It Will Take More than Talk to Fix These Issues.

The country faces real issues related to the long-term economy woes and poor job prospects. Millennials and their children will face economic challenges and limited opportunities to prosper through high paying jobs. More than half of the jobs in the growth sectors pay $35K or less. Of the jobs projected to be newly created among top-growing healthcare-related occupations, 71 % will pay less than $30K. DaMar can help you plan your future career moves.

Today, 42 % of U.S. workers make less than $15 per hour. That needs to change. Middle-income jobs are going away and low-pay jobs are growing rapidly. Women (55%) and people of color (60%) are over represented in the jobs paying less than $15 per hour. About half of the U.S. workers ages 35 and older earn less than $15 per hour are. DaMar works to find the best talent and to find them the highest paying jobs possible.

Many job seekers will have to take bold action and move beyond their comfort zone. The job market is getting tighter and more competitive. Candidates need courage and self-confidence to succeed. It’s important to understand how technology's role is creating, shaping and managing job opportunities. Candidates must become technologically savvy to qualify for better paying jobs, improve their quality of life, and share in the new economy equitably. DaMar helps connect people with new opportunities.

You can’t afford to stumble into a good job; it takes a detailed plan and a good strategy. No matter what career or experience level you’re at, you’ll need a road map. Here are five key points: 1) Figure out your value. 2) Make a list of firms that fit you. 3) Define your brand and message. 4) Identify any red flags you have. 5) Learn how to negotiate.      

Prepare yourself for 2017; the first 60 days will be critical. If you are looking and ready for a career change, start writing a new résumé now. Remember to put yourself in the shoes of those who will be hiring you. What will make HR managers excited about you? Your answers need to be reflected in everything you do—from your responses on job searches to your cover letter, your résumé and your interview. Craft a compelling story for yourself. That becomes your personal brand. Take your life into your own hands, and go to work. You’ll be surprised at what you can achieve with the right mind-set.

DaMar Staffing is a small firm specializing in finding unique individuals and passive candidates for both temporary and permanent needs.

Dare to be Different

Building a successful staffing firm requires cultivating strong, lasting relationships with loyal clients. This is no easy task, especially in a market crowded with staffing agencies. DaMar Staffing competes with some of the largest firms in the state, and success here demands honesty and hard work—there are no shortcuts or clever gimmicks for business development. DaMar understands that to stand out, an agency must offer genuine value to every client. The team is driven to understand what truly matters to clients and prioritize those needs, with the ultimate goal of making each client’s job just a little easier.

Every staffing firm claims to be different from other vendors and promises to build meaningful relationships. HR managers are constantly bombarded by firms boasting about unique tools, special processes for reviewing resumes, or sourcing candidates. Many even exaggerate their access to an exclusive pool of top-quality talent. 

Everyone claims to be different.

The truth is, that sourcing candidates, screening them, and reviewing resumes are largely the same across the industry; most staffing firms rely on standard "best practices" for these tasks. Moreover, if agencies truly had proprietary databases of exclusive candidates, why do clients often see the same candidates submitted by multiple agencies?

DaMar Staffing doesn't claim to have special software or a unique database. What sets them apart is their deep knowledge of the industry, the marketplace, and their competition. More importantly, DaMar’s recruiting team takes the time to thoroughly understand each client’s expectations and becomes an advocate for their success.

DaMar gathers and shares valuable information that both clients and candidates can actually use, helping everyone achieve their goals. Matching the right person to the right job requires patience, and this is how DaMar delivers meaningful value. It's not just a tactic; it's the core of their business strategy and is embraced by the entire team. The goal is to create mutually beneficial opportunities.

Their commitment to building strong, successful relationships runs deep, relying on a blend of people, processes, knowledge, insight, and trust. And DaMar does it the old-fashioned way—with elbow grease, hard work, and years of experience.

It’s the Value that makes the Difference.

Here are seven things that set DaMar apart in the industry:

1. Realistic Expectations: DaMar sets achievable expectations for clients and delivers consistent, personalized service.

2. Servant Leadership: The DaMar team embodies passionate leadership, creating meaningful connections and fostering growth.

