How An Employer’s Culture Can Affect Staffing

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Recently, The New York Times published an article entitled “Inside Amazon:  Wrestling Big Ideas in a Bruising Workplace.”  In case you live atop a mountain without Internet or television and have missed the media frenzy, the piece is a scathing exposé on Amazon.com’s demanding and often brutally efficient workplace policies.   As we discussed in the last article, the concept of “employer branding” is a crucial part of business.   But what happens when the most vital part of a company’s success creates a negative employer brand?   And will the industry run toward or away from Amazon’s business model?  More importantly, what does this culture of high-turnover employment mean for job seekers and employers alike?

If you do live atop a mountain, you would probably benefit greatly by Amazon as a company.  In the last five years, Amazon’s popularity as a “get anything you want in two days or less” delivery service has skyrocketed.  Last year it surpassed Walmart as the most valuable retailer.

But, like Walmart, the amazingness for consumers comes at a price for the people who create it.  Amazon is able to deliver what it promises through cutthroat workplace policies. From punishing workers for illness to demanding that upper level managers work 100 hours a week, Amazon snubs the concept of worker retention for a process it considers “panning for gold.”  That is to say, it continuously weeds out employees that it doesn’t consider to be “rock stars” rather than cultivating longevity or loyalty.   This employment model deliberately guts the retention aspect of the employer brand.

But what about employer presentation?  This policy has indeed been detrimental to Amazon’s image as an employer to some degree considering that currently, in its recruitment markets, Amazon has over 4,500 open positions.  Its new employee orientation process is ongoing every day.   However, with this media buzz, their employer brand is even more negative.

In Amazon’s case, there is a unique third aspect of their brand and that is the image that exiting employees carry to recruitment and staffing agencies.  When a resume includes the company as the most recent employer, the new employer can safely assume that the candidate has a negative attitude one way or another toward work.  Undoubtedly, this negativity throws a wrench into higher level recruitment such as passive candidate recruiting and talent mapping.  When qualified people have been damaged by the work culture of an employer, the candidate pool suffers.

Is this model the future of work?   One term that comes up in discussion is “Orwellian.”  In his books, most notably 1984, George Orwell wrote of a future where people were hyper-managed with every aspect of their lives controlled and managed by “Big Brother.”  With the implication of software that monitors and analyzes the metrics of productivity of each employee from box packers to executives, Amazon is indeed fulfilling Orwell’s vision.   But does the positivity of its consumer culture balance out Amazon’s Orwellian practices?

Today, after a week of media attention, Amazon’s employer brand is about as negative as it can get.   Job seekers in and around Seattle, the company’s headquarter city, most likely know its reputation.  But as Amazon expands to other job markets, it carries the black mark that the media has put in the spotlight.  Now that the cat’s out of the bag, Amazon is going to likely see a decline in the flow of qualified workers.

But what if it doesn’t?

Whether this model succeeds or fails is the crossroads for staffers and recruiters.  Meanwhile, other giants such as Netflix are experimenting with family friendly policies such as paid maternity (or paternity) leave.   The road has diverged in the yellow wood, so to speak. In the coming decade, a new norm will emerge.   Will productivity trump humanity?  Only time will tell.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Employer Branding: Do People Love Working For You?

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It used to be that employers paid the money and held all the cards.  If their workers had something negative to say, who was going to hear them? Surely not potential candidates.  Barring workers whispering “Psssst…” to interviewees in the company’s waiting room and pulling them into the supply closet to tell them to run for their lives, employers with unfavorable working conditions were insulated from criticism that could affect their hiring process.

Likewise, it was possible for employees to keep their satisfaction at a job a secret in an effort to control the flow of job seekers peeking in the windows.   If you and your coworkers had a good deal with an employer, it was nobody’s business.

Today, the cat is out of the bag.  Employers have to polish their reputations just as vigorously as job seekers.  Sites like LinkedIn.com, Indeed.com, and CareerBuilder.com have sections where current employees can rate and review their employers.  The playing field was leveled and a two way street was built.  A good recruiter or staffing agency knows how to navigate it for both the employer and employee.

