How Missions Are Won

If you consider how the biggest and the best CEOs in the world have become successful, invariably it is not by just doing all of the work themselves. Those who succeed are those who are successful at hiring the right people to push them to the top. No one does it on their own, after all. If you want to achieve the mission goal, you need to hire the right people to get you to that place.

Why Being Dumb Matters

Imagine sitting around a boardroom table. Would you feel the most confident if you were the smartest person at the table or the dumbest one? If you want to succeed in the industry, then you need to be the person at the table with the least amount of information and skill. By surrounding yourself with the best of the best at their skill, you ensure you can move forward. A team filled with the best at their job will ensure you can move beyond and upward.

How to Find the Best People for the Job

To find those who are best suited for sitting at your table and working with you, measure anyone you hire by how well they can contribute to the team. Here are some things to keep in mind through the process.

• What is the role of the person who you are considering bringing onto the team?
• How will you measure his or her success at the role you want that person to fill?
• What attributes does the person you are hiring need to have in order to do the job properly?
• What attributes are critical to ensuring that the team member meshes well with the rest of the people sitting around the table?

If you want to hire a professional who will help you to succeed, hire someone who fits with your team but has skills and experience that pushes them further. Be the dumbest person at the table so that you can push your team to accomplish more. The right team member has the ability to gel with your team, but also take it further than what you can do on your own. Sure, you know your business incredibly well, but as an employer, you need to surround yourself with the very best professionals around.

Get in touch with The Suburban Group today for support with your staffing needs.

These are nine questions that have really stood out in the minds of interviewers in the past. While you don’t have to ask the precise questions, they may help you come up with questions of your own that are designed to impress while also gauging where you stand in the minds of those giving the interview.

1)   Can you give examples of the best and worst of your current company culture?

2)   Will I be expected to mentor or be mentored in my role with this company?

3)   What is your current system to help workers collaborate?

4)   Where are the areas where your existing team could use improvement?

5)   What is the one thing this company places the highest value on and how will my work propel those values further?

6)   What’s the most critical thing for me to accomplish within my first two months of employment?

7)   How will you judge my success? What do I need to do in order to meet and/or exceed expectations?

8)   Now that you know my qualifications for doing the job, what are your concerns about my success in the role?

9)   The job sounds like an excellent fit for my interests; do I sound like a good fit for the position?

As mentioned, it’s probably wise to avoid asking these exact questions. The odds are good that many employers have heard them before, in one form or another. The point is to ask a question that makes your interviewer think; that’s how you will make a lasting impression that is likely to get you hired.

But there are a few other things you want to do during the Q & A process of the job interview. This is your opportunity to shine without referring to your resume at every turn. Use questions to highlight the fact that you are qualified to do the job, confident of your ability to do the job, and committed to the company and the job if the company decides to hire you.

It’s these qualities that will really stand out about your questions. This is what will have potential employers paying much closer attention to you, your skills, and your talents. The best thing you can do during the interview process is make a favorable impression so that your name will be the one they remember long after the last interview has been performed. Questions like these will help.

Tips to Manage Your Web Design

What should your small business website look like? What should you implement to make customers feel at home and job applicants apply? Here are some tips to help you make it work.

• Be sure to use images. Most people are visual – they need to see something in order to be interested in it. Use images that are beautifully taken but are still relevant to your business’s products or services.

• Make sure your website has some element that helps it to stand out. You want to ensure your brand is different from the competition and conveys information about you and your business.

• Keep things simple. Do not make your website so complex to navigate that people just don’t go further than the homepage. In addition to this, keep a minimal look whenever possible. That way, you can use the few elements on the page to direct people to the locations you want them to go.

• To attract job seekers, make sure your website conveys more than just the fact that you are hiring. Allow it to provide information about whom you are looking for and what you provide to qualified applicants (don’t list salaries here, but benefits.) Have a separate page for your hiring needs to keep your customers from becoming overwhelmed.

• Know your audience and your competition. It is a good idea for you to choose a website that fits within your industry’s speck. To do that, you will need to focus on a design that is attractive to whoever is in your audience. At the same time, know what your competition is doing and do it better.

