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The TemPositions Group of Companies

TemPositions

10 Soft Skills Employers Look for in a Candidate

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While your resume and relevant experience will get you to the interview, it won’t necessarily land you the job. Employers also place a high value on the soft skills you hold and how those skills influence your job performance. In this article, we’ve outlined the top 10 soft skills you should clearly communicate in your next interview, in addition to your hard skills and relevant experience. By highlighting these soft skills, you’ll have a leg up on similar candidates with equally relevant experience!

Top 10 Soft Skills:

  • Communication

  • Dependability

  • Team Work 

  • Creativity 

  • Eager to Learn 

  • Conflict Resolution 

  • Self-discipline 

  • Adaptability

Communication

Communication is important to the employer interviewing you, they want to make sure you can effectively communicate ideas. This isn’t just about your verbal skills, it includes your written and listening skills as well. Highlighting your ability to use your communication skills effectively to reach an end goal will show the employer that you are capable of handling the job. Communication is important to ensure everyone in the company is on the same page, projects are being executed, there are less errors, internal relationships are being built, and productivity is at an all time high.

Dependability

A critical part of being a good member of a company/organization means being dependable. It’s crucial to employers to ensure that you will be able to produce consistent work, follow through with commitments, and hold yourself accountable for everything you need to do. This is a great opportunity to describe to the interviewer a time where you had an important project that had a certain deadline and what you did to reach that deadline on time while still making sure everything was satisfactory. 

Team Work

Collaborating ideas within a team arguably brings the best results out of a project. Each individual has the opportunity to give their perspective on a project and contribute their unique skill set which eventually creates innovative ideas. Employers want to know if you have collaborative/teamwork skills because it produces results. This is not only beneficial to the employer but the candidate as well because it allows you to build relationships in the workplace and accomplish something great as a team. To that end, watch the video below where Zuleika Cuevas explains the importance of smiling in your interview.

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Creativity

Individuals that possess creativity lead companies/organizations to many new and different approaches that they may have not thought of before. Showing an employer your ability to think outside the box and brainstorm demonstrates to the employer you are passionate about the position to the point you’re okay with stepping outside of your comfort zone to find the solution you are looking for. In an interview setting, this is a great opportunity to showcase a time where you had to think outside the box and get creative on a project to reach your end goal.

Eagerness to Learn

Demonstrating your willingness to learn is important to employers. They want to see that you are dedicated to the job and willing to take on new challenges in order to perform it best as possible. This is a great quality to display especially if your experience with the role you are interviewing for is lacking. Give the employer examples of steps you are taking to gain new experience. This could be gaining certificates for certain skills online or researching more about the role.

Conflict Resolution

Work environments can become a high stress zone, especially when multiple individuals with different backgrounds, personalities, and ideas are working on a project and trying to reach a deadline. Conflicts are inevitable but how you approach them is what really matters. Having conflict resolution skills tells the employer that you won’t let conflict build over disagreements and will handle it properly. Describe how you work in a collaborative environment and give examples of how you handle conflict in a high pressure situation. When you can diffuse conflict quickly it shows that you are able to communicate effectively and go back to being productive.

Motivation

Employers want to know that you want this position because you are interested and enthusiastic about the role. Looking beyond doing what is expected of you and achieving more in your past positions shows you are a highly motivated individual. The best candidate challenges themselves and looks for ways to strengthen their skills. Conveying to the employer about goals you have set for yourself and how you plan to achieve them in the position you want shows them that you are self-motivated and they can count on you. In the video below, Malla Haridat explains the importance of doing your research before an interview.

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Adaptability

Being able to adapt easily to a new position and workplace environment is important for both you and employer alike. Every new job you start comes with a new company structure, values, colleagues, and environment. Starting a new position with an open mind and embracing new changes will make your transition easier. Employers want to make sure that you can adapt to changes easily and be able to transition as quickly as possible to ensure you can respond to unexpected changes with ease.

