Berks & Beyond Blog

The following top candidates are highly skilled, motivated and ready to go to work for you:

PRESS OPERATOR in Pottstown, PA

Candidate Initials: B. V.

Skills and Experience: Well versed in GMP, CGLMP and SOP procedures, this individual worked for Merck & Co. as a folder operator.  He has many years of experience leading as many as 13 operators.  Organized and detail oriented, this press operator as also worked as a slitter operator and a digital press operator (HP Indigo WS 6000), and offers training in Six Sigma, 5-S and Lean Manufacturing.  Act fast – this top candidate will not be available for long!

Desired Pay: $18 / hr.

For more information on how this candidate could become part of your team, please contact Heidi in our Pottstown office at 484.945.0516 or e-mail Heidi at Heidi@berksandbeyond.com.

EXECUTIVE ASSISTANT in Reading, PA

Candidate Initials: K. O.

Skills and Experience: Competent professional with a great personality and over 20 years of experience supporting executives at all levels.  Strengths include:  organizing and prioritizing; project coordination and management; forging strong relationships with corporate executives and colleagues.  Proficient in the entire MS Office suite, including Word, Excel, PowerPoint, Project, Visio, Access, Publisher and Outlook, as well as Adobe products.

Desired Pay: $18 / hr.

To learn more about this candidate, please contact Allison in our Reading office at Allison@berksandbeyond.com or call 610.376.9675.

Your résumé is a critical job-hunting tool.  It’s primary purpose is to help potential employers understand the unique blend of accomplishments, experience and education that make you the ideal choice for their job openings.

On its own, your résumé will not get you the job; it is a marketing tool to get you in the employer’s door.  Still, the type of résumé format you choose can rule you in or out of consideration for an available position.  Here are the most common types, courtesy of About.com:

• Chronological.  This type of résumé starts by listing your work history, beginning with your most recent position and working backward.  Employers prefer this type of résumé because it’s easy to see what jobs you have held and when you have worked at them.
• Functional.  This résumé type highlights your skills and experience, as opposed to your work history.
• Combination or Hybrid.  The combination résumé lists your skills and experience first, but also includes your work history, listed in reverse chronological order.  It allows you to highlight your relevant skills, but also provide the chronological work history many employers prefer.
• Targeted.  A targeted résumé is highly customized and specifically highlights your experience and skills that are relevant to the individual job for which you are applying.

So what kind of résumé format is right for you?  The answer is: it depends.  Consider the following questions to decide which type of résumé will help you put your best foot forward:

• Do you have significant gaps in your work history? If so, a functional résumé may be best, because it focuses on your abilities – not the chronological timeline of your employment history.  One caveat:  many internet job boards will not accept this format.
• Are you changing direction in your career? Again, a functional résumé may be the right choice.  It allows you to present the skills and experience you possess that will transfer well into a different line of employment.
• Have you been promoted several times or taken jobs with increasing responsibility? A chronological résumé is well-suited to showcasing your growth and career advancement over time.
• Are your qualifications and experience a great match for the available position? In this case, a targeted résumé is the way to go.  While it requires significantly more work to create a new résumé specifically tailored to the available job, it’s usually well worth the effort.  The targeted résumé will highlight the ways in which you are a perfect match for the job and help you stand out from the crowd.
• Still not sure which way to go? While the majority of employers tend to prefer the chronological format (because it’s easy to read and clearly presents your job history over time) the best modern résumés are combination or hybrid.  This résumé format provides the best of both worlds – a paragraph or list that summarizes your main areas of accomplishment and experience, as well as a detailed reverse-chronology work history with information about your achievements in each position.

If you’re looking for jobs in Central and Southern Pennsylvania and could use some advice on preparing your résumé, give Berks & Beyond a call.  Whether you’re searching for temporary employment, a permanent position or some extra money on the weekend, Berks & Beyond has the career opportunities you need!

Stephani Williams Hired for Management Role
in Rapidly Growing Harrisburg Market

Wyomissing, PA – Berks and Beyond Employment Services, Inc. is pleased to name Stephani Williams as Branch Manager of their Harrisburg office.   In her new role, Williams will manage sales, customer service and day-to-day activities for the branch.  Additionally, she will ensure that Berks and Beyond sends out only the highest quality employees with the experience, skills and work ethic to consistently exceed clients’ expectations.

Although Williams is new to the company, she is not new to the staffing industry.  In fact, she spent five years successfully managing several of the Harrisburg area’s largest staffing accounts, both in an onsite capacity and remotely from a field office.  Her knowledge of all aspects of temporary staffing have helped her to reduce turnover, improve fill rates, increase productivity and identify qualified associates to join her clients’ workforces.

