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Staffmark Blog Staffmark Blog https://blog.staffmark.com/hu/home/-/blogs/rss 2019-08-26T10:19:03Z 2019-08-26T10:19:03Z 10 Low-Cost Employee Retention Strategies Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/10-low-cost-employee-retention-strategies 2019-08-21T21:49:28Z 2019-08-21T21:45:00Z
Talent retention seems simple: hire qualified people, treat them well, pay them fairly and they'll stay for life, right? Not in today's employment market. Today we are facing record low unemployment rates and workers with multiple options for employment.

Turnover costs time, money, and other resources. According to the Society for Human Resource Management (SHRM), research suggests that replacement costs can reach as high as 50% to 60% of an employee's annual salary, with total costs associated with turnover ranging from 90% to 200% of annual salary.

Actively working to retain top talent is the answer, yet according to a recent study, only 53% of organizations have a talent management initiative in place. An employee retention plan does not need to be extensive or expensive. There are a number of strategies you can implement today for little to no cost. Here are 10!

1) Hire the right people. Retaining your workforce begins with hiring the right people. To reduce turnover risks, seek people who are interested in developing their careers and are a good fit within your company culture. Identify five to 10 key personality characteristics and skills of your top performing long-term employees and seek similar traits as you add to your team.

2) Provide opportunities for learning and development. Train new employees well and continue to provide ongoing personal and professional development opportunities. Identify your emerging leaders and focus your development initiatives on them. Provide experiences they would not otherwise have, such as interaction with senior leaders or a learning project where they are asked to resolve a real-life business problem. Employees benefit by expanding their skills and you benefit by gaining a productive, skilled workforce. It's a win-win!

3) Provide a career development plan. Employees are more likely to stay if they have a long-term vision of their role within the company. Provide new employees with a well-defined career path so they understand what it will take to progress through the company. Have your managers meet with employees on a regular basis to discuss the trajectory of their careers and how your company can help them grow and advance. This conversation will also help you identify training needs. Highlight employees who have been promoted within your organization and share their stories.

4) Invest in your management team. People often don't quit on their jobs, they quit on their boss. Check in with your management team often and provide ongoing leadership training to ensure that your employees have managers who are professional, fair, and good communicators. Promote employees to management roles, not only because they do a good job, but because they have demonstrated an ability to lead people.

5) Open lines of communication. Build trust by being transparent in decisions related to rewards, recognition, and employee development. Maintain an open door policy so that your employees feel comfortable voicing their opinions and ideas. Likewise, check in with them from time to time to provide your feedback. Implementing your employees' ideas will create a sense of ownership and responsibility.

6) Create passion for your brand. Identify employees who are your culture and brand champions and have them share their stories via internal communications and social media sites. There is influence in story-telling — so let their stories be heard!

7) Recognize their efforts. Ask each employee how they prefer to be recognized. In many cases, a simple "thank you" goes a long way. This is especially true when employees are praised in front of their peers. Appreciated employees are loyal, hardworking employees.

8) Make work meaningful. People want to be a part of something that has significance not only to themselves, but also their communities. This is especially true for millennials. Help employees see how their work positively impacts the team, department, organization, and society at large. Create meaningful experiences by backing a cause and providing ways for your team to contribute. For example, schedule time for employees to volunteer at your local food shelf.

9) Provide work/life balance. To achieve high levels of employee satisfaction, you need to recognize the overlap between life and work. If possible, provide flexible work arrangements so that your employees can take care of their personal and family needs and put their full attention to their work while on the job.

10) Conduct "stay interviews." A stay interview is an informal review in which the manager and staff member sit down to review progress, ideas, and feedback. It allows you to learn what really matters to your top talent. Stay interviews boost engagement and reduce the likelihood of turnover. If a star employee has an issue, wouldn't you prefer to have a chance to fix it before they give you their two week's notice?

Stay Interview Questions:

What keeps you here? What would entice you to leave?

What is the type of impact you are looking to have while working here? Do you feel as though you are making a difference in the organization and beyond? Are we fully utilizing your talents?

Are you receiving the regular feedback you need to do your job well? Do you feel as though you are being fairly recognized for your contributions?

What specifically would you want to change about your current role if given the chance? How do you want to widen your professional horizons?

 Employee retention does not need to be complicated or costly. To keep turnover rates low and your workforce happy, motivated, and productive, it really comes down to this: value your employees and — most importantly — let them know they're valued. Carla McKelvey 2019-08-21T21:45:00Z How Volunteering Can Help You Land You a Job Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/how-volunteering-can-help-you-land-you-a-job 2019-08-15T21:54:08Z 2019-08-15T21:50:00Z
Volunteering helps non-profit organizations deliver their mission to improve the community. In turn, it helps you feel useful and productive, thus improving your confidence and self-worth. Making a difference in the lives of others is rewarding and life-changing.

The following are some of the many reasons you should consider donating your time – for your community and your job search:

Test out other careers.

One of the more attractive facets of volunteering is the opportunity to explore different careers. You get to try various jobs on for size, meet people in different industries, and experience the challenges and rewards of the work.

If the responsibilities that come with the volunteer opportunity spark your interest, you could always parlay that into a career in an entirely different field or industry — one that's different then your background and education, even.

Develop new skills.

There's no shortage of nonprofits in every city, and their services run the gamut from ending homelessness to combating childhood obesity. In other words, you'll likely find an organization that matches your values and interests.

Besides, most nonprofits are short-staffed, with plenty of potential duties to take on. Maybe you'll have the opportunity to work on a website, craft marketing emails, track donations, or even organize events. Each new task will improve and expand your skill set.

In fact, 92 percent of people who influence hiring decisions say that volunteering improves an employee's leadership skills and broader professional skill set. Another 80 percent say that active volunteers move more easily into leadership roles.

Expand your network.

Volunteering often exposes you to people you wouldn't otherwise have the chance to meet. And with anywhere from 60 percent to 80 percent of jobs being found through personal relationships, you never know whether a contact will lead to a job.

Let's say, for example, someone on the board of a charitable organization runs a business. If you do good work, and people take notice, she could bring you in for an interview when a job opens up. After all, it's not what you know, but who.

Bridge resume gaps.
 When potential employers see a gap in your resume, they're going to bring it up. By volunteering, you bridge that gap and increase your chances of finding a new job. People who volunteer are 27 percent more likely to find a job after being out of work than those who don't.
Highlight your personal values.
 Your resume can only tell potential employers so much about you. And with companies placing more emphasis on corporate social responsibility, your volunteer work can help illustrate how your values match those of the organization. Nowadays, employers want a cultural fit just as much as a skills fit.
Stand out in the job market.

Just 45 percent of professionals include their volunteer work on their resumes — even though nearly 90 percent of them have donated time to a cause. If you volunteer, and highlight the experience on your resume, you help differentiate yourself from the competition, while emphasizing your commitment to the community.

If you're not sure where to start, there are plenty of online resources to connect you with nonprofits and other charitable organizations. Check VolunteerMatch, Idealist, and Points of Light's HandsOn Network for volunteer opportunities in your area.

So to anyone out there looking for a job, we want to tell you to keep volunteering — or at least start. It's hard work, no doubt. But the experience you'll get and connections you'll make in the nonprofit sector will help you get that dream job.
 Carla McKelvey 2019-08-15T21:50:00Z Crush Your Goals with an Intention & a Plan Geno Cutolo https://blog.staffmark.com/hu/home/-/blogs/crush-your-goals-with-an-intention-a-plan 2019-07-31T14:45:29Z 2019-07-31T07:30:00Z
"If you don't know where you are going, you'll end up someplace else." – Yogi Berra

Have you ever driven across the country? How hard would it be to get from New York to California if there weren't any road signs or highway markings? There's no telling where you'd end up! Goal setting is a lot like creating a road map to chart your plan. And just like taking a long road trip, it's important to determine where you start and where you want to end up.

In theory, goal setting is simple. It's a decision to accomplish something. But it's one thing to set a goal — and it's another to make that goal a reality.

Recently, I challenged our company to hit a new goal — and it's a big one! Reaching this goal would grow our business and extend our company's vision to change the world — one life, one job, one community at a time. There's been a lot of talk within our teams about the goal setting process, so I wanted to share some of my top tips for setting (and crushing!) organizational, team, and individual goals:

Start with Why

Even when you know what you hope to achieve and how you can accomplish it, you'll probably fall short if you don't identify why this is a goal in the first place. That's why I want to challenge you to start with the "why." Why are you working toward this goal? Why is it meaningful to you as an individual? To your team? To your company?

Establishing the "why" makes your goal more compelling and creates a stronger sense of purpose. If you know the purpose behind the goal, you're more likely to embrace it. It also makes you more informed. And when you're more informed, you're better equipped to make decisions.

When it comes to setting organizational goals, leaders need to communicate the company's "why" and encourage their team members to identify how this "why" impacts them, which will create a stronger connection to the overarching company goal. "Why" is what inspires us.

Find a Method

While it's important to know your business goals (and the reasons behind them), it's also important to identify a strategy. After all, there are a number of ways to reach the same destination, and each course of action will be dependent on the resources and needs of your organization.

Building a strategy begins by breaking down the goal. You've probably heard that every goal should be specific, measurable, achievable, relevant, and time-sensitive. Yes, I'm referring to SMART. Here's a quick refresher of this acronym:

Specific drills down on what is to be accomplished, why it's important, and who will be involved with the goal or activity itself.

Measureable is the means of tracking progress.

Achievable relates to whether the goal is realistic — even if the person has to stretch his or her abilities.

