Adventures in Staffing, Part 9

Back to the Future is the theme for my thoughts today. I know most people are absolutely beside themselves with the current pandemic and it is absolutely impacting the job market. One thing I have learned in 30+ years is that things will eventually balance out. That doesn't mean the old normal will return but a new normal will find its home eventually. My crystal ball is still a bit cloudy but I do sense some trends for the coming years.

The medical device industry will be extremely busy as all sorts of new protective devices and equipment to better deal with pandemics are developed. Positions will include R+D scientists, engineers, QA test technicians, production employees, marketing reps, etc. New methods of personal grocery delivery will emerge with needs for computer programmers, purchasing agents, GPS techs, delivery personnel , etc. Space planners and logistics experts will be in high demand as businesses find better ways to social distance. Other areas will grow as well but I suspect these will be the hot spots. Start thinking about where your place in the new normal could be located! Susan English Sheri D. Leach Elise Prezant Patty Kremen, John R. Fugazzie MBA Paul Cecala, Certified Career Coach Jennifer Giudice David Schuchman

Presentations Available

I recently was interviewed on social media about how to navigate the job market during (and immediately after) the pandemic. An opportunity to deliver some online presentations geared at all levels of job seekers on the same general topic is coming up soon.

My question is what do you think those who have been unemployed since before the crisis arrived, those that fell victim to corresponding layoffs / furloughs, and those about to graduate from college would like to know right now? Anyone who fits into those three categories or all others that have suggestions should reply. Your help will be deeply appreciated!

*If you represent a job seeker networking group, non-profit, or trade school trying to help your constituents through this difficult time, feel free to contact me to discuss scheduling a remote workshop. #jobadvice #careersearch #interviewprocess #jobsearch #jobmarket #jobsearchadvice #jobsearchtips #careeradvice Paul Cecala, Certified Career Coach Susan English Jennifer Giudice Carmen Anello John R. Fugazzie MBA Elise Prezant Patty Kremen, Barbara Sunberg, Esq. Jan Goodman Maurice Salth Robin Lapidus Elisa Koppel Wendy (Schwab) Schnall Kip Bateman Roy Freiman

Adventures in Recruiting, Part 8.

One of my favorite parts of recruiting is helping client companies. While the purpose of a recruiter is to help a client fill vacancies with excellent people, sometimes, the opportunity presents itself to dig deeper.

My favorite experiences are when I learn that a hiring manager has never had to fill a position on their team before. Rather than flooding them with resumes and pressuring them to schedule interviews, I walk them through the entire process, ensuring they pick the closest matches from the resumes I provided. I also like to find out the process they will use.

This allows me to correctly prepare my candidates so they have a good idea of what to expect and how to react to it when they arrive at the interviewer's office. Some might think I am attempting to make carbon copy (yes, a very old term) candidates hence making it harder for the hiring manager to select the best fit. Rest assured, no two candidates react the same way to prepping! My objective is to avoid poor meetings which discourage both sides.

Rather than simply filling the open slot, my objective is to get the person who best fits the needs of my client company hired. A satisfied client leads to a long term relationship! Patty Kremen, Elise Prezant

Adventures in Staffing, Part 7

Over the past 30+ years, I have learned that no two job placements are alike. There are recruiters out there who try to use the one-size-fits-all mentality when attempting to fill a staffing need for one of their clients. The truth is, the recruiter needs to take notes when receiving a job description over the phone or in person, not take a written order at face value without reviewing thoroughly and asking questions if needed. Being able to gather info about the corporate culture, the type of products and/or services involved, the role the new hire will play, longevity of employees, and potential for advancement, etc. are all key to matching the proper candidates to the job. Anyone who tells you all they need is a printed job requirement is incorrect. Many times, I take down everything needed in a phone chat as listening is often more effective than reviewing a prefabricated job posting. One of my favorite adventures in staffing is exploring the needs of my client thoroughly before setting out to assist them! Elise Prezant

Paul Cecala, Certified Career Coach Patty Kremen, Sheri D. Leach Shel Grossman Barbara Sunberg, Esq. Richard Carapiet Deborah Johnson John R. Fugazzie MBA Jan Goodman Bruce Mustacchi David Cantor Gary Frischman

Bookkeepers needed

 A well respected Public Accounting firm in NYC (Union Square area) has asked us to locate full time, permanent bookkeepers to join their office.  Candidates must have 2-4 yrs. experience with Datafaction working in public accounting. Resumes to harold@smartstaff.jobs or call Harold Levin, SmartStaff Personnel at 908-508-0300, ext. 104.

