Employment Outplacement Services
Employment Outplacement Services

Allevity Recruiting & Staffing Outplacement Services

For all people and businesses affected by the Camp Fire, Allevity is offering our outplacement services at no cost. The emotional and financial loss experienced by those who are displaced without employment is significant. Our goal is to assist companies and individuals with support that improves the person’s chances of securing other employment, and provides information and resources for examining options, possibly even changing careers. We are a strong community, and during the rebuilding period we stand united, working together to keep people employed. This is our contribution to that effort.

Allevity Recruiting & Staffing provides the services listed below to assist displaced workers at all levels….

  • Individual career planning
  • Resume and cover letter writing (individual or class)
  • Interviewing skills (individual or class)
  • Job search plan
  • Building a personal brand and presentation
  • Network-building resources
  • Identifying/researching potential employers
  • Negotiating terms and accepting offers

Call or email and let’s start a conversation.

Lorraine Head, Vice President

(530) 891-1955



Proudly servicing our community for 44 years

Fall Newsletter - Allevity Recruiting & Staffing
Fall Newsletter - Allevity Recruiting & Staffing

Our fall newsletter is here! Take a look and be sure to save the date for the Employee Holiday Open House (details in the newsletter)!

Check out our newsletter here, and don't forget to subscribe to the future Allevity Employer Solutions newsletters. 

Employee Holiday Open House
Employee Holiday Open House

Join us on Friday Dec. 14th from 1-4 p.m. for our Holiday Employee Open House!

Come by our office for holiday treats and beverages and a chance to say "hi" to your favorite recruiter.

We look forward to seeing all of you! 

Help a Child Today
Help a Child Today

As a sponsor for the Boys & Girls Club of the North Valley, providing any sense of normalcy for the children of Paradise and the surrounding areas is a top priority. Donating directly to the Club versus third party groups will help a child TODAY.

Statement from BGCNV:

Our kids have lost their schools, their homes, their teachers, but they have not lost the Boys & Girls Club. With schools closed/destroyed and everyone displaced we are OPEN for them and that's why we need the direct support so that we can continue to support them, keep them connected to their mentors - we are the safe place they haven't lost.

Our kids just lost all the donors that care for Paradise kids and we need to keep some normalcy, stability and keep their staff/mentors and their Champions connected with them so that they have people who know them and can continue to care for them after they've experienced such horrific trauma. No other Chico group on the ground providing direct service has that relationship or has that ability. So please give to us because we are helping the kids RIGHT NOW keep their mentors/champions and we are keeping them together through their healing.

Follow the link to DONATE NOW.

Camp Fire Relief
Camp Fire Relief

We have all been impacted by the Camp wildfire even if not directly. All of us at Allevity Employer Solutions are thinking of you, and as a community business partner, our first priority is making sure our employees, clients, and their families are taken care of. Below are a number of resources immediately available to the community. Please let us know what we can do to support you during this recovery period. 

Allevity HR & Payroll contact information, please call (530)-345-2486.

Allevity Recruiting & Staffing contact us at (530) 891-1955.

General Information:

Butte County – Camp Fire Information; view Google doc here.

Evacuees can apply for FEMA Disaster Relief Financial Assistance; www.disasterassistance.gov | 1(800) 621-3362 or 1(800) 462-7585


The California Employment Development Department (EDD) provides a variety of services to individuals and businesses affected by disasters in California; https://www.edd.ca.gov/about_edd/disaster_related_services.htm


Housing until November 29th through Airbnb for displaced neighbors and relief workers to help in the Camp Fire; https://www.airbnb.com/welcome/evacuees/buttecounty​.

North Valley Property Owners Association and various other local non-profit groups have a site to help find housing for Camp Fire victims; https://www.campfirehousing.org/.

Families with Children:

The Boys & Girls Club of the North Valley will be opening up their Chico Ostrander ClubHouse and Chico Teen Center from 7:30 a.m. to 5:30 p.m. November 13th-16th (Tuesday-Friday) to club members only at no charge. They will be providing breakfast, lunch, snacks and dinner. Please contact Jessica Starkey at (530) 899-0335 x2204 and leave a message if you are in need.

Health & Safety: 

Air Quality safety and precautions during wildfires; https://www.cdc.gov/features/wildfires/index.html.

Volunteer Opportunities:

Caring Choices is coordinating volunteer sign ups; http://www.caring-choices.org/.

5 Tips for Landing a Seasonal Job
5 Tips for Landing a Seasonal Job

With the holidays right around the corner, businesses are preparing for their holiday shoppers. This means they will be needing extra helping hands to keep things running smoothly during the upcoming months.

If you’re in need of a job on the fly or just want some extra cash in your pocket this holiday season, then you’re in luck. Seasonal jobs are a great way to build your resume, broaden your skills and experience, and possibly land a full-time position if the company needs additional full-time employees.

Here are some tips on landing a seasonal job:

1. Retail is where it’s at

There’s no hiding the fact that retail is the first option people think of when searching for a seasonal job. Retailers are hiring, so go apply. Now.

2. But… don’t forget to look beyond retail positions

Of course, all the major retailers will be hiring, but be sure to look a little further. Be on the lookout for organizations, such as catering companies needing staff for holiday events and parties. Package delivery companies are also in need of assistance this season. Take a look at  opportunities on the career sites such as UPS and FedEx.

3. Be a quick learner

During the application and interview process, alert your recruiter and hiring managers of your adaptation skills. Seasonal workers need to be quick learners since they are hired right before the busiest and craziest time of the year. Have examples prepared of experiences where you were able to efficiently work under high stress situations.

4. Flexibility is a necessity

Full-time employees have priority when it comes to the holiday hours, so expect to work on Black Friday and Christmas Eve. Attach your availability to your application that shows you can work the hours requested by the company.

5. Contact your local staffing agency

If there is an open job, recruiters are usually the first to know. Allevity Recruiting & Staffing works with clients in the Chico area that often need seasonal staff. Keep an eye out on our Facebook, LinkedIn and website for seasonal opportunities.