Relevant focuses on making sure the goal matches and matters to the individual, the team, and the company.

Time-sensitive ties the goal to a realistic target date, providing momentum and preventing other tasks from taking precedence.

Setting SMART goals has become standard practice. But you may find yourself in a situation where you need an alternative — perhaps one that is CLEAR.

The CLEAR method is most appropriate for a company in need of greater agility, where the staff must take both a proactive and reactive approach to business. If you're not familiar with CLEAR, it stands for:

Collaborative is the first step and includes establishing goals that encourage people to work together on a task or project.

Limited is somewhat similar to "time-sensitive," except the idea is to shorten the duration and to control the scope.

Emotional makes sure the goal connects to the individual, mining personal interests and energizing his or her contributions.

Appreciable is the act of breaking down larger goals into smaller ones with the intent of speeding up and "un-complicating" the process.

Refinable brings a caveat to the goal in that it can be modified if necessary. The goal itself is still critical, but it may not look exactly as expected should situations change.

The thing I like most about the CLEAR method is the inclusion of "refinable." I like that this method encourages teams to ask questions like: Are the team's activities still aligned with the strategy of the company? Does an employee's current responsibilities still support the team's goals?

This method gives everyone an opportunity to course correct as needed. Because it's true what they say, the only thing constant is change.

Break Down Team & Individual Goals

Regardless of whether you use SMART, CLEAR, or another method to break down your goal, it's critical to ensure individual and team goals align with the organizational goals.

So, how exactly do you go about this?

As a child I loved solving mazes, some extremely complex, navigating from point A to point Z. One day, I discovered it was much easier to navigate the most difficult mazes when I started at point Z and ended at point A. In other words, beginning with the end in mind. Similar to my maze strategy, I recommend breaking your goal down into smaller chunks by working backward from the objective. What needs to happen in order to get from point Z to Y to X and so on? By starting from the ultimate goal, you can determine what preceding action must occur within your team. From that action, you'll work backward identifying each previous action until you reach the first step.

With this road map, you'll reverse course and work from start to finish, looking for potential anchor projects. These will serve as milestone goals to ensure that the team maintains alignment with the main objective.

From there, you can break down the team goals into individual goals. Instead of handing out a list of tasks, ask each team member to reflect on his or her professional goals and then discuss what can be done, within the parameters of the team goals, to help him or her advance in that direction. Putting people in control of their own futures is much more motivating than setting demands.

Ultimately, everyone in the organization should understand exactly how his or her goals contribute to the team goals and how the team goals contribute to the goal of the organization. By the end, every team member should be able to complete this statement:

Our company's goal is to _____________. My team's contribution to this goal is _____________, while my role is to _____________.

Get There

Here's the thing, there will always be many paths to the same destination. The goal is to provide your team with a point of origin, an ultimate destination, and some context on how to get there. The rest, really, is up to each team member. A clear vision of the future (not to mention, a little accountability) will take you far!

Stay focused on the plan, follow the timeline, remain energized — and crush your goals!
 Geno Cutolo 2019-07-31T07:30:00Z What is Employer Branding - And How Can It Help You Attract Job Candidates? Stacey Lane https://blog.staffmark.com/hu/home/-/blogs/what-is-employer-branding-and-how-can-it-help-you-find-job-candidates- 2019-07-11T22:07:31Z 2019-07-11T10:00:00Z
Branding goes beyond attracting your target customers to buy your product or service. It's also important to develop your employer brand.

What is an employer brand? It can be defined in one word: perception. When people think about working for your company, what thoughts and feelings come to mind? How do candidates perceive you as a company and as an employer? What is your reputation?

4 Employer Branding Tips
 Fostering a strong employer brand makes the recruiting process easier and more successful. A positive employer brand will help attract people to your company, not only for a job, but for the experience of being a part of an exciting workplace. Here are four steps you can take to build a compelling employer brand:
1. Align your employer brand with your corporate brand.
 Consistency and branding go together like... dogs and tennis balls. You just can't seem to separate one from the other. Make sure your company's image – words, photos, and videos – is consistent across your website, social media pages, and job postings. Team up with your marketing department to ensure that your message to both customers and potential employees is cohesive.
2. Put on your sales hat.
 In today's competitive talent market, the onus is no longer on candidates to convince companies to hire them. Companies must also sell themselves to candidates. This process begins by targeting your efforts to the right candidates. Just like marketers need to define their target customer, employers should define their target candidate and determine what appeals to them. Ask yourself questions like:

What type of work are ideal candidates doing now?

What are their career ambitions?

What type of culture are they attracted to?

Why would your target candidates choose to work for you over a competitor?

 By arming yourself with a clear picture of your target candidate, you'll be in a better position to write a compelling ad to attract and sell candidates to your company.
3. Provide visuals.
 To attract top talent, boring job descriptions just won't cut it! Help candidates imagine themselves working for your company. Show them your culture with a branded video, include a link to a day-in-the-life blog post, or share photos from a recent employee gathering.
4. Be honest.

While you may want to portray yourself as an employer with a fun, upbeat workplace, if that isn't your reality, don't misrepresent yourself. Be authentic. Likewise, if a poor employer brand comes up in recruiting, be honest with candidates. "We realize that we've had issues in the past, but we're making strides to improve our customer service" is much more effective than "What do you mean? We provide excellent customer service." Being true to your reputation will build trust and loyalty.

Employer branding goes beyond recruiting. It extends to every aspect of employment, including onboarding, training, career path development, and benefits. An effective employer brand not only presents your organization as a great place to work, it can also affect the market's perception of your company. It's good for business!
 Stacey Lane 2019-07-11T10:00:00Z Should You Follow Up After a Job Interview? Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/should-you-follow-up-after-a-job-interview- 2019-06-27T15:55:55Z 2019-06-27T15:52:00Z
Yes, you most definitely should follow-up after an interview! Use these interview thank you note tips to make a good impression and become a top candidate:

Personalize. Don't send the same exact note each time you meet with someone. Personalize it, so they know you are interested in this opportunity, not just any opportunity. Mention 1-2 specific examples of why you'd be a good fit and quantify the skills and experience you can bring to the table.

Watch for the grammar police. Spelling and grammar mistakes can put your attention to detail in question and may move you down the ranks. Take the time to draft your note, check your spelling, search for typos, read it out loud, and then check it again! Do the same on your resume. A misplaced "your" when you meant to say "you're" may make the opposite impression you are looking to achieve.

Mind your manners. Always be professional and polite. If you make a good first impression, you are more likely to be considered for other positions if this one doesn't work out. It is often how you handle a tough situation that sets you apart from other candidates.

Choose the right channel. Email is always a safe bet. It allows the recruiter to get back to you between appointments, have your file ready, and have a paper trail. If you have already established communication patterns via phone or text, that is also appropriate for a follow-up.

Be timely. Not sure when to follow up? A great approach is to ask about the timeline for making a hiring decision -- or how often they would like you to be in touch -- before the interview ends. This will help you to properly time your follow-up. The goal is to express interest without seeming desperate or annoying.

Making a commitment to all aspects of the process, including following up, greatly increases your chances of landing a position and leaving a great impression. Good luck in your job search! If you'd like additional job hunting advice or guidance, reach out to your local office!
 Carla McKelvey 2019-06-27T15:52:00Z Join the Conversation! What's the Best Career Advice You Have Ever Received? Stacey Lane https://blog.staffmark.com/hu/home/-/blogs/join-the-conversation-what-s-the-best-career-advice-you-have-ever-received- 2019-06-20T21:25:49Z 2019-06-20T21:19:00Z
Whether you're just starting your first job or already settled into a lifelong career, it never hurts to get a little advice and guidance – especially when it's from someone you respect or admire. After all, it's often not just the advice that matters, but who said it and whether or not you can take their words to heart.

We asked our team about their favorite career advice and how it helped them get to where they are today, and here's what they had to say!

"The best career advice I've ever received is to invest in creating and building relationships. This creates trust and loyalty. Whether it's on the candidate side or the customer side, the benefits of solid relationships all come back somehow, someway." - Eric J, Recruiter, Southfield, MI

"Being new to sales, I really struggled. One day a branch manager colleague of mine told me: It's a numbers game. You have to work through 50 "No"s to get to your one "Yes!" Now go out there and get those "No"s out of the way. That was 16 years ago." - Dennis W, Market Manager, Atlanta, GA

"I was facing a career move (similar work, which I wasn't sure if I actually wanted to do, but only in a different place), and a dear friend told me: Until you figure out what it is that you want to do, take that chance. That chance lead me to an area of law that I fell in love with. It also gave me the experience, work ethic, and expertise that allow me to give my best every day to Staffmark Group. I'm so glad I took that chance 15 years ago! You never know where that chance will lead you." - Kristin C, Contracts Administrator, Cincinnati, OH

"Dress to the next level and strive for the same." - James G, Onsite Performance Manager, Olathe, KS

"Say yes to opportunities! I've been lucky to have mentors who believed in me and talked to me about roles and responsibilities that I did not think I was ready for (or cut out for) and would not have pursued on my own. Saying yes has pushed me outside of my comfort zones and has given me a lot of exposure to experiences I would have missed out on otherwise." - Ashley P, Director, Sales & Operations, Appleton, WI

"LEARN, LEARN, and LEARN. Enhance your current skills and always learn new skills. It can be as easy as taking a Microsoft Office refresher course, increasing your typing speed, or digging into a new software program that you are not yet comfortable with using. Keep YOU as an asset to your company." - Tammy L, Administrative Assistant, Risk Management, Cincinnati, OH

"Best career advice? The ABCs of success: Always Be Coachable – in our careers and at home. We must be lifelong learners who are willing to adapt and change." - Cathy W, Senior Recruiter, Windsor, CT

Now it's your turn! What is the best career advice you have ever received? Hop over to our Facebook page to share your perspective! I look forward to reading your responses. Stacey Lane 2019-06-20T21:19:00Z Can We Talk? Using Technology to Engage with Candidates Staffmark https://blog.staffmark.com/hu/home/-/blogs/can-we-talk-using-technology-to-engage-with-candidates 2019-06-13T20:49:16Z 2019-06-13T20:42:00Z
While most employers understand the importance of candidate engagement, busy schedules make it difficult for recruiters to personally engage with all candidates in their databases on a consistent basis. And with historically low unemployment rates and a widening skills gap, creating a positive candidate experience has become an increasingly important part of attracting candidates.

