Seven Tips to Write Powerful Notes that Will Change Your Life.

If you’re looking to boost your career search, a well-written letter can be a game changer. “Trust me: as an expert recruiter and career coach, I can guarantee if you take the time to customize a short letter or hand-written note, it will open doors.” The right message will highlight in a few powerful sentences why you are special.

Chances are you encounter people on a regular basis, who can help change your career path. The key is to recognize them and know how to proactively connect; it’s called networking. This is not a lesson in networking; but without meeting new influential people, you are isolated in your own little world—few new opportunities there.

This article is about the power of notes designed to open doors of opportunity and possibilities. Here are seven tips on how to write a compelling message:

·       Make it personal — make a personal connection between you and the individual you are           writing.

·       Say something nice about person — “I admire how you accomplished career success.”

·       Be clear that you are excited to meet and/or work with them. Offer to help with a                     challenge they may have.

·       Include two sentences about your background; offer just enough information to show a             relevant connection and fit.

·       Mention the name of a mutual associate or connection (if possible).

·       Make an ask or give a call-to-action, like a 30-minute phone call or to meet for coffee. (Do         not go overboard or inappropriate.) Ask in a way that feels collaborative and beneficial.

·       Explain your rationale and objective behind sending the note and asking for a meeting.

Writing an unexpected note can make a huge and lasting impact. If you identify the right people and tailor your message, they will jump at a chance to meet you and explore your talent, enthusiasm and value.

Tiffany Thompson is the president of DaMar Staffing Solutions, a top recruiting firm located in Indianapolis.  Ms. Thompson is a top recruiter and works with clients locally, regionally and nationally.

It Will Take More than Talk to Fix These Issues.

The country faces real issues related to the long-term economy woes and poor job prospects. Millennials and their children will face economic challenges and limited opportunities to prosper through high paying jobs. More than half of the jobs in the growth sectors pay $35K or less. Of the jobs projected to be newly created among top-growing healthcare-related occupations, 71 % will pay less than $30K. DaMar can help you plan your future career moves.

Today, 42 % of U.S. workers make less than $15 per hour. That needs to change. Middle-income jobs are going away and low-pay jobs are growing rapidly. Women (55%) and people of color (60%) are over represented in the jobs paying less than $15 per hour. About half of the U.S. workers ages 35 and older earn less than $15 per hour are. DaMar works to find the best talent and to find them the highest paying jobs possible.

Many job seekers will have to take bold action and move beyond their comfort zone. The job market is getting tighter and more competitive. Candidates need courage and self-confidence to succeed. It’s important to understand how technology's role is creating, shaping and managing job opportunities. Candidates must become technologically savvy to qualify for better paying jobs, improve their quality of life, and share in the new economy equitably. DaMar helps connect people with new opportunities.

You can’t afford to stumble into a good job; it takes a detailed plan and a good strategy. No matter what career or experience level you’re at, you’ll need a road map. Here are five key points: 1) Figure out your value. 2) Make a list of firms that fit you. 3) Define your brand and message. 4) Identify any red flags you have. 5) Learn how to negotiate.      

Prepare yourself for 2017; the first 60 days will be critical. If you are looking and ready for a career change, start writing a new résumé now. Remember to put yourself in the shoes of those who will be hiring you. What will make HR managers excited about you? Your answers need to be reflected in everything you do—from your responses on job searches to your cover letter, your résumé and your interview. Craft a compelling story for yourself. That becomes your personal brand. Take your life into your own hands, and go to work. You’ll be surprised at what you can achieve with the right mind-set.

DaMar Staffing is a small firm specializing in finding unique individuals and passive candidates for both temporary and permanent needs.

Dare to be Different

Building a successful staffing firm requires finding and nurturing special relationships with loyal clients. It’s not an easy process to accomplish, especially in a market saturated with staffing agencies. DaMar Staffing competes with some of largest staffing firms in the state. Success requires honesty and hard work; there are no short cuts or clever one-liners leading to business development. DaMar has learned an agency must offer real value to each client. This team is driven to understand the things that matter to clients and make those things a top priority. The motivation is to make each client’s job a little easier.  

