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Why Pursue a Career In Healthcare Management?

by Jeanne Knutzen | September 10, 2013

0 Blog, Healthcare Staffing medical staffing seattle, Seattle Staffing Agency, Seattle Temp Agencies, Seattle Temporary Staffing, Staffing In Seattle WA

If you’re on the verge of choosing a college major or making a mid-life career transition, consider adding healthcare management to the options on your list. Healthcare management/ healthcare administration offers a promising path for those who are passionate about some but not all aspects of healthcare, and who have a natural talent for business. A flash of social savvy, the ability to think critically, and strong analytical skills can also help in this field. Generally, healthcare management is an ideal place for those who like the challenges of administration and enjoy helping people overcome medical challenges, but who prefer to work in an office rather than a clinical setting. Does this describe you? If so, you may enjoy the challenges and rewards of managing a hospital, private medical practice, residential facility, or care clinic. Here are a few other reasons this profession might be the right one for you. 1. Opportunity The healthcare field is growing fast, and hiring is on the rise in every area of the country. To accommodate the healthcare needs of a wave of retiring baby boomers, clinics and private practices are opening everywhere, and these facilities need to hire and manage staff at a rapid and growing rate. If you have a degree in healthcare policy, healthcare administration, or business, the door to this field is wide open. 2. Earning Potential While healthcare managers may have educational debts to pay off immediately after graduation, salary potential in this field can be high, so these debts may not last for long. According to the Bureau of Labor statistics, salaries for entry level positions in this field may start at around 40,000, but they can grow quickly into the six figure range. Larger clinics and hospitals in urban areas can usually provide faster salary growth. 3. Career Flexibility Healthcare management skills are highly transferable from one employer to the next, and these skills can also support success in other fields as well. These skills involve staffing, coaching, motivating a team, and managing complex budgets and schedules. 4. Advancement Potential In healthcare management, when it comes to career growth, the sky is the limit. If you’re looking for ways to take on more responsibility, increase you salary, and expand your field of influence, this career offers a great place to start. At the very top, large hospital CEOs are some of the highest paid professionals in any field. To learn more about what it takes to launch your career in this demanding field, make an appointment with the Seattle staffing and career management experts at Pace.

3 Ways to Onboard a New Temp: A Must-Do Checklist

by Jeanne Knutzen | August 27, 2013

0 Blog, Flexible Staffing Strategies, Hiring.Best Practices, INFO AND RESOURCES FOR EMPLOYERS, Temporary Staffing.Best Practices temp agencies in seattle, temp agencies in seattle wa, temp agencies seattle, temp agency in seattle, temp agency seattle

Welcoming a new temp and welcoming a new permanent employee both come with different responsibilities and different kinds of consequences, but both can have a powerful impact on company success. … Read More »

An Optimistic Outlook for IT Job Seekers

by Jeanne Knutzen | August 20, 2013

0 Blog, IT Staffing Seattle IT Staffing, seattle it staffing agencies, Seattle IT Staffing Agency, seattle technical staffing

As the economy slowly recovers and the pace of hiring returns to pre-recession levels, some industry sectors are bouncing back faster than others. Some of the fastest growing hotspots are occurring in fields like healthcare, hospitality, retail, and food service, and the pace of hiring in these sectors varies widely by geographic area. But in almost every area of the country, employers are looking high and low for highly qualified candidates in IT. IT hiring is on the rise and is expected to remain strong for the rest of 2013 and most of 2014. New IT jobs are opening up in every industry, and salaries for these positions are on the rise. As employers start dialing up the search for talented candidates, candidates hold a wider range of options, which means a stronger hand at the bargaining table. Why So Much Expansion in IT? There are several reasons why IT hiring seems to be on fire, and some of these reasons vary by industry. In healthcare, for example, IT pros are in rising demand as new regulations like the Affordable Care Act shift into place and patient records become more portable and accessible. These changes mean an increased need for data security and also updated infrastructures to manage patient health information. In other fields, from finance to manufacturing, baby boomer employees are heading into retirement in waves, leaving companies struggling to replace them and looking for ways to transfer institutional knowledge to the next generation. In the meantime, a growing interest in mobile accessibility and cloud computing are taking businesses by storm, and managers are rushing to provide their clients and customers with company information via mobile phones, apps, and tablets. In-Demand IT Skills If you have the IT background to help employers handle the challenges above, your skills are becoming increasingly valuable. At this point, employers seem most interested in IT candidates who can: 1. Understand, maintain and update data security infrastructures 2. Help company leaders choose internet access and data management providers by comparing costs and plans 3. Help companies mobile optimize their websites and marketing platforms 4. Build new mobile applications from the ground up. If you possess any of the skill sets listed above, employers are waiting to hear from you. Make sure your background in these areas features prominently in your resume and other aspects of your job search strategy. For specific help with this process, make an appointment with the Seattle IT staffing experts at Pace.