Fortunately, there are a number of ways that recruiting teams can use technology to automate candidate touches and keep the candidate informed and engaged. With recent advances in artificial intelligence (AI) and machine learning, recruiting automation has quickly moved from experimentation to expectation. It is not replacing the need for recruiters, but is instead reducing the "grunt work" and freeing recruiters to focus on interviewing and closing job offers.

How technology can enhance the candidate experience

Informed candidates are engaged candidates. Here are some ways that technology can be used to improve communication and the overall candidate experience.

Interact with candidates 24/7

The demand for instant results and immediate answers has become our cultural norm. Retailers now offer same-day delivery and apps eliminate the need to wait for a cab or a table at a restaurant. Jobseekers expect the same immediacy.

To allow candidates to communicate with potential employers at their leisure, many companies have begun using chatbots, software that uses AI to understand a person's message and respond accordingly. They leverage chat platforms, such as SMS text or website chat windows, and use natural language processing (NLP) functionality to provide personal and efficient communication on demand.

In recruitment, chatbots provide responses to common questions asked during the application process, and they let candidates communicate at their convenience. They can also be used to allow candidates to schedule interviews.

Chatbots reduce time to hire, increase the number of completed applications, and improve recruiter efficiency. While they offer many benefits, chatbots also present some challenges. Candidate interactions will depend on how well it can answer their questions and provide additional information about their job application. Because chatbots use machine learning, candidate experiences should improve over time.

TECH TIP: While NLP produces human-like messaging, the straightforward nature of chatbot responses may seem different than interacting with a real person. To avoid making a poor impression, be transparent with users about the use of this technology.

Reach multiple candidates with one personalized message

In today's competitive employment market, speed matters. Automated emails, calls, and texts allow a recruiter to reach tens, hundreds, or thousands of applicants/employees simultaneously. They automate the communication process and also provide metrics to measure delivery and response rates.

While there is still a place for email and phone calls, text messaging has become a preferred method of communication for today's workforce – that is, when a candidate approves of this communication method and opts in. Texting is an efficient way for companies to send personalized messages and receive replies in close to real time. It works particularly well in the screening process, allowing companies to quickly determine whether candidates can work the required hours or complete the tasks required. It's also an efficient way to keep candidates updated during the hiring process.

TECH TIP: While texting can be a more personal and casual way to communicate with candidates, it's important for users to remain professional. Avoid using abbreviations, unnecessary acronyms, emojis, and GIFs that are commonly used in personal text messages. Also refrain from sharing bad news or constructive criticism via text.

TECH TIP: Be prepared for off-topic replies to mass text messages and promptly respond to any messages that require a response.

Automate messaging to candidates

As databases grow, it can be difficult for recruiters to maintain consistent communication throughout the candidate lifecycle. Sure, an email or text message can be sent to a group of candidates, but is there a process in place to trigger follow-up communication as they move through the hiring funnel?

Many companies are now using candidate engagement tools to track and streamline communication with candidates, making it foolproof to deliver personalized messages to applicants and employees at each stage of the application and employment process. These tools integrate with the applicant tracking system (ATS) to communicate with talent on an automated basis. They allow recruiters to increase communication touch points and automate repetitive manual tasks such as confirmations and reminders.

Communication can be prompted manually or by events within the ATS. For example, it can send a message one day after a candidate has submitted an application to set expectations and thank the candidate for their interest.

TECH TIP: In order for automated messaging to work well using events in the ATS, it's important that it's up to date and relevant. Scrub your lists and take the time to customize the message content and delivery methods.
 While technology is an incredible way to stay connected with candidates, it is also important to maintain a human element. Recruiting is about connecting people to people. Technology, no matter how advanced, will never replace the need for face-to-face and voice-to-voice communication. Staffmark 2019-06-13T20:42:00Z Checklist: How to Hire & Retain the Best & Brightest New Grads [Whitepaper] Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/checklist-how-to-hire-retain-the-best-brightest-new-grads-whitepaper- 2019-06-06T21:07:12Z 2019-06-06T20:59:00Z New grads can be a great resource for companies of any size or industry. They're full of energy and new ideas, and they're excited for their first real world job. As you prepare to recruit and hire new grads, keep these tips in mind! (Click the image to download full two-page PDF.)  Carla McKelvey 2019-06-06T20:59:00Z The Skilled Trades Talent Gap - and How Having a Military Hiring Strategy Can Help You Overcome It Staffmark https://blog.staffmark.com/hu/home/-/blogs/the-skilled-trades-talent-gap-and-how-having-a-military-hiring-strategy-can-help-you-overcome-it 2019-05-29T18:22:12Z 2019-05-29T18:11:00Z
By: Matt McGowan, Veteran & Market Manager

Does your company find itself behind the curve when it comes to acquiring new skilled trades talent? Well, you are not alone. Employers report that skilled trades vacancies are among the hardest to fill. With manufacturing jobs once again on the rise, many companies are struggling to know where to turn to bridge the skilled trades talent gap that continues to grow, year after year.

However, while many are floundering, savvy employers have found great success recruiting skilled personnel from a largely untapped resource: the men and women who make up our U.S. military veteran community.

In addition to the traditional qualities associated with the military such as reliability, punctuality, and tremendous work ethic, many veterans obtain skills during their service that directly translate to a variety of roles currently in demand in the manufacturing world, thereby providing employers with a renewable pool of candidates for the highly skilled positions that are such a challenge to recruit for today.

Of course, you still have to be able to find them, and while sites like Hirepurpose.com, Military.com, and VetJobs.com are excellent resources, the answer to finding highly skilled veterans may lie more with "who you know." Organizations like the VA, American Legion, and Easter Seals can serve as a gateway to the veteran-friendly hiring community at-large, connecting you with a plethora of organizations who are often happy to share resources and candidates, including those experienced in the trades.

Additionally, there are many veterans today who are eschewing the traditional college route once their service is complete and using their G.I. Bill benefits to enroll in courses geared toward a career in the trades, capitalizing on and further developing the skills they acquired in the military. With this, another great way to directly tap in to this growing pipeline of skilled talent is to establish relationships with VA career advisors at schools in your area.

Regardless of where you target your search, we encourage employers to have a military hiring strategy, whether it's using an agency like ours to focus on veteran recruiting or one that you develop on your own. That way, you can not only have the satisfaction of helping our nation's veterans find employment after their service to our country, but you can also help your company overcome the skilled trades talent gap by realizing the potential this often overlooked pool of available skilled talent can bring to your organization.

To learn more about our military/veteran recruiting programs or for help finding top talent in your area, reach out to your local office.
 Staffmark 2019-05-29T18:11:00Z Tips for Making the Transition from the Military to the Civilian Workforce Staffmark https://blog.staffmark.com/hu/home/-/blogs/tips-for-making-the-transition-from-the-military-to-the-civilian-workforce 2019-05-22T21:07:01Z 2019-05-22T21:03:00Z
By: Matt McGowan, Veteran & Market Manager

Whenever I speak to transitioning soldiers, sailors, airmen, or Marines, I always tell them just how lucky they are that they are transitioning today. When I think back to my own transition almost 25 years ago, the resources available to my fellow soldiers and me were very limited. It seemed there were very few knew where to look for resources, let alone how to apply for them.

Today, by contrast, in addition to higher quality Transition Assistance Programs (TAP) provided by each branch of the military, there are a plethora of Veterans Service Organizations (VSOs) that are dedicated to helping military members navigate the next steps in their career path.

While current law requires service members to begin participating in TAP as soon as possible before their separation date, finding and utilizing the many VSOs can be a bit more challenging if you don't know where to look. Organizations such as the American Legion, Veterans of Foreign Wars, Disabled American Veterans, etc. are great places for military service members and veterans to access during their job search and after their transition. In addition to their own programs, each organization has relationships within the business community that they leverage to help veterans.

In addition to VSOs, nearly every State Employment Agency now has Local Veteran Employment Reps (LVER) whose job is to provide assistance to veterans seeking employment. Arrange a meeting with the rep in your area and let them know that you would like their help in your career search. Not only will they be helpful in connecting you with employers specifically interested in recruiting veterans and service members, many offer assistance with resume writing and provide other services which may be helpful in your search. They often have connections with the aforementioned VSOs, as well as companies like Staffmark who offer their own military/veteran recruiting programs, and can be an additional resource to help you make those connections.

Finally, if there is one piece of advice that I make sure I impart of every candidate, it is to network, network, network! Hop on LinkedIn, Facebook, or your favorite social media site and look for other veterans and groups of veterans. The military is a family like no other, and membership in that family doesn't end when you transition. There will always be someone willing to help you. You just need to let them know you need a hand!