Every staffing firm says they are different from other vendors in town and will build meaningful relationships. Staffing firms bombard HR managers claiming to have unique tools, a special process for reviewing resumes or sourcing candidates.  Many will exaggerate the fact that they have access to a select group of quality candidates. 

We’re Different.

The truth is sourcing, candidate screening and reviewing resumes are indeed not that different; most industry professionals use standard “best practices” for all these functions. Moreover, if staffing agencies had a proprietary candidate database to recruit from, why do so many clients get the same candidates submitted by different agencies all the time?

DaMar Staffing does not have a proprietary database or special/unique software for reviewing and processing candidates, but they do have a thorough knowledge of the industry, the marketplace and their competition. So, what makes DaMar Staffing different? Their recruiting team is very careful to understand the client’s expectations and then becomes an advocate for that client.

DaMar gathers and shares information that clients and candidates can actually use. This helps each individual become more successful at reaching his or her goals. Matching the right person to a specific job assignment requires patience. This is how DaMar delivers positive value. It is the core business strategy, which permeates the team at all levels. The objective is to develop mutually profitable opportunities.

The commitment to build successful relationships runs deep and it involves a combination of people, processes, knowledge, insight and trust.  And DaMar does it the old fashioned way—elbow grease, sweat and experience. 

Value is the Difference.

Here are seven things that may set DaMar apart in the industry:

            1.       DaMar recruits and interviews constantly, looking for the best talent

            2.      They don’t over-promise and will honestly set client expectations

            3.      A small team of committed professionals will serve your account; you can deal with                    the same person each time

            4.     The passion of the president to serve is unquestionable

            5.      DaMar tracks their successful talent and maintains meaningful connections

            6.     Each client is respected and is truly involved in the recruiting process

            7.      You can expect a team of experts who offer real value

That’s it. DaMar Staffing is a boutique firm specializing in finding and building unique relationships. This model is not right for everyone, but if you are looking to build a close partnership with a staffing firm that delivers on demand solutions, at an affordable price, DaMar may be just what you need.

Core Beliefs Shape Brands

Brands Need to Stand for Something. 

DaMar Staffing Solutions of Indianapolis is a full service, contingency-based recruitment firm focused on administrative services and professional staffing for all industries. Founded on integrity, excellence, inspiration and service, DaMar Staffing strongly holds these core beliefs and applies them in every thought and action. These values reflect the DaMar brand.

Clients and candidates can always expect a high level of commitment and drive from the DaMar team of professionals. The staff endeavors to build deep engaging relationships with individuals. It is important to establish honest and long-term associations with the people within the community where everyone lives, work and play.  

The company provides cost effective, on demand solutions and flexible recruiting answers. Using traditional sourcing, recruiting, screening, reference checking, and interviewing methods, DaMar can meet most corporate needs. The DaMar team researches work related tends, employment laws/issues and job opportunities and is ready to discuss different social topics.

This team is here to help and work toward innovative solutions to keep the community moving forward. It all starts with healthy conversations. What is on your mind?

Do You Know the Warning Signs?

Most people spend almost a third of their lives at work and research shows engaged and satisfied employees are more valuable. Companies that treat their employees well gain huge bonuses compared to those that ignore their workforce. In many cases, the high pressure and rising cost of doing business has turned some working environments into toxic cultures that make the workplace almost unbearable.

Finding quality talent is time consuming and new employee training is very costly. Therefore, it is important to retain quality employees when and where possible. Most HR managers would agree that may be easier said than done; it can be tough to keep the best and brightest.

Savvy employers are specifically focusing on developing engaging and fun work environments, doing whatever is needed to have a positive and stimulating climate. If a firm can’t keep its top employees engaged and happy, those employees will leave. This should be common sense, but it isn’t. Sadly, about 30 percent of star employees feel detached from their employer and are already looking for a new job.