Take Your Financial Resume from Good to Great

by Jeanne Knutzen | August 14, 2013

0 Blog, Finance/Accounting Roles temp agencies in seattle, temp agencies seattle, temp agencies seattle wa, temp agencies seattle washington, temp agency seattle

You know your financial resume is fairly strong. Your education is complete, your track record of previous positions is fairly strong, and for the most part, your accomplishments speak for themselves. But here are a few additional moves you can make that can help you outshine your equally qualified competitors. Add these to your job search strategy and your interview invitations will start to increase. Raise your Financial Resume to the Next Level 1. Develop a branding statement. In the world of marketing, this is also sometimes called a “value proposition”. This is a simple, concise, and clear summary of the contributions you can offer to a potential employer that no other candidate can. This statement should be less than five lines ling and should appear at the top of your resume, just under your contact information. Before you begin to write and draft your statement, think carefully about what you do best and how your unique skills align with this specific employer’s needs. 2. Incorporate your own voice. Your resume and cover letter give you a chance to list and show off your credentials, but they also give you chance to share something about who you are as a person and what you’re like to work with. Don’t sacrifice your personality in the pursuit of a robotic, “professional” tone. As you search for work in the financial field, write (and speak) in a high, polished register, but be yourself. 3. Focus on keywords. Read carefully through the job posting for the position you’d like to purse. Are there any specific phrases that stand out or are used more than once? Does the list of required credentials contain specific certifications and areas of experience? If so, list these things in your resume using the exact phrases and wording that are written in the post. If these employers conduct a keyword search to pull your resume out of a database, these are probably the phrases they’ll use. 4. Quantify your accomplishments. As you list your strongest skills and accomplishments in your work history section, add numbers wherever you can. If you developed a new data management system or exceeded your call quotas, make sure you quantify the revenues raised for the company or the degree to which you surpassed your goals. Numbers make your claims easier to visualize, easier to understand, and easier to remember. If you are looking for temp agencies in Seattle, or looking to improve your financial job search, make an appointment with the Seattle financial staffing experts at Pace.

Skills Needed for Healthcare Administration

by Jeanne Knutzen | August 7, 2013

0 Blog, Healthcare Staffing healthcare jobs in seattle, healthcare jobs in seattle wa, healthcare jobs seattle, healthcare jobs seattle wa, healthcare jobs seattle washington

Do you have what it takes to launch a fulfilling career in healthcare administration? In addition to a bachelor’s degree (minimum) in healthcare policy or business, healthcare administrators also need high levels of skill in a few general areas, including communication, critical thinking, social savvy, and analytical reasoning. By the time they’re ready to step into a leadership role in any healthcare facility (including hospital, private practice, or clinic), healthcare administrators should be able to competently handle the tasks below. The Challenges Faced by Healthcare Administrators 1. Defining leadership style. As a healthcare administrator, you’ll need to understand how your specific leadership style works and you’ll need to know how to use this style to overcome the issues your facility and teams will face on a daily basis. Years of careful research conducted by sociologists and management experts have led to the conclusion that leadership styles are distinct and recognizable. The better you understand your own, the better your teams will respond to your direction. 2. Understanding legal regulations. Healthcare administers aren’t lawyers or policy makers, but their facilities are bound by regulations that are complex and constantly evolving. Successful administrators know how to interpret the regulations of HIPPA, for example, or the Affordable Care Act, and they know how to keep their facilities compliant. 3. Communicating clearly and effectively. As an administrator, your words will have a powerful impact on a wide range of stakeholders, from employees to patients to shareholders to community leaders. You’ll need to speak and write well in order to get your messages across. 4. Continuing your own education. Strong healthcare administrators maintain an ongoing interest in education, and they’re always learning new things about healthcare policy, healthcare leadership, and advances in clinical care. The most successful healthcare administrators are those who search for new ways to use technology to the advantage of the facilities they manage. As a healthcare leader, you’ll need to stay tuned in to new technologies and their potential to improve patient outcomes and strengthen the financial footing of your organization. If you can keep your teams motivated, your facilities compliant, and your patient satisfaction levels high, then you’re certainly on track to managing a successful healthcare organization. For more on how to set meaningful goals for both your facility and your own career, reach out to the Seattle staffing experts at Pace.

Engage Potential Candidates

by Jeanne Knutzen | July 23, 2013

0 Blog, Human Resource Roles 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 Blog, Finance/Accounting Roles 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 Blog, 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 Blog, 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.

The Search for a Great Recruiter

by Jeanne Knutzen | June 28, 2013

0 Blog, Human Resource Roles job offer letters, job recruiters seattle, Qualities Of Great Recruiters, recruiters in seattle, recruiters seattle, recruiters seattle wa, Seattle Staffing, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle Temporary Staffing, Seattle WA Staffing, Staffing In Seattle, The Search For a Great Recruiter, What To Look For In A Recruiter

