether it is summer employment,
or a full-time career you seek, Brigham Group Staffing has plenty to choose
from.

Jennifer Brigham, CSP(tm), President
Brigham Group Staffing
www.brighamgroup.com

"I prefer to be true to myself, even at the hazard of incurring the ridicule
of others, rather than to be false, and to incur my own abhorrence."
Frederick Douglass, US abolitionist (1817 - 1895)

There Are Still Jobs

2008-07-17T06:21:00.002-05:00

The economy is definitely soft, but jobs are still out there. Two key factors that will help you stand out from the competition for the jobs: flexibility and specialization.

Flexibility: Be flexible regarding being able to commute to work, your shift preferences, job duties and pay. You may need to think outside the box to get your foot in the door at a good employer, and be open to trying things you hadn't thought of for employment. Make sure potential employers know you have a good work ethic, what you have experience in, but that you aren't afraid to learn new things to be a more value-added employee for them.

Specialization: Check out the job boards for the type of jobs people are hiring for. There is an increasing trend for the jobs to require specific skills, schooling or experience. If you can gain a technical skill, learn a popular computer program, or demonstrate proficiency in a high-demand area, your chances of landing a job--and one with better pay--are much higher.

For example, entry-level assembly jobs for applicants without skills and experience may only pay $7-$10 per hour, and there is high demand even for these, as there are many applicants without work knocking on employers' doors. If you learn a manufacturing-related skill, for example CNC set-up (a computerized manufacturing machine) and programming skills, there is less competition, and the jobs with this skill may pay double what the entry-level, unskilled jobs in the same company pay. If you can work a second or third shift, the pay is even more.

You may need to do some "detective work" to find the skilled jobs that appear to be a fit for you, see what employers are asking for and talk with them and local technical schools and colleges to see where the training is available.

New Motivational Quotes for our Website

2008-05-08T16:58:00.001-05:00

I've updated our Brigham Group Staffing website with some great quotes-check
them out!

"Ability is what you're capable of doing. Motivation determines what you
do. Attitude determines how well you do it." Lou Holtz, American Football
Coach 1937 - 1980
"Cautious, careful people, always casting about to preserve their
reputations ... can never effect a reform." Susan B. Anthony 1820-1906
American women's civil rights leader
"The truth is, people aren't your greatest asset, unless they're in position
to leverage their greatest strengths - those things they do well
consistently and energetically."
Marcus Buckingham, Author and Consultant
http://www.marcusbuckingham.com/

Never doubt that a small group of thoughtful, committed citizens can change
the world. Indeed, it is the only thing that ever has.
- Margaret Mead, 1901 - 1978 Social Anthropologist
"If a man is called to be a streetsweeper, he should sweep streets even as
Michelangelo painted, or Beethoven composed music, or Shakespeare wrote
poetry. He should sweep streets so well that all the host of heaven and
earth will pause to say, here lived a great streetsweeper who did his job
well."
Martin Luther King, Jr., 1929 - 1968
"Twenty years from now you will be more disappointed by the things that you
didn't do than by the ones you did so. So throw off the bowlines. Sail away
from the safe harbor. Catch the trade winds in your sails. Explore. Dream.
Discover."
Mark Twain (a/k/a Samuel Langhorne Clemens 1835 - 1910), American Writer
"You have brains in your head. You have feet in your shoes. You can steer
yourself in any direction you choose. You're on your own. And you know what
you know. You are the guy who'll decide where to go."
Dr. Seuss (a/k/a Theodor "Ted" Seuss Geisel) 1904 - 1991
"One day Alice came to a fork in the road and saw a Cheshire cat in a tree.
Which road do I take? she asked. Where do you want to go? was his response.
I don't know, Alice answered. Then, said the cat, it doesn't matter."
--Lewis Carroll, 1832-1898 Alice's Adventures in Wonderland
"Two roads diverged in a wood, and I--I took the one less traveled by, and
that has made all the difference." Robert Frost, 1874-1963 American Poet
Successful people begin where failures leave off. Never settle for 'just
getting the job done.' Excel!
--Tom Hopkins
When you're in a good interview, it's like being on a relay team. You and
the employer are runners on the same team, and you both have a common goal:
to figure out if you and the employer's organization are a winning
combination.
Susan Ireland, resume expert and author of The Complete Idiot's Guide to the
Perfect Resume

http://susanireland.com

"1) What are you deeply passionate about?
2) What are you are genetically
encoded for -- what activities do you feel just "made to do"?
3) What makes economic sense--
what can you make a living at?
Those fortunate enough to find 0r create a practical inter-section of the
three . . . have the basis for a great work life."
Jim Collins, author, "Good to Great"
http://www.jimcollins.com/

Jennifer Brigham, CSP(tm)
President and CEO
Brigham Group Staffing
www.brighamgroup.com
Corporate Office: 651-388-2261
Twin Cities: 952-432-6060
Check out our new BLOG at http://brighamgroupstaffing.blogspot.com/

please consider the environment before printing this email

Twitter?? Check this out!