• Use a company blog to educate everyone who visits your website. This blog is a great place to communicate virtually anything with your audience. Introduce new team members, talk about your hiring needs while also introducing new products and answering customer inquiries. Make this the place for people to go to get more information and to find out what your company is up to.

By taking these steps, you will see significant improvement in who is attracted to your site and why. You will also likely see more interested applicants actually filling out the application to get more information. Of course, have a link to contact you on the site. You want people to participate in your website. The proper web design can actually encourage this to happen. If your site is outdated or is lacking in its ability to get results, it may be time for a redesign.

Twitter is, by far, one of the most productive of these social searches, because of the quick access to job postings from everywhere on the Internet all in one convenient place. The only hitch is that it can be challenging to know what Twitter feeds to follow, because there are so many of them!

To help you get started on the path to success with your Twitter job search strategy, here is a run-down of some of the best Twitter accounts to follow.

Suburban Group https://twitter.com/#!/suburbangroup of course, we want you to follow us on Twitter! The team at Suburban Group frequently posts job leads, access to cool career articles and information you need to be successful.

WetFeet  https://twitter.com/#!/wetfeet_career  is one of our favorites, with a great design that leads job seekers to a large amount of career advice, market trends and job leads. Liz and Julie will help you keep your job search skills fresh.

Ask a Manager  https://twitter.com/#!/askamanager  Allison Green helps you gain valuable insight into the minds of managers, and how to ask for a raise or a promotion the right way. Or how to peek into the world of managers to ace your next interview.

Brazen Careerist https://twitter.com/#!/search/brazencareerist a no-holds-barred environment where job seekers and career pros gather to talk about anything and everything relating to careers.

Career Rocketeer  https://twitter.com/#!/search/%40CareerRocketeer Jam packed with multiple feeds from career experts and job seeker extraordinaires, you’ll also find job leads plentifully posted.

Recruiting Blogs https://twitter.com/#!/RecruitingBlogs gain valuable insight as you hear it directly from the other side of the hiring table, as recruiters keep it real and talk about the dos and don’ts of job search and interviewing.

Resume Strategy https://twitter.com/#!/resumestrategy Get timely advice and feedback from Karen Siwak about the most important aspect of your job search – your resume.

While these Twitter accounts are just scratching the surface of all the great resources out there on the social media highway for job seekers, we encourage you to share your own favs in the comments feed below! If you need a great job, get in touch with the Suburban Group’s team of caring staffing experts, and feel free to follow us on Twitter too.

Know the Facts

Age discrimination is illegal. Nevertheless, it happens. Older workers are likely to spend more time looking for a job, even though they have the experience necessary to get a job and run circles around any entry-level employee. There are some preconceived notions working against these individuals as well.

• They are not up to date in the industry.
• They do not have the latest technologies mastered
• They require higher salaries because of their experience.

To overcome this, you will need to push aside the anxiety and worry over applying and take steps to show the recruiter that you are a real find and benefit to the company. How can you do this effectively?

Countering the Age Bump

The following are a few simple things you can do to ensure that your age does not stop you from landing the position you want. The goal here is to show the prospective hiring manager or employer what you can offer.

• First, make a good first impression. Have positive energy. Ensure your cognitive abilities are present.
• Emphasize your ability to meet any technology requirement. This may include computer skills and even social media abilities. Be sure you indicate your ability to stay up to date in the industry, too.
• Be sure to show you are willing to be flexible with management. You are willing to work with someone younger than you. You are willing to develop new skills. These are all factors that can help you to show the company you have what it takes.

From this point, you need to invest more time in finding the right companies to work for and that means expanding your job search. To do this, focus on building your network. You’ll find that many times, you know more people than you thought who could help you to land the position you desire.

Another tip is to look for the small companies. Many times, a smaller company needs experienced professionals. There are 20 times as many smaller companies than there are larger ones. Further, most are less concerned about age and more concerned about experienced professionals stepping in to do a great job from the start.

The process of finding a job at the age of 50 or older may take longer. It may be one of significant “why” questions asked. It could even be a time when you become frustrated. However, you can find the job you want and do a great job overcoming any challenges you face by focusing on the right employers and giving them what they want and need.

Read on to learn a few tips for writing a 2012 marketing plan to create a winning strategy for your business, from a growth and staffing standpoint.

Get a marketing plan started, now!

