A 2012 report by Personnel Psychology, found that 26% of output in the workplace derives from the top 5%, putting top performers producing as much as 400% more than the average worker. Top performers thrive in a challenging and competitive environment. Failure to produce that type of opportunity can quickly lead to turnover. Here’s what you need to know:

• 92% of top performers say they search for job opportunities at least a few times a year.
• 77% of top performers look at new jobs monthly.
• Top performers are actually less likely than other candidates to be attracted away for better compensation or benefits.
• Top performers prefer to find new opportunities themselves rather than be recruited into them.

Research shows that most top performers are less likely to post a resume online but are more likely to apply online for an opportunity. Top performers are most attracted to new opportunities based upon company culture, challenging or exciting projects, company reputation, and the new team. In order to locate top performers, you’ll need to rely heavily on strong job postings that are rich in SEO content; that really describe your company culture and the challenges that your role could offer. Your careers page should clearly define the atmosphere, company culture, team dynamics and your growth and expansion plans for the future. Chances are, top performers will have had a make it or break it decision before they ever speak with your recruitment team.

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.

“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.

The cost of hiring internally continues to climb annually. Take a peek at the infographic below from The Huffington Post. It is amazing how quickly the cost skyrockets from a few hundred dollars for a job posting to an outside job board to upwards of $18,000! All of these costs can be invested with no guarantee that the employee works out!

Most staffing and recruiting firms offer a guarantee on their placements and screenings. This protection in addition to the savings of time, resources, and expenditures can quickly justify the investment in outsourcing your hiring process. Established staffing firms only charge a fee if a placement is made, allowing you to view qualified talent before investing anything financially.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

“Be honest in the application process, Interview the interviewer…ask questions. Share your interests and goals with your interview/prospective employer. Follow up after interviews….shows initiative, sets you apart from others that do not”

– Jeff W. , Branch Manager, Trillium Construction

 

“Do your homework!  There is so much information available at your fingertips.  Research the company you are interviewing with.  There is no excuse for not being informed.  Have questions prepared about the company and/or the position.”

-Anne M. , Regional Vice President, Trillium Staffing

 

“No matter how disenfranchised you may be with your current employer and/or situation it is important to accentuate the positive experiences you have had. Employers are just as interested in the “soft skills and attributes” you will bring to the position as they are the “hard skills” and education you possess. A positive attitude and bright outlook can do wonders in an interview to push you to the top!”

-Jennifer M. , Recruiting Manager, Trillium Staffing

 

“Sell yourself!”

-Becki O. , Branch Manager, Trillium Staffing

 

“If you do not understand a question during the interview, ask for clarification.  It is acceptable to ask the interviewer to rephrase the question if you are unsure of the meaning.   Take your time when answering tough questions.”

-Anne M. , Regional Vice President, Trillium Staffing

 

“When the job posting asks for a resume, please send one!”

-Stu C. , Project Manager, Trillium Construction

 

“Work with your recruiter understanding that they are your advocate. Be honest and straight forward about what exactly you are seeking in a new opportunity and what your expectations are in working with them. When all the cards are on the table you won’t have any surprises in the end!”

– Jennifer M. , Recruiting Manager, Trillium Staffing

 

“Be prepared to answer questions about your strengths. Focus on the attributes that set you apart from the crowd – such as ‘I’m excellent at time management;’ or, ‘I have a high sense of urgency when working on a deadline.’  Avoid generic statements that are often overused in interviews such as, ‘I’m a people-person.’ ”

-Jeannie B. , Regional Vice President, Trillium Staffing

 

“Your resume is the first impression of you and will determine whether you ever get the opportunity to sell yourself in person during an interview.  Be sure to proofread your resume carefully and do not depend on the spell check function.  Typos very well may prevent you from ever getting an interview for the perfect job.”

– Anne M. , Regional Vice President, Trillium Staffing

 

Stay tuned for more tips this month, straight from our team!

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

 

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

 

 

 

Today, most in-person job fairs are far less successful than they were even just a few years ago. What candidates want to spend half a day getting ready, printing a resume, driving across town, waiting in line to speak with someone, only to turn around and drive back home? Only those who know there is a direct benefit to them and that they’ll have an increased chance of being hired for their dream job. So how do you make that happen? Just like this…

• Ditch the tombstone ads. If people aren’t looking for jobs in the newspaper, they certainly aren’t looking there for a job fair ad.
• SEO is your new best friend. Power pack your social media channels, blog, company site, and internal job board with SEO rich content for the event. Speaking of friends, have them “like”, share, and comment on your event.
• Clearly outline the benefits to attending. Will the hiring manager or decision maker be present? Are you offering on the spot interviews? Are you willing to schedule meetings ahead of time so candidates don’t have to wait in line? Can someone be hired “on the spot”? Give your audience a clear picture of what they can expect and a call to action.
• Have the right players present. Don’t send interns, assistants, or those who aren’t directly responsible for hiring for your positions. Why waste their time or yours? Candidates feel that they have a more direct avenue through emailing a resume than meeting with a non-decision maker in person. Show them that you value their time enough to show up.
• Make your process smooth and modern. Are you accepting paper resumes? Don’t be. Have candidates apply online ahead of time so that the time spent with you at the event is spent discussing their qualifications and goals instead of how to apply for the position. This also allows you to schedule appointments in advance, giving candidates a sense of purpose for attending.
• Follow up. Don’t return to the office and dive right into what you missed. Follow up with candidates first and schedule any second interviews necessary while the information is still fresh with you.
• Measure your return. If you find that you are only seeing a very small number of candidates at these events but the quality of candidate is high it may justify the efforts. If you have a large turn out but few qualified applicants, a job fair may not be your best recruiting avenue. Don’t be afraid to stop participating in job fairs that traditionally were a large part of your recruiting process, the job market has changed and it may be time for a change in recruiting strategies.