All of these qualities relate to each other in one way or another which makes it easier to build off of each one during your interview. Each quality showcased together not only makes you an attractive candidate to the employer, but also increases your skill strength and will help you excel in any position. If you are looking to start a new job and put these skills into action TemPositions is always hiring! We have an abundance of job openings that are just a click away. 

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DEI in the Workplace

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Why DEI in the Workplace is Important

Diversity Equity and Inclusion (DEI) are no longer just buzzwords, they are core values that companies have started fully integrating into who they are. Putting time and energy into creating a positive environment that emphasizes DEI will allow all employees to thrive and feel like they belong. Acknowledging and celebrating the differences of the individuals in your company leads to more engaging and meaningful discussions. Ultimately, DEI affects the company as a whole and strengthening it means creating a more collaborative and successful workplace environment.

DEI Breakdown

The term DEI stands for Diversity Equity and inclusion. It is used to describe policies and programs that support the differences of different groups of individuals. In the workplace, diversity means the presence of having differences including race and ethnicity, gender and gender identity, sexual orientation, apparent and non-apparent disabilities, nationality, age, and more. Equity is the process of ensuring that systems and programs are impartial, fair, and offer individuals equal possible outcomes. Inclusion is about creating a space where all individuals feel they can contribute and have a sense of belonging. A company that values DEI reassures employees that they can feel safe expressing their ideas and viewpoints no matter who they are. Diverse, equitable, and inclusive companies have better business outcomes but, this isn’t a quick fix. It takes time, consistency, cooperation, and educating everyone in your company about the importance of DEI to create an environment based around it.

DEI in Staffing

In staffing, strong external DEI is just as important as internal. Analyzing and breaking down how you hire and the strategies your recruiting team uses to attract candidates is a critical part of implementing stronger DEI. This is an opportunity to seek new diverse ways to find talent. Attracting diverse and qualified candidates is vital in the hiring process and can open up many new and exciting doors for your company. Doug Arms, COO of TemPositions, emphasizes the importance of implementing strong DEI early in the employment cycle. “Too often we start too far down in the employment cycle when focusing on DEI efforts. When conscious or unconscious bias is not addressed in the recruitment process, it will have a long standing impact in not including a candidate slate that is representative of the community. So initially, attracting a diverse, qualified candidate slate is vital. Then it is important to educate the interview panel in inclusive interviewing – establishing, early and often, that the organization is seeking the best candidate, which includes those with varied backgrounds, ethnicities, and gender, etc. Failure to do so will limit DEI from its origin, and not allow it to recover.” This process does not only require you to hire individuals of different ethnicities, races, genders, ages, religions, and sexual orientations but also individuals that have different perspectives, world views, style, education, and skill sets. DEI is a powerful competitive advantage that gives you the opportunity to have more unique and thought provoking conversations that lead to ground breaking ideas. 

Key Points

It is clear that fostering ways to improve DEI has proven to lead companies to perform better and have more innovative and creative ideas. Implementing and improving strong DEI isn’t a quick fix, it takes hard work, consistency, and cooperation from your team or company. This needs to be a long term goal. Doug continues, “First is internal education and second is authentically representing the company’s values through the interview process. The world has changed and will continue to evolve. Diversity of background, experience and thought is vital to becoming an employer of choice where all employees feel welcome. It also is vital for client attraction, marketing, and strategy. You cannot possibly understand the expanding business climate if your workforce does not represent all of its facets.” Listening to your staff’s feedback is critical if you want to be confident that your workplace is taking the right steps to implement DEI. Just like a business plan, having multiple perspectives from people with different backgrounds always makes for a better plan. 

 At TemPositions we have individuals that are staffed with years of hands on experience in our HR division. We assist clients with talented human resource teams that can help you build your DEI.

Interested in Creating Strong Company DEI?

