Can Certification Help You Get a Better Job? Or Any Job?

b loehr - certificationYes. No. Maybe.

Unfortunately, there’s not a definitive, cut-and-dried answer to that question. It’s complicated and can be tricky to navigate the whole “should I?” or “shouldn’t I?” issue when it comes to seeking professional certification.

You might be considering an update or upgrade in your current skills as a means to advance in your field. In some cases, a professional certification makes all the difference. In other situations, a certificate is of little value because hiring managers are looking for experience or a specific skill set rather than credentials.

In fields such as medicine and teaching, certifications and accreditations are seen as the “entrance ticket” to the profession. In others areas, certifications, while not mandatory, can significantly improve your chances of either landing a job, receiving a promotion, getting a raise or being assigned additional responsibilities.

It’s important to note that the majority of professional certificate programs are designed for people already working in a particular field. These programs are not as suited for people with limited work experience or recent high school graduates.

On the other  hand, while lower level certificates often don’t cause a significant career impact, these basic certificates shouldn’t be dismissed as they can be considered stepping stones. It makes sense that the value of certifications increases with the difficulty and experience required to get them. That translates into the greatest career impact being realized from the more advanced, industry and position-specific certifications.

These credentials are a few of the growing number of certifications being sought-after by employers:

This certification, the most globally-recognized credential in the field of project management, tests candidates in the areas of initiation, planning, execution, monitoring and closing. The popular certificate provides the project management skills necessary in a wide variety of industries. 

  • Security

Recent privacy and security breaches at major retailers and within the healthcare industry have made security a hot topic. Many companies, whether retail or offering professional services, are pouring money into their privacy programs, with plans to increase staffing in the related departments. Many government jobs also require security training. A variety of programs provide certification in several different aspects of dealing with privacy and security issues. 

With the boom in recent years in the fitness industry, this career field has experienced faster-than-average growth. While anyone with an understanding of fitness could aspire to be a fitness trainer, having a certificate—or multiple certs—will prove your level of training to prospective employers.

As the business world becomes ever more global, knowing more than one language can provide a significant career boost. The field of customer service immediately comes to mind when considering where multi-lingual skills would be useful. In reality, many industries can benefit from employees proficient in additional languages. Certification assures an employee completed a specific amount of study and training.

When you invest the time and resources to gain a professional certification, employers and peers are encouraged to take you seriously as a professional. At B. Loehr Staffing, we appreciate the additional levels of training in which our candidates invest. Contact us today about opportunities in the fields of Office/Administrative, Accounting, Medical/Clerical, and Light Industrial.

 

 

 

Is your Website Performance up to Par?

???????????????????????????????We live in an omni-channel, always connected world where a consistent website performance is not only expected by consumers, it’s crucial to the very existence of any business with a digital focus. Both profits and reputation take a hit when a site experiences downtime—the nemesis of every company invested in online marketing. A service that monitors for downtime will minimize the dollars lost to this it-happens-to-everyone-at-some-point annoyance. Common sense says do everything possible to reduce downtime.

But what about overall website performance?

Well, as long as it’s live… right?

While that’s a super easy trap to fall into, it’s also a dangerous pit that can rob your business of untold potential. Consumers are a demanding lot because they CAN be. With so many sites to choose from, in most cases, customers can afford to be picky which means website performance cannot be an afterthought.

It’s time to take a hard, honest look at the key components that factor into a website’s performance.

  • Load time

While the actual load-time for any website will depend on a variety of factors, the “faster the better” is the mantra web users live by. Try accessing your site from a computer you’ve not used to access it previously. Test each feature and note the time it takes for each application to load. Let your IT team or website provider know you’re interested in the timeliest experience possible for your customers.

If an APM strategy lacks strength, digital performance will suffer. Issues will crop up and threaten to leave customers glaring at a non-responsive page. Schedule a “load test” for every new application, allowing plenty of time to address any issues that might arise when the app faces high traffic or heavy use.

  • Simplicity vs. Complexity

Complicated over-the-top technology does not necessarily make a better website. In fact, extra bells and whistles not only complicate the consumers’ experience, they can rob resources from the applications crucial to complete the customer’s transaction. As more is expected from websites in the number of scripts needed and the push for real-time notifications, prioritize resources to give consumers the most satisfying experience.

Monitoring and Testing Options

In the pursuit of the optimum website experience, testing for speed and overall performance has to be a priority. Many free sites offer a variety of testing options.

