 Your personality in an interview can manifest itself in every little detail, but don’t let this stress you out. Otherwise, your anxiety and nervousness will show.
Remember to stay focused and calm, and follow the following five guidelines for displaying positive energy and enhancing your personal development.
You may not know everything the interviewer asks, but this is a great opportunity to show your personal side, especially your desire to learn and contribute as much value as possible. Showing professional development There are two main components in this area: research and practice. Below are four tips for conducting research prior to the interview.
Practice is also key. Be able to describe a situation, the task at hand, what you did, and then the result. Practice what you are going to say by looking at yourself in a mirror and saying it. Say it again in the shower. Say it again before you go to sleep. Be explicit and concise and emphasize the skills and topics that relate most to the job for which you are applying. Then practice some more. Dress: where personal and professional collide When it comes to dress, put aside personal preferences (for the time being) and err on the side of dressing better than what you think is necessary.
A professional appearance signals that you are focused and ready to work, respectful of the interviewer’s time, and you will take the job seriously. And that’s what it takes to ace the interview and get an offer of employment! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! You’ve probably asked yourself, “How do I make the perfect resume so that employers notice me?”
Well, making the perfect resume is a myth, because nothing is perfect. However, there are things that you can do to bring your resume closer to perfection. Below are 10 tips for achieving not perfection, but resume success: #1—Check spelling and grammar. Proofread. And proofread again. Yes, spelling and grammar seem quite elementary, but you won’t believe how many people make these mistakes in their resume. After reading your own resume multiple times, you will probably develop a “blind spot” for errors and overlook small mistakes like spelling and punctuation. To avoid this, ask somebody to review your resume. An outsider’s eye is often keener in spotting mistakes than your own. #2—Print your elevator pitch. An elevator pitch is a quick 30-second summary of yourself, your ambitions, and your skills. You should be able to reel it off to a potential employer in a brief introduction. Not only does it help your employer, but it also helps you understand yourself and what you want to be able to achieve. Once you’ve crafted your self-summary, paste it into the top of your resume. Most employers don’t want to read your life story, but if they can understand you in three lines, you have a better chance of securing the job. #3—Strive for quality, not quantity. As mentioned above, don’t write your life story. Only include experience and interests that you think are relevant to the job. If you’ve worked as an intern for a competitor, that’s more relevant than the fact you worked weekend shifts at Walmart (nothing against Walmart). #4—Include experience, aims, and achievements. So you’ve got some personality and your experience is listed. However, most people forget to include their aims, goals, and ambitions on their resume. A company not only wants to know if you’re right for them, but also if the company is right for you. #5—Go “back in time.” Write your experience in reverse chronological order (most recent first). Your employer is more concerned with the job you just had then something you did five or 10 years ago. In fact, do this for all forms of time scale throughout your resume. Consistency is key. #6—Remove your older work experiences. Most experts agree that the last 15 years of your career are enough. Cut everything before that unless it deals directly with the position for which you’re interviewing. #7—Pair it with a “killer” cover letter. Use your cover letter as your initial opportunity to make a great impression. Do more than recap what's on your resume. Highlight some of your proudest professional accomplishments, provide a window into who you are as an employee, and really delve into your unique skills. #8—Use social media to your advantage. In this day and age of social media and quick Internet searches, be certain that hiring managers WILL view your social media pages. Is your LinkedIn profile up-to-date and ready? Make sure that your work history is current and that your profile headline and summary are optimized. #9—Be honest. Reference checks and Google searches are easier than ever. Lying on your resume is never worth it. It’s just wrong—and any lie you tell will follow you around. An old lie can get you fired later in your career. #10—Keep it short. The ideal length for a resume is a controversial subject. Most employers and recruiting specialists say that it should contain one or two pages at most. However, provided that all of the necessary information is there, the shorter your resume, the better. Remember: short, detailed, and truthful are the keys to resume success! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! There’s a right way and a wrong way to do everything—including reference checks. In this current candidates’ market, the demand for high-quality candidates is great and the margin for error is small. As a result, any mistake could result in the loss of a top candidate for your organization’s open position.