Allevity Employer Solutions Newsletter
Allevity Employer Solutions Newsletter

In case you missed it, we recently changed our name to Allevity Recruiting & Staffing after proudly joining with Allevity HR & Payroll. 

Our first company wide newsletter covers recent updates, announcements and upcoming events related towards our company: Allevity Employer Solutions! 

Check out our newsletter here, and don't forget to subscribe to the future Allevity Employer Solutions newsletters. 

Job Opportunity: Oktoberfest Staff Needed
Job Opportunity: Oktoberfest Staff Needed

OPEN HOUSE: Oktoberfest Staff Allevity Recruiting & Staffing is hiring for the upcoming Oktoberfest event at Sierra Nevada Brewery!

If interested please come by our office with a resume during our Open House on August 29th from 4:00-6:00 pm.

Make extra $$$ and get an Oktoberfest Tee Shirt!

We are hiring for: Food servers, bussers, ticket takers…and many more!

You must be at least 21 years old, and able to work the following schedule:

  • 2 hour orientation—September 27th 9:00-11:00am OR 5:30-7:30pm
  • Event—Sept 28th & 29th & Oct 5th & 6th Hours: 3:00-11:00pm 

(Hours may vary)

383 Connors Court, Suite A, Chico

Do NOT contact Sierra Nevada Brewing Co.

Announcement: We have a new name!
Announcement: We have a new name!

Since Allevity HR & Payroll purchased Anderson & Associates Recruitment and Staffing two years ago, our goal has been to continue providing valuable services to our clients and employees. We are proud to continue the legacy built over 40 years ago… putting people first!

We are pleased to announce we have joined together to become Allevity Employer Solutions. Our divisions are Allevity HR & Payroll and Allevity Recruiting & Staffing, a full-service, high-touch human resources, payroll, recruiting, and staffing firm, offering our clients an entire line of services under one company.

While many new services will be offered through Allevity HR & Payroll, there are several things that will not change within Allevity Recruiting & Staffing:

  • We will continue to provide the same full-service recruitment and staffing you have come to rely on for over 40 years.
  • We will continue to be at the same location, 383 Connors Ct., Ste A, and continue to use the same telephone number, 530-891-1955.
  • You will find the same familiar staff, dedicated to meeting and exceeding your expectations. Our goal has been, and will always continue to be, providing exceptional value and results to our clients and employees.
  • No products or services will be removed from either division of Allevity; instead, additional services will be offered that could benefit your company, including Payroll, Administrative Services Only (ASO), Professional Employer Organization (PEO), and Time and Labor Management (TLM).

If you would like to know more about Allevity HR & Payroll, please call 530-345-2486, visit Allevity.com, or ask your Allevity Recruiting & Staffing representative to put you in contact with an HR & Payroll team member who can answer your questions.

Allevity Employer Solutions wants to make having employees be easy, and our mission is to be your best business decision.

Thank you for the trust and loyalty you have shown. If you have any additional questions or concerns, please let us know.


15 Email-Etiquette Rules Every Professional Should Know
15 Email-Etiquette Rules Every Professional Should Know

US employees spend, on average, about a quarter of the workweek combing through hundreds of emails. Despite the fact that we're glued to our reply buttons, career coach Barbara Pachter says plenty of professionals still don't know how to use email appropriately. Because of the sheer volume of messages we're reading and writing, we may be more prone to making embarrassing errors, and those mistakes can have serious consequences. Pachter outlines the basics of modern email etiquette in her book "The Essentials Of Business Etiquette." We pulled out the most essential rules you need to know.

1. Include a clear, direct subject line.

Examples of a good subject line include "Meeting date changed," "Quick question about your presentation," or "Suggestions for the proposal."

"People often decide whether to open an email based on the subject line," Pachter says. "Choose one that lets readers know you are addressing their concerns or business issues."

2. Use a professional email address.

If you work for a company, you should use your company email address. But if you use a personal email account — whether you are self-employed or just like using it occasionally for work-related correspondences — you should be careful when choosing that address, Pachter says.

You should always have an email address that conveys your name so that the recipient knows exactly who is sending the email. Never use email addresses (perhaps remnants of your grade-school days) that are not appropriate for use in the workplace, such as "babygirl@..." or "beerlover@..." — no matter how much you love a cold brew.

3. Think twice before hitting 'reply all.'

No one wants to read emails from 20 people that have nothing to do with them. Ignoring the emails can be difficult, with many people getting notifications of new messages on their smartphones or distracting pop-up messages on their computer screens. Refrain from hitting "reply all" unless you really think everyone on the list needs to receive the email, Pachter says.

4. Include a signature block.

Provide your reader with some information about you, Pachter suggests. "Generally, this would state your full name, title, the company name, and your contact information, including a phone number. You also can add a little publicity for yourself, but don't go overboard with any sayings or artwork."

Use the same font, type size, and color as the rest of the email, she says.

5. Use professional salutations.

Don't use laid-back, colloquial expressions like, "Hey you guys," "Yo," or "Hi folks."

"The relaxed nature of our writings should not affect the salutation in an email," she says. "Hey is a very informal salutation and generally it should not be used in the workplace. And Yo is not okay either. Use Hi or Hello instead."

She also advises against shortening anyone's name. Say "Hi Michael," unless you're certain he prefers to be called "Mike."

6. Use exclamation points sparingly.

If you choose to use an exclamation point, use only one to convey excitement, Pachter says.

"People sometimes get carried away and put a number of exclamation points at the end of their sentences. The result can appear too emotional or immature," she writes. "Exclamation points should be used sparingly in writing."

7. Be cautious with humor.

Humor can easily get lost in translation without the right tone or facial expressions. In a professional exchange, it's better to leave humor out of emails unless you know the recipient well. Also, something that you think is funny might not be funny to someone else.

Pachter says: "Something perceived as funny when spoken may come across very differently when written. When in doubt, leave it out."

8. Know that people from different cultures speak and write differently.

Miscommunication can easily occur because of cultural differences, especially in the writing form when we can't see one another's body language. Tailor your message to the receiver's cultural background or how well you know them.

A good rule to keep in mind, Pachter says, is that high-context cultures (Japanese, Arab, or Chinese) want to get to know you before doing business with you. Therefore, it may be common for business associates from these countries to be more personal in their writings. On the other hand, people from low-context cultures (German, American, or Scandinavian) prefer to get to the point very quickly.

9. Reply to your emails — even if the email wasn't intended for you.

It's difficult to reply to every email message ever sent to you, but you should try to, Pachter says. This includes when the email was accidentally sent to you, especially if the sender is expecting a reply. A reply isn't necessary but serves as good email etiquette, especially if this person works in the same company or industry as you.

Here's an example reply: "I know you're very busy, but I don't think you meant to send this email to me. And I wanted to let you know so you can send it to the correct person."

10. Proofread every message.

Your mistakes won't go unnoticed by the recipients of your email. "And, depending upon the recipient, you may be judged for making them," Pachter says.

Don't rely on spell-check. Read and reread your email a few times, preferably aloud, before sending it off.

"One supervisor intended to write 'Sorry for the inconvenience,'" Pachter says. "But he relied on his spell-check and ended up writing 'Sorry for the incontinence.'"

11. Add the email address last.

"You don't want to send an email accidentally before you have finished writing and proofing the message," Pachter says. "Even when you are replying to a message, it's a good precaution to delete the recipient's address and insert it only when you are sure the message is ready to be sent."

12. Double-check that you've selected the correct recipient.

Pachter says to pay careful attention when typing a name from your address book on the email's "To" line. "It's easy to select the wrong name, which can be embarrassing to you and to the person who receives the email by mistake."

13. Keep your fonts classic.

Purple Comic Sans has a time and a place (maybe?) but for business correspondence, keep your fonts, colors, and sizes classic.

The cardinal rule: Your emails should be easy for other people to read.

"Generally, it is best to use 10- or 12-point type and an easy-to-read font such as Arial, Calibri, or Times New Roman," Pachter advises. As for color, black is the safest choice.

14. Keep tabs on your tone.

Just as jokes get lost in translation, tone is easy to misconstrue without the context you'd get from vocal cues and facial expressions. Accordingly, it's easy to come off as more abrupt that you might have intended. You meant "straightforward"; they read "angry and curt."

To avoid misunderstandings, Pachter recommends you read your message out loud before hitting send. "If it sounds harsh to you, it will sound harsh to the reader," she says.

For best results, avoid using unequivocally negative words ("failure," "wrong," or "neglected"), and always say "please" and "thank you."

15. Nothing is confidential — so write accordingly.

Always remember what former former CIA Director David Petraeus apparently forgot, warns Pachter: Every electronic message leaves a trail.

"A basic guideline is to assume that others will see what you write," she says, "so don't write anything you wouldn't want everyone to see." A more liberal interpretation: Don't write anything that would be ruinous to you or hurtful to others. After all, email is dangerously easy to forward, and it's better to be safe than sorry.


SOURCE: Business Insider

4 Ways to Keep Employees Happy Without Breaking the Bank
4 Ways to Keep Employees Happy Without Breaking the Bank

You’ve probably heard that happy employees are more productive and engaged at work. But, many companies still aren’t focused on internal employee satisfaction. Why is that? For starters, we’re all busy. And the thought of needing to budget for yet another expense is off-putting for many organizations. However, not working to make employees happy can end up being even more expensive, as turnover and training new hires adds up. Actually, it costs about 33% of a worker’s annual salary to hire a replacement.

You may not be able to create an entire team dedicated to making sure your employees are happy, but you can take small steps towards increasing overall engagement and satisfaction. What are some ways your organization can show employees that you appreciate them without breaking the bank? It may be easier than you think.

  • A little means a lot. When is the last time you took a look at your dress code? Surprisingly, casual dress is a perk that a lot of people would love to have in the workplace. Do you allow schedule flexibility or remote options? This is another small way that you can make employees feel valued at little or no cost to your organization.
  • Professional development is key. Do you hire with the mindset that an employee will stay in their position for a while and then leave? Or do you hire with the desire to keep and promote them? Creating promotable pathways and offering professional development opportunities are instrumental to keeping employees engaged and motivated.
  • Don’t just listen, take action. Are you hearing from a number of employees that something needs to be improved? Whether it’s a process, policy or something as simple as changing the brand of soap in the bathroom, taking employee feedback and making an actionable plan to address it speaks volumes.
  • Team bonding goes a long way. Don’t have the budget to throw big parties and celebrations? Take a day and volunteer together to get out of the office and build team relationships. Make bonding outside of work a regular part of your culture.

Unhappy and disengaged employees actually cost your company money. With just a little extra thought and a few small changes, you can create a company culture that makes people excited to come to work every day.

SOURCE: Amber Zeeb, Aya Healthcare

4 Steps to Take Before You Apply to a Job
4 Steps to Take Before You Apply to a Job

When searching for a job, most people are eager in applying to anything and everything in hopes they land a position. This method can get messy and it is usually a waste of your time and effort. Let’s take a step back and strategically plan your upcoming job search. Here are 4 steps to take before you submit your next job application!

1. Establish a Career Objective

  • The first step is to identify your personal skills and abilities. What are you good at and what do you like to do? A job should reflect your interests, personality and values!
  • Use that piece of paper you paid thousands of dollars for! If you have a degree or certificate, then search all of the possible jobs that you are eligible for with your skills and knowledge.

2. Prepare Job Search Tools

  • Now you are ready to prepare all the materials you would need to apply to an available job position. These materials include: resume, cover letter, references, letters of recommendation and portfolio (if applicable).
  • It is best to have multiple people look these items over to check for any typos or errors.
  • Be sure to save a digital copy of these items for ease of access and editing. Most applications are done online so having that digital copy will save you time in the future.

3. Find Hiring Companies

  • Your next step is to search for jobs that align with your goals and match your skill set.
  • LinkedIn, Indeed, Glassdoor and Craigslist are great websites to start your job search.
  • Also, if you have a few companies in mind that you think you would enjoy working at, stay up to date on their job openings through their website.
  • Utilize recruiting agencies: Allevity Recruiting & Staffing select candidates from their database that have the required skills for their available job positions.

4. Network (Social and Face-to-Face)

  • Don’t get us wrong, it’s definitely WHAT you know, but WHO you know is a huge help too.
  • Take account of your existing network and reach out to anyone you think could help with your career goals.
  • Sometimes it’s easier to network backwards. Start with a job of interest and using LinkedIn, find out who you’re connected to who knows someone in the company who can refer you (LinkedIn).

Follow these steps and you are ready to start applying! Good luck and be sure to fill out our online application for an easy way to kick-off your job hunt.

5 Questions Every Manager Should Ask Their New Hires
5 Questions Every Manager Should Ask Their New Hires

Successfully onboarding a new hire is critical for any company. The faster a person can get up-to-speed, the faster they can start meaningfully contributing and returning the investment the company put into them.

And, there’s one simple thing every hiring manager can do to make onboarding a great experience - take the new hire for casual coffee meetings throughout their first 90 days. In these meetings, the manager can ask the five following questions to find out two crucial things: how to you can improve the new hire’s integration into the company and how you can improve your onboarding process next time.

1. Is the job/team/company what you expected?

This is actually a question that is more about the hiring process than the onboarding process.

The goal for the recruiter and the hiring manager during the hiring process should be to paint as realistic a view as possible of the position, so people have a full understanding of what they are walking into. This ensures the right people are attracted to and ultimately get the job that’s offered.

If a new hire says the job they are hired for is different from the job they thought they accepted, it’s a major red flag. Hopefully, the answer to this question is yes, but if it isn’t, it’s definitely worth looking into what you’re doing wrong during the hiring process.

2. Is anything about your role, the team or company still unclear?

The purpose of onboarding is to make the employee feel like they are part of the company, understand their role, and learn how they can be successful. So, if a month or two in they still don’t understand things about the team or the company, it’s an opportunity to give them some valuable information, while also remembering to explain things more clearly during future onboardings.

3. As your manager, what specifically can I do to make your transition easier?

The key to this question is it’s actionable. By asking for specific action items, you’re far more likely to get a helpful response.

You can use this list to help out the new hire and future hires. And, it also shows your commitment to working with them to improve their own performance.

4. What are you enjoying most about your role?

Be sure to bring up a positive topic by asking the new hire what they enjoy about the role.

Once you know what the person enjoys (which is usually also what they are good at), you can start evolving the role around their strengths. After all, many companies jobs are rarely set in stone – if there is something the new employee excels at, it makes sense to let them do more of it.

5. Do you feel like you know your co-workers well?

Collaboration is critical in today’s business world – it’s the engine that drives eloquent solutions to complex problems. Of course, it’s hard for someone to be collaborative if they don’t know or feel uncomfortable around their colleagues, so it’s worth making a real effort to introduce new hires to the people around them.

Some people are more introverted than others and take a longer time to open up. Don’t feel like you have to rush it, as all you’ll do is make them more uncomfortable.

But, what does make sense is giving new hires the opportunity to come out of their shell. You can do this by bringing them into discussions during team meetings and setting up lunches with people they should form relationships with.

Final thought

The first few months of any new job is often a stressful time for an employee, as they try to adjust to a new role and make a good impression on their new colleagues. The problem is, most new hires are reticent to cite what they need to thrive, as they can see it as looking weak or complaining.

By having casual meetings with new hires and asking them these five questions, you get a better understanding of what they need to excel. That drastically reduces the amount of time it takes them to start really showcasing the skills you hired them for.


SOURCE: Paul Patrone, LinkedIn

Spring Clean Your Professional Life
Spring Clean Your Professional Life

Spring is here and it’s time to tidy up a bit. If you have been struggling to find a job or are open to new opportunities in your work life, then these professional spring cleaning tips will help you get a fresh start in your job search!

1. Clean up your resume

An outdated or “old-fashioned” resume can be spotted in seconds by a recruiter or hiring manager. If you still have an objective, references, or an old graduation year on it, then it’s time to refresh your resume. If you have switched jobs since your last resume update, be sure to add that along with all of the skills and accomplishments you have achieved from that position. Maybe you haven’t changed jobs but you’ve received a promotion or worked on some unique projects, feel free to add anything you’ve learned that you think would be valuable to a future employer.

2. Renew your cover letter

Cover letters are tough, but they don’t have to be. It is always best to have a draft of a generic cover letter highlighting your best hard and soft skills. After that draft is completed, customize the letter to a specific job position and company. Make sure whoever is reading the letter (recruiter, hiring manager) is certain that the letter was written for them, and no one else. The cover letter should not just be about you, it should be about what you can do for the company.

3. Tidy up your wardrobe

Look good feel good, right? It’s time to put away the jackets, sweaters and scarves. Bring out the bright and spring colored polos and blouses that will make you stand out in an interview! There are a few things to always keep handy in your closet, regardless of the season: a pair of fitted black slacks, a white button up or blouse and a pair of professional shoes. If you are in search of interview attire, try saving a few pennies by shopping the deals. T.J. Maxx, Ross and even local thrift stores are your best bet on finding inexpensive clothing that will help you look sharp during your next interview.

4. Simplify your inbox

Yes, you with the 1,568 unread emails in your inbox… delete, delete, delete. If you are receiving dozens of promotional and spam emails a day, go through and unsubscribe from those senders to reduce the number of emails you receive in the future. This will allow you to use your email for more professional purposes, and it will lessen the chance of missing an important email amongst all the spam. Category folders in your inbox are a great way to organize your professional, personal and promotional emails.

5. Spruce up your workspace

Having a clean and organized desk is one of the best ways to accomplish something productive, whether that's researching jobs online, writing in your journal, making a to-do list, etc. A desk shouldn’t be a place you dread sitting or standing at, so take the time to make it a pleasant setting. Another tip, add some greenery to your work space to help reduce stress. Visit your local farmers market this weekend and grab a succulent plant or a batch of flowers to add to your desk. You would be amazed how refreshing it is to work at a neat desk!

Nearly Three in Four Employers Are Affected by a Bad Hire
Nearly Three in Four Employers Are Affected by a Bad Hire
  • The average cost of one bad hire is nearly $15,000; average cost of losing a good hire is nearly $30,000
  • Two in three workers say they have accepted a job and later realized it was a bad fit, half of these workers have quit within six months
  • 75 percent of workers say they're loyal to their current employer, much less (54 percent) say they feel their company is loyal to them

When it comes to costly workplace mistakes, few carry as hefty of a price tag as making a wrong hire. According to a new CareerBuilder survey, companies lost an average of $14,900 on every bad hire in the last year, and it's a common mistake — nearly three in four employers (74 percent) say they've hired the wrong person for a position.

The survey was conducted online by Harris Poll from August 16 to September 15, 2017 and included a representative sample of 2,257 full-time hiring managers and human resource professionals and 3,697 full-time workers across industries and company sizes in the U.S. private sector.

"It's important to note that there's a ripple effect with bad hires. Disengagement is contagious — poor performers lower the bar for other workers on their teams, and their bad habits spread throughout the organization," said Rosemary Haefner, chief human resources officer at CareerBuilder. "The best thing hiring managers can do is put in the time and effort on the front end to make sure they have the best available pool of applicants for every job opening. And, just as importantly, have good procedures in place for evaluating candidates."

When asked how a bad hire affected their business in the last year, employers cited less productivity (37 percent), lost time to recruit and train another worker (32 percent) and compromised quality of work (31 percent).

What Makes a Bad Hire

  • How do you know if you've hired the wrong person? When asked what made them think they had made the wrong decision, employers who have made a bad hire said:
  • While the candidate didn't have all the needed skills, thought they could learn quickly: 35 percent
  • Candidate lied about his/her qualifications: 33 percent
  • Took a chance on a nice person: 32 percent
  • Pressured to fill the role quickly: 30 percent
  • Had a hard time finding qualified candidates: 29 percent Focused on skills and not attitude: 29 percent
  • Ignored some of the warning signs: 25 percent
  • Lacked adequate tools to find the right person: 10 percent
  • Didn't do a complete background check: 10 percent
  • Didn't work close enough with HR: 7 percent

Overall, this is how employers categorize someone as a bad hire:

  • The worker didn't produce the proper quality of work: 54 percent
  • The worker had a negative attitude: 53 percent
  • The worker didn't work well with other workers: 50 percent
  • The worker had immediate attendance problems: 46 percent
  • The worker's skills did not match what they claimed to be able to do when hired: 45 percent

Workers Have Regrets, Too

Employers aren't the only ones making regretful decisions. Two in three workers (66 percent) say they have accepted a job and later realized it was a bad fit, and while half of these workers (50 percent) have quit within six months, more than a third (37 percent) have stuck it out. Workers who said they had taken a job only to realize it's a bad fit said they noticed their mistake based on toxic work culture (46 percent), boss' management style (40 percent), job didn't match what was described in the job listing and interviews (37 percent), and a lack of clear expectations around the role (33 percent).

Don't Let the Good Ones Go

While the cost of hiring the wrong person can be high, the cost of letting a good worker go is even higher. According to employers, the average cost of losing a good hire was $29,600 this year. And while 75 percent of workers say they're loyal to their current employer, much less (54 percent) say they feel their company is loyal to them, and nearly a third (31 percent) say they are likely to change jobs in the next year.


SOURCE CareerBuilder

Are you effected by the skills gap?
Are you effected by the skills gap?

Skills Gap: What is it?

Every day, Americans are placed in positions where they are under qualified in various types of skills. There is an empty void in the relationship between the skills job seekers have and the skills employers need. This is called the skills gap.

A recent survey by ASA Workforce Monitor showed that 50% of U.S. adults are unaware of the term “skills gap.” Once the term was defined, 28% stated that they knew someone who had been affected by the skills gap and 14% had been affected personally.

The skills gap often negatively affects job seekers in the following ways:

  • Few job openings exist for the skills they have
  • They don’t possess the right skills for desired jobs
  • They have to get supplementary training to keep or get a job

A report by the Manufacturing Institute found that nearly 3.5 million U.S. manufacturing jobs will open over the next decade, but the skills gap will leave 2 million of those jobs vacant.

“The gap between workers’ skills and those needed by employers is a key reason for why millions of individuals are unemployed despite millions of open jobs,” Richard Wahlquist, ASA president and chief executive officer.

Who is responsible for the skills gap?

There is an education issue resulting in a mismatch between the skills taught in the U.S. and labor pressure in the job market. From a continuation of the ASA Workforce Monitor survey, nine out of 10 Americans believe high schools and colleges need to do more to develop employable graduates. Students need to be learning skills that directly meet the needs of 21st century jobs and that can be executed immediately after graduation.

Another factor widening the skills gap is technology. The workplace environment is rapidly changing and technology is constantly outpacing worker’s knowledge. New technologies require a specific set of skills that schools, often times, don’t teach. Companies are struggling to find workers who are equipped with the skills to use the new technologies or that can adapt quick enough to make the most of the new technology.

Businesses who do not offer skills trainings are setting themselves up for failure. Trainings and development programs are necessary to keep employees engaged and up to date on their skills and knowledge within the company and industry.

How to bridge the gap?

  • Keep In Touch With the Educators: Employers and human resources representatives should report to the education system the skills they are looking for in their employees. This communication will provide teachers and professors with specific objectives to teach students in order for them to successfully enter the workforce.
  • Internal Training Programs: All businesses should offer some sort of skills training for their employees. These trainings can improve employee knowledge on the services the company provides and technology the company uses.
  • Self-Reflection and Self-Training: Individuals have a personal responsibility to continually update their skills that way they can keep up with the ever-changing labor force. Take an online course, participate in free trainings, read a book about a relevant industry, get a certification, attend a work-related conference, etc., these are all ways that job seekers and employees can refresh their skills to have a competitive edge in the job environment.

Let us help:

There is a clear correlation between training and skills, so this is an opportunity for staffing and recruiting agencies to step in and help companies effectively and quickly place candidates in the correct positions after a careful analysis of the skills they possess.

Recruiters are trained to look beyond the resume when making a hiring decision. They have learned to analyze candidate’s traits beyond what is written on paper: personality, attitude, punctuality, communication, etc. They know how to properly place a candidate in the right position based on their provided soft and hard skills.

The recruiters of Allevity Recruiting & Staffing are able to identify the specific needs of a client (employer) and the positions they are looking to fill and carefully compare those to the hundreds of candidates in our robust database. Ultimately, one of our recruiters will strategically narrow down a handful of potential candidates that can meet the needs of the client so there isn’t a skills gap restraint. 

10 Job Related Websites You Should Start Using
10 Job Related Websites You Should Start Using

Whether you are looking for a new job or trying to replace the one you have now, these are 10 sites you should be using to job hunt or expand your knowledge on the career you want!

  1. LinkedIn: If you haven’t created a LinkedIn account, it’s about time you do! LinkedIn is the largest professional social networking site with an estimated 500 million members throughout 200 countries. The best part is that it is free to create your account and complete your profile with your past work history and current resume.  LinkedIn will allow you to expand your network significantly by joining groups and discussions on a variety of interesting career related topics. Check out our LinkedIn company page here!

    Pro tip: Remember to upload a photo! LinkedIn profiles with a photo get 21 times more profile views and 36 times more messages than a user with no photo.
  2. Indeed: Speaking from personal experience, I’ve found many of my past jobs posted through Indeed. This website has a Google-like search engine that can sort job posts by location, industry, experience and salary. Indeed allows you to create a profile and post your resume for companies and headhunters to view. This is a simple and easy to use site that can help you find your next job!

    Pro Tip: Sign up for automated Job Alerts! Indeed will email you daily updating you with information on the newest jobs that are posted! Customize your search for job titles, keywords, companies, and location!
  3. GlassDoor: Do research on a company before applying with them! Glassdoor is a free and easy to use website that allows its users to research job positions, salaries, company reviews written by past or current employees, even example interview questions! New users can sign up through an email address, Facebook or a Google+ account. Glassdoor uses a “give to get” model meaning you must submit a past work place experience to gain full access to other company profiles. But even if you choose not to submit an anonymous report on your past workplace, you still have access to every company's overview report.

    Pro Tip: Check out this awesome article Glassdoor posted back in February on 27 Tough Job Interview Questions. Would you be prepared to answer these questions?
  4. Brazen Careerist: This website is a chat-based event platform that connects recruits to job candidates, current students to successful alumni, and organizational members from one continent to another. Brazen Careerist allows you to showcase your resume and follow real-time updates from your favorite members and chat directly to them! If you are an employer or a recruiter looking to hire or seeking work or collaboration, Brazen Careerist might be for you!

    Pro Tip: Check out Brazen Careerist: The New Rules for Success, the ebook! Written by business advice expert, Penelope Trunk, this book was written to help the X and Y generations succeed on their own terms in any industry. Click here to check it out on Amazon.
  5. Upwork: Calling all freelance workers, especially any web or app developers, designers, writers, sales or marketing experts, this site is for you! Complete your profile, search for projects and respond to client invitations! Anything you can do on a computer can be done through Upwork! Note that Upwork does charge freelancers a service fee depending on the total amount they’ve billed with a client.

    Pro Tip: Check out more on how Upwork really works by watching these beautiful created Customer Stories short videos.
  6. TheMuse: Find everything you need to succeed from dream jobs to career advice! The Muse offers job searches, career coaching,courses and advice forms! This website claims to be the only online career resource that offers a behind-the-scenes look at job opportunities with hundreds of companies, original career advice from experts and access to career coaches that offer private and personalized career support.

    Pro Tip: The Muse will connect you with a mentor, coach or master coach within 24 hours of signing up! Find out the differences between the three here.
  7. Dailyworth: This website was created to empower women and guide them through everything from money, careers and business. Founder of Daily Worth, Amanda Steinberg, created the website to bring a fresh voice and an outsider’s perspective to personal finance. DailyWorth’s newsletter currently reaches more than 1 million subscribers to date, and growing!

    Pro Tip: Sign up for Daily Worth’s Newsletter to receive updates on articles posted and new website content. Click here to learn more.
  8. JobisJob: This website was established in 2007 and has since expanded throughout Europe, Africa, Asia/Pacific and the Americas. It included a standard job search of over 4 million plus jobs posts. All offers featured on this site are hosted on their original webpages, meaning JobisJob drives high-quality potential applicants to your site and deliver clicks that convert.

    Pro Tip: JobisJob offers a geographic hot spot tool that shows where the most thriving job markets are located. Check out their top locations here.
  9. Snagajob: Looking for part time gigs or specific hours to work? Snagajob is perfect for finding that side-hustle or short-term contract. Snagajob claims to be America’s #1 hourly marketplace, with over 75 million registered hourly works and 300,000 employer locations. Get connected with your next part time position in minutes!

    Pro Tip: Still not convinced on using Snagajob? Check out their website statistics and see if that will change your mind!
  10. Gigwalk: You can make some extra cash while also building a professional profile? What a time to be alive! Gigwalk is a mobile app, available for both iOS and Android, that helps you find small “gigs” in your area. Once you create an account and link your PayPal account your ready to find gigs. This app allows you to find gigs on your own time and create your own work schedule. Once you’ve completed a gig your performance score will rise, increasing your chance of being selected for high-paying gigs!

    Pro Tip: Still have questions on how Gigwalk works? Click here to watch a video on how to successfully use Gigwork for you!
How Staffing and Recruiting Firms Can Help Recent Grads Find Employment
How Staffing and Recruiting Firms Can Help Recent Grads Find Employment

You’ve graduated from college and probably received your diploma in the mail by now. The “struggle was real” with school, but now you face an even bigger challenge... Applying that shiny new degree towards getting a real job in the “real world”.

It isn’t uncommon that college graduates struggle to find their dream jobs right out of school. According to Time magazine, three to nine months is the average amount of time it takes for new college grads to land a job. However, by working with a staffing and recruiting company  that offers temporary, temporary to hire, and direct hire opportunities can significantly change that average.

Here is a list of reasons why staffing and recruiting firms can benefit your long term job search.

Is your resume looking a little sparse? Never experienced having a real job before?

Landing a temporary job in your industry is a wonderful way to gain experience while also filling in those gaps on your resume. Even if the job isn’t in your specific field, you will still gain experience relevant to the job you eventually see yourself having!

No matter what position you end up with, the position will still challenge you to work harder towards finding the job you want. You will still be held responsible with  juggling multiple tasks and working with others while on the clock. These skills are highly valuable and will transfer throughout your career.

Some of the best positions available are never publicly listed. You can search far and wide on job sites and never come across your perfect job post. Many of these “perfect” jobs you are desperately trying to find are only filled through word-of-mouth. This can make it difficult for someone right out of school to find those hidden gem positions.

However using a staffing and recruiting firm will introduce you to a whole new world of people- people who have definitely been working in the “the real world” a lot longer than you! By introducing yourself to a new crowd, you are given the chance to make a good first impression. This is the time to show off your work ethic, problem solving skills, and people skills to potential employers. Working with a firm  like Allevity Recruiting & Staffing is the first step to building trust, trust that can get you a job!

Even if a staffing and recruiting firm doesn’t offer a position in your field, the odds of you coming into contact with people within that industry are high. If you accept temporary work , it’s crucial to make that extra effort to get to know who you are working with and form relationships. These relationships may end up helping you find out about that unadvertised position that may just be perfect for you!

Waiting for that Dream Job
Wait, you have to start your student loans payments 5 months from now? Maybe your parents have been dropping hints a little extra lately saying things like “how’s that job search going?” and “the bills aren’t going to pay themselves!”. After having the freedom of living on your own while at school, becoming dependent on your parents to help you during your “post-grad” period can get old really fast.

That need for a steady paycheck may lead some people to jump on any job they can get their hands on. Once they’ve taken that position, they can get stuck. Leaving too soon may leave a bad impression and finding the time to search for a job is a lot harder.

However going to a staffing and recruiting firm and applying for a temporary job will allow you the time and ability to search for your dream job. The paychecks will keep your water running and your student loans in check until you find the right position. Plus, the flexibility of a temporary job means that you have a better chance of planning out a day of interviews when you need to.

Temporary to Hire
Companies will turn to staffing firms for many reasons. Some are only looking to hire seasonally and just need extra help during that time. Others are looking to fill a position because the current employee is on temporary leave. The third reason for most temp to hire positions is due to an employee leaving and the company wanting to see how the candidate will work in the position before committing to hiring them.Doing well in this role highly increases your chance of being hired and becoming a valued part of the client company team.

In some cases, if the employer is impressed with a temp’s performance they can go so far as creating a new position at the company. Hard work pays off and if you are offered a brand new role, you are already on your way to starting your career in the direction you want to go.

Working with a staffing and recruiting firm has a million upsides for recent grads who are just beginning to feel out the working world. At a temp job, you’ll learn about life in the office and get the information that will help you decide where you want to be later on in your career. If you are graduating soon or just got out of school, look up staffing and recruiting firms near you. It’s a chance to get your bearings in the workplace and jump start a successful career.

Your Chances are Higher when Getting Hired if you already have a Job
Yes, you read that correctly! According to a report on NPR, employers reported feeling more comfortable hiring someone who is already working. They claim that these candidates look more responsible and some even go as far as believing there might be “something wrong with you” if you apply without a current job.

Lucky for you, you have just graduated! If your main focus was getting through school, many employers will understand that. But until you find that dream job, checking out your local staffing and recruiting firm can broaden your horizons.

When you list your current staffing and recruiting firm as your employer and share the skills you have acquired, you will find that you look a lot better than an applicant who has an employment gap after graduation.

How do Staffing Services Work?
How do Staffing Services Work?

Staffing and recruiting firms, like Allevity Recruiting & Staffing offer companies (client) and candidates (employee) an array of options. Direct Hire-if a company wants to hire a candidate directly, temporary if the company needs to fill a role for a project or specific time frame, and temporary to hire if the client company has long term needs.

Staffing firms vary from company to company and  will service an array of industries. For example, AARS provides staffing for a variety of industries including but not limited to: Administrative/Clerical, Finance & Accounting, Professional, Industrial, Manufacturing, Healthcare, and Executive.

Our process is outlined below:

  1. Clients contact AARS with positions-Temporary, Temporary-to-Hire and Direct Hire that need to be filled.
    Our recruiting strategy is to identify and source the best candidates for our clients. For this to happen, it is important that we take the time to get to know our clients by conducting a business analysis. Once we have a good grasp on what the client needs, we launch a search for highly qualified candidates.
  2. AARS collects and narrows down applicants then reaches out to qualified candidates.
    Utilizing a number of recruiting strategies including our robust database,online resources, and referral network,we begin searching for candidates. Candidates are screened thoroughly for the following: required skills, level of experience, and cultural fit for the client work environment.
  3. Building a 360 degree view of candidates for the position.
    Once we have narrowed down our search AARS conducts comprehensive behavioral based interviews, evaluation testing (if applicable) and any pre-employment requirements such as drug or background checks. Thorough reference checking is complete before we place any candidate on assignment or on a direct hire position.
  4. Placing and compensation of new employees.
    Once our employee’s hiring process is complete, they can start working for our client. Here at AARS we are the employer of record for all temporary and temporary to hire employees and are responsible for all payroll and payroll related costs, including unemployment, and workers compensation insurance.

Staffing Firm Fast Facts

  • According to the American Staffing Association, more than 90% of companies within the US use staffing firms.
  • More than three million temporary and contract employees work for America’s staffing companies during an average week.
  • During the course of a year, America’s staffing companies hire nearly 15 million temporary and contract employees.
  • 49% of staffing employees say it’s a way to get a permanent job.


The Most Common 50 Interview Questions
The Most Common 50 Interview Questions

When it comes to the interview process, research and preparation for the interview can often times determine your chances of making it to the next step. One of the best ways to get ready for a job interview is to practice your responses to the following common interview questions. Remember that the best investment is you –take the time to be prepared.

1. What are your strengths?
2. What are your weaknesses?
3. Why are you interested in working for [insert company name here]?
4. Where do you see yourself in five years? Ten years?
5. Why do you want to leave your current company?
6. Why was there a gap in your employment between [insert date] and [insert date]?
7. What can you offer us that someone else can not?
8. What are three things your former manager would like you to improve on?
9. Are you willing to relocate?
10. Are you willing to travel?
11. Tell me about an accomplishment you are most proud of.
12. Tell me about a time you made a mistake.
13. What is your dream job?
14. How did you hear about this position?
15. What would you look to accomplish in the first 30 days/60 days/90 days on the job?
16. Discuss your resume.
17. Discuss your educational background.
18. Describe yourself.
19. Tell me how you handled a difficult situation.
20. Why should we hire you?
21. Why are you looking for a new job?
22. Would you work holidays/weekends?
23. How would you deal with an angry or irate customer?
24. What are your salary requirements?
25. Give a time when you went above and beyond the requirements for a project?
26. Who are our competitors?
27. What was your biggest failure?
28. What motivates you?
29. What’s your availability?
30. Who’s your mentor?
31. Tell me about a time when you disagreed with your boss.
32. How do you handle pressure?
33. What is the name of our CEO?
34. What are your career goals?
35. What gets you up in the morning?
36. What would your direct reports say about you?
37. What were your bosses’ strengths/weaknesses?
38. If I called your boss right now and asked him what is an area that you could improve on, what would he say?
39. Are you a leader or a follower?
40. What was the last book you’ve read for fun?
41. What are your co-worker pet peeves?
42. What are your hobbies?
43. What is your favorite website?
44. What makes you uncomfortable?
45. What are some of your leadership experiences?
46. How would you fire someone?
47. What do you like the most and least about working in this industry?
48. Would you work 40+ hours a week?
49. What questions haven’t I asked you?
50. What questions do you have for me?

Hiring tips to find the right employee for your company
Hiring tips to find the right employee for your company

To hire the right person for the job, you need to look past candidates’ resumes and cover letters and learn more about them as people. Employees need to have the skills and experience required to do the job, but they also need to fit in with the company culture and be willing to take direction and handle challenges as they come.

Focus on the candidate’s potential.

Nothing is more important in a new hire than personality. While having the right skill set may seem essential, the fact is, skills can be acquired, but personalities cannot. Consider soft skills — like interpersonal skills, communication skills, thought processes and emotional intelligence — because they matter.

Check social media profiles.

Like most employers, you probably already make it a point to do a background check (including at least a quick Google search on the candidate’s name) to see what comes up about that person online. But if you’re not looking through the candidate’s social media profiles, you could be missing a key way to find out more about the individual as a person and an employee. How that person behaves on social media is a good indication of what kind of person the individual is and how your prospect might fit into your company’s culture.

Fit the personality to the job.

A candidate’s personality is another really important factor to consider. The kind of person you hire depends on the culture of organization and the type of job. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type. And just because a person seems like the right fit for your company, doesn’t mean that person is the right candidate for the job you have open. You have to make sure that the employee you hire is up to the task.

Ask the right kinds of questions.

If you ask someone why they left their last job and they blame someone else, it’s important to follow up with another question. If they continue to blame external forces for their problems, you may want to look for another employee.Make sure you have a few “behavioral” based questions prepared. These questions can tell you a lot about “predictive” behavior patterns and a candidate’s drive and ambition. This is important in helping you understand how the person works, and whether or not your prospective employee will grow with your business.

Let candidates interview you, too.

Don’t be the only one to ask questions. To help determine if your prospective candidate has the right personality for your particular job, it’s important to help that person understand the company’s work environment.It’s important to be open and honest about what it’s going to be like to work for your company. You want to give a realistic preview of the work environment.

Allowing prospective employees to interview you for a change will give you a chance to see what’s important to them. Plus, it will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them — and that’s just as important.

Another tip is to get your employees involved in the hiring process.

To ensure the candidate is the right fit for the company and the company is the right fit for them, each candidate should meet with at least two other staff members individually. If a few employees have concerns, it’s likely they aren’t the right fit for the organization.

Know that not all hires work out.

You’re only human, so even after following all these tips, it’s entirely possible that you might still make a bad hire. If you have tried to solve whatever issues have arisen as a result of a new hire, and your attempts have failed, it’s okay to let the person go. After all, you want an employee who is going to add to your company culture, not make it worse.

Say “Yes” to the Cover Letter!
Say “Yes” to the Cover Letter!

A unique cover letter differentiates you from other candidates. It is a statement that says, “I’m interested in working at your company and here are the reasons why you need to contact me.”  You don’t want to miss an opportunity to market yourself. Effective cover letters explain the reasons for your interest in the specific organization and identify your most relevant skills or experiences.

Below are tips to follow when preparing your cover letter:

  • Personalize it with a name-if you don’t have one, try researching the company website, LinkedIn or Google for the information.
  • Never address it “to whom it may concern.” Use “Dear Hiring Manager “or “Human Resources.”
  • Don’t write a “letter” use bullets and strong sentences stating your unique abilities-keep the length to a few paragraphs with an opening and     closing statement.
  • Consider using a success statement that illustrates how you accomplished a project or earned a promotion and how that translates to the job you’re applying for.
  • Be professional, with correct spelling and grammar.

Even if your cover letter isn’t read, it shows you went the “extra mile.” As the saying goes, you don’t get a second chance to make a first impression.