Category Archives: get hired

What Is Involved In The Process Of Working With Our Recruiters?

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With spring in the air, college students graduating, and job fairs coming up, we know that a lot of you are looking for new jobs.

If you have never worked with a recruiter before, or even if you have just never worked with ComputerPeople before, here is what to expect!

OUR PROCESS

When you work with ComputerPeople, you are no longer alone in your job search. Our recruiters are seasoned experts who know the ropes in the sometimes daunting quest to get you hired. Most new candidates begin their relationship with ComputerPeople by applying to one of our existing jobs, or by simply emailing us with their resume and the type of job they are seeking [more on this below].

Next, we will schedule an interview with you so that we can learn more about what you are looking for. We will discuss any position(s) that you have already applied for or present new positions that we think you might like. We are not intimidating interviewers who are going to grill you on everything –  we really just want to get to know you better and learn about your amazing talent, experience, and what the job of your dreams really looks like.

At this point, we will go over your resume and if necessary, suggest changes or tweaks that will help you to stand out better. The next step is that we become your own personal marketing department by promoting you and your top skills to the best companies around WNY.

We have been in the business for 50 years, and our clients trust us to match the best candidates with the positions that they need filled. If WNY is not the place for you, we can still be your partner by utilizing our NPA network of recruiters to get you placed with the job you’ve always wanted.

Ready to start your job search with ComputerPeople on your side?

Review current open positions here or email us with your resume at ComputerPeople@cpstaffing.com

 

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Written by Kaitlyn Gahagen

Memory-Increasing Tips For All To Try

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“When is this project due again?”

“What did my boss say to focus on during this presentation?”

“Wait, was my intern’s birthday today or tomorrow?”

It has been found that people remember 10% of what they read, 20% of what they see, and 30% of what they hear. While different scholars have found that this concept may be inaccurate, one basic idea shines through – People don’t remember very much. So what can you do to increase your memory? Maybe try some of these tips, if you can remember them!

  1. Become interested in what you’re learning. It is so much easier to learn about stuff you care about instead of trying to advance in a field that you have no desire to learn about. If you can’t become interested, try learning about something else.
  2. Leverage your visual and auditory memory. These are the areas where your memory will be most effective, so if you need to remember something, you should say it out loud! In addition, if you can think of a way to link a visual to what you need to remember, your chances of remembering are definitely going to increase.
  3. Associate new information with what you already know. Make comparisons, remind yourself of past memories, or link new information to something else.
  4. Write out things you need to remember. If you are reading something, try summarizing each page by writing out key facts. It may take longer, but you will definitely remember more!
  5. Sleep! Without proper sleep, you won’t be able to remember anything. So do what you have to do in order to get to bed on time.

 

 

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Written by Kaitlyn Gahagen

How To Handle The Last Question of Every Interview

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You made it to your interview early. You are dressed to impress. You have the perfect resume. You have clearly articulated your career accomplishments and future goals. But oh no…here it comes…the question that you did not prepare for…the interviewer asks, “do YOU have any questions for me?” Should you ask something? Should you just smile and shake your head?

Have no fear. Ask one or two of the following questions in order to get a little but more info and show the interviewer just how prepared you really are!

 

GENERAL QUESTIONS FOR THE INTERVIEWER

What character traits do you look for in your employees?

Where have you seen personal growth occur due to the company’s investment in its employees?

Why did you come to this company?

What’s your favorite part about working here?

 What gets you most excited about the company’s future?

 

JOB SPECIFIC QUESTIONS

Is this a new role that has been created?

What are the biggest challenges that someone in this position would face?

What attributes does someone need to have in order to be really successful in this position?

What training programs are available to your employees?

Where have successful employees in this position progressed to in the past?

What is the performance review process like here?

How often would I be formally reviewed?

Is there anything that concerns you about my background being a fit for this role?

 

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Written by Kaitlyn Gahagen

Applying for a new job? Don’t be surprised if you have to take a test.

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Your test-taking days are not over!

Personality tests are becoming more and more popular for candidates and new hires. Sometimes it is part of the hiring process, and sometimes it is post-hire for training and learning purposes. Either way, personality tests can be stressful because testers can begin to feel concerned that they have to answer the way management would want them to answer. However, this thought process does not work. Here are a few tips if you have to take a personality test.