Accounting Opportunities

Our client, a public accounting firm in NYC (Union Square area) accountants w/1-2 yrs. exp (or internship plus 1 year exp.) to join either their tax or business management areas.  All candidates must have worked for at least one tax season at a public accounting firm.  Resumes to Harold@smartstaff.jobs or call Harold Levin, SmartStaff Personnel, at 908-508-0300, ext. 104. Please note: Candidates of interest to our client will be offered virtual interviews.

Coaching Available!

Has Covid 19 led you to the unemployment line? Are you a college senior unsure of what to do next? If so, feel free to reach out for some coaching and advice (virtual of course). Pick my brain for a half an hour at no cost! Patty Kremen, Elise Prezant Barbara Sunberg, Esq. John R. Fugazzie MBA Robin Lapidus Michael Kerwin Jewish Federation of Somerset, Hunterdon & Warren Counties #PSGCNJ JFS of Metrowest JFS of Middlesex County Good Morning Hunterdon Hunterdon County Chamber of Commerce Arnold Gluck Gabrielle Clissold Elisa Koppel Jan Goodman Kip Bateman Roy Freiman Amy E. Rubin

Adventures in Staffing, Part 6.

For many years, there were a lot of jobs available within computer operations during the era when we saw large mainframe computer systems just about everywhere. A client asked me to find a first shift supervisor who new how Honeywell operating systems ran. At that time, there were perhaps a dozen such operating environments scattered around the NY metro area. Several were my clients while the others served as wonderful sources of talent (aka they did not hire from staffing firms).

I found a gentleman who fit the bill working in the same role on the second shift for a company. He asked me to call him during lunch time of his second job.....3:00-3:30 AM! Internet was in it's infant stages so phone call at 3:00 AM it was! We had an excellent chat and the placement occurred rather fast. If you are trying to close a placement, the only obstacles are the one's you let block your path!! #staffing #careersearch #interviewprocess #jobadvice #jobsearch

Facebook Live Tonight

Tonight at 7pm, tune in to Facebook Live on the page for Temple Emanuel of South Hills (Pittsburgh, PA) as Rabbi Aaron Meyer and I discuss the impacts on unemployment and the future job market caused by the Pandemic.

Adventures in Staffing, Part 5.

Over the past 30+ years, I've had the opportunity to visit pretty interesting workplaces. Each one proved to be quite unique.

Years ago, the firm I worked at staffed an entire footwear distribution center for a company supplying a big box retailer with product on a daily basis. This facility required everything from pickers/packers to computer operators and software programmers. Observing the inventory management process was enlightening.

Another interesting stop on my journey was a distributor of fresh produce servicing markets, restaurants, hotels etc. I learned more about the proper handling of fresh melons and tropical fruits than I expected too.

An extremely cool visit took place at one of the original manufacturers of automated web handling machinery. A co-inventor of the patent which became a measuring stick for other manufacturers was present and I had the honor of meeting him.

IT help-desks are hectic places to work. One company hired several dozen contractors from me for their call center. Every few weeks, I visited my staff to address questions or concerns. Whenever I observed them in action, I was in awe of their skills.

Getting out of the office is refreshing. Once the current crisis subsides, I hope to do this again!

Adventures in Staff, Part 4

Adventures in Staffing, Part 4. Over the past 30+ years, I have always thoroughly prepared my candidates for interviews including a discussion of dress code. My advice has always been to wear professional attire unless I am aware of reasons to recommend otherwise (for example: hands-on interview in a machine shop, client alerts that their building is being renovated and jeans are suggested, etc). Once, I sent someone on a clerical interview dressed professionally. The owner met her wearing a Grateful Dead t-shirt! She felt a bit uncomfortable but the interview went so well the job was offered on the spot! She asked what the dress code was and his reply was business casual. It turned out he was leaving the office early for a concert that day! Never judge a book by its cover!!

Adventures in Staffing, Part 3

Adventures in Staffing, Part 3. With extra free time these days, I thought I would look back at 35 years in the staffing world and share some stories.

Sometimes, people get hired who perhaps were not the best choice when simply comparing resumes but came out on top because they brought extra value to the table. A client called me several years ago with an opening in his Information Technology area. We discussed the requirement at length and I sent him about five resumes. He chose to interview three people. The first two hit for extra bases but couldn't make it to home plate. The third hit a ground ball and landed on first base BUT he stole the next three bases to get hired!

While the first two candidates certainly knew what was needed to get the job done, they lacked the energy and The this manager was looking for. The third person certainly would need a little more training but was so positive and willing to do whatever was needed. The deciding factor was that he looked at the enormous tropical fish tank in the owner's office and declared that he could help improve living conditions for its' inhabitants. Once he agreed to spend a few hours a week caring for the fish tank, the job was his. Use every tool available to you when interviewing for y.our next opportunity