Think of job descriptions as opportunities to sell your organization and position to the most desirable candidates. Engaging top talent, and encouraging them to join your team, should be some of the primary goals of your job descriptions.

How can effective job descriptions help your organization?

Just as candidates put their best feet forward on their resumes, job descriptions offer an opportunity for your organization to present itself, and the open position, in a most desirable light. Here are some tips for ensuring your job descriptions attract the cream of the crop:

1.    Use a “hook.” Ever have an add in the newspaper draw you in? An effective hook, including your specific job title, attracts candidates to your posting, and helps set the tone for the rest of the description.
2.    Give insight into your company and culture. Potential employees are sizing up your organization as much as you are considering their qualifications. Give candidates insights into your company’s unique culture in the job description, and help give clues to the types of professionals who will thrive in your company.
3.    Avoid exclamation points and CAPITAL LETTERS!!!! Too much punctuation in a job description can be a frustration and turnoff for many professionals. Let your position and company speak for themselves, without embellishments.
4.    Give specifics – and offer  potential. Don’t just list requirements and qualifications, detail opportunities and potential for a position. Motivate top performers to join your organization by presenting them with clearcut goals they can work toward and achieve if they join your team. And offer these goals and opportunities with as much detail as possible.
5.    Be unique. Maybe every company has a receptionist, but what does your company offer a receptionist that others don’t? Stress the aspects and potential of the position to make your job posting stand out from the pack.

When used effectively, job descriptions can be communication tools for your organization. Tools that can offer exciting potential for your organization’s success. If you are having difficulty creating effective job descriptions for your business, Expert Staffing can help. Our experienced recruiting team is comprised of experts in their field, who are ready to create a customized solution for your business. Contact us today to learn more.

After much discussion and public debate, the health care reform bill was signed into law. And it’s been more than a year since the president signed the bill. Although much of the law doesn’t go into effect for another few years (in 2014), there are some aspects that have an immediate impact on your business.

Staying up to date on health care reform is essential.

Understanding the health care reform law and its ramifications is integral to your business. Change too late, and you could end up receiving heavy fines or penalties. Jump the gun, and you could incur unnecessary cost for your business.

To help you understand what is “hot” in health care reform right now, we’ve identified three areas of confusion for both employees and employers:

•    The Affordable Care Act – Part of health care reform, the Affordable Care Act eliminates copays and co-insurance for certain types of preventative care (when using an in-network provider). Your employees may be asking you, though, why their annual health exams, or other medical costs, haven’t been covered. Common tests and screenings, like blood pressure tests, colonoscopies and mammograms are also typically covered. And since it’s cold and flu season, you may also note that many immunizations are also covered. But, while these are typically covered, there are a few things to note. Specifically, if your health insurance plan was started before the bill was signed, your health care plan may be grandfathered out of the requirement. This exemption will last until your plan is significantly changed by your employer, or if certain aspects of your payments are changed. Another exemption – if your preventative care visit turns into a “sick” visit (if your doctor notices something and treats it during your visit), you may be charged. Confusion over these exemptions can be avoided by asking doctors when something is done that will result in a charge.
•    Pre-Existing Conditions. The reform law will require health insurance companies to charge both healthy and sick people the same prices – eliminating extra fees for people with pre-existing conditions. But, this does not go into effect until 2014. Until 2014, though, the government is trying to help people with pre-existing conditions get by, both by excluding kids from pre-existing conditions clauses, and by providing subsidized programs in each state, called Pre-Existing Condition Insurance Plans.
•    The “Doughnut Hole.” Medicare prescription coverage has a bit of a gap. Once the spending on your prescriptions surpasses $2,840, patients must pay out of pocket until costs reach $6,448. The laws have changed to eliminate this hole; however, the elimination will take time.  Patients who fell into the gap may have received a one-time payment of $250 to help bridge the gap; however, this year there will not be any checks. Instead, patients will receive a 50% discount on brand-name prescription drugs purchased while in the hole. Generic drugs will be discounted by 7%. This cost differential will occur right at the pharmacy, and will not require forms or submissions.

Understanding the health care reform bill can have a significant impact on your bottom line as businesses continue to adjust and prepare for its full ramifications. Here at Expert Staffing, we’ll do our part to keep you updated on the latest news, changes and adjustments that could have an effect. And if you are looking for experienced temporary or permanent professionals in Houston, contact us today!

In an increasingly-competitive job market, you may be looking for ways to stand out from the pack. Ways to help get your resume to the top of the pile, and hopefully, lead to your next job. But the most well-intentioned resumes can end up being the most-maligned by hiring managers.

Beware the buzzwords!

They may seem like a great idea, but resume (and LinkedIn profile) buzzwords can take your resume from the top of the pile to the recycle bin. Late last year, LinkedIn reviewed its profiles and identified the top 10 most overused buzzwords on its profiles. Take a look at your resume – I’ll bet some of these buzzwords made their way into your resume (it’s okay – it happens to the best of us!).

