How to Write a Great LinkedIn Recommendation

Throughout the years, many of us have the pleasure of working with great colleagues, bosses, or employees. In today’s digital era, many recruiters and HR managers do a great deal of scouting on LinkedIn and one of the areas they look at are a potential candidate’s recommendations. If you have had a positive work experience with someone, chances are, you are more than happy to write them a recommendation – but what should you write?

For many of us, sitting down and writing a recommendation for someone takes much longer than anticipated and deciding what to write is often the biggest challenge. Fortunately, writing a great recommendation for an outstanding colleague is not nearly as daunting as it may seem. If you want to publicly acknowledge someone for a job well done by writing a LinkedIn recommendation, follow these simple steps and you’ll have a stellar review ready in no time!

  • Describe your relationship. Provide some context around how you know the person and in what capacity you worked together. While your recommendee’s LinkedIn profile should cover the history of their work details, you will want to let readers know why you are qualified to be giving this particular person a recommendation and why your work relationship was a positive one.
  • Highlight their best trait. Think about the number one skill the person you are recommending does best or stands out to you the most and focus on that key attribute. If you have difficult choosing just one or two traits, do not be afraid to ask the person if there is anything specific they would like you to emphasize in your recommendation.
  • Give a solid recommendation. End your recommendation with a final line that makes it crystal clear that you give your contact a glowing review for a job well done! You do not need to go overboard here; short, sweet, and solid is your best bet.

Making sure your contact shines on LinkedIn is a piece of cake! If you keep your recommendation concise and focus on the work you did together and why you would recommend them, you will have a glowing LinkedIn recommendation posted and visible before you know it. Looking for great candidates of your own to fill your company’s vacant positions? Contact B. Loehr Staffing today to learn more about finding top quality job candidates on social media sites!

Using Upcoming Recruiting Trends to Your Advantage – St. Louis Job Seeker Tips

Are you looking for job opportunities in St. Louis?

2013 was undoubtedly an eventful year for job seekers and hiring professionals alike and 2014 shows no signs of slowing down. If you are currently job seeking or plan to make a career change this year, consider the following recruiting trends you will want to be aware of in 2014:

  • Timing is vital. The vast majority of companies hiring in 2014 hope to fill all of their new or vacant positions by late December with much of their recruiting, interviewing, and hiring activity occurring between August and October. Because time is of the essence in recruiting, it is extremely important for job seekers to begin early so they won’t miss out on potential opportunities.
  • Skills are trumping degrees. Earning a degree is important, however, recruiters are looking for skills and experience beyond what a degree alone can offer. The specific types of skills a job seeker possesses matters more while degrees are mattering less and less each year.
  • LinkedIn is necessary. More than ever before, employers and hiring managers are scouring LinkedIn to find and recruit potential job candidates. For recruiters, LinkedIn is an excellent resource for determining what talent is available, get a glimpse of their resumes, and discover who is or isn’t able to articulate their work well.
  • Never stop learning. Ideal candidates typically possess a wide variety of talents including problem solving, critical thinking, and strong communication skills. Employers also look for candidates who work with a sense of integrity, sustain professional relationships, and are eager to continue learning and advance their skillsets beyond simply completing a task or assignment.

As the job market continues to grow and strengthen, more opportunities will become available to job seekers in 2014. Understanding the strategies recruiters utilize gives job seekers an edge on better meeting recruiter expectations and becoming the best possible candidate for a position. B. Loehr Staffing takes pride in its recruiting and training processes to present the highest quality candidates for the best Saint Louis area job openings. If you are looking for job placement assistance in Saint Louis, contact Missouri’s number one comprehensive staffing resource at B. Loehr Staffing today!

4 Ways to Reduce Employee Turnover in St Louis

Employee turnover is something that every company has to deal with, no matter how successful the company is or in which industry it operates. To find out the cost of turnover go to the Resources page of our website, in the Client Toolbox are links to various turnover calculators. For companies operating in St. Louis, employee turnover can be reduced using the four methods outlined in this post.

Hire Correctly from the Beginning

One of the best ways to reduce employee turnover in St. Louis is to hire correctly from the very start. This means that you need to improve your screening process and vet candidates carefully. Many experts believe that this is the single-best method to reducing employee turnover at any company. When you take special care to screen your employees thoroughly you will find that many more tend to stick around for the long-haul.

Create a Positive Workplace

Your company needs to create a positive workplace in order to reduce turnover rates for employees. The best place to start is with your managers. They see your employees and interact with them on a daily basis. If they create a workplace that is free of negativity, then employees will be more inclined to stay with your company.

