Nourish HUB Partnership

Priority Staffing Moves into Nourish Food Bank

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Nourish Food Bank

Priority Staffing Group is excited to announce our newest partnership with Nourish Food Bank in Murfreesboro. In addition to our current location on Veterans Parkway, our staff will now occupy a second space located within Nourish’s HUB distribution center to better serve our community members needing employment services.

 

We will be on-site at 1809 Memorial Blvd Murfreesboro, TN 37129 on Tuesdays and Thursdays to take applications and conduct interviews for current and future job openings. We will also be available to assist with resume building and interview coaching upon request. 

 

The distribution center, The Nourish HUB, just opened its doors in September of 2018. The new facility exists to offer critically needed resources, preparation, storage and distribution of food supplies to nonprofits including food banks/pantries, mobile meals programs, shelters, senior and youth food wellness initiatives, and others as appropriate to the hunger relief movement.

 

Visit the Nourish Food Bank website for more information about the incredible work they do in our community.

Want to support them even more? Purchase tickets to benefit the Nourish Food Bank at their upcoming event, Aloha Hanai, a Lei’d Back Luau. The community event is Saturday, June 22nd 6:30 – 9:30 pm.

 

Check out some of our other non-profit partners, like Endure Athletics and Amelia’s Closet.

Cannabis Regulation and Tax Act

Illinois Cannabis Regulation and Tax Act

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On June 4, 2019, the Illinois legislature passed the Cannabis Regulation and Tax Act. In a nutshell, the use of cannabis in Illinois will now become recreational effective January 1, 2020.

Under this act, the General Assembly finds and declares that cannabis should be regulated in a manner similar to alcohol. To the extent that persons, age 21 and older, will have to show proof of age before purchasing cannabis.

When it comes to how we handle this in the workplace as employers however, we still have some rights, unlike other states. The General Assembly declares at the beginning of the “Cannabis Act” that “employee workplace safety shall not be diminished and employer workplace policies shall be interpreted to protect employee safety.”

A snapshot of Sections 10-50 gives us a few guidelines on what we can expect as employers in how to move forward with our enforcement of this new law.

  • Nothing in this Act shall prohibit an employer from adopting reasonable zero tolerance or drug-free workplace policies, or employment policies concerning drug testing, smoking, consumption, storage, or use of cannabis in the workplace or while on-call provided that the policy is applied in a nondiscriminatory manner.
  • Nothing in this Act shall require an employer to permit an employee to be under the influence of or use cannabis in the employer’s workplace or while performing the employee’s job duties or while on call.
  • Nothing in this Act shall limit or prevent an employer from disciplining an employee or terminating the employment of an employee for violating an employer’s employment policies or workplace drug policy.
  • An employer may consider an employee to be impaired or under the influence of cannabis if the employer has a good faith belief that an employee manifests specific, articulable symptoms while working that decrease or lessen the employee’s performance of the duties or tasks of the employee’s job position, including symptoms of the employee’s speech, physical dexterity, agility, coordination, demeanor, irrational or unusual behavior, or negligence or carelessness in operating equipment or machinery; disregard for the safety of the employee or others, or involvement in any accident that results in serious damage to equipment or property; disruption of a production or manufacturing process; or carelessness that results in any injury to the employee or others. If an employer elects to discipline an employee on the basis that the employee is under the influence or impaired by cannabis, the employer must afford the employee a reasonable opportunity to contest the basis of the determination.
  • Nothing in this Act shall be construed to create or imply a cause of action for any person against an employer for:
    • actions, including but not limited to subjecting an employee or applicant to reasonable drug and alcohol testing under the employer’s workplace drug policy, including an employee’s refusal to be tested or to cooperate in testing procedures or disciplining or termination of employment, based on the employer’s good faith belief that an employee used or possessed cannabis in the employer’s workplace or while performing the employee’s job duties or while on call in violation of the employer’s employment policies;
    • actions, including discipline or termination of employment, based on the employer’s good faith belief that an employee was impaired as a result of the use of cannabis, or under the influence of cannabis, while at the employer’s workplace or while performing the employee’s job duties or while on call in violation of the employer’s workplace drug policy; or
    • injury, loss, or liability to a third party if the employer neither knew nor had reason to know that the employee was impaired.
  • Nothing in this Act shall be construed to enhance or diminish protections afforded by any other law, including but not limited to the Compassionate Use of Medical Cannabis Pilot Program Act or the Opioid Alternative Pilot Program.
  • Nothing in this Act shall be construed to interfere with any federal, state, or local restrictions on employment including, but not limited to, the United States Department of Transportation regulation 49 CFR 40.151(e) or impact an employer’s ability to comply with federal or state law or cause 25 it to lose a federal or State contract or funding.

