2013 / 07

Engage Potential Candidates

by Jeanne Knutzen | July 23, 2013

0 Human Resources Staffing Build Candidate Engagement, Engage Potential Candidates, Engage Talented Applicants, Seattle Staffing, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle Temporary Staffing, Seattle WA Staffing, staffing agencies seattle, Staffing In Seattle WA

You know that your job post provides potential candidates with their first—and sometimes only—contact with your company and your brand. And you know that a well written job post can mean the difference between a vast, highly talented candidate pool and a thin pool with a lower level of average ability. But beyond clarity, honesty, and striking the right tone, what steps can you take to get the best candidates to emotionally engage with this opportunity? Keep these considerations in mind. 1. Encourage daydreaming. If possible, get potential applicants to envision themselves in this position, literally sitting at this desk or working on this job site. The lives they lead in this vision should offer everything they want, whatever that may mean—including glamour, personal reward, new experiences, travel, or any other relevant form of personal satisfaction. 2. Know your target audience. Know what your ideal candidate wants, but more specifically, know what kind of person she’d like to be. Adjust your job post to reflect positively on this goal. 3. Put yourself in her shoes. Remember the last time you were on the job market. Remember the difference between finding a position you felt relatively sure you could tolerate and finding a job post that made your heart beat a little faster. People light up when they get a glimpse of something they truly want, not just something they feel like they should want. 4. Leverage your brand. Even if your company is small and not well known in the larger marketplace, use whatever small leverage you have to grab your candidate’s attention. If you can just inspire a talented candidate to make the two clicks it takes to visit your company’s website, you’re halfway home. (Of course, you’ll need to control what she sees when she visits your site or runs your name through a search engine.) 5. Be ready to draw her into the application process. When your ideal candidate submits a resume, she should get an instant message letting her know her application was received. From that moment forward, she should be treated with respect and kept informed of all relevant timelines throughout the selection process. Turn a great first impression (your job post) into a great second, third, and fourth impression. For more information on how to grab and hold the attention of highly talented potential applicants, reach out to the Seattle staffing experts at Pace.

Attracting Millennial Talent in Finance

by Jeanne Knutzen | July 16, 2013

0 Finance/Accounting Staffing staffing agencies in kent, staffing agencies in kent wa, staffing agencies in kent washington, staffing agencies kent, staffing agencies kent wa

If you’re a hiring manager for an accounting or financial advisory services firm, you may have noticed something odd about the recent stagnation in the job market. While other industry mangers were sifting through stacks of resumes a mile high and turning away a dozen highly qualified candidates for every open position, you faced no such burdens. In fact, a stubborn shortage of millennial candidates only seemed to increase as the downturn wore on. If you’re still having trouble finding qualified young applicants for you financial positions, you’re not alone. What Draws Millennials? In order to attract candidates under the age of 35, you’ll need to create a workplace culture and a compensation package that provides what younger workers are looking for. In general, candidates in their twenties are not yet lured by the same attractions that draw older workers. They don’t yet have families, so family-related benefits won’t get you all the way there. (Though after you attract them, you’ll want to keep them in years to come, so don’t take these benefits off the table.) Instead, focus on compensation, bonuses, and a culture that rewards growth, commitment, and determination. You'll also need to think about your support for training, mentoring and continuing education. Do you have a structured mentoring program in place? Do you reimburse tuition? Does your training program build real skills? Overcoming the Millennial Finance Talent Shortage You’ll also have to overcome a few of the realities that are driving millennials away from the financial field. First, millennials are turned off by companies that lack integrity, and distrust of the financial sector is high among young people who have been, for example, drawn in lending practices that have left them (or their families) burdened by high interest debt. If your company treats “financial advisory services” as a simple euphemism for “sales”, you'll need to find a way to frame this that doesn’t turn off sharp, ambitious candidates who are looking for jobs with integrity and meaning. Second, young graduates with backgrounds in areas other than finance and economics may believe they aren't qualified for positions in your firm. But a strong training program means any highly intelligent candidate can learn the ropes with a little determination. Make this clear in your recruiting and outreach efforts. And third, culture matters to young employees…a lot. Be ready to pair younger workers with established teams. Create clear handoff arrangements between experienced employees approaching retirement and young mentees who are ready to absorb their institutional knowledge. And bear in mind that if this process freezes or stalls due to a culture of criticism and isolation, you’ll lose your young employees as fast as you bring them on board. For more information on how to attract and retain younger financial employees, reach out the Seattle hiring experts at Pace.