So that’s why doing things the right way is so important. Different employers conduct reference checks in different ways. Some don’t conduct any at all. On the other hand, some employers go completely in the other direction. They ask for as many references as possible and attempt to contact them all. While it’s certainly good to vet candidates in your company’s hiring process, time is a precious commodity. So if the ultimate goal is to fill the position with the best candidate possible and reference checking plays a role in reaching that goal, then what are the best practices for checking them? The first step—and perhaps the most important—is that of preparation. You must have a process by which your organization checks references. This will allow you to streamline the process and save time during it. Specifically, you should know the following information:
One of the most important aspects of reference checking is who you call about candidates you’re considering for your organization’s open position. Ideally, you want to speak with the most unbiased people possible. Yes, the candidate submitted certain references because they believe those individuals will say positive things about them. Regardless, obtaining objective information should be a top priority. Below are some of the people you may be speaking with as references:
So what’s the key to obtaining balanced information during your reference checks? Asking the right questions, of course. Below is a list of such questions:
At the end of the conversation, you can also ask if there is anybody else with whom you can speak about the candidate who might provide additional insights. This is a great way to uncover more balanced and less biased information. While this process may seem comprehensive, remember that it should be done in an efficient manner. As mentioned above, time is of the essence during the hiring process. The longer it takes to check references, the longer the process will take overall, and the longer it takes overall, the more likely that candidates will drop out of the process. It just goes to show that not only must employers do things the right way in this current market, but they must also do things the right way quickly. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! Some people may not realize the importance of social media during their job search, but they absolutely should.
There are professional media sites, such as LinkedIn, which allow you to connect and network with others. There are also “fun” social media sites like Facebook and Twitter (among others), which can also help you gain recognition within your chosen field. However, how should approach these sites and use them? Below are five tips for maximizing social media during your job search: #1—Create a (professional) profile. Posting photos depicting unprofessional attire, appearances, and especially inappropriate content is a huge mistake. Most social media sites offer flexible security settings to “hide” any content you don't wish to be seen by public audiences. Monitor your page closely and make sure that the outside world, including employers, can only see what you want them to see. #2—Show your personal side. Let your followers know what to expect in your profile description. Include personal touches such as a small biography of your likes, dislikes, hobbies, and skills. Include your professional background and accomplishments. Remain professional and avoid controversial issues, and also remember that negativity can be a turn-off for employers. Strive to always use proper grammar and avoid spelling errors. #3—Create a social media strategy. Popular social media sites can be a great way to network effectively, especially with other people within your chosen field. As part of your strategy, ensure that your online identity can be found with a simple Internet search (after following the first and second steps listed above, of course). Then formulate a plan for what you’ll post, when you’ll post it, and how often you’ll reach out to other people. Continuously tweak that plan in accordance with the results you get. #4—Expand your network. LinkedIn, Twitter, and Facebook provide the most value for a job search because they hold the most potential for expanding your network of professional contacts. You can expand your network on all three sites by identifying the principles and core values of the companies that interest you the most and focusing on them. Follow and interact with people who work at those companies and share articles and information that involve the companies and/or their core values. Remember to stay active, but also don’t be too active. Strike a healthy balance. #5—Be human (and be yourself). You’re not perfect; you’re human. How do you show emotion on social media sites and make more of a personal connection with your audience? Not only should you display your human side with your profile information (see tip #2) and the things you post, but most social media sites also allow you to upload a video, which can help convey more of a personal message. There are also other social media sites, such as YouTube, Instagram, Vine, and TikTok, which are more video-oriented. Using these sites in combination with each other can be beneficial, but more vigilance and effort is needed to do it correctly and effectively. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! Social media “stalking” has now become a commonplace practice for employers. Researching job candidates through social networks makes hiring decisions a little easier in the competitive job market.
