No longer must you strap on a suit and “pound the pavement” to find a Connecticut job.  These days, the Internet allows you to:

• conduct your search from the comfort of your own home;
• actively look for a job while you’re still working;
• apply for jobs with just a click of the mouse.

Sound too good to be true?  In reality, an online job search is not without its potential pitfalls.  Privacy concerns and issues with technology can complicate matters and jeopardize your chances of success.

So before you start surfing the job boards, make sure your online job search is safe, comprehensive and productive by avoiding these common missteps:

Overlooking privacy issues.

If you’re currently employed, the last thing you want to do is lose your job because your boss finds out you’re looking for another one!  Many employers actively search for their employees’ résumés online using search engines or job boards, so be smart.  Protect your identity (and your existing job) by limiting access to your essential contact information (i.e., name, address, phone).  Set-up an anonymous personal e-mail account for recruiters to use to contact you.

Waiting for opportunities to come to you.

If you think the perfect position will appear in your Inbox, you may be deluding yourself.  Instead of waiting for online opportunities to come to you, go out and find them by leveraging Internet research sources.  Spend time reading through company websites to identify potential employers.  Then, customize your résumé and cover letter based on what you find out about them, their competition, their products and services, etc.

Blasting your résumé all over the Internet.

When it comes to applying for a job the right way, you can’t take a “one size fits all” approach.  Merely posting your résumé to hundreds of job sites will not be as effective as you might think, because you won’t be able to customize it for a particular position or company.  You will get better results if you apply for far fewer positions, but take the time to tailor your application so that it stands out from the crowd.

Limiting your efforts to the Internet.

While it’s easy to apply for jobs online, you’ll be much more successful if you cast a wider net.  Make sure to network, leverage social media, attend job fairs and register with a reputable employment agency like A.R. Mazzotta, who understands the Connecticut job market.

As a leading employment agency in Connecticut, A.R. Mazzotta works with the area’s best employers.  We work hard to match you with the ideal assignment or position and ensure confidentiality throughout the entire process.  What’s more, because several of our clients choose to work with us exclusively, we fill many career openings that may not be found elsewhere!

Getting started with A.R. Mazzotta is as easy as applying for a job online.  Why not give it a try?

Still, employers struggle to increase day-to-day compliance.  Competitive safety programs that reward incident-free track records may seem like a good way to increase workplace safety; however, such programs may inadvertently backfire, by incenting workers to “cover up” near misses – instead of addressing them head-on.

The best way to create a safer workplace is by turning your employees into safety champions.  Use these ideas to re-energize your safety incentive program, by encouraging cooperation and rewarding proactive safety behavior:

• Safety Bucks. Design and print “Safety Bucks” in different denominations to reward your employees when they:  recognize hazards, complete safety-related training, write-up job safety analyses, etc.  Employees can use the currency to buy whatever incentives you’d like to offer.
• Safety Suggestion Box. Appoint a Safety Committee (which should include management) and have them distribute suggestion boxes throughout your location.  Invite employees to submit their concerns about health hazards, unsafe acts, dangerous work conditions, etc., as well as ideas for addressing them.  Each month, have the Safety Committee review suggestions and vote to select the best.  Recognize the winner by posting his name, photo and suggestion, along with the action your company will take as a result of the submission.
• Find the Hidden Hazards. Publish a cartoon depicting a safety hazard each month in your company newsletter or other regular employee communication document.  Make some more challenging to identify than others!  Ask employees to spot the hidden hazard in each and keep track of their guesses on a submission form.  At the end of the year, collect the forms and give rewards to the employees who correctly identify the most.
• Most Improved Award. Once a month, have a manager and one member of your Safety Committee (rotate this person monthly) inspect various work locations.  Ask them to independently score each location and submit their scores to an administrative assistant (who is not part of the Safety Committee).  Have the assistant keep track of each location’s average scores and present a “Most Improved Award” to the location that shows the greatest improvement each month.

How does your company reward employees to stay safe on the job?  Have you developed any unique safety incentive programs that have created exceptional safety improvements?  We at A.R. Mazzotta would love to know.  Please leave your comments below.

If you haven’t created your Google+ account yet, here are a few of the features which may make it an attractive addition to your social media recruiting toolbox:

Profiles

As more job seekers create Profiles on Google+, these will be easy (and free) to search.