2008-04-29T11:00:00.002-05:00

http://staffingtechnology.blogspot.com/2008/04/jason-alba-explains-twitter.html

Jennifer Brigham, CSP(tm)
President and CEO
Brigham Group Staffing
www.brighamgroup.com

USNews Mail

2008-04-28T07:08:00.001-05:00

Hello,
Jennifer Brigham wants you to read about this Article.
http://www.usnews.com/articles/business/small-business-entrepreneurs/2008/03/25/boosting-your-sales-with-social-networking.html

More Insane Interview Conversation

2008-04-07T17:11:00.002-05:00

Jennifer Brigham said...
I feel your pain, Becky! I have owned a small, boutique staffing firm for over 25 years. While we endeavor to always treat people with dignity and respect, the hiring managers at our client companies don't always see eye-to-eye with our philosophy. Some things we try to instill in our application population (all the way from entry-level to professional folks): 1. Find a way to make your resume and personal contact stand out. 2. Make sure the resume is PERFECT (no typos), that your reference list is appropriate, witih current and accurate contact information. Include letters of reference (but not too many). 3) Send a thank-you letter or email after the interview 4) Politely persistent follow-up is necessary, as most HR and hiring managers are deluged and cannot physically keep in touch with all applicants. Make it easy for them (but don't put them on the spot, they'll get defensive and write you off then and there). 5) If you don't get hired, don't make "demands" to know why--they are not obligated to tell you, and may use your insistence as a reason to write you off. Instead, you might try expressing continued interest in future openings, and ask what, if anything, you need to do for future consideration.It is definitely a numbers game. You need to get your resume and job applications out there like nobody's business, and the entire, increasingly unemployed marketplace is doing the same. The floodgate of resumes and applications has opened even wider during this current "economic downturn." You'll need to exponentially increase the number of contacts you make to land that next position. As to the companies that are rude and lack followthrough: know that their entire organization is likely of that culture and mindset. Do you really want to work there?

Jennifer Brigham, CEOBrigham Group Staffing
www.brighamgroup.com
http://www.brighamgroupstaffing.blogspot.com/

April 7, 2008 2:11 PM
Becky said...
I can agree with some of what you are saying here, but not all of it. The issues here aren't about sending in your resume. The issues are about the interviewing process. If you get called in for an interview, then your resume - regardless of what font you use or what you say in it - has made it through the first round stuff. If they expect you to take up your time to come in for an interview, then they owe it to you to treat you as a human being.An "overwhelmed HR department" is a problem with the company, and not with me. Also, often the person who does the interviewing for a company isn't an HR person to begin with. They are often a manager or a co-worker. It is a problem with the company if they can't keep up. They are not asked to keep up with hundreds of people, just the few with whom they have met in person.If I have already gotten a "we think you are wonderful, but have hired someone else" letter, they have already written you off, and there is no realistic expectation on anyone's part that they have done anything besides throw your resume in the garbage.So, I don't get why asking for a clarification is such a bad thing.

For more of Becky's interview experiences, visit her blog at http://interviewingforajob.blogspot.com/

Insane Interview Process, says a reader

2008-04-07T14:12:00.004-05:00

From a blog reader:

"I have been on several interviews where the experience has been insane, to put it mildly. They have me jump through hoops to get there and then I never hear from them again, or know that I haven't been hired because I see the job posted again. I ask questions and can't get a straight answer. I get told, "we think you are wonderful, but we have hired someone else" and when I ask for a follow up explanation, I never get an answer.They will post the technical skills in a job listing, but the technical skills are rarely the part that gets or loses the job, and they make you guess at what that is - or many times they can't even articulate what that is for themselves. Anyway, I have met several other professional and skilled people who have had similar experiences. We want to build a strategy to learn how to get past this stuff and seeif the reasons we were not hired were really legitimate or if it was because the interviewer was an idiot.
--Becky"

She has started her own BLOG to highlight some of the frustrations that she and others are experiencing:

http://interviewingforajob.blogspot.com/

Does anyone have any ideas for her? I'd love to hear them!

Where are the "Hot Jobs" in 2008?