To learn more about our military/veteran recruiting programs or for help finding resources in your area, reach out to your local office.
 Staffmark 2019-05-22T21:03:00Z How We're Changing the World: Robert's Story Geno Cutolo https://blog.staffmark.com/hu/home/-/blogs/how-we-re-changing-the-world-robert-s-story 2019-05-17T18:34:47Z 2019-05-16T18:45:00Z
By: Geno Cutolo, CEO & President, Staffmark Group

One of the things I'm most passionate about as a leader of Staffmark Group is making a difference. Our organization's vision reflects this goal: we seek to change the world – one life, one job, one community at a time. I truly believe that, together, we can make the world a better place. With this in mind, I'd like to begin sharing stories on our blog that illustrate how we impact lives.

The first story in this series is about Robert, a disabled veteran who was full of despair. His injuries prevented him from being able to do the work he was trained to do. He was scared, at the end of his rope, and was hoping against hope for an opportunity that would ease his worry about his family's future.

A life-changing event

After enlisting in US Marine Corps, Robert was assigned to be "the supply guy," He explained, "If you were a new Marine, one of the first people you'd see was me. I provided all of the tools and equipment. It was my job to make sure you got everything you needed, and it was my job to make sure you returned everything as well."

Another part of Robert's job was to train reservists. Unfortunately, three years after joining the service, Robert was involved in a vehicle collision during a training mission. Several were injured, including Robert. All of the soft tissue was snapped or stretched beyond use in his lower right leg and foot. "It was basically the worst sprained ankle – the granddaddy of all ankle sprains. Somehow, I didn't break a single bone," Robert recalled.

After leaving the service, Robert worked in the radio business for a number of years and then became a cell phone tower technician in the early 2000s. The work was physically demanding, which led to subsequent injuries and surgeries. As a result, Robert is unable to stand for long periods of time or sit for long periods of time, limiting his career options.

Robert said, "Every time I've taken a job, it's been temporary until I couldn't handle the pain." On top of that, issues with VA claims were preventing Robert from retraining in a different skill set that could accommodate his disability.

From desperation to gratitude

The lack of stability began to wear on Robert, especially after he married his wife in 2012. He now had a family to support, including two teenage boys: "Now I'm desperate, and I'm almost 50. I didn't know where to turn."

Robert tried applying to jobs online, with little luck. "The problem is I don't have a college degree. I'm pretty well read, but I don't have the paperwork. I've got a blue collar resume, and I'm looking for a white collar job – all because I can longer do what I was trained to do," said Robert.

Then Robert met Matt McGowan, veteran and market manager with Staffmark. Upon learning about Robert's situation, Matt reached out to the Staffmark-Springdale, OH team and told them Robert's story. Almost immediately, they were able to identify a great opportunity that accommodated his disability and provided the stability he was seeking.

Within days, Robert interviewed and was offered the job! He now works in the IT department for a national grocery chain, providing support for employees when they have tech issues with the grocery pick-up program – and he absolutely loves it!

One of the things Robert most likes about his job is the people: "In a single day, I hear so many accents, and I get to talk with so many different types of people."

"I hope I can work this job for the rest of my life, and that's the first time I've said that in twelve years!" exclaimed Robert. "I'm so grateful to the Staffmark team for this opportunity. I would absolutely recommend Staffmark to anyone looking for a job. They have changed my life!"

Thank you for sharing your story, Robert - and thank you for your service to our country!
 Geno Cutolo 2019-05-16T18:45:00Z Wages Are on the Rise: Is Your Company in the Position to Compete? Staffmark https://blog.staffmark.com/hu/home/-/blogs/wages-are-on-the-rise-is-your-company-in-the-position-to-compete- 2019-05-08T22:57:51Z 2019-05-08T21:24:00Z
By: Karen Waldrop, CSC
 National Vice President of Workforce Solutions, Staffmark Group

The job market is tight — there's no denying that. And as it continues to tighten, employers must look for new ways to compete for top talent. They'll also need to find strategies to retain their best team members.

Of all the options, the area that everyone seems to agree on is pay. In fact, the average worker is now seeing a wage increase of roughly 3 percent. Those with skills in high demand and short supply have received higher increases. For example, compensation increased by 4.8 percent for information technology and 3.5 percent for sales and service occupations.

While relatively small and often on par with the average pay increase, wage growth matters. If your company's salaries have remained stagnant, you may find yourself increasing pay at a much higher rate just to catch up, especially when you consider that top talent will be off the market in just 10 days. You need to be competitive to attract and retain top talent.

All Things Equal

The first step includes a little due diligence: Conduct some market research, review the roles and their responsibilities in the company, check the Bureau of Labor Statistics to determine the average pay, etc. You can also contact our team to receive a custom salary guide, specific to your industry, location, and existing position(s).

If you do find your salary structure isn't in line with industry standards, or if you've skipped pay increases for the past few years, the question then is, how exactly do you make your wages fair and equitable? And how do you ensure this situation doesn't happen again?

1. Evaluate all disparities.

Sometimes, there are legitimate reasons why workers are paid differently for the same role. So, ask yourself whether there's any validity to any disparity. For one, do people in the same role have different educations or certifications? Do they bring different skill sets or experience to the table?

Also, are there any differences in employee attitudes? What about their responsibilities? Though they share the same title, the role may not actually be identical. Beyond that, is the person a true asset to the company? If someone does no more or less than what's required, the pay disparity may have merit.

Related: Top 5 Tips to Setting Competitive Salaries to Attract and Retain Talent

2. Correct inequities incrementally.

The most obvious way to bring salaries in line with the market — or other employees, for that matter — is to give pay increases where necessary. If, however, your budget doesn't allow it, you may need to establish a compensation plan where you offer incremental increases over a period of time.

The approach will vary, but companies have been known to give lower-paid employees a pay raise every six months until their salaries fall within industry standards. If you go this route, make sure to explain the compensation structure and ultimate goal. Transparency is key.

3. Set earnings expectations.
 New hires often know exactly what's expected of them prior to day one. But are you doing the same with the requirements for a raise or promotion? Stipulating what's necessary also creates guidelines for leadership, ensuring consistency with raises and promotions over time.
4. Rethink promotion practices.
 Pay disparities can often result from internal promotion practices. When promoting an employee, chances are good that the new role only comes with an average bump in pay. A better practice is to treat promotions like outside hires, offering a salary more in line with industry standards.
5. Stop factoring in past pay.
 Using an applicant's salary history when making an offer is a recipe for pay inequities. Instead, make offers according to the job and its responsibilities. Sure, we all want to save a buck, but what someone was earning at his or her last job has no real bearing on your salary structure.
6. Make negotiating the norm.
 Many companies bristle at the idea of employees asking for a raise outside their annual review. But the request actually can serve a dual purpose: making employers aware of pay inequities and potential talent attrition before either can become serious problems. Abide by the open door policy.
7. Conduct compensation assessments.
 A compensation assessment is just as it sounds, a review of salary practices. The goal here is to find and fix issues before they worsen beyond what's manageable. The Society of Human Resource Management recommends conducting compensation assessments at least every three to five years.
8. Explore other options.

Some companies are finding, even after making pay equitable, that higher wages are no longer enough. You may need to get creative with your compensation packages. Look into offering additional benefits, like paid parental leave, flextime, student loan forgiveness, etc.

To ensure your compensation packages are keeping pace with the competition, again, please feel free to contact us about our custom salary guides. We can also be of assistance in finding qualified candidates for any vacancy. Just let us know what you're looking for, and we'll provide a pool of talent with the desired qualities, qualifications, and experience.
 Staffmark 2019-05-08T21:24:00Z Looking to Change Careers? Take These First Steps! Stacey Lane https://blog.staffmark.com/hu/home/-/blogs/looking-to-change-careers-take-these-first-steps- 2019-04-17T21:22:55Z 2019-04-17T21:21:00Z
At one point or another, the thought of changing careers has probably come to mind. Maybe you no longer feel passionate about what you're doing or you find it too difficult to balance work and family. You could even feel undervalued in your current role. Whatever the reason, you just want to make a change.

For most, however, that's often where it ends—at a thought. You start creating a list of reasons why you can't make the change. Money, skills, experience, and time often top the list.

Though there might be a kernel of truth to those reasons, they shouldn't be enough to keep you from doing something you really love. Here's what you should do if you want to change careers effectively:

Take a step back.
 You're about to make a big change in life, which deserves time and attention. Take a step back and think about your interests, values, ideals, and priorities. So many professionals jump into a field without ever really questioning these things. If you take the time to get to know what makes you tick, you've now got the foundation to build not just a successful, but an enjoyable career.
Inventory your professional prowess.
 Most people undervalue themselves. Don't fall into this trap. It'll keep you from moving forward in a career change. Devote some time to inventory your experience, skills, and successes. Take an honest look at what you've contributed, accomplished, and excelled at in the workplace. Seemingly small "wins" can be huge in another field. If it's something you can measure, even better.
Gather info on that new career.
 Get to know everything possible about the field. Do the same for your desired role in that field. Talk to friends, family, and colleagues who may be in a similar role. Dig deeper than the job description to determine what it takes to excel in the industry and the position. Sometimes soft skills can make up for any gaps in experience. In fact, many leaders would rather hire someone with less experience if the candidate offers intangibles that can't be learned.
Compare your skills with the requirements.
 Look at your top skills in comparison with the "required" skills for the new role. Think about your skills in terms of what the employer is looking for in a candidate. Given enough thought, you may just find that a number of your skills already align — these are your transferable skills. Then, consider how these skills might apply to this new industry and think of examples that demonstrate those skills. Take it one step further, and practice explaining those examples.
Freshen up your skill set.
 Just because you're hoping to make a move doesn't mean you can't freshen up your skills while still working at your current employer. Look for ways to bolster some of the skills you may be lacking. Volunteer for special projects. Take on additional tasks and responsibilities. Consider enrolling in an online course or two to build up some of those skills essential to a new career. You want to plug as many holes as possible before applying for a new position in a new industry.
Leverage your network.
 As with a "traditional" job search, your network is an essential part to landing a new role. If you know people at a particular company, reach out to them. Schedule a lunch. Let them know what you're thinking about in terms of a career change. People already working in an industry can often identify positions — and open ones, at that — you're perfectly (or almost perfectly) suited for, so get those feelers out. Most people will be more than willing to help.
Develop a SMART plan of action.