Whether you think so or not, every business needs a strong marketing plan at the start of the new year. You cannot have a successful year without one, because without a clear plan, your business is just staying afloat. A marketing plan is like a map, leading you through tough times and helping you find success by keeping you on track all year long. If you don’t get this started now, you may never find real success as a company, or the people you bring on board. Let’s get started now before you find one more excuse not to do this.

Remember what last year was like.

If you are like many companies, you may have had a tumultuous year with a lot of stress. While your business may have experienced a few positive moments, chances are you also experienced a lot of worry. The country is still recovering so it’s highly likely this year may be a tough one as well, but it can be a much more productive and profitable one if you get your marketing plan ready. This will help you not have a repeat of all the bad things that last year brought.

What are your goals?

The reason we asked you to think about last year is simple. Did you reach your goals? Why or why not? Did you even have goals that were realistic, or were you just merely trying to survive? As you start writing your goals for this year, step back and consider your mission statement and how it ties into your planning for this year. Then write a marketing plan based on attainable, and measurable goals.

For example, if you are a company that’s focused on being the top seller of widgets this year, then your goals will be number based. A marketing plan will look at several things, from how much your widgets should cost to consumers to materials needed and the number of staff to produce these numbers. Set a number that you feel comfortable managing, given your current and future expansion plan.

Eliminate obstacles in 2012

A marketing plan can also help you to avoid many of the pitfalls and obstacles you may have encountered in previous years. Can you learn something about the mistakes that were made in production of your widgets, the materials you used, or the manpower you needed? Did you spend too much in any of these areas? This year’s marketing plan needs to have a fresh approach, with new ways of handling problems that may arise.

If you are unsure where to start in terms of your staffing needs, be sure to get in touch with the Suburban Group today for support with making your marketing plan a reality. You’ll reach the summit and find success this year when you partner with our caring team of recruiters.

While the times when seasonal based companies may be short, very often there are a number of jobs available to temporary workers willing to take on these assignments. Very often , seasonal jobs provide many additional perks over regular full time assignments.  These perks may include: flexible work hours, short term incentives and bonuses, educational benefits, medical and wellness programs, work from home arrangements, and discount purchase programs.  In addition to the above benefits, many seasonal jobs offer the chance to be eligible for permanent placement with the companies who need to replace other workers; with temps getting a foot in the door before outside candidates.

When considering if a seasonal assignment is right for you, here are some factors to consider first. 

• Does the company have upward mobility – meaning are there a lot of other assignments available on a regular basis?
• Is there a generous bonus , benefits or sign on package offered as part of the terms of employment?
• Does the company offer assignments directly or through an approved staffing agency like Suburban Group?
• What benefits and incentives does the company offer to seasonal workers or temp contractors?
• How well does the seasonal work match with your skills and abilities to perform the work to meet company expectations?
• If the seasonal employment offers the ability to apply for other assignments after its conclusion, or if there will be call-backs for future work?

Additionally, you may be wondering how to go about getting offered a full time job by way of a seasonal job? There are actually a few simple ways to handle this, from the day you start working the seasonal gig. First, state that you are flexible and can work as many hours as possible. This will put you in a favorable light with management. Second, when going through an agency, let the recruiter know your desire for full time placement, so you will be thought of if the company requests this. Last, work hard and show your value to the company so that you will be considered as a potential good fit for a more permanent assignment in the near future.

For more information about seasonal and contract job opportunities, check with The Suburban Group today!

Photo Credit: photostock / FreeDigitalPhotos.net

If you are a concerned employee, there are some steps you should take in order to report unsafe working conditions with respect for your company and your co-workers. It’s important to note that you should follow your company policy manual regarding the reporting of workplace hazards, and obtain training to do this in the event of a problem. However, if you report a hazardous condition and it is not taken care of in a reasonable amount of time, there are certain rights you have to report this without fear of reprisal.

Here are some basic guidelines for reporting unsafe working conditions.