The term “employer branding” was first quoted in Journal of Brand Management in December 1996 and was described as, “the package of functional, economic and psychological benefits provided by employment and identified with the employing company.”   With the advent of the Internet era, information became exponentially widespread.  Likewise, the dot-com boom provided opportunities for the new generation in the workforce to excel on their terms.  It became an employee’s market and many qualified workers—the “Top Talent”—looked for jobs that were both financially and mentally satisfying.  Thus, they turned toward their peers to provide data on potential employers over the Internet.    By 2001, of 138 leading companies in the US, 40% claimed to be actively engaged in some form of employer branding activity. But 2003, that number was up to 60%.  Today, it is estimated that nearly all major corporations and employers (as well as many small businesses) take measures to appear attractive to potential candidates both externally and internally.

Employer brand management has two major components: presentation and employment experience.  Presentation deals with the recruitment effort.   What does an Internet search of the company yield to job seekers?  What is the company’s reputation for employee satisfaction?  Are the benefits and wages worth the downfalls of the employer?   Recruiters can help manage this process by sharing what they learn from potential candidates and job seeking website reviews.

Internally, the employment experience is what drives the employer’s brand.  No amount of company image polishing by a professional can equal word-of-mouth reviews by current employees.  Likewise, attracting Top Talent is only half of an employer’s battle.  The other half is retaining qualified workers.  Today, passive candidate recruitment has created freedom for workers to move up the ladder by changing employers.  So it is vital that companies provide a unique and unbeatable employment experience for their workers.

Employment agencies often use the term “employer value proposition” or EVP.  The EVP is a unique set of offerings, associations and values to positively influence potential candidates and employees.  These offerings can include the obvious such as competitive wages and benefits as well as components that improve the quality of employment such as flexible hours, team-building activities, and consideration for working families.

Both aspects of the employer brand have to be managed and meticulously maintained to ensure that a company is attracting and keeping the very best.   As the world grows smaller and smaller through the increased speed and availability of data and information, employees will be in the driver’s seat.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Press Release: American Recruiting & Consulting Group Announces New Hire

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Weston, FL – American Recruiting & Consulting Group (ARC Group) announced Monday that John Burke has joined the firm to further develop their growing portfolio of accounts in and around the Jacksonville, FL area.  John Burke comes with a wealth of experience in sales, specifically in the recruiting industry, with over 15 years of experience specifically in recruiting and account management. 

John joins ARC Group as the Director of Business Development and will have a focus on medium to large companies that have hiring needs.  With his extensive sales and account management experience, ARC Group’s CEO, Gregg Podalsky, said “John’s wealth of experience and industry knowledge will make him a key addition to our organization.  We hire talented individuals like John as a sign of our commitment to continually enhance the level of service we provide to our clients and to be the leader in the recruitment industry space.”  

On his hiring, Burke stated, “I’m thrilled to be working with ARC Group and doing what I love to do, which is building relationships and helping clients grow their businesses by identifying and recruiting the most qualified talent in the market.”  

John Burke will be based in our Jacksonville, Florida office. 

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Using Boolean Searches to Find Candidates

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Admittedly, Boolean is a funny word.  Most of us know it applies to a search technique but we don’t have any idea how.  Likewise, since the mid-1990’s, many of us use Boolean searches daily to find information on the Internet and have no idea that something so mundane has deep mathematic roots.

In the late 19th Century, George Boole, English mathematician, philosopher, and logician, made significant strides and discoveries in the fields of differential equations and algebraic logic.  He is best known for authoring The Laws of Thought.  So how do we get from algebra to Google?  And more importantly, how do Boolean searches enable recruiters to find the best candidates both active and passive?

Math and logic put into plain English, “Boolean Logic” is the process of combining certain concepts and excluding others when searching databases.  Thus, when you put the words “and” or “near” or “or” in a search engine along with keywords, you are effectively using Boolean Logic—and conducting a Boolean search.  Likewise, in modern non-mathematical use, keeping phrases together with quotation marks adds to the specificity.

While this might be as second nature as finding an Arby’s in your hometown of Arlington, TX or a solution for “poison ivy” and “toddler,” Boolean searches can be fine-tuned as sharp search devices.  Recruiting agencies use this technique to find the best and brightest candidates for positions.