If you don't develop an actual plan, there's no way of getting to where you want to be. Think of it as a roadmap, of sorts, with a series of Specific, Measurable, Achievable, Realistic, and Timely milestones — in other words, make them S.M.A.R.T. What do you need to do to get from point A to point B? What about from point B to point C? Be deliberate and logical as you map out what it'll take to get you to where you need to be. Once you know the path, the journey isn't as daunting. It'll also allow you to become a true match for your new career.

While the process of changing careers isn't an easy one, it should never dissuade you. Just keep in mind that it'll take time, energy, patience, and a great deal of commitment to see it through. But in the end, you'll find yourself in a meaningful career that you love, which will make the journey all the more worth your effort.

And, of course, feel free to reach out to us for help!
 Stacey Lane 2019-04-17T21:21:00Z 7 Signs It's Time to Hire Additional Employees Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/7-signs-it-s-time-to-hire-additional-employees 2019-04-10T21:02:20Z 2019-04-10T20:58:00Z
It isn't always easy to determine when it's time to hire new employees. Hire too soon, and there may not be enough work to go around — not to mention, you run the risk of blowing your budget. But if you drag your feet, your staff will have a difficult time keeping up. They're also more likely to suffer from fatigue, lowered morale, and disengagement, which can lead to a host of other problem.

Luckily, there are signs that can point to the need for additional staff, and here are seven of the most common:

RED FLAG #1: Employees struggle with workload.

While business will always ebb and flow, it could be a sign that you need to look for some additional help when your team is struggling to keep up with their job duties — that, or productivity and efficiency begins to wane.

Before pulling the trigger, however, review the work that needs to be done, seek feedback from those on the floor, and determine whether redistributing tasks would fix the problem. If not, the solution is hiring extra support.

RED FLAG #2: Customer service is suffering.
 It's normal to get the occasional bad review. After all, you can't please all of the people all of the time. But if you start to see a spike in customer complaints, especially in regard to slow service, missed deadlines, etc., take it as a sign that you're not staffed appropriately.
RED FLAG #3: Overtime is on the rise.
 Most companies have busy seasons, and those busy seasons require a few more hours from employees. When this occurs with greater regularity, it's a good indication that you should be adding to your ranks. Besides, overtime is an extra expense you can easily avoid with the addition of staff.
RED FLAG #4: Mistakes become commonplace.
 Mistakes happen, but when completely avoidable mistakes are no longer the exception, signs often point to understaffing. It should be quality over quantity. If the reverse is true, it's another good indication that it's time to add to the team.

HIRING TIP: Write a job description.
 The process of writing a new job description is often a good exercise to determine whether you should be adding to your team — and we're talking a detailed job description here. It gives you a chance to visualize how many hours of work are actually available for a new employee. Does it fill 40 hours in a week? If so, you're good to go.

RED FLAG #5: New systems are on the horizon.
 We all know how technology can make our professional lives easier by automating certain tasks. The only problem is that the implementation process can slow things down — unless, of course, you bring someone on staff familiar with that technology. Just make sure you determine whether it's a short-term or permanent position.
RED FLAG #6: Staff lack specific skills.

All businesses hit a point when certain responsibilities are best handled by a pro. Do you need help keeping the books? What about someone to manage user experience? Maybe you want to build an online presence that requires the skills of a social media specialist.

Whatever the task or goal, you may not have someone on staff with the expertise necessary to bring it to light. Just make sure to ask yourself whether this person needs to be on staff or hired on a project-by-project basis.

RED FLAG #7: Expansion is in the future.

Expansion is one of the most obvious reasons to hire, which is why we left it for last. But some companies attempt to grow business without adding staff. While possible, you miss out on the opportunity to bring in new talent — talent that can offer new insights and may very well improve operations beyond growth.

If you need any additional information about staffing, or would like help finding talent to fill a role, please contact us today. We'd be more than happy to discuss your staffing needs and develop a plan for recruitment and acquisition.
 Carla McKelvey 2019-04-10T20:58:00Z 10 Tips for Hiring in a Competitive Job Market Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/10-tips-for-hiring-in-a-competitive-job-market 2019-03-26T21:58:13Z 2019-03-26T21:51:00Z
Unemployment is at a record low, making it difficult for many companies to find and recruit great candidates. They're also struggling to retain top talent — but that's a story for a different day and one of the main reasons why job seekers hold all the cards.

You see, most people in the market for a new job will field multiple offers. And while a number of factors (i.e. salary, benefits, location, culture, etc.) ultimately go into the decision of which employer they choose, it's best to make sure you give candidates no reason to consider any other company over you.

With that in mind, we've pulled together 10 tips to rework the interview and hiring process in your favor:

1. Act fast.

For the majority of job seekers, one of the most frustrating parts of the job search is the long wait. In fact, nearly a quarter of candidates will lose interest in a company when they don't hear back within a week. That's why every effort should be made to speed up the interview process beyond the now average of almost 24 days.

Start off by reviewing all the touchpoints within the process. Are there any redundancies? Are there ways to improve the efficiency? What are you communicating to the candidates? Remember, you're not the only company interviewing these applicants, so there should be a sense of urgency to make an offer when finding a fit.

Related content: Slow and Steady May Win the Race, But What's It Doing to Your Hiring Process?

2. Improve the candidate experience.

Interviewing is kind of like a courtship in that both parties must put their best foot forward to make an ideal impression. Work to provide candidates with the best possible experience by being transparent about the whole process and setting expectations on the timeline of events.

But don't stop there. Communicate with your top contenders regularly and showcase the company culture each step of the way. If you provide a great overall experience, your organization will remain top of mind.

3. Stop looking for perfection.
 Some companies get hung up on finding candidates that check every box — from skills and experience to education and training. But these people are few and far between. It's a much better idea to prioritize your absolute must-haves and consider anything additional as icing on the cake.
4. Hire for fit.
 Just because a person has all your must-haves doesn't always mean he or she will fit the culture. Make sure to factor in both personality and attitude when deciding on who to move to the next round. After all, you'll be training the person anyway — and you can't train away a bad hire.
5. Involve current employees.
 One of the best resources for talent is staff — and 48 percent of managers tend to agree, saying referrals were the best channel for quality candidates. Go ahead and incentivize the process to encourage your current employees to use their personal networks for talent.
6. Learn from the competition.
 In a tight job market, companies will use every advantage possible to attract talent, so the question remains: Do you know what the competition is offering candidates? If another company has a better benefits package, figure out new and inventive ways to sweeten your deal.
 Related content: 9 Incentives to Offer Staff in Lieu of Pay Raises

7. Explore internships.
 Many companies are now looking for candidates that haven't yet hit the job market by setting up internship programs — and for good reason. The NACE found that more than 45 percent of interns went on to accept positions at the employers where they interned. Just makes sure the program delivers value to all parties.
8. Get social.
 If brands rely on social media to sell products, it only stands to reason why you should be doing the same to attract talent. After all, isn't the interview process partly about "selling" the benefits of working for your organization? Start recruiting on social channels like 92 percent of other companies.
9. Scale back qualifications.
 Be it a bachelor's, master's, or diploma, a degree isn't always a predictor for success — and can, in fact, dissuade people from applying for a job opening. Review the job requirements and determine what's actually necessary. Relying too heavily on a résumé can cause you to overlook a great addition to the team.
10. Look at your compensation.

Sometimes, it just comes down to money. Your salaries must at least match what's competitive in your market if you ever hope to compete for talent. To get an idea of where to set the salary for any given role, we can provide assistance with our custom salary guide based on industry, location, and title.

If you'd like additional information on hiring in a competitive job market, or help finding candidate for an open role, please contact us today. We'd be more than happy to discuss your current needs and match you with top talent in your industry.
 Carla McKelvey 2019-03-26T21:51:00Z Join the Conversation! Why Should a Job Seeker Work with a Recruiter? Stacey Lane https://blog.staffmark.com/hu/home/-/blogs/join-the-conversation-why-should-a-job-seeker-work-with-a-recruiter- 2019-03-20T20:41:39Z 2019-03-20T20:24:00Z
The idea of a new career is exciting, but the task of finding the right one can be daunting. Sifting through job boards, tweaking your resume, and waiting for the phone to ring can be exhausting and time consuming.

This whole process can be easier – and even more enjoyable – with the help of a recruiter!

I recently asked my team of recruiters and career experts this question: why should a job seeker work with a recruiter? Here's what they had to say:

Benefits of Working with a Recruiter

Recruiters broaden your network.