Keep yourself in the running and create a more effective resume by avoiding our top four overused buzzwords:

1. Extensive Experience
Experience is definitely a good thing. Depending on the position for which you’re applying, you may be required to have a specific amount of experience. But “extensive” doesn’t tell a hiring manager much at all. How many years of direct experience do you have? Do you have relevant experience elsewhere?

2. Results-Oriented
There aren’t too many people who go to work each day determined to accomplish nothing. In particular, it’s a safe bet that people who are searching for work are even more determined to achieve some results. So, you’re not going to set yourself apart from many people by using this bland term. What results have you generated for your previous employers? Did you increase sales by 10 percent? Maybe you increased efficiency by 7 percent. In other words, the question is really, “What did you accomplish,” rather than, “Did you accomplish anything?”

3. Team-Player
Getting along well with others is something we learn at an early age (We’re going all the way back to grade school here!). In what ways did you help your employers by working as part of a team? Or did you take initiative and lead a team? Give concrete examples of your accomplishments, and you’re sure to impress.

4. Problem-Solver
Are you noticing a trend here? Overused buzzwords aren’t buzzwords at all – when you can back them up. Did you encounter a difficult problem, or an area of improvement, and take the opportunity to improve the situation? How did you overcome it? What was the result? The more details you can give, the better.

Searching for your next career opportunity?
Here at Expert Staffing, we help professionals across Houston find jobs with top employers. We’ll work with you to help you achieve your career goals!

Utilizing temporary employees can be a great way to increase productivity and decrease cost. Matching your workforce to your workflow can help prevent employee burnout, increase employee morale, and have a dramatic impact on your business.

Don’t neglect your temporary employees!

While they may not be on your permanent payroll, temporary employees are still valuable members of your team (while they’re on assignment). Maximize your temporary employee investment by implementing the following tips:

1. Give incentive-based gifts. Who doesn’t like receiving a gift once in awhile? Incentive-based gifts are a low-cost way to motivate temporary employees to do their best on your assignment. Small gift cards to local stores or restaurants are all that you need to motivate your team.

2. Implement a bonus plan. You may not think of bonus plans for your temporary employees; however, they can be a tremendous way to motivate and reward these critical parts of your team. For temporary employees, who often are not eligible for the types of bonuses available to permanent employees, instituting a temporary bonus plan can be very appealing. You have some flexibility with implementing a temporary bonus plan. Perhaps you can designate a bonus if specific parameters are met at the end of the temporary assignment. Or maybe monthly – even weekly – bonuses are more appropriate. Take the time to understand what types of bonuses work best within your company structure, and your budget.

3. Offer PTO (paid time off). Offering typically “full-time” or “permanent” benefits to temporary employees can be an excellent motivator. Paid time off, or PTO, is one of those benefits. Free paid time off can be given for achieving specific benchmarks in productivity, working a specific number of shifts without calling in sick, or can be attached to other parameters. And paid time off doesn’t necessarily mean full days. An extra lunch hour, break, or other “free” time can be just as effective a motivator as a full blown vacation.

Looking for ways to maximize your workforce?
Contact Expert Staffing. We’ll help you decrease costs and increase your productivity.

Searching for a new job? Interviews can be pretty stressful! But being prepared before you enter an interview can help you stay calm, give your best and ultimately, land your next job. As part of your preparation, you should understand the types of interviewers you may encounter.

There’s no “one” interviewer.

Depending on the nature of the position, as well as the company, you could encounter one of several types of interviewer. Here are five of the most common types, and how you should handle them:

The Group. Interviewing with one recruiter is hard enough, but depending on your “luck,” you may encounter a group interview. They can often feel like an inquisition, as you sit under a single bulb, staring into the cold eyes of a table of interrogators. Perhaps that is a bit dramatic, but it sure can feel that way! When you’re in a group interview, you’re likely to encounter a range of interviewing styles, so rather than try to “figure them all out,” simple relax, take a deep breath, and make good eye contact with each interviewer as you are interacting with him or her.

The Friend. You might think this type of interviewer is a bit over the top. An overenthusiastic handshake, overly rambunctious smile. This type of interviewer may ask you questions about your personal life, and may seem like he or she wants to be your buddy. This type of interviewer can be difficult to handle, as the attempts to put you at ease can distract you from your professional demeanor, and the goals of your interview. Rather than lose your guard, try to learn from the interviewer and be a little less stiff and rehearsed. Let your answers flow normally, and you’ll do fine.

The “By the Book.” Some interviewers are no-nonsense, by-the-book kind of people. They have a set list of questions, they ask them, and you answer them. For this type of interviewer, you should be on your A game. A lot of the preparation and tips you’ll find for interviewers are for this type of interviewer, so think about the standard types of questions you might encounter, and your responses. Don’t veer too far off the interviewer’s course, stick to your answers, and you’ll do fine.