3. Client Involvement: Clients are actively engaged in every step of the process, ensuring they receive genuine value.

4. Expanding Network: DaMar continually grows its network, exchanging ideas and solutions to stay ahead.

5. Respect and Appreciation: Every client and candidate is treated with the utmost respect and appreciation.

6. Going the Extra Mile: The DaMar team is dedicated to exceeding expectations with their expertise and efforts.

7. Earning Trust: DaMar works tirelessly to earn and maintain your respect and trust.

That’s DaMar Staffing—a boutique firm specializing in building unique, meaningful relationships. This approach isn’t for everyone, but if you’re seeking a close partnership with a staffing firm that delivers on-demand solutions at an affordable price, DaMar may be exactly what you need.

DaMar Staffing Solutions of Indianapolis is a full-service, contingency-based recruitment firm specializing in administrative and professional staffing across all industries. While there are many staffing agencies to choose from, you want one that truly works for you. With over 20 years of experience, DaMar has earned a reputation for delivering quality service, top-notch professionals, and flexible recruiting solutions for Indiana companies.

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Core Beliefs Shape Brands

Brands Should Stand for Something Meaningful. 

DaMar Staffing Solutions of Indianapolis is a full-service, contingency-based recruitment firm focused on administrative services and professional staffing for all industries. Founded on integrity, excellence, inspiration, and service, DaMar Staffing strongly holds these core beliefs and applies them in every thought and action. These values reflect the DaMar brand.

Clients and candidates can always expect a high level of commitment and drive from the DaMar team of professionals. Our staff endeavors to build deep engaging relationships with individuals. It is important to establish honest and long-term associations with the people within the community where everyone lives, work and play.   

DaMar Staffing provides cost-effective, on-demand solutions and flexible recruiting answers. Using traditional sourcing, recruiting, screening, reference checking, and interviewing methods, DaMar can meet most corporate needs. Our team researches work-related trends, employment laws/issues, and job opportunities and is ready to discuss different social topics that may impact your workforce.

This team positions your interest as a priority and is here to help work toward innovative solutions to keep your company and the community moving forward. It all starts with healthy conversations. What is on your mind?

DaMar Staffing Solutions of Indianapolis is a full-service, contingency-based recruitment firm, focused on administrative and professional staffing for all industries. There are many staffing agencies, but you want a staffing agency that will work for you. With over 20 years of experience, DaMar Staffing Solutions has built a reputation for providing quality service, top-notch professionals, and flexible recruiting solutions for Indiana companies.

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Do You Know the Warning Signs?

Most people spend almost a third of their lives at work and research shows engaged and satisfied employees are more valuable. Companies that treat their employees well gain huge bonuses compared to those that ignore their workforce. In many cases, the high pressure and rising cost of doing business has turned some working environments into toxic cultures that make the workplace almost unbearable.

Finding quality talent is time consuming and new employee training is very costly. Therefore, it is important to retain quality employees when and where possible. Most HR managers would agree that may be easier said than done; it can be tough to keep the best and brightest.

Savvy employers are specifically focusing on developing engaging and fun work environments, doing whatever is needed to have a positive and stimulating climate. If a firm can’t keep its top employees engaged and happy, those employees will leave. This should be common sense, but it isn’t. Sadly, about 30 percent of star employees feel detached from their employer and are already looking for a new job.

Good employees leave long before they quit; people don’t disengage all at once. Instead, their interest in their jobs slowly dissipates. Bad management styles, dissenting work environments and negative energy will drain the enthusiasm from people. Unfortunately, many high performing companies make these common mistakes, which can be easily avoided. If the workplace becomes toxic the best employees are the first to go, because they have the most options.

When an employee loses all their passion and excitement for their job, it is called brownout. That’s the first step toward burnout; when an employee hits the burnout point, work turn into a crisis and that’s trouble for everyone. If management isn’t paying attention, this situation creeps in unawares. It is important to know the warning signs; if management can identify the employees who may be thinking about quitting, it’s possible to intervene and change the situation before they’ve made up their minds.

Everyone complains about their boss at one point or another. But, what’s important is to understand when the culture may be growing toxic and employees start waning. Executives must be engaged and able to recognize the warning signs in order to prevent brownout and retain the company’s top talent.

The following warning signs are sure-fire indicators that the workplace may be toxic. The effects of a toxic workplace permeate the entire team, department and company.