"Think of your current job search connections: past employers, former college professors and administrators, friends, and family. Even if that group is large, it does not match the number that a recruiter can reach. Take advantage of a recruiter's connections to get the most out of your job search. Recruiters spend a lot of time making connections through databases, phone calls, and face-to-face networking. Your network grows exponentially when using a recruiter during your job search." – Starrla R, Account Executive, Shreveport, LA

Recruiters have access to unlisted jobs.

"Recruiters are the link between great candidates and great companies. Some of the best jobs never even make it to job boards. Recruiters are constantly thinking of their candidates and companies and working to bring the two together, even before they realize they are destined for one another. Recruiters know company culture and fit. They take the guesswork out of the recruitment process for both parties." – Carla M, SVP Talent Engagement & Culture, Cincinnati, OH

"Working with a recruiter gives you an 'in' with employers. This gives you the opportunity to prove yourself and be hired with a company that you may not have considered otherwise. Also, many companies work closely with their recruiters and trust their judgment and can help with timing (no phone screens or interviews needed)." – Azucena F, Account Manager, Charlotte, NC

Recruiters have insider information about employers.

"Recruiters are the go-between for the candidate and customer. This enables candidates to learn much more about an employer than they would have by doing their own research. This extra information better prepares the candidate for the interview." – Amy B, Market Manager, Mooresville, NC

"Recruiters have a history with the employer; they know the culture, business challenges, industry insight, internal decision makers or influencers, interview styles, and typical timeline to hire. Therefore, a recruiter can provide interview coaching that can make or break a first interview. A recruiter can expertly negotiate job offers and provide insight or feedback that may not have been shared otherwise. Maintaining a relationship with a recruiter throughout your career is like having a career coach in your corner." – Cathy W, Senior Recruiter, Windsor, CT

Recruiters get to know the person behind the resume.

"The nice thing about working with a recruiter is that the recruiter gets a chance to engage and get to know the candidate as a person, not just a resume. This allows the recruiter to match them with the job that fits their personality and puts the candidate in an environment in which they thrive. This also helps the recruiter paint the right picture to the employer so they can also get a chance to know the person behind the resume before meeting them." – Chelsea D, Account Manager, Mooresville, NC

"A recruiter is a liaison between companies and job seekers. The recruiter becomes the expert on the job opening and gets to know the job seeker by asking the right questions and finding the right fit for both. It is very rewarding when you find the right match!" – Cara W, Account Manager, Gastonia, NC

Recruiters help you through the hiring process, saving you time and energy.

"A good recruiter strives to provide the best candidates for their clients. Many will prepare the candidate for the job placement process, from applying to accepting an offer. If the right recruiter is chosen, most of your questions will be answered. You can also improve your resume, portfolio, and other applicant documents with the help of a recruiter." – Starrla R, Account Executive, Shreveport, LA

"Recruiters help you through the hiring process. They save you time in the job search process, and they provide insight into the company culture which can also help you better prepare for the interview. Lastly, once you've worked with a recruiter, you become part of their database and may be contacted for future opportunities." – Karen W, National VP, Workforce Solutions, Panama City Beach, FL

"Knowledge is power! Job seekers can gain valuable insight by working with a recruiter, giving the candidate the power and an edge over his/her competition." – Jonelle Y, Practice Director, Houston, TX

"When I first started in the staffing industry 20 years ago, I didn't understand why a person would use a recruiter. Now I say you would be crazy to not use a recruiter! A recruiter can assist you with tweaking your resume, give you tips on interviewing, connect you with the right people, negotiate pay, and really save a person time and legwork when job seeking." – Frankie P, Market Manager, Gastonia, NC

Recruiters advocate for you.

"A recruiter can help 'sell' the candidate to the employer and can provide the job seeker with invaluable coaching opportunities, from constructive resume rejuvenation to interview tips to negotiation advice." – Jennifer W, Director of National Accounts

"A recruiter can be a strong advocate for candidates. Recruiters get candidates' resumes in front of hiring managers a lot quicker than if they applied on their own, avoiding the "black hole" of resumes. Recruiters help candidates put their best foot forward for an interview and the first day on the job." – Cheryl M, Virtual Recruiter, Charlotte, NC

Looking for a job should be an exciting time. We're talking about your future here, after all! Recruiters make the process of looking for a job more fun and less stressful. And do you also know that there's no charge? The recruiter is paid by their employer (us!). You pay nothing, yet get awesome service! It's a win-win.

Have you worked with a recruiter to land a job in the past? If so, what benefits did you experience? Hop over to our Facebook page to share your perspective! I look forward to reading your responses.

Want to see for yourself what it's like to work with a recruiter? Apply to work with us today so that we can review your work history – and we'll call you to connect. We may even have a job for you to consider right away!
 Stacey Lane 2019-03-20T20:24:00Z The Talent Crunch: Is It Time to Relax Your Hiring Criteria? Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/the-talent-crunch-is-it-time-to-relax-your-hiring-criteria- 2019-03-13T21:54:58Z 2019-03-13T21:48:00Z
By: Karen Waldrop, CSC
 VP of Strategic Services, Staffmark Group

U.S. job openings hit an all-time high this past year resulting in a talent shortage. To compete in this tight market, some companies are revisiting their job requirements to widen their talent pool. That is, many are reducing the required education and/or experience or adjusting the screening process.

Here's why some companies are revisiting their hiring criteria and how you can successfully adopt this strategy.

Rigid education requirements reduce the candidate pool.

Employers often see a degree as a good indication that applicants possess hard skills, such as project management, research, or data analysis, and soft skills, including communication, problem-solving, and critical thinking. While a valid assumption, it's important to remember that a degree isn't always necessary.

Consider this statistic: in 2015, 67 percent of job postings for a production supervisor required a college degree, yet only 16 percent of production supervisors actually had a degree.

Many employers are lowering their educational requirements – and, in many cases, getting creative. For example, at IBM, instead of requiring a degree for all jobs, the company has partnered with community colleges to find new hires. They even launched an apprenticeship program to create its own talent pipeline.

Many companies have followed suit. In the first half of 2018, job posts asking for a college degree dropped to 30 percent, down from 32 percent in 2017.

A mentorship or on-the-job training program may be sufficient.

Like degree requirements, employers are also reviewing the experience necessary to do the job. As of 2018, only 23 percent of entry-level jobs now require three or more years of experience, down from 29 percent in 2012.

What's more, one million jobs were posted with "no experience necessary," which attracts talent who wouldn't otherwise apply for the job.

If you're thinking about changing the requirements for a given role, a little due diligence is helpful:

Review the job requirements. Separate out your "must-haves" and your "nice-to-haves." Use this information to rework the job description.

Document the reasons for the change. This step is primarily for internal purposes and to protect the company from potential legal problems.

Reevaluate the interview process. A change in job requirements often means a change in how you screen and filter applicants, including the interview questions you ask.

Look into skills assessments. If a job no longer requires a degree, yet certain skills are necessary, you may want to include a skills-based assessment in the interview process. This type of testing could help identify candidates you wouldn't otherwise consider.

Track applicants. If you don't see any improvements in the quantity of applicants, you may need to make further adjustments. Also, make sure the quality of talent isn't affected by this change.

Drug screening can be an artificial barrier to recruitment.

Changing attitudes on marijuana have led a growing number of companies to rethink pre-employment screening protocols. Many employers argue that it's become an unnecessary obstacle— not ideal in a tight job market. Besides, marijuana is now legal for recreation in 10 states and for medical use in 33 states. Some employers question if they should only screen those employees in "non-legalized" states.

But before you roll back marijuana screening for applicants, consider the potential business implications. For one, there are some safety concerns with drug use in certain industries, such as trucking and manufacturing. There can also be issues with worker's compensation. If someone becomes injured while under the influence, the insurer could deny coverage. This could then bring into question the employer's negligence.

If you do decide to change your drug testing policy:

Consider the safety concerns of the job

Create on-the-job regulations in regards to marijuana use and possession

Train managers on the warning signs of employees under the influence

Monitor how the changes impact employee recruitment and retention

Keep this in mind: relaxing your hiring criteria doesn't mean you have to lower your standards. Your strategy can still be discerning, without being restrictive. The goal is to widen your talent pool and focus on the most important hiring criteria.

If you're experiencing a talent crunch, contact us today! A member of our team can help review the job requirements for any position and make suggestions for potential changes to best respond to the current job market. We'd also be more than happy to sit down with you to find the best possible candidate for the role.
 Carla McKelvey 2019-03-13T21:48:00Z Celebrating Our Everyday Heroes – Our Employees! Geno Cutolo https://blog.staffmark.com/hu/home/-/blogs/celebrating-our-everyday-heroes-our-employees- 2019-03-01T07:00:00Z 2019-03-01T07:00:00Z
Happy Employee Appreciation Day!

Since 1995, the first Friday in March has been reserved as National Employee Appreciation Day. Today, with heartfelt sincerity, I want to thank you and let all of you know how much I appreciate you.

As a staffing company, we are in a unique situation in that we have two groups of people to celebrate. We have the great honor and privilege of not only employing internal employees, but also helping external employees find meaningful work with our clients.

While each of us work in different roles and locations across the country, we are one team with a common goal. Our company vision is to change the world – one person, one job, one community at a time. And with your help, I know that we are making the world a better place, and I appreciate each of you making our vision a reality.

If you typically work remotely or at a client location, I encourage you to stop by your local office today so that we can thank you in person. Each of our offices is celebrating this day in different ways, but the sentiment is the same: we value you and want you to know how much you're appreciated.