1. As soon as you spot a hazard, not matter how minor it may seem, report it to your immediate supervisor. Mark the area with an OSHA approved safety device, such as a “caution wet floor” marker. Do not complain about it to your co-workers, customers, or others who cannot do anything about it. Go directly to you supervisor who will report this to the safety officer or maintenance person on staff.
2. Depending on the severity and scope of the issue, it may take a couple of days to fix. If the matter is not handled in a reasonable amount of time, again advise your supervisor, this time in writing and provide a carbon copy to your next level supervisor and the human resource department. Ask that the hazard be addressed so that no one accidentally gets hurt on the job. Protect yourself and your co-workers by avoiding the area as much as possible, until it is addressed.
3. If the unsafe working condition is not taken care of in a reasonable amount of time, following a verbal and written notice to your employer, you may need to report this condition anonymously to OSHA, via their toll-free phone number. This number should be listed on the OSHA poster found prominently in a common employee area (break room/locker room) or you may obtain it from your onsite human resources manager. Companies who willfully fail to take care of a serious workplace hazard, or that take negative action against an employee who has reported a reasonable claim, can face stiff penalties including fines up to $7,000 per day after a citation has been issued.

Have more questions about common workplace issues or career topics? Be sure to browse through our many articles on various work-related topics here at the Suburban Group. Give us a call if you would like to speak with one of our HR experts or recruiters.

Even the seasoned manager may come up against obstacles to being an effective manager when dealing with everyone from Millennials, Gen X, Gen Y and Baby Boomers –who all have unique attitudes about work and need to be managed very differently. Read on to learn how to better manage your employees of all ages.

Keep workers engaged. A great way to keep employees productive and committed to the success of the company is to keep them engaged in the work they do. This means providing meaningful projects that let them utilize all their talents. All employees, regardless of age, should have access to rewarding work so that they feel valued at all times.

Respect the individual. It can be tough to be a manager when dealing with different age groups because the “old school” method of management does not work on younger employers, and it can backfire on older workers. Instead lead by facilitating employees at all age levels to excel in their particular duties. Learn how to be a manager who respects the individual and gives praise where it’s due.

Tap into all talents. Your company is in a lucky position to have a large array of talent all in one place, so use this to your advantage. Conduct a skills assessment for all your workers and then translate these skills to assignments that can utilize all the skills of your workforce. In this way, you can increase productivity and employee engagement on the job.

Promote common interests. Many times, both older and younger employees feel as if they are being dismissed or worry they may be replaced by other workers. To reduce this issue, create work teams that include all age groups and give employees important roles and tasks on each team. Provide plenty of team building activities to break up work with fun. This helps to bring employees closer and reduce tension.

Want to improve workplace productivity and make your corporate environment a better place to be? Consider adding employees of all ages and skills to your talent pool with Suburban Group staffing solutions.

Photo credit: Ambro / FreeDigitalPhotos.net

Inexpensive Bonus Programs

Financial gain motivates people. However, if you do not want to invest in an expensive bonus program, consider a lesser expensive one. For example, rather than a high percentage for the bonus of sales, you can cut down that amount. You may also want to offer shift differential pay for those that take on those harder to fill positions. The key here is to keep the amount of bonus paid lower, but still to offer it.

Gifts That Motivate

Sometimes, it is necessary to push temporary workers harder so that you can meet a deadline. To encourage employees, offer incentives for achieving goals. For example, you may be able to offer a gift certificate to an area restaurant for the person with the most completed work for the day. You may be able to offer an incentive for those that do the best job possible (while setting standards for this.) Gifts do not always have to be expensive to be worth working towards to to earn.

Casual Dress Days or Themed Days

To get people talking and having fun, offer a day of the week or month where everyone can dress down. To make it even more interesting, choose a fun theme for the dress down day. Everything from silly socks to funky hats can put people in a good mood. There is no cost to this to your company, either.

Parent-Driven Incentives

If your staff is mostly parents, why not offer incentives for them? For example, at the start of the school year, pack a backpack full of school supplies for each child as a thank you to the parents for their hard work. You may be able to sponsor a night at the movies with the kids at your location. Host a pizza party for those who achieve goals at work where they can bring the kids in and perhaps play a few games.

Any of these incentives can be done without spending a lot of money. For example, you can buy gift certificates from discount programs online and offer them to your employees as rewards for doing a great job. You can also put out a suggestion box and ask employees what type of incentive ideas they have. That is the perfect way to show your employees you care about the job they do and about them, even if they are just temps.

Image Credit:David Castillo Dominici / FreeDigitalPhotos.net