Berks & Beyond Blog

At Berks and Beyond, we want to make staffing simpler and more effective for you.  When your challenges are complex, we can provide the expertise you need in all parts of the personnel cycle – from position description through orientation – to ensure a successful match.  The following case study demonstrates our results at work:

The Problem:

A Reading, PA employer was facing a difficult – albeit positive – problem.  Due to high business volume, their plant manager was shouldering too heavy a workload.  HR was tasked with creating a new position in their plant to ease the demand on the plant manager.

The Solution:

Our staffing specialist met with this client three times to learn about the company, the personality of the plant manager and his immediate business needs.   Working together, Berks and our client solidified the job title, job description and primary responsibilities.

Because of the service we provided, our client decided to work exclusively with us to find the perfect match for their new position.  We conducted interviews to initially screen potentially qualified candidates and then referred only the best to our client.

The Results:

Working exclusively with Berks and Beyond enabled our client to hire the perfect person for the position.  We saved this Reading employer time and money, by not having to advertise, sort through piles of résumés or pre-screen candidates.  As an added benefit, the plant manager was free to stay focused on his core job responsibilities during a critically busy period.

In Our Client’s Words:

“Berks and Beyond was the perfect solution for our temporary work force needs.  With great enthusiasm for their work, they helped us create a quality temporary work force at affordable prices.  They made it easier than I had anticipated. Not only did Berks and Beyond help us with our temporary staff, but they also shared  ideas which will enhance the effectiveness of our workforce.  I am thoroughly impressed with how quickly they came to our rescue.  They met all of our requests faster than we anticipated – a rare occurrence with most businesses today!  It is always a pleasure doing business with Berks and Beyond!”

Write Your Own Staffing Success Story

Contact Berks & Beyond today to find out how we can deliver real Results at Work for your organization.

Are you capitalizing on new recruiting and interviewing technology like Skype, Twagalus and Twubs?

The names may sound bizarre, but the power they afford recruiters and HR managers is no joke. If your company wants to remain competitive in recruiting top talent, it’s time to pay attention to these emerging media:

Remote Interviews

Online interview technology has revolutionized the hiring process.  This cost-effective tool allows you to rapidly connect with viable candidates anywhere, while greatly simplifying interviewing logistics.  Instead of spending valuable time and money on travel, you can now use services like Skype and TokBox to virtually meet applicants and determine their potential early on in the recruiting process.

Mobile Technology

According to statistics from Pew Research Center, 83 percent of Americans own cell phones.  Nearly half of them (44 percent) use their mobile devices to get access to the internet.  Leverage mobile technology to reach potential job seekers anytime, anywhere by sending text alerts about your job openings and recruiting events.  Additionally, you may want to consider making your website more “smart phone friendly,” so that it facilitates the job search and application processes.

Video

Digital video enables you to get your company’s message across like no social media tool can.  By allowing candidates to literally see and hear what the true employee experience is like, video offers a powerful way to influence and engage potential candidates:

• Use online videos to enrich your online job postings.
• Add video clips of your offices, production facilities, etc.
• Interview current employees about what it’s like working for your organization.
• Demonstrate ways you take care of your employees, work for the greater good and/or stay on the cutting edge of your industry.

To ensure your videos are viewed, add them to your homepage, job postings and social media, or use QR codes to direct job seekers to them.

Twitter

Twitter can help you contact candidates in real time by instantly broadcasting or “tweeting” available jobs.  If you have a Twitter account:

• Search for relevant hashtags that qualified candidates might be using and integrate them into your tweets.  Tools like Search.Twitter.com, Twubs and Tagalus can help you identify hashtags your target candidates may be using.
• Shout out new job listings.  Services like jobshouts.com and jobamatic.com allow you to automatically feed new job listings to your Twitter account.  You can even add custom prefixes and hashtags to make the content more user-friendly and searchable.

Making changes in the way you recruit can be intimidating; however, you need to embrace emerging media to remain competitive.  Thankfully, you don’t have to do it alone.  As a leading employment agency in Southern Pennsylvania, Berks & Beyond leverages cutting-edge recruiting technology to help you win the war for talent.

With staffing offices in Harrisburg, Allentown, Pottstown, York, Reading and Carlisle, we are strategically located to provide you with the most highly-qualified and trained professionals available throughout Central and Southern Pennsylvania. Contact Berks & Beyond today!