Circles

Google+ allows you to organize your contacts into an unlimited number of distinct groups (Circles), making it easy to share and communicate with different types of people in different ways.  You can set-up Circles for clients, business prospects and each type of candidate you recruit.  With the ability to share to a select group, you can communicate instantly while maintaining confidentiality.

Hangouts

While some feared that social media would be the end of meaningful face-to-face interaction, group video chat will bring people closer again.  Google+ seamlessly integrates this technology.  It allows you to screen candidates “face-to-face,” without having them physically come to your site.  The tool also makes it easy for multiple interviewers in different locations to participate in the process via computer or smartphone – sort of like a virtual conference room.

Sparks

Staying current within your industry is critical to recruiting success.  The Google+ Sparks feature makes it easy to accomplish this, by functioning like a newsfeed for the subjects on which you want to stay up-to-date.  In addition to following news, you can also use Sparks to share information and start conversations with members of your various Circles.

Admittedly, it will be a while before Google+ becomes the recruiting powerhouse it has the potential to be.  Still, top talent and potential clients will expect you to have a presence here.  So while this new platform gains steam, stay ahead of the curve.  Develop a comprehensive profile, make your connections and organize your Circles now.

Searching for talent in Wallingford, Westbrook or Middletown Connecticut?

Contact A.R. Mazzotta.  Serving Middlesex, New Haven, New London and Hartford counties, as well as parts of Fairfield, Tolland and Windham counties, our network includes talented professionals throughout Connecticut.  Whether your workforce needs are simple or complex, temporary or direct, we’ll find the right professionals you need for your business.

During the summer, many employers scramble to fill vacancies, complete special projects and staff for their busy season.  They rely on our temporary and contract staffing services to help them accomplish these goals.

So whether you want to:

• earn money during the summer months;
• obtain flexible employment that fits your schedule;
• build your résumé and learn new skills;
• or get your foot in the door with Connecticut’s leading employers;

A.R. Mazzotta has opportunities that fit your schedule, desired environment and salary requirements.  In most cases, employers plan their summer staffing needs in advance – now is the time to register with us!

Applying is quick and simple.  The best way to send us your résumé is to select a job from our listings, or you can apply online (if you are not applying for a specific position).  Either way, please know that our services are provided to you at no cost.  New opportunities arrive daily, so check our Connecticut job listings frequently.

If you’re interested in something more than a “summer gig,” temporary work is also a great way to find direct employment.  According to the American Staffing Association:

• 88% of staffing employees say that temporary or contract work made them more employable.
• 77% of staffing employees say it’s a good way to obtain a permanent job.
• 80% of staffing clients say staffing firms offer a good way to find people who can become permanent employees.

So whether you need a short-term assignment, or are searching for a more permanent work arrangement, A.R. Mazzotta can provide the perfect opportunity for you.

While you may not be familiar with the term “VUCA,” you’re definitely familiar with the impact it has had on your business.  VUCA 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.

Unless you’ve been hiding under a rock for the last five years, you know how chaotic our business and economic conditions have been.  In a recent ERE.net article, Dr. John Sullivan examines the impact VUCA has had on today’s recruiting and workforce management.

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 VUCA environment is now a permanent condition.

According to Sullivan, talent managers, HR and recruiting professionals must develop new ways to survive in a VUCA 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.

Staffing and recruiting services, like those offered by A.R. Mazzotta Employment Specialists, can help you meet the challenges of today’s unpredictable business environment.  We help Connecticut employers like you successfully manage volatility with:

• Contingent labor – by using temporary and contract employees as a significant part of your workforce, you increase your capability to meet sudden upturns, downturns and new skill needs.  The flexibility contingent labor provides helps you operate cost-efficiently, while still maintaining the ability to capitalize on new business opportunities.
• Rapid talent acquisition – we can work with you to develop detailed position specifications, before hiring needs arise.  When the time comes, our knowledge of your requirements and deep talent pool will provide quicker access to top candidates who are ready to perform for your business.

The one constant in today’s business world?  Rapid change.  Thankfully, A.R. Mazzotta is prepared to help you manage the “new normal” of today’s VUCA environment.

Research confirms this notion.  A study by Towers Watson has shown that, no matter what type of business they’re in, companies that communicate effectively are far more likely to report high levels of employee engagement and financial performance.