2008-04-07T06:54:00.004-05:00

Here are a couple of articles on careers predicted to have job growth in the coming years. Check them out. What we've seen in the last 25 years of hiring for our client companies: lately, entry level job wages have leveled off, and even dropped. While there is still a sporadic demand for entry-level labor and clerical help, there is a very high demand for technical manufacturing and other technical jobs. CPAs with experience are in huge demand. So while we may have similar clients, they are looking for different, more specialized talent. This observation is underscored in these two articles you can "click" to.

http://www.ibisworld.com/pressrelease/pressrelease.aspx?prid=116

http://www.kiplinger.com/columns/onthejob/archive/2008/job0109.html

If you are in a more traditional career area and need job advancement or new employment, consider specializing--building new, more technical skills onto your experience. In other words, if you have experience in manufacturing and assembly but want to advance into more money and challenge, consider going into welding, CNC set-up technician, machining, quality control, lean manufacturing. Adding technical specialties will make you in more demand, and worth a bigger salary.

Unemployment Rate Still Rising

2008-04-07T06:50:00.002-05:00

THE EMPLOYMENT SITUATION: MARCH 2008 The unemployment rate rose from 4.8 to 5.1 percent in March, and nonfarm payroll employment continued to trend down (-80,000), the Bureau of Labor Statistics of the U.S. Department of Labor reported today. Over the past 3 months, payroll employment has declined by 232,000. In March, employment continued to fall in construction, manufacturing, and employment services, while health care, food services, and mining added jobs. Average hourly earnings rose by 5 cents, or 0.3 percent, over the month.

For more information on specific industry employment, please see the Bureau of Labor Statistics website, http://www.bls.gov/news.release/empsit.nr0.htm .

Good Interview Stories from CareerBuilder.com

2008-03-25T14:59:00.002-05:00

CareerBuilder.com Survey Reveals Top Ten Wackiest Mistakes Candidates Made
in Job Interviews

CHICAGO, March 12, 2008 - What's the most unusual thing a candidate did in a job interview? Fall asleep? Disappear? Bring his/her mom? CareerBuilder.com released its annual survey of the most outrageous interview mistakes candidates have made, according to over 3,000 hiring managers and HR professionals nationwide. This year's Top Ten list includes:
* Candidate answered cell phone and asked the interviewer to leave her own office because it was a "private" conversation.
* Candidate told the interviewer he wouldn't be able to stay with the job long because he thought he might get an inheritance if his uncle died - and his uncle wasn't "looking too good."
* Candidate asked the interviewer for a ride home after the interview.

* Candidate smelled his armpits on the way to the interview room.
* Candidate said she could not provide a writing sample because all of her writing had been for the CIA and it was "classified."
* Candidate told the interviewer he was fired for beating up his last boss.
* When applicant was offered food before the interview, he declined saying he didn't want to line his stomach with grease before going out drinking.
* A candidate for an accounting position said she was a "people person" not a "numbers person."
* Candidate flushed the toilet while talking to interviewer during phone interview.
* Candidate took out a hair brush and brushed her hair.
In addition to the most unusual blunders, employers were also asked about the most common and detrimental mistakes candidates have made during an interview. More than half (51 percent) of hiring managers cited dressing inappropriately as the most detrimental mistake a candidate can make in an interview. Speaking negatively about a current or previous employer came in second at 49 percent and appearing disinterested ranked third at 48 percent.

Other mistakes included appearing arrogant (44 percent), not providing specific answers (30 percent) and not asking good questions (29 percent). "Interviews give employers a window into what it's really like to work with a candidate - how they react under pressure, what motivates them and how they interact with others," said Rosemary Haefner, vice-president of Human
Resources for CareerBuilder.com. "If a candidate is overly negative, plays the blame game, is easily frazzled or doesn't come prepared, it usually sends up a red flag for employers. Be knowledgeable about the company, rehearse answers to potential questions and always maintain a professional manner."

Haefner offers the following tips for successful interviews:
* Do your homework: Nothing says "I'm not that interested in this job" like someone who has done no research and knows little about a company. It's easier than ever to find information about a company and its activities - candidates who don't could be perceived as lazy, unmotivated or disinterested.
* Don't get too personal: The last thing an employer wants to do is to hire someone who brings all their personal drama to the office. Even if the interview seems casual, always keep it professional and avoid sharing unnecessary personal information.
* Be honest: Interviewers don't expect you to have all the answers. Often they are testing your reaction to "tough questions" to see how you respond under pressure. It's much worse to get caught in a lie than admit you don't know something. If you are unsure of an answer, it's ok to say you don't know but then outline the steps you would take to find out - this will demonstrate you're a problem solver.
* Prepare for these common open-ended questions: "Tell me about yourself?" "Why do you want to work here?" "What motivates you?" These questions may seem easy, but because they are so broad, candidates can get tripped up by them if they don't know where to start or when to end.