Ten warning signs of a toxic atmosphere:

1. Job withdrawal and absenteeism

2. Lower productivity

3. Ineffectiveness

4. Decreased job satisfaction

5. Reduced commitment to the job and/or organization

6. Cliques are forming

7. Inconsistent policies and favoritism

8. Greater personal conflict with colleagues

9. Disruptions in job tasks and with coworkers

10. Revolving door, losing employees due to personality or performance issues

Creating a work environment that is enjoyable will make the organization more successful. A healthy atmosphere is conducive to productivity, employee engagement, and overall satisfaction. Points to promote: Be kind. Be organized. Be on time. Be open-minded. Treat others as you would like to be treated. This is how to cultivate amazing teams.

Build Both Sides of Your Company Brand

In the recruiting world, a company’s brand has two distinctive parts: 1) Product or service brand; 2) Talent brand.  The product/service brand is what consumers think, feel, believe and is willing to share about your company’s product/service. The talent brand on the other hand, focuses on what employees think, feel, and shares about your company as a place to work. Usually, a great brand does well with both, but there are many cases where that is not the case. A firm may be known for having a great product/service, but may have a reputation of being a lousy place to work.

Because recruiting has become more like marketing, companies must embrace the idea of developing and protecting their talent brand. Executive leaders are starting to understand how important their talent brand is to their overall success. Companies can improve their recruiting position by investing in a proactive strategy and measuring their talent brand. 

A strong talent brand reduces cost per hire by over 50 percent and lowers turnover rates by 28%.  Recruiting leaders agree that talent brands should be a high priority. Large firms are starting to act on this issue. Many see this as a way to get ahead of the competition. 

Tiffany Thompson, President of DaMar Staffing, believes “most recruiting executives will find it harder to hire great talent for a company with a poor talent brand.”  

1.       Determine the types of people that fit your jobs

2.      Prioritize and pursue high priority candidates

3.      Develop story lines and brand messages that amplifies your company’s talent strategies

4.      Focus on improving jobs and work environment

5.      Be creative on employee salaries and benefits

6.      Build relationships with talent recruiters, social, digital, and content marketing

Companies with a strong talent brand will increase their ability to hire top talent. Firms with a weak talent brand will continue to struggle to attract and maintain quality talent.

Seven Skills for Job Hunting Like a Pro!

Job hunting can be stressful, especially if you're unsure where to begin. In today’s market, companies are seeking candidates with high-performance skills. It’s important to approach your job search with the same level of professionalism you’d bring to the job itself.

A strategic, methodical approach will help you create a clear plan to make a great impression and maximize your chances of standing out to potential employers. Start by defining your ultimate goal and setting a realistic, achievable schedule to stay on track.

Successful job hunting is about securing interviews and building relationships through networking. Master these steps, and you’ll be well on your way to a successful job search.

1. Start Reading: Select magazines and articles relevant to your field of interest and dive into them for specific insights. Stay informed about industry trends, news, and developments at the companies you're targeting, and learn about key industry leaders.

2. Get Organized: Keep a diary and take notes on what you've learned, including key contacts you've identified. Develop a schedule and outline your plan of action to stay organized and on track.

3. Develop Your Writing Style: You’ll need a powerful cover letter to stand out. Write in a compelling, concise business style that sparks interest in you. Keep it brief, focused, and free of jargon—showcasing your value. Customize each letter or note card for the specific person you're addressing to make a lasting impression.

4. Sell Your Talents: Your talent(s) is the product and you must market your product (you). Learn how to sell your talents—that’s essential. The best product in the world will never sell if it is not marketed properly. You will not get hired unless you demonstrate how your talents/skills will benefit the employer.

5. Be Patient: In today's market, it will take time to find the right job opportunity. You will have a few failures during your job search. You have to bounce back from disappointments and use them as learning experiences. If you get discouraged, your search will be doomed.

6. Stay Objective: You must honestly evaluate your situation and status. Adjust your game plan every few weeks. Review what's working and what needs to change. Seek input from family and experts when possible.

1. Learn How to Negotiate: The ability to close the deal is vital. When you get an offer that requires some negotiations to meet your needs, you need the skills to support your position with logical, rational, and emotional dialog. Successful negotiations require all three elements.

You may enjoy part 2 of Job Hunting Like a Pro—“Five Tasks you Must Master to Close the Deal.”  https://damarstaffing.info/How2CloseTheDeal

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The Challenges of Hiring Quality Talent.

Competition is a major challenge in recruiting top talent. Companies must get aggressive in their planning and outreach strategy to stay ahead of the hiring game.  In 2015, hiring was up in certain industries, and the competition was fierce within those categories. Staffing shortages has hampered growth and increased stress for many firms.