The Jerk. Yup, from time to time, you’ll encounter interviewers who are just plain rude. Maybe they ask you inappropriate questions (which could be illegal). Maybe they make sarcastic remarks after your responses, or they cut you off at every turn. When you encounter this type of interviewer, try your best to stick to the interview. Disregard inappropriate questions, and try to steer the interview back to appropriate territory. And if you ultimately feel that the interviewer is so rude that you do not wish to work for that company, you can absolutely thank the interviewer for his or her time and declare that you are no longer interested in the opportunity.

The Bored One. Maybe this interviewer isn’t an HR rep or recruiter, but a manager in the department needing an employee. Or maybe there’s another reason. But this type of interviewer tends to be more interested in checking his or her phone, reading email, or staring at the wall than in talking to you. If your interviewer isn’t interested, it can be hard for you to stay focused, but do your best. Be friendly and approachable, answer questions to the best of your ability, and do your best.

Looking for your next job?
Come to Expert Staffing! Search our available jobs today to get started.

Today’s workforce is booming with an influx of talent. These fresh, young pros, known collectively as Generation Y, or Millennials, is characterized by the following traits:

*    They were born between 1980 and 2000.
*    There are nearly 100 million of them.
*    They grew up with exposure to events like 9/11, Columbine, Hurricane Katrina and turmoil in the Middle East
*    They are subject to very high amounts of student loan debt
*    They are most confident when working with technology.

Generation Y brings a fresh approach to the workplace, but there are ways you can maximize their potential and help them achieve more in your company. Here are three differences you may notice with this generation:

*    They want more from their jobs. Generation Y thinks outside of the typical 9 to 5 workday. They want to be engaged and involved in your company and the greater community. They seek ways to do that outside of the typical workday. To help satiate this need and avoid frustration with your Generation Y employees, be sure to provide ample opportunity for your employees to engage in meaningful activities outside of the office. Consider offering flex time, telecommuting opportunities or team volunteer activities.
*    They want to learn, and they’re looking in the workplace for their teachers. Transitioning from school to the workplace can be difficult for some young professionals, but you can ease that transition and help ensure that Generation Y employees are happy in your company. Provide clear mentoring and learning opportunities, so that your Generation Y employees can successfully transition to the corporate world.
*    They’re not necessarily thinking about your company in the long term. Sure, many of them may wish they could find a company to stay with for the next four decades, but the truth is that many Millennials don’t think they’ll end up with the same company for their entire career. To keep your Generation Y talent happy, and thinking about your company for the long term, define career paths and ascension plans for young professionals, with clear, attainable goals. WIth a defined path in front of them, they are much more likely to stick with you in the long haul.

Need fresh talent?
Come to Expert Staffing. We’ll source our extensive network of professionals to find exactly who your organization needs to succeed.

Feeling nervous before an interview? Sure, they can be pretty stressful, but don’t let your anxiety overtake your confidence. And while you’re in the interview, don’t forget to take every opportunity to show off your superior skills.

Take the opportunity – ask questions!

At the end of most interviews, the interviewer will end with, “Do you have any questions?” But how often do you actually ask questions? It can be easy to write off the last question as evidence of politeness, but in actuality, it’s an excellent opportunity for you to end the interview on a positive note, and “sell” your skills and background one last time. In fact, asking questions during an interview can:

1. Help you determine whether it’s a good fit. Although it might not always feel that way, job interviews are an excellent opportunity for you to determine whether a job opportunity is the right one for you! Asking questions about a company’s history, culture and about the specific duties of the job can help you see whether this position is a good fit for your personal and career goals.
2. Demonstrate your true interest in the position. In today’s economy, many job seekers apply to hundreds of jobs, and show up to interviews just wanting “a job.” By asking insightful questions about the company and the position, you’re showing a recruiter that you don’t just want “a” job, you want to work for their company.
3. Leave a lasting impression. Asking questions to end the interview forces the interviewer to use his or her brain. Rather than a handshake and “Thank you,” you’ll be leaving the interviewer with a positive perception of your encounter.
4. Show that you’re an engaged participant. Some interviews end up including long descriptions of the job and tasks by the recruiter. You might even feel like you haven’t had much of an opportunity to talk! By asking questions, you’re demonstrating that you’ve been engaged in the entire interview, and that you have comprised thoughtful questions.

Looking for jobs in Houston?
Here at Expert Staffing, we work with some of the top employers in Houston. We can help you find a job to reach your short- and long-term goals. Search our available jobs in Houston today to get started.

Ever make a bad hire? One that caused employees to whisper, “Who hired that guy?” Sometimes despite your best efforts, bad hires are made. And they’re not only embarrassing, they are costly!

