As a professional in the staffing sector, I am sure you are asked now more than ever by friends, family, co-workers, clients and candidates how employees can stand out in this market.

Whether you’re looking to market a candidate, market yourself or simply need to give advice, your response can add tremendous value to your network and build trust that can develop into a solid relationship.

I developed this list in response to an interview request by a San Diego news organization. The story is about a San Diego IT Professional who takes his job search to the streets – literally: (http://www.10news.com/video/18856753/index.html)

10 Ways to Stand Out

1. Focus your presentation (resume, cover letter, phone call) on bottom-line results: what have you done to make money, save money or innovate?

2. Call directly to the business unit manager responsible for the hiring decision, rather than hope you get a call back through an online submission.

3. Apply and/or give your resume to the right companies. Don’t think you are actively searching if you simply apply online to every job. Focus on quality (where you have a shot) versus quantity.

4. Consider freelance, 1099 or part-time work, which could add experience, money and may lead to a full-time job in the future.

5. Brand yourself. Always lead with a tag line or success statement that will be remembered by a hiring manager. You will want to lead all contacts with “I am the candidate that did X in Y amount of time.”

6. Ask decision-makers and experts for informational interviews which will earn you insight and connections.

7. Sell yourself. Be assertive, have an elevator speech, show up at networking events, use your online networks, volunteer. By keeping busy and engaged, your spirits will remain high and success will eventually happen.

8. Agree to work for free – for a period of time – with the understanding that if you meet/exceed expectations, a job offer will be forthcoming. This is a great idea for sales professionals who may want to consider commission only.

9. Use a recruiter. They are subject-matter experts that have access to the hidden job market. Plus, when the economy turns, contract assignments usually are a leading indicator of a rebound.

10. Communicate in a unique way. Send information via FedEx or even fax. Send information to the hiring manager’s assistant – be different than your competition.

As always, I welcome your comments.

Two Reasons:

1. Our marketing and communications team advised me to do so. I decided to take their advice as I am quite certain they know what they are talking about.
They do amazing work in the staffing space. Don’t take my word for it, see for yourself. Google “workers comp for staffing” and you will see that the company I work for, Eplica, comes up in the top 10 … not bad considering there are 1,400,000 results and not bad considering this is only one of their core competencies.

They also develop amazing websites for staffing companies. Check out www.wiredtalent.com and you will see their work. In fact, the managing director of Wired Talent told me that she was able to secure an appointment (which led to revenue generation) with one of the premier video game companies in the world because the VP of HR loved the website so much. Talk about ROI – which leads me to the second reason …

2. I am passionate about providing staffing companies and their employees the support, resources and consultation needed to improve operations, reduce costs and increase profits – much like the marketing and communications team did for Wired Talent. It is my hope that this forum will allow me to contribute by sharing best practices, success stories, and ideas with people who are passionate about the art of staffing.

Why Me?

As vice president of business development at Eplica, I am responsible for creating and implementing strategies for the advancement of Eplica clients. This includes consulting with businesses nationwide about programs that impact the bottom line of clients, while building long-term, mutually beneficial relationships.

Having served as an executive vice president of a $40 million division at a top 100 staffing business, I believe I understand the complexities of staffing companies and the importance that creativity plays in success.

With more than 10 years in the staffing industry, I offer extensive experience in both sales and operations, including the development and maintenance of on-site accounts.

My experience executing long-term strategies in business development, talent management, technology, workers’ compensation and the expansion of business lines helps keep companies competitive and profitable.

What’s Next?

As a professional in the staffing sector, I am sure you are asked now more than ever how employees can stand out in this market. Whether you are looking to market a candidate, market yourself, or simply need to give advice, I will share my top 10 list of ways employees can set themselves apart in my next blog post.