The biggest problem for business growth right now is too few skilled workers. The danger of staffing shortages is increased stress, burn-out and employee turnover, and that makes a bad situation worst. 

"I'm hearing across the board, companies can't take advantage of business opportunities because they can't find people with the right skills," said Tiffany Thompson, President of DaMar Staffing.

With competition for top talent at an all-time high, the only way to find the quality employees needed is to hire them away from someone else.  Or, hire someone without the necessary skills. Either way it increases cost and cuts productivity and growth.

In 2016, the healthcare and technology sectors will continue with robust hiring plans.  

To win the war for quality talent, companies must work hard to out shine their competitors. To attract and keep top-shelf employees, companies must cultivate their human capital, communicate a vision for the future and foster a positive culture.

The primary driver of successful businesses is the acquisition and retention of quality talent. Get the right people on board, and all the other issues become manageable, fixable, and changeable—that leads to profits.  In a talent shortage, you must become aggressive and savvy.

Ask yourself these two questions: 1) What makes this company stand out from the competition as the most desirable place to work? 2) What creative incentives are in place to assure that we are attracting top talent?

Your answers will tell you a lot about which direction you need to take. Read this article for more insight on how to attract talent: http://www.damarstaff.com/blog/2015/5/13/build-a-company-that-has-magnetism  

The Art of Interviewing

Many leave interviews thinking they performed well, only to discover later they didn't secure the job. What's the issue? Despite knowing all the "right" answers and maintaining a positive demeanor, most people misunderstand the interview process.

It's crucial to abandon the notion of impressing the interviewer and playing the interview game. Hiring managers seek individuals who align with their style and fit into the company culture, not just those who excel in interviews.

Effective communication is the cornerstone of a successful interview. Instead of merely answering questions, engage the interviewer in a two-way conversation. Asking the right questions is key to understanding what the interviewer truly seeks.

The interview's objective is to prompt hiring managers to share information about the job, company, and working culture. This approach enables you to assess whether the job and working conditions align with your preferences and needs.

To prepare for a productive interview, it's essential to compile a list of thoughtful questions. Categorize your inquiries into two distinct groups:

1. Questions that reflect your thorough research on the industry and the specific company.

2. Questions that showcase your expertise, skills, and experiences.

Customizing your questions for each job interview is crucial, as every company and interviewer has unique preferences and priorities. Avoid relying on a scripted interview speech; instead, be prepared to think on your feet and adapt to the flow of the conversation.

Here are some effective questions to incorporate into your interview:

1. In my previous role, emphasis was placed on problem-solving and decision-making by management. How are challenges typically handled within your organization? [This demonstrates your decision-making and problem-solving skills, while also providing insights into the management approach.]

2. Recognizing the competitive landscape in this market, I'm curious about your strategy to enhance market share. [This indicates your awareness of the competitive environment and seeks insights into the company's plans.]

3. I'm familiar with [insert specific programs, software, etc.]. Could you share what tools are commonly used here?

4. Reflecting on my past experience, my department often collaborated with others on challenging projects. Could you elaborate on how your company approaches such projects? [This showcases your teamwork skills and offers a glimpse into the company's project management style.]

Engaging in meaningful conversations with these questions will provide valuable insights. Aim for six to eight well-thought-out conversation-developing questions, recognizing that three or four may suffice to prompt the interviewer to share more.

When crafting additional questions, consider your skills, preferred work environment, and what you'd like to know about the new job, managers, and the company's philosophy. Success in interviews hinges on asking good questions and knowing when to speak and listen. Seize opportunities to contribute to the conversation based on the questions posed to you, but avoid interrupting the interviewer. Practice nodding to indicate understanding.

Taking a proactive stance in the interview will distinguish you from those who merely play the interview game. Don't wait until prompted with, "Do you have any questions?" as initiating a conversation earlier is key.

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. Visit damarstaff.com/blog for more helpful information. 

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Be Inspired.

I had the honor to meet three very inspiring women: Bonnie St. John, Leigh Ann Tuohy and Wendy Bird. After learning more about these women, it was clear that anyone can contribute to society no matter who you are, where you came from or what profession you work in. You can overcome obstacles and negative environments to make a difference in the world. 

In her book How Great Women Lead, you can experience Bonnie’s amazing journey with her teenage daughter, Darcy. 

