If you are a hiring manager, you may be aware of the recent concern about fake degrees. These degrees often come from diploma mills, or online producers of fake degrees. If an employee of your firm has purchased a degree from a site like this, it can decrease your company’s credibility and tarnish your reputation. So what should you look for if you are suspicious of a potential fake degree?

Check the dates of the employee’s degrees. Often times fake degrees will not add up in terms of timing. It usually takes three to four years for an undergraduate degree, one or two years for a master’s degree, and even longer to earn a doctorate. The dates on fake degrees are often too close together. According to the United States Federal Trade Commission, “A degree earned in a very short time, or several degrees listed for the same year, are warning signs for the hiring official or the person doing the preliminary screening.”

Check the sequence of the degrees.  The traditional sequence is as follows: high school, bachelor’s, master’s, and doctoral or other advanced degrees. You typically cannot earn a master’s without a bachelor’s, or a master’s before a bachelor’s, so an out of sequence degree should be a red flag for a hiring manager.

The location of the school where a degree was obtained should make sense. For example, if an employee claims to have worked full time in New York while obtaining a degree in Texas, that could be a sign of a diploma mill. However, before accusing someone with a location concern, be careful to check to see if the degree was obtained online while the employee was working.

When in doubt, look at the school. Some diploma mills use similar sounding names to real schools. Use your resources to search the name of the school to see if it is correct and you can always contact the school for degree verification. Remember that fake degrees will often look great at first glance, but the fine details may be suspicious. Check for official seals, mistakes on the degree, or improper language on the degree.

Although most people in your office do have real degrees from real schools, fake degrees are out there. It does not take that much time or effort to verify a degree, and it is usually worth the extra check.

Have you ever encountered someone with a fake degree? Tell us about it!

Have you ever noticed how many business people are also golfers? We have. Not everyone who you see on the golf course is scheming up a deal in between every shot, but there’s a good chance that some of the people you see on the course are there on business of some sort. Because of this, business people who don’t golf often wonder if they should learn. For the right person, the answer is yes. This is not always the case, however, and here’s why:

First, some incentives.

• Golf is one of the few sports that you can play at any age and any stage. It is truly a lifetime sport and even if your boss or customer is many years older or younger, it can still be a very even match.
• Even if the ability level of you and your golf partner is very different, the handicap system allows golfers to even the playing field.
• Although it takes around four hours to play eighteen holes, only a very small percentage of that time is spent actually hitting the ball. This leaves plenty of time to talk, bond, and enjoy your company. You can think of a game of golf as as an outdoor, four-hour conference call.
• Golf can be an excellent test of character. You can see who stays calm under pressure, has a temper, or can make light out of a tough situation.

So who shouldn’t learn? There are several great aspects of golf that make it the perfect sport for business people, but it is not for everyone.

• If you are not willing to actually learn, practice, and build up your skill set, it could be embarrassing to golf with someone you are trying to impress. Even though the handicap system does help even out the field, it can’t fix your inability to hit the ball at all.
• If you are not going to stay calm, you shouldn’t learn to golf. It requires patience, and if you are easily frustrated, you should probably stay away.
• It can be expensive, so you if you are committed to learning, you must also make a monetary commitment to the game.

Our President, Cindy Neese, believes that business people should learn to golf. She says, “Golf is worth the pain for people in business! It isn’t always about your score or how you play.  It is the about the quality time you can spend with people to get to know them outside of the office. It is about building relationships and finding time to build a friendship.  With that, business will come your way.”

Do you think that learning to golf is worth the pain? Let us know!

If you are keeping up with top companies this day and age, you most likely have a Twitter account. Maybe you have a lot of followers and frequent tweets, but maybe you don’t. Either way, each tweet you make is either noticed or it’s not, and if you can figure out what types of tweets are effective, you can really optimize your twitter usage and make a much greater impact on this awesome social networking tool.

So, where do you start? A lot of people don’t know this, but twitter actually has a free analytics service.  Click the link and log in to your account or your company’s page depending on which account you would like to analyze. You’ll be able to see a variety of statistics including top tweets, top followers, stats from the last 28 days of twitter usage, and information about profile visits. You should be staying on top of this information to see what types of tweets get the largest response, and tweet more content like that!

Make it personal. People like to read tweets that are real, human, and meaningful. You should use twitter as a channel that directly connects you to an audience of people who want to know what you are thinking about. It’s okay to tweet in order to provide information to followers, but you should also be tweeting to make a personal connection with a variety of people.