Google’s PageSpeed Tools offers web developers the means for analyzing and optimizing loading speeds in addition too other resources such as browser extensions for staying up-to-date on the latest rules and functionality for continuous optimization. Because, in layman’s terms, everyone knows faster is better.

Pingdom Tools offers both free and several levels of fee-based services that go beyond monitoring for downtimes, to include an array of performance parameters to ensure optimum end-user experience. Contact via email, Twitter, of SMS will alert subscribers if issues are detected.

Brand equity and loyalty depend on digital performance. Customers know that high-performing apps and websites reflect the honesty and integrity of the host company. Reward their faith and loyalty with the best website performance and monitoring possible.

At B. Loehr Staffing, we take time to share valuable information with our clients and prioritize our website’s performance to better you better. Our number one priority, however, is filling our clients’ employment needs, matching them with the best field associates for every position. Contact us today. We are the best because we have been giving our best – since 1898.

3 Keys to Effective Decision Making for Leaders

b loehr - decisionsThis is a tale of two executives, Mr. D and Mr. G., and their different approaches to leadership and decision-making.

Mr. D arrived at XYZ Company eager to “get the lay of the land”, make connections with the department heads and staff, and get a feel for the people, the place, and the atmosphere. He observed and listened, and observed some more. He did not introduce new ventures and ideas right away but over time, shared his insights and philosophies. Mr. D led with a decisive, yet very approachable style. While he preferred to “bring people on board” rather than rule with an iron fist, when warranted, he could and would exercise his clout as CEO.

When approached by his secretary with relatively routine requests, he typically responded with “Give me a minute.” and then retreated to his office. An hour later, Mr. D would relay to the secretary his decisive, well thought out answer. His leadership team and staff both appreciated and had confidence in his “give me a minute” approach.

Mr. G succeeded Mr. D at Company XYZ. He arrived on the scene with a mile long list of ambitious plans and dreams. He jumped in with both feet, wasting no time in asserting himself as “head honcho.” He changed up everything, waving off suggestions and protests alike. His leadership style resembled that of an Army General who had little regard for the opinion of his troops, who were often caught in the crossfire following one of his rapid-fire, ill-suited decisions.

Once, when it was clear that he would have to significantly dial back his lofty plans, Mr. G remarked in a rare moment of clarity, “I often try to squeeze size 10 plans into size 5 shoes.” No truer statement had ever been uttered. Unfortunately, rather than allowing the experience to be a pivotal moment in his leadership journey, the moment passed with no changes to his think-on-your-feet approach. The next day found him shooting from the hip as always, with almost no regard for the fallout.

I bet you can easily guess whose years of leadership yielded the most growth at XYZ Company. The Company thrived under the confident leadership and thoughtful decision-making of Mr. D. The same could not be said of Mr. G’s often panic-mode-driven time at the helm.

Strong, effective leaders recognize the need for an iterative process when it comes to making decisions. The three key components of this repetitive strategy include:

  • Observation
  • Interpretation of the observed findings
  • Determination of appropriate interventions

Too often, either internal or external forces – sometimes both – push for an answer too quickly. As deadlines loom, patience grows thin and nerves become frayed. It’s times like these that prove the old adage, “haste makes waste” true. Hasty decisions waste time, money, and resources. They create weariness and stress that filter through the ranks.

The time it takes to back away and observe from a distance is worth the perspective it will yield. From a step away, the issues of concern are magnified, while elements operating smoothly also rise to the top. It’s like “getting on the balcony” to view what’s happening on the “dance floor” below – it allows a much clearer assessment. This “big picture” perspective can shed new and important light that will lead to a more effective decision.

At B. Loehr Staffing, we recognize how important decision making is – especially when it involves making the right hiring decisions for your company. Contact us today – we will match you with our best-fit Field Associates for all your staffing needs. After all, we aren’t the best because we’re the oldest – we’re the oldest because we are the best.

 

Restarting a stalled career

b loehr - stalled careerYou’re career has stalled. It could be a temporary plateau… but what if it’s a deep slump? What if a swan dive looms just around the corner?

For a plethora of reasons, careers goals can fizzle. That dream position that started out with such great promise no longer shines as it once did. You feel unappreciated – almost invisible. The career path you chose years ago no longer fulfills or challenges you.