Bonnie St. John is the first African American to win medals as a ski racer. She competed in Winter Paralympics, graduated Magna Cum Laude from Harvard University and earned a Rhodes Scholarship to Oxford. Bonnie has co-authored three #1 bestsellers. Her mother was a High School principal, her father left before she was born and she had her right leg amputated at age five. 

Anne Tuohy is the Real Women from The Blind Side Movie.

Leigh Ann Tuohy is an interior designer. She is best known for being the legal guardian of Michael Oher, which inspired the best-selling book and movie “The Blind Side.” Leigh Anne inspires audiences to recognize the full potential of individuals in their community—and to find value in those who society has deemed valueless. 

Wendy Bird is changing women’s lives across the globe.

Wendy Bird founded Pearls with a Purpose in February 2002 with the intent of selling handmade pearl jewelry to women in America. But within a few months of working with Amara Flordeliza, her pearl supplier in the Philippines, Wendy became aware of the dire circumstances of families in Asia. Together, Wendy and Amara established the Pearls with a Purpose Foundation, a 501c3 tax exempt organization dedicated to helping the families of Asia.

I learned four principles all of these amazing women utilize to win at life:

1.       Not afraid to take risks to reach their goals

2.      Meek, coachable and willing to ask for help

3.      Givers, not takers

4.      Balance their lives between self, family, profession and community

The mission of DaMar Staffing is to empower people to do the next big thing in their career.  This company was built by applying the principles to shape deep engaging relationships and experiences with individuals and companies. I believe the above four principles are applicable to each person we work with. DaMar provides direct access to industry professionals, networking, and develops mentoring opportunities to generate leaders.

I am thankful to be a member of NAWBO and to have the opportunity to support women business owners. NAWBO has helped women evolve their businesses by sharing resources and providing a single voice to shape economic and public policy.

For more information about DaMar Staffing or NAWBO, contact me at 317.566.8320 or TThompson@DaMarStaff.com

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How to Become a Super Brand

Learn to manage your career by making good choices to ensure you still are valuable and relevant as your career progresses.  It is important to focus on your fundamental skills, but you must also develop new abilities that will help extend your career.  Learn to reinvent yourself as you grow. Keep promoting the "new and improved" you. By planning a well-designed career path, you won’t need to rely on luck to be successful.

You must become keenly aware of the things you need to do to keep your star shining in your career. Don’t become passive and complacent thinking that everything will be OK, because things change. If you stop learning and managing your career things will not be OK.  Staying the same will cause your career to hit a dead end, and the last thing you want to say to yourself is "I Shoulda, Coulda, Woulda." 

Many people believe their company will take care of them as they mature. The last few years of downsizing should have exposed that misconception. But some tenaciously cling to "It won't happen to me."  If you want to remain valuable, you can’t afford to be lazy. There's neither room nor hope for the lazy in a rapidly changing business world.

This article is for people who want to learn how to achieve a respected and valued personal brand. Here are seven tips you can use to establish a powerful career brand.

1. Start keeping a personal brand diary to map out and review your strategy. Keep track of your plans, thoughts, and notes weekly. At the end of each a quarter, evaluate your progress.

2. Establish two to four things you want to be known for in the business community. Now, what's required from you to own these items.

3. Get involved in two challenging projects, either at work or a volunteer project. List the things that you find most challenging about the projects.

4. Think of four things you’ve learned in the last 90 days. It could be new information about the world, your industry, or yourself.

5. List three to five things you can do to increase your visibility (locally, regionally, or nationally).

6. Add three to five new names to your contact list. Note two things you can do to cultivate and nurture these relationships.

7. Revise your resume three times a year. Add the appropriate items from your quarterly reviews. Your resume should never be more than 90 days old. Doing consistent revisions will keep your resume fresh and you prepared for any new opportunity.

Remember, it’s important to keep growing, stay fresh, expand your scope, and be known for your value. 

You may enjoy this article also. http://bit.ly/BrandMindSet

DaMar Staffing believes everyone has a right to grow professionally to improve his or her life. DaMar helps people by making new connections. Our team has a passion to serve. We do this by matching great people with great companies. DaMar Staffing Solutions is a small staffing agency specializing in finding unique individuals and passive candidates for both temporary and permanent needs. Through a diverse network of contacts, the DaMar Staffing recruiting team can find the perfect job match quickly.

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