Active candidates for jobs are low hanging fruit for recruiters.  Sites like LinkedIn.com, Monster.com, and Careerbuilder.com are full of resumes with searchable terms regarding the positions they are looking for.  Searching for a Project Manager in a sea of resumes where those keywords abound can result in thousands of hits.  But what about those passive candidates out there who aren’t searching for their next job opportunity?  Their contact information isn’t neatly attached to a list of their qualifications searchable online.  How do recruitment agencies source those people?

Here is where skill and ingenuity in choosing the right combination of words for the Boolean search come into play.  A skilled recruiter knows how to find ancillary words to obvious search terms that carve out and highlight paths to the candidates’ information.

As an example, let’s look at our Project Manager search.  Say the head of an ad agency wants to create such a position to head the creation of a new digital department.   He approaches a savvy recruiter who heads to the Internet.  While common sense makes this search seem easy, this is a situation where uncommon sense is employed.

The recruiter breaks down the position into a list of keywords.  Keywords can be found in the job description.  Let’s look at the keywords “project” and “manager.” The words themselves have many meanings and uses and therefore fairly useless. But when put into quotation marks, “project manager” has a more concise meaning.

The Boolean search can be further honed by adding “digital agency” and the words “and” or “or” to the search.  Likewise, depending on the search engine, the recruiter can use the word “not” to exclude terms.  So, for example, if the company does not want a candidate who comes from the software programing industry, he can add “not” and “software” to the search bar.   Some search engines, like Google, read over small words and instead use the + and – signs, respectively.

The more terms added, the more narrow the results. But which terms?  A location is always a sure-fire term.  As is a list of names of existing digital ad agencies.  While companies in a certain area may post their employees’ information publically, many choose not to for privacy.   So where are the names of currently employed Project Managers hiding out?

Each recruiter has his own secret weapons but a good start is searching for online articles containing keywords regarding honors, awards, civic involvement, and news events.   Did a competing ad agency just have a presence at a local job fair?  Were the employees of another agency featured in a press release regarding a new digital product?  These are there types of publications a good recruiter looks for.

Another avenue is social media.  Facebook, Instagram, and other sites have warehouses of information searchable online.  Simply tagging a Boolean search with “status update” can result in dozens of leads.  Likewise, image and hashtag searches can yield even more candidates who are simply mentioning their qualifications.  #bossdigitalmanager might be a lead to just the candidate the agency needs.

The genius is in the details, however, and recruiters have their own talented people who offer this edge to companies looking to find passive candidates. Boolean searches may be the mathematic tool, but the creativity of the recruiter is the real resource.   By using the formulas and strategies they have tested and perfected—as well as thinking outside-the-box—a recruiter can be invaluable to a company looking to fill an important position.

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner in the last 30 years in the full-time, contract and temp-to-hire staffing and consulting industries.  Awarded to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a national presence, and provide a service throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington.

Temp Agency, Headhunter or Recruiter?

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When you hear “temp” or “temp agency,” do you think of a 1980’s sitcom?  Perhaps ladies in horned rim glasses and polyester skirt suits typing and answering phones?  What about “headhunter?”  Is that like Dogg The Bounty Hunter in a shirt and tie?    And then there is the seemingly catch-all concept of “recruiter.”  Maybe the image of a drill sergeant with a clipboard comes to mind.  In the clamor of today’s job market, workers and employers alike can benefit from hiring assistance from a third party.    But who exactly are these helpers and what do they do?

Let’s start with the modern temp agency—or staffing agency.  To be clear, staffing and temp agencies, also called employment agencies, usually are contracted by the employer to find workers.  While agencies that take a fee from job seekers exist, few hiring professionals would recommend them.  In fact, most would suggest steering clear of them.   For that reason, we will exclude them from our discussion.

Now, while there are the occasional temp positions that bring Dolly Parton singing 9-5 to mind, today’s temporary employment market is more about filling tentative positions at start-up companies and bridging workforce gaps for businesses with seasonal or per-project needs.  While typing speed and shorthand have gone out with acid-washed jeans, the concept of workers who float from company to company for a term of a day to a few months, is still relevant.  Companies still need the benefit of the agency screening each candidate and staffing accordingly.  The employee has the benefit of a continuous income from one source—the agency—and also the variety and change-of-pace that comes with temp work.