A sharp, highly experienced recruiter can be an invaluable member of your hiring team. And establishing an ongoing relationship with a well-connected recruiting firm may be the best hiring move you ever make. But even as your recruiters head out into the world to represent your company and help you find the strongest candidates, you’ll still need to screen and select those recruiters based on your own specific staffing needs. So how can you identify the recruiters and firms that are likely to bring the best results? Here are a few signs to look for before you make a commitment. 1. Great recruiters are great listeners. Your positions come with very specific requirements and skill demands, and in order to understand these requirements, a recruiter has to possess a basic understanding of how your company works and how each position contributes to the larger picture. When you sit with your recruiter and explain a specific role, does he or she listen closely, ask the right questions and remember details accurately? 2. Great recruiters are well connected. They’re socially savvy, tech savvy, and have wide professional networks at their disposal, both online and off. They’re an active presence at industry events, they have long lists of contacts and vast online footprints, and they’re known and respected wherever they go. 3. Great recruiters are experienced. The best staffing and recruiting firms have been in the business for a few years and have had plenty of opportunities to get the lay of the land. They’re also staffed with seasoned recruiters who can share with each other what they’ve learned. A team of five recruiters with an average of ten years in the field should amount to a firm with fifty collective years of experience. 4. Great recruiters can tell the difference between “impressive” and “relevant” credentials. They know how to weigh technical skill sets against qualities like adaptability and resilience. They know that “fit” often matters more than any other quality, and they know how to spot red flags and investigate them further in order to protect their clients from expensive mistakes. 5. Great recruiters use proven methods. They rely on efficient phone screening techniques, first round interviewing models, skill testing, and background checks to separate the best candidates from the rest of the pack. 6. Most important, great recruiters are fast and accurate communicators. When employers need them, they’re there. They answer messages quickly, source and screen applicants on tight deadlines, and make the needs of their clients a top priority. If you’re looking for a top-notch Seattle staffing team, arrange a consultation with the experts at Pace. We can help you find the right people with the skills you need to move your company forward.

When It Comes To Purchasing Staffing Solutions – Words Matter

by Jeanne Knutzen | June 27, 2013

0 About Staffing Agencies, Agency Pricing Practices, Blog, Flexible Staffing Strategies, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS get connected

What you call your flexible worker makes a difference in what vendor you talk to, how much you pay, and what you can expect! Here's why.... … Read More »

In Pursuit of Accountability

by Jeanne Knutzen | June 26, 2013

0 Blog, Human Resource Roles Contract Employees, Fearless Leadership, Loretta Malandro, Managers, PACE Staffing Network, Seattle Staffing, Seattle Staffing Industry, Seattle Temporary Staffing, Temporary Employees

Despite the countless management and leadership books written about the virtue of accountability, according to most employees there are significant gaps between management’s knowing and doing when it comes to accountability. Most employees don’t rate their organizations highly in terms of their ability to hold individuals or teams accountable. While they believe they are personally accountable, they don’t always believe that others in their organization are held to the same “high” standards. Well intended managers can oftentimes fuel these perceptions. Excuses like “they’re new to the job,” or “I probably wasn’t clear in my directions,” can sound more like “permission” to underperform or the avoidance of a difficult conversation, than the commitment to fairness it might otherwise represent. The opposite track, an organization being too quick to act or terminate an employee whose results are off target (i.e. “John’s outcomes are awful. He needs to go,”) can often keep a team from looking at larger issues in market conditions or organizational performance that aren’t about John’s performance. Additionally, a manager who is slow to coach and fast to terminate can erode an organization’s commitment to its employees. Management 101 teaches us that by helping our employees to become more accountable, we make our teams more productive. The opposite is also true. When management drifts away from the habits of “accountability,” a culture of finger pointing, blame, and gossip often takes hold. Issues in productivity and outcomes, almost always follow. Unfortunately, individual managers—senior, middle, and entry level leadership roles—don’t always understand their personal role in an organization’s “accountability culture.” While most managers believe they do a good job of holding their team members accountable, it’s sometimes difficult to see how others are doing the same. When the going gets tough and results are off target, even high performing managers can look to “others”—a better resourced competitor, an underperforming colleague, an overly demanding customer, or an insensitive senior management—as the reason for their own subpar outcomes.  Anytime a manager takes their eyes off their own performance and looks for explanations of outcomes outside themselves, the organization’s “culture” of accountability suffers. In her book Fearless Leadership, Loretta Malandro, PhD., says that, for a business to create an accountability culture management accountability must be 100 %—each manager must become “personally accountable for their impact on people, even if others accept zero accountability.” Dr. Malandro is clearly stating the management challenge; it always has to start within. Managers also need to understand that the drift in an organization’s accountability culture typically happens slowly, then suddenly. While accountability is an intellectually simple concept, in reality it is both emotionally and behaviorally complex. For managers who take their mission to develop people seriously, they must find that just-right balance between holding people accountable and empowering them to make mistakes. Their goal is to help employees work from their strengths, while making sure their weaknesses don’t knock them over. Even a well thought out decision to terminate an underperforming but high impact employee, requires careful organizational planning that almost always involves others—which means that many accountability decisions can’t be made in a vacuum, outside the context of the team and its customers. This is a long way of saying that the balancing acts that in their aggregate reflect how you or your company is managing “accountability” are as easy and straight forward as others would like. It is my belief that a fully accountable culture represents an aspirational vision that is rarely fully achieved, but can produce a whole lot of small but “made a difference” successes along the way. So how do individual managers go about creating a culture of accountability? We have a handful of suggestions, starting with a good reflection of where you are now. Go through some of the checklists we’ve provided below and rate yourself on a scale of 1 -5—with 5 being the highest of the rankings and 1 the lowest. How are you managing your own team?