Finding top talent is essential.

Save yourself the time- and cost-burden associated with bad hires by taking the time and effort to source candidates more effectively. Here are three best practices to help you get started:

1. Don’t place all your eggs in one (resume) basket. Are you looking for executives? Professional talent? Light industrial? There’s one thing all of these candidates have in common – none of them are professional resume writers. Look for achievements and other essential information, and by all means use resumes as a screening tool. But, don’t necessarily dismiss a candidate based solely on his or her resume. You could be missing out on a future superstar…who ended up with your competitor!

2. Focus. Focus. Focus. Your job board postings, that is. Monster and Careerbuilder reach a lot of candidates – and that’s the problem. They sure do reach a lot of candidates. And guess what? Most of them aren’t qualified (or even interested) in your job posting! Instead of spending your budget on big-name job boards, search instead for niche job boards focusing on one or two areas of expertise. You’ll reach more highly engaged professionals, and ones who are more likely to be interested in and qualified for your opening.

3. Look outside the job posting. Ever see a resume and think, “Geesh, too bad he isn’t right for this job?” Then you passed it by? Big mistake! When you spot a potential good hire, whatever the position, don’t pass that person by. Instead, see if you can expand the scope of the job opening to accommodate this A-quality talent. Or talk to upper management to see if there is a possibility of an opening that matches this person’s qualifications. Don’t miss out on a star player simply because of the narrow scope of a job posting.

Don’t make bad hires!
These tips will help you get started, but to minimize the risks of a bad hire, and save costs while improving productivity, contact Expert Staffing. Our expert recruiting team will do the hard work of sourcing and hiring for you – letting you focus on your business.

Each year, many employers and employees pay particular attention to Fortune Magazine’s Best 100 Companies to Work For . Besides being a badge of honor for many employers, top talent across the country may use the list as a starting point for their career searches.

You don’t have to be one of the top 100 to be desirable to top talent (but it doesn’t hurt!).

Maybe you didn’t quite make the list, but that doesn’t mean that you don’t have what it takes to lure top talent to your organization. Here are some of the key traits identified among some of the cream of the crop on this year’s list:

1. Great Corporate Culture. Whether encouraging employees’ “weirdness” like Zappos, or giving employees the opportunity to offer suggestions like Google, providing a supportive corporate culture is a great way to lure top talent. When employees are happy, they are likely to talk to their friends about their great jobs. Word-of-mouth about how awesome your employees think their jobs are can go a long way!
2. Creature Comforts. Free bagels, a climbing wall (perhaps not quite practical for most offices, but still) – offering small pieces of home (or let’s face it – free food) can go a long way toward making employees happy with their jobs. Whether you take turns bringing in snacks, or you can spring for a free vending machine, find ways to bring small comforts into the workplace, and reap the rewards!
3. Bonuses. Nugget Market, NetApp, Google. The top employers in this year’s list offer cash bonuses or pay increases to employees who perform. While we all like a nice pat on the back from time to time, let’s face it – money speaks. Volumes. So if your company is riding the economy storm and seeing gains, share the wealth. Your employees will see the bonus as more than just a nice cash infusion, but an investment in them by their employer.

Looking to hire “the best?”
Come to Expert Staffing! We offer a range of staffing solutions for employers across the Houston area.

It’s a reality for every business – sometimes employees choose to leave. And sometimes that’s actually a good thing for your organization; however, from time to time, you may not want to let certain talent go.

Go the extra mile to keep your top employees.

Today’s economy has created a talent war, and right now the competition could be poaching your best performers. When a top employee chooses to leave, here are three ways you can salvage some positive from a departing employee:

1. Get to the heart of the issue. Sometimes employees–for whatever reason–decide that it’s time to move on. But there are frequently concrete reasons why an employee chooses to leave. Could it be financial? Is there a workplace bullying problem in your organization? Have you provided enough opportunities for advancement? Have an honest heart-to-heart with the departing employee to determine the true reason for leaving. You may be able to resolve the issue and retain that employee, but at the very least, you can gain some insightful feedback into your organization and its flaws.
2. Talk to other employees. Be careful here, as you don’t want to encourage an environment of gossip within your office. But, speaking to other members of your team may shed some light on why this particular employee has chosen to leave. The responses you gain here may have to be taken with a grain of salt – if the employee is moving upward, it could cause feelings of bitterness and resentment among the team. In that case, move swiftly to encourage a positive team environment. A teambuilding exercise or happy hour (at the very least) may be in order.
3. Make a counter-offer. Careful not to shoot from the hip here, but if you feel strongly that the employee is worth every effort to keep at your company, you may wish to make a counter-offer to rival or surpass any financials offered by the employee’s new boss.

Searching for your next top performer?
Contact Expert Staffing. Our network of professionals across Houston is poised to make an immediate impact on your business.