Still, human nature being what it is, most companies fall short in the communication department.  Is yours one of them?  If so, don’t worry.  You don’t have to be an extrovert, a nurturer or even have a specialized degree to improve communication within your company.  Just use these highly effective habits and practices from Inc.com:

Create the right culture.

Give it to your employees straight.  Be transparent and honest about the challenges your business faces – and even your company’s financials – to foster trust and help employees understand the risks you take.  To create a proactive communication culture:

• Engage in informal, “nontransactional” conversations (conversations not directly related to a specific work request) with your employees every day.
• Meet in groups (either at the beginning or the end of the day) to discuss short-term goals, challenges or operating plans.  Try adding a daily 10-minute “huddle” to get work teams talking more regularly and effectively.
• Offer occasional “lunch and learn” (working lunch) sessions for less formal company discussions – things like introducing new products and strategies, ad hoc training or most any other ancillary subject.

Make sure your employees are getting the message.

The ways in which you communicate are often just as important as the content itself.  Use these strategies to make sure your message is heard:

• Sharpen your message.  A typical employee remembers only three to five points from any communication – so keep yours short and sharp, especially when using e-mail and memos.  Place your conclusions or main points at the top of written communications as bullet points.
• Recognize good work.  If most of your communication is negative, employees will ignore what you say.  Balance criticism with compliments.  By thanking employees for their efforts and publicly recognizing their contributions, you’ll open their ears to everything you have to say.
• Understand the impact of unspoken signals.  Use your body language to support your spoken message.  In addition, choose the right location to deliver your message.  Where you hold a meeting (i.e., your office vs. a conference room or an employee’s desk) can also affect the dynamics of your conversation.
• Follow up.  When a message needs reinforcement, follow up afterward with a memo or note that recaps the main points.

Listen to your employees.

To be successful, communication must go both ways:

• Create formal feedback mechanisms.  The people doing the real work of your company often have the best suggestions for improving it and are the first to see threats approaching.  Establish a mechanism for anonymous input, such as a suggestion box or hotline to encourage feedback.
• Take feedback seriously.  Although you don’t have to act on every suggestion, you should acknowledge contributions and reward good suggestions that save or make your company money.

At A.R. Mazzotta, we know that successful staffing and placement starts with effective communication.  Throughout all phases of our service process, we deliver positive results by connecting staff in all three offices to facilitate direct communication and immediate access to information.

Teamwork, individual expertise and a strong commitment to Connecticut’s people and businesses are what enable A.R. Mazzotta to help you reach your company’s most complex production and employment goals.

“What is your typical way of dealing with conflict?”

“Can you describe a problem that you solved in a unique or unusual way?”

“What is the most difficult project you’ve worked on – and how did it help you develop professionally?”

If so, then you’ve taken part in a behavioral interview.  Designed to reveal more than just skills or experience, behavioral interview questions dig deeper than traditional questions – and can be more challenging to answer.  If you’re new to the concept of behavioral interviewing, here is a quick 101 to bring you up to speed:

• Behavioral interviews operate on the premise that understanding past behavior is the best way to predict future success.  Questions in a behavioral interview focus on experiences, behaviors, knowledge, skills and abilities that are job-related.
• Questions may be casually inserted into a typical interview, or you may be formally required to answer a set list.  Be prepared for either scenario.
• Questions will require you to describe situations from your past, as well as your feelings and observations about them.  Depending upon your answers, the interviewer may have follow-up probing questions.
• The interviewer will look for evidence of desired behavioral traits in your responses, to assess your proficiency in certain job-related areas.

As with all interview questions, preparing for behavioral questions is essential to success.  While you cannot predict the specific questions you will be asked, you can use these tips to ace your next behavioral interview – no matter what type of job you’re seeking:

• Learn about the company. Do your homework before the interview to learn about the company, its core values and the available position.  Use the job description to determine the most essential behaviors needed to succeed in the position, and then research potential behavioral interview questions that are associated with those traits.
• Create your behavioral interview arsenal. Create a list of key accomplishments that exemplify the traits necessary to succeed in the available position.  If you lack work experience, draw upon your school experiences (challenging courses/tests, group projects, research papers, etc.).  Select experiences that reflect well on you, even if the outcome of the situation itself was not favorable.  With a bit of work, you can develop a repertoire of a small number of workplace experiences that you can use to answer a wide range of behavioral questions.
• Flesh out each experience. Make sure each of your examples has a beginning, middle and end.  Experts recommend using the STAR technique to communicate your ideas logically and concisely:  the beginning should describe a Situation you were in or the Task you needed to accomplish; the middle should recount the Action that you took; the end should review the measurable Results you achieved.
• Practice with a friend. Behavioral interviews can be grueling.  Boost your confidence by rehearsing your workplace stories ahead of time with a friend or relative.  Aim for vivid, concise answers that are one to three minutes long.

