Find Them | Grow Them | Keep Them.

DaMar Staffing is constantly looking for people who want to be their best.

Great talent is priceless and many businesses struggle to attract top-tier talent for a variety of reasons. Quality talent is hard to find, hard to grow, and hard to keep. One big reason is, unemployment is the lowest it’s been in 50 years—the game has changed. Let's face it, recruiting and hiring are very expensive. That makes keeping your top people who are essential and necessary for success.

Keeping top talent is critical and unpredictable. Consider this, 32 percent* of new employees leave the company within the first six months.  This may seem unthinkable, but it happens. Regardless of the reason, every business needs to be able to attract and keep good people.  Throwing more money at the problem is not the answer. 

Finding the best candidates for positions in your organization is only part of building an effective team. The process of onboarding new employees can be one of the most critical factors in ensuring new talent feels welcomed, productive, and accepted by the team. DaMar Staffing shares seven tips to help you grow and keep superstars.

Onboarding new employees is a process of getting people embedded into the company and integrated with the team and the culture. Here are seven tips to help cultivate a positive environment for helping people be their best.

Seven Tips to Develop Superstars

1. Management: Build a positive, trusting, and mutual relationship. Staff members want access to their direct supervisor and to have managers involved in their day-to-day.

2. Responsibilities: Employees need to understand exactly what their responsibilities and expectations are in the workplace. People desire clear guidelines.

3. Training: Effective training will empower people. Twenty-one percent of employees cited a lack of training as a reason for leaving their job.

4. Acceptance: People need to feel accepted by their team. Promote unity and comradery among the team.

5. Feedback: Employees need effective feedback. Detailed guidance will help assure they’re headed in the right direction.

6. Mentors: Matching an employee with a mentor or a “growth buddy” is important. Fifty-six percent of employees believe mentors will improve culture and productivity.

7. Focus on STRM: People want to focus on stuff that really matters (STRM) for success. In short, don’t sweat the small things.

DaMar Staffing Can Help. Call Tiffany Thompson at 317.566.8320.

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. Where People and Careers Meet.

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DaMar Staffing is Inspired to Innovative.

Think Apple, who comes to mind-Steve Jobs? Not Steve Wozniak, who is the person that kicked off the personal computer revolution. Steve’s vision and passion for creative thinking and problem solving inspired him to invent the desktop computer. Before he designed the Apple II, computers were not available to ordinary people.

Steve single-handedly designed all the hardware and software for the Apple II, all while working his day job at Hewlett-Packard. Wozniak and Steve Jobs founded Apple Computer in 1976. Wozniak was a technical visionary and Jobs had mesmerizing energy, it was a powerful team. Apple went public in 1980, creating more instant millionaires than any other company up to that point.

DaMar Staffing shares Wozniak’s vision and passion for creative thinking and problem solving. We’re inspired by his dedication and tenacity. Woz changed lives and therefore changed the world.  DaMar wants to inspire clients and employees to be better.     

Under Tiffany Thompson’s leadership, DaMar focuses on offering effective solutions to real staffing problems to give your business growth opportunities. DaMar provides total HR consulting from research to cost effective, on demand and flexible recruiting solutions.

DaMar Staffing Solutions is a certified Women Owned Business Enterprise, registered to do business with the state of Indiana, City of Indianapolis, a SBA 8(a) participant and Indiana Department of Transportation (INDOT) certification as a Disadvantaged Business Enterprise (DBE). 

The Heart of Service is the Key Greatness.

DaMar pays homage to George Washington Carver one of the greatest thinkers, servants and humanitarians in U.S. history. George Washington Carver was an American botanist and inventor. During his lifetime, he developed 325 products from peanuts, 108 products from sweet potatoes, 75 applications of pecans, 118 industrial products from agricultural products and over 500 dyes from the plants.  

Dr. Carver worked day and night to make various products including peanut butter, shampoo, milk, cheese, mayonnaise, instant coffee, flour, soap, plastics and pickles.  He did not profit from his discoveries; he gave them to mankind. He was never interested in the profit.  He believed God gave them to him and did not think it was right to sell them to someone else.

Ready to Go the Extra Mile
“The purpose of life is not to be happy. It is to be useful, to be honorable, to be compassionate, and to have life make some difference that you have lived and lived well.” ~Ralph Waldo Emerson

DaMar Staffing Solutions is keeping the legacy alive by serving clients, candidates and the community. Our team thrives on helping or doing work for others. DaMar Staffing will treat you and your people with respect and professionalism. You can expect the DaMar team to listen to you and learn what needs are important to you.  By asking thorough questions our staffing team will better understand you, your company and your open positions.

DaMar Staffing Solutions is a certified Women Owned Business Enterprise, registered to do business with the state of Indiana, City of Indianapolis, a SBA 8(a) participant and Indiana Department of Transportation (INDOT) certification as a Disadvantaged Business Enterprise (DBE). 

Be Fast, Quick and Swift.

Eight tips to streamline your hiring process.

If you are a business leader, you’ve probably heard the advice “hire slow and fire fast.” And, in some isolated cases there may be justifications for this approach, but in reality it makes no sense for today’s fast-paced business world. Hiring slow will cost you money and reduce your ability to attract top talent. Before adopting this approach, consider the logic of streamline your hiring process to be fast, quick and swift.