  1. Be yourself. You cannot outsmart the test, so don’t try to. You want to answer truthfully so that you don’t end up looking indecisive or dishonest.
  2. Don’t rush. Personality tests can be boring and draining but you should try to take your time and do your best.
  3. Enjoy the opportunity for honesty. It is a lot easier to admit your faults to a screen than it is to a person, and no one will hold it against you for doing just that. Everyone has strengths and weaknesses, and letting your employers know what they are ahead of time will help them to set you up for success in the workplace.

You should not be afraid of a personality test. Be yourself, don’t rush, and enjoy the opportunity for open communication.

Have you ever had to take a personality test? What was it like?

 

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Written by Kaitlyn Gahagen

Top Perks of Working With a CP Staffing Recruiter

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I have previously discussed the facts and myths of working with a staffing agency, but the great thing about letting a recruiter help you in your career search is the amount of awesome perks that come along with it. Although many people will come across a staffing agency at some point in their career, a lot are hesitant to jump on board. However, I can give you at least five great pros for working with a great staffing agency, particularly CP Staffing Solutions, which will make you want to ditch the endless online job applications. 😉

  1. Delegation of job search.

    The greatest perk of working with our recruiters is that the recruiter works for you! Instead of you spending countless days and hours filling out online applications for a countless amount of jobs, we will do the job search for you – so you can relax! 😉 . Not only will we be aware of what you need and what you are looking for, but we also know what our client needs and what they want, so we can make sure that we link you with the right employer, on all accounts.

  2. Open door to hidden jobs.

    Perhaps equally as good as (or even better than) doing the job search for you is the fact that our recruiters have access to jobs that you would otherwise never find. Top employers hire employment agencies to find top talent, and so you might never see these top-quality jobs posted online. And so, while you’re pulling your hair out trying to find your dream job, you may be missing out on it because it’s actually hidden – with us!

  3. Untapped potential.

    Another great benefit of working with CP Staffing Solutions is that with over 125 combined years of recruiting experience, we know talent when we see it. We are able to pinpoint strengths and skills that fit a particular job, that you may not have even been aware of yourself. With our ability to recognize key skills and experience, we are able to introduce you to new career options that you may have not considered before.

  4. Coaching.

    What is a great staffing agency without that personal touch? The best part of CP Staffing (in my opinion and from my experience) is that our recruiters don’t throw you out on a limb; they prepare you for your interviews, making sure that you are your best professional self when meeting with your potential employer. How many times do you stay up tossing and turning the night before a big interview because you’re not sure of how prepared you are? CP Staffing recruiters make that preparation a lot easier, so you can get a good night sleep (we hope!). 🙂

  5. Salary negotiation.

    A big, and oftentimes uncomfortable, part of the hiring process is the salary negotiation. I used to get knots in my stomach just thinking about that whenever I knew that conversation was coming. We make this a whole lot easier for you due to our long standing relationships with our clients. While we will absolutely remain realistic with the salary expectations (which depend on your experience, skills, etc.) we are also able to get you the best negotiation for your salary, so you don’t feel like you have to throw up at the thought of this discussion.

Save yourself the trouble.

As you can see, you can save yourself a lot of headaches when you let us help you. Helping you find the best possible career fit is what we are here to do, and we love doing it! So, the next time you’re in the market and you’re looking for a more effective and efficient way to find a job, give us a call! We promise we won’t bite – we are here to help. 🙂

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By Nayadee Wilson

“If Your Resume is More Than a Page Long, They Won’t Even Look at It”

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A few weeks ago, maybe even a few months ago, I responded to a Facebook post of a friend who was asking for advice on the appropriate length of a resume. She was particularly interested in knowing if having a resume longer than one page would actually hurt her chances of getting a job. As I was skimming through the answers that she was being given, it amazed me how many people have such a misconception about resumes. I was seeing things such as “It should always be one page,” and “Nope! If it’s more than one page they won’t even look at it.” That last one actually made my eye twitch, because there was a time where I, too, fell for that lie. Part of what I do involves looking over and adjusting resumes for a lot of candidates, making them appropriate and relevant for our clients to see. So I can be the first one to tell you that a one page resume is not the be-all and end-all of resumes. Since I am still learning myself, I decided to do a quick survey around the office with some of our top recruiters in order to find out what is really essential within a resume. Here are some key things you should consider when putting together your resume.

