Grow Your Business in Layers.

We are living in an era powered by technology, fueled by information and driven by knowledge.  To grow and prosper in today’s global business environment, it is important to understand how to leverage these things to win. Long-term success demands systematically working to create greater value.

Most people understand financial capital and its value. However, you can’t stop there; it is vital to think about capital in three distinct layers. True innovation relies on the ability to capture and interpret the current and future growth needs of your business and your customers. The three layers of capital you should recognize are social, human and financial. To be a competitive organization the leaders will have to understand and buy-into these three layers.

1) Social capital: The network of relationships you have among employees and potential partners, and effectively leveraging them for maximum opportunity. This requires building and managing social trust, perceptions and beliefs. These are the fundamental ingredients involved in building a solid brand.

2) Human capital: the skills, knowledge, and experience possessed by individuals, viewed in terms of their value or cost to your organization. It is imperative to hire and manage the right people you need for growth. This requires properly training and encouraging them to rise to their full potential.

3) Financial capital: is having the financial resources to invest in infrastructure, building capacity and acquiring good talent; next, you must develop your talent and financially reward your top talent. 

It takes more than sustaining to succeed in today’s business environment. You must look to improve your current situations and build valuable platforms and new strategic ways to maximize your growth. Consider an innovative way you may apply all three capital layers into your growth plan. The goal is to devise a new an evolving initiative that is capable of putting your company on a path to long-term success.

It's Time to Open Your Eyes.

It's time to open your eyes to new possibilities. Old recruiting methods are no longer enough to find the right candidates. Recruiters need to take a proactive approach to sourcing talent in new holistic ways.

We all can agree that talent acquisition struggles are real. If you are recruiting for open positions, you know firsthand how difficult it is to harvest quality talent. To win in the recruiting game, today requires a much broader vision of how you evaluate talent. 

Now is not the time to be meticulous or picky, do not reject candidates because of superficial flaws. Focus more on a person’s potential for growth and ability to learn; knowledge and skills can be taught. Write a clear job description including the necessary characteristics and/or skills to do the job.

Don’t rely on old policies, procedures, and protocols; you will miss the hidden jewels that may not fit into the standard box. Hiring a candidate who may lack relevant experience or doesn’t fit your standard recruiting practices is not easy. Look beyond the paper. This will open the market to you.

 The world is changing rapidly and honestly, you may not know what the job you’re hiring for will look like in a few years, let alone how a candidate will adapt to those changes. The point is to be open to reviewing the unusual candidates; and source from various places to build a list of people that come closest to the level needed to do the job.

Look for individuals you can develop and shape into the role with the right type of support. You must weigh the cost of a vacancy vs. the cost of hiring. Don’t be impetuous, this will require you to lean in and be patient. Don’t give in to the pressure to fill a position quickly. Ask yourself; what does good talent look like?

Here are three qualities you should look for when evaluating talent:

1)      A natural leader

2)     The ability to listen (coachable and trainable)

3)     Willingness to work hard

If you spot these three qualities in a candidate—grab them. Forget the resume, these attributes are the fundamental building blocks of a winner. Make your shortlist and seek advice and input from others who know what the job requires for success. And above all, do your due diligence on the background and reference checks.

The game has changed and so should you. You won’t find a perfect candidate; however, a desirable job candidate will exhibit certain qualities and self-awareness, which is what you should look for. This strategy does not work for hiring critical, high-level, or high-risk positions. It’s basic risk management, those positions require a more complex approach because the cost of a bad hire will be steep.

You may also enjoy and benefit from reading this article. http://bit.ly/BadHires

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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Magnetism is an Irresistible Force.

Are you making the same mistake that many other firms are making, focusing on recruiting instead of systematically building a strong talent brand? 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 keep quality talent.

Companies are fighting to find and hire good people—it’s an all-out war. Quality talent is out there, the challenge is finding it. One problem is firms are chasing the same people. The only way a company can rise above the recruiting crowd is to become magnetic. This means developing a talent brand that attracts quality talent versus chasing it.

The Three Keys to Magnetic Attraction

1.  Company culture: develop an environment where people want to work and can make positive contributions to society.

2.  Develop young talent: help employees grow, provide development training, and offer advancement opportunities.

3.  Corporate engagement: turn your company mission and purpose into relevant collaborative social projects. 

Magnetism takes work, but it is worth it. Build a reputation for being a good company to work for and your firm will see multiple benefits. Your company will become a talent magnet.

You may enjoy this article: http://bit.ly/TalentBranding

 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.

Seven Tips to Write Powerful Notes that Will Change Your Life.

If you’re looking to boost your career search, a well-written letter can be a game changer. “Trust me: as an expert recruiter and career coach, I can guarantee if you take the time to customize a short letter or hand-written note, it will open doors.” The right message will highlight in a few powerful sentences why you are special.

Chances are you encounter people on a regular basis, who can help change your career path. The key is to recognize them and know how to proactively connect; it’s called networking. This is not a lesson in networking; but without meeting new influential people, you are isolated in your own little world—few new opportunities there.

This article is about the power of notes designed to open doors of opportunity and possibilities. Here are seven tips on how to write a compelling message:

·       Make it personal — make a personal connection between you and the individual you are           writing.

·       Say something nice about person — “I admire how you accomplished career success.”

·       Be clear that you are excited to meet and/or work with them. Offer to help with a                     challenge they may have.

·       Include two sentences about your background; offer just enough information to show a             relevant connection and fit.

·       Mention the name of a mutual associate or connection (if possible).

·       Make an ask or give a call-to-action, like a 30-minute phone call or to meet for coffee. (Do         not go overboard or inappropriate.) Ask in a way that feels collaborative and beneficial.

·       Explain your rationale and objective behind sending the note and asking for a meeting.

Writing an unexpected note can make a huge and lasting impact. If you identify the right people and tailor your message, they will jump at a chance to meet you and explore your talent, enthusiasm and value.

Tiffany Thompson is the president of DaMar Staffing Solutions, a top recruiting firm located in Indianapolis.  Ms. Thompson is a top recruiter and works with clients locally, regionally and nationally.

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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