People’s “ghosts from the past” can now be easily pulled up during a job interview or screening process. Social media mistakes can also be the reason why someone did not get an interview in the first place. However, you shouldn’t be quick to delete all of your social media presence just because of the nerve-racking job process. That’s because having such a presence has become commonplace, as well. NOT having one could cast you under suspicion. (“What are they hiding?”) So what’s the answer? Not deleting your social media accounts completely, but editing them or “cleaning them up.” There are simple things that can be done to prepare your profile(s) to be viewed by a potential employer. Below are five tips for avoiding social media profile mistakes: Tip #1—Use your real name. Your name is one of two components that a person sees upon opening your page (the other being your profile photo). While using a cute nickname or a name that has resulted from an inside joke might have cut it in high school, it simply will not do so within the professional realm. Tip #2—Use an appropriate profile photo. It’s typically the first thing that catches a person’s eye, and it creates the first impression. Obviously, that wild party photo from last Friday night should not be somebody’s first choice as a profile picture. While “selfies” have become somewhat of a norm, using a duck-face “selfie” for your profile picture is simply a poor move. It’s easier to select a photo for Facebook, since it’s more of a social site compared to others, and employers seem to understand this. LinkedIn is another type of social media site, but slightly more unique, as it’s devoted to the art of networking. For LinkedIn, your profile photo should NOT be like Facebook or Instagram. A “selfie” simply does not look professional. One needs to invest in a decent headshot in order to receive the respect of potential employers. Tip #3—Do a “virtual cleanse” every few months. Find photographs or posts (which might not have been added by you, but by your friends) that involve drama or indicate immaturity. Delete them or make them only accessible to you, the owner of the account. However, if cleaning one’s accounts seems too overwhelming, consider making personal social media accounts (Facebook, Twitter, etc.) private. Tip #4—Follow institutions and/or causes. According to Forbes, intellectual curiosity is one of the five traits important to most employers. Therefore, following such institutions and causes will help keep you well informed. Employers want employees who can adapt to change. Change is easier for people who are passionate about learning new information. Tip #5—Tailor your profile to employers’ needs. Look through the websites of companies for which you’d like to work. What is important to the companies? What are their core values? What kind of employees do they typically like to hire? Incorporate this information into your profile in a way that makes sense. You’ll be more confident during interviews, which will show in your performance. Living in the digital age has brought many conveniences for both job seekers and employers. Regardless, social media—when used properly—can bring great success to both parties. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! Plotting the trajectory of your career is a serious matter. It takes a lot of time, energy, and thought to properly plan that trajectory—and then execute the plan.
Consequently, it’s not something that can be done effectively in a hasty manner or haphazard fashion. There are multiple factors that should be considered, and some of them should be considered quite carefully. All actions (and inactions) have consequences, and you want to ensure that your “career consequences” are the best ones possible. Below are five steps for determining your next career move: #1—Figure out the “real” reasons for wanting to make a move. You must make sure this isn’t reactionary. One bad day at work is not a valid reason for suddenly wanting to change jobs. However, if there has been an ongoing cycle of circumstances contributing to your overall dissatisfaction, then perhaps a move is warranted. However, identify those circumstances first and get to the root of what is making you dissatisfied. #2—Audit your current situation. This includes not just your employment situation, but also your financial situation, your personal situation, your family situation, etc. In other words, it includes every aspect of your life that could have an impact on your decision or could be impacted by your decision. Leaving “no stone unturned” at the beginning of the process can prevent unpleasant surprises down the road. #3—Analyze your skills. Identify your key knowledge, skills, and abilities in regards to how well they fit your current position, as well as other potential positions. With this analysis, you can determine if you’re being used effectively in your current position and if you should move on to another position. It will also give you a better idea of the value you can offer to an employer, and value is a commodity that always grows more attractive over time. #4—Broaden your networking activities. Specifically, network more not only with people in your current field, but also in any other field you’re thinking of entering. These people can offer career advice, as well as introduce you to other contacts and perhaps even provide job leads. You’ve probably heard the phrase, “It’s not what you know, it’s who you know.” Well, it’s both. #5—Seek out other job opportunities. If you’ve conducted steps one through four and you’re ready to make your move . . . then it’s time to make your move. Are there particular companies in your industry for which you’d like to work? Make a list of those companies and conduct research regarding others. Remember that using the services of a professional staffing agency can help increase the likelihood that your next career move will be a successful one. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! Organizations are always on the lookout for great workers, people who can become new employees and impact the bottom line. However, what about current employees?