Each industry and set of positions has it’s own set of unique recruiting challenges. Certain skill sets just aren’t likely to engage in an in person job fair. For those technical and more professional candidates, consider hosting a virtual or online job fair. This will appeal to passive candidates who are in confidential job searches or unable to attend your event.

Want to learn more about how you can gain access to Trillium’s national network of top level talent?Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

As employment branding has gained popularity in the recent years, many organizations are finding that their time and investments in building a positive employment brand can crumble if unsupported by the organization as a whole. Advertising that your company offers a fun and exciting work environment may assist you in attracting talent however, if the talent you attract is truly seeking that type of environment and finds that isn’t what you offer in the long run your struggle will turn from a recruitment to a retention struggle.

In order to build a lasting employment brand that is true to your organization, you have to start at the top. Involving your owners and leaders down to your entry level employees will help provide you with a well rounded idea of who you are as an organization and where you are going. Those who lead strongly by example are often the best at helping you build an employment brand and work environment that you can be proud of. Consider assembling a team of brand ambassadors who feel passionate about their workplace. A team collaboration can give you a strong idea of why people value working for the organization, a team to bounce ideas off of, and a group to help push your brand consistently.

Want to learn more about how you can gain access to Trillium’s national network of top level talent?Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

With job boards reported as being the primary advertising channel for 85% of companies, there’s no denying the impact the online advertising market has had on recruiting strategies for employers. If you are investing in online job advertisements, be sure to get the most of your investment. Creating an online job posting that attracts talent, shoud involve a combination of creative marketing, SEO value, and sales.

Do you feel like you struggle more to attract talent than some of your competitors? You might. Companies with less than 50 employees often spend more money advertising per hire than larger companies. Hiring strategies for small business often require more of a proactive rather than reactive approach. Whether your organization is small or large, the power of internal referrals is undeniable. In a 2011 survey by Jobvite, 70% of employers reported feeling that referred candidates were a better fit for company culture and company values. If your organization does not have a referral program established, now is the time to start!

While the battle for skilled talent is always present, 64% of employers reported advertising entry level positions. A combination of high volume, lower wages, and inexperience often lead employers to experience high turnover for these lower end positions. At a price of $173 per hire in advertising expenses alone, be sure that you have incorporated ways to reduce employee turnover and implemented retention programs even for your less skilled positions.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

• Reach your audience. Making sure that you are reaching your key audience is the first step in the recruitment process. The majority of candidates still list job boards as their first resource to seek employment.
• Referrals, Referrals, Referrals. In a 2011 survey by Jobvite, 70% of employers reported feeling that referred candidates were a better fit for company culture and company values. If your organization does not have a referral program established, now is the time to start!
• Communication is key. Make sure that you are effectively communicating your recruitment needs. It’s been estimated that as many as 44% of resumes received by HR professionals are submitted by unqualified applicants. Creating a job posting that highlights the attributes needed for your position as well as sell the benefits of your organization can quickly attract top talent and help eliminate resume blasters.
• Build an employment brand. Rather than re-actively recruit, build an employment brand that constantly attracts talent to you! Building a strong employment brand that is true to your organization’s values and goals not only assists in recruitment but also with employee retention rates.
• Seek outside assistance. Some positions are just plain difficult to fill. Especially if it is a position that is in high demand or one that you only recruit for on occasion. An estimated 90% of companies partner with staffing agencies to assist them with recruitment efforts.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today!  If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Who turns to job boards as their first resource in a job search?

Everyone.

• 87% of Baby Boomers
• 82% of Gen X
• 77% of Gen Y

Who’s searching for job opportunities on Facebook?

Not as many as you may have guessed.

• 21% of Gen Y
• 15% of Gen X
• 10% of Baby Boomers

How much time are they investing in their career search?

5-20 hours per week

Are you struggling to locate the talent needed to maintain your workforce? If you are actively using job boards to recruit and still find yourself in a talent drought, it may be time to consider reviewing your process job postings. Here are a few tips!

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today!  If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

]]> /blog/hiring-for-small-business/ Wed, 02 Oct 2013 18:32:03 +0000 /blog/?p=1565 Continue reading →]]> Operating a small business comes with its own share of benefits and struggles. According to a recent study by Robert Half Inc., finding skilled workers is one of small business owners greatest struggles. The recent study reports that 60% of small business owners and managers listed finding skilled workers as their company’s greatest challenge with hiring and managing staff. What makes this such a difficult struggle in small business?

Most small businesses fall below the average job seeker’s radar. When seeking career opportunities, top talent typically is chasing career opportunities with larger organizations who have a strong employment brand in their line of work. So how does a small business owner compete? Simple. Build an employment environment that top talent wants to work for and market it.

Many small business owners do not invest a lot of money into career marketing, online job boards, and other tools that get their name in front of candidates. Here are a few great ways to gain exposure for your organization in a cost effective manner:

• Build group and company pages on social media. Market who you are as an organization and why candidates should desire a career with your company.
• Offer referral bonuses to your current staff. No one knows better than a current employee, the benefits of working for your organization.
• Network. Participate with your local chamber of commerce and other business networking groups to let others know the great things happening with your company and what type of talent you are in need of.
• Partner with a staffing firm. An established staffing firm can market your organization to their existing pool of top talent and do direct recruiting for your positions. They often have their own job board and are experts and marketing the benefits of working for one of their client companies.

Many top level talent candidates are seeking a career with increased flexibility, advancement opportunities, and room for creativity. Small businesses are usually some of the best environments for these types of workplace benefits. Embrace your flexibility as an organization and the limitless growth opportunities, it’s likely candidates will notice and want to join you!

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 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.