Reach out to your followers and influencers. Part of making Twitter a more personalized experience is engaging those who follow you. You don’t want to tweet at everyone all the time – you should be tweeting to your fans and reaching groups on a more personal level with content that interests them specifically. This will allow you to grow your followers and have more meaningful connections. One way to really increase your follower count is to reach out not only to basic accounts, but to followers of influence. If you get a popular account to follow you, start engaging with that account. Favorite their tweets, retweet them, and make yourself visible to their followers so that they may start following you too!

Oh yeah, and if you don’t already- follow us on Twitter!

ComputerPeople: @cpstaffing

FinancialPeople: @fpstaffing

Here at Computer Plus Staffing Solutions, we are recruiters. We match employers with employees. Our goal is to place people in jobs where they will be happy, successful, and challenged throughout their career. Because our job is essentially finding other people jobs, we often receive a lot of questions about what exactly we do. Our role is very unique in the job market, but it is also one of the most fun and rewarding careers in the business world. We asked some of our recruiters to answer theses FAQs in order to help you understand a little bit more about what we actually do:

What do you actually do as a recruiter? Answered by Sr. Technical Recruiter Sine Lorenzen

As a recruiter you get to utilize a blend of so many skills and there is never a day that is the same as the day before. Our recruiters learn something new every day from talking with people, asking lots of questions, and listening.

We are always working with different personalities and different clients with different requirements. We get to follow our candidates through the whole hiring process – initially speaking to them over the phone and meeting with them in person, and later helping them with their resume, presenting them to a client, preparing them for the interview process, and then finally guiding them through the job offer process. We view both our clients and candidates as our customers and we always strive to act with integrity from all perspectives.

I love the art of matching the right candidate with the right company. Aside from the skillset required, it also needs to be the right cultural fit.  I recently had a client tell me that he was in a really tough spot with a recent employee who had left pretty big shoes to fill. He didn’t know if he would be able to find a person with such a specialized skillset and someone who would fit in with his tight knit team again. We sent him a candidate over the very same morning and the next day he made him an offer. Both our client and my candidate said it could not have been a better fit for them and their company. Moments like that, where it all comes together, is why I do what I do.

How do you find people jobs? Answered by Research Analyst Faith Drew.

When it comes to finding people jobs, timing is everything. When we meet a candidate, we discuss jobs that are open currently, and if any of those make sense in terms of skill set and salary then we can move forward. If not, we like to stay in touch with the candidates we so we can place when the right job does come along. A lot of staffing agencies recruit only for their present needs, but we like to recruit for both the present and the future.

How do you find companies to work with? Answered by President and COO Cindy Neese.

We usually start by looking for open positions that are publicly accessible.  We are constantly looking for companies that we don’t work with as well as maintaining current relationships in order to grow and maintain our business.

Do most people in your industry work with recruiters to find a new job?  Answered by President and COO Cindy Neese.

I would say that most professional people like to work with a recruiter to represent them.  They feel that we have the connections and relationship with companies to present their credentials best.  We also prescreen all candidates so normally they do get interviewed with company rather than go into a pile of resumes.

What are your favorite things about being a recruiter? Answered by Sr. Technical Recruiter Sine Lorenzen.

I love being a recruiter because I have an opportunity to make a difference in someone else’s life. In some instances we make it possible for them to take care of their family and help them through what is typically one of the most stressful times in their life.

What is the hardest thing about being a recruiter? Answered by Technical Recruiter Kevin Pyle.

For me, the hardest thing has been learning the niche (IT) that you are recruiting for.  When you are interviewing candidates you really need to show that you are knowledgeable and credible since you are conversing with industry experts.  Gaining this knowledge is imperative so that you are able to drill down during the interview process to identify what their particular skillset is and how it matches up with prospective clients.

Overall, being a recruiter is a wonderful and rewarding experience. We hope this helps you understand a little bit more about what we do!

Entrepreneurs are some of the most successful people in the business world. They are the type of people who can turn dreams into realities. They are hard workers who are determined to make it happen. They are the type of people that everyone wants at their company, but they usually don’t work for anyone at all. So how can you create an organizational culture that instills entrepreneurship, while also maintaining a clear business model where employees have designated roles and tasks in order to promote a greater purpose? Intrapreneurship.

Intrapreneurship is the act of behaving like an entrepreneur while still working for a large (or at least relatively large) corporation.  It integrates innovation, risk, motivation, and reward, and more and more employers are attempting to integrate a spirit of intrapreneurship in the office.