  1. How many pages?
    The truth is: it depends. Although it truly bugged me when I heard someone say that if your resume is more than one page “no one will look at it,” there are situations in which your resume should in fact be no longer than one page. But in most cases, it can be. After my survey, we can safely come to the conclusion that the magic number, if you will, is two pages, but never more than three. But don’t take it from me; take a look at some of our recruiters’ responses:

    “It really depends on the years of experience the candidate has worked in a related field and their area of expertise.  In Finance & Accounting, a resume really should not be more than 2 pages.” – Debbie Kriess, Managing Partner at FinancialPeople Staffing – Pittsburgh.

     “Length depends on experience level.  Someone with five or less years of experience could probably get it on one page.  In IT, it’s not uncommon for someone to have a three page resume but I really don’t recommend any longer than that. For someone with 10-20 years of experience, I would expect a two page resume.” – Brooke DeLucia, Technical Recruiter / Manager at ComputerPeople Staffing.

    “A new college grad/entry level candidate: one page.  Someone with 10+ years of relevant experience: 2-3 pages. Beyond three you risk losing the attention of the reader.” – Kara Bermingham, Managing Partner at MedicalPeople Staffing.

     “A recent college graduate should most likely have a one page resume, where as an experienced professional (10+ yrs.) could very well have a three page resume. I do believe, however that three should be the limit.” – Faith Drew, Research Analyst at FinancialPeople Staffing.

    “A one page resume is perfect for early to mid-career employees but a two page resume is fine for people who are further along in their career. Except for rare exceptions, a three page or longer resume usually is not a good idea.” – Beth Courtney, Sr. Technical Sourcing Specialist at ComputerPeople Staffing.

  2. How should it be written?

    Too often I’ve come across a lot of resumes that look either too cluttered, have too much space, are not formatted properly or are just plain difficult to read. This would also include having too much jargon or words that seem out of place; i.e. words to make you sound “smarter.” Founder and CEO of Human Workplace, Liz Ryan, talks about this aspect and explains how your resume should have a “human voice,” and should not be laid out as if it’s some form of legal document. What you want to do is make sure that your resume is easy to read by organizing it appropriately, having a proper format, have a “human voice,” and being precise. Here are some tips from our recruiters:

     “Most people scan resumes – you want it to flow and have bolded or underlined words that highlight the important parts such as job title and company.” – Faith Drew.

     “Drop the objective! Use a summary style paragraph that pinpoints the role you are looking for along with your areas of expertise and what you can bring to the table. It’s like a quick “sell” that is meant to draw the reader in and make them want to learn more about you.” – Brooke DeLucia.

    “If a resume has long paragraphs without a break, it’s very unappealing to read and I often skip over that section. I like to see bullets (but not too many) and enough white space between sections that it’s easy to read. I’d much rather read a well-spaced 2 page resume than a one pager that’s all crammed together. Also VERY important to check for typos and remember that spell-check doesn’t catch everything. Have someone else proofread your resume for typos, misspellings, etc. ” – Beth Courtney.

  3. What should I put in it?
    So now you have an idea of how long your resume should be and how it should be written, but you’re not sure what exactly you should actually put in it. A lot of people, myself included, have believed the notion that you should put all of your experience on your resume, explaining what your responsibilities were during each position. However, while this is important, I will say that something we often forget is to include results in our resumes. A results-oriented resume will be a lot more appealing to a recruiter than a resume that simply states “I was in charge of accounts receivables.” Showing results, such as “I increased sales profit by 10% using procedure ABC,” shows the recruiters not only what you’re capable of but also what makes you valuable. Here are some additional tips from our recruiters on content:

    “(These are specific to a Technical resume), Skills section containing keywords/skills – Allows me to quickly skim the resume to see if the candidate has the basic skill set for a specific position. Highlight Accomplishments – To me this is important because it shows how the candidate differentiated themselves from their peers.” – Kevin Pyle, Technical Recruiter at ComputerPeople Staffing.