 

So what should we do to prepare for the upcoming change in 2020?

  1. Consider whether or not you will continue to provide a drug-free workplace. If so, will you address with your staff prior to rolling this out?
  2. Evaluate your policies and procedures when it comes to the legalization of marijuana. The policy should clearly state that you are cannabis, drug, and alcohol-free workplace, what the consequences will be of violating this policy as well as how they can contest a cannabis-related disciplinary decision.
  3. While this act does not state specifically that reasonable accommodation must be made, medical marijuana laws might require you to engage in the interactive process.
  4. Train your staff on the signs of impairment and the procedures to follow for reasonable suspicion drug testing and post-accident drug testing.
  5. It’s always wise to consult your attorney to review these policies prior to putting them in place.

 

 

This article (“Article”) is a service made available Priority Staffing Group, Ltd, its partners, affiliates or subsidiaries (“Provider”). This Article provides general information related to the law and is designed to help users safely cope with their own legal needs. This Article does not provide legal advice and the Provider is not a law firm. None of our content writers are lawyers and they also do not provide legal advice. Although we go to great lengths to make sure our information is accurate and useful, we recommend you consult a lawyer if you want legal advice. No attorney-client or confidential relationship exists or will be formed between you and Provider or any of our representatives.

 

Staffing Agency, group photo

We Do Care

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Staffing Agency, group photo

We get it. We know why you shy away from using a staffing agency when you’re job searching. You don’t want to just be another body in a warehouse. Well, Priority Staffing Group is different for one simple reason: We care.

It’s easy to take everyone who comes in for a job and throw them into the first open position we have. But we don’t do things the easy way; we do things the right way. Three things happen in our office that you won’t see other agencies do.

 

1) We Ask

When you come in for an interview with Priority Staffing, we ask a series of questions that don’t just determine if you are able to do a job, but determine if you will enjoy the job. Our belief here is that no one should get stuck doing a job they hate. Life is too short for that and we want to see people both successful AND happy. Taking the extra time to ask you the right questions helps us figure out what your next steps will be.

 

2) We Listen

After asking our interview questions, we don’t just tell you what job we want to put you in. We listen to your feedback and hear your concerns. If you say “I hated my last job because it was too dirty,” then we are not going to put you in a cleaning job that we know you won’t like. We take the time to listen and understand you so that you’ll have a placement that you enjoy.

 

3) We Care

Above all else, our Recruiters and Account Managers at Priority Staffing Group genuinely care about our applicants. Many of us came to this company with a desire to help people and make a difference. Having that passion for people is what makes us different. Priority Staffing Group hires our internal staff with the same patience and thoughtfulness we use to hire for our clients’ positions. We hire people who match our company culture and fit in with our values.

Everyone at our staffing agency is out to make your success our priority.

 

If you’re a job seeker ready to make the leap, call any of our office locations so we can get you on the way to the career you want.

Marion, IL – (618) 969-8800 | Vandalia, IL – (618) 283-9533 | Murfreesboro, TN – (615) 295-2127

Best Practices: Interview Questions

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For those of us who have been on the candidate side of an interview, it can be difficult to answer the question about, well, questions.

 

So what are interview question dos and don’ts? Read on for some suggestions on what to ask and not to ask in your next job interview.

 

The Dos:

 

The Basics

You probably came into your interview with some questions about hours, expectations of the job, reporting supervisor, etc. Asking questions they didn’t answer is the best place to start. It shows you have genuine interest in the job and what you’ll be doing at the company. Just make sure to focus on aspects that show you care about the right things, rather than how you can cut corners.