If your company is concern about bad hires that will slow your hiring process. The fear of making a wrong hiring decision can be real and understandable. Hiring mistakes are costly. However, operating short staffed may be worst. It’s not only costly but also painful, distracting and requiring managers to do three times the work. The longer the hiring process drags on the greater chances are for making mistakes. It can be a vicious cycle. 

If you can eliminate the fear, and streamline your process, you will have the confidence to move fast to make offers to the best candidates. With qualified talent in short supply, you need to hire quickly and effectively. This may require collaboration and help from external staffing experts. An expert staffing firm can offer you a talent pipeline, better interviewing methods and greater accountability.

It is important to find a staffing partner that understands your expectations and will move with speed and accuracy. Streamlining your hiring methods will promote rapid decision-making and liberate managers to hire sooner. Free your managers from the shackles associated with bad hires. Encourage managers to be fast to hire, quick to inspire and swift to hold people accountable. That is called leading and that’s what you want managers to do for the company.

Start by considering these tips for streamlining your hiring process.

• Review and updated all job descriptions for each position in every department. That will require additional time and work, but you will be ready when a position opens.

• Build your referral network and use social media to get the word out that you have an open position.

• Review all resumes promptly, avoiding the paperwork bottlenecks. Identify and review all job openings and candidates to prioritize the hiring process.

• Thoroughly screen all candidates carefully, first on paper and then by phone or video, before you consider scheduling in-person interviews.

• Provide recruitment training for all people involved in the hiring decisions.

• Always check and review references to avoid any last minute surprises.   

Once you've decided on a candidate, move quickly and make an honest offer.  Don’t waste any time, if you believe they are a good hire other companies probably do as well. 

Good Education. Strong Work Ethic. Dreams Do Come True.

Ursula Burns is chairperson of VEON

Dreams do come true, but not without the help of others, a good education, a strong work ethic and the courage to lean in. Ursula Burns was raised by a wonderful single mother in the rough public housing project of Baruch Houses in Manhattan, NY.  Ursula had three strikes against her: black, female and poor. However, her mother didn’t see it that way. On a modest salary, Ursula’s mother managed to send her to good Catholic schools.

Ursula Burns did not allow her environment to define who she was and knew that education was her way up and out.  It would have been so easy for Ursula to give-up on her dreams. But she didn’t; she embraced a series of “lean-in” moments: taking an internship with Xerox in upstate New York, going to an Ivy League school for a graduate degree. Ursula’s dreams did come true. She believes through a good education, a strong work ethic, and the courage to “lean-in,” anyone can improve their position.

In 2009, Ms. Burns became CEO of Xerox, making her the first black woman CEO to head a Fortune 500 company. As the CEO of Xerox, Burns “greened-lighted” a major acquisition which transformed the company from a copy and printing firm to a technology and services enterprise. Forbes rated Ursula Burns the 22nd most powerful woman in the world. Among other civic positions, she was a leader of the STEM program for the White House from 2009 to 2016, and served as President Obama's chair of the Export Council.

Today, she is currently chairperson of VEON, a senior advisor to Teneo and will join the board of the beverage company Diageo and Uber. Ms. Burns works hard to serve as an inspiration to what is possible and to offer access to opportunities. She teaches young people how to “lean-back” and then “lean-in.” This is the reason Ursula works with so many organizations that help minorities and women gain the education and self-respect they need to take risks and to dream big. Ms. Burns believes in paying it forward.

Dreams. Fierce Determination. Joy.

Joy Mangano, the star of the movie Joy, has sold more than $3 billion worth of home products.

Joy Mangano grew up on Long Island, tinkering in her father’s metal shop. She dreamed of inventing things that would improve life. But, sometimes life can be unkind. After a failed marriage, Joy, a single mom, spent many days struggling just to make ends meet.  She worked as a waitress, a reservation clerk and selling homemade grapevine wreaths.

Despite all the obstacles and frustrations, Joy never gave up on her childhood dreams. One random day while cleaning the floor, she had a light bulb moment: The concept of the Miracle Mop was born. The rest, as they say, is history.

The producer of the movie Joy said, “The idea that drew me to Joy, was the story of more than 40 years of a women’s life; from the magic of childhood, through a failed marriage, divorce and single parenthood, to fulfilling her dreams.  How do you tell the story of a person’s soul?”

Over time, Joy developed a quietly fierce determination that sees her through to build a business empire. There were lots of naysayers, but Joy never gave-up. She pushed through many external obstacles. In the film, Joy battles a mysterious man in Texas who claims to hold the patent to another self-wringing mop, invented in China. She flies to Dallas to confront him and discovers information that bolsters her case. It's a perfect scene to illustrate Joy's determination.  

Joy believed in herself even when the whole world didn’t. She said, “Sometimes it feels like the whole world is watching and waiting for you to fail. When you surprise everyone with all the success you’ve achieved, it makes you feel that much more amazing.”

Achieving success is a hard and arduous journey. You have to gather your courage and never give up. Success isn’t pretty and it is not convenient. However, Joy’s story shows you that if you keep going, the rewards are worth the wait.

Five tips to “joy-ous” success:  

1.       Always be yourself. 

2.      Don't be afraid to stand up for yourself.

3.      Don’t take “no” for an answer.

4.      Put in the work.

5.      It’s not about where you start, but where you’re headed.

Don’t let a crappy job or life’s obligations stifle your ambition. Everyone starts at the bottom, but what matters is where you end up at the end of it all. Don’t quit until you reach the finish line, because it may be more glorious than you could ever imagine.

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.