Tag: staffing agencies in seattle

How do I Format and Draft a Job Offer Letter

by Jeanne Knutzen | November 26, 2013

0 Blog, Hiring.Best Practices, Human Resource Roles accounting staffing agencies seattle, staffing agencies in seattle, Staffing Agencies In Seattle WA, staffing agencies seattle, staffing agency seattle, staffing agency seattle wa

After weeks of careful sourcing, resume collection, conversations with recruiters, and a long, meticulous interview process, you’re finally ready to choose a candidate. And luckily for you, the choice is easy. Your final contender has it all: wits, drive, a strong work ethic, a pleasant attitude, and affordability. So now you need to make it over the final hurdle: presenting an offer she can’t refuse. And making sure she isn’t lured away by your competitors before her start date. Just to stay on the safe side as you draft your offer letter, keep a few tips in mind: first, retain two back up candidates so you can don’t have to start over if this one gets away. And second, remember that your letter is only part of the process. You also need to reach out to the candidate by phone, and you’ll want to stay socially connected with her between the date of the offer and the day she steps onboard. Try to prevent a change of heart by keeping her thoughts focused on a future with you, not her past with the company she’s leaving behind. Here are a few ways your offer letter can send the right message and accomplish this goal.

1. Be personable. The legal language of the letter is important, but give your words a personal touch, and make sure the tone is warm, welcoming, and enthusiastic. Make it clear that her arrival is considered an exciting and positive event, not just another bureaucratic item to check off a list.

2. If the offer will be contingent on anything, from a criminal background check to a medical exam, social media review, reference check, or blood test, make each of these items clear. Arrange them not in a block of text, but in a list of distinct bullet points.

3. Provide clear instructions to the employee regarding her next step. Will she need to sign the letter and return it by mail or email before a certain date? Will she need to contact the HR office by phone to formally accept the offer? Will she need to submit any additional material to deal with the contingency items listed above? These instructions should appear in the letter’s final paragraph, right before the close.

4. The terms of employment should be made clear in the letter. If this is an at-will agreement or a defined contract, include the terms in the letter or attach them in a separate document.

5. Summarize the insurance benefits associated with the position and clearly state the annual compensation.

The requirements and recommendations associated with your offer letter will vary with the position, the industry, and the laws in your state. If you are looking for staffing agencies in Seattle, contact us 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.

Prepare for a Changing Hiring Landscape

by Jeanne Knutzen | February 28, 2013

0 Blog, Hiring.Best Practices, Human Resource Roles Adjust Your Hiring Strategy For 2013, Hiring Strategy Challenges For 2013, Prepare For A Changing Hiring Landscape, Seattle Staffing, Seattle Temporary Staffing, Seattle WA Staffing Agency, staffing agencies in seattle, staffing agenciesi in seattle wa, Staffing In Seattle, Staffing In Seattle WA, Temporary Staffing In Seattle

In the world of HR and business management, every era brings a new set of exciting opportunities, and along with those opportunities come challenges unique to the age. 2013 is no exception, and savvy hiring managers are already looking for ways to adjust and streamline their approaches to candidate sourcing, and screening in the year ahead. Here are a few of the most important ways in which recruiters, managers and HR pros will need to adapt.

Prepare for the 2013 Hiring Landscape

1. Optimize Mobile Utilities

A few years ago the world started to go digital, and companies that ignored or shrugged off the arrival of the Internet age did so at their peril. Those who weren’t ready to launch websites and start thinking about SEO were swept aside, and online selling and marketing are now commonplace for almost every business model, product, and service. Now it’s time for the next step: taking web utilities and making them accessible by mobile device. If talented job seekers can reach you online, that’s great. If they can reach you from a mobile device while on the go, that’s better.

2. Match Skills with Positions

Workforce shaping and in-house training are becoming watchwords for the next decade. It’s no longer enough to simply hire smart young candidates brimming with potential. In a world of increasingly focused and narrow skill sets, you don’t need ambitious go-getters; you need Level 2 CNC programmers, licensed and certified technicians, designers, engineers, and artists who specialize in your tiny corner of the marketplace.

3. Cultivate a Pipeline

How far into the future does your long-term staffing plan extend? If your answer is “three years or less,” that’s no good. Get the most out of your existing talent by making sure your best employees have a place to go when they’re ready to advance. And if you have a position that’s likely to open up during the next few years, groom and train someone in-house; you’ll mitigate risk and save countless resources when that day arrives.

4. Use Visual Media

Visuals are fast becoming the most effective message delivery system to your pool of talented potential employees. Find a way to incorporate graphs, illustrations, videos and multi-media into your job posts and other targeted information, like the “careers” tab on your webpage. Every open position in the company should have its own frequently updated blog, and that blog should be heavy with visual media and visual messages.

For more information on preparing your hiring strategy for the challenges ahead, reach out to the Seattle staffing and HR experts at Pace. Our years of experience allow us to look into the future and see what’s coming, and we can help you do the same.