When there is an open position at a company that needs to be filled with a skilled worker, often a headhunter—or more eloquently, an executive search firm—is brought into the mix.   This type of professional seeks out both active job seekers and passive candidates who would be qualified for the position offered.   Most of these are permanent jobs with competitive wages and the fee associated is a percentage of the position’s yearly salary.   While many of us consider ourselves highly qualified for what we do, there is a good chance that our phones aren’t ringing off the hook with calls from headhunters.

Which brings us to the most practical solution for assistance in hiring competent workers—the recruitment agency.  A recruiter works for an employer but often forges relationships with potential candidates and can be extremely beneficial to a job seeker.  Recruiters take on the challenge of posting ads online (or in printed media) and sifting through the responses and attached resumes.   When a client hires a recruiter, they are off the hook for the pre-screening process.  Candidates without the proper qualifications are eliminated and only the best and the brightest—chosen by experienced agents—are put forward for review.  When a candidate is hired, the recruitment agency is paid by retaining a small percentage of the worker’s salary or wages from the employing company.

A recruitment agency often doubles as a temp agency of sorts by serving as the employer of record and taking care of the regulations regarding benefits and payment.  However, most recruiters deal with contract positions of at least three to six months.  Likewise, temp-to-permanent positions are often handled by recruiters seguing the worker from their system to the employer’s.  Always flexible, recruitment agencies can also find and place permanent employees, charging a fee based on the yearly salary of the position.

So whether you are scanning the Internet for your next job opportunity or you’re an employer looking for talented people, using the right hiring help can make all the difference.

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner in the last 30 years in the full-time, contract and temp-to-hire staffing and consulting industries.  Awarded to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a national presence, and provide a service throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington.

Avoiding High Employer Costs for Vacant Positions

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Losing Money

For many companies, the high cost of leaving a position vacant for an extended period of time is becoming a matter of great concern. More than 50 percent of employers report having open positions that they are finding it difficult to fill. Many of these positions remain vacant for more than 12 weeks.

High employer costs for vacant positions are a real concern for many employers. One such cost is simply the expense of trying to find a qualified candidate for the position. If you are spending a significant amount of time recruiting applicants and interviewing potential candidates, this can take time away from day-to-day operations.

In addition, having positions remain vacant for an extended period of time can affect the morale of the rest of your employees. They may wonder why you are having such a hard time finding anyone to fill the position. They may not realize how much effort you are putting into this task, and instead assume that you just do not care about hiring someone for the job.

Vacant positions can also significantly decrease the productivity of your entire organization, especially when these are critical positions that come with a lot of responsibilities. When these jobs are unfilled, their duties will not be performed in a timely fashion.

Since other employees will have to step up and do the work, this means that their regular duties will be put on the back burner. This can cause a cascade throughout the entire organization, eventually causing employees in different departments or branches to be affected as well. The ripple effect from even a single vacant position can be significant and last for months.

Even after a position is filled, it can take a while for things to get caught up and back to normal. The longer that a position remains empty, the longer it will take for the rest of your employees to catch up and get things back on track. Even an extra day or two can cause real difficulties.

In addition, even after a new person has been hired, it can take them a while to master their new responsibilities and get up to speed. This means that other employees will have to take time away from their regular tasks to assist the new hire in learning these skills. The training process can often increase costs for a company, since other employees will be affected.

When positions remain vacant for extended periods of time, this can affect the company’s position in the marketplace as well. If orders take longer to fill, customers may end up taking their business elsewhere. Over time, this can cause a company’s reputation to suffer.

Other employer costs for vacant positions include lost orders, overtaxed resources, and increased employee turnover. If a customer knows that an order will take an extra week or two to complete, for example, they may decide that the delay is not worth it. While your oldest and most loyal customers may stick with you, it can be hard to attract new customers if they know that they cannot expect timely service.

When your employees are asked to do more work with fewer resources, they may eventually decide to leave your organization and seek a more pleasant work environment. This just exacerbates the problem, since now you will have even more vacancies to fill. Over time, the problems caused by vacant positions can snowball rapidly.