A Bright Spot in the Software Market: Data Analytics

by Jeanne Knutzen | July 12, 2013

2 IT Staffing IT employment agencies in seattle, IT employment agencies in seattle wa, IT employment agencies seattle, IT employment agencies seattle wa, IT employment agencies seattle washington

The global enterprise software market may be experiencing a general slowdown across multiple sectors, but there’s one area that seems to be generating a disproportionate degree of optimism: data analytics. These include data delivery systems, security platforms, CRM applications, collaborative applications, and network management software. While the rest of the software market experienced a 2012 growth rate of roughly half the rate of 2011 and 2010, these areas underwent a surge of about seven percent. The market for new technologies and software solutions is becoming increasingly multi-layered, with certain selective areas experiencing higher demand while others stagnate. Big Data, led by Microsoft, IBM, Oracle, and SAP, appears to be one of these focused areas. The desire to manage and leverage information is driving this demand, and in their hunger for reliable infrastructures, companies are pouring vast investments into network-management tools. The firms listed above have been spending the last two years increasing their storage software offerings and adding customization options and scalability to their existing infrastructures, security tools, and product suites. These efforts were launched in anticipation of burgeoning growth in these areas, and they seem to be paying off. Companies taking advantage of increasingly sophisticated CRM platforms, for example, are turning their software investments into hard conversions and appear to have no regrets. According to the same types of ethnographic research and marketing studies that predicted these outcomes, the next wave of both data management and customer management will happen in the areas of social business software and mobile optimization. This may be a wise moment to consider adopting social business strategy, or a redirect of social media tools for business use. Meanwhile, businesses are also scrambling to bring their ecommerce platforms and CRM tools to mobile devices, including smartphones, tablets, and e-readers. The Seattle staffing experts at PACE can help you attract talented IT professionals to help develop your data analytics. Contact PACE to utilize our network and resources in the Seattle tech industry.

Should You Become a Healthcare Administrator?

by Jeanne Knutzen | July 2, 2013

0 Healthcare Staffing A Career In Health Administration, healthcare administration jobs in seattle, healthcare administration jobs seattle, healthcare administration jobs seattle wa, Seattle Staffing, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle Temporary Staffing, Seattle WA Staffing, Staffing In Seattle

Healthcare Administrators, also sometimes called Health Administrators or Healthcare Managers, form the backbone of functional healthcare facilities like hospitals, nursing homes, and urgent care clinics. While doctors, RNs, and medical practitioners handle the clinical needs of patients and clients, healthcare administrators oversee the entire clinic and handle the hiring and scheduling of these practitioners. Administrators also manage the operational needs of the facility including vendor contracts, supplies, and budgeting. This is a position of high responsibility and high reward, and the outlook for this role is very promising. Healthcare administrators are in high demand right now, and this demand is expected to grow substantially over the next ten years. Should you pursue a career in this field? Here are few considerations that can help you decide.

  • The pay. According to the Bureau of Labor Statistics, healthcare administrators can expect to make an average of about 45,000 dollars at the entry level, and more experienced administrators can earn salaries between 50,000 and 110,000 per year. This rate varies slightly by geographic area.
  • The available opportunities. Healthcare administrators can pursue management positions in both large and small facilities in both the public and private sector. As a wave of baby boomers approach retirement age, the healthcare industry is expected to expand rapidly, and a parallel trend is occurring as facilities become increasingly specialized. Where people used to face only two choices when they needed treatment—hospitals and private clinics—they can now choose between a wide range of options from urgent care clinics to physical therapy centers.
  • The path. Those who choose to enter this field usually start by earning a four year degree in health administration, public policy, or business management. Some administrators then go on to obtain a Master’s degree, while others launch their careers with state or federal healthcare agencies working to shape the laws that impact public health.
  • The qualities necessary for success. Healthcare administrators who tend to thrive in this field usually possess qualities like a strong work ethic, organizational skills, and high levels of emotional and social energy. They often have excellent business sense and planning skill. Many of them enjoy the personal sense of reward that comes from helping those in need, and this role provides that reward without involving the hands-on clinical side of the healthcare industry.
If a future in healthcare administration seems like a match for your skills and interests; reach out to the Seattle healthcare staffing experts at Pace.