Self-Rating

1. CLEAR EXPECTATIONS. Does each team member know specifically what is being expected of them? How their work will be measured and/or evaluated?
2. ONGOING, HONEST FEEDBACK. Do team members regularly get all of the metrics and/or the feedback they need to evaluate their own work? Do they know at all times how I am viewing their work and outcomes?
3. ADDRESSING PERFORMANCE ISSUES. Do I follow up quickly to work more closely with team members whose results are off target? Do I listen carefully for obstacles, and coach them on ways to overcome them? Do I have clear processes in place to make sure that any potentially job threatening issues are escalated clearly and appropriately?
4. INDIVIDUAL DEVELOPMENT. Do I manage each member of my team as an individual, setting individual performance goals and avoiding comparisons with other team members?
5. PLANNING AND FOLLOW UP. When my team and I are discussing options, do I follow up to make sure what work needs to be done and by whom? That my priorities are clear? Do I regularly follow up on promised deadlines or benchmarks so that I physically inspect work in progress to ensure that each team member is completing work as promised?

Total Score

  How are you conducting yourself as a company leader?

Self-Rating

1. PERSONAL ROLE MODELING. When things go wrong, do I walk the talk of personal accountability—avoid making excuses or blaming others over explaining myself? Do I personally model my own “empowerment; engaging my team in ways to overcome obstacles, solve problems,   and make progress?
2. COACHING. DEVELOPING OTHERS. Do I spend enough time coaching others to success, avoiding   getting disappointed or angry when a team member doesn’t “get it?” Do I look for ways for my employees to work from strengths, even if that means some adjustments in how work gets done?
3. TRANSPARENCY. Do I make sure I always work from a plan, making my personal contribution to company goals transparent to my boss and colleagues?
4. WORD CHOICES. Do my word choices set a tone with the team and others of “positive problem solving” around things we can control, rather than focusing too heavily on issues and obstacles we can’t?
5. TEAMMEMBER SUPPORT. Do I always communicate in ways that demonstrate my respect for others, my ability to find value in “different” people, talents and perspectives? Do I avoid conversations with team members or colleagues that are more about gossip than problem solving? Do I listen when issues are brought forward, but avoid lengthy discussions about another team member’s performance?

Total Score

  Are you avoiding the assumptions that can erode the habits of accountability?

Self-Rating

1. Good team members always understand what’s expected of them. Am I mindful that clarifying expectations is an ongoing process?
2. Good team members will automatically self-correct. When a mistake is made or a ball dropped, do I help others determine what they will do differently next   time?
3. Everyone knows what I do/what I’m accountable for. Do I demonstrate daily the transparency in my own work that I want from others?
4. Everyone knows what changes need to be made now. How often am I communicating about change, and what we need to be doing differently?   How clear am I about my team’s priorities?

Total Score

  Accountability is an important element in the work we do to help our clients find and place the right employee for each request we fill—either for a job candidate to be hired by our client directly, a short term temporary or contract assignment, or a complex project level assignment involving full team engagement. We always want to know what each of our employees is accountable to produce—what outcome our client needs them to achieve. One of the important side benefits of “temporary” workers is that their accountabilities can generally be defined in simple terms, “achieve this result in this way, ” but the degree to which our customers can spell out these simple statements, the greater the probability that our employee will perform as expected. Our client’s chances for a successful temporary or contract assignment are directly impacted by the quality of information they can provide to all of their employees up front about their business (the context) and their expectations (the deliverable). NancyWe also encourage our clients to provide their temporary and contract employees with timely feedback relative to those expectations—as early in the assignment as possible and as ongoing as is needed. Many issues in employee performance, particularly in temporary or contract roles, stems from the employees not clearly understanding the client’s expectations. Keep in mind many temporary and contract employees go from assignment to assignment with their client’s expectations changing at each assignment. Early course corrections to clarify your expectations can make a huge difference. If you’d like to discuss any of these editorial comments, feel free to contact me at nancys@pacestaffing.com. I’m Nancy Swanson, Vice President of Partnership Development for the PACE Staffing Network.      

Qualifications for Your Financial Team

by Jeanne Knutzen | June 21, 2013

0 Blog, Finance/Accounting Roles Financial Qualifications You Need, financial staffing seattle, Hiring Financial Staff, Hiring Your Financial Team, Seattle Staffing, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle Temporary Staffing, Seattle WA Staffing, Staffing In Seattle WA

