“As the years go on, we continue to owe our growth and success to the over 400 internal staff working across the country. Their dedication to attracting, identifying, and recruiting some of the best candidates in each line of work is what sets us apart from our competitors,” states René Poch, CEO.

Trillium follows a partnership approach by connecting high quality talent to compelling careers within diverse national markets. They achieve this through professionalism, honesty, and integrity as a recognized leader in the staffing and recruitment industry.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Technical, and Trillium Environmental. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2020 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

“We have the same commitments to each and every one of our employees as we do our clients. We have high expectations and our requirements are stringent. Once you become an employee of Trillium, we’ll do everything in our power to help you succeed and meet your career goals. When our employees are successful, we’ve done our job,” stated René Poch, CEO.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, Trillium Hospitality and Trillium Techs. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 22,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

According to Indeed.com, nearly 50% of all candidates ghost an employer by not replying to recruiters or hiring manager or simply not showing up for a scheduled interview. A smaller percentage, around 20%, do so further in the hiring process such as not showing up on their first day on the job or accepting an offer but failing to sign the paperwork. This plainly means that employers are being affected by ghosting throughout the entire hiring process. This ultimately puts employers in a very difficult situation of having to start from scratch suddenly when time isn’t on their side. But why is this happening in the first place?

It seems that the top reasons for candidates to ghost are not a real surprise. The majority, just over 50%, state that they just decided against the job, others ended up receiving another, better job offer and some even sited lack of salary or benefits being offered was the final straw causing them to walk away. But outside of ghosting being unprofessional and irresponsible to do, are there really any true consequences for the candidate? Surprisingly, over 90% of job seekers that Indeed surveyed stated that they didn’t really experience any kind of negative impact from ghosting in terms of them finding future opportunities. They are not having to answer for their actions and can simply move on to the next interview or opportunity. In addition, while ghosting appears to be prevalent among younger job seekers (between the ages of 18-34), ghosting seems to have penetrated all age groups and demographics.

While it may feel as if there is nothing employers can do when this occurs, this may not be the case. Ghosters have provided just a little insight into what may keep them from ghosting in the first place. According to Indeed’s survey, the majority of job seekers who ghosted an employer stated that they felt the hiring process took too long and that there wasn’t enough transparency regarding the job from the get go. These are both easy problems to remedy and both surround the same idea, communication is key! Keep your candidates continually up to date make sure you are being transparent and honest with them throughout the process. You may not be able to make everyone happy in this regard but every little bit will help!

While ghosting feels like it has become a norm in the hiring process in today’s professional landscape, it is the hope that the actions of these job seekers will eventually catch up to them. But in the meantime, all of you hiring managers and recruiters out there need to take care with each and every prospective hire. The job market is too competitive for candidate’s to wholeheartedly give you their undivided attention, but in order to keep their interest, you have to make communication your number one priority.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Think about this way; if you put forth the effort to apply for a position online and maybe even perform a follow-up call or email for a phone interview, you would expect the same level of participation from the hiring manager or recruiter, right? Check out these 7 simple steps that Indeed believes will help you and your team provide better candidate feedback and overall boost your company’s reputation among job seekers.

1. Every candidate deserves feedback. This is not rocket science and means exactly what it says, if they take the time to show interest in your role, reciprocate and provide a little feedback.
2. Start with the material. Always try and be clear and upfront with your job seekers, making sure they are aware of your hiring process. If there are multiple interviews or a waiting period involved, keep the candidates updated along the way.
3. Offer ongoing insight. Give them specific industry stats regarding hiring. If you have an over abundance of applicants for a role, statistics will show that you obviously can’t hire everyone and unfortunately that may involve the candidate in question.
4. Acknowledge the awkward. I think everyone will agree that the worse parts of hiring is having to A. let someone go or B. explain why are they are not qualified and will not be hired. However, in both instances, it will do much more good than harm if you are upfront and honest. Don’t beat around the bush, explain the situation, making sure they understand the reasons behind the decision even if it is as simple as they didn’t make the final cut.
5. You’re never too busy. You will always have enough time to make a quick 30 sec – 1 minute phone call notifying a candidate that unfortunately, you went another route. Although, the conversation is short, this action is much more powerful than you think.
6. Make it actionable. If you come across a candidate that may have just fallen short of being qualified, help them along the way. Provide constructive criticism and provide avenues in which they make be able to better their situation and resume. This could something as simple as improving their communication skills to taking some online courses.
7. Practice what you preach. Try and remember the human side behind recruiting. You don’t always know the back story behind each of your candidates. What if they have been struggling for months to land a job to not only provide for themselves but to better their future. A simple act of treating others the way you would want to be treated, if you were in their position, will go a long way!

In the end, it is very simple to lose sight of the big picture when going through resume after resume. Behind every cover letter and application is a person who is simply trying to find work. By making sure we provide those candidates with the proper courtesy of some kind of feedback, we are ultimately improving the overall job seeking experience for candidates and employers alike.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

“Many years ago when we started the company we felt that there were a couple of things that we needed to do particularly well. The first was to give great customer service, that means finding the absolute best candidate for the jobs that we have available. Today, we use a partnership approach between our candidates and our clients to find the best possible career matches,” states René Poch, CEO.