Good employees leave long before they quit; people don’t disengage all at once. Instead, their interest in their jobs slowly dissipates. Bad management styles, dissenting work environments and negative energy will drain the enthusiasm from people. Unfortunately, many high performing companies make these common mistakes, which can be easily avoided. If the workplace becomes toxic the best employees are the first to go, because they have the most options.

When an employee loses all their passion and excitement for their job, it is called brownout. That’s the first step toward burnout; when an employee hits the burnout point, work turn into a crisis and that’s trouble for everyone. If management isn’t paying attention, this situation creeps in unawares. It is important to know the warning signs; if management can identify the employees who may be thinking about quitting, it’s possible to intervene and change the situation before they’ve made up their minds.

Everyone complains about their boss at one point or another. But, what’s important is to understand when the culture may be growing toxic and employees start waning. Executives must be engaged and able to recognize the warning signs in order to prevent brownout and retain the company’s top talent.

The following warning signs are sure-fire indicators that the workplace may be toxic. The effects of a toxic workplace permeate the entire team, department and company.

Ten warning signs of a toxic atmosphere:

1. Job withdrawal and absenteeism

2. Lower productivity

3. Ineffectiveness

4. Decreased job satisfaction

5. Reduced commitment to the job and/or organization

6. Cliques are forming

7. Inconsistent policies and favoritism

8. Greater personal conflict with colleagues

9. Disruptions in job tasks and with coworkers

10. Revolving door, losing employees due to personality or performance issues

Creating a work environment that is enjoyable will make the organization more successful. A healthy atmosphere is conducive to productivity, employee engagement, and overall satisfaction. Points to promote: Be kind. Be organized. Be on time. Be open-minded. Treat others as you would like to be treated. This is how to cultivate amazing teams.

4 Tasks You Must Master to Close the Deal.

[Part 2 of Job Hunting Like a Pro]

This is a short list of the important tasks that will supercharge your employment pursuit. Master these four tasks and you will be successful.  

1.    Read the Right Business Publications
The right publications will be helpful in identifying where the jobs are, and also give you important business news to use during your interview. That will show that you  are knowledgeable and engaged in the industry. 

The key is to select the right publications for your industry. If you are looking to relocate, get a subscription to the local newspaper and business publications in the area you’re planning to live. Don’t forget to checkout corporate websites of the potential companies you have targeted. 

2.    Learn the Top Sites for Researching Employer Firms
Finding a good job these days is tougher than ever. There are so many factors to take into consideration but, thankfully, if you know how to navigate the internet it can provide you with the information to figure out where to invest your time. Focus on the firms and positions where your skills may prove to be the most valuable.

Invest the time to know as much as possible about your potential employer. If you land a job interview you’ll be prepared.  Job listings rarely provide company information. Knowing where to find inside corporate information can mean the difference between getting a job from a great company or heading down the wrong path.

3.    Network and Then Work the Net
Networking means more than simply talking to people. Search out people who can help you find the right leads. Build a “must-contact” list that includes family, friends, neighbors, your insurance agent, your stockbroker, people you know at other companies, etc. Prepare a set of talking points to guide you and help others understand what you are trying to accomplish. 

Set realistic goals relative to the number and quality of the contacts you’ll make each week. Revisit your contacts every 60 days. And don't forget about talking with people you're using as references. Keep them apprised of your progress. 

4.    Direct Market Your Skills
Approach your job search just like you would a direct marketing project. First, take the list you’ve developed and make a short-list (these are the hottest prospects) do some additional research on the people and firms you want to target.

 It's also important to remember not all jobs are advertised, so you’ll want to get on the radar and in the databases of key recruiters. You should cross-reference employer websites to determine if there are additional employment opportunities companywide that may fit your skill set.
Next, print (inexpensive) postcards that showcase and promote your skills and value. Mail this postcard to your top prospects. Repeat as needed.