As your business expands and your market footprint begins to grow, the size of your staff will need to keep pace. Hiring demands will pick up across all aspects of your company from production to customer outreach, and your financial department will be no exception. While you may have handled most of your accounting needs on your own during the early chapters, this just isn’t realistic beyond a certain stage. You’ll eventually need a CPA to manage to your tax responsibilities, a book keeper to monitor your revenue streams and cost centers, and eventually a controller to make sure your shareholders understand what’s happening behind the scenes. What kinds of traits and skills should you be looking for as you move forward with your financial hiring process? Keep these considerations in mind. Chief Financial Officer A CFO manages and oversees all aspects of your company’s financial operations. From keeping costs under control, to improving efficiency in processing, to monitoring all financial reporting, the CFO holds final accountability for this aspect of your company. There are no specific qualifications or licensing requirements for CFOs, but this should be a person you trust as a money manager and also as a leader. He or she should hold a four year degree in business management or finance—at the very least—and should possess exceptional leadership and communication skill. Certified Public Accountant Your CPA is the person who will ensure that your company functions in accordance with state and federal regulations, which include tax payment and filing issues. Since CPAs interact directly with the government and the legal system, they’re required to abide by strict licensing and certification requirements that vary by state. Before you consider any candidate for a CPA position, make sure he or she holds these credentials and ideally has some experience with your specific type of business (LLC, partnership, sole proprietorship, etc). Controller Your controller will handle all your company’s issues related to financial reporting. These will include shareholder communications, long term business forecasting, and budgeting. A controller should possess an MBA or a four year degree in finance or accounting. Advanced CFA, CMA or CPA certification suggest an additional measure of competence. In addition to the positions listed here, you’ll also benefit from the skills of an advanced accounting staff and at least one book keeper, an entry level employee who keeps track of sales figures, invoices, and operating expenses. For specific guidance as you begin the recruiting process for each of these roles, reach out to the financial staffing experts at Pace.

Get Ready for your Healthcare Video Interview

by Jeanne Knutzen | June 7, 2013

0 Blog, Healthcare Staffing healthcare jobs in seattle, healthcare jobs in seattle wa, Healthcare Staffing In Seattle, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle Temporary Staffing, Staffing In Seattle, Staffing In Seattle WA, Video Healthcare Interviews

Video interviews are becoming a mainstream way for companies to streamline their hiring process. As the ease of video conferencing increases, healthcare employers are saving money and time by cutting back on in-person interviews, especially during the first round of the selection process. Simply asking a candidate for twenty minutes of online conversation reduces countless energy, cost and travel time for both the company and its applicants. But as it happens, online capability often means shorter notice when interviews are scheduled. While traditional interviews usually involve a few days of prep time, employers often schedule online meetings within 24 hours. So if you have only one day to prepare for your meeting, what can you do to make sure you’re ready? Try these steps.

1. First, make sure you have the right equipment. This includes a working, reliable webcam and all the necessary software you’ll need to establish a connection. Ask the employer if there are any specific programs you should have access to, like Google or Skype, and do all the downloading and installing you need to do right away.

2. Then set the stage. Make sure your backdrop is appropriate, clean, professional and not too cluttered. A simple blank wall will work fine. And pay attention to lighting. Arrange the lamps and natural light in the room to highlight your best features and factor in the time of day when the interview will be taking place.

3. Choose your outfit. A suit, nice blouse, or simple dress will usually do for an interview setting. Just make sure everything is clean and wrinkle free.

4. Plan for contingencies. Arrange child and pet care so you are not distracted. While you’re at it, make sure your neighbors, friends and family know not to stop by and ring the doorbell. Silence the ringer on your phone and anticipate any other potential distractions.

5. Focus on poise, just as you would during an in-person interview. Make sure you direct your attention toward the camera, not the screen. It may seem strange, but this will feel more like “eye contact” to your viewers, even if it doesn’t feel that way to you. Don’t make your interviewers talk to the side of your face or the top of your forehead.

When you’re finally ready for your moment in the spotlight, complete a dry run with a friend or family member to make sure everything is working as it should. Then use your final hours to conduct a little more research on the company and get some well-deserved sleep. Meanwhile, check in with the staffing experts at Pace for any questions about your healthcare job search.

Summer Hiring: Are You Ready for a Fun But Unpredictable Staffing Season?

by Jeanne Knutzen | May 28, 2013

0 Blog, Human Resource Roles staffing resources in seattle, staffing resources in seattle wa, staffing resources seattle, staffing resources seattle wa, summer hiring trends seattle, summer hiring trends seattle wa

Summer is upon us. And if you haven’t started thinking about what this season may mean for your staffing needs, now’s the time. If your workforce is like most, you’ll need to prepare for some of these contingencies and events:

1. Academic cycles. The ebb and flow of the calendar year may not mean much to employees above a certain age, but for students, the demands of the school year come first. When your summer help said good bye in the fall, some of them planned to return the following year, and some of them didn’t. Most of them were probably unable to make a commitment at that point. So you may see them again, but you may also need to hire and train a completely new staff. The experts at Pace can help with this process.

2. Vacation planning. Summer is vacation season, so if you provide your employees with two weeks per year to hit the road, chances are several of them will want to leave during June and July. Hopefully these absences won’t overlap in a way that slows your productivity, but if this happens, you may need temps and contingent workers to fill in. Contact our office for details about our fast and accurate short-term hiring strategy.

3. Over and under-staffing. The summer can have an impact on any business model, even those that don’t seem cyclical. Some companies slow down during the season, and some experience a maddening rush. And both over and under-staffing can be very expensive for business owners. Make sure you don’t have extra hands sitting idle in your workplace or overstressed employees burning out and making mistakes.