Part of this includes recognizing employees for a job well done, sending an congratulatory email when a project has been completed, or providing employees with an awards ceremony once per year.

Providing the Right Compensation Package

You will want to review your compensation package for all employee levels to determine if it is something that will keep them at your company for a prolonged period. The human resource department can provide you with current data for compensation and benefits within the industry so you know what you should be offering your employees. Consider adding in flexible scheduling and bonuses to entice employees to remain at your company.

Monitor Personal Needs of Employees

Our fourth tip is to monitor the personal needs of your employees in order to reduce turnover rates. This can include offering on-site day-care for their children or emergency day-care for their children. It can also include options for telecommuting or compressed scheduling. This can be done by the human resource department, which can then issue a report on what employees need while at work to management.

Contact the staffing firm in St. Louis of B. Loehr to discuss how your company can reduce its employee turnover rates today.

What Results to Present to Your Boss during Your Review

Chances are you can expect a performance review at your job on an annual or biannual basis. Although this review won’t carry quite as much pressure as your initial job interview, it will still have a significant impact on your future projects, professional relationships, daily tasks, and salary. Because of this, it is equally important to be as prepared for your performance review with your boss as you were for your job interview with the hiring manager.

Daunting as they may seem, performance reviews give employees and employers the opportunity to evaluate whether or not they are happy with each other and the current working situation. Your review will likely cover your initiative, attitude, problem solving, professionalism, and any other qualities that may be of value to your company and position. To make sure your performance review will be a rewarding experience for both you and your boss alike, prepare by putting together the following results to present:

  • Achievements. Think back to your first day on the job and everything you have achieved since then. Write down your most important accomplishments and include specific examples or results, just as you would highlight them on a resume. Quantify achievements when applicable.
  • Accomplishments. Try to get into the habit of keeping good notes about your accomplishments on the job. No one will pay closer attention to your work than you do, and your boss will want to know what you believe you have done for the company.
  • Agenda. Before entering your performance review, develop a detailed list of what you personally would like to cover during the review. This will allow you to discuss any concerns or anything else you would like to focus on outside of what your boss has already planned.

If you prepare for your performance review ahead of time and have already worked hard to build a solid relationship with your manager or supervisor, then your review should be rewarding and informative experience. B. Loehr Staffing is Missouri’s number one recruiting solution, not only placing candidates in in excellent job opportunities, but also preparing them for success. To make sure you find your next St. Louis job opportunity successfully, contact the recruiting professionals at B. Loehr Staffing or follow us on Twitter and connect with us on Facebook today!

If you are looking for jobs in St Louis MO, contact us today.

The Perfect Match

Hi, it’s Edie.  Every now and again we here in B. Loehr’s Staffing department like to share our success stories.  What kind of success stories you ask?  The kind where all of our hard work playing Assignment Match-Makers pays off and one of our customers hires our employee.  When this happens (and it does a little less than once a week) we have a much better long-term success rate than any couple on The Bachelor.

Such is the case with Crystal C.

Crystal was a Field Associate with B. Loehr for several years.  She went on many long and short-term assignments and always got great evaluations from customers.  She even worked with one of our healthcare customers on a two-year project but sadly, try as they might, they could never get the budget to hire her as a full-time employee and finally the project, and her assignment, ended.

Success story, you ask?  “Edie, that is not the happy ending I was hoping for.”  But wait – like all good romance stories you need a plot twist.

A week or so after Crystal’s project ended, B. Loehr got a request for a similar position in another department at the same healthcare customer.   We sent them Crystal’s resume and the new supervisor was very interested.  She was even more interested after Crystal’s former supervisor gave her a glowing, and well deserved, recommendation.  From there the story is familiar.  Crystal started the following week, worked hard and did a great job, and it was a perfect match.  A couple months later she was hired full-time and both she and the customer are still very happy with the match.

And what about B. Loehr?  We couldn’t be happier.  Sure we don’t have Crystal as part of our team anymore, but she is a wonderful example of the great people B. Loehr has “setup” over the past 115 years and we hope that both she and the customer think of us whenever they hear someone needs on demand staffing.

To find your perfect match in the greater St. Louis area, please visit B. Loehr Staffing to submit your resume.  And for more helpful work place tips follow us on Facebook and connect with us on LinkedIn!

