Grow Your Business in Layers.

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We are living in an era powered by technology, fueled by information and driven by knowledge.  To grow and prosper in today’s global business environment, it is important to understand how to leverage these things to win. Long-term success demands systematically working to create greater value.

Most people understand financial capital and its value. However, you can’t stop there; it is vital to think about capital in three distinct layers. True innovation relies on the ability to capture and interpret the current and future growth needs of your business and your customers. The three layers of capital you should recognize are social, human and financial. To be a competitive organization the leaders will have to understand and buy-into these three layers.

1) Social capital: The network of relationships you have among employees and potential partners, and effectively leveraging them for maximum opportunity. This requires building and managing social trust, perceptions and beliefs. These are the fundamental ingredients involved in building a solid brand.

2) Human capital: the skills, knowledge, and experience possessed by individuals, viewed in terms of their value or cost to your organization. It is imperative to hire and manage the right people you need for growth. This requires properly training and encouraging them to rise to their full potential.

3) Financial capital: is having the financial resources to invest in infrastructure, building capacity and acquiring good talent; next, you must develop your talent and financially reward your top talent. 

It takes more than sustaining to succeed in today’s business environment. You must look to improve your current situations and build valuable platforms and new strategic ways to maximize your growth. Consider an innovative way you may apply all three capital layers into your growth plan. The goal is to devise a new an evolving initiative that is capable of putting your company on a path to long-term success.

It's Time to Open Your Eyes.

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Open Your Eyes and you may see firsthand how difficult it is to harvest quality talent. To win in the recruiting game, it is important to broaden your vision and change how you evaluate talent. If you learn how to improve your ability to identify talent, it opens up the market for you. Stop focusing so hard on policy, procedures and protocol; you will miss the hidden jewels that may not fit into the standard box. Become comfortable with breaking standard recruiting practices. Look beyond the paper.

Ask yourself; what does good talent look like? Here are three qualities you should look for when evaluating talent:

1)      A natural leader

2)     The ability to listen (coachable and trainable)

3)     Willingness to work hard

If you spot these three qualities in a candidate—grab them. No matter how they look on paper. These attributes are the fundamental building blocks of a winner.

Magnetism is an Irresistible Force.

Are you making the same mistake that many other firms are making; focusing on recruiting instead of systematically building a strong talent brand? 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.

Companies are struggling to find and hire good people—it’s all-out war.  Quality talent is out there, the challenge is finding it. One problem is firms are chasing the same people.  The only way a company can rise above the recruiting crowd, is to become magnetic. This means developing a talent brand that attracts quality talent verses chasing it.

The Three Keys to Magnetic Attraction

1.          Company culture: develop an environment where people want to work and can make                 positive contributions to society.

2.         Develop young talent: help employees grow, provide training, and offer advancement                 opportunities.

3.         Corporate engagement: turn your mission and purpose into relevant collaborative social             projects. 

Magnetism takes work, but it is worth it. Build a reputation for being a good company to work for and your firm will see multiple benefits.

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.

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.

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. 

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]

[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.