One of the main differences between entrepreneurs and intrapreneurs is that entrepreneurs see the company from starting point to end, while intrapreneurs have a broader vision of improving one aspect of a company. They implant a spirit of strategy and innovation into areas that may not be getting much attention at all. They increase productivity, understand trends, and make accurate predictions so the company can make the best decisions. They are often the driving force that moves a company forward.

So how can you get intrapreneurs in your office? We believe it’s a mix of being able to hire the right people and creating a work environment where employees are not afraid to explore new ideas. Decreasing office hierarchy and encouraging discussion about ideas can work wonders to increase the amount of intrapreneurial thinking that happens inside the workplace.

TRY IT: If you want to see more intrapreneurship inside the office, take 10 minutes every day just to discuss new ideas for the business with different employees. Maybe you only utilize 1 out of every 100 ideas, but that 1 idea could be the change that your business needed to maximize success.

I’ve talked to half a dozen college grads recently that are still unemployed six months after graduating. Frustrated, they are not exactly sure what they want to do for a living, but they do know they “want to do something interesting,” “they don’t want to be pigeonholed,” and most certainly “don’t want to register with a staffing company.”

Staffing companies offer candidates, from administrative assistants to CEOs, the opportunity to gain access to companies in one of two ways: on a temporary or temporary-to-hire basis on assignments that can last anywhere from one day to six months or longer; or on a full-time basis. According to the American Staffing Association’s website, more than 90% of companies in the US use staffing firms, and 40% of employees looking for their first job or who are reentering the job market have done so by working with a staffing company.

So let’s take a look at three of the five About Career’s most common and very misleading myths:

Myth #1: I only want a “real” job, not a temporary job.
Reality: The jobs available through staffing companies are “real” jobs at companies like: Amazon, Continental Airlines, Freddie Mac, Hearst Publications, Microsoft, PG &E, RBC Dain Rauscher, Suntron, Sony, Starbucks, and Visa. These companies develop budgets to hire a set number of full-time employees on an annual basis, and include in that budget a substantial amount of money that can be used to hire temporary staff throughout the year to handle the ebb and flow of business.

When the time comes for the company to open up the temporary position as full-time, you are perfectly positioned to interview for the full-time job.

Myth #2: The jobs available through staffing companies are low paying jobs.
Reality: This is simply not so. As a recent college grad you will most likely be offered assignments commensurate with your experience, which is entry level. It is up to you to decide how to leverage that opportunity so that you can take your career to the next level. One college grad I worked with was able to parlay his experience planning events in his junior and senior years at college into an entry level job paying $12/hr plus benefits, at a special events company that had a Fortune 100 company as one of its clients. At the end of two and a half years, he left that company to become an Account Executive at a major branding design firm. In this new position he had access to senior level management at Fortune 1000 companies.

Here are just some of the opportunities offered by staffing companies who have open positions:

• Regional Sales Director for a Major Retailer ­ Full-time position with a six figure salary
• Employee Relations Coordinator for a Fortune 100 Company ­ 43K
• Merchant Analyst for Leading Internet Retailer ­Long term temporary assignment at $25/hr
• Recruiting Coordinator ­Three month temporary assignment at $14/hr
• Bi-Lingual (German/English) Customer Service Rep ­ Temporary ­ to ­hire position at $14/hr.
• Marketing Specialist for a Fortune 100 Company ­Long term temporary assignment, rate of pay DOE depends on experience)
• Accountant for a local construction company ­Full time position paying $55-60K

Myth #3: Staffing companies only work with entry level, administrative type candidates.
Reality: Twenty years ago it may have been the case that temporary agencies only worked with entry level candidates. Today, specialty firms that place professional, managerial and technical staffing candidates, and even agencies that are more general in nature, work with companies that offer opportunities for candidates who are looking to get their foot in the door or change industries.

Case in point: a couple of years ago I worked for a staffing company that placed a Rhodes Scholar in his first full-time job at a major internet retailer, two Ph.D.s making the switch from academia to the “real world” at a much higher rate of pay than they had been making in academia, and a seasoned patent paralegal interested in leaving a law firm and going into industry.

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To find out what the other two myths are visit the original post by Cheryl Ferguson: About.com/careers

A business strategy can simply be described as long-term business planning. It is the means by which a company reaches a long-term goal. However, in today’s times, it seems that entire markets are changing and the industry doesn’t even see it coming. Why? Strategy is a dying art. Here are a few reasons why:

Market disruptions. Throughout the entire business world, things are changing. Who could have foreseen Uber wiping out the taxi industry as we know it? Before the iPhone came out, who would have believed that nearly every business person would be sending emails, updating presentations, or tracking their mileage right from their car? Or look at Blockbuster: what used to be the leader in its industry is just starting to catch on to some of Netflix and Redbox’s ideas. The market is changing, and sooner or later every industry will be affected. You can take advantage of this change by looking ahead, but still there are no guarantees. Big changes start out as small ones. What is your business doing to be proactive for the future?