Trillium Staffing was founded in Battle Creek, Michigan in 1984, by founder and CEO René Poch. Since that time, René Poch has steadily expanded the employment service to include seven companies with over 95 locations across the nation. Today, Trillium is proud to be recognized as a national leader in recruitment and staffing, providing service to thousands of clients and employees in various capacities across the country.

The organization’s commitment to excellence has been the driving force behind its growth and expansion. Trillium is proud to employ a full time risk management team to help clients identify areas of liability and provide an unsurpassed safety program for their employees.

With a recruitment team of approximately 400 individuals nationwide, Trillium excels at attracting, identifying, and recruiting some of the best candidates in each line of work. Trillium uses the latest technology and sourcing tools available to locate and identify talent for some of the industry’s hardest to fill positions. Trillium employees have access to careers with some of the nation’s leading employers along with competitive pay and benefit options.

“We have the same commitments to each and every one of our employees as we do our clients. We have high expectations and our requirements are stringent. Once you become an employee of Trillium, we’ll do everything in our power to help you succeed and meet your career goals. When our employees are successful, we’ve done our job,” stated René Poch, CEO.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Let’s think about this from the candidate’s perspective. Typically, when we think of places or activities that we would recommend to someone we know, we do so because as an individual, we had a positive experience. Whether that means the food was excellent, the show was entertaining or the service was top notch, we want others to have the same positive experience as we did. The same can absolutely be said in the job market. Candidates are only going to refer their colleagues or acquaintances to a company or Recruiter if they feel the experience they had was a positive one. So how do hiring managers ensure that we have a pool of talent that we can garner referrals from? Simple, make a positive candidate experience a top priority for your hiring strategy.

Check out these simple and seemingly straight forward tips provided by RecruitingDaily.com to give your team the upper hand in creating a positive and welcoming candidate experience.

1. Engage job seekers in enjoyable conversation. This seems like a no-brainer but surprisingly many hiring Managers and Recruiters tend to keep conversations with prospective candidates as impersonal as possible. Where there can be a benefit to keeping the candidate relationship like any other business transaction, there is also a huge downside. It is basic human nature to trust those that make you feel at ease. Having easy and light conversations with your candidates can instantly make them feel more comfortable around you. This can even be achieved through personalized emails. Try to communicate in a friendly manner and ensure the candidates that you are always looking out for their best interest.
2. Respect the job seeker’s time. Time is valuable to everyone, including your job seekers. We all know how annoying it can be when we have an appointment set and it has to be cancelled or rescheduled last minute. If you make an appointment with a candidate, keep it. As you will be interviewing more and more candidates that are currently working elsewhere, it may be difficult for them to make the appointments or interviews in the first place so rescheduling or cancelling last minute can certainly put a bad taste in their mouth.
3. Keep job descriptions consistent. It is important to provide as much information up front in a job description posted online as possible. However, whether you include everything in the online ad or not, you must stay consistent with job details throughout the entire process. The information provided online should reflect what is discussed in the interview and pre-screenings. If something with the job changes, update your ads accordingly. This way the candidate already has a really good idea of what to expect when the interview process starts and isn’t in for any surprises along the way.
4. Respond clearly and within one week. Responding to candidates in a timely fashion may be the most important tip that is offered here. You have to remember that you are not the only person seeking out passive talent. It wouldn’t be a surprise to learn that your candidate has actually been contacted by 10 or more companies at the same time you reached out. With that said, staying in touch with your candidate is imperative. In the two extra days it takes for you to offer them the job, your competition may have already swooped in. Basically, you need to land the candidate before your competitor does.

By following these tips to improving the overall experience of your prospective candidates, you will find it much easier to not only fill current openings but also to fill your pipeline with experienced and eager referrals.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

1. Believe it or not, Recruiters WANT you to get the job! Most Recruiters, regardless of who or where they work, are paid on some kind of commission structure. This simply means that they earn a fee based on you make on the job that they placed you on. This DOES NOT come out of your pay but is added to the amount owed by the company that hired you. Why does this matter? It’s simple. First, because the fee is typically a % of your base salary, your Recruiter is going to try and get you the best pay rate possible, in essence the more you make, they more they make. With this in mind, always have the conversation with your Recruiter what you feel you are worth or what it is you are looking to get paid. The Recruiter can then try and negotiate on your behalf.
2. Recruiters will typically put the interests of the company first. While Recruiters do work with both candidates and companies to fill positions, the companies that seek out the Recruiters are, ultimately, the ones who foot the bill. What this means is that even though many Recruiters will agree that helping workers find their next job is the most rewarding part of their job, they have to focus on only presenting candidates who truly have a shot. As harsh as this sounds, it can work to your benefit. Recruiters will typically try and work with you to make you sound more appealing to Hiring Managers in order to get you hired for a job you feel you’re a fit. The key here is to listen!
3. Due to confidentiality agreements, Recruiters are not always able to divulge everything, especially early on in the process. Try not to get upset with a Recruiter if they are not able to provide all of the information regarding the company or position up front during the recruiting process. It is quite possible that the company in question has specifically asked this of the Recruiting team for one reason or another. In addition, when you’re told that you’re not a good fit for a position, simply ask if they can provide any constructive feedback as to why. Is the reason something in your control or is there something going on behind the scenes that truly does not have to do with your professional experience. Asking this question can help you better understand where to go next in your job search.
4. Recruiters may not know it all when it comes to the job in question. This can be especially true for positions that are extremely technical or specialized in nature. While Recruiters may become comfortable in using lingo in your industry, that doesn’t mean they know everything about everything. To feel more comfortable with the Recruiter you are working with, don’t be afraid to ask questions to gauge their knowledge of your field. The Recruiters that are doing this job for the right reasons will gladly answer your questions and if they are unsure of the answers will try and do more research to make sure you’re both on the same page.

