Creativity: the new buzzword in down times. Staffing companies are looking for new ways to be flexible with clients and job seekers are finding they also must be flexible to seize opportunity. This means being open to positions they may not have considered prior – including temporary positions.

Take for example a management-level professional who approached one of our staffing company clients for work. This candidate was laid off earlier this year while living and working in Las Vegas.

Willing to explore new options outside of her core skills and stage in career, she called the owner of one of our client’s staffing companies (who she met once 10 years ago) and explained her goals.

Our client’s company found a contract position for her that was not a managerial position; however, this candidate was open to all possibilities and was even willing to relocate for anything that seemed promising.

She accepted the contract position and worked hard to demonstrate her skills and dedication to success. When the contract ended, her value was apparent and her sales skills were front and center.

This presented a unique opportunity for her in another market; the staffing company that found her the contract felt she would be an asset to the staffing company itself, and she was offered a full-time position as a business development manager in San Diego.

Because of her willingness to reinvent herself professionally, a contract aka temp position opened the doors for something more. The moral of the story for job seekers:

· Use your network
· Get in touch and reconnect with old acquaintances
· Be open to the fact that you may need to take a step back to get ahead
· Do not be afraid of contract, independent contractor, temp-to-hire or part-time work
· Be open to new fields and locations to expand your horizons
· Capitalize on transferable skills to open up the doors to more possibilities

It’s important that staffing companies are communicating these ideas to their candidates. Job seekers in these times must humble themselves in order to create a future – even though it can be a tough pill to swallow.

But the way a staffing company presents these types of positions can make all the difference. Highlighting the potential outcome of any one assignment is the key to opening minds and doors.

Tired of reading the same headlines about the job market? They all sound the same – Job Losses Expected to Continue – Growth seen in 2011! Chances are you would not pay much attention because you have been hearing the same thing for months. There is no denying the job hunt is difficult today but I am here to tell you that there are areas of opportunities out there.

Working at San Diego’s largest staffing agency allows me to see, first hand, the opportunities that are available to job seekers. In the last quarter, business has increased at The Eastridge Group of Staffing Companies by about 10%. We have helped San Diegans understand that there are ways to compete and win in today’s job market.

Don’t just take my word on the employment market; ask Shaun Alger, CEO of MyOffice Facility Solutions, a local company helping firms with furniture installation, office moves, cabling and technology. Shaun reports, “In our San Diego office, our staff grew by 15% so far this year. We are always hiring great people, and always developing our current team.”

You can also ask anyone at Bridgepoint Education which is a growing higher education company headquartered in San Diego. With more than 60 career opportunities available including a Receptionist, Director of Corporate Purchasing, and Project Manager, Bridgepoint is seeing growth in one of the sectors projected to create jobs over the next decade – Educational Services.

California’s Employment Development Department forecasts growth in Professional, Scientific and Technical Services as well, which is expected to grow at an annual rate of 2.9%. The biggest gains in this sector will be Computer Systems Design. Another sector poised for success is Health Care which is expected to grow at 2.3% annually.

But what if you do not have experience in a sector experiencing growth? Bridgepoint Education has a solution. They would like to help experienced professionals become teachers, corporate trainers or online educators. Through their Master’s of Teaching and Learning with Technology program, experienced professionals can become online instructors and seek new opportunities and advancement since the demand for online educators has escalated.

Alger adds, “To compete for a spot on our team, people we interview must be able to communicate, have passion and commitment, critical thinking and project management skills, and must be teachable and willing to teach.” He adds, “We appreciate experience but it is not a deal breaker.”

While direct experience may not be a deal breaker, job seekers are looking for a way to get noticed. Matthew Carpenter, Sr. Human Resources Business Partner for Samsung Electronics America, American Distribution Center says, “While Samsung has continued to see growth in 2009, the growth is being managed through the addition of a temporary workforce which has allowed Samsung to maintain operations in correlation with economic fluctuations.” The Eastridge Group of Staffing Companies is unique with its 15 specialty staffing divisions to offer employees a way to get noticed at San Diego’s best companies across virtually all industries. While I am biased on the value of a temporary workforce, there are additional ways to compete and win for San Diego jobs.

Carpenter says, “Most jobs being filled within my organization are being filled outside the advertise, interview and hire scenario. When faced with an unmanageable candidate pool, recruiters use their networks to find the best candidates. The key to successfully attracting offers in the current economic environment is in networking including the online networking site LinkedIn, but industry organizations should be part of your plan.”

Experts agree that to win that job, you should pick up the phone and talk to people in your field. Carpenter explains, “Calling Human Resources and asking for a job is not networking.” The HR team at Bridgepoint says that you need to be persistent and know the company from the inside out by using social networks. They add that following up after a meeting does make a difference. Alger adds, “Referrals definitely get a person to the top of the pile and normally warrant a face to face.” He also says, “Follow up with a handwritten note versus an email and follow up more than once.”

The bottom line is that you need to do your homework and continuously demonstrate how you can add value to the organization. By putting a career management plan together, and following the strategies offered by San Diego employment insiders, you will not need to wait until 2011 to compete and win in today’s employment market.

This piece was published in the Jobs Extra supplement to The San Diego Union Tribune on Tuesday, August 11, 2009. As always, I welcome any questions or feedback.

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.