“We have been successful operating in the Northeast for over 40 years and saw an opportunity to continue our organic growth plan in the Southeast”, says Matt Briand, President & CEO.  “As we expand our footprint, the Mocksville, North Carolina office will provide a central hub in which to better facilitate future branch openings”.

4/30/2012

The standards for understanding skills which are learned and
technical in nature are called “hard skills”.
Examples include machine
operation, computer proficiency, safety standards, financial procedures and sales
acumen.  “Soft skills” have to do with
how people relate to each other in everyday life; communicating, listening,
engaging in dialogue, giving feedback, cooperating as a team member, solving
problems, contributing in meetings, and resolving conflict.  Soft skills are needed for everyday life as
much as they’re needed for work.  Soft
skills can vary in the level of mastery, depending on the company, culture and
people you work with.

A good example of the difference in these skills can be
found in a CAD draftsperson’s job requirements. The ability to work with these particular
programs is a hard skill that is measured by the level of experience,
understanding and expertise. These levels are typically standard, no matter
what industry or company you work for.

On the other hand, communication skills are a set of soft
skills needed for the role.   The
standards for effective communication can change based on your audience or the
topic you are communicating.  You may
communicate well to fellow CAD drafters about technical details while you may struggle
to communicate clearly to a senior manager about your project progress or
support needed.

To possess strong hard skills usually takes smarts or IQ
aptitude.  To possess strong soft skills
usually takes an ability to read and work well with people of any level.

Hard skills can be learned in school and from books.  There are commonly designated levels of
understanding and a path as to how to excel with each hard skill – studying, classes,
practice, etc.  Most soft skills are not
taught well or focused on in school and have to be learned on the job through
trial and error.

In general, in the current job market, more and more, soft
skills are becoming just as important in engineering careers as the hard
skills. We all know or have worked for senior people that don’t seem that
bright or possess limited hard skills.  More
than likely, they are in senior positions because they have exceptional soft
skills such as setting an example, teambuilding, solving problems, making
decisions, planning, instructing, coaching, and motivating.

Here is an interesting thing to think about: most of us have
spent at least 16 years in school focused mainly on building our hard skills
full time and a little on our soft skills through team projects, sports, and
social activities and relationships.  To
succeed in a career, wouldn’t it make sense to spend another 16 years to mastering
the soft skills necessary to advance?

Nashua team from L to R: Heather Stowell, Matt Gorman, Lindsay Greene, Jennifer Lubao

“We are excited to be recognized as part of this elite group providing exceptional customer service. This award is a direct reflection of our entire team; their efforts have been recognized by our client base. A special thank-you goes out to our clients who participated in the survey, helping Monroe Staffing achieve this award. Less than 1% of staffing firms in the US and Canada have been named to the Best of Staffing List for Client Satisfaction” Monroe Staffing’s President and CEO, Matt Briand said. “We are proud and honored to be recognized for our efforts in this way.”

Staffing firms competing to make the Best of Staffing list underwent a rigorous client survey process followed by careful analysis of responses to determine satisfaction levels. Monroe Staffing received satisfaction ratings of 9 or 10 out of 10 from 71 percent of their clients, significantly higher than the industry’s average of 50 percent. Best of Staffing participants secured a place on the list by earning an average Net Promoter Score that was nearly double the national staffing industry benchmark for client satisfaction.
“The staffing industry continues to play a key role in helping to revitalize the economy,” said Eric Gregg, Inavero’s Founder and CEO. “Staffing firms give growth-minded organizations a more flexible alternative to recruiting their own employees, letting both the employee and employer determine if the fit is right for a more permanent position. Both sides receive tremendous value in a flexible, yet meaningful working relationship, and as they engage with staffing firms to help achieve those goals, the service experience they have is very important to their success. The Best of Staffing lists are a resource for businesses and talent who are trying to find staffing firms that provide exceptional service.”

About Monroe Staffing Services
Monroe Staffing is a full-service staffing and consulting firm, serving companies ranging from Fortune 100 to new start-up organizations. With offices throughout the Northeast, we make it our business to know the local employment markets and our clients’ industries.
Monroe Staffing provides a broad range of employment services and a best practices approach. From last-minute fill-ins to long-term strategic staffing plans; from a single high-level executive placement to a project team of specialists, we’ve developed effective strategies for finding and screening the most qualified staff based on our clients’ needs.
About Inavero, Inc.
Inavero designs and manages satisfaction surveys for a global list of staffing and recruiting firms in more than 15 countries. Inavero’s proprietary technology platform gathers and reports staffing firm client and talent satisfaction information through online surveys. Inavero’s team analyzes satisfaction feedback from more than 500,000 staffing firm clients and talent each year, and serves at the American Staffing Association’s exclusive research partner.

