I came across an article last week on ere.net that I was compelled to share with my colleagues. This article, which calls into question a staffing agency's uniqueness, made us here at John Leonard really chew on the meaning of "The John Leonard Difference"... very quickly we realized that the answers lie within our unique process.
Matt, let us provide you with something refreshing.
Instead of writing you a pitch you've heard a hundred times about why we're different, here are the results that set our agency apart from the rest:
- 96% of the candidates we meet with are referred to us
-We have the best reviews on Yelp among our competition
-We practice Non-invasive recruiting, are State Office of Minority & Women Business Assistance (SOMWBA) certified, and have an extensive Temporary benefit package that includes health insurance
-Our creed--motto--foundational principle is "ACTIONS SPEAK LOUDER THAN WORDS™" which I gather, from your article, is a motto you value.
An example as to how we screen for culture fit:
Before we begin a candidate search for any and all new clients, we make sure to physically step foot into their office in order to better understand the work environment of a particular organization and to thoroughly grasp the kind of person who will excel there. The vibe, work setting, employee personalities, physical location and office landscape are all key factors that we at John Leonard do not just “take into consideration” but include as qualifications in our search processes.
Not only that, but after each client visit, a detailed report is entered into our client file (CRM) and is distributed across all consultants to ensure every individual within John Leonard understands and appreciates the specific culture attirbutes of each client organization.
This is how we build ever stronger and lasting relationships.
Yes, you can buy a CareerBuilder posting, and so what added value are you receiving from working with a staffing agency? Well, Senior Staffing Consultant, Jennifer Kuchy, will tell you: "What we're finding in this market, due to the increase in the candidate base, is that some agencies are submitting candidate resumes to client companies without having taken the time to meet with the candidate or properly interview them. That's not how we work at John Leonard -- we personally meet with each and every candidate prior to our client even seeing the resume."
Before a John Leonard candidate walks through a client's door, they have gone through our software skill evaluations, professional references have been checked and a personal interview has been conducted by one of our consultants. What we do cuts our clients' recruiting processes extensively and frees them up to tackle other aspects of their jobs.
So, what sets John Leonard apart? Why don't we let our actions speak louder than words...
" What I liked most about working with Jennifer [at John Leonard] is that she truly qualified me as a candidate before contacting my now current employer. I've worked with a lot of recruiters in the past that just rush the introduction phase and submit your resume as fast as possible. Jennifer really took the time to understand my background and skill set to make sure that I was a qualified candidate for the position. I honestly felt like convincing Jennifer I was a fit for the job was harder than the employer interviews!" August 2011
Problems in the workplace are a real concern, and ways to encourage employees to become healthier have continued to be a hot topic, even in these tough economic times. Why do companies continue to invest in health initiatives? Part of the reason is to make the company itself more productive: healthy employees use less sick days, are more engaged and efficient when at work, leading to higher productivity. And part of it must also be recognized as the desire to cultivate a good work atmosphere which will attract better talent and help retain employees.
How real is the health crisis in American companies today? According to the Centers for Disease Control and Prevention, 40 percent of workers reported their jobs as moderately to severely stressful in a survey conducted by Northwestern National Life, and 25 percent reported often feeling burned out in a survey conducted by the Families and Work Institute.
"The trend is now clear," said Randy Johnson, senior vice president for Labor, Immigration, and Employee Benefits for the U.S. Chamber. "Workplace wellness programs are now front and center in becoming another tool by which employers can help control health care costs while improving the morale and health of their employees. While every employer is different and the form of wellness programs varies from simple to complex, developments in this area are truly a win-win for both employers and employees."
And the data bears that out - 62 percent of all companies offer some type of wellness program, according to TrendsUpdates.com. Common programs include smoking-cessation programs, stress management, weight-loss and exercise programs and nutrition education. (Per The American Institute for Preventative Medicine)
Free Programs to Use Now
So is your company/employer on a tight budget? Here are two FREE programs that you can implement easily and immediately:
- Worksite Wellness Walking Program
The Worksite Wellness Walking Program, created by the American Heart Association, encourages sedentary employees to take a walk to improve their health. Guided by information provided by the AHA, companies set up "Start! Walking" paths in the workplace and encourage employees to use them. Resource materials include a coordinators guide to implementing the program, mileage tracking tools for employees and promotional posters.
- Move and Improve
This is a worksite wellness program designed to increase physical activity for office workers. Implemented in Maine and studied by the Maine--Harvard Prevention Research Center, this free 12-week program seeks to reduce the participants' risk of obesity and chronic diseases through lifestyle changes. Participants receive a quarterly newsletter with health promotion tips, voluntarily engage in at least a half-hour of physical activity at least four days a week for at least eight weeks of the 12-week program and have access to online support.