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5 Key Interview Questions Every Substitute Teacher Should Be Able to Answer

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Preparing for an interview can often feel like more work than it needs to be. It is easy to get overwhelmed with the process. Substitute teaching is essential to children’s learning, so to help make the interview process less daunting, we have created some tips to ensure your success. We have broken down 5 key interview questions that every substitute teacher should be prepared to answer before entering their interview.

Why did you decide to become a teacher?

This is a popular interview question, so the interviewer can get an idea of your feelings about this career. It’s beneficial to give them a unique answer such as a personal anecdote.  For example, describing your favorite teacher growing up and how that impacted your career journey. Instead of giving them an overused answer of “Because I do well with children” give an answer such as “Because I want to help shape the next generation and I know that I can do this by…” This is a chance to highlight your passion for teaching and love for working in the classroom. 

Can you tell us about your teaching experience?

It can be easy to unintentionally list information straight from your resume that the interviewer already knows. Instead of just focusing on tasks and curriculum that you taught, discussing your growth in the position is important here as well. Take time to reflect on what you achieved with your past students and share how that transformed your teaching experience.

If this is your first role in education and you don’t have an educational degree, don’t be alarmed. Use this as an opportunity to share how you were inspired to begin a path in education. If you don’t have experience in a conventional classroom setting, give an example of similar experience such as being a camp counselor.

It is important to have an elevator pitch prepared as to why you want to transition into education. It’s ideal to explain how you will make a unique impact teaching and why you are interested in becoming a substitute teacher. 

Can you give us an example to better understand your teaching/classroom management style?

This is a great opportunity to showcase your teaching skills and give the interviewer an idea of how you have been successful in the classroom. Paint a picture of yourself for the interviewer by providing past examples of lesson plans, successful classroom projects, and different experiences that brought you to this teaching style. Explain how you found this teaching style and how your success with it has motivated you.

Are you comfortable following preset lesson plans and/or creating your own?

It is important to be as detailed as possible when answering this question. The interviewer wants to know that you are organized and capable of following and/or creating a lesson plan if needed. You can take this opportunity to run the interviewer through the steps you take to prepare before entering the classroom each day, such as reading over the lesson plan multiple times, taking notes, and ensuring you have all the materials you need. You can also showcase past lesson plans you have created and how you found them to be successful. 

How do you handle disruptions in your classroom?

The best way to answer this question is to explain the necessary steps that you would take to handle the situation. Describe how you would tailor your method differently based on grade-level. For example, if you are planning to teach K-12, reference that you may have slight differences depending on age, then briefly explain those differences. In any circumstance, describe how you would calm the situation and have a one-on-one conversation with the student to let them have a moment. 

Below are other key points to keep in mind before entering your interview.

1. Dress professionally

2. Arrive on-time, or ideally a few minutes before your scheduled interview start.

3. Bring an extra copy of your resume with you to the interview, just in case the interviewer asks for this, or you want to reference it while speaking about your experience.

4. Be genuine and honest in all answers

5. Highlight your qualifications and experiences

6. Ask follow-up questions such as: “What is the most important quality you are looking for in the person who fills this role?”

7. Finish the interview by asking whether they have any questions or concerns about what you discussed today. Listen carefully here and try to answer in a way to put to rest any concerns.

8. End by thanking them for their time and reinforcing your interest in the school and the position.

Interested in Becoming a Substitute Teacher?

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The TemPositions Group of Companies Contributes to Services for the UnderServed’s Backpack Drive

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NEW YORK, November 15th, 2018 – The TemPositions Group of Companies announced today its contribution of a year’s supply of backpacks, binders, notebooks, pencils, and more to families served by Services for the UnderServed (S:US), one of New York City’s largest social service and housing organizations.

“There is nothing more rewarding than being able to make a difference in the life of a child in need,” TemPositions Director of Strategic Accounts Roger Oliver said. “It was doubly rewarding to have the opportunity to see them and meet them as they received their new backpacks and school supplies.”