* Don't go negative: No matter how tempting it is to share woes from prior jobs or how much an interviewer is pushing you to do so, it's never a good idea to say negative things about a previous employer. The interviewer will assume you will also be likely to bad mouth their company in the
future.

Jennifer Brigham, CSP(tm)
President and CEO
Brigham Group Staffing
www.brighamgroup.com

Flu Season in the North Country

2008-03-20T07:50:00.002-05:00

Wow, the "flu bug" certainly hit us hard in Minnesota and Wisconsin. In the staffing world (temporary help), attendance is critical to our employers. They often supplement an already lean and mean workforce with temporary workers when they are at their busiest and really count on perfect (OK, near-perfect) attendance to meet their production goals.

This year, we had an unprecedented number of temporary and contract workers who came down with the dreaded flu bug. I was out of work, off and on, for over two weeks--and I never get sick!

Some rules of the road during flu and cold season:

If you are truly sick, stay home--we don't want it!
Make sure you call your staffing company / employer early and often during your recovery process so we can plan for your return. Have the right phone numbers handy at all times, so even if you are really ill, someone can call for you.
If you can work and aren't contagious, report to work as usual--just keep your supervisor(s) informed.

Attendance is critical . . . but so is your health. Take care, stay healthy, and keep us on speed dial.

Jennifer

jbrigham@brighamgroup.com

Polite vs. Overly Friendly at the Interview

2008-02-19T10:12:00.001-06:00

Being well prepared and “likeable” at your interview is always important. This past couple of months, we’ve had people cross the line . . . here are some things NOT to do in the interview. Really—they’ve happened!

· Don’t stare or leer at your interviewer, the receptionist, or anyone in the office, for that matter. Appropriate eye contact is businesslike and friendly.

· Don’t ask your interviewer (or any other staff) if they are single, what is their sign, and if they want a date.

· Don’t offer to “get to know them better” outside of the professional interview setting.

· While “ma’am” and “sir” may be a bit formal, “Honey,” “Baby” or “Darling“ are too forward and just plain wrong!

· Shaking hands is OK—2-3 seconds is fine. Extended hand-holding or hugging is not OK.

· A thank-you note is great after the interview—just keep it professional. Harassing calls and IM barrages is not OK.

Good luck on your interview and in landing that perfect next career! Let us know if we can help.

Jennifer Brigham, CSP™
President and CEO

Brigham Group Staffing

www.brighamgroup.com

Job Fair at Minnesota Correctional Facility-Red Wing

2008-02-02T22:08:00.000-06:00

Here I am with students at the Minnesota Correctional Facility in Red Wing. These guys have completed their program, and are learning job skills and work readiness. They came well prepared to the "mock" job fair in November, 2007. They had great questions, and interviewed very well. I'm laughing at a joke here.

A more serious moment (below)

The kids had a wide variety of interests: veterinary science, carpentry, computers, business entrepreneurship, nursing and more. When they leave the Correctional Facility, they must have either a job, or be enrolled in additional schooling. Most were well into this research and ready to hit the ground running.

After the job fair, several students took us on a complete tour of the facility, including the maximum security cottage. Then we had a filling lunch of lasagna, salad and dessert.

Jennifer Brigham, CEO
Brigham Group Staffing
www.brighamgroup.com

Customer Service Tips

2008-01-30T12:25:00.000-06:00

5 Tips to Soothe the Savage Customer!

We’ve all had our fair share of dealing with difficult, day-to-day customer service problems, here’s some advice that may help. Perhaps these tips will inspire the proper responses to customer complaint calls and will result in more win-win situations.

Tip 1: Do not take the comments and insults from angry customers personally. As service pros you must remember that the complaining customer has most likely never met you before and the anger and frustration is being directed at the problem itself, and not at you.

Tip 2: Never interrupt the customer. Did you know that attempting to interrupt customers will possibly make them even more frustrated and only get your names added to the list of problems too! It is best to just sit and listen until the customer is through venting, explaining, and complaining. By patiently waiting and listening, you will have a better chance of solving the problem in a calm, more even-keeled manner.

Tip 3: Show empathy. Misery loves company, right? Not! Empathize with unhappy disgruntled customers. Let them know that you understand; they’re not alone; you’re there to help.

Tip 4: Stay focused. Even while in the heat of battle, remain calm and focused so you can lend support and problem solve in the most diplomatic way possible, once the customer gives you the chance.

