PSG Sponsors 2016 NEHRA Diversity & Inclusion Scholarships

PSG is proud to once again support the Northeast Human Resources Association (NEHRA)’s annual Diversity & Inclusion Awards Gala, taking place April 28 at the Westin Copley Place in Boston.

 

PSG President Aaron Green spoke with NEHRA CEO Tracy Burns about the Annual D&I Awards Gala and this year’s scholarship recipients.

 

The 2016 PSG Scholarship winner is Maya Smith, who is honored for her desegregation efforts at Boston Latin Academy. Sponsored by Blue Cross Blue Shield of Massachusetts, the 2016 Blue Beacon Scholarship winner is Bilal Lafta, an Iraqui refugee who has worked to get funding and resources to Boston schools to support diverse students. PSG is part of the selection committee that chose the Blue Beacon scholarship winner.

 

We encourage you to watch this 10 minute video of Aaron Green and Tracy Burns discussing the amazing contributions of the scholarship winners:

 

 

Ask A Recruiter: Why Your Resume Didn’t Get Past the First Round

Q: I haven’t been called for an interview for the past few jobs I’ve applied to. What am I doing wrong?

 

A: A decade ago, job seekers used resumes to get their foot in the door for an interview. However, in today’s job market, resumes are used to screen candidates out. Even if you’re qualified for an interview, your resume could prevent you from getting to that step, so it’s important that you have a bulletproof resume to avoid getting screened out. Here’s how it works: a ‘screener,’ who could be a human or could be automated software, quickly scans your resume and gauges whether it’s worthy to go to the next round where it will be given more careful consideration and where you’ll perhaps be invited in for an interview.

 

Screeners spend less than one minute looking over your resume so it’s important to show them your best attributes right away and not waste their time. Don’t bury your most essential or biggest accomplishment – put it right at the top of your resume. For example, if you’re a recent college graduate, your degree will likely be your biggest qualification. If you’ve worked in a certain industry or in a certain role for a few years, summarize that as your biggest qualification. Don’t waste important ‘real estate’ on your resume by putting a summary or your objectives at the top of the page. While those statements may be important to you, they’re not what the screener is looking for.

 

Here are other things that screeners look for:

 

A resume that’s easy to read – Think about it: the screener has a huge stack of resumes and not much time – are they going to want to dig in to a multi-page resume with cramped type? No. They want to see a sleek, easy-to-scan, one page document that highlights the candidate’s most important attributes.

 

Location – From the screener’s perspective, seeing that a candidate lives out of state or far from the job site is a red flag. They might assume that the candidate will need to relocate or want to negotiate commuting. While a resume may otherwise be very strong, if the screener has an abundance of candidates and needs to knock some out of contention, resumes that point out a long-distance address could go to the bottom of the pile. If you’re in this situation, try listing generic contact information (such as a gmail account) or putting your contact information at the bottom of the page.

 

Education–It’s not always the case that just because you have information to share, it should be included on your resume and the Education category is a good example. First, consider which is stronger – your education or your work experience – and put the stronger attribute at the top of your resume. If you’ve been working for a few years, it doesn’t make sense to highlight non-essential education information like the high school you went to or a GPA that isn’t very strong (3.8 or higher). If you are a new graduate and want to put the spotlight on your degree, it’s fine to highlight leadership experience from school or classes that are relative to your industry or area of work, but don’t highlight unimportant parts of your education.

 

 

Requirements – Some companies, especially large organizations, use tracking systems that pre-screen resumes. In this situation, it’s important that your resume contain the keywords that the software will be looking for. These keywords are taken from the job description, often they will be listed as “requirements” in the job description. It’s important to incorporate these keywords as often as possible in your resume – as long as they’re applicable, of course.

 

Hobbies & interests – While talking about a unique hobby could help a candidate appear to be well-rounded or break the ice in an interview, listing that hobby on a resume comes across as a waste of space. Screeners would rather see resumes that list skills, certifications and/or awards instead.

 

Spacing & formatting – One of the first pieces of advice resume writers receive is to triple check that there are no grammar mistakes and typos. Here is a second piece of advice: make sure your resume is formatted correctly throughout, that the font and size are uniform, and that everything is bolded and italicized that should be.