 

Business Structure

As you prepared for your interview, you probably spent some time online gathering information about the company. That’s a great start, but what didn’t you find out? Did their website tell you how many locations they have, but not when the company was founded? Ask how long they’ve been in business.

Did you find a detailed history of the company, but nothing about their current staff? Ask how many employees they have locally/regionally/nationally. Show an interest in the company you’re auditioning for and you’ll make a good impression.

 

Company Culture

No one likes to start a job and find out on the first day that everyone there works in shared office space as a team, when you prefer to work independently, away from distractions. It is important to know what culture you’re coming into. Teams who like each other tend to work better together, making everyone’s job a little easier.

Ask what kinds of team building activities they do as a company, but also ask about the business’ mission statement and if they have a set of Core Values. You’ll sound impressive to your interviewer and also get some inside info that other applicants probably didn’t think to ask.

The Don’ts

job interview

Monetary Gain

If this is your first interview at the company, don’t bring up salary or benefits unless the interviewer brings it up first. If they ask, it has opened up a door. But if they don’t, it probably isn’t their biggest concern and shouldn’t be yours either.

Don’t make it seem like you’re only in it for the money, vacation time, insurance or 401K match. Business owners want to see that their employees are engaged in the work and their goals more than their compensation.

 

People

Don’t ask about race, gender, marital status, age, religion, etc. of your interviewer or anyone else who works at that company. Just like you don’t want them to ask you about those things, it is inappropriate to ask that of them.

 

Lifestyle

Do I have to take a drug test? This question is a sure way to get rejected for a position. Even if the company doesn’t require drug testing, you have caused concern for your reliability and responsibility. Always be prepared to take a drug test for work, but never worry your interviewer about whether you’ll pass or not.

 

Overall, be prepared to ask two to three good questions and shy away from asking anything too personal or too specific. If you need help preparing, Priority Staffing Group provides interview coaching and resume writing help to our applicants. We want to see our applicants succeed. Call any of our offices to find out how we can help connect you to your next opportunity.

 

Marion, IL: (618) 969-8800 | Vandalia, IL: (618) 283-9533 | Murfreesboro, TN: (615) 295-2127

professional hiring

Myth Buster #3

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Myth: Staffing agencies only have industrial jobs

 

Staffing agencies don’t do professional hiring, right?

Wrong.

 

It’s common to think that staffing agencies only have hard labor or industrial jobs, like warehouse and factory. And while we do hire for those types of jobs, they are not the only options we offer. The truth is, we provide opportunities for everything from entry-level to specialized technical and professional roles.

 

At Priority Group, we recruit for vocational positions like CNC machinists, welders, electricians and all sorts of mechanics and engineers. Many of our locations even offer banking, call center, IT, marketing, and a variety of clerical or customer service positions in addition to our clients who offer warehouse, factory and general labor work.

Apply for clerical jobs here!

 

For professional positions, we recommend applying through our Direct Hire Placement Service. Megan Jones, Priority Staffing’s Direct Hire Operations Manager, takes the extra time to place professionals in positions such as Accounting, Nursing and Upper Management. If your qualifications more closely identify to what we offer in this department, send your resume to get started.

 

If you know someone who is looking for a new opportunity, no matter what walk of life they’re in, send them to us! Priority Staffing Group is here to help.

 

You can get submitted for multiple positions with one interview here, making it easier to find a job you’ll love. Read why your odds are better through a staffing agency here.

LinkedIn

LinkedIn Profile Tips for Job Seekers

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LinkedIn

If you are looking for a new career opportunity, your social media presence, especially your LinkedIn profile, can play a very important role in your success.

In Illinois it is actually illegal for employers to use social media in determining whether or not to hire someone. Employers can, however, use sites like LinkedIn to find qualified applicants and notify them of career opportunities. For this reason, you want to make sure your profile depicts you in an accurate and professional manner.