Tip 5: “Do unto others as you would have others do unto you.” Now, there’s a quote you could hang in your station. This golden rule sums up customer service in a nutshell. When you treat customers like you’d like to be treated, you can turn scowls and/or frowns upside down.

For customer service careers, apply online, www.brighamgroup.com

Working with "Headhunters"

2008-01-22T18:26:00.000-06:00

The following question was on LinkedIn, a social networking site that I'm just recently learning more about and participating in.

HAVE YOU WORKED WITH A HEADHUNTER? What do you like/dislike about working with an executive recruiter?
Asked by Scott Lerchie [LION] dlerchie@gmail.com 2 hours ago in Job Search Open
Your public answer:
“Very interesting question--and one begging some clarification. 1) Are you an candidate or applicant looking for work? Or, 2) Are you a company or hiring manager looking to hire? The distinction needs to be made. If you are looking for work and contact a "headhunter" (staffing firm, executive search firm, placement agency, etc.), you are simply offering yourself and your credentials to them and their database. Because nearly all firms work for our client companies (if you are an applicant, you rarely pay a headhunter--and if you do, it is totally not necessary), THE COMPANIES are our customers. The company pays us to find them the best and the brightest. You may be that person, or you may be the best and the brightest for a future opportunity. Or perhaps we will never have a client looking for your skills, talent, geographical preference and pay requirements. In any case, you are increasing your odds of finding your next great career by speaking with a "headhunter" or staffing firm, but we don't technically work for you. 2) If you are a company and wondering about working with a headhunter / executive recruiter, the flip side is true for you. You pay me, and my job is to sort through stacks of resumes, check out hard-to-find sites, seek talent through referrals and direct contact, and basically turn the niche you are looking for inside out and upside down until I source the type and caliber of talent you are paying me to find. Because opportunities are diverse and unpredictable, I am always recruiting, 24/7, but you pay me to find you the best and the brightest. Because I recruit 24/7, I hope to have a good pipeline into the talent pool you need, when you need it. Make sense? Often times, candidates are confused, and recruiters are so eager to grab a good candidate that they "sell" you on themselves, when in reality they work for the companies that pay the fees. As a recruiter (for over 26 years), I'm happy to help you--on behalf of my current and future clients. I admit that many "headhunters" can come off as scam artists. But we all aren't like that--on either side of the equation. Jennifer Brigham, Founder and President Brigham Group Staffing jbrigham@brighamgroup.com”

New To Interviewing? Back to Basics

2008-01-04T16:54:00.000-06:00

In the staffing world, we work with job applicants at all levels. This information is for those of you with little or no experience job hunting. Often times, applicants present to our recruiting staff and they have never typed a resume, never gone through a formal interview, never gotten a job in the new job market.
Why? A new student, perhaps, just entering the workforce. Or, we see many folks who have entered the career world "back in the day" when you landed a good job in a well-known company and worked there until retirement.
The world is a different place--what with downsizing, mergers, jobs being sent overseas, and local economic conditions that change rapidly--many folks who thought they were "set" are now out in the market, looking for work, and they've never had to go through the interview process.
Here are some hints:
1) Follow the application process for each job. Usually, the preferred process is spelled out in the advertisement.
2) Get a resume (local workforce centers can usually help, and there are also free resources online).
3) Get your resume and application out to lots of places--not just one or two. Give potential employers the chance to find you by being visible on all the major job boards.
4) When the time for an interview comes, make sure you are dressed appropriately--neat and clean is key. Not too much cologne.
5) Don't show up with a coffee or soda pop for the interview.
6) Bring a copy of your resume, references with phone numbers, and your work eligibility documents (ID's).
7) Be prepared to answer specific questions.
8) Don't be negative or speak poorly of prior employers.

Many staffing firms or workforce resource employees will help you practice. Remember, you don't get a second chance to make a good first impression. Take time, plan, ask for help and get that job!

Jennifer Brigham, President
Brigham Group Staffing
www.brighamgroup.com

New Years Job Resolution

2007-12-28T20:38:00.000-06:00

As you enjoy the holidays, are you also checking out jobs online or in the newspaper? Thinking of making a switch? This is the time of year when many of us rethink our career path. Perhaps we found out the annual raise was not keeping up with inflation. Or maybe the bonus was much less than hoped for. Or your annual performance review revealed your career path is dead ending.
For whatever reason, the new year often brings thoughts of a new career.
Here are some helpful things to do:

Dust off that resume, make sure it is updated and perfect. Sometimes a simple typo can relegate it to the "no" pile.
Post your resume and job facts on several job sites--it doesn't hurt to look, and many job boards offer "confidential" options. Monster, CareerBuilder, HotJobs and more.
Set up job alerts on these sites, as well. You'll be automatically notified when new jobs of interest are posted.
Remember--do not conduct your job search at work, and do not use your work e-mail or phone number for potential employers to contact you. Another hint: make sure your e-mail address and personal voice mail are professional looking and sounding.
Read the many articles available on job sites on resumes, cover letters, interviewing skills and employment trends. Practice!
Take a class or get a new certification. Many times, your classmates or teachers are great sources of job leads, and it is a good career move to keep current (looks good on the resume, too!).
Talk with one or more staffing services. Have them critique your resume and assist with your job search approach. Most are willing to share tried and true job search techniques.
Network with peer groups--folks that are in the field or at the level you want to be moving toward. Show interest in the careers of others, and they'll keep you in mind when they hear of positions of interest for you.
Get letters of recommendation before you need them--many past supervisors or co-workers would be happy to do this confidentially.
Arrange a confidential "informational interview" at one or more companies that you would have an interest in. These are often less stressful and more productive than being one of many people interviewing for a specific position.

Happy Job Hunting!

Jennifer Brigham, CSP

http://www.brighamgroup.com/

"I Applied And You Never Called" - Polite Persistence Pays

2007-12-19T16:26:00.000-06:00

If you have applied at a company and haven't heard back, call them! I own a busy staffing firm. We make every attempt to call or email every applicant, but at times you may not hear from us. Perhaps you didn't include your contact information, or you work during the hours that we are open. Or, it could be that you applied with no indication of what type of work or geographic area you were seeking employment in. Often, the applications or resumes we receive--and there are thousands per year--do not say WHAT the applicant is seeking in terms of a job.

My recommendation is for job applicants to be complete in their application, include a cover letter with the type of work, pay and commute you'd consider. And call us! Don't be shy--a courteous call to ensure we received your information, and ask about "next steps" is needed. Just because you launched information at us, don't assume we caught it. Check up on your application's receipt, status and what it is you can do to make it easier for us to consider you for work. The politely persistent applicant often gets chosen over the "bottom of the stack" person who is unclear and we never hear a word from.

Remember: Polite persistence pays.

Jennifer Brigham, CSP
President and CEO
Brigham Group Staffing

Be Yourself . . . Really!

2007-12-12T07:51:00.000-06:00

When applying for work, make sure you are the one doing the applying. It is not cool to have your spouse, girlfriend, parents or any third party look for you.
Many times, relatives or friends will call our staffing service looking for work for "someone else." We can't help you if you can't help yourself! Remember, first impressions are lasting impressions. If a hiring manager's first impression of you is that you can't get a job through your own efforts, what will they think about your reliability, responsibility and initiative on the job? My guess is that they won't take the chance.
If you are at college and need a job on break, or when you return for the summer, plan for this. Most companies have websites, after-hours job telephone lines, and other means for you to get your application in.
Another "no-no" to avoid: when you have a job interview, go alone. No children in tow, don't bring friends, and put your best foot forward. If you have friends also looking for work, be sure they check in advance and go through the application process on their own. For many entry-level jobs, coming in as a group to apply is fine. For some positions, this really puts a wrench in things with the hiring manager. Ask, and have your friends ask for themselves.
Remember, how you present yourself in this critical first phase creates a lasting impression. Make it a good one!

Jennifer Brigham, CEO
Brigham Group Staffing
www.brighamgroup.com

Resume Etiquette - 8 Simple Hints When Applying for Work

2007-12-01T06:06:00.000-06:00

I work with a variety of job applicants and career seekers. Here is some resume etiquette based on experiences in the past week:

1. Proofread the resume before you send it.
2. Email is preferred by most recruiters--then we can save it in our candidate database with the rest of your important information.
3. When you go on an interview, bring along a clean paper copy you can give to the interviewer.
4. Always include a cover letter, even if brief, highlighting why you feel you are a good candidate for the position.
5. Indicate specifically the job you are applying for, in the e-mail subject line and in the cover letter.
6. Don't apply for jobs that have nothing to do with your background and education. (True story: in the past week, we had a janitor apply for an applications engineer job, and we had an aerospace engineer apply for a sales job, with no indication from either candidate why they were submitting their resume other than they felt qualified).
7. Focus your resume on the particular job type you are applying for. Edit to highlight skills and experience for the specific job requirements.
8. Follow up with the recruiter or hiring manager. Yahoo HotJobs, as well as many of the other job boards, has a great section on resumes. They recommend following up in one week. I recommend a different approach: a phonecall to the recruiter (or e-mail if phone contact not available) immediately after sending to ensure receipt, then follow up in a week.
http://hotjobs.yahoo.com/resume/First_Send_a_Resume_Then_Follow_Up__2003710-1649.html?subtopic=Resume+Basics

Good luck in your job search!