Please know that I am committed to continuing to provide a great place for great people to work for many years to come. It is my hope you are as proud to work for us as we are to have you on our team. You are one of our everyday heroes. Thank you for saving the day… day after day!

Geno Cutolo

President & CEO
 Geno Cutolo 2019-03-01T07:00:00Z 10 Cost-Effective Ways to Boost Employee Happiness and Productivity Carla McKelvey https://blog.staffmark.com/hu/home/-/blogs/10-cost-effective-ways-to-boost-employee-happiness-and-productivity 2019-02-21T20:53:11Z 2019-02-21T20:48:00Z
If you have a sneaking suspicion that employees aren't feeling all that enchanted with work, you're not alone. More than 52 percent of people are unhappy in the workplace — and nearly 70 percent are disengaged.

But all is not lost. Engaging and retaining talent often comes down to bettering job satisfaction. And when you better job satisfaction, you don't just take the steps necessary to reduce turnover but can do wonders for improving productivity.

This isn't to say employees don't share some of the responsibility for their own happiness. They can certainly do things proven to improve satisfaction, such as maintaining a work-life balance, learning new skills, preparing for the day, etc. But employers still need to give staff the room to take care of themselves.

Here are ten ways you can take an active role in your employees' satisfaction and happiness:

1. Take an interest.
 According to a survey by Harvard Business Review, 58 percent of people say they'd trust a stranger over their boss. Of course, establishing trust isn't easy, but it often starts by taking a genuine interest in staff. Ask questions, share stories, and help out when necessary. And with trust directly linked to happiness, your efforts should pay off.
2. Convey respect.
 Happiness, as they say, is about respect, not riches. The only question is how should a leader show respect at work? Well, it can be something as simple as treating employees kindly and courteously. It can also take the form of listening before expressing your own opinion as well as including employees in meetings and decisions.
3. Show appreciation.

Good leaders make a point of regularly showing employees that they value their contributions. Look for ways to celebrate a job well done. Consider instituting an awards program, hosting a company event, or asking them to share tips and advice with colleagues — it'll be quite the confidence booster.

But when you show your appreciation for your direct reports, greater happiness isn't the only benefit. It can also improve employee retention rates. In fact, 79 percent of people who quit their jobs say "lack of appreciation" was the reason for their exit. It doesn't take much for a leader to make people feel valued and appreciated.

4. Invest in development.
 Providing training opportunities to your staff not only improves workforce quality but also shows employees they're worth the investment. Establish a development program across all levels of your organization — and open up outside training opportunities to staff.
5. Shape clear career paths.
 Even with professional development, employees will leave a company if they don't see advancement opportunities. Help staff develop realistic career goals by holding regular career-planning discussions. Or, launch a mentorship program to assist employees in working toward internal opportunities.
6. Keep it fun.
 Creating a culture where people feel comfortable talking and sharing a laugh will, naturally, improve employee happiness. But it can also make for a lighter environment, where, according to Shawn Achor, author of The Happiness Advantage, people become more open to ideas that make us "more productive, effective, and successful at work."
7. Provide some flexibility.

An increasing number of companies are exploring flexible work schedules. Part of this is due to recruitment efforts — 96 percent of professionals say they need it. So, offering flexibility makes the employer more attractive. But it also provides freedom. Let's face it: people do have obligations outside of work.

While we'd never suggest letting employees come and go as they please, you can probably find ways to let some team members come in early and others to come in late. There's also the potential to offer a compressed workweek, telecommuting days, or even reduced work schedules.

8. Unite different divisions.
 You can host a happy hour, but there's no guaranteeing that people from different departments will socialize. Instead, be deliberate with your efforts and form cross-functional teams for a project. Exposing people to a wide variety of people can help them see things from different perspectives, which can encourage creativity and greater happiness at work.
9. Establish friendly workspaces.
 For many companies, the workplace is just a sea of cubicles — not the most ideal environment for collaboration. Give employees a change of scenery by creating a few shared spaces. Think sofas, armchairs, and maybe a café table or two. It'll encourage people to interact on a different level, which can foster greater camaraderie.
10. Go beyond the basics.

Again, there's more to happiness than money. Not that you shouldn't offer employees a competitive wage, but other benefits can be just as beneficial. Rethink the standard compensation package to include things like dental or optical insurance, wellness programs, gym memberships, tuition reimbursement, transportation benefits, etc.

Happiness in the workplace isn't about gimmicks or quick fixes; it's about leadership — and how leadership treats those who work on their teams. If you want a happier workforce, it begins and ends with you. Don't just implement these strategies and head back to your office. Engage, seek feedback, and make adjustment along the way. After all, when you do the right thing, employees will do right by you.

If you'd like to learn more about improving the work environment, or need additional information on how to bolster employee happiness and satisfaction, please feel free to contact us today. One of our team members would be more than happy to discuss your options or any other employment issue affecting your company.
 Carla McKelvey 2019-02-21T20:48:00Z New Hires Falling Off the Face of the Earth? Tips to Prevent "Ghosting" Stacey Lane https://blog.staffmark.com/hu/home/-/blogs/new-hires-falling-off-the-face-of-the-earth-tips-to-prevent-ghosting- 2019-02-13T19:22:12Z 2019-02-13T19:18:00Z
More and more companies have been hitting a snag in the hiring process. They just can't fill open roles. In fact, 47 percent of employers aren't able to find candidates with the necessary skills, and when it comes to large organizations, the numbers are much higher. Sixty-seven percent are now experiencing talent shortages.

But it isn't just the job market that's changed the playing field. Candidates are accepting multiple offers and then not showing up on day one – aka, ghosting their employers. Unfortunately, people are becoming more comfortable with a no call, no show. This is not only frustrating to employers, it's costly too. Luckily, there are steps you can take to reduce ghosting.

How to Prevent Ghosting

Here's the thing, top talent will be off the market in just 10 days, yet the average interview process is now clocking in at nearly 23 days, up from 13 days in just under a decade. If you're unable to speed up the "interview-to-hire rate, every effort should be made to quickly select the right candidate and keep that person informed and engaged until his or her start date. Consider adding a few of the following steps to the interview and hiring process to reduce the chances of a no-show new hire:

1. Transparency. Obviously, you want the best candidate possible. But you won't get that candidate if you're not open and honest about the hiring process from the very start. Let applicants know how long it will take to go through each stage, from submission and interview to offer and hire.

2. Direct questions. Determining a person's interest level can be difficult. Candidates will, naturally, be on their best behavior. But asking somewhat direct questions can give you a glimpse, such as: "Would you accept a counteroffer from your current employer?" Sure, the answer may very well be "no," but body language can tell a different story.

A more roundabout way of getting to the truth would be, "Is there anything you'd like to see in your next position that you don't have currently?" If the person doesn't say much beyond more money, he or she would likely accept a counteroffer. Other questions to consider:

Why do you think this position would be different than your current role?

Tell me what you know about this role?

What aspects of this role do you like?

What you're looking for in the answers is genuine interest in the job opportunity and the company itself.

3. Offer letters. Though not legally binding, asking new hires to sign formal offer letters can do wonders to deepen their commitment to your organization. After all, verbal agreements just don't hold the same weight. Besides, any hesitations can be an indication that they're considering other offers.

4. Frequent communication. Roughly 50 percent of new hires don't receive a welcome message before the first day. Check in periodically until the start date to answer questions, counter concerns, and explain next steps, and do it by phone and text.

If time permits, you may also want to schedule a face-to-face meeting during their waiting period. The goal is, of course, to keep them engaged until day one but also to get to know one another better. Candidates are much less likely to ghost people they know on a personal level.

5. Pre-boarding. Companies save most stuff for day one of employment. Instead, if you establish a pre-boarding process, you create more reasons to stay in contact with a new hire. Move a few things normally done on the first day into the pre-boarding period. Schedule a team lunch with the new hire, set up a benefits meeting, or get the person in for an office tour.

6. Starter packages. Somewhere within the waiting period, you could always ask the new hire to come in to pick up a "starter" package, which could include company swag, a welcome letter, etc. Not a lot of companies do this, so you have the opportunity to stand out. But it can also show your trust and investment in the hire.

What to Do if You're Ghosted

Even when every precaution is taken to prevent a no-show, there can still be those occasions when you're left with a vacant seat. Here are some tips of what to do when someone doesn't show up for the first day of work:

1. Review and edit your hiring process. It might not be them. It might be you. Perhaps your hiring process was too long or maybe you didn't provide an engaging hiring experience. Review your process and determine if any adjustments need to be made.

2. Contact the candidate. Though calling the candidate may be uncomfortable, it can clear up any confusion to know the reason – or reasons – for the no-show. Besides, you're owed an explanation.

3. Maintain a pool of candidates. It's just good business to plan for worst case scenarios, so always maintain a pool of potential candidates for those times when you have a vacancy. And, of course, contact us if you'd like help filling the role quickly.

4. Create a waiting list. Plenty of universities and colleges put applicants on waiting lists, and it may work for businesses as well. Let candidates know when they've been added to your wait list and explain the next steps in the process. Maintain regular communication with those on the list.