“We’re thrilled to have Stephani join the Berks & Beyond team,” says Chris Garner, President of Berks and Beyond Employment Services, Inc.  “Her strategic workforce experience, passion for staffing and strong work ethic will help us maintain our position as a staffing leader in the Harrisburg market.”

Williams is equally excited about the opportunity.  “I’m looking forward to working with all of the wonderful local companies by providing them with great staff and customer service,” she says.

Outside of the office, you can find Williams in Philadelphia cheering on her favorite sports teams, the Flyers and Phillies.  She is also an avid traveler, having visited nine countries in 2011, and she enjoys spending her downtime with her friends, family and puppy.

Have you ever heard of V.U.C.A.?

Well, many are not yet familiar with the term.  But unless you’ve been hiding under a rock for the last five years, you’ve felt V.U.C.A.’s impact on our business and economic conditions.  In a recent ERE.net article, Dr. John Sullivan explores the concept of V.U.C.A., as well as the effect it’s had on today’s recruiting and workforce management.

If you are one of the many strategic leaders frustrated with your inability to manage the rate of change in today’s talent management environment, you should spend a few minutes learning about V.U.C.A.  This term is an acronym for an environment that is dominated by:

• Volatility – where things change rapidly but not predictably;
• Uncertainty – where the past is not an accurate predictor of the future (and therefore preparing for “what’s around the corner” is extremely difficult;
• Complexity – where countless causes and mitigating factors complicate problems;
• Ambiguity – where the causes (i.e., who, what, where, when, how and why) behind events are often unclear.

The concept of managing under chaos is not new.  Throughout history, we’ve had numerous periods of social, economic and political upheaval which have created highly unstable business conditions.  But while these periods of uncertainty eventually resolved themselves, most business, economic and political leaders have realized that today’s V.U.C.A. environment is now a permanent condition.

According to Sullivan, talent managers, HR and recruiting professionals must develop new ways to survive in a V.U.C.A. environment.  Traditional models of talent acquisition and management simply cannot work, because they are not versatile enough to accommodate the rapid and unpredictable changes in business.

To truly thrive, you need to develop “agile models” that prepare your workforce for major disruptive events by providing a wider range of options/solutions.  Additionally, these models must also include the processes and systems that can actually shift and handle any unpredicted upcoming event “just-in-time.”  Bottom line, you must be prepared to handle unforeseen workforce events and conditions that literally nobody thought of in advance.

Check the Berks & Beyond blog next Tuesday to learn how our staffing services for Central and Southern Pennsylvania employers can help you thrive in a V.U.C.A. environment.

What do doctors, hiring managers and referees have in common?

They’re all guilty of implicit bias.

Implicit bias is a form of prejudice that occurs when someone consciously rejects stereotypes and discrimination, but also holds unconscious negative associations in his mind.  Implicit bias does not mean that an individual is hiding his racial prejudices – he literally does not know that he has them.

While the measuring of unconscious biases might seem inconsequential on the surface, it takes on new meaning when we see bias’ impact in the real world.  Studies show that doctors are more likely to prescribe life-saving care to whites, that managers are more likely to hire and promote members of their own in-group and that referees in basketball might be more likely to subtly favor players with whom they share a racial identity.

These biases are incredibly difficult to control, because they form so early in life.  Social scientists believe children begin to acquire prejudices and stereotypes as toddlers.  Children as young as age three learn terms of racial prejudice without really understanding their significance.  They form attachments to their own groups and develop negative attitudes about other racial or ethnic groups.  Over time, most children acquire a full set of biases that become the foundation of stereotypes, prejudice and, ultimately, discrimination.

Also known as hidden or unconscious bias, implicit bias has become a hot topic of study for psychologists at Harvard, the University of Virginia and the University of Washington.  Researchers at these institutions have created Implicit Association Tests, or IATs, to measure the prevalence and degree of unconscious bias.

IAT research is relevant for HR and other hiring managers, because of its application to the hiring process.  While interviewers may believe that they’re impartial, unconscious biases may affect their attitudes toward candidates of other races – and ultimately their hiring decisions.

How do you manage these potential hiring biases if you’re not sure they even exist?  Knowledge is power.  Take the Implicit Association Test,  part of the Project Implicit Harvard research study.  Scores are not a definitive assessment of your implicit thoughts or feelings, but should provide opportunities for self-reflection.

Ensure great Hires with Berks & Beyond

Direct placement services like Berks & Beyond have the resources and expertise to quickly and cost-effectively deliver candidates with skills, experience and behavioral traits to succeed in your organization.  We use professionally trained interviewers, skills-specific testing, thorough background checks and satisfaction guarantees to ensure the success of your next hire.

Looking for something fun to do in the Harrisburg, PA area?  Whether you want to spend a day outside or stay indoors, here are two local events to check out:

Spring Carlisle Collector Car Swap Meet & Corral

Carlisle PA Fairgrounds

Apr 25 – Apr 29, 2012

Adult Admission: Wed.-Sat. $10 / Sun. $5 / 5-day Pass $30
Child Admission: 8 and under – FREE
Gate Times: Wed.-Sat. 7am-6pm / Sun. 7am-3pm

Spring Carlisle – a collector and classic car swap meet, car corral and auction – marks the beginning of the show and swap meet season for thousands of collector and classic automotive enthusiasts, who travel to the 150-acre Carlisle PA Fairgrounds from all points of the globe to buy, sell and celebrate all things automotive.  This is a fun-filled weekend the entire family will enjoy.  All roads lead to Carlisle, PA where you’ll find a community of passionate motorheads and a commitment to superb service that can only be achieved through more than three decades of know-how.

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Special Centennial Titanic Celebration

The State Museum of Pennsylvania

Sun., April 22, 2012

2 pm, Reception following

Join The State Museum for a fascinating presentation and panel discussion, “The Titanic and Its Pennsylvania Passengers,” led by Pennsylvania Historical and Museum Commissioner William V. Lewis, Jr.

Dr. Lewis will be joined by two descendants of Titanic passengers from Pennsylvania as well as a journalist who has profiled the commonwealth’s connections to the infamous voyage which took place 100 years ago in April.  The State Museum event is free with museum admission and is followed by a reception and signing by the panelists of a new pamphlet Dr. Lewis has written on the disaster published by the Luzerne County Historical Society.  The reception will be hosted by the Pennsylvania Heritage Society.

Finally, some good news in the job market.  Across the country, a growing number of employees are quitting their jobs.

Why is this such a good sign?

According to a recent survey of recruiters, 28 percent of the job openings employers had in January were due to employee resignations – up from 21 percent in July of 2011.  To boot, the Bureau of Labor Statistics announced in February that the number of workers quitting has been on a steady incline since its low point in December of 2009:

Life Inc. Graphic: Quits and layoffs and discharges

This is actually a sign that the labor market is improving.  During a  recession, people are inclined to hold onto their jobs, because employment prospects are so dim.

Conversely, an increase in “quits” is a sign of returning economic optimism.  Those who are dissatisfied with their current work situation are becoming more confident about their job prospects – so much so that they’re willing to leave their current job to search full-time.

Admittedly, unemployment rates are still high.  Walking away from a job that’s paying the bills always carries some risk.  But if you’re underemployed, in a dead-end job or otherwise unhappy with your current work situation, Berks & Beyond can help.

As a leading staffing service in Central & Southern Pennsylvania, we have a wide variety of office and clerical jobs, light industrial jobs, accounting and finance jobs, engineering jobs (and more) available in Reading, Carlisle, Allentown, Pottstown, York and Harrisburg.

When you register with us, we can help you conduct a confidential search for the perfect direct employment opportunity.  We work for you, allowing you to stay employed during your job hunt.  Best of all, our services are free!  Contact a Berks & Beyond recruiter today to learn more.

Berks and Beyond’s 2012 Open Enrollment for Field Employees Runs April 4^th – May 3^rd

Wyomissing, PA – Berks and Beyond Employment Services, Inc. is pleased to announce its annual open enrollment for health benefits offerings to temporary employees.   The leading Central and Southern Pennsylvania staffing service is holding open enrollment now through May 3, 2012, for their comprehensive benefits package that includes:

• Special low group rates
• Single and family coverage
• Dental and Vision plan options
• Coverage for doctors’ visits
• Inpatient benefits
• No pre-existing condition limitations
• No health questions asked
• No waiting period on medical benefits

While offering health benefits is not mandatory, Berks and Beyond goes beyond the call of duty to create a win-win situation for everyone involved.  For staffing clients, benefits are a perk that helps Berks and Beyond attract the best and brightest talent.