Even a month after receiving this generous donation, kids are still ecstatic about their gift. “You could see the excitement on each child’s face when they received their new backpacks full of school supplies. One little girl opened her bag right away and excitedly asked, ‘Is this all for me?’” said Porscha Flores, Assistant Program Director at Services for the UnderServed. “We could sense the gratitude and relief from the parents as well, who, for days after the drive, continued to express their thanks.”

Many of the families served by S:US have experienced homelessness and poverty. S:US provides housing and supports to help families rebuild, find stability, and thrive.

The school year can be a busy and stressful time, especially for families beginning a new chapter after homelessness. Help with essentials like school supplies, which provide financial relief to families, also help children begin the school year with confidence and the tools they need to succeed.

As the leading provider of temporary, direct hire, and temp-to-hire staff in the New York tri-state area, TemPositions works with a variety of organizations to help them expand, adapt, and more effectively pursue their missions.

About Services for the UnderServed

Services for the UnderServed (S:US) drives scalable solutions to transform the lives of people with disabilities, people in poverty, and people facing homelessness: solutions that contribute to righting societal imbalances. By delivering high quality services that address the complex circumstances of each person, S:US transforms lives, improves neighborhoods, and boosts future generations. www.sus.org.

 

About TemPositions

Since 1962, TemPositions has built an award-winning reputation for unprecedented service to both employees and clients. Multiple specialized divisions offer applicants a wide range of assignments in fields including administration, IT, light industrial, legal, accounting, human resources, design, hospitality, health care and teaching. www.tempositions.com

 

Interested in learning more about how TemPositions serves the non-profit community?

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How Millennials Are Changing The Way We View Leadership

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Originally Published on Forbes

By Ashira Prossack

How Millennials Are Changing The Way We View Leadership

In less than two years, Millennials will become the largest employee demographic. They’ve already become a major influence shaping the future of work, and as 10,000 Baby Boomers reach retirement age every day, they’re quickly advancing in the leadership ranks as well.

How will leadership change with this new generation taking the helm?

The most notable change will be the way we approach and view leadership. Authoritarian leadership is out, and inclusive leadership is in. The emerging trend in leadership is a manager who directs, not commands. Long gone are the days when the boss can hold the role of a dictator, disconnected from the employees sitting somewhere in a corner office. Millennials even prefer the term leader rather than boss.

Millennials also want direct connections with leadership teams, from their reporting manager all the way up to the C-Suite. They believe that everyone in the company should be accessible, regardless of title or seniority. This more linear method of leadership goes a long way in building trust, loyalty, and dedication in Millennial employees.

As leaders themselves, they place a high value on open workplaces with less emphasis on company hierarchy. They strive to create inclusive workplaces where everyone has an opportunity to share their voice, regardless of position or title. In this same regard, Millennial leadership is highly collaborative. They consult with managers, peers, mentors, and other advisors before making decisions. With their networks always at the tips of their fingers, they can quickly consult with their trusted circle of advisors or crowd source an answer to a question.

How can companies help Millennials grow as leaders?

The best way to help Millennials grow as leaders, whether they’re in a management position already or simply on the path to one, is to teach them as much as possible. Almost any situation can be turned into a learning opportunity. Give them the chance to lead – start small, and if they prove they can handle the responsibility, give them more. Millennials need more direction than previous generations, but given the right support they can become the most valuable employees to any company.

To successfully manage and lead Millennials, a sense of transparency is crucial. It’s not about giving them the keys to the castle that they haven’t yet earned, it’s about showing them the steps to take to get those keys. Give them measurable goals and hold them responsible for achieving them. Providing Millennials with something to work towards helps them understand how their role plays into the bigger picture. They want to know that their work matters.

Another challenge is keeping Millennials at one company long enough to invest in their leadership training. They tend to view jobs as places to learn and grow and seek out opportunities rather than longevity. One way to get them to start thinking longer term is to provide them with opportunities to learn within the company. Reverse mentoring is a great way to get them engaged, where they can lend their expertise to an older employee in return for invaluable lessons and expert advice. Not only does it help Millennials to start to hone their leadership skills, it provides them with a role model and trusted advisor who they can turn to.