As you can see, the employer costs for vacant positions can cause real problems for a company. Organizations need to be aggressive in filling such vacancies to avoid these very costly problems.  And if they cannot do it themselves, they should be contacting a recruitment agency to help them.  There is money to be spent there, but the money lost while having a position vacant, far outweighs the money spent on an employment agency to help you fill it.

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner in the last 30 years in the full-time, contract and temp-to-hire staffing and consulting industries.  Awarded to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a national presence, and provide a service throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington. 

In Recruiting, Relationships are Key

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Being a recruiter, working in a staffing agency or recruitment agency, is not an easy job.  It can be quite rewarding but the path to the reward is rarely easy.  There are several key skill sets that a recruiter has to be good at in order to be successful.  You should have the ability to perform research when trying to identify the candidates that best fit your client’s needs.  You have to have a certain tenacity, like in a sales role, to continue to pick up the phone and call potential candidates.  You have to be able to multi-task, even more so than most other jobs, due to the fact that on any given day you could be trying to fill anywhere from 3-30 different open positions.  But, in my opinion, nothing matters as much as having the ability to establish and develop relationships with your candidates. 

Most employment and temp agencies will train a recruiter on their processes, how to find candidates and even about the technical jobs that you wouldn’t normally know anything about.  These are important pieces to being a recruiter and certainly should not be overlooked.  But the one thing that is hard to train someone on, either you have it or you don’t, is the ability to effectively communicate with people and quickly build trust.  Gaining a candidate’s trust is essential to building relationships, and ultimately being a successful recruiter.  Let’s take a look at a few reasons why: 

Exclusivity – It’s not fair to expect a candidate to only work with one recruiter.  Think about it, if you are searching for your next opportunity, would you only work with one person and just wait around until they tell you about a new opportunity that makes sense?  Probably not.  But if you have a good relationship with your recruiter you just might.  So as a recruiter, it is very important to establish trust quickly with the candidate.  Make them feel that they are most important to you, which they should be, and that you have their best interests at heart.  This will lead to them working with a minimal amount of recruiters, and potentially, with just you and you alone.  This will save you from competing with other recruitment agencies for the same candidates. 

Referrals – When you have the trust of a candidate they are more likely to try and help you with other positions you need to fill.  Finding the right candidate is harder than you might think it is, but getting referrals can be your best source.  They are usually passive candidates that you may not even know exist without the referral and many times are the best candidates.  So when you have a good relationship with your candidate, and they know and feel you have their best interests at heart, they will many times help you locate a candidate for other positions.  And if not a candidate, they may be able to connect with you someone they know that would potentially know the types of candidates you are need.  Or they may just know a friend that is looking for their next step in their career and will point them to you first.  In the recruiting industry, referrals can make your career. 

Repeat – Finally, having a great relationship with a candidate can make you money multiple times by placing them again on down the road.  Maybe you placed them in a contract role that has a definitive end date.  When that date comes around, if you have a great relationship with your candidate, you will likely be the first person they call when it is time for a new opportunity.  Or maybe you placed them in a permanent role and 3 years down the road, the company is bought by someone else and major changes happen that causes them to look eslewhere.  That candidate will likely call you and ask for help in finding a new opportunity.  Regardless of what type of position you help them with, having the ability to further help them, and in the process make money for yourself, can help you continue to be successful for years to come. 

The moral of the story is to treat your candidates with respect, be communicative and do your best to establish a relationship with them.  Recruiters, sometimes unfairly, can have a bad reputation not unlike a used car salesman.  That’s usually because a lot of recruiters are not good at what they do and certainly not good at building a relationship with their candidates.  Make yourself stand out, and who knows, you may even gain a new friend in the process.

 

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner in the last 30 years in the full-time, contract and temp-to-hire staffing and consulting industries.  Awarded to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a national presence, and provide a service throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington. 

Press Release: American Recruiting & Consulting Group Completes Acquisition of The Marver Group

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Weston, FL – American Recruiting & Consulting Group (ARC Group) has completed the acquisition of The Marver Group, led by Nancy Marver-Ilhan, which is a respected Executive Search Firm in Chicago that opened in March 2003 and specializes in Commercial Insurance Search.