Local Movers & Shakers- Healthiest Boston-area companies
Honored by the Boston Business Journal for their workplace wellness initiatives, we take our hats off to the following companies:
Small companies (0-99 employees)
- Borislow Insurance, Methuen
- Food Should Taste Good, Needham
- Massachusetts Hospital Association, Burlington
- Thorbahn, Norwell
Medium Companies (100-499 employees)
- Boston Apparel Group, West Bridgewater
- Cambridge Systematics, Cambridge
- Family Service Association, Fall River
- MiddleOak, Salem
Large Companies (500 plus employees)
- Blue Cross Blue Shield of Massachusetts, Boston
- Eastern Bank, Lynn
- Genzyme, Cambridge
- IBM, Cambridge
- Alkermes, Waltham
- Deloitte, Boston
- EMD Serono, Rockland
- Raytheon Company, Waltham
- Tufts Health Plan, Watertown
So, the bottom line:
There are many ways that companies can help their employees lead healthier lives - and the positive impact can have a direct correlation to workplace productivity.
Check out what makes Google so healthy and happy
What work programs are provided at your workplace? And what others have you heard about that you wish your company would offer?
The good news is that we are fortunate here in Massachusetts to have an unemployment rate that is significantly lower than the national average. The challenge is that as our economy continues to slowly gain and more jobs become available, there is still a large pool of people looking for jobs - and our goal at John Leonard is to help every job seeker be more effective in standing out in the crowd.
Just like in the movie “Jerry McGuire “, we go to bat for our candidates and strive to get them the right job with competitive compensation and great benefits. Our Staffing Consultants will always say to you: “Help ME help YOU!” and you can do so by giving us the tools to help us market you as an outstanding job candidate.
Everything today has gone high-tech, including the job-hunting game, and utilizing some sophisticated techniques can help you gain the attention of the hiring managers and land that interview for your dream job.
There are so many new technologies and ways to make your candidacy "stand out" among the crowded pack of resumes invariably submitted for any given job opening, and here are a handful of ways to get you started on the right path. Tech-savvy resumes, personal websites and a defined online presence as an expert in your field are becoming game-changers and can be a huge benefit in helping John Leonard market you as a candidate. It’s all about enhancing your personal brand…here is a quick-start list you can get going on right now!
1. Create a personal website – but keep it professional
Advice from one of our experienced Staffing Consultants Jonathan Singleton: “Depending on your industry, be sure to showcase your specific talents and skills so that people can see for themselves what you are technically capable of doing. For instance, I had a client candidate who is a master marketer and he made a “Museum of Me” video to demonstrate his skill with cutting-edge video editing and brand messaging. For potential employers, it was powerful.”
2. Update your resume
Make it easy for your future employer to know your background by including hyperlinks to companies where you’ve previously worked as well as to your professional associations. Since many HR departments use resume scanning software, be sure to use industry-specific and job-specific keywords that the scanning software will parse out and use to flag your resume.
3. Blog about your core competency
A friend of mine is in charge of data security for his company, and his blog explores and debates the newest trends and standards in his industry. He thinks, writes and has online discussions about this subject; in doing so he is revealing himself to be an inquisitive expert in this evolving field.
4. Create a Video Resume
Sometimes called a Video Interview, it is a chance for a decision-maker to see the “real” you, (almost) in person. So get out your Flip video camera and introduce yourself, making sure you show how articulate you are and how well you communicate. You should make a short 2-3 minute introduction and talk about how you see yourself contributing in your next role. Always end by asking for an appointment and giving your contact information. Practice makes perfect!
A note of caution: Keep to topics that employers want to know about, and leave out the personal aspects of your life. “This can be a great way for employers to really see who you are and how you communicate, but I recently saw one that just got way too personal, the candidate talked about her family, how she grew up, her likes and dislikes – and it was just far too personal. I discouraged her from even using it,” recalls Jonathan Singleton from John Leonard. However, done with a proper focus on bringing your professional persona to life, this tool can really break the ice.
5. Bulk up your LinkedIn profile
Go ahead – jump in if you haven’t already and leverage the #1 social media tool in business today. Show you stay up-to-date by posting industry-relevant articles and commentary, demonstrate how networked you are by building up your LI contacts, and ask former managers, coworkers and customers to write recommendations for you on your Linked In page. Also, participate in LinkedIn discussions “Taking part in discussions gets you noticed as a viable job candidate well as keeps the conversation going and the sharing of information, viewpoints and knowledge,” according to the online advice website www.newgradlife.blogspot.com.
Have you been reading books on your Kindle about your field? Add those to your “Reading List by Amazon” section, which is an available application to add to your LinkedIn profile. Books you have read or are reading are easy to add and demonstrate your continuing interest in your field of expertise.
6. Forewarned is Forearmed (especially about Facebook)
Almost everyone has a Facebook page that chronicles daily life, vacations, political views and may even reach back into the good old college days – none of which is relevant to your job search. Or is it?
Increasingly, companies are searching the internet for information about prospective employees. During you job search, do yourself a favor and “lock down” your Facebook page. Modify your security settings so only your friends can see your status updates, photos and your Facebook wall. In our increasingly interconnected world (think Kevin Bacon!) you never know who your friends know, or who their friends know… check your security settings to keep your private life just that – private.
Now You Tell Us… How much did this help you?
- How many of these tools, like LinkedIn or your own blog, do you already have?
- Which tech tool do you see yourself starting with and why?
- What do you most want potential employers to know about you?
Written by guest blogger and John Leonard Account Executive, Laurisa Neuwirth.