On the flip side, health benefits come at time when Berks & Beyond field employees need them most. “Offering medical benefits to our employees gives them peace of mind that their families are covered and protected, be it routine or unexpected,” says Chris Garner, President of Berks and Beyond Employment Services, Inc.  “Due to the economic downturn, many former full-time employees find themselves working temporary or temp-to-perm jobs again, usually without benefits.  That’s not the case with Berks and Beyond employees.  Our employees are offered health benefits with no waiting period.  We are finding that by offering these benefits, we are able to attract a more diversified and skilled work force.  Berks and Beyond has had this program in place for over a year, and it has been a positive experience for everyone involved.”

In addition to health benefits, Berks and Beyond also offers Direct Deposit, to simplify banking and ensure field employees are paid in a timely manner.  New enrollment employees should contact their Branch Managers for more information.

The summer season is approaching, and you know what that means.  Throughout Central and Southern Pennsylvania, a multitude of college students will be looking for internships.

An internship program can create a win-win scenario for both employer and job seeker, but only if implemented properly.  So consider these pros and cons before “taking the plunge”:

Pros:

• Get work done.  Interns provide additional manpower for short-term support.  Extra hands help increase productivity and free core employees to complete creative, strategic or other projects you may struggle to complete.
• Internship programs are year-round recruiting tools.  By continually bringing in new talent, you create an ongoing pipeline of potential employees.
• Internships allow you to essentially “test-drive” a potential employee.  You can assess how he performs on the job, and how he fits into your corporate culture, before extending an offer for employment.
• Bring in fresh perspective.  New people bring with them novel perspectives, fresh ideas, specialized strengths and up-to-date skill sets.  You can use these to augment your direct workforce and help you uncover new solutions to company challenges.

Cons:

• Planning and properly administering an internship program is time-consuming.  If you do not have the resources to adequately orient and manage interns, your program will not wind up benefiting anyone.
• Unpaid internships are not without their risks.  Recently, state and federal regulators have been debating whether or not unpaid internships are legal.  Notably, high-profile media outlets have been targeted by class-action lawsuits brought by interns who claim they are actually employees.  Claimants allege that by misclassifying workers as interns, employers denied them “the benefits that the law affords to employees, including unemployment, workers’ compensation insurance, Social Security contributions, and, most crucially, the right to earn a fair day’s wage for a fair day’s work.”

Not interested in the legal exposure associated with interns?  Temporary and contract employees are a great alternative.  They deliver all of the advantages listed above, without the risks.

If you want to increase productivity, free your workforce to focus on more strategic priorities, or bring fresh perspective to your organizational challenges, Berks & Beyond’s temporary and contract staffing services for Central and Southern Pennsylvania employers may be just what you need.  Contact us today to learn more.

Have you ever imagined what it’s like to be a temporary worker?

Think about it for a minute.  With each new assignment, a contingent worker has to: find his way to and around a new work location; learn how to use new computer systems, tools, machinery or other equipment; fit into an entirely unique corporate culture.  Oh, and while he does all this, he also has to be instantly productive in his new position.

If it sounds a little daunting, that’s because it is.  A contingent worker faces a fresh set of challenges with each new assignment.  Although he’s used to managing the change inherent in his role, an effective onboarding process for temporaries can help smooth his transition into your organization.

Your staffing service should take a leading role in onboarding contingent workers.  As their employer of record, Berks & Beyond makes sure that all our employees’ paperwork (such as E-Verify, employment documentation, background checks, etc.) is in line and provides them with thorough descriptions of their assignment responsibilities.  For high volume staffing users, we can even develop customized orientation materials to ensure our employees are properly introduced to your company and their positions.

You can help ensure your contingent workers are productive, safe and efficient by helping to onboard them, too.  In her Staffing Industry Analysts blog, Subadhra Sriram recommends the following tips to help you orient and assimilate temporary and contract workers:

• Have contingent workers complete online forms before their assignments start.  Instead of spending valuable time filling out paperwork when they arrive, our employees can immediately begin working for you.
• Provide us with clear and detailed job descriptions, as well as performance expectations.  Sharing this information before the assignment starts helps ensure all parties are on the same page – and are working toward the same goals.
• Give your temporary and contract workers the support they need.  Make sure they know to whom they report and who can answer their questions.  Have all the materials they will need to perform their work available and set up.
• Establish a collegial working environment.  Before a temporary arrives, tell your direct staff about his role and how they can welcome/support him.  Once he’s there, take a few minutes to properly introduce the temporary to his co-workers, show him where the break room and restrooms are, etc.

These steps may sound small, but they will truly make a big difference to your contingent workers.  Treat them with care and they’ll return the favor.