4. Illnesses. Summer is an outdoor season, and with active lifestyles come everything from bad sunburns to waterskiing injuries to post-Memorial Day hangovers. Make sure a rash of unfortunate incidents won’t leave you and your customers high and dry.

Whether you need last minute fill-ins when your team comes down with a "summer bug" or if you'd like to take a proactive approach to planning for upcoming employee vacation time or other seasonal demands, PACE Staffing can help. Contact the Seattle staffing experts today!

Avoid These Financial Resume Mistakes

by Jeanne Knutzen | May 21, 2013

0 Blog, Finance/Accounting Roles Avoid These Financial Resume Mistakes, Avoid These Resume Blunders, financial jobs seattle, Financial Resume Mistakes, Seattle Staffing, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle Temporary Staffing, Seattle WA Staffing, Staffing In Seattle

Mistakes like the ones listed below can spell trouble for any resume, regardless of your industry or the specific position you’re looking for. But in the financial world, these are especially common and can cause disproportionate damage to your candidacy.  Before you attach your resume to your introductory message and click send, make sure you aren’t guilty of any of these blunders.

1. No reference to your target company’s primary product or financial instrument

If you’re looking for a position in financial advisory services, your employers will want assurance that you understand how their specific market works. Whether they deal in futures, equity funds, securities or ETFs, your record will need to show some experience in this core area. If you don’t have this experience, you’ll have to emphasize your other credentials. But if you do, make sure this information comes through clearly.

2. Emphasizing “impressive” credentials over relevant ones

If you need to organize your work history section according to relevance rather than chronology, that’s fine. If you decide to stick with a chronological layout, that’s fine too. But remove irrelevant positions from the line up if they stand in your way or confuse the issue. This will clear away the clutter and allow the important parts of your background to shine.

3. Excessive or inappropriate use of buzzwords and jargon

The financial field is loaded with insider terminology and acronyms, which are perfectly acceptable when they’re necessary. But unfortunately, this field is also crowded with buzzwords, empty terms, and business-sounding nonsense. And this latter category can spell death for a resume, especially at the entry level. Get to the point, be clear, and if you find yourself using empty self-descriptive terms like “change-driver” or “success-driven”, stop and rethink. Be specific. Say things about yourself that don’t also apply to everyone else in the world.

4. Any attempt at spin, smoke throwing, or exaggerations

Any attempts to hide or cover up previous job losses by manipulating employment dates are a bad move. So are exaggerations, especially those referencing the number of people you managed, the revenue your brought in for previous employers, or the projects that you may or may not have completed single-handedly.  Experienced employers can factor your age and other telling details into a realistic assessment of what you’ve actually done. Stick to the facts and you’ll be fine.

5. Sloppy or weak command of the language

Communication skills are vital in the finance industry, so an articulate resume with smooth transitions from one thought and point to the next will earn respect. Choppy, confused statements and clumsy phrasing will do the opposite.

For more specific guidance and editing help with your financial services or accounting resume, reach out to the Seattle staffing and job search experts at Pace.

A Day in the Life: Healthcare Administration

by Jeanne Knutzen | May 14, 2013

0 Blog, Healthcare Staffing A Career In Healthcare Administration, Entering Healthcare Administration, Healthcare Administrator, healthcare administrator jobs in Seattle, Healthcare Administrators, Healthcare Staffing In Seattle, Seattle Staffing, Seattle WA Staffing Agencies, Seattle WA Staffing Agency, Staffing In Seattle, Temporary Staffing In Seattle

While physicians, RNs, surgeons, and orderlies are darting around a busy hospital focused on caring for their patients, how do they know who’s responsible for what? Who takes care of the work schedules, management issues, orders, billing, financial matters and policy decisions that allow the hospital to function? Who handles the hiring, firing, budget allocations and business transactions that support the financial health of the clinic and the actual health of its patients? This responsibility falls to the healthcare administrator, a hardworking, well respected member of the industry. This person directs everything that takes place within the clinic or healthcare facility, and she usually holds a master’s degree and several years of experience in a management setting. This position is perfect for those who would like to play a key role in healthcare but aren’t necessarily looking for hands-on treatment responsibilities in clinical environments. If healthcare administration sounds like an ideal career for you, enter the field by making the following moves. Entering Healthcare Administration: Four Steps

1. Learn as much as you can about the field. For starters, it may be useful to know that this profession is in very high demand, and the number of available positions is expected to grow to about 100,000 by 2016. Inquire into your social network to find out who can connect you to an experienced healthcare administer (or administrators).  Once you have a list of names, set up informational interviews with these people to ask for guidance and advice.

2. Earn an undergraduate bachelor’s degree from a reputable, accredited university. Choose a major related to health policy, public health administration, business administration, biology, biochemistry, or any of the life sciences.

3. Pursue a graduate education. While some entry level healthcare admin fields don’t require more than a four year degree, most employers expect candidates to hold at least a master’s degree in public health administration or health policy. To gain access to a reputable graduate program, you’ll need to make sure your coursework, GRE scores, and recommendations are strong.