 

 

Jim Pickering has worked at Professional Staffing Group for 8 years. He started in PSG’s entry-level training program and is now a senior recruiting manager. Jim oversees a team that sources and pre-screens candidates for PSG’s clients.

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Massachusetts Unemployment Rate Drops to 4.4 Percent

The Massachusetts unemployment dropped to 4.4 percent in March, down from 4.5 percent in February, according to the Executive Office of Labor and Workforce Development.

 

According to the state, there are 155,800 unemployed residents in Massachusetts, out of a labor force of nearly 3.6 million Massachusetts residents.

 

The state added 6,900 jobs last month, with the largest gains occurring in the construction industry, according to preliminary job estimates from the Bureau of Labor Statistics.

 

Nationally the unemployment rate is 5 percent.

Q1 2016: a look at the numbers

The first quarter of 2016 is behind us and we took a look at key data points from this period to illustrate the state of our jobs market.

 

We found that:

 

 

  • For the first time in eight years, the national unemployment rate fell below 5 percent. Screen Shot 2016-03-23 at 6.05.56 PMThis is the lowest rate since 2008 and markedly improved from a high of 10 percent in 2009.

 

  • Although employers across the nation added 242,000 jobs to the U.S. economy in February, job growth in Massachusetts has slowed; revised numbers now show that job growth peaked in 2014 at 2.4 percent.

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  • After strong growth in 2015, the rate of wage increases has slowed so far in 2016 with a yearly growth in average hourly earnings at 2.2 percent, only slightly ahead of the inflation rate.

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  • The overall share of Americans in the labor force ticked up to 62.9 percent.

 

 

  • Temporary help employment showed little change from January to February (-0.3%), but it was 3.0% higher in February 2016 than in February 2015, according to seasonally adjusted data from the U.S. Bureau of Labor Statistics. Year-to-year staffing job growth averaged 3.8% per month over the past 12 months.

Ask A Recruiter: What to Wear to a Job Interview

Anxiety over what to wear to a job interview is a common occurrence, especially if you’re switching industries or haven’t been on a job interview in awhile.

PSG recruiters have joined together to illustrate the difference between different attires and provide insight on which one is most appropriate for your next job interview.

In general, dress codes are similar across industries. For example, technology companies and startups, such as TripAdvisor, Google, etc., tend to dress Smart-Business Casual. Higher education institutions and medical industry organizations lean toward Business Casual, and law practices, financial institutions – like Wellington Management – and formal business environments dress in Business Professional Attire. You’ll see Creative dress at advertising and marketing firms, art galleries and graphic design firms. Remember, there are exceptions to every “rule” so it’s always a good idea to confirm the dress code with your recruiter and through research before the interview.

Here’s what we mean when we use these terms to describe an organization’s dress code:

Smart-business casual– This is likely seen in a tech environment and at startup companies, etc. This style of interview dress could be considered to be a blend of “business casual” and “creative.” You should still have a polished appearance, but should consider adding a unique and varied component to express your personality. This could include a printed, more unique tie or bowtie, a colorful necklace, or a printed blazer instead of conventional black.

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Business casual– This would typically be seen in higher education institutions, the medical field, and a number of other industries. Business casual refers to a professional look, but a full suit is not needed. You should feel comfortable wearing separates instead of a full suit. This could be a dress pant with a collared shirt and v-neck sweater for men, or a solid dress skirt with printed blouse and a solid cardigan for women. Please remember that “Business Casual” does not equal “casual.” Denim should not be worn to a business casual interview. For interview purposes, if you wear a skirt, you should also wear nylons, as they are considered more appropriate.

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Creative– Feel free to really express yourself! Incorporating prints, patterns, accessories, and fun are typically viewed favorably. Keep in mind that “creative” and “fun” still mean professional. You should therefor make sure you are not wearing anything ripped, too low cut, too short in length (skirts), etc. You still want to be viewed as a professional, but need to balance creativity with professionalism. Layers, prints, and accessories can be helpful in pulling together your look. Also remember to bring your professional portfolio of all of your creative work, as most firms in this space will ask to see it. You likely don’t need to wear a tie, but if you do, a bowtie or tie with a fun, bold, or colorful pattern will be best.