Generations in the Workplace

For the first time in American history, four different generations are sharing the workplace. While this is a unique and exciting time, it is important to understand that with four generations come four different sets of ideas, behaviors, attitudes, expectations, and motivators. As an employer, it is crucial to both understand and acknowledge these differences to avoid misunderstandings, and help your team work together effectively. While each individual employee may not portray all of their generation’s characteristics, understanding the generalizations of each can help you gain a competitive edge on recruiting, team building, managing, and ultimately, increasing productivity.

  • Traditionalists. The Traditionalists, also commonly known as the Veterans, Matures, the Silent Generation, and the Greatest Generation refers to employees born before 1945. These workers generally believe in building a lifetime career with a single employer and expect their employer to take care of them. Traditionalists typically respect authority, follow rules, and are hard workers. Most employees in this generation prefer a commanding and structured leadership style and do not require ongoing praise. Traditionalists tend to prefer one-on-one communication.
  • Baby Boomers. Baby Boomers are employees born between the years of 1946 and 1964. Maintaining a strong career and achieving professional accomplishments is extremely important to Baby Boomers. They tend to be workaholics who thrive on competition, personal fulfillment, quality, and involvement. Due to growing up during a time of reform, Baby Boomers often question authority and are not afraid of confrontation; however, they are team players. Like the Traditionalists, Baby Boomers also prefer one-on-one communication in the form of meetings and prefer feedback in the form of money or recognition.
  • Generation X. Generation X is the name given to people born between the years of 1965 and 1980. Although Gen Xers are hard workers, they also tend to seek more of a work/life balance than the Baby Boomers. These employees believe in acquiring skills they can use throughout different organizations as they tend to be more cautious when it comes to investing in relationships with employers. Generation Xers are known for being independent, entrepreneurial, enjoying freedom in the workplace, and constantly reevaluating their career paths. This generation prefers immediate feedback and email as opposed to in-person meetings.
  • Millennials. Also known as Generation Y, the Internet Generation, and the Echo Boomers. Millennials are the youngest employees in today’s workforce. Like Generation X, Millennials crave a work/life balance and lack workplace loyalty. Although they tend to be entrepreneurial and goal oriented, work is a means to an end. Many Millennials grew up multitasking so their attention spans tend to be short. Millennials are known for being social, confident, and extremely comfortable with technology as a preferred method of communication. They live for the moment, often speak their minds, and have high expectations of their workplaces. Millennials prefer instant feedback and recognition.

Multi-generational views truly enrich today’s workplace. As an employer, understanding the generational differences between your employees is the first step to determining what motivates them and how to best accommodate them. If you are looking for additional resources for today’s multi-generational workforce, contact the staffing experts at B. Loehr Staffing today!

The Importance of Company Culture in a Clerical Setting

More than ever, company culture is rising in importance. Building an effective company culture fosters creative problem solving, employee retention, and greater productivity. However, achieving these desired results take work and do not happen over night.  In order to be effective, employers need to recognize and evaluate several key points within their companies:

  • Recognition. Humans are naturally driven by emotion, and respond positively to recognition, praise, and expressions of gratitude. Everyone wants to know their hard work is appreciated, so if you appreciate someone, don’t keep it a secret. Not only will your appreciation deliver happier, more productive employees, it will also result in better business. Actions as simple as reserving a parking space or mentioning a specific employee’s excellent work during a team meeting won’t cost you anything but will go a long way.
  • Saying “thank you”. The simple act of thanking your employees for a job well done can lead to an increase in productivity and employee engagement. Praise in the workforce is invaluable in its service as a positive motivator and driver for action. Thanking an employee for their work acknowledges that they are good at what they do. It makes them feel happy, fulfilled, and excited to work with you.
  • Take time to relax. Deadlines are important and time crunches can’t always be avoided – but this shouldn’t be the normal day-to-day atmosphere. Keeping employees’ noses to the grindstone will achieve consistent efforts, but it will also burn them out quickly.  When it boils down to it, you need more from employees than just their time; they need to enjoy what they are doing in order to leverage their creativity, skills, and knowledge. A few days of fun during a holiday, sports season, or coming down from a big project may take away from productivity for the brief time allotted, but right after, employees will be back to work, fresh and ready to go.
  • Explain your reasons. It is critical for employees to know why they’re working on something in order for them to feel empowered to hone in on their creativity, problem solve, and step up at a higher level. Employees are driven to be part of something bigger, and employers who are able to successfully articulate their visions for the company are better able to create a culture where employees effectively contribute.

A business’s success largely depends on its employees, so it is imperative to show employees appreciation. People who feel appreciated are more inclined to contribute as much as they can because they know their hard work is being recognized. If you are looking for more information on staffing solutions in the St. Louis area, contact B. Loehr Staffing today!