4. Survive graduate school without burning out. And while you’re working hard and gaining the support your need to pass your exams, make sure you’re also establishing a professional network. Earn the respect of your colleagues and professors, actively seek exposure to professional settings through part-time work and internships, and make contact with anyone in the field who may be able to help you when you’re ready to graduate and start looking for work.

When it’s time to step onto the job market, gather all the resources you need to hit the ground running. A professional staffing agency can be a great place to start. If you are looking for healthcare administrator jobs in Seattle, reach out to the employment experts at Pace for the connections, tools and job search tips you’ll need to get ahead.

Technical Interviews: Make the Most of the Process

by Jeanne Knutzen | May 7, 2013

0 Blog, IT Staffing IT development jobs seattle, Make The Most Of Technical Interviews, Respond To Technical Interview Questions, Seattle IT Staffing, Seattle Staffing, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle WA Staffing, Technical Interviews

Technical interviews are a common part of the job selection process within fields that demand programming skill. While no responsible hiring manager bases an entire hiring decision on technical questions alone, they nevertheless provide employers with a few key insights into a candidate’s readiness, insights that can’t be drawn from a resume, a cover letter, a work sample or a set of questions dealing with personality and behavior. Technical interview questions may begin with a candidate being handed a marker and a whiteboard and asked to solve an algorithm problem. Candidates might be asked to write the binary search algorithm or write code that will rotate an array in place without requiring additional memory. Sometimes candidates will be asked to find the longest palindrome in a string, or solve troubleshooting problems. The First Rule of Technical Interviews: Keep a Cool Head The entire concept of a technical interview often upsets, intimidates, or makes candidates feel a little resentful. After all, most experienced code writers and programmers know that when these problems arise on the job, the answers can easily be looked up. Even the most talented and experienced employees don’t usually carry these solutions and algorithms around in their heads. But when employers ask these questions, they aren’t just looking for straightforward answers. In fact, simply pulling the solution out by rote or from memory won’t really do anything to win them over. Instead, interviewers are presenting these questions in order to expose a candidate to a real world problem and observe the steps she takes to break the problem down and find a solution on her own. So the best way to prepare for this kind of interview won’t come from memorizing every possible answer to every coding problem imaginable. Instead, candidates should keep a cool head and call upon their experience, basic logical ability, and reasoning skills. Prepare for your interview by practicing with a friend, preferably a friend with some relevant technical experience. And remember that even if your potential employers put you on the spot by presenting you with real-time coding problems, they’ll balance your response to these questions with the details of your entire profile. If you looking for IT development positions in the Seattle area, contact the staffing experts at PACE today!

Full Time Employees or Outside Consultants? The Benefits and Drawbacks of Each

by Jeanne Knutzen | April 30, 2013

0 Blog, What's New in Staffing? Full Time Employees Or Outside Consultants, Seattle Staffing, Seattle Staffing Agencies, Seattle Staffing Agency, Seattle WA Staffing, staffing agencies in seattle, Staffing And Hiring Decisions, Temporary Staffing In Seattle, The Benefits Of Outside Consultants

Non-standard working arrangements between employees and the companies that hire them are on the rise. At this point, data suggests that about 30 percent of employer-employee working arrangements in the U.S. fall outside the traditional 1099 model defined by details like eight hour days, onsite task completion, taxes directly withdrawn from paychecks, and employer-provided health insurance. And this number appears to be growing rapidly. As you staff your open positions and search for the most efficient ways to pair workers with vital tasks, how can you decide between traditional employment contracts or consulting agreements with independent providers? Here’s a quick list of pros and cons that can help you move forward. Salary Costs You’ll usually need to pay your outside consultants more per job/hour/project than you would pay a full time employee. But there are several benefits you’ll receive in return for this increase. For example, consultants don’t need to be paid between jobs or kept on board during lulls in your business cycle. They typically show up, provide the skills sets needed, and then move along to the next job when company demand scales back. And they don’t require standard benefits like health insurance and retirement savings plans. In the long run, the amount you save on HR costs, benefits, hiring expenses and the stability that shelters an employee from market highs and lows will equal the extra amount you pay the consultant for his or her services. Skill Sets Consultants can usually offer a higher level of a specific required skill than you may find among your full-time employee pool. So they’re usually called upon to tackle work that’s time critical, skill specific, or too complex for companies to complete themselves. Because they make a living this way, consultants are wise to continually and aggressively build new skill sets, unlike employees who may be less motivated to personally investigate new corners of the industry. But at the same time, employees offer years of experience within their own areas, and they possess intangible institutional knowledge that consultants don’t have. Tax Complications Employers are responsible for deducting all applicable taxes from the paychecks of their traditional employees, which may include federal taxes, unemployment insurance, social security, and state and local taxes. This can add bureaucratic hassle to the full-time staffing process, while outside consultants don’t require this service, since they typically handle tax issues on their own. But again, the more labor and energy the consultant puts into a specific job, the higher the rate he or she can charge an independent employer. And employers will still need to collect W9 forms from consultants and report their earnings to the IRS. This list of pros and cons is by no means comprehensive, but the choice between traditional vs. non-traditional hiring contracts can mean the difference between success and failure for companies with narrow margins. So don’t face these challenges alone. Hiring a full-time or temporary employee can be beneficial to your business. Before you make your decision, reach out to the Seattle staffing and employment experts at PACE. We have the resources and network to help you manage your staff and draw in new talent.