Now here’s the thing – Millennials are a bit of a contradiction! They crave both independence and instruction, although they’re not always forthcoming about voicing their need for the latter. They want to impress their managers, so they don’t always ask for help when they need it for fear that they’ll be viewed as being unqualified. The key is finding the balance between giving them instruction and letting them figure things out on their own. One thing is for sure, Millennials are always up for a challenge. When they feel trusted and know they have the support of the leadership team, they’ll often outperform expectations.

At the heart of it, leadership is becoming more human. We’re starting to see trends in people first leadership and companies are now striving for more diverse and inclusive workplaces. Millennials refuse to be a statistic – a worker who comes in, does their job and leaves, and they’re taking this philosophy with them as they become leaders.  They are changing the way we approach work for the better.

Ashira helps companies understand, engage, attract, and retain Millennial and Gen Z talent, and coaches the next generation of talent to build business and leadership skills. As a Millennial herself, Ashira offers companies an inside perspective into what motivates and engages Millennials and Gen Z at work. She’s known as a Generational Translator for her ability to break down generational barriers and demystify Millennials and Gen Z.

Ashira Prossack is a Millennial & Gen Z engagement expert and speaker working to bridge the gap between generations and prepare businesses for the future of work.

 

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Jim Essey Inducted Into the Staffing 100 “Hall of Fame.”

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After being named to the Staffing Industry Analysts (SIA) Staffing 100 list five times, SIA has named Jim Essey to its Hall of Fame. Only 39 Staffing Industry Executives have ever been named to this list.

About the Staffing 100 Hall of Fame

When Staffing Industry Analysts “Staffing 100 list” was created in 2011, it was to honor a group that found people jobs, and even accelerated the process of finding a job. This unranked list was a call-out to those influential leaders.  Several years later, it was discovered that there are a group of people who made the list each consecutive year. The Staffing Industry Analysts wanted to give that group, who have made a lasting impact on the world of work, taking the staffing industry to great heights as exhibited by their illustrious careers, special recognition. Thus, the Staffing 100 Hall of Fame was born.

What makes these people stand out to their peers and the ecosystem? Here are a few commonalities:

  • Pursuit of Excellence: This group works hard every day trying to raise standards for the people in their companies, the talent, and customers. It’s about learning, innovating and being able to put new ideas into practice.
  • Empower Others: It’s more than the bottom line. It’s about inspiring their teams and their clients to take those steps that can help others. It’s about finding the right solutions for the right group, be it a program, a job or technology.
  • Persistence: The workforce solutions ecosystem is a dynamic ever-evolving environment. The path to success is just arduous, it keeps changing. Mergers, acquisitions, needs of the customer, innovation, new models all go to creating a vibrant but changing space.
  • Integrity: Being ethical is essential to the image and success of this industry, and it inspires others to do likewise.
  • Strong Leader: As seen from this list, these professionals are industry leaders using their experience and knowledge to elevate the industry.

To view the entire list of inductees for the Staffing 100 Hall of Fame click here.

 

About Jim Essey

Since joining the TemPositions Group of Companies in 1985, Jim has focused the firm on developing a number of niche businesses, heading each with industry experts. Through his efforts, TemPositions has become one of the nation’s largest regional staffing firms, and one of the true full-service staffing companies in the market today.

Jim sits on the boards of the American Staffing Association, the New York Staffing Association, and the American Brain Foundation. He has also been elected Chairman of the American Staffing Association (ASA); has served as Chair of the National Chapter Leadership Council and President of the New York Staffing Associate (NYSA), and currently serves as Chair of the ASA Legal/Legislative Committee.

Jim holds a BA from Trinity College (Hartford, CT), a General Course degree from the London School of Economics and Political Science and an MBA from Harvard University.

To learn more about Jim Essey and The TemPositions Group of Companies, click here.

 

 

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