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Business Professional– This is considered to be a very formal business environment, and is often found within the legal and financial fields. For these environments, a full suit is required for the interview. Wearing a dark suit (grey, black, navy) is highly recommended, and will convey the most polished presentation. You should also make sure you wear nylons if you choose to wear a skirt suit, and will want to make sure makeup is minimal, hair is tidy, and accessories are simple. For men and women, wearing heavy cologne or perfume will not be well received in a highly professional environment. You will also want to bring a professional “padfolio” with you that contains your resumes and the questions you plan to ask during your interview.

 

 

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In addition to the basic guidelines highlighted above, it is important to take the following into consideration:

Department

Dress can vary extensively by department. For example, within a highly professional financial firm, the Client Services team may be required to wear a full suit at all times, whereas an IT team may have business casual dress. By doing research and learning more about the specific department you are interviewing with, you can tailor your interview “look.”

Level of role

Regardless of industry, you may want to wear a full suit if you are interviewing with a higher level individual. For example, although the day-to-day attire in a higher education institute might be “business casual,” if you are interviewing with the president of the college, you would want to wear a full suit and shift more towards “Business Professional” attire.

Culture of company

It can be valuable to learn about the culture of a firm prior to interviewing. Doing research on the firm through a variety of channels (LinkedIn, Google, Glassdoor) can help you learn more about the cultural norms at an organization. This can help shape what you wear to an interview. You may also find discussions on Glassdoor or other online forums about what others wore on their interviews with that specific company. This insight can help you make a strong first impression that also aligns culturally with the firm.

PSG Receives Best of Staffing® Diamond Award for Seventh Year in a Row

Professional Staffing Group has earned Inavero’s 2016 Best of Staffing® Client Diamond Award after winning the Best of Staffing Client Award seven years in a row for providing superior service to its clients.

 

Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Client Diamond winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients. On average, clients of winning agencies are nearly three times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

 

Focused on helping Boston-area companies find the right people for their job openings, PSG received satisfaction scores of 9 or 10 out of 10 from 79 percent of its clients, significantly higher than the industry’s average of 27 percent. With fewer than 2 percent of all staffing agencies in U.S. and Canada earning the Best of Staffing Award, just 22 percent of the 2016 Best of Staffing winners earned the Diamond Award distinction. The winners of this award truly stand out for exceeding client expectations.

 

“As the labor market continues to tighten and job requirements become more specific, companies are turning to staffing firms to help them attract and hire top talent,” said PSG’s President Aaron Green. “The Best of Staffing distinction is another way for PSG to show clients our commitment to service excellence.”

 

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4 Tips for a Successful Relationship with your Recruiting Firm

Even if you’ve worked with a recruiting firm before, there are several considerations for getting the most out of your relationship. PSG President Aaron Green shares his tips for choosing and managing a recruiting firm:

 

Tip #1: Consider the Fit – It’s important to find a partner that can accommodate your needs and has the right industry experience and a successful track record with other firms of your size and organization type. A recruiting firm that sells a broad range of services will be able to offer a broad range of solutions for your needs.

 

Tip #2: Look for accessibility to their recruiting base – We all have become accustomed to on-demand services and the recruiting industry is adapting to this same trend.  Successful recruiting firms make themselves accessible to their candidates. For example, PSG responds to new candidate inquiries within five minutes of receiving a qualified resume on weekdays between 8am-9pm.

 

Tip #3: Ask how the firm adapts to the needs of the market – Not only do recruiters need to understand when to engage candidates, they must understand how to engage them. Many candidates expect instant access and answers. Recruiters that leverage technology, including online chat and mobile apps, for communicating will have an edge. Interview your potential recruiting partner to explain how they use technology to engage with candidates.

 

Tip #4: Remember that a relationship is a two-way street — Consider how you can make yourself attractive to a recruiter — many of whom are turning away business in this tight employment market. This may mean partnering with your recruiter to provide quicker, detailed feedback or taking other actions that make you a more attractive client without spending a dime more.

