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Employment Equation

02d06a5  “The strongest pace of job growth we’ve seen since 1997” was the statement recently attributed to Paul Ashworth, the chief U.S. economist with Capitol Economics.  The U.S. Labor Department advised that employers added 257,000 new jobs in January, 2015 besting the forecast of 228,000.  Job growth estimates in November, 2014 were upwardly revised to 423,000, the most in 17 years.  December job growth estimates were increased to 329,000 up from the original estimate of 252,000.

There was a slight increase in average hourly earnings of $0.12 per hour in January, 2015 and that suggests the labor market is tightening.  What does all this mean for you and for us?  It may well mean that our job of finding the talent you need is going to get a bit more difficult, and it might mean that the talent we are able to locate will expect a bit more money in hourly wage or salary.  Predictions are that wage growth will continue into 2015, and that this is likely to show itself across all sectors.

You and we all have been here before.  When jobs are plentiful and labor is tight, the cost of new employees rises while the supply is obviously diminished.  When workers are more plentiful, the cost of employees holds steady or reduces.  We usually think of an expanding economy as being good for most of us, and that is our feeling with today’s news.

We’d rather participate in a growing economy and most of our client employers would prefer that as well.  If you are seeking a better job, give us a chance to help you with that search.  This is a great time to be seeking to improve your situation.  If you are seeking to add employees, this is also a great time since employees recognize this is a better job search market than they have seen for several years.

If you expect to need more employees, this is a good time to begin that search.  If you would like to confidentially explore the market for a new position, this is a good time to begin that effort, too.  We are ‘matchmakers’ and we are good at it.  We have had a lot of experience on both sides of this equation.

Let us hear from you.

Alan Campbell,  Account Manager


It’s Tricky

its tricky

It’s Tricky

This may sound like ‘preaching to the choir’ but…the smaller your company and its staff, or the bigger and more critical the job, or a combination of those things, the greater the need for a disciplined and thoughtful process leading to the ultimate decision.  The interviewing process and reference checking, and hiring processes are critical to the desired outcome.

Candidates sometimes have difficulty accepting that a hiring decision favoring someone other than them could have been a good thing for them.  It frankly takes a very mature, self-assured candidate to be able to conclude this, even a week or two after the event.  For some, the moment of understanding is hard to grasp even months later.

There are at least several things we can learn from experiences like this.

First, this is what we do for our client employers.  It is all we do, and it stands to reason that we do it well since we’ve been here for a long time and thrived in our chosen field.

Second, we can take the worst part of the process out of your hands and we are accustomed to breaking the news, good or not-so-good, to candidates.  That also is what we do and we are good at that too.

Third, if you’re looking at a couple of new hires, and they appear to be equal depending upon the skills and experience required we may be able to help you ‘preview’ each candidate on a temp-to-hire basis.  That is dependent on the candidates since they will need to be made aware of this and agree to it.  That can prove to be tricky.  This approach will typically not be employed when the desired skill and experience set is tough enough to locate once, let-alone twice in a reasonable span of time.

As difficult as it is sometimes to understand that a decision which goes against one as a candidate was a good decision for both him or her and the prospective employer,  that usually is the result even though sometimes it can take quite a while to heal and see that situation for what it was…a blessing in disguise.  If you’ve had a personal experience with this, you understand.

Frankly, it is sometimes better if a person has had such an experience.  Then he or she is better able to ascertain if this is a good position for them or if they’d be wise to pass even if it were to be offered.

The old phrase “any port in a storm” is simply not appropriate for a candidate in the interviewing and hiring situation other than in the temporary category where there is both a beginning and an end in the picture from the beginning.  If the individual has not had the experience of a wrong choice that didn’t pan out, there can too often be the need for that to be proved later in life than earlier.  This is part of the maturity we seek in candidates; we find this to be very important to our success and to the success of our client companies.

Fred D’Amato – Vice President

Fred D'Amato


Try Before You Hire

Classifieds Job Market circling newspaper

Try Before You Hire

Bloomberg has reported a statistic that helps us to better understand the labor market.  They report that there are now some 2.8 unemployed people for every job that is available in the United States.

For politicians seeking votes, this is a large prospective pool from which to attempt to draw those votes.  For members of this pool of unemployed people, this is a large group that each would love to see grow smaller as the result of their personal departure from membership.

For employers seeking the right candidate(s), this is a pool that is both exciting and challenging at the same time.  There are excellent people in that pool, just as there are those in the pool who aren’t as desirable as others.  That brings to bear the services we offer day-in and day-out.

WFA Staffing works diligently to help you select that best available candidate for your open position.  Our years of experience, and our thousands upon thousands of interviews over time, help us to find the best available candidates time after time.  Do we have a 100% success record?  No; unfortunately we all make hiring mistakes.  What we do have is the ability to react quickly if and when a candidate does not measure up to expectations, and to help you remove the problem and find the replacement quickly.

Our temp-to-hire program is especially well-suited as the tool to help the employer “try out” the candidate before making a final decision.  If the person isn’t getting the job done, or isn’t getting along with other employees, we can make the change occur very quickly with minimal disruption to our client employer.

In this new age of the Affordable Care Act, it is even more important than before that you, the employer, have the flexibility this program provides.  You can determine good employees secure in the knowledge that you have only to make a phone call when one of the people on a temp-to-hire probationary period proves not to be a person you wish to retain.

Give us a call or send us an e-mail, and we’ll get the ball rolling immediately so you can remain focused on running your company and making a profit.


Tom Krist – President

Tom Krist


A Bad Time to Search?

Bad Time to Search edited ppt

A Bad Time to Search?

We are in the holiday season and there is a significant concern on the parts of many as to whether a search for qualified candidates is worthwhile or not during this season.  We believe that this can be one of the very best times for searching out the ideal candidate.

We humans tend to become more focused on ourselves and our families during this time of year.  We are reflective; we think about the good and the not-so-good things that have been part of our lives in the year that is coming to a close.

That thought process coupled with an aggressive search mounted by WFA Staffing can hit at precisely the right time in the lives of the candidate and his or her family.  It is not unusual for the remaining vacation time to be used during this period and that makes out-of-town searches all the more possible.  Bonuses that might have served to tie people down even if they were unsatisfied in their positions will have been paid out thus eliminating another barrier to interviewing.

On top of that, we tend to think of things we’d like to change for the coming year as we move closer to year-end.  If we have no children in the home, this time is as good as any time for a ‘new beginning’.  Even with kids in school, this is a good time to have interviews and begin to make plans for later in the spring.  In some cases, employers may be willing to extend themselves to get the right person recognizing that he or she might need more time off given a family left behind until school is over.

All in all, we find this as good a time for interviews as any time in the course of a typical year.  We even find that the holiday spirit can have a solid effect on the results of interviews.  We are a bit more laid back and might be willing to spend more quality time in meaningful interviews as the year winds down.  We are more in tune with others and that can be nothing but good for the prospective employee and for the prospective employer.

Give WFA Staffing an order and let us find that perfect candidate no matter what time of year is upon us.  We’ll even put a bow around the whole experience!

Tom Krist

President – WFA Staffing

Tom Krist


Toughest Job? Finding your next job!

Cece Frustrated Pic 2 - 10-10-13

What’s the Toughest Job? Finding your next job!

If you’ve had a long career working at one or two firms, finding a job 20 years ago was remarkably straight forward.  You heard company XYZ was hiring, went over to XYZ company and completed an application and then you were hired.

Job hunting is very different today.  It involves searching for a job on-line, completing an on-line application or forwarding your resume and crossing your fingers.  Only rarely do you receive an indication that your application has been reviewed.

This new hiring practice can be very frustrating to the candidate.  There are several steps a “mature” candidate can take to generate job interviews and find that next job.

*Don’t begin your resume with “over 20+ years of experience in…”  In some cases, to the hiring manager, five (5) or Ten (10) years of experience can be as valuable as 20+, depending on the position. (Read the job description) Plus, the person reviewing your resume or interviewing you may only be 32 years old and may view you as a fossil.

*Include specific duties and accomplishments during your last 10 years.  Don’t go back to your first job out of high school or out of the military.

*Don’t put down the year you graduated from high school or list your grammar school.  It’s important that you have a high school diploma, but the hiring manager doesn’t need to know what year you earned it.

*During the interview, don’t launch into a laundry list of your frustrating experiences looking for your next job.  The hiring manager doesn’t have time to listen to that.

*Discuss your skills, solid work history and how important it is for you to go to work every day and perform to the best of your ability.

*If appropriate, in the interview mention that at this point in your life, you don’t have major family demands—day care, school functions, sporting events, etc.—that requires you leaving work randomly.

*If the interviewer leads up to it, explain that you have no reason or desire to text people during the day or surf on Facebook.


Experienced employees deliver great benefits to companies.

To find that “next job”, focus on your positives instead of your longevity and frustrations.


Tom Deffke – Senior Account Executive

WFA Staffing Group

Tom Deffke