Other signs that spell a definite stall include:

  • People are being promoted all around you
  • Your job responsibilities and duties have decreased
  • Your input is no longer sought after
  • You dread each day
  • Family and friends have grown weary of your job complaints

Don’t beat yourself up about it. That is, unless you choose the do-nothing-but-whine approach; in that case – then smack away.

The fact is, careers stall. It probably happens a lot more often than you think. Step out of the comfy familiar, yet limiting, “victim” shoes and choose to take action.

  1. It’s time to talk to your boss

Approach the one-on-one meeting with a positive, I’d-like-more-challenge-responsibility-input attitude. Refrain from blaming, pouting, or getting defensive. Your boss may be unaware of your career goals OR unaware of the shifts in the scope of your job. Be specific about what changes you’d like to see in your present position. Inquire about other positions suited to your particular skillset. Broach the subject of upcoming openings you would qualify for if you agreed to seek additional training.

  1. Volunteer to learn the new system/take on the next project,, or to troubleshoot the latest issue

Initiative and an eagerness to learn will get you noticed. If in the past you opted for a behind-the-scenes approach, take a more active role in leadership, brainstorming, or mentoring. Plunge into whatever area best suits your skills and become noticed.

  1. Consider both short-term and long-term educational opportunities

Maybe a certification program requiring a relatively minor commitment will position you for a promotion within the department. If the job you really want requires extended training, however, or possibly a specialized degree, consider the reality of making that type of commitment at this time in your life. Will family responsibilities allow you to return to school? Are you up to the challenge of meshing work/family/school?

  1. Re-evaluate your specific career goals

Over time, your aspirations may have shifted. New priorities may have replaced what once seemed important, or even crucial. Grab pen and paper and put your re-ordered goals down on paper. Mull over the list for a couple weeks – months if it takes that long. An adjusted set of career goals are necessary to bringing fulfillment back into your employment world.

  1. Seek a mentor who can guide you toward achieving your newly ordered career goals

Choose someone in your field or the field you aspire to enter – someone who will be committed to seeing you succeed. Be teachable and remain open to constructive criticism.

At B. Loehr Staffing, we’ve been specializing in jumpstarting careers in the fields of office/administration, accounting, medical, clerical, and light industrial since 1898. Contact us today for excellent opportunities to further your career.

 

 

6 Networking tips for Introverts

b loehr - networkingDo you shy away from the noisy, crowded environments that your co-workers seem to love? Are you overwhelmed when prodded to mingle in a large crowd? Welcome to the world of extroverted networking expectations.

Networking doesn’t have to be painful, paralyzing or petrifying. But it may be if you try to fit into a mold that isn’t you. The key is to recognize that being an introvert doesn’t mean you can’t network. It simply means you connect both socially and professionally with people in different ways.  If you find an approach that works with your personality and comfort level, you too can benefit from networking opportunities.

Consider these networking tips for introverts:

  1.  Start small

Choose to attend the smallest group setting of the networking opportunities available. Tackle one event at a time, focusing only on the present. Banish nerve-wracking thoughts of next month’s multi-company mixer or the huge year-end shindig.

  1. Practice

Rehearse small talk and conversation starters with a friend who can also walk you through some Q and A scenarios. Jot some notes on an index card and slip it into your pocket. With practice, you can learn to steer conversations. Additionally, feeling prepared will ease the fear and anxiety climbing up your throat.

  1. Allow yourself time to recover

Recognize the need to recharge between meetings or events. Unlike extroverts who thrive on back-to-back networking events, you’ll drain your people-battery fast by connecting events too close together.

  1. Connect online ahead of time

Making contact online before the upcoming meeting with a bit of email or Facebook back and forth will ease the “complete stranger” fears. It’s especially helpful to be able to match a name with a face, thereby eliminating those panicked moments of trying to determine which of the fifty mingling people is your contact.

  1. Take down the details

Make the most of this event you convinced yourself to attend by saving the details for future reference. On the back of the index card in your pocket or on your phone, note details about the person and the conversation. This will help eliminate, or at least reduce, worrying about remembering who said/did what.

  1. Take the reins and set-up your own events

If you prefer minimally stimulating events over loud, crowded settings, then take the planning into your own hands. A meeting over lunch, a small dinner party, even an afternoon coffee break “chat session” can provide you with networking opportunities that don’t send your pulse racing.

Professional interactions don’t have to be torture. Discover what works for you, personally, and reclaim the benefits of networking.