Jennifer Brigham
Brigham Group Staffing
http://www.brighamgroup.com

Thanksgiving and Jobs

2007-11-23T18:43:00.000-06:00

It is the day after Thanksgiving today—“Black Friday” in the retail world, and from our phone and internet application activity, it must also be a day to consider new career moves! Perhaps it was because so many folks had the day off work for a nice four-day weekend. Maybe there was just more time to surf the internet, see the wide variety of jobs available, and start inquiring. Brigham Group Staffing seemed to be the place to call for work! We had only a skeleton crew on board, but the phones and email was certainly busy with people asking about how to apply.

Good news for people wanting to hire—folks are available!

We hope everyone had a wonderful Thanksgiving, and are enjoying time with family before heading back to work on Monday.

If you are intrigued with changing jobs, or looking for career advancement, give one of our expert Staffing Coordinators or Career Placement Specialists a call.

Jennifer Brigham, CSP™
President and CEO

Brigham Group Staffing

www.brighamgroup.com

Corporate Office: 651-388-2261

Twin Cities: 952-432-6060

Check out our new BLOG at http://brighamgroupstaffing.blogspot.com/

Busier than Ever

2007-11-14T20:55:00.000-06:00

Wow, all of us at Brigham Group Staffing are wrapping up our busiest week ever in our Twin Cities office—record-setting number of people placed on jobs this week. It is one of the truly fulfilling parts of this line of work when we can fulfill the needs of so many great client companies, while providing fun, rewarding jobs for so many qualified people. Thanks, one and all, for coming together and helping set this new record.

At the same time our Twin Cities office is setting records, our St. Croix Valley (Wisconsin) office is having a record-setting YEAR. Our staff has really come together, and we have an awesome team of temporary workers / field assignment workers.

Our Red Wing Minnesota office has taken on an entirely new niche—we are recruiting for and filling technical, accounting and specialized positions all across the country. Our recruiters and career placement specialists are up to their eyeballs looking for CPAs, applications engineers, field service technicians, CNC operators, technical welders, technical sales staff and more. Check out our website to see some of the careers—many of these didn’t even exist when Brigham Group Staffing started almost 26 years ago!

Congratulations to everyone who has played a part in our fabulous year of placements.

Jennifer Brigham, CSP™
President and CEO

Brigham Group Staffing

www.brighamgroup.com

Corporate Office: 651-388-2261

Twin Cities: 952-432-6060

Check out our new BLOG at http://brighamgroupstaffing.blogspot.com/

Juveniles Getting Great Job Skills

2007-11-13T09:12:00.000-06:00

I spent most of Friday at the Minnesota State Correctional Facility in Red Wing, talking with the youth who are “in residence” there because of a criminal conviction. The students I spoke with are on the last step or two before they get released. Most have completed their high school education and received a diploma, or have attended classes and gotten “caught up” and will finish high school when they return to their home community.

We talked about jobs that are in high demand. They actually have a CNC machine in their industrial shop that they can learn some skills on. They also learn carpentry skills building pallets.

Many of them shared their career goals, which ranged from nursing to animal care to psychology to construction to welding to owning their own business. We talked about these goals, as well as the practical aspects of them getting a job and completing their education. Interview skills were discussed, as well as how employers are looking for people that are reliable, responsible, on time and good team players.

Several of the youth escorted me and the other presenters around campus where we saw their living quarters, classrooms, a library, outdoor athletic fields, as well as a high-security lock-down unit for those inmates that haven’t progressed as far in the program and have anger or violence issues.

I was very impressed with the training, experience and life skills these young men received. They also seemed to have a pride of ownership of “their” program, and a desire to not only get out, but do well when they return home.

Jennifer Brigham, CSP™
President and CEO

Brigham Group Staffing

www.brighamgroup.com

Job Interviewing Skills for Juvenile Inmates

2007-11-06T19:48:00.000-06:00

I’m volunteering for an interesting task this Friday—helping out at the Minnesota State Correctional Facility in Red Wing, where some of the inmates will be having mini-workshops on job skills. Most of these young people are between the ages and 17 and 20, and haven’t had much, if any, real job experience. I’m preparing some things to review—they have many questions. We’ll discuss what to do and not do, what to say and not say, at that critical first interview. You know . . . the old “You never get a second chance to make a first impression” thing. I welcome this opportunity—these are folks that are “in the system,” and many truly want a chance to start over, wipe the slate clean, and get a potential employer to take them seriously. I’ll do my best to steer them in the right direction!

