Career Report

October 2019 – Issue 236

Turning a Temp Job Into a Permanent Position

For workers interested in making a temporary job permanent, here are some tips from author Karen Burns from an article published by U.S. News & World Report:

Treat the temp job like a long job interview. Do your best work. Always be punctual, cheerful, enthusiastic, and conscientious. This is your chance to prove you’re a star.

Temp where you want to work. Not only will you be an obvious choice when the company thinks of hiring permanently, you’ll also hone the skills you’ll need in that full-time position.

Adopt the company’s culture. You want to show that you already work there (for real). If you look and act like a temp, employers are going to think of you as a temp.

Be a team player. Offer to work overtime if needed. Be willing to do tasks outside your job description. Make friends with the permanent workers.

Dress the part. Even though you’re a temp, you don’t need to look like one. If you dress as though you take yourself seriously, others will take you seriously.

Keep your résumé on hand. Make sure it’s up to date at all times, in both paper and electronic formats. You never know when someone may ask to see it.

Make sure your employer knows about your skills. A temp job can be quite specialized. Look for ways to let your employer and your co-workers know that you can do so much more.

Learn as much as you can about the company. Temps often aren’t given in-depth instruction. Make an effort to learn about the company’s products, services and market.

Meet people. A temp job is great networking venue. Make yourself visible. Get out and about and meet department heads, HR employees, and anyone else with influence.

Be a self-starter. Pay attention, take notes, and anticipate needs. Bosses appreciate and value people who can work without supervision.

Let them know you’re interested in permanent work. A company may assume you’re happy as a temp. From time to time talk with supervisors about your goals and let your staffing agency know you’re interested in a full-time position. The agency has a good relationship with the company or you wouldn’t be there; the agency can be a strong advocate for you.

Make yourself indispensable. This is the key. The way to turn a temp assignment into a permanent job is to exceed expectations. Make yourself an employee the company can’t live without. If you’re such a stellar worker that employers start to “need” you, you’ll be on your way to a permanent paycheck

NEWS FROM BLK

The 4^th quarter is here and hiring not only remains strong but appears to be picking up steam.  We at Berman Larson Kane have new orders from clients that we have not heard from in many years.  This resurgent’s is being caused by companies need to get deeper into the talent pool to hire exceptional candidates.

As always it is our pleasure to assist these clients and continue to use our extensive ATS to isolate talent that is not listed in the public domains.

As for the remainder of the year, we are predicting continuous hiring strength from a wide assortment of industries and are very optimistic about the New Year.

We thank all for continuing to place their faith in Berman Larson Kane’s ability to staff challenging opportunities and look so forward to celebrating our 40 years of service in 2020.

Career Report

September 2019 – Issue 235

RECHARGE YOUR BATTERIES AND LOVE YOUR JOB

Burnout is one of the biggest problems in the workplace, especially for older workers, and is a major reason many people retire earlier than they projected, according to an article in AARP The Magazine. But for people in their mid-to-late 50s and into their 60s, these are generally peak earning years, so staying on the job allows for continued retirement-account contributions and a delay in filing for Social Security benefits to qualify for a higher payout.

That said, with more people wanting—or needing—to work well past their 50s, generating new enthusiasm on the job is critical, the article pointed out.

“We are rewriting the map of life,” said Marc Freedman, the CEO of Encore.org, a nonprofit organization that’s building a movement to tap the skills and experience of those in midlife and beyond. “In the past, if you were 56 or 57, it might be only a year or two before you were ready to slip into early retirement. Now you’re thinking about another 10- or 15-year working career. That changes the entire equation.”

Here from the article, adapted from the AARP book, Love Your Job: The New Rules of Career Happiness, are eight tips to help older workers reengage.

Seek Out New Duties — If you’re constantly doing the same set of tasks each day, the monotony alone can drag you down. Step things up. Scrutinize your current position to pinpoint a new responsibility you can add that will refresh your focus, and maybe even scare you a bit. Ask to be assigned a signature project you’ve always wanted to launch, or volunteer for a new role. At this stage, it’s easy to coast, but this is the time to try something different.

Get up to Speed — It’s easy to become complacent about staying current with the trends in your field. Set up a Google Alert to notify you when your employer is in the news or when a competitor is making waves or beginning a new venture. Follow industry thought-leader blogs, join relevant groups on Linked In, and participate in the discussion.

Connect with your coworkers — Subtle changes in your behavior each day can have a huge impact. For example, practice listening to coworkers and celebrate their successes. It’ll make you feel good and build esprit de corps. Reach out to new colleagues, or those you don’t know well, to grab lunch and learn about what they do and their backgrounds. Stop by someone’s office to talk about something unrelated to work. Instead of emailing a reply, have a face-to-face chat.

 Fine-tune your relationship with a difficult boss — Lots of people quit their bosses, not their jobs. No matter how impossible your supervisor is, keep your side of the street clean. If your unhappiness with him or her affects your productivity, this will come back to bite you, not your boss. Most supervisors do want you to succeed; this reflects on their performance, too. You might just need to gently show your boss, by demonstrating that you’re engaged in your job, how you can help each other.

Find joy around the edges — Many companies provide the opportunity to do volunteer work right within the organization. Find a volunteer gig that can help build relationships with coworkers (even your boss) and forge bonds across departments that you might never have had otherwise. Get involved with a mentoring program. Participate in employee activities. Join or organize a company team sport. Or create a walking, biking or running group.