Innovation. Today, innovation is the name of the game. But innovation is not just adjusting market share, its making and breaking entire markets. There is no way to predict what innovations will be coming your industry’s way in the future, but you need to stay in tune with what is happening in order to accommodate innovations before your peers. However, it is hard to develop strategy when you have know idea what new innovations will be around in the future.

Abundance of Information. Effective strategy used to be built from one group having information that its competitors did not. Today, everyone has access to all information. Information is no longer scarce, and therefore everyone is coming up with the same goals. Instead of competitive advantages, companies are using this information to keep their heads above water.

When your favorite NHL team only has 54 points in the middle of April, it doesn’t take a genius to figure out that the organization could use some improvement. While the people of Buffalo LOVE the team (including us at CPSS), we recognize that the Sabres can be used as a metaphor to teach you a few things about your business. We hope that in a few years from now we’ll be using the Sabres as a positive example of how to run a successful organization, but for now, here’s what you need to know.

Hire the right people. One of the biggest problems facing the Buffalo Sabres this year is that the team is so young.  While a young workforce has many pros, it is important for businesses to have a healthy mix of experience. Young employees are great because they have fresh ideas, energy, and vision, but more experienced employees can provide the leadership and skill needed to really improve your business. And your hockey team.

Don’t underestimate defense. It can be very tempting to go on the “offense” by attempting new or bold strategies to improve your business. However, sometimes the best strategies are not always the most exciting. In order for your business to be successful, it is important to promote a solid foundation. Once your “defense” is solid, then it may be time for you to pursue a more risky “offensive” strategy.

Be confident. Although I’ll admit that it is hard to maintain a positive confidence level when you are at the bottom of the league for so long, confidence is key to the success of any organization. If your team members do not believe in your team’s success, you will never be successful. And if you don’t believe us, believe Wayne Gretzky, who is known for his confidence level and relentless spirit.

“Ninety percent of hockey is mental and the other half is physical.”- Wayne Gretzky

On this April 20^th, we are celebrating the birthday of Computer Plus Staffing Solution’s president, Cindy Neese. Cindy has been a driver behind the success of our company for over 30 years. Her background in computer technology has allowed her to really understand the needs of her customers, and her hard working nature has allowed her to maximize the success of the Company.

Founders Tom Calpin and Paul Radziwon opened CPSS under the name ComputerPeople in 1971, and Cindy joined the firm around 1980 in an entry-level sales position. Initially, she was responsible for the start up of CompuTemps, the temporary services division of CPSS.  Excelling in sales, Cindy became the entire company’s primary source of business development throughout the nineties.  In 2001 she became a partner and was promoted to president and COO in charge of daily operations. Over the years, many companies have tried to break into the computer staffing industry.  Cindy’s success and longevity is a testament to her ability to form long-term relationships with clients.

One of the factors that makes Cindy so successful at her job is that she genuinely cares about helping people. Computer Plus Staffing Solution’s is not just a job for Cindy — it’s a passion. Faith Drew, a research analyst for CPSS notes, “Cindy walks into the office every day with a big smile and a welcoming presence. She is the type of leader who is engaging, warm and consistent.” Vicki Leavens, lead office Administrator, explains that Cindy has been a caring and compassionate boss, colleague, and friend over the past 31 years. “Cindy’s passion for people and the ability to match one’s skills to the perfect job has made her the success that she is today.”

People who meet Cindy are immediately impressed with her energy and passion.  Senior recruiter Brooke Deulcia has been working with Cindy at CPSS for over seventeen years, noting ““I first met Cindy when I interviewed for a recruiting position and it was so evident to me that she was a person of very high integrity who truly cared for her employees and their success.  Seventeen years later, I can honestly say that those qualities have never wavered.  She lives by the mantra of always doing the right thing – by her employees and her customers – and she has instilled that in everyone that works for her.  She has given all of her employees the ability to be successful while keeping a good work/life balance. I credit her influence for helping me learn how to keep things in perspective, how to see the positive in every situation and to remember what is truly important in life.”

Happy Birthday Cindy! We are truly so grateful to have you at Computer Plus Staffing Solutions. Thank you for all you do!