Take the torture and uncertainty out of finding a job by teaming with B. Loehr Staffing . We get it right the first time. Contact us today and utilize our comprehensive services – we’ve beeen finding Candidates/Field Associates the perfect job placements since 1898.

Leadership Styles Part 2: Why Adaptability is Key

b loehr - leadership 2Leadership has never been a one size fits all proposition. Most successful leaders develop a blend of leadership styles, a personal model they feel comfortable with, that suits their personality and has afforded them a lucrative level of success. However, a time may come when that tried-and-true winning strategy doesn’t seem to be getting the job done.

Quality leaders soon learn it takes the blending of various leadership styles to engage the entire team and meet the company objectives. The most effective leaders will be able to assess situations quickly in order to adopt the leadership model that’s best suited to the moment. Like a clever magician, a skilled leader has more than one leadership style tucked up his/her sleeve.

Whether it’s a particularly trying product challenge, an upheaval in the industry, or a serious financial crisis, the leader who realizes new encounters call for an attitude of adaptability will ride the wave of change and come out on top. Could it be the comfortable, always-worked-in-the-past methods have grown stale, and it’s time for a fresh approach?

Ideally, leadership needs to be in an adaptive mode, always responding to the current situation, to the people involved and to the challenges of the moment with an arsenal of leadership skills and strategies. Successful leaders know it’s all about managing circumstances while advancing toward the desired outcome.

An attitude focused on adaptability will be on the lookout for situations that call for a new approach. So, how adaptable are you?

  • Are you open to new ideas?
  • Do you welcome the challenge of trying a new approach?
  • Can you admit when something simply is not working any longer?

OR

  • Would you rather be comfortable and fail than launch an alternate leadership style?
  • Do you dig in your heels when approached with a suggestion to go a different direction?
  • Are you afraid you can only be successful sticking with the tried-and-true methods you’ve always used?

Answering “yes” to the first set of questions suggests a level of flexibility that can “roll with the punches.”

Answering “yes” to the second set of questions implies a fear or a resistance to approach leadership with a different method.

Three activities are the key to the process of adaptive leadership:

  1. Observation of people, events and patterns
  2. Interpretation of those observations that includes “what if?” analysis
  3. Determination of “what’s next?” and the appropriate follow throughIt’s crucial this process be continually repeated, rather like the simple instructions on the bottle of shampoo in your shower: lather, rinse, repeat.

Adaptive leaders bring together a plethora of skills, methods and practical theories that allow them to continually assess the most appropriate leadership style to meet any situation head-on.

At B. Loehr Staffing, we recognize the important role adaptability plays, not only in company leaders, but in quality candidates as well. Our goal is to help your company meet and exceed your business goals. Contact us today.

 

 

Leadership Styles Part 1:  The Good and the Bad about Common Leadership Styles

b loehr - leadership1A multitude of leadership styles based on various theories have emerged over the last century. Some work well—most of the time yet now always—and some are a train wreck—most of the time but not always.

Most of the varied methods fit into one of these four categories:

  • Trait Theories – What type of person makes a good leader?
  • Behavorial Theories – What does a good leader do?
  • Contingency Theories – How Does the Situation Influence Good Leadership?
  • Power and Influence Theories – What is the Source of the Leader’s Power?

Let’s explore several of the most common leadership styles.

  1. Autocratic or Authoritarian Leadership

This type of leader provides clear, strongly communicated expectations in an atmosphere that focuses on command by the leader and control of the followers.

The pros: This style of leadership works well when decisions must be made quickly and with decisiveness. When the time or need for team input is neither available nor necessary, an autocratic leadership style is often best.

The cons: This method may create a hostile environment that pits followers against the leader or lend itself toward an abusive, bullying approach.

  1. Democratic or Participative Leadership

This approach relies on the leader to make the final decisions after gleaning input from team members whose creativity and engagement in the project are encouraged.

The pros: Said team members are known to exhibit excellent productivity and often express a high level of satisfaction with their involvement.

The cons: Quick decision-making can be hard to come by with this approach as the sharing of multiple opinions can lengthen the final process for arriving at a conclusion.

  1. Laissez-Faire or Delegative Leadership

This approach allows the team to make the decisions with little guidance from leadership.

The pros: Highly capable and motivated team members or qualified experts appreciate their level of responsibility with this leadership style.

The cons: If team members aren’t well suited to this approach, a lack of direction and progress as well as finger-pointing may lead to failure.