Of course, you want to retain your best employees. And once you hire more workers, you want to retain them, too. But what if you have underperforming employees in your organization? How should you deal with them? First of all, how do you spot such employees? In actuality, that is rather easy:
And this is just a starter list. It’s plenty, though, if you’re looking to identify employees who are underperforming. There are basically two types of underperforming employees: those that an organization removes relatively quickly and those that stick around for a while. You might wonder about the latter scenario. Why would an organization allow an underperforming employee to remain on the payroll for an extended period of time if they’ve been underperforming for nearly the entirety of that time? There is a litany of reasons, including the following:
However, all of these reasons are past considerations. What’s important is the present (and the future). That’s why management must deal with and address underperforming employees, regardless of who they are or what they’ve done in the past. With all of this in mind, below is a three-pronged plan of attack for dealing with underperforming employees: #1—Investigate. It’s always good to gather as much information as you possibly can about the situation. Perhaps the person is enduring a tough personal setback or something else about which you do not know. Sit down with the employee and have a conversation. Ask them if there’s something they need in order to do their job better and if they’re enjoying their work. They might just come right out and tell you what’s wrong. #2—Make suggestions for improvement. Try the collaborative approach. Secure their buy-in regarding the changes that are needed. If possible, put together a plan that both of you can implement and execute. #3—Challenge the employee to improve their performance. This is where you set concrete expectations for the employee, especially if you do assemble a plan together. They need to know what is expected of them. And it should also be inferred that there will be consequences if they do not meet expectations in a timely manner. There could be any number of reasons why employees within your organization are not engaged. If there appears to be many of them, perhaps there is a problem within the organization. It could indicate a troubling trend that needs to be addressed at a deeper level. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! When you were young, you were probably asked, “What do you want to be when you grow up?”
You might have answered that you wanted to become a doctor, so you could heal the sick. Or maybe an engineer like your Dad, so you could build the tallest skyscrapers. Or perhaps a lawyer, so you could defend those who can’t defend themselves. However, adolescent dreams often dissipate in the face of reality. As a result, finding a great job is tougher than you imagined. At some point, you might have taken a job just so you can cover the bills. (And that’s something that just about everybody has done.) But can you really find—and enjoy—the job of your dreams? You can, but you must plan carefully and then execute your plan. With that in mind, below are five steps to start your career planning NOW: #1—Choose an occupation (if you haven’t done so already). Everything flows from this critical first step. Deciding your specific career path will allow you to focus on your next steps, so give this careful thought and solicit the input of others if you believe it will help you make the correct decision. #2—Research fields of specialization. Every industry has a field of specialization, so explore those that exist within your chosen profession. A good idea would be to explore those in which you have an interest and/or a proficiency. As a general rule, the more you like something or like to do something, the better you will become at that something. Select the specialization that you’ll have a passion for in the long run. #3—Plan your short-term and long-term goals. Short-term and long-term goals apply to just about any endeavor, and this includes the plan that you have for your career. The first step in getting where you want to go is knowing where you want to go. The second step is knowing how you’re going to get there. #4—Equip yourself with skills so you can climb the career ladder. Most employers promote staff to managerial posts when they are ready to take on the role of management. This, of course, requires skills acquired over time. The earlier you hone your craft, the earlier your efforts will be recognized. #5—Always think with the end in mind. This means paying attention to how today will affect your ultimate goals. Every action you take and each relationship you build will have an impact on your future, so make sure those actions and relationships are positive in nature. Planning a career is comparable to saving money and investing early. The earlier you put aside savings for rainy days, the more your money will grow. The earlier you start planning for your career, the more time you have to invest in that career . . . and the more it will grow, too. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! You’ve probably asked yourself this question at some point in your career: “Why do I need a resume? I have a LinkedIn profile, after all. Can’t I just direct people to my LinkedIn profile and forget about my resume?” (Actually, that’s more than one question . . . but you get the idea.)
While it might be tempting to believe that the resume is outdated in this new and modern employment marketplace, it simply is not the case. The resume is as important as ever in terms of helping employers screen candidates during the hiring process. What has happened, though, is that LinkedIn has “joined the party,” so to speak. This means that as a professional, you must pay ample amounts of attention to both your resume and your LinkedIn profile. That’s probably not the answer for which you were hoping, but it is the one that is the most firmly rooted in reality. Let’s start with the issue of how often you should keep your resume and LinkedIn profile updated. The answer is as often as you can! However, it’s unrealistic to think that you’re going to update both every month or so. What’s more likely is updating them once every quarter or once every six months. There are some obvious times when you should update your resume and LinkedIn profile. Those times include the following:
While those are the obvious times to update your resume and LinkedIn profile, it’s a good idea to update during other times, as well. These updates don’t have to be very big. However, in the interest of making yourself look as good as possible, small tweaks here and there can go a long way. You should also update your resume and LinkedIn profile when you want to:
And then we have the reason that nobody really likes to discuss. You should keep your resume and LinkedIn profile consistently up-to-date in the unlikely event that you are laid off. Yes, we’re currently in a candidates’ market and we’re light-years away from the Great Recession. But things happen. In this world of mergers and acquisitions, you never know what the future will bring. And in case it brings unexpected unemployment, you’ll have the twin weapons of your updated resume and LinkedIn profile to help you rejoin the workforce. And there’s another reason that you should update and use both your resume and your LinkedIn profile. That reason is this: because hiring managers use both. Specifically, a hiring manager will look at your resume. Then they will go to LinkedIn and find your profile. What’s important to them is that your resume and the profile reflect the same information. If there are discrepancies, then that might signify a “red flag” in their mind. (And of course, they’ll also probably try to find you on other social media platforms, such as Facebook and Twitter. But that’s a story for another day.) So the bottom line is that when it comes to your resume vs. your LinkedIn profile, both are important. So don’t fool yourself into thinking that the resume is an outdated tool. You need it—and your LinkedIn profile—to reach your career goals and potential. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! While it’s true that the economy is good overall and we’re in a candidates’ market right now, there are still things that candidates must do during the hiring process to stand out.
Yes, job seekers have more employment options at their disposal. However, as a candidate, you still want to be hired by an organization that is offering a premium employment opportunity. To receive an offer from that organization, though, there is a certain protocol involved. Those job seekers and candidates who recognize that protocol and follow it give themselves a much better chance of receiving an offer of employment and enjoying professional success. Now, of course, employers want the requisite amount of experience and the proper skills in the candidates they’re considering. That should go without saying. (Although we’re going to say it, anyway.) No, what we’re talking about here is what they’re looking for beyond that. Let’s assume for the moment that the candidates in question already have what is necessary in terms of skills and experience. With that in mind, below are five things that employers really want from job seekers and candidates during the hiring process: #1—Honesty It all starts here, and honesty starts on your resume. And keep in mind that exaggerations are a form of dishonesty. Don’t be tempted to make yourself look better than you are. But be sure to state your value and also quantify it. This also applies to the face-to-face interview. It’s all about value. Tell the truth about yours and enhance your candidacy. Don’t lie about it and derail your candidacy. #2—The ability (and willingness) to communicate You want the hiring manager to communicate well with you during the hiring process, so can you really blame the hiring manager for wanting the same from you? No, you can not. If something changes with your situation or there’s information that the hiring manager should know, then you should communicate that information as quickly as you can. This is professional courtesy. Even if it could be considered bad news, you should communicate it! #3—Follow-up Once again, you want follow-up from the hiring manager, and they want the same from you. If you say that you’re going to do something, they expect you to actually do it. This includes showing up for a phone screening or a face-to-face interview. Doing what you say you’re going to do is very important during the hiring process. #4—Decisiveness This is a trait that employers look for in potential new employees. As a result, they also look for it in the job seekers and candidates that they interview. Being decisive is a valuable characteristic, while being indecisive is not. That’s why you should do more than just say that you’re decisive. You’re going to have to show it, as well, and this includes the offer of employment. If an offer is made, the employer expects you to be decisive about it. #5—Commitment Speaking of the offer of employment, if you accept it, then you’re making a commitment to the organization that offered it. If you accept an offer, you should not accept an offer from another employer if they extend one to you after the fact. A commitment is just that: a commitment. It’s the equivalent of giving your word. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! |