Are you familiar with Senate Bill 128?  If you regularly check job applicants’ credit as part of your screening process, you should be.  Senate Bill 128, if passed in it’s current form, would prevent employers from using consumer reports unless the information is either substantially job related (and the reason for the use of the information is disclosed in writing), or required by law.

The National Conference of State Legislature’s (NCSL) website indicates that changes in credit screening legislation are occurring from coast to coast.  Seven states now limit employers’ use of credit information in employment: California, Connecticut, Hawaii, Illinois, Maryland, Oregon and Washington.  To date, 58 bills in 28 states and the District of Columbia were introduced or pending in the 2011 legislative session.

Connecticut’s new credit screening law went into effect just a few days ago, on October 1, 2011.  Their law bars mandatory consent to credit checks by employees and applicants for all but a few types of employers.  Since then, California has also banned most employers from running credit checks on job applicants, and at least five more states are also considering similar bans.

Is our state next?

As an employer in Pennsylvania, you still have the right to check a job candidate’s credit.  Before you do so, however, you should consider:

• how relevant the information you’re collecting is to the available position;
• the cost involved versus the benefit to be gained;
• whether or not your internal staff is trained in how to interpret the complex information contained in today’s credit reports;
• whether or not there may be potential adverse effects to checking an applicant’s credit.

While the use of credit checks as an employment screening tool has grown over the past several years (with some 60 percent of U.S. employers using credit reports for some or all of their background checks), this practice is now becoming illegal for many employers.  In the future, it will be interesting to see if and how this ban will help people with financial problems find employment.

What is your take on the new credit screening laws?  Will it affect the way you screen and hire candidates?  We at Berks & Beyond would like to know.  Please leave your comments below.

It’s been about six months since Berks & Beyond last reviewed Reading’s BLS economic statistics.  At that time, we were hoping that 2011 would usher in a cycle of renewed economic growth – but improvements were still lagging in our part of the state.

This time around, we’re seeing a “mixed bag” of economic and employment numbers yet again.  On the upside, the Reading MSA’s unemployment level is down 17.9 percent from where it was a year ago, dropping from 20,400 in March 2010 to 16,700 in March 2011.  This is substantially better than the state of Pennsylvania as a whole (down 14.8 percent) as well as the nation (down 10.3 percent).  But while total nonfarm payroll employment is up by over 1 percent for both Pennsylvania and the nation, Reading’s nonfarm employment actually dropped by .1 percent over the past year.

To see just how the Reading area stacks up against Pennsylvania and the nation, download the “Reading,Pa.pdf” file on this Selected BLS Economic Indicators page, last updated May 2, 2010.

For comprehensive employment statistics, follow this link:

Bureau of Labor Statistics Reading PA: Nonfarm employment and labor force data

Want to learn more?

Contact us and a Berks and Beyond staffing professional will show you how our services can help you make the most of our current economy – by saving you money, reducing your risks and keeping your workforce lean and flexible.

According to SpendingPulse, Americans spent roughly 5.5% more this holiday season than last.

Could it be because they’re expecting pay raises in 2011?

Possibly.  A recent Workforce Management article included results from a number of surveys which showed pay increases running as high as 3% in 2011, with an average increase of 2.7%.  After two to three years of salary freezes and other human resources cost-reduction strategies, employers seem prepared to start the thawing process.

Here are a few key statistics from the Towers Watson, Mercer, Hay Group Inc. and Conference Board surveys:

• According to CPI projections by Georgia State University, pay hikes should comfortably outpace inflation rates in 2011, with a 2.8% pay raise equaling a “real” salary increase of 1.1%.
• Only 2 % of companies surveyed plan across-the-board pay freezes in 2011, down from 13% in 2010 and 31% in 2009.
• Companies continue to strengthen the link between pay raises and performance.  Top-ranked talent will receive pay raises averaging 4.5% this year; average performers 2.7% raises; low-rated workers only .5% raises.

Although unemployment rates continue to remain high, the upswing reflected in these survey findings should get you thinking about attracting and retaining key talent.  If your organization is not able to keep pace with 2011 pay increases, consider offering spot bonuses, flexible hours, time off or additional training/skill building to keep your best employees working for you.

As a leading Central and Southern Pennsylvania staffing firm, Berks & Beyond has the resources to help you achieve your strategic staffing goals as the economy shifts gears.  Contact us today to discuss your plans for 2011.