With this strategic partnership, ARC Group has added an additional level of expertise to their portfolio and will be able to help better service clients in the Insurance Industry, not only in Chicago, but also on a national level.   Nancy and The Marver Group bring a wealth of experience to ARC Group. Nancy has been recruiting professionals in Underwriting, Claims, Operations, Loss Control, Human Resources, Marketing and Management for over 25 years.

“We are very excited to have acquired The Marver Group for several reasons,” said Gregg Podalsky, CEO of ARC Group.  “We have had great success over the past 30+ years and are always looking for ways to better service our clients’ needs.  The Marver Group acquisition helps enhance our existing capabilities and accomplish this goal.”

 

About ARC Group©

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors.

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services.

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

We’ve Moved!

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New Office3

Due to a high demand in our services, American Recruiting and Consulting Group has recently moved their corporate headquarters to a larger office to support the growth of our business. 

American Recruiting & Consulting Group, a national executive recruitment agency, was established in 1982 and has been consistently ranked in multiple issues of Florida Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With hundreds of employees, and multiple locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping you find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

Schedule an appointment today to meet our staff and see how we can support your hiring needs.

 

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner in the last 30 years in the full-time, contract and temp-to-hire staffing and consulting industries.  Awarded to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a national presence, and provide a service throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington. 

Some Work is Better Than No Work

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Laid Off

If you are like millions of Americans over the past 7 years you may look at your resume and realize at some point you have a significant gap between jobs.  This is a problem that has many implications.  Outside of the fact that time lost on a job is money lost in your bank, it poses a very real and serious threat for your future….getting hired again.  

While it may seem natural to think that organizations realize you may have a job gap because the economy tanked in 2008, and took several years to recover, but the reality is many of them don’t care.  From a company’s standpoint, they realize that the economy caused a lot of job losses, but they feel there must be a reason that you aren’t hired soon after being let go.  They may think that if you didn’t make the cut at your previous employer then you won’t make the cut at their company.  Or they think that even if your termination was unavoidable that you should still be hired soon afterwards if you are a good employee with good skills.  They may even think that you are lazy and aren’t trying to find new employment, and if that were the case, of course they aren’t going to be interested in you. 

I tell people in the unfortunate position of being laid off that the best thing they can do for themselves is to get a job as soon as possible.  Even if that means you are taking a less desirable position.  That way when you apply to a position that you do want the company will not look at you as someone to shy away from.  Plus it keeps money in your bank and keeps your skills sharp.  

If after being let go from your employer you find that there aren’t any positions available that you really want, at the pay you want, then I suggest taking on a contract role.  Many companies these days have moved to a “try before you buy” approach where they hire people on a contract basis, usually for anywhere from 3-12 months, then if it works out they will offer that person a permanent role.  Sure there are some drawbacks to contract positions such as lack of benefits and paid time off, but there are many positives too.  For one, the recruitment agency that you work with may offer benefits after 60-90 days.  You are also typically paid more on a contract position than permanent positions due you having to pay for health benefits on your own.  

But the biggest and best reason to take a contract position when you can’t find a permanent one that suits you is that you get to keep working.  And if you are continually working, then you are attractive to companies that seek a person with your skill set.  Plus it is easier to explain multiple jobs in a short period of time if those jobs are contract positions that have a start and end date compared to just jumping around. Not to mention you don’t have a loss of income. 

Sometimes having a job gap is completely unavoidable.  Maybe you have a sick family member to take care of, or you were sick yourself for an extended period of time.  Those are legitimate excuses and most companies will look beyond the job gap if you have a valid reason for it.  But if you don’t, I would recommend doing your best to have no more than a 2 month gap on your resume.  

So if you find yourself without a job for whatever reason, get back on the horse.  Call a temp agency or staffing agency and see if they can help.  But don’t let your ego keep you from working or finding work will eventually prove harder than you think.

 

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner in the last 30 years in the full-time, contract and temp-to-hire staffing and consulting industries.  Awarded to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a national presence, and provide a service throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington.