Category: Blog

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How To Answer “What Are Your Salary Expectations?” 2023 Interview Question

What You Need To Know Before Your Next Interview

When you’re interviewing for a job, one of the most difficult questions to answer is “What are your salary expectations?”. It can be a tricky question to navigate, and to avoid coming off as greedy or undervaluing your worth. The key is to be comfortable and confident when discussing your desired salary with potential employers. This seemingly mysterious question is more clear cut than you might think. If you know how to prepare. Let’s take a look at how to properly answer job interview questions about salary expectations. 

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What To Do When The Job Interviewer Says They Will Call, But Doesn’t

How to Stay Patient, Persistent, & Professional Did your job interviewer say they would call, but never did? First of all, don’t panic. This happens a lot more than you might think. There are lots of reasons that your job interviewer might have gotten held up, and by keeping your cool, you can still have…

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Is it Bad to Apply to Multiple Jobs at the Same Company?

Job Search Tips & Best Practices You’ve found a company you really like, and want to apply to multiple jobs they are offering. The culture feels right, the mission speaks to you, and the commute is manageable (or non-existent). They are hiring for multiple positions that fit your skill sets, so why not apply to…

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3 Killer Job Interview Questions to Ask Potential Employers

Ask These 3 Questions In Your Next job Interview Preparing for a job interview can be nerve-wracking. You want to make a good impression and show that you’re the best candidate for the job, but sometimes in efforts to do this, we forget that a job interview is a two-way street. This is your chance…

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How to Find a Job After Being Unemployed for a Long Time

6 Tips for Landing Your New Job! If you’re wondering how to find a job after being unemployed for a long time, you’re not alone. We’ve all been there before for a variety of different reasons, and getting back to the workforce can be overwhelming. With technology rapidly changing and competition rising, getting a job…

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How to Prepare for Your First Day at a New Job

Even after completing the interview and landing the job, preparing for the first day in a new work environment can still be stressful for new employees. A good first day sets the tone for the way you interact with your coworkers, your attitude toward your career, and your overall experience.

At the JFC Staffing Companies, we’re in the business of connecting outstanding employees with their best-matched companies in the area. Part of this process involves helping our customers make a good first impression as a valuable new team member.

Here are five tips to help your first day of work go as smoothly as possible.

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Giving Thanks… How do you follow up after the interview?

We’ve all been there… you just finished an interview for your dream job. Your confidence is high, the conversation went well, and you feel so close to closing the job. The hard part is over, but the process isn’t quite complete. It’s time to follow up with your interviewer, but what’s the best way to convey your message? Here are some tips on getting back in touch after the interview.

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Cover Letters Count

No resume should ever stand alone. Send a cover letter with every resume unless a posting or advertisement specifically instructs you not to. In a recent survey of 150 executives from the top 1,000 U.S. companies, 60% said that when they screen applications, the cover letter was equally important, or more important, than the resume. …

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What makes the most successful teams truly tick?

Many of the best teams – the ones that deliver results, wow customers, and always hit their goal – share a few key traits:

  1. They share a common promise for a customer.
  2. They coordinate action to fulfill that promise.
  3. They take care of each other.

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Photo by rawpixel.com on Pexels.com

When each team member understands their role in the big picture, great things happen.  They share a common promise, meaning there is unified agreement on the objectives and how each individual brings a unique set of skills to the mission at hand.

Teams coordinate to fulfill a promise always looking toward the end goal.  When they have healthy relationships consisting of high-quality interaction, characterized by trust, open communication, and a willingness to embrace “constructive” conflict – they become great.  These teams willingly assume and embrace both personal and shared responsibility for fulfilling their common promise.

They take care of each other – the environment is supportive, open, and expressive.  Make no mistake, successful teams don’t agree on everything.  When disagreements arise, they tackle them in a respectful and constructive way, with appreciation for the ideas, skills, and perceptions of their team members.

In our professional life teamwork plays a vital role.  We engage with and depend on others to accomplish virtually every task.  Don’t leave it to chance, follow the formula above (the three traits) and be part of a great team!

What will you personally do to help improve your team for the better?

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

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Follow me on Twitter @JimCarchidi

 

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What Really is Professional Development?

This month’s blog was written by Will Richard of the JFC family.  A little about his military service: 4 years in the Army with a year tour in Iraq, Rank:  Sergeant, Company:  756th EOD (Explosive Ordnance Disposal), MOS/Job: EOD/Bomb Squad

The term “professional development” can mean a lot of different things to a lot of different people. In its simplest form, it is the continual process of acquiring new skills and knowledge as it applies to their career. It requires turning your focus inward to self-reflect and take an honest appraisal of yourself. In my own self-reflection I found that there were two areas that had the greatest potential for personal and professional growth. Figuring out how to lead by inspiration rather than fear, and learning how to better handle personal issues when they leak into the business world.

It’s easy for managers to try and lead by fear and intimidation. While in the military, fear was the main tool taught and used on a daily basis. From basic training to everyday life, fear was used by most people in charge to keep the troops in line. It’s a quick and easy way to get people to listen and do what you say. Fear has its limits, though, making people comply only enough to avoid what causes their fear. Whether that’s a talking to, a ton of push-ups, or even losing their job. Fear is a short term solution and when it is removed so is the motivation. That’s why I’ve devoted a lot of my professional development energy to learning new and superior tools. I want to inspire and lead, not just manage through intimidation.

Fear is an easy, one size fits all method. And as most good leaders know, it is rarely the easy way that’s the optimal way. In order to get best results from people you have to take a more nuanced approach that’s tailored to each individual. You must find what makes them tick and what makes them want to give their best. This takes time and can be very difficult because it requires a leader to spend energy and use tools that are much more complicated. Fear is the fast food of a leader’s tool kit. Quick and easy but it won’t give you the best results. Over reliance on it can have devastating long term effects.

Fear is a strong emotion, but many strong emotions can creep into the workplace. I’ve always been very good at learning new processes, solving unique issues and handling stressful situations, but if you put a crying person in front of me I’ll have no idea how to handle it, or at least, that’s how I used to be. This can be a problem if you’re leading a team because, no matter how hard we try, personal circumstances can infiltrate the workplace. Growth as a professional for me has meant learning how to handle emotions in the right way at work.

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It becomes a delicate balancing act of showing concern for your fellow employees without overstepping boundaries. Some people like sharing and having others involved in their personal lives, while others are very closed and guarded. Showing care without pushing too far and maintaining a professional working relationship can be difficult. This is where learning different strategies for handling unique situations is so important. Talking out real and hypothetical situations with others who have experience is an excellent tool in a leader’s toolkit.

Ultimately, I want to be the type of leader that motivates and inspires my team to reach their full potential rather than bark orders and get the bare minimum. In order to do this, I will continue to hone my management tools, adding new ones and adjusting others for the situation. I’ll continue to balance being there for others in their time of need with the needs of the company. I’m still not much of a hugger, but if an awkward hug will brighten your day, then feel free to stop by anytime.

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

The greatest compliment I can receive is a referral from readers.  Please SHARE my blog with your network.  Thanks for not keeping us a secret!  

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Vulnerability & Professional Development

What does Professional Development mean to me…

By Jen Silvetti, JFC Workforce Branch Manager

Honestly- I didn’t know what it was until I started working at JFC.  Every other job previously was just that, a job.  I showed up on time every day and worked to the best of my ability.  Not until I joined the JFC work family did my professional and personal worlds collide so drastically.

I started almost 4 years ago in, what I thought would be, a job.  I still was showing up on time and working to the best of my ability.  Then only after one year I heard a knock at the door- it was opportunity. (I know it sounds cliché doesn’t it?)

Well, for those who know my personality, I am one to take advantage of opportunity.  This meant stepping into the role of Branch Manager in the very branch I was already working in.  Wow- can you imagine?  There I sat managing those who I called my team just the week prior. What was I getting into?  I will admit, it took some time to find my way.

My previous life of corralling preschoolers and probationers did not prepare me for this new world of Staffing and Management- wait yes it did.

I was not managing, I was coaching.  Everything I have done up until this point has shaped me in some way.  My life has created a virtual tool belt and I get to utilize it every day.  One has no idea what tool she will be called to use at a moments notice.  Since working with our Chief Enthusiasm Officer (Jimmy) and the JFC work family, I have been provided with a never ending supply of tools.

What I needed most was to be vulnerable; being afraid to make mistakes and fail.  Or as someone that I met just recently referred to them, see the opportunities in every failure.

How cool is that?

human eye tearingWith this mindset, you have nothing more to do than grow. All these years, I had no idea that being vulnerable was even “a thing” until I heard it and read more about it. I had always thought that this was a sign of weakness and a flaw I had. Since working at JFC, I have grown comfortable embracing vulnerability.  I now know that it is merely something to be conscious of and continue to work through.

Vulnerable by many means, “susceptible to physical or emotional attack or harm.” Susceptible yes- but you must have the courage to face it.

Over the last few years, I have learned how to cope, manage and coach through my vulnerabilities throughout my development.  JFC has provided such a variety of ways to do this.  I have never in any workplace felt so respected and encouraged. I feel safe enough to make mistakes and question things as long as I still have the openness to keep getting better (and receive feedback).

Also, I am no better or worse than anyone else. These skills that I have learned, and continue to learn, not only help me the 40 hours a week at work but also with my personal life. I am so excited and passionate about my growth, I love sharing it with others anytime I can.  As you can imagine, not everyone is open and vulnerable.  But I will continue to learn and share as much as I can.

Thank you to JFC for showing me how important Professional Development is!

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

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Is job tenure a thing of the past?

It’s safe to say that workforce trends have shifted over the past decade and especially after the last recession. Today there seems to be more of a self-oriented nature to the workforce and, along with it, job-hopping. Ryan Kahn, a career coach and founder of  The Hired Group, says that “job hopping is replacing the…

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Leadership Coaching Philosophy: The Employee Engagement Effect

What impact does employee engagement have on organizational performance?  The contents of this paper will highlight Gallup’s State of The American Workplace Report, analyze the impact of engagement on performance, and evaluate what leaders can do to make improvements.  I hypothesize that employee engagement is the single biggest driver in organizational and individual performance.  Additional…

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The Coaching Management Philosophy:

In this new edition of the Vistage podcast series, Vistage member Dave Nelsen interviews Jim Carchidi, the co-owner and executive vice president of JFC Staffing Companies, a direct hire or temporary placement company. JFC Staffing Companies was originally started by Jim’s parents, who built it from the ground up, and passed it onto Jim, who has…

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Are you looking for a JOB, or do you want a CAREER?

Did you ever go to the doctor and have them refer you to a “specialist?” They want you to have the best care possible for your healthcare, so they are telling you that someone else is going to be the expert on how to treat your condition. They bring you in for an initial consultation,…

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Customer Service is DEAD…Or is it?

Data is he top 2 reasons customers leave: 68% leave because they are upset with the treatment they’ve received:  Customer Service 14% leave because they are dissatisfied with the product or service: Performance Data is according to the U.S. Small Business Administration and the U.S. Chamber of Commerce: The JFC Staffing Companies announced today it has been…

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5 Ways to Bring Down Your Team

Moods don’t just spread from person to person, they affect entire networks. Recent discoveries in the field of positive psychology have shown poor moods do indeed fuel failure. When we are negative, we become less motivated, energetic, resilient, and productive at work. With that in mind, here are five ways to bring down any team:…

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Imagine Being Successul Only 46% of the Time

What’s Your Cost of Turnover?  Research by Leadership IQ tracked 20,000 new hires and found that 46% of them failed within 18 months. Imagine if a comparable failure rate happened on the manufacturing floor. Imagine if the invoices you sent to customers were only accurate 46% of the time. Imagine if the payroll checks you…

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EPIC FAILURE: Today’s Management

What can management do today to make their people more valuable than they were yesterday? To manage is so 20th century. In today’s business climate you must integrate coaching into your repertoire. Gone are the days when you could simply direct individuals on what to do. Now we must also serve as coach. In this…

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Mind-blowing Facts About Employees

Towers-Watson Global Workforce Study found that 52% of employees either do not trust or are unsure about their level of trust in their leaders. The Deloitte Global Human Capital Trends study (2500+ organizations) found that the #2 issue we face (78% of business leaders rate urgent or important) is retention and engagement. According to Gallup’s…

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WARNING: This May Blow Your Mind

YOUR HIRING MAY BE DESTROYING YOUR BUSINESS: The Harvard Business Review points out that as much as 80% of employee turnover is due to bad hiring decisions. The Labor Department estimates it can cost on average one-third of a new hire’s annual salary to replace him or her and that those costs increase the higher…

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