Before you click the “Submit” button to upload your next job posting, consider the following:

1. Make sure the title accurately describes the position.  Consider including common keywords qualified applicants are likely to use when searching for an opening.
2. Provide a comprehensive list of skills and qualifications.  Differentiate between those that are required, as opposed to desirable.
3. To reduce the submission of unwanted résumés, be clear about:  salary range; start date; years and type of experience necessary; essential certifications; and required tests and/or background checks.
4. The Internet has created a global workforce.  Make sure you supply details about where the job is located, and whether or not telecommuting is possible.
5. Provide clear instructions for application.  Give candidates multiple methods of applying.  Be sure to list e-mail address, fax number, mailing address and the contact person’s name and job title.
6. Include preferences or equal opportunity statements.
7. When posting to multiple sites, assign unique job codes for tracking leads.  This step will help you monitor the quantity and quality of leads coming from each site.
8. Keep in mind that if you send an announcement to an e-mail list or newsgroup, it will likely be picked up by any number of websites and forwarded, re-forwarded, etc. – and you will have no ability to control the accuracy or content of these listings.
9. Don’t use all caps in your posting online.  It is the printed equivalent of YELLING. (See?)
10. Copy and paste from a simple text editor, and avoid special codes or characters used in word processing software.
11. Always, always proofread for content and check your spelling.

As you know, it takes substantial time and effort to post a job correctly.  And even the most carefully crafted posts don’t always yield the best candidates.  So why do it on your own? 

Berks & Beyond’s expanded direct placement services save you time, increase your focus and deliver only candidates who accurately match the available position.  We offer this service to Central and Southern Pennsylvania employers on a contingency-fee basis; in other words, you will not be charged until you hire the right person for your company.  Contact us today to learn more.

Expanded Services Mean More Comprehensive Staffing Solutions for Area Employers

Wyomissing, PA – Berks and Beyond Employment Services, Inc. is pleased to announce that they have joined forces with Chris Talarico and her staff.   The partnership, effective September 1, 2010, will further solidify Berks & Beyond’s position as a leading staffing firm throughout Southern and Central Pennsylvania.

Chris Talarico is the owner of Chris Talarico & Associates, which is a premier clerical and professional personnel placement company providing temporary, temp-to-hire, direct hire and payrolling services.  The privately-held corporation specializes in placing office support, customer service, retail, accounting, information technology, engineering, project management and trades personnel throughout Berks County. 

Over the years, Chris Talarico & Associates has won numerous professional awards, including being recently named as one of Inc. Magazine’s “Top 5,000 fastest growing companies in the United States.”  Their reputation for excellence, combined with a focus on clerical and professional staffing, make them ideally suited to partner with Berks & Beyond.

“We’re excited to have Chris Talarico and her staff join us,” says Chris Garner, President of Berks and Beyond Employment Services, Inc.  “Their expertise is a natural complement to our own and will help us deliver even better service, especially in office and professional staffing, to our clients and candidates alike.”

In addition to providing more comprehensive staffing solutions for clients, Chris Talarico will also enhance Berks & Beyond’s services for job seekers.   As an accomplished author and savvy job expert, Ms. Talarico has been “successfully connecting good people with great jobs” since 1988.  She will continue to share her methods for job search success via professional speaking engagements and workshops.  For more information, visit www.youremploymentmarketplace.com.

Industry Veteran Brings Experience and a Passion for Staffing to Her New Role

Wyomissing, PA – Berks and Beyond Employment Services, Inc. recently promoted RoseMarie “Roe” Larson to the position of Sales Manager.  She now has primary responsibility for the continued growth and management of both new and current Berks and Beyond clients.  

Ms. Larson’s rise through the staffing industry ranks can only be described as “exceptional.”  Since beginning her staffing career in 1982, she has steadily worked her way up through a number of sales and management positions with both local and national firms.  Most recently, Ms. Larson worked as Business Development Manager for Berks & Beyond Employment Services.

The industry veteran brings a wealth of staffing know-how to her new position.  In addition to temporary, temporary-to-hire and direct-hire services, Ms. Larson has extensive experience in implementing successful on-site partnerships – placing her among the top 10% of Berks & Beyond’s sales staff company-wide.  Her impressive credentials also include developing and executing innovative recruiting, retention and safety programs.   Over the years, she has designed comprehensive HR solutions for hundreds of local, regional and national clients.