    “chronological work history, is usually the best way to go unless you are trying to change careers.  If so, a transitional resume which highlights skills may be the preferred way to go, just be sure to include work history at the bottom.” – Beth

    “For Technical resumes, it’s important to list the relevant technology ‘buzzwords’ in context with each job.  It’s good to have a Technical Skills section as a general overview but you still need to show where you used a particular skill and what you did with it.  Try framing your bullets as ‘Project, Action, Result,’ (saved or made the company money, saved time, improved a process or service)”. – Brooke DeLucia

    “Don’t forget accomplishments!  Does your resume sound like a generic HR job description? Your resume should set you apart from your competition and be very personal to you and the unique attributes and accomplishments you bring to the table.” – Brooke DeLucia

    “A resume should include key technical skills, and should be a mix of accomplishments and tactical day to day responsibilities” – Debbie Kriess

    “Dates – resumes that do not have dates of employment are a huge red flag. I want to see when you worked at certain companies, take note of any gaps in employment, and know if you are currently employed or unemployed” – Faith Drew

Now that you’ve gotten some tips, you can go ahead and make sure that your resume is in top shape. Make sure that you have someone else proof-read your resume, to ensure that all typos and inconsistencies are taken care of, and don’t forget to include important elements such as achievements and skills! Happy writing! 🙂

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By Nayadee Wilson

4 Traits of a Company You’ll Want to Work for

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Searching for a new job is not always nice and easy. It takes a lot of time, preparation, diligence, you name it! Not only is this search mentally exhausting, but it’s hard enough just getting an interview, let alone finding that awesome company you’ve always wanted to work with. Sometimes we get so caught up in our temporary state of desperation that we are ready to take whatever comes first. Or, the opposite may happen, where we are so stuck in our financial requirements or desired job title that we refuse to work with any company that does not meet those specific needs. Well, you may find that in either situation the decision to accept/refuse a job offer without considering the kind of company you will work for may cost you. Here are some things that I’ve learned say a lot about a company’s structure, which can help you make the right decision when it comes to your next career move.

  1. Let’s not forget about our community.

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    Cindy and Kaitlyn at the Susan B. Coleman Race for a Cure – June 2016

    One of my favorite traits of CP Staffing Solutions is the company’s ability and desire to care and be involved in the community that we are part of. Willingness to give and take care of the community says a lot about a company because it shows that they care about more than just making a profit. When the company cares about others, it means that they will care about you. When they care about you, it means you will have opportunity. Here is one of the messages our president, Cindy Neese, has sent to us:
    “Team,
    I wanted to share this email with everyone in the office.  Kaitlyn recently made me aware of this Volunteer WNY Newsletter that goes out by United Way.  If you sign up, you will get then notifications of different opportunities with non-for-profit organizations locally that are looking for volunteers for different fundraisers. As a company, I would like to see us do at least 2 of these each calendar year, but there may be opportunities for you to sign up as individual or family event that you might like to do.  Also, if we see something that we can do as a team, this would be a great way to get those notifications.   If you click on www.volunteerwny.org, it will take you to the main site where you can register for the monthly newsletter.

    Thank you, Cindy”

    If you’re not sure whether the company you’re interviewing with has much involvement in their community, then feel free to do some research. Additionally, this could be a good question for you to ask during the interview. When the dreaded “do you have any questions for me?” statement comes up at the end and you draw a blank, you could ask, “Do you have any outside projects that you participate in as company, such as volunteer work or anything like that?”

  2. Our employees make this baby run!

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    Employee Appreciation Happy Hour!

    So maybe the company you’ve encountered doesn’t have the chance to do much volunteer work, but they have other ways in which they show they care: the unquestionable value of their employees. When higher management openly expresses appreciation for their employees, it says a lot about the kind of environment you will be working in. I’ve never met anyone who is a greater example of this than our very own Cindy Neese (I will talk about her a lot, because she truly is awesome).

    In a previous blog titled “Note from the President; Cindy Neese on Leadership,” Cindy wrote how “Many leaders could never imagine leading a company with Love – the verb not the emotion.  I am talking about actions, not feelings,” and I could honestly say she practices what she preaches. Cindy never misses the opportunity to let us know when we do a good job, (no matter how small the task is), she lets us know the ways in which our job is valuable and useful – just this morning she came in to ring a bell to tell everyone how they’re doing a wonderful job, due to some good news she had just received – and she does her best to do really nice gestures for us all. Not only does this kind of appreciation motivate employees, but it makes us happy to come and work with her.