 Clean up your office — When people feel sapped of energy, often they’re not clearing out as they go. Their in-box is overflowing, their desk is a disaster, and their file drawers are bursting. De-cluttering is liberating and empowering. You’re saying, “This is valuable; this is not.” It’s a physical way to be involved in making decisions about your life and what you want to do with it.

 Be happy in your work — A recent Gallup poll found that the more that employees use their strengths at work and are engaged in their jobs, the happier and more enthusiastic they are. You’ll discover that your enthusiasm will not only trickle down to the quality of your work but that people will want to have what you have. You’ll be the one they seek to have on their team. To quote Maya Angelou, “If you don’t like something, change it. If you can’t change it, change your attitude.”

 Upgrade your skills — This is especially true with new technology. Learn what computer programs your employer values, and take a class or a refresher course at your community college, or participate in a workplace workshop or training program. That hands-on approach can open doors to a promotion or lateral move. But more than that, it can ramp up your enthusiasm for your job and push it in new directions. Boredom is often at the root of unhappiness at work. If you persistently add worth to what you bring to the job, chances are your boss will notice and reward you for it, and that can do wonders for your attitude.

NEWS FROM BERMAN LARSON KANE

The summer is behind us and business and hiring should continue at a brisk pace for the immediate future.  As for 2020, although the US economy is strong,  projections and the likely hood of a recession linger in business leaders projections and world stock markets.  So 2020 hiring and unemployment is any one’s guess.   As for our local predictions, the aging of the workforce will keep unemployment low in the NJ/NY market place and the competition for top talent will not cool down.

We at Berman Larson Kane thank all for their continuous support and continue to honor the 40-year tradition of assisting hiring authorities and job-seeks with the best employment options.  Enjoy the cooler weather and hopefully not a cool down economy.

Career Repot

November 2018 Issue 225

Four must-have job skills that workers should aim to possess:

Clear Communications – Whatever their level, communication is key for workers to advance. “This is really the ability to clearly articulate your point of view and the ability to create a connection through communication,” said Holly Paul, U.S. recruiting leader at PriceWaterhouseCoopers, the accounting and consulting firm based in New York.

For job seekers in particular, clear communication can provide a snapshot of their work style to employers. “I can walk away from a five-minute conversation and feel their enthusiasm and have a good understanding of what’s important to them,” Paul told the newspaper.

As office conversations increasingly move online, some workers are losing or never developing the ability to give a presentation, for example. Others may be unable to write coherently for longer than, say, 140 characters.

“Technology in some ways has taken away our ability to write well. People are in such a hurry that they are multitasking,” and they skip basics such as spelling and proofing, said Paul McDonald, senior executive director of Robert Half International, a Menlo Park, Calif., staffing firm.

Personal Branding – Human-resources executives scour blogs, Twitter and professional networking sites such as LinkedIn when researching candidates, and it’s important that they like what they find, the article pointed out. That’s your brand, that’s how you represent yourself,” said Peter Handal, CEO of Dale Carnegie Training, a Hapuppauge, N.Y., provider of workplace-training services. “If you post something that comes back to haunt you, people will see that.”

Workers also should make sure their personal brand is attractive and reflects well on employers. “More and more employers are looking for employees to tweet on their behalf, to blog on their behalf, to build an audience and write compelling, snappy posts,” Meredith Haberfeld, an executive and career coach in New York, told the newspaper.

Flexibility – The ability to be flexible and quickly respond to an employer’s changing needs will be important next year as organizations try to respond nimbly to customers. “A lot of companies want us to work with their employees about how to get out of their comfort zone, how to adapt,” said Handal. “Somebody’s job market today may not be the same as next year.”

The ability to learn new skills is of top importance, said George Boué, human-resources vice president for Stiles, a real-estate services company in Fort Lauderdale, Fla. “We want to know that if we roll out a new program or new tools that folks we have on board are going to be open to learning,” he said.

Productivity Improvement –Workers should find new ways to increase productivity, experts said. Executives are looking for a 20 percent improvement in employee performance from current levels, according to a recent survey by Corporate Executive Board, an Arlington, Va., business research and advisory firm.

“When you are at your job, do you volunteer for projects? Are you looking for creative ways to help the organization,” McDonald said. “The way to really differentiate yourself is to be proactive.”

Companies that are considering adding workers in coming years want current employees to operate in growth mode now, the article pointed out. “My clients are looking for employees that have a great ability to understand what is wanted and needed, rather than needing to be told,” Haberfield said.

Even hiring managers need to work on certain skills as organizations consider expanding next year. “The ability to spot talent and hire people has fallen out of use over the last several years,” said Ben Dattner, an organizational psychologist in New York. “As the economy turns around, companies will have to work harder to retain talented employees. Companies have trimmed the fat, and now they have to build the muscle.”

NEWS FROM BLK

November is Thanksgiving month and we at Berman Larson Kane are so thankful for your business and it is our pleasure to assist your hiring needs or career plans for over 38 years.  We never  allow a day to go by without remember what a privilege it is to assist all with their career and company growth.

As the year winds down and we look forward to the holidays; the hiring demand and number of openings continues to increase.  We see a competitive market for many skill sets and we predict that 2019 will continue  the trend.

Have a wonderful holiday season and thanks again for the privilege of allowing us to career assist.