Your 1099 Employees – Avoiding the High Costs of Misclassifications

by Jeanne Knutzen | April 24, 2013

0 Blog, Human Resource Roles, What's New in Staffing? 1099, 1099 workforce, Independent Contractors, PACE Staffing Network, Seattle Staffing, Seattle Staffing Agency, Seattle Temporary Staffing, Temporary Staffing, Workers Compensation

While companies who have effectively used independent contractors to provide quick and easy access to specialized talent or consulting expertise are often considered amongst our most nimble, some of these same companies have recently found themselves facing hefty bills for back taxes, or complicated law suits stemming from workplace accidents or injuries involving a member of their 1099 workforce. Here’s the deal, if the IRS determines that a worker originally considered “independent” was actually an employee, companies can find themselves liable for unpaid Social Security, Medicare, and Unemployment taxes. The IRS couldn’t be clearer, they see “employee misclassification” as a source of hidden revenue, and has budgeted several billion dollars to “identify and prosecute” employee misclassification issues. But unpaid taxes aren’t the only risk associated with the 1099 workforce. Additional issues have developed around workplace accidents where, because a worker was classified as an independent contractor and not covered under the employer’s Workers Compensation policies, the employer was not protected from the limited liability provisions of Workers Compensation and found themselves sued for double and triple damages. A nuance in Washington State law is that employers who use Independent Contractors are required to pay the Workers Compensation insurance and the state’s SUTA tax on hours and dollars paid to their 1099 workers. Not all states have this provision, nor do all employers in the State of Washington abide by this little known component of our state law. Bottom line, employers are at risk of incurring serious damage costs from a workplace injury by an “independent contractor.” One of the confusions we have seen employers make regarding their use of “independent contractors” stems from the mistaken notion that if the “contractor” is legal, meaning they have a business license or legitimate UBI (tax ID)  number, then they automatically pass the “test”, and can be considered “independent”.  The IRS, on the other hand, makes it clear that the “legality” of the claim of independent contractor status lies with the nature of the work to be performed and the degree of control the employer has over how and when it is performed.   The IRS offers several tests an employer can use to determine a worker's status:

  • The degree of control over the worker’s behavior, which addresses the extent to which an employer controls the work performed. The more control an employer has over how a worker performs the work—specifying where, when, and how the work is done—the less likely the worker will be considered “independent.” Employers who place their independent contractors on work teams with required hours of work, mandatory attendance at meetings, required collaborations around work products, etc., often put an independent contractor at risk of being re-classified as an employee, subject to all the provisions and benefits available to an employee.
  • The degree of control over a worker's financial opportunity, which relates to how a worker gets paid for the work performed or reimbursed for the costs they incur in performing the work. The more control an employer has over a workers total source of income, the less likely that worker will be considered “independent.” An agreement to pay a regular wage/salary for example, can be just as suspect as is an agreement to pay a worker hourly, but with an estimated work schedule of 40 hours each week. Work agreements that tie a worker to an employer who then becomes their sole source of income, suggests a less than “independent” relationship with that employer. A related financial consideration is how much personal investment the worker has in the tools they use.  Are they using their own tools/equipment or the company’s tools/equipment?
  • The type of relationship that is formed between worker and company, oftentimes construed as the exclusivity of the relationship, or the duration of the work commitment. Case law around the permanency of a relationship suggests that work assignments intended to last six months or longer better support the notion that a worker is an employee, compared to shorter term work arrangements. A related factor is whether or not the worker is free to pursue other business opportunities during the term of their agreement to provide their personal services to a company. If an employer is asking or assuming someone will work 40 hours/week on their behalf, it is hard to make the argument that they are free to pursue business opportunities elsewhere.
Unfortunately, case law on the use of these IRS tests to determine employee or independent status is riddled with inconsistent outcomes, making it hard for businesses to make quick, definitive classification decisions. An employer who wants to fully protect themselves can file IRS Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding. The downside, it often takes several months to get a response on a particular request. In light of the growing number of state or federally generated tax audits, we are seeing more and more companies who have historically relied on independent contractors for specialized work in the IT, engineering, or other professional services areas now looking differently at that staffing solution. Some companies have elected to hire these workers directly; others have elected to end long term relationships with 1099 contractors, sometimes leaving significant expertise holes in their organizations. A third option involves a new category of staffing service that allows an employer to continue to utilize their highly valued but flexible 1099 workforce, while avoiding the legal or financial risks being created by the revitalized audit efforts of state and federal agencies. The PACE Staffing Network now offers a full range of  Employer of Record services that can quickly and cost-effectively convert a client’s current 1099 workforce into a “legally compliant” W2 workforce without adding the additional costs normally attributed to a core workforce. The PACE Staffing Network regularly provides Employer of Record services to customers who are looking to optimize workforce flexibility, while avoiding the risk of unforeseen liabilities. For a complimentary discussion about how your company currently uses 1099 contractors and the options you have to mitigate the risk of misclassification, contact infodesk@pacestaffing.com.