Remember, if you don’t take the time to present yourself as a professional, why would an employer think you would be a fit for their
company?  Remember to allow at least three days before following-up with the employer.  Give them a chance to sort through all of the
resumes.  If you do get them on the phone, respect their time.  State the reason for your call, express your interest in the job, and let them know you would love to meet with them in person to discuss your qualifications.

When you land that interview, remember to research the company and be prepared with questions.  After the interview, take the time to thank them for the interview by sending a hand-written note or email restating how you would become an asset for them.  If you aren’t hired for the job,
thank them and ask if you can continue to follow-up with them periodically.  The next opportunity may be right around the corner and you want them to remember you when the time comes.  Always leave them with a great impression!

Raquel Martinez

Branch Operations Supervisor

In other news, we have had a conversion for a Press Brake Operator at one of our local clients. This candidate came in to interview with Monroe after returning from a 15 month deployment in Iraq. He had a great skillset in sheet metal fabrication for many years and upon submittal and interview with our client, they offered him an opportunity to convert to a full time employee with them, after 1 month!

A new development in our branch and across Monroe, is that the HR department is rolling out a new program called Medcor which will act as our “front line” defense against Associates who are injured on the job to allow them to get treated faster and more efficiently

Last but certainly not least, we want to welcome Fabiola Sorrosa as a permanent employee. Fabiola joined the Manchester MSS Staffing in April 2010 as a temporary employee. Fabiola has exceeded our expectations in this role, and proven herself to be a true asset to the Manchester NH office.
- Caela Goumas, Staffing Specialist

Initio Article 2.12

Exploring opportunities on a contract or consulting basis is the silver lining here. More and more experienced professionals are finding success in selling their skills as contract consultants. This new and flexible working arrangement is a win/win for both sides. For the professional, these short and long-term engagements allow them to sell their expertise while at the same time finding opportunities to grow their skills in new areas and build valuable contacts. This helps them create stability in this new working arrangement. These engagements are often highly rewarding experiences where they are positioned as “trusted advisors”. Many engagements offer flexibility to work from home and save on commuting costs as well. For corporations, the flexibility to hire high level professionals on an “as needed” basis provides increased ability to manage to budgets and create a “go-to” team of trusted advisors.

Now is the time to consider opportunities for contract employment. They key for success is finding “partners” or staffing firms who have established relationships with Fortune 500 companies. Meet those recruiters, position your skills and keep the lines of communication open so that when the right opportunity comes across their desk….they know just who to call!

We want to hear from you! Have you considered/tried contract employment? What was the impact on your search for permanent employment?

Liz Cummings
Sr. IT Recruiter

“The opening of this office marks a significant step in our strategic growth,” says Matt Briand, President & CEO.  “Last year we believed New Hampshire to be a key area for Monroe Staffing to expand.  Launching Nashua, our second New Hampshire office in twelve months, allows Monroe Staffing to grow many of its services in new market sectors.”

-Using the right firm can greatly impact your ability to market yourself effectively in the course of your job search. Most recruiting firms have access to many jobs that have not already been advertised by their clients directly, and due to the nature of their relationship with their clients, can expedite the process enormously.  However, be sure to choose a partner that has expertise within the industry you are targeting.  By working with a firm that focuses on placing candidates with your skill sets, you will eliminate annoying calls about irrelevant opportunities and maximize their ability to assist in your search.  For instance, firms with a proven track record of placing candidates within the Finance and Accounting sector know how to best position your experience and skills to your target audience, and can help “sell” intangible qualities that your resume itself may not speak to.

-Your recruiter can take much of the guesswork out of interview preparation, and allow you to arrive confident and ready to showcase your skills.  Expect a good recruiter to provide you with some insight into the personalities of your audience, topics to steer away from, and what aspects of your work history will make you an attractive candidate.  Your recruiter will know, specifically, what voids the right candidate will potentially fill for their client, and how this opening ties into the departmental or overall company strategy.

-Don’t be afraid to ask your recruiter to help coach you through the actual interview itself.  Rehearsing standard interview questions/answers, explaining nuances of your work history, and practicing your overall “pitch” will enable you to appear more confident and reduce the risk of being caught off guard during the interview itself.

-Understand how your recruiter and their client would like to handle compensation inquiries and negotiations, prior to your interview.  Too often, candidates commit to compensation ranges/start dates/etc… , for fear of jeopardizing their candidacy. Be sure that your recruiter has set expectations as to your salary requirements, and other factors related to your ability to accept a potential offer, to ensure that you are limiting your interviews to clients that can meet your needs and offer desirable opportunities.