If you’ve created your profile, but are not getting any attention, think about making a few changes. It could be that your profile does not portray a professional look. Unlike other social media platforms, LinkedIn is almost all business. Your profile, posts and comments should keep with that fact. For those of you struggling to gain traction on LinkedIn, here are some simple tips that you can implement today.

1. Add a Professional Headshot

With LinkedIn, it’s all about being professional. Therefore, your photo should depict a professional image, not an inappropriate, blank or casual one. Most phones now have a camera with high enough resolution to capture a good photo – so no excuses! Remember, your photo could be the first impression an employer has of you, so dress accordingly.

2. Use Keywords in your Headline

Your headline should contain keywords that relate to the position you are seeking. Think about some of the most likely terms or phrases a potential employer looking to hire candidates might search for and add them to your profile. It will make you more visible to searchers.

3. Create a Results-Driven Summary

Given that it’s the first section people read after your header and headline, be sure to include any key achievements, career milestones, awards, endorsements and success stories. Instead of focusing on tasks you completed, focus on the results your actions yielded.

4. Ask for Recommendations

Recommendations can help readers understand the types of problems you solve, how you make decisions and how you handle tough situations. Ask supervisors from past jobs and others you have done business with to leave you a recommendation outlining your skills and achievements.

5. Make Regular Updates

Being “top of mind” with potential employers can be very beneficial. Aside from staying in front of them, sharing insights about your career field will show that you are serious about your profession and work to stay current in your field.

6. Become Active in LinkedIn Groups

LinkedIn groups are a great place to connect with potential employers while demonstrating your knowledge on a particular topic. You should search out groups specific to your profession and actively engage in those groups. You may be unknowingly demonstrating your expertise to a future employer.

7. Turn off LinkedIn Activity Broadcasts

Turn off your account’s activity broadcasts if you don’t want potential employers to know that you are updating your profile. If you are reading this and have just realized your entire profile needs an overhaul, you may want to turn off updates to stay off the radar of potential employers until your profile is ready for action.

While the tips above are pretty simple, making sure your profile is professional, up to date and demonstrates your expertise is more than worthwhile when you are looking to change careers. Take a few moments today to make sure your profile is making the first impression you want it to.

 

If you are looking for professional career opportunities, be sure to apply for positions you are interested in and call any of our offices to schedule an interview.

Marion, IL – (618) 969-8800 | Vandalia, IL – (618) 283-9533 | Murfreesboro, TN – (615) 295-2127

Happy Holidays!

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From everyone at Priority Staffing Group, we wish you and yours a happy holiday season!

 

Please note that we will have varied hours for the week of Christmas so that we may spend the holiday with our families.

For questions regarding our open hours, please call any of our offices.

Marion, IL – (618) 969-8800 | Vandalia, IL – (618) 283-9533 | Murfreesboro, TN – (615) 295-2127

resume writing

Resume Writing: The Beginner’s Guide

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Resume writing can be difficult, but, trust us, it doesn’t have to be. All you need is a little time and attention to detail. Follow these tips and soon you’ll be on your way to the job of your dreams!

 

Make a List

Oftentimes, recruiters receive resumes that are pages long. While you should have a list of all your past jobs, you should never send that list to a prospective employer. Start by writing down every job you’ve had and the major responsibilities from each one. This doesn’t need any special formatting since it’s simply a guide to use while creating your tailored resume. While you’re making the list, it helps to name your supervisors and anyone you worked with who you could use as a reference later.

 

 

Choose a Format

Once you have the information you’re going to include on your resume, you should choose a format. If you don’t already know how to format a resume, you can find templates in Microsoft Word or by searching the internet for resume templates. Find something that looks clean and professional.

Your name and contact information should always be at the top of the page. Experience should be next, followed by education and special skills.

 

Include Relevant Details

One you start to write your resume, you’ll want to think about the job you’re applying for, the description of that job and what experience you have that lines up with it. If you worked as an assistant on a construction site, that should be included if you’re applying for a construction job; however, that experience probably isn’t relevant when applying to an administrative or customer service position. The included experience should be tailored to fit each job you apply for. Some exceptions include management positions of any kind or if you don’t have very much job history.