Build Both Sides of Your Company Brand

In the recruiting world, a company’s brand has two distinctive parts: 1) Product or service brand; 2) Talent brand.  The product/service brand is what consumers think, feel, believe and is willing to share about your company’s product/service. The talent brand on the other hand, focuses on what employees think, feel, and shares about your company as a place to work. Usually, a great brand does well with both, but there are many cases where that is not the case. A firm may be known for having a great product/service, but may have a reputation of being a lousy place to work.

Because recruiting has become more like marketing, companies must embrace the idea of developing and protecting their talent brand. Executive leaders are starting to understand how important their talent brand is to their overall success. Companies can improve their recruiting position by investing in a proactive strategy and measuring their talent brand. 

A strong talent brand reduces cost per hire by over 50 percent and lowers turnover rates by 28%.  Recruiting leaders agree that talent brands should be a high priority. Large firms are starting to act on this issue. Many see this as a way to get ahead of the competition. 

Tiffany Thompson, President of DaMar Staffing, believes “most recruiting executives will find it harder to hire great talent for a company with a poor talent brand.”  

1.       Determine the types of people that fit your jobs

2.      Prioritize and pursue high priority candidates

3.      Develop story lines and brand messages that amplifies your company’s talent strategies

4.      Focus on improving jobs and work environment

5.      Be creative on employee salaries and benefits

6.      Build relationships with talent recruiters, social, digital, and content marketing

Companies with a strong talent brand will increase their ability to hire top talent. Firms with a weak talent brand will continue to struggle to attract and maintain quality talent.

Seven Skills for Job Hunting Like a Pro!

Looking for a job can be stressful, especially if you don't know where to start. Companies today are looking for people with a high level of performance skills.  You should approach job hunting with the same professionalism as you would the job itself. 

 This strategic and methodical approach will give you a clear path to make a great impression and maximize your chances of attracting an employer’s attention.

 Here are a series of steps that will help you identify and attract the right potential employers. But first, it's a good idea to define your ultimate goal and set a schedule to keep you on track; be realistic and make sure your schedule is achievable.

Job hunting like a pro is about attracting new interviews and building relationships through networking. Master these steps and you will be successful in your search.

1. Start Reading: Select magazines and articles related to your job interest and read them for specific details. Find out what's going on in the industry and companies you've targeted. Learn the latest trends and news about the top people.
2. Get Organized: You should keep a diary and take notes on what you've learned and the people you’ve identified to contact. Develop a schedule and map your plan of attack. 
3. Develop Your Writing Style: You will need a powerful cover letter. Write to stand-out, your resume and note cards should develop interest in you. Practice writing in a compelling business style; be brief, showcase your value, no jargon, just simply make your point in a powerful way. Customize each letter or note card for the specific person you are sending it to. 
4. Sell Your Talents: Your talent(s) is the product and you must market your product (you). Learn how to sell your talents—that’s essential. The best product in the world will never sale if it is not marketed properly. You will not get hired unless you demonstrate how your talents/skills will benefit the employer.
5. Be Patient: In today's market it will take time to find the right job oppor­tunity. You will have a few failures during your job search. You have to bounce back from disappointments and use them as learning experiences. If you get discouraged, your search will be doomed.
6. Stay Objective: You must honestly evaluate your situation and status. Adjust your game plan every few weeks. Review what's working and what needs to change. Seek input from family and experts when possible.
7. Learn How to Negotiate: The ability to close the deal is vital. When you get an offer that requires some negotiations to meet your need, you need the skills to support your position with logical, rationale and emotional dialog. Successful negotiations require all three elements.

Stay tuned for part 2 of Job Hunting Like a Pro—“Four Tasks you Must Perform to Close the Deal.”  

The Challenges of Hiring Quality Talent.

Competition is a major challenge in recruiting top talent. Companies must get aggressive in their planning and outreach strategy to stay ahead of the hiring game.  In 2015, hiring was up in certain industries, and the competition was fierce within those categories. Staffing shortages has hampered growth and increased stress for many firms.