“Roe is creative, self-determined and focused on results,” says Chris Garner, President of Berks and Beyond Employment Services, Inc.  “Her broad-based staffing industry experience, combined with a passion for developing and maintaining client relationships, makes her ideally suited to take on a consulting role with our company.”

Ms. Larson currently resides in the Lehigh valley and enjoys spending time with her family and friends.  She is a member of the Society of Human Resources Management (SHRM), the American Staffing Association (ASA) and her local Chamber of Commerce.

Looking for ways to earn a raise or promotion?

Get on your boss’s A-List.  If you consistently show your boss that you’re doing a great job, you’ll progress further, faster.  Here are a few quick tips to get you noticed, separate yourself from the pack and create a lasting positive impression:

1. Communicate clearly.  When in doubt, err on the side of clarity and ask questions when things are unclear.  Provide your boss with regular updates about your projects and plans.  But be careful not to go overboard – ask him directly if you’re providing enough information or too much.
2. Honor your commitments.  Underpromise and overdeliver.  Don’t shy away from new challenges, but make reasonably sure you can hit an objective before taking on the additional responsibility.
3. Know what makes your boss tick.  Learn your boss’s pet peeves – and avoid them.  Find out what his priorities are – and incorporate them into your own (e.g., if your boss is a “numbers guy,” quantify all your results).  Anticipate his needs, by providing what you know he’ll want before he asks.  Show him you understand the issues he faces and you’re sure to make your mark.
4. Provide solutions – not just problems.  Everyone makes mistakes.  So if something does go wrong, view it as an opportunity to set yourself apart from chronic excuse-makers.  Own up to the problem and come to the table with potential solutions.  Your boss will appreciate your ability to think for yourself and manage a difficult situation.
5. Be positive.  When you celebrate a departmental success, send a congratulatory e-mail to those involved and copy your boss.  The gesture will draw attention to your success as well as your leadership skills.  During more stressful times, strive to maintain a positive attitude.  For every two complaints or suggested improvements, point out eight positive things.
6. Take a calculated risk.  A boss will notice a talented employee who demonstrates his desire for excellence by occasionally sticking his neck out.  So when the time is right, volunteer for a difficult assignment or challenge the status quo to improve a work process.  Your courage and enthusiasm will increase your visibility and earn the respect of your boss and co-workers alike.

Berks & Beyond:  Another Great Way to Further Your Career

Berks & Beyond provides challenging assignments and direct placement opportunities in a wide range of fields including office/clerical, light industrial, accounting/finance, engineering, HR, management, agriculture and skilled trades.  Contact us today to find out how we can help you further your career, faster.

You’ve spent a lot of time developing a great-looking résumé and crafting a fantastic cover letter.  But, how do you make sure they don’t wind up looking like a mess when you send them electronically?

The American Staffing Association recommends the following steps for converting your cover letter and résumé from Word or WordPerfect documents into electronic ones:

1. Remove all formatting.  This includes lines, rules, boxes, bold, italics, and underlining. 
2. Standardize your font.  Change the font to Courier, size 12.
3. Change your margins.  Convert your page margins to 1 inch on the left and 3 inches on the right.
4. Save as a .txt file.  When you save the cover letter or résumé, choose “Save As” and change the type to “Text only with Line Breaks.”  A warning box may come up informing you that you might lose some formatting.  Click “OK” or “Yes.”
5. Reformat your résumé.  Launch Notepad (PC) or SimpleText (Mac) to reformat and clean up your résumé and cover letter. Move all centered items to the left margin, and make sure all text is flush left.  As you scroll through your documents, remove all Tabs, replace all bullets with asterisks (*), and change bolded words to all caps.  Increase white space by hitting Return twice between sections.
6. Make sure your cover letter and résumé are e-friendly.  Do not send them as attachments, but, rather, pasted in the body of the e-mail whenever possible.
7. Check before sending.  Practice sending them via e-mail to yourself as well as a friend who uses a different Internet service provider—to ensure the documents are clean and professional-looking.  Once you’ve made any required adjustments, your cover letter and résumé are ready for a prospective employer’s inspection.
8. Include keywords in your résumé.  Recruiters use keywords to search for résumés.  So choose some of the basic, important keywords in your field and pepper them throughout your résumé.  For example: web designer, account manager, communications specialist, to name some.

Need More Job Seeking Advice?

As one of Southern and Central Pennsylvania’s largest staffing companies, we at Berks & Beyond are always available to answer your employment-related questions.