  3. We’re like a second family.

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    Facebook post from a valued employee 🙂

    One of the most important facts about valuing employees is that the expression of care is contagious! As a leader, Cindy teaches all of us how to treat each other in the same manner, which makes for a great atmosphere in the workplace. A great company will not only have top management care for you, but it will also have its employees caring for each other. It is a huge sign of good leadership. The same way our president gives praise to her employees, we also give praise to each other. The same way she makes great, small gestures, we also do those kinds of gestures for each other (as you can see from the picture on the right). I love our team! 🙂

    When you decide to work for a particular company, it might be a good idea to scope out the atmosphere. How do employees treat each other, talk to (or about) each other? If you can’t really tell at first glance, you could check out some of the company reviews online. Additionally, if you know someone already in the company, you can ask them for their opinion on how they feel about the environment. Having a good crew to work with means you will have a much more relaxed environment, making you feel more motivated to come to work, as opposed to having to come in to work with people that just… don’t necessarily make for a great experience. 🙂

  4. No more drama!

    The very last thing you would want to deal with at your new job is drama. This is not always very easy to spot from a first interview, but it will not take long for it to surface if you’ve already started the job. One way you can spot this trait is by watching for the kinds of things your interviewer decides to share about the company or its staff. A previous coworker and friend (from a previous company I used to work for), told me about their interview experience. This individual was completely in shock because, during the interview, the manager began to talk about the employees, and not necessarily in a positive way. The interviewing manager talked about some of the employee’s personalities, using phrases such as “so-and-so can be very defensive,” as well as, “we have someone who doesn’t seem to want be here,” and, “everything is a mess because so-and-so did this,” etc.

    When the interviewer blatantly discredits his/her employees, it may be a sign of mistrust, favoritism, and undervalue. This is the part where you start to look at your other options (red flag alert!). Having this kind of environment in the workplace can attribute to significant levels of stress, as well as interfere with your ability and skills to do your job in the first place. It also makes you question the kind of opportunity you’ll really have in the company if it will mainly depend on how much your boss “likes you.” 

Choose success, but don’t forget peace of mind.

Before making the decision to jump on board or “swipe left” on a particular company, make sure you take note of the little things. Working for an unethical company or one that does not value its employees and/or their talents will only hurt you in the long run, and you will be miserable – no matter what your title is or how much they pay you. If you’ve already started working for the company, these traits (or the lack thereof) can be easy to spot. If you see some issues, your best bet is to run as soon as you can – while never forgetting to be professional. Even if you’re not being directly affected, it is only a matter of time before it catches up to you. By all means, choose a career path that will bring you success, but be very careful to choose the right company to help you get there! 🙂

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By Nayadee Wilson

4 Staffing Agency Myths You Probably Believed

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Since I’ve started working for CP Staffing Solutions (we’re awesome, by the way), I’ve come into several conversations about staffing agencies with some of my friends that have left me a little surprised – well, maybe not so much “surprised” as much as “curious.” I came to find that some of the things that people think and believe about staffing agencies are incredibly misconstrued. Furthermore, it made me wonder, how is it that these misconceptions have gone on for so long? Working for one directly, I can be the first to tell you that many of these are just simply not true; you’ve been bamboozled! Let’s tackle some of these myths and uncover some great truths.

  1. The fee
    Myth: A staffing agency will take a cut from your salary.
    Fact: The hiring company pays a staffing fee to the agency, not you.

    I can see how people can come to this conclusion; I thought the same thing when I started searching for a job through a staffing agency. However, the reality is that the hiring company pays a staffing fee to the agency based on, but separate from, your salary. A few years ago I took some time away from the workforce to travel, and when I came back I needed a job (like ASAP), so I went through a staffing agency. Not only did I not have to pay a fee, but they also did all the job searching for me and I got a job in less than a week after meeting with them. Working with an agency actually has some pretty good perks, and it will not cost you a dime. Here is what some of our recruiters had to say on the subject:”It’s amazing how many people still think that’s true.  It WAS true many, many years ago when I went through an agency.  They wanted a percentage of your first year’s salary but that is not the case now.”  – Beth Courtney, Sr. Sourcing Specialist at ComputerPeople Staffing.