Dealing with Professional Adversity

by Jeanne Knutzen | January 30, 2013

0 Blog, Human Resource Roles staffing agencies in seattle, Staffing Agencies In Seattle WA, staffing agencies seattle, staffing agencies seattle wa, staffing agency seattle, staffing firm seattle, staffing firms seattle wa

 So you’ve had a rough day. Or maybe you’ve had a rough year. You fought hard for your promotion to management, but the reality of the position isn’t playing out as you imagined. Or maybe you fought hard for your new job, you celebrated the day you received an offer, and now you’d rather die than spend another day in this nightmare. Or maybe, like countless professionals these days, you weathered the ups and downs of office life until the day you didn’t, and now you’re out on your own doing whatever you can to make ends meet until you can get your career back on track. Whatever your position may be, it’s no picnic, and no crystal ball can assure you that things will look brighter by the end of the day, the week, or the even the decade. So what should you do? And how can you channel the optimism you need to carry you through this challenging chapter of your professional story?  Try these simple tips. Staying Optimistic During Challenging Times 1. Line up your role models. Many of the people who we consider paragons of “success” didn’t face an easy path on their way to the top. In fact, some of the most successful people in history struggled with crippling setbacks, disappointments, and episodes of uncertainty. Who are your adversity role models? Think of the person at the top of your list (either a famous name or a personal hero drawn from your circle of family and friends.)  Take a close look at this person’s life, and recognize that during his or her darkest periods, she was just as uncertain as you are about how the future would play out. 2. Stop negative thought cycles. One negative thought (or imagined worst case scenario) tends to lead to another. So when you feel yourself losing your footing and sliding into a dark place, recognize that this is happening and do three things: 1.) Stand up from your chair or change your physical position. 2.) Take three deep breaths in and out for a count for five seconds each. 3.)  Switch gears and turn your unrealistic negative fantasies into realistic positive ones. 3. Fail hard, and fail smart When you fail (which you will if you’re a human being), learn from the experience. But actually learn, don’t just surround yourself with cheerful sounding platitudes. The lessons your failure brings may not resemble the lessons you have in mind, or the ones you’ve absorbed from movies and TV. In fact, they may not look familiar at all and may be unexpected and utterly unique to your own life. Be quiet for a while and stay alert to the real lessons, the ones that will have meaning for you, and only you. When you face a rocky stretch of road, remember that you don’t have to navigate your situation alone. You can, but you don’t have to. Reach out to the career management and staffing experts at Pace for insight, perspective, industry news, job leads, and other information that can help you find your footing and move forward with confidence.

Accountants: How to Polish Your Job Search Strategy

by Jeanne Knutzen | January 23, 2013

0 Blog, Finance/Accounting Roles, INFO AND RESOURCES FOR JOB SEEKERS accounting jobs in seattle, accounting staffing agencies in seattle, accounting staffing agency in seattle, accounting staffing agency seattle, staffing agencies in seattle

While accountants have suffered from the recent economic slowdown just as much as professionals in other fields, laid-off accountants with great job search strategies don’t tend to stay on the market for very long. If you’ve recently been turned loose by your employer, dust yourself off and get back in the game as quickly as possible by keeping these considerations in mind.

Job Search Tips

1. Take on private work. If you specialize in tax management or any other aspect of the field that you carry with you, reach out to potential private clients while you search for a new employer in order to keep your track record current. Licensed CPAs are always in demand, so stay busy until you find a new full time position.

2. Don’t gather moss. If you need to take a few days to decompress and deal with the emotional aspects of your transition, do so, but don’t let your wheels start to spin. As soon as you feel up to it, start scanning your list of contacts on LinkedIn, Facebook and your private address book. When you see the name of someone who can offer you guidance and advice, pick up the phone and make a lunch date.

3. Get resume help. Of course you’ll need to update and polish your resume, but this time, get some real outside assistance. A professional resume editor can take you through the process, clean up the mistakes you can’t see, and provide vital perspective.

4. Think about expanding your range of options. If you see a job posting in another state, are you in a position to move? Make these kinds of decisions now, so you can buckle down later and keep your eyes and typing fingers aimed only at the realistic jobs you really want.

5. Get face time. A flawless resume might get your foot in the door, but even better, try to show up at the conferences and networking events where your potential employers may be making an appearance.

6. Reach out to others in the same position. Were you laid off with a large group of peers? If so, stay in touch and find ways to help each other. Share leads, ask for leads, and turn to one another for conversation and support when the going gets rough.

A layoff isn’t the end of the world, especially for finance professionals and certified CPAs, who are still in demand in many areas of the country. Just stay positive and keep moving and you’ll put this chapter behind you as fast as possible. If you are looking for accounting staffing agencies in Seattle, contact Pace for job search tips and a list of available accounting positions in your area.