One of the topics we’ll focus on is how temporary and temp-to-hire work can be a bridge to full-time employment. Many employers hire the bulk of their entry-level workforce through temporary work, and this type of work is a great chance for not only the employer to check out potential employees, but employees to check out potential employers.

I’ll update this Blog after the class and let you know how it went. Pictures will be taken, and I’ll try to get them up on the website soon.

Jennifer Brigham, CSP™
President and CEO

Brigham Group Staffing

www.brighamgroup.com

TGIF

2007-10-26T11:05:00.000-05:00

It is a lovely Friday, it has been a busy week at Brigham Group Staffing. So far, we've recruited and interviewed over 100 new applicants and candidates. We have put 41 people on new assignments this week, and have approximately 60 open job orders that we're in the process of filling. Such is a busy week at Brigham Group Staffing!

References: a how-to list to get the most of your work references

2007-10-22T12:25:00.000-05:00

If you are actively applying for work, having valid, positive and reachable references is critical. They can make the difference in getting the job you want. Here are some hints:

1) Have three to five professional work references typed up on paper, in addition to your resume, and in e-mailable format, as well. Include the person’s name, title, company they work for, direct phone number and e-mail address. Take a copy to the job interview, or have the list ready to e-mail upon request.

2) Include with each reference when you worked with them, and in what capacity (i.e. were they your supervisor? Co-worker? Subordinate?)

3) Make sure your references are aware that you are giving you their name—get permission in advance to use them as a reference.

4) If you can get 3-5 reference letters, great! Have extra copies in a folder when you go to a job interview. Even if you have a letter, have current contact information so the hiring manager can confirm the reference is valid.

5) If you lack enough work history to have 3-5 current and valid work references, consider teachers, clergy, professors, volunteer agencies that know you—anyone that can vouch for your reliability, teamwork ability and work ethic can help give a reference if you don’t have enough work history.

6) Being prepared with good references is extremely important, and will make the hiring manager’s job easier. A good reflection on YOU!

Jennifer Brigham, CSP™
President and CEO

Brigham Group Staffing

www.brighamgroup.com

Corporate Office: 651-388-2261

Twin Cities: 952-432-6060

Check out our new BLOG at http://brighamgroupstaffing.blogspot.com/

True Story--Whats Your Excuse !?!

2007-10-21T10:22:00.000-05:00

This true story is from one of our Staffing Coordinators, who has worked for us and been “in the business” of staffing for over a dozen years:

How about excuses people have actually used when they called in ill?? One example I had . . . (it was a Friday) “I will not be in today I am donating a kidney to my Dad and the surgery is today, but I will be back on Monday”!

Thank you,

Terri Howe

Brigham Group Staffing

You are invited to check out our new Blog

2007-10-16T13:13:00.000-05:00

If you are looking for career advancement, or possibly temporary work between jobs, this BLOG is intended to be an ever-growing information source for you, and folks like you. Please share your stories with us.

Jennifer Brigham, CSP™
President and CEO

Brigham Group Staffing

www.brighamgroup.com

Welcome to Job Info from Brigham Group Staffing

2007-10-16T12:35:00.000-05:00

This is our brand new BLOG, dedicated to sharing information on jobs in our market--Twin Cities, Southeastern Minnesota and Western Wisconsin.

Here are just a few interview tips that we share with our applicants, to help prepare them for interviewing for their next great job. More of our tips can be found on our website, www.brighamgroup.com :

Dress conservatively. Wear something you feel comfortable in and makes you feel good. This will help you be more confident in your skills and abilities. It is always better to be overdressed than underdressed.
Arrive early. Sit and relax. Enter 5-10 minutes before your scheduled interview time. If you are unfamiliar with the exact directions or location of the company, drive to the company before the interview to ensure timeliness that day.
Always remember to be pleasant to everyone you come in contact with, starting with the company receptionist. Many times impressions of others are passed on to the interviewer.
If you are wearing a coat, take off your coat and hang it.
Be enthusiastic and confident. Watch your body language. Stand erect, sit up straight. Your body language should reflect a positive attitude.
No gum.
Maintain eye contact, particularly during the most difficult questions.
Do not be afraid of silence. Take your time to think through the questions and choose your best answer.

At Brigham Group Staffing, we hire hundreds of folks each year, and have been in business for 25 years. If you have job interviewing tips, please let us know. Email us at recruiter@brighamgroup.com. We also invite you to visit our website for our latest job openings, www.brighamgroup.com.