Finding your next job or following a new career path is an extremely important stepping stone in anyone’s life and it shouldn’t be taken lightly. With that said, making sure that you and your Recruiter are in this together will make the task a lot less daunting, on both sides.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Treat your job search as if it were literally your job. The best way to go about looking for and applying for a new position is to devote time and energy into the process. Set aside time each day that you can devote to searching and applying for positions and responding to network connections. This will allow you to stay focused on your end goal of landing a new career rather than getting distracted along the way.

Self-reflection, as hard as it can be, is important to growing in your career. Focusing on what your true strengths are will enable you to narrow in on the positions that you are truly qualified for and interested in. Be honest with yourself  to determine what skill sets you might be lacking in so that you can steer clear of applying to positions that are heavy in those areas. The key to self reflection is to ensure you are applying for positions that you would truly be a good fit for in terms of personality and ability.

No matter what, stay determined! If you are starting to fill discouraged at the lack of interviews you’ve received, don’t give up. Reach out to your network connections and continue to constantly put your name out there. Never stop applying for jobs that you feel you are good fit for. Not finding positions of interest? Reach out to local Recruiters in the area to try and get your foot in the door that way. This can easily be accomplished by making connections on LinkedIn and other networking sites. Tenacity and drive are extremely important in landing that job interview and if you can prove your worth to a Recruiter, they will go the extra mile on your behalf.

Although, these concepts may sound simple, in reality the process of locating, applying for and landing a job can be difficult. You will face rejection or you might get ignored or simply forgotten about somewhere in the application process. Your main goal is to ensure that the drive and initiative you portray in your job search comes across when you inevitably get in front the Hiring Manager / Recruiter. Do the leg work and watch it pay off when your future employee is finally able to see your true worth!

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Don’t worry! There are some key tips that you can utilize going into that next interview to not only give yourself confidence in your abilities but to also project that same confidence to the interviewer.

• Do Your Research: When looking into a specific job opportunity, look beyond the job description. Get to know the company and their overall mission to see how this aligns with your own goals and values. If you go into an interview prepared to not only explain why you’re excited about the role but can discuss how the company’s mission aligns with your experience and ideals, this will go a long way with impressing the interviewer.
• Passion for the Industry/Product/Company: Regardless of the particular position you are interviewing for or in what department it may fall, express how passionate you are regarding the industry, product or service that the company provides. If an entry level Admin walks into a software company discussing how much they enjoy using the product at home or in their previous position, this will stand apart with the Interviewer. The bottom line is that no matter the industry, companies love to hear how consumers enjoy their products or services.
• Understand the Role: Maybe you don’t have industry specific experience but have experience in the duties involved in the role. If this is the case, be sure to emphasize the job duties that you do have experience in. For instance, if you have worked previously as a Marketing Data Analyst for a local non profit but are now seeking work in the logistics industry, explain how your experience with market data analysis and promotions can translate to other industries and how in turn, that role has prepared you for future positions.
• Sometimes it is all about Timing: Many times the first question that is asked during an interview is “What brings you into the job market?” How you answer this seemingly simply question can prove to be quite beneficial. There are plenty of reasons why individuals end up in the job market, searching for a position, but how you portray this to a potential employer is important. A lot of times, job seekers may be looking to change industries or even start a new trajectory in the same industry. For example, if the next step in your current role is in management but you are not too keen on going down that path, it may be time to make a change. This could certainly benefit a potential employer who would be getting an experienced individual ready to work where their expertise is needed. However, it is extremely important to not dwell on your past working relationships if they are a huge reason for making a move in the first place. Companies want to hire you because they feel you will be a good fit and because you express that you want to work there, not because you’re just looking for something to replace your previous employer.

When looking for a new job it is the hope of any job seeker to find a new job with which they can be passionate about, not only the job itself but with the company as a whole. Although, this may not always be the case, try to make the best of any job search by implementing as many of these concepts as you can to ensure you are better prepared for what any interviewer may throw at you.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, Trillium Hospitality and Trillium Techs. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.