The biggest problem for business growth right now is too few skilled workers. The danger of staffing shortages is increased stress, burn-out and employee turnover, and that makes a bad situation worst. 

"I'm hearing across the board, companies can't take advantage of business opportunities because they can't find people with the right skills," said Tiffany Thompson, President of DaMar Staffing.

With competition for top talent at an all-time high, the only way to find the quality employees needed is to hire them away from someone else.  Or, hire someone without the necessary skills. Either way it increases cost and cuts productivity and growth.

In 2016, the healthcare and technology sectors will continue with robust hiring plans.  

To win the war for quality talent, companies must work hard to out shine their competitors. To attract and keep top-shelf employees, companies must cultivate their human capital, communicate a vision for the future and foster a positive culture.

The primary driver of successful businesses is the acquisition and retention of quality talent. Get the right people on board, and all the other issues become manageable, fixable, and changeable—that leads to profits.  In a talent shortage, you must become aggressive and savvy.

Ask yourself these two questions: 1) What makes this company stand out from the competition as the most desirable place to work? 2) What creative incentives are in place to assure that we are attracting top talent?

Your answers will tell you a lot about which direction you need to take. Read this article for more insight on how to attract talent: http://www.damarstaff.com/blog/2015/5/13/build-a-company-that-has-magnetism  

The Art of Interviewing

How many people leave an interview feeling that they did great, only to find out a few days later they didn’t get the job. What went wrong? You knew all the "right" answers and you were very up-beat and positive. Most people have the wrong idea about the interview process. 

You must stop playing the interview game; trying to impress and dazzle the Interviewer. Hiring managers are not looking for people who can interview well. Companies are looking for people who fit their style and will fit into their firm’s culture. 

Communication is the key to a successful interview. Engage the interviewer; get him/her talking and you'll improve your chances of closing the deal.  Asking the right questions, not just answering them. Establishing a two-way conversation is the way to find out what the interviewer is really looking for.

The objective of the interview is to get hiring managers to open-up and share information about the job, the company, and the working culture.  This way, you will get enough information to accurately evaluate whether the job and the working conditions are right for you.

To prepare yourself for a valuable interview you will need to develop a list of meaningful questions. Group your questions into two categories:

1.           Questions that show you've done your homework on the industry and their company

2.          Questions that demonstrate your knowledge, skills and experiences

It’s important to prepare custom questions for each job interview, because each company and each interviewer's hot buttons are different. There is no canned-interview speech. You need to be prepared to think on your-feet and flow with the conversation. 

Here are a few common questions you can use:

• At my other job, management stressed problem solving and decision making. How are challenges handled here? [This indicates you can make decisions and solve problems. Listen closely to their response, they will tell you a lot about how management functions there.]
   
• I understand that your competition is tough in this market. What is your strategy to increase market share? [This implies that you've done your homework on the firm and its competitors. Their response will give you insight to the firm's short-term and long-term plans.]
   
• I'm familiar with (insert name of programs, software, whatever, etc.) What do you use here?
   
• My department often collaborated with other departments on difficult projects. I remember one project that...
  How does your firm approach challenging projects? [This question conveys your ability to work as a team member. In return, you'll learn how their management handles difficult projects.]

Engaging in a deep conversation will shed light on where you stand. The object of these questions is to give-and-gain information. You will need about six to eight solid conver­sation-developing questions. Chances are you will only need to ask three or four questions to get the interviewer to open up.

To develop additional questions think about your skills, work environment and what you'd like to know about the new job, the managers and the company’s philosophy. The keys to your interviewing success are good questions and when to talk and when to listen. Look for opportunities to interject based on the questions you're asked, but don't cut the interviewer off. Practice how/when to nod as he/she talks to indicate you understand.

Taking a proactive approach in the interview will set you apart from those who believe in playing the interview game. Don't wait until the interviewer asks, "Do you have any questions?" By then it’s too late to start a conversation.