  1. Transformational

Thought by many to be the most effective leadership style for business situations, transformational leadership involves motivation by an authentic, empathetic, accountable person who effectively communicates a vision of the future, sometimes utilizing a reward system.

The pros: Productivity and engagement tend to be high as the leader’s high expectations and “walk-the-walk” example inspires loyalty and commitment.

The cons: Out-there ideas taken on in the name of innovation may put the company at risk.

  1. Servant Leadership

This more recently embraced leadership model seems to embrace tenets from each of the four category theories. The framework behind servant leadership is a “servant to all” rather than a “master” mentality adopted and exhibited by the leader whose focus is to build up others while pursuing benefit for the overall organization.

The pros: This mentality creates a positive culture and leads to high morale and levels of engagement by team members who in turn pull together to create lasting and effective initiatives.

The cons: This approach can take time to integrate fully, as a paradigm shift may be required throughout the entire company.

Chances are you see traits of yourself in more than one of the above noted leadership styles. That’s good as seldom does a single leadership style completely fit the bill nor will one approach work in the various situations a leader may face throughout a career.

Next week’s Leadership Styles: Part 2 post will speak to the need for adaptability.

Since 1898, B Loehr Staffing has been the go-to source for:

  • Companies looking for team leaders, who will serve their valued customers well.
  • Leaders looking for companies, who will recognize, respect and use their leadership abilities.

Contact us today. We match the best with the best.

I hate My Job… Now What?

b loehr - jobAt some point, everyone falls prey to working at a job he/she hates. Whether it’s the co-workers, the hours, the pay, the commute or the specific tasks themselves, hated jobs are, unfortunately, quite common. Especially disconcerting is the realization that what you once loved doing, or felt certain you would eventually really like, did not pan out.

If you’re truly unhappy at your job, if it’s more than simply a bad week or a challenging project, then it’s time to take inventory and make a decision. Whatever you do, do not broadcast your discontent at the work place or on social media. While sharing the situation with a spouse or close friend can help you gain perspective, limit who you confide to those you can trust to keep quiet. The last thing you need is a rumor gone viral.

These five questions will put you on the road to recovery from a case of I-hate-my-job syndrome.

  1. What do I hate about this job?

When your mind is functioning clearly and rationally, make a list of who and what are at the center of your job dissatisfaction. In an effort to uncover what matters most, stick to the major issues. And no, the fact that the breakroom donuts are stale three out of five days a week does not qualify as a major concern.

  1. Is there anything I can do to improve the situation?

With the situation before you in black and white, does a possible solution stare back at you? Maybe a heart-to-heart with the boss or supervisor is in order. What about requesting a shift or department change? Is there a flexible work option that would offer relief?

Something convinced you to take this job in the first place. So, be quick to consider a possible solution and slow to march in waving a resignation letter.

  1. Should I stay or should I go?

The 1982 song by The Clash poses the question you will eventually have to answer: do I stay in the job I currently hate OR do I quit?

Even if attempts to remedy the situation failed, a hasty, adrenaline-charged “I’m-outta-here” is not the answer. If careful thought has solidified a decision to quit, begin the search for a new position.

When the time arrives to make it official, go with grace and dignity. Give two weeks’ notice, tie up loose ends, assist in the transfer of your responsibilities to someone new, and, if at all possible, leave on good terms.

  1. What do I really want to do?

Revisit what the recent bad job experience revealed—about you as a person, your likes and dislikes, your strengths and weaknesses. Now you’re prepared to jot down what you’d really like in a job. Include everything, big or little. The resulting list may be long and seem like a pipe dream, but it’s a starting point.

Less-than-positive employment opportunities can be very helpful in terms of narrowing down the particular job setting where you will be most productive and happy.

Too many people stay in a position they hate, going through the motions, barely keeping their head above water, month after month, year after year. Don’t waste time, energy, and talent on a job you loathe.

Contact B. Loehr Staffing today. Our temp-to-hire program allows you the opportunity to actually perform the position, experience the inside of the company, and determine with surety that this is really is your dream job; all before you make a long-term commitment. Our goal is assisting you in discovering a career where your specific skills and unique personality, as well as your happiness, will shine.

 

 

Major Job Interview Don’ts

??????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????????While your resume or a personal recommendation got your foot in the door, it’s now up to you to shine during the interview and sell yourself to the potential employer, all while avoiding any major faux pas.

Some interview blunders are so profound as to undermine all the “right” things you may say or do and will earn you a big fat strike. Steer clear of these far-too-common pet peeves reported by recruiters and hiring managers.

  1. Do not… Arrive too early or too late

Can you actually be too early for an interview? Yes! Arriving 15-20 minutes early says, “This opportunity is important to me.” Appearing an hour or more ahead of schedule, however, relays an overeager-ness that won’t earn you any points. Such an early arrival may inconvenience the interviewer or other office staff, and cast an awkward tone on the meeting.

Showing up late suggests a lack of respect for the opportunity and the interviewer’s time. Factor in time for being unfamiliar with the area, heavy traffic and parking issues. Better yet, conduct a trial run at the same time of day as the interview appointment to aid  in gauging the amount of time needed.

  1. Do not… Bring a support team…or children

A job interview is a solo gig. Period. Don’t bring Mom and Dad along for moral or any other kind of support. Leave your best friend or spouse at home as well. The goal throughout this most important meeting that you hope will result in a job offer is to appear capable, confident, and independent. You’ll leave none of those desired impressions if you bring an audience to the interview.

And if you can’t make childcare arrangements to cover the short amount of time needed for an interview, this prospective employer will be wondering how on earth you’ll handle said arrangements in the event the position becomes yours. Leave the kiddos with a sitter.

  1. Do not… Monopolize the conversation with constant chatter

It’s not uncommon to be nervous, to experience dive-bombing butterflies that, in some people, are directly connected to the chat-a-mile-a-minute button. Resist the urge to ramble, share your entire life story, or regale the interviewer with cutesy toddler or grandchildren stories. Stay focused and give the concise, to-the-point answers this professional situation warrants.

Excessive chattiness during an interview may signal an employee who will be both distracted, distracting and have issues with listening.

  1. Do not… Be the first to bring up salary or benefits

“So… how much does this job pay?” or “How soon would I get a vacation?” will send the message that you’re all about the money and benefits with little regard for the company’s interests.

Yes, salary and benefits are a reasonable concern, however, it’s best to bide your time and wait for the interviewer to approach these subjects. Remember this meeting is all about the first impressions you leave with the interviewer, and “money hungry” or “freeloader” are not words you want associated with your name.

  1. Do not… Badmouth current or former bosses or co-workers

At best, criticizing co-workers or bosses will get you labeled as a whiner or complainer; more often, it can easily get you crossed off the list entirely. Nothing about sharing the details with a total stranger sheds a positive light on you.

Should questions arise concerning either current or past employment situations, be discreet, professional, and guard your tone and attitude. Once, when pressed about why I was seeking a new job, I simply stated my co-worker/supervisor and I had different approaches to work in general and particularly deadlines. That was a very polite way of saying I did everything, often saving her from embarrassing deadline misses, while she contributed very little.

  1. Do not… Be distracted by your phone

Keep temptation at bay by putting your phone in an overcoat pocket, purse, or better yet, in a locked car, so it’s out of sight and far enough away that the vibration of an incoming call or text will go unnoticed.

Cell phone usage has become so normal that people think nothing of answering a call or text regardless of what other activity they may be engaged in—like a job interview. One interviewer reported being asked to leave the room so the interviewee could speak privately with the person whose call the interviewee had answered during the interview. Suffice it to say, that person did not get the job.

  1. Do not… Come across as pushy or desperate

It could well be you are rather desperate for a job—this particular one or any—but displaying pushy or needy behavior will not be to your advantage. A calm confidence will get you much further than a nervous desperation that could easily sound like begging or groveling.

Pushiness sometimes takes the form of bragging. “I am hands down the best applicant you will have for this position… so you might as well hire me now and save yourself a lot of time.” Excuse me? Share honestly the qualities you possess that would enable you to do the job and do it well, and then leave it at that.

Applying for every open position the company advertises may sound like great idea, but it’s not. That approach screams desperation when you’re best bet is to display a genuine interest in a particular position, for which you are qualified, by applying for that job only. An opportunity may arise during the interview to note other openings, but again, avoid the I’ll-take-any-job-you-can-give-me approach.

As the largest independent and locally owned and operated staffing company in the St. Louis metropolitan area, B. Loehr Staffing hires the most qualified candidates in order to supply our clients with top-notch employees for both short and long-term, as well as temp-hire, assignments. Contact us today and take the first step toward your interview.