 

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PSG’s Aaron Green Talks to NEHRA About Female Leadership in HR

PSG President Aaron Green spoke with NEHRA President Tracy Burns recently about women’s roles in the HR industry. For an industry that’s dominated by females, recent studies have pointed out that the top roles in HR are still held primarily by men.

Green and Burns discussed ways organizations can develop the careers of their female staff and prepare them for leadership roles. At PSG, Green says they’ve taken an individualized approach: “We’re still a relatively small company where I am personally involved in individual staff development and advancement to senior leadership.  While an individualized approach can work for small companies, larger organizations have a different challenge.  One of the keys to success for large organizations is to look beyond the overall number of gender diverse employees and examine the roles that are being filled by female employees to make sure those roles lead to management and leadership positions.”

Millennials are also influencing the way employers look at flexibility – a factor for keeping women in the workplace. Green believes that “People in general [regardless of age or gender] need flexibility” and wanting to keep your employees is the most motivating factor for creating a flexible and adaptable workplace.

 

See the full podcast here:

 

 

U.S. Unemployment Rate Falls Below 5 Percent

For the first time in eight years, the national unemployment rate fell below 5 percent.

 

In January, jobless claims fell to 4.9 percent, the lowest rate since 2008 and markedly improved from a high of 10 percent in 2009.

 

Although job growth is slowing, growth in wages is starting to pick up momentum. Average hourly earnings increased 2.5 percent in January compared to a year ago.

 

Locally, the unemployment rate in Massachusetts is 4.7 percent.

Ask A Recruiter: Staying Organized During Your Job Search

 

Q: What are some tips for staying organized during my job search?

 

A: Recruiters love this question because the more organized you are, the more effective your job search will be!

 

Tracking your activity will help you see what actions are most effective. It will also help you avoid being caught off guard and making mistakes. (There’s really nothing more awkward than an employer or recruiter calling a candidate who doesn’t remember applying for their job.)

 

To start getting organized, I recommend these steps:

 

Create an organized workspace – While it may seem great that you can apply for jobs on your phone while walking to work, it’s really not an organized way to do so. I recommend identifying a physical place where you can be productive in your job search. This place could be a home office, a place in the library, or a spot on the counter in your kitchen. It should have access to the basics, like a computer with Internet access, a printer to print your resume, a calendar or schedule, and a folder or file to keep important documents.

 

Make a commitment – Dedicate time each day or each week to your job search and stick to it. Many successful job seekers treat looking for a job as if it’s their job.

 

Set goals – It can be hard to stay motivated if you’re facing rejection or a slow search process. Setting and reaching goals can help you feel a sense of achievement and keep your momentum going. Achievable goals include scheduling in-person networking opportunities, researching new companies, submitting applications, etc.

 

Be strategic – Identify the top companies you’d like to work for and then research the opportunities at each. You can also research which recruiting firms work for those companies and when each will be holding job fairs.

 

Be image conscious – Your best efforts will come to naught if you don’t have an updated and optimized resume and if your online presence isn’t professional.

 

Track your efforts – Whether you use a notebook, a traditional spreadsheet, or a mobile app, it’s important to track your efforts. Many of the small steps that you take in your job search – e.g. following up, sending thank you notes or emails, connecting on LinkedIn – can become important factors in the hiring process. Your tracking efforts should include:

  • the date you apply for the job
  • the name of the position and the job number if there is one
  • the name of the organization
  • the application deadline
  • a date to follow up
  • the name of the recruiter and their contact information
  • notes and reflections on the interview, including what questions were asked
  • whether thank you note or email was sent
  • strategies for networking, e.g. following on LinkedIn, meeting at an upcoming event

 

We created an easy-to-use template for tracking your job search efforts, which you can download by clicking on the image below:

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There are also plenty of calendar and project management apps, like those offered by Trello, that can help you stay organized.

 

Gwendolen Knott is a Senior Group Manager on the Major Accounts Division at Professional Staffing Group. She manages four teams that work with a variety of clients within the higher education and healthcare industries.

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