Looking for more interview help?  Searching for jobs in Connecticut?  A.R. Mazzotta is here to help.  As a Connecticut employment agency with more than 40 years of experience, we’re uniquely qualified to help you take the next step in your career.  Contact us today!

How old are you?

Do you have, or do you plan to have, children?

Most hiring managers would love to ask revealing (albeit illegal) questions like these when interviewing job candidates.  But as we all know, asking improper interview questions can lead to discrimination and wrongful-discharge lawsuits.

So how do you get the information you need without putting your company at risk?

Plan your interview questions carefully.  Start by conducting a job analysis to objectively identify the core competencies required for the position.  Then, develop a list of behavior-based interview questions to identify those core competencies.  And when broaching sensitive issues such as age, marital status or disabilities, refer to this list of illegal interview questions – and their legal alternatives:

1. Do you have any health conditions? Under the ADA, a bona fide medical examination can explore legitimate interests of the employer such as safety or job qualification, but only after a conditional offer of employment has been extended. You may ask if the applicant is able to perform the essential functions of the job, with or without reasonable accommodations, but only after you thoroughly describe the job requirements.
   Legal alternative: Are you able to perform the specific duties of this position, with or without reasonable accommodations?
2. What religion are you? Religious discrimination is illegal, and questions that can be construed as related to a person’s religion must be avoided.  To find out whether or not a candidate’s religious practices may impede his ability to work when you need him to, just ask directly when he’s able to work.
   Legal alternative: Are you able to work with our required schedule?
3. What are your plans for children? (or) Do you have any kids? Questions such as these can be interpreted as a form of gender discrimination.  If you have concerns about an individual’s ability to work long hours, travel or relocate, be direct.
   Legal alternative: What percentage of the time are you willing to travel? (or) Our work frequently requires starting very early.  Are you able to comply with this requirement?
4. How old are you? According to the Age Discrimination Act of 1967, it is illegal to ask the age or age range of the applicant. It is also illegal to request a birth certificate prior to hire.
   Legal alternative: What are your long-term career goals?
5. Are you a citizen of the United States? Asking a candidate about his citizenship directly is illegal.  To find out what you need to know, ask whether or not he is authorized to work here and legally able to work for your organization.
   Legal alternative: Are you currently authorized to work in the United States?

Hire Safer – and Smarter – with A.R. Mazzotta Employment Specialists

Want to further reduce your interviewing liability? Call the hiring experts at A.R. Mazzotta.  With over 40 years of experience serving Connecticut employers, we can handle all aspects of recruiting and interviewing for you – saving you time and money, while ensuring you stay compliant.  Find out more about our Recruiting Services for Direct Hire.

Even traditionally “safe” work environments like offices can have hazardous working conditions caused by spills, disorganized work spaces or burned out light bulbs.  Ultimately, employers like you wind up paying the price when these situations lead to injuries and expensive workers’ compensation claims for your business.

Not surprisingly, the best way to keep injuries and claims down is by maintaining a safer work environment – as they say, an ounce of prevention is worth a pound of cure.  So if you are new to workplace safety concepts or if you simply want to refresh your knowledge, take a minute to review these tips for improving workplace safety:

1. Establish and enforce formal workplace safety policies and procedures.  Your company’s management team should create and carry out an accident prevention program that encourages employees to take safety measures seriously and to report any dangerous situations.  Make resources available to your staff with contacts and phone numbers in case of an emergency.
2. Keep the work space as clean as possible.  From manufacturing facilities to legal offices, poor housekeeping can cause more frequent workplace accidents.  As such, cleaning should be an ongoing effort by all employees.
3. Properly plan jobs. When expectations, time schedules and equipment lists are clearly communicated, each team member knows what is required to complete a job safely and on time.  As part of your planning, identify potential safety hazards, so you can avoid them.  All too often, “rush” jobs lead to shortcuts, lack of/improper use of safety equipment, accidents and injuries.
4. Remind employees to: lift with their legs and knees; never twist while lifting something heavy; take hourly breaks to stretch when required to sit for long periods; use the right tools for the job.  Post these reminders in areas where your employees will frequently see them.
5. Encourage staff to report dangerous conditions. You can’t be everywhere at once, so train your employees to proactively identify situations which could be potentially dangerous.  Even a seemingly innocuous burned-out light bulb or beverage spill could lead to a slip, trip or fall.  Make sure everyone on your staff knows to whom dangers should be reported.
6. Properly train and require employees to wear OSHA mandated Personal Protective Equipment when necessary, including: goggles and face protection, hard hats, safety shoes, gloves, ear muffs and ear plugs.  Proper protective equipment is a critical part of preventing workplace injuries.

Creating a safe work environment should be a top priority for every Connecticut employer.  Not only can a culture of safety reduce injuries and workers’ compensation claims; it can also improve morale and increase productivity.  So make workplace safety everyone’s responsibility.  Collaborate with your staff to implement these common-sense tips and everybody will benefit.

As a leading Connecticut staffing agency, A.R. Mazzotta works diligently with our clients to ensure workplace safety.   We thoroughly orient and train our temporary employees, to make sure they stay productive and efficient on the job.

For the past several years, we’ve lived in a mode where seemingly nobody’s job is safe.  Downsizing and layoffs have made most employees question how truly indispensable they are.  Still, everyone knows people who are always working on a consistent basis – even in shaky industries and during uncertain times.

So, what are their secrets to success?

Honestly, there’s nothing magical about it.  Most people who enjoy long-lasting job security do so because they make their own luck.  Rather than waiting for things to happen to them, these individuals are proactive and responsible in managing their careers.  Every day, they find ways to contribute, grow and make themselves indispensable at work.

Learn from their success!  Use these tips to proactively create your own job security:

• Take responsibility for your own career development. In today’s “right-sizing” workplace, don’t rely on anyone else to safeguard or guide you in your career.  Be proactive in protecting your job by:  learning new skills; finding a mentor to help you develop and grow professionally; investing in training and development courses in your areas of expertise; staying on top of industry trends that may impact you or your organization.
• Try to excel in areas where others are weak. Look for tasks your boss considers unpleasant, or isn’t particularly skilled at, and volunteer to take them on.  Examine your co-workers’ proficiencies and try to strengthen your skills in areas where they are weak.  Become an expert in a relevant subject that will make you a more valuable employee.  When you possess skills, experience and/or knowledge others don’t, you make yourself that much more indispensable.
• Make your boss look good. Your direct supervisor is the most critical person to your success in the workplace.  Like it or not, your success is closely linked to his.  If you want to keep your job, get a raise or earn a promotion, one of the smartest things you can do is make your boss look good.  Do what he asks, when he asks it.  Try to anticipate his needs.  Talk him up to his supervisor.
• Anticipate trends in your industry. If your job is in danger of being eliminated, you need to find out before HR sits you down to let you go.  Research what’s happening in your industry, identifying trends that could impact your job.  Find out what skills you’ll need to stay at the forefront of your industry, and then seek out training in these areas.
• Go above and beyond the call of duty. If you want to cultivate value, respect and trust in the workplace, develop an entrepreneurial spirit on the job.  Volunteer for additional assignments or identify opportunities to improve products, processes or services within your company.  Make a habit of doing more than what you’re asked to do.
• Honor your commitments. Meet your deadlines. Do what you say you’re going to do.  If you make a mistake on the job, find a way to fix it and take responsibility for implementing the solution.  When you develop a reputation of under-promising and over-delivering, you greatly increase your value to your employer.
• Network regularly. If you start networking only when you need something, you’ll have a lot of ground to make up.  Make networking part of every day.  Keep in regular touch with key contacts – even if it’s only via e-mail – so that you won’t feel like you’re “bothering” someone when it’s time to reach out and ask for help.

Become an Indispensable Part of Your Next Team with A.R. Mazzotta

As a leading Connecticut staffing firm, A.R. Mazzotta Employment Specialists will listen to your needs, interests and career goals.  We’ll match you with a great temporary, contract, temp-to-hire or direct opportunity that can put you on the path to career success.

Contact us today and use the tips above to become an indispensable part of your next work team.