If you'd like additional tips on how to avoid no-shows, or need some help filling an unexpected vacancy, please feel free to contact us today. We'd be more than happy to discuss your options and share strategies on how to build a strong and loyal team.
 Stacey Lane 2019-02-13T19:18:00Z


text:
Time line:
About 2 months ago...
1. Noticed bald spots on neck
2. Took our little lady to a VCA emergency hospital in our area (san diego) and she was prescribed a skin topical. It seemed to help at first. I took her back for a check up, and the vet said to keep using the cream. But the longer we used it, it just seemed like it stopped working, or like it spread to a larger area.
3. Switched to Wellness Super5 Large Breed Puppy Health Chow (right after we found out she has mange and that it was due to a compromised immune system, so about 1.5 months ago) She was on generic Costco brand dog food before this.
4. We started bathing her in a safe mix of Apple Cider Vinegar, water, and Borax about a week ago, which seems to be working a lot better than the topical because it covered her entire body.
5. Took in a fecal sample to vet, it came back positive for Giardia. We do not have her on antibiotics for this yet.
I am aware that mange is caused by immune deficiencies. This is why we changed her food to Wellness. We also live in a cleaner, less stressful environment. She is also getting red spots in between her toes, which I understand can be a sign of allergies. So here is my question, is my dog allergic to something in her Wellness brand food? Her treats has wheat flour but she doesn't get many treats so I don't think it'd cause this much skin damage. I also used to feed her oats mixed with yogurt for breakfast, and I saw that Wellness puts oats in their food. Or could it be the soap we use perhaps? Or could the Giardia be the underlying cause of all this?
Again, this is LOCALIZED mange. Also, I want to note that her skin looks better in the morning (white as opposed to dark pink, perhaps because she hasn't eaten yet?)
Any help would be greatly appreciated. I found the sticky here on treating mild mange. But I wanted a more specific answer for my dog.
A bit about me & my dog:
We aren't sure about her exact age, but we think she is about 8 months. She has most of her teeth and she has seemed to have grown into her paws. We "rescued" her about 2 months ago from a place where she didn't get nearly as much attention as she needed. As soon as we noticed hair loss we took her to the vet. Why her previous owners didn't look into the hair loss I do not know. But we have her now and are dedicated to her health and happiness.

subset: commoncrawl


text:
Beethoven's 9th Symphony re-invented for iPhone, iPad and iPod touch
DG's first app, "Beethoven 9", a partnership with Touch Press, the company behind the acclaimed apps The Orchestra and The Elements, is available on the App Store for iPhone, iPad and iPod touch. Try out the free versions now and discover Beethoven's iconic 9th Symphony in a new, interactive way.
On 8 April 2014 the app has won the BBC Music Magazine Award in the category "App Award".
On 21 November 2013 the app has won the UK FutureBook Innovation Award in the category "Best Reference Digital App".
The technology available to the user in this app shows how individual our greatest recordings of this iconic symphonic masterpiece are. Max Whitby, CEO of Touch Press, the company behind the critically acclaimed apps The Elements, Shakespeare's Sonnets and Leonardo, said: "It is a privilege working closely with Deutsche Grammophon to bring their legendary recordings of the Ninth Symphony to the iPad and iPhone. Together we are aiming to set a new standard for publishing classical music in interactive digital format."
The App is available for free from the App Store on iPad, iPhone or iPod touch including two minutes of the symphony with all features enabled. The full experience is then unlocked through In-App Purchase.


text:
He wondered: why does the sound of footsteps in the lineoleum floor always sound louder post-call? He'd have get a change to buy new shoes, he thought - ones with better arch support and without those slippery leather soles. Maybe this weekend. Then, like a stroke patient noting faint hyperesthesias, he felt the sticky diaphoresis beneath a shirt worn too many hours in a row.
Can't forget to pick up the dry cleaning, too.
Day in, day out for a week at a time he marched this march, the end of a long week had finally come and he took a deep breath, hoping he hadn't forgotten anything. He entered the parking lot: where was his car again? Oh, that's right - wrong level. He changed course. More footsteps, more sweat. There it was. Opening the door he realized it needed a wash and a good vacuum, too. Couldn't worry about that now, she needed him home. Guests coming. What was he supposed to pick up again? Oh, yeah, a baguette. Wine, cheese. It is nice to reenter civilization, to forget about life for a while.
After his errand he headed home. Dusk settling. The soft glow of the porch lights showered the walk with a yellowish hue that accented the tint now visible on the autumn leaves. The squirrels continued on their risky suicide missions to bury their winter snacks. A solitary cricket gave it his last before the final quieting chill set in. Why should be more aware of these things than before?
Perhaps it is the quiet, the uninterrupted time to think, the lazy yet relentless pace of common life that offsets the days of schedules, commitments, and procedures. Better: it is the welcome expectation that these sounds will be unpunctured by the startling cry from his beeper.
But before his head could sink amongst the pillows, he had to rally once more. Game-face donned, he charged up the steps with baguette in hand. Things were in full swing. Welcome! Then a toast, a nice meal, then a goodbye as eyes quickly drooped. The dishes could wait, but the dog, unhurried, was oblivious: one more body with which to attend.
Then finally, with doors locked, the lights were extinguished. As the stairs were scaled, he noted the wood floors were warmer and softer than the linoleum. Noisier, too. No matter: it was home. And at long last he took a seat and reclined to his final encounter of the day ...
... with the calm, sweet darkness of the back of his eyelids.


text:
Duo-240 - Miniature 360o Ceiling Mount Dual-technology Digital Detector
DUO 240 is a microcomputer-controlled, ceiling-mounted dualtechnology intrusion detector. Its operation is based on two physical phenomena - the infrared (IR) radiation emitted by the
human body and the Doppler frequency shift caused by a person moving in a microwave (MW) field. The IR and MW technologies, when combined in a single detector, complement each other to assure the most reliable detection and immunity to false alarms. The superiority of the DUO 240 over other dual detectors has been achieved by the advent of a True Motion Recognition(TM) algorithm (patented). This advanced motion analysis method provides the DUO 240 with the ability to distinguish between the true motion of a human body and any other disturbances which invariably cause false alarms. Another unique feature of the DUO 240 is the MW Motion Simulator circuit (patents applied for), which simulates the effect created by a human body moving in the MW field. The simulation routine is carried out periodically for self-testing, supervision and assurance that the MW detector operates properly.
Duo-240 is the smallest 360o ceiling-mount dual-technology digital detector available today. It is designed to prevent false alarms in harsh environment conditions that may exist in residential or commercial applications. Boasting a miniature size of 8.6cm (3-3/8 inches) and sleek elegant design, Duo-240 blends inconspicuously into any d?cor.
By combining in a single unit, a passive infrared (PIR) sensor and an active microwave sensor that complement each other, the DUO-240 has an unprecedented ability to distinguish between the motion of a human body and any other disturbance.
The DUO-240 detector implements a new generation of patented technologies including advanced microwave DRO front-end utilizing Digital Signal Processing (DSP) and "True Motion Recognition"(TM) using Fuzzy Logic algorithm (TMR).
Duo-240 has a 360o detection pattern of up to 9m (30ft). It is easily installed in any ceiling up to 4.5m (15 ft), and is durable enough even for harsh environments in residential, office or commercial applications.
The result is the industry's best detection accuracy, false alarm immunity and ultimate long-term reliability - in an elegant professional ceiling-mounted device.
Duo-240 Features:
- The world's smallest ceiling-mount dual-technology detector
- Dimensions: 8.6cm (3.4 inch) diameter, 2.5cm (1 inch) depth
- Dual passive infrared and microwave digital technologies for unsurpassed long-term stability and reliability
- Optimized signal processing of both MW and PIR channels for superior detection without false alarms
- Ultimate false alarm immunity based on patented True Motion Recognition with Fuzzy Logic and "Event Verification" algorithm
- 360o detection pattern with floor coverage of up to 10.8m (36ft)
- Durable, sleek and elegant design blends seamlessly into any d?ecor
- Easily installed in any ceiling up to 4.5m (15 ft)
- Suitable for home, office and other commercial applications
Additional Info
Additional Info
|Part Number
|What's in the box
|(1) Visonic Ceiling Mount Dual Tech Motion Sensor
Write Your Own Review
|Input Voltage:
|9 to 16 VDC (Nominal: 12 VDC)
|Current Drain:
|About 30 mA @ 12 VDC
|Low noise dual-element pyroelectric sensor
|Trip Indication:
|Green LED flashes for up to 5 seconds
|True Motion Event Verification Counter
|1 or 2 events
|Detection Pattern:
|A virtually conical pattern of maximum 9 m (30 ft) diameter, when installed on a 4.5 m (15 ft) ceiling (Fig. 1). Mounting on a lower ceiling will reduce the coverage area.
|Microstrip DRO-stabilized type
|2.45 GHz
|Detection Range:
|Adjustable from 25% to 100%
|Trip Indication:
|Green LED lights for up to 5 seconds
|Alarm Indication:
|Red LED lights for 2-3 s (both detectors trip)
|Relay Contacts:
|Normally closed, 0.1 A resistive/30 VDC; 18 Ω resistor in series with contacts
|Alarm Duration:
|2-3 seconds (red LED lights and output relay
contacts open)
|Tamper Contacts:
|Normally closed, 50 mA resistive/ 30 VDC
|Trouble Output:
|Open-collector, 100 mA max., with 47 Ω resistor in series
|Maximum Mounting Height:
|4.5 m (15 ft)
|Dimensions (H x Ø):
|24 x 86 mm (3.4 x 0.95 in.)
|64 g (2 oz)
|Operating Temperature:
|–10°C to 50°C (14°F to 122°F)
|Storage Temperature:
|–20°C to 60°C (–4°F to 140°F)
|RFI Protection:
|Greater than 30 V/m (20 to 1000 MHz)
|U.S. Patents 5,237,330 and 5,693,943 (other patents pending)
|Compliance with standards:
|EN 50131-1 Grade 2 Class II, UL-639