Unless you have 20 years of relevant experience, your resume should be one page only. Cut down on irrelevant job duties. For example, if you worked as the manager of a retail store, you don’t need to include that you know how to operate a cash register. Recruiters will be more interested on whether you know how to make schedules, train employees, and control inventory. Give the big picture with the most important details only.

 

Sell Yourself

 

So, what details should you include? You should tell the things that make you stand out. Remember, the reviewer is receiving several other resumes. Tell them why they should call you before anyone else. Did you increase sales by 20% at your last store? Did you cut down on packing time in the warehouse? Do you know how to use a special computer program? Let the recruiter know what is unique about you!

Make sure to sell yourself and the skills you know, but don’t ever lie. If you only used Adobe Photoshop once in your high school yearbook class, don’t put Expert at Adobe Photoshop on your resume. When you’re asked to prove your skills, you don’t want to embarrass yourself (not to mention, waste your time and the recruiter’s time). Just be honest about what you know and sell those attributes. It will likely land you a job you’re happy with and well-suited for.

 

Proofread

Most importantly, don’t forget to use proper grammar and spelling throughout your resume. Then, read it over again to make sure it’s all correct. If spelling and grammar aren’t your strongest skills, ask someone else to look at it for you.

Finally, Priority Staffing Group is here to help you. Our website has a resume builder that helps you get started. And when you apply with us, we’ll look at your resume and make suggestions for you too. All you have to do is ask! Make an appointment today so that we can get you on your way to a new job!

 

Marion, IL – (618) 969-8800 | Vandalia, IL – (618) 283-9533 | Murfreesboro, TN – (615) 295-2127

holiday hiring

Hiring Holiday Help

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As the busy season comes around, we know how difficult it can be to hire holiday help for your company.

Read on to find out how to get the right help for your business this year, or call any of our offices to ask about seasonal workers.

Marion, IL – (618) 969-8800 | Vandalia, IL – (618) 283-9533 | Murfreesboro, TN – (615) 295-2127

 

Hire Quickly

One of the biggest mistakes we see companies make around the holidays is not hiring quickly enough. It can seem tempting to hold off until right before the holiday rush, but unless you have already experienced staff, you have to train these new employees. Seasonal workers need to be able to handle the day to day tasks of your business during the most stressful season. It takes time to hire and train workers to that level of comfort, so don’t delay!

 

 

Ask Questions

Make sure to ask the right questions when interviewing holiday workers.

Ask about their availability. It’s important to know if they have plans to be out of town for certain days or can’t work weekends when you’re the busiest.

Find out how they handle stress by asking them to tell you a time when a shopper was angry at their last job. You need to know they can handle the heat of the holidays, including the frustration many customers can express.

 

Be Clear

Part of finding the right people for the job means advertising clearly. Don’t advertise for a full time, permanent position if you only need workers from November to January. Misleading your applicants will cause wasted time for them and for you when it turns out they don’t have the schedule or skills to perform your job duties. Be clear and be honest.

 

Persuade them

While being honest is important, being persuasive will go a long way too. It’s crucial to explain both the stressers of the job AND the benefits. Do you offer a 30% discount even to your seasonal workers? Tell them! Do you give holiday pay for Christmas Day? Don’t leave that out! You know why your company is such a great place to work – make it clear to the candidate too.

 

 

Call Us!

When hiring for the holidays becomes too stressful, or you need to focus on all the other aspects of running your business, call us! Priority Staffing Group has a database of high-quality candidates we want to share with you.

Many of our applicants would love to work during the holidays for extra money or as a test run for permanent employment. Temp-to-hire contracts are a wonderful way to get extra hands during the holiday season and then keep the best workers all year.

Call any of our locations to speak to an account manager about seasonal workers.

Marion, IL – (618) 969-8800 | Vandalia, IL – (618) 283-9533 | Murfreesboro, TN – (615) 295-2127

thanksgiving contest winner

Thanksgiving Contest Winners

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Priority Staffing Group held a contest for our current employees the week before Thanksgiving.

Any current employee