    “A company that decides not to make an investment in an employee because of an agency fee likely isn’t a company you would want to work for anyway.” – Faith Drew, Recruiter at FinancialPeople Staffing.

  2. The pay negotiation
    Myth: An agency job will probably be low-pay, and you won’t be able to negotiate.
    Fact: Agencies provide a wide range of salaries, from entry level to experienced positions, and will facilitate negotiation.

    So this one is kind of a two-fer; not only do people believe that agencies will offer them a poor salary, but they also believe that the option of negotiation is off the table. What actually happens is that a recruiter will look at your resume and your experience, talk to you about what you’re looking for, and give you a realistic and honest perspective on what you should expect. The great thing is, you don’t have to be afraid of telling your recruiter what you want or what your absolute minimum is. In fact, some of the best chances of negotiation will happen with your recruiter because they are the ones that deal with the company directly; they can negotiate the best pay according to your salary preference and experience. Oftentimes negotiating on your own can be awkward and/or stressful (at least for me it would be O_O), while recruiters are usually trained in this area. Instead of running the chance of starting your new job on a wrong note, having your recruiter negotiate your salary will ensure that everything goes smoothly, and you would still look like a superstar 😉 . See? This actually works out in your favor. 🙂

  3. The temporary job
    Myth: Agencies only offer temp jobs.
    Fact: Agencies offer all kinds of jobs.

    Simple and to the point: we have a wide variety of jobs, not just temporary jobs. The misconception may come from the fact that a lot of these jobs may start out as a temporary role, but often times these temporary jobs will turn into full-time, permanent ones. Good companies like to keep good talent; if you do end up starting out with a temporary gig, make sure you showcase your best! 🙂 Here is what one of our recruiters had to say on the matter:

    “We work with all position types—permanent, contract/temp, temp to perm, and per diem.” – Liz Ragan, Recruiter at MedicalPeople Staffing.

  4. The low quality factor
    Myth: Agencies don’t have good “big girl/big boy” jobs; you’d be lowering your standards.
    Fact: A lot of great, high paying jobs can only be found through a good agency.
    Really take the time to think about it: why would a company go through the trouble of paying professional recruiters to find them employees? Well, simply put, because they want the best talent for the best jobs. Otherwise the company would be, basically,  wasting their money. An agency can find you jobs that you could otherwise miss, so it’s certainly worth your time. Here is our last thought:

    “Most of the clients we work with only work through recruiters. This is especially true at large companies when it comes to contract roles, and small companies when it comes to permanent roles. So working with an agency is often the only way to find jobs like that. Companies invest in agencies to find them the best talent that will stay long term and be a good fit long term.” – Faith Drew, Recruiter at FinancialPeople Staffing.

Now that we’ve uncovered some truths, if you’re looking for a change of pace, a new job, or a new career path, give the staffing agency a shot! You never know – you could very well find your dream job when you least expect it. And just to let you in on one last, little secret: no one will go out of their way to prep you for an interview the way your recruiter will (at least all of our recruiters do!), optimizing your chances of getting the job. What more is there to say? Give it a try, and see how it goes. From my personal experience, staffing agencies have always been a great help in my career search, and they could very well do the same for you!

*This blog was expanded from the original blog “Five Misleading Myths About Getting A Job Through a Staffing Company“*

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By Nayadee Wilson

Best Degrees to Get You Hired in 2015

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Congratulations 2015 graduates! We hope that you are all having success in finding your first real job, but if you haven’t graduated yet, and you are trying to figure out a career path, consider taking a look at some of the best degrees to get you hired in 2015.

We’ve all heard that the best degrees are in Engineering, Medical Services, and Computer Science. A recent study from the National Association of Colleges and Employers shows that the highest bachelor degrees in demand are Finance, Accounting, Computer Science, Mechanical Engineering, and Business Administration/Management. Here at Computer Plus Staffing Solutions, we agree! We work with Finance, Accounting, and Information Technology candidates every day, and we know the demand for graduates with these skills. Although you should never choose your major based directly on demand, if you happen to have interest and aptitude in one of these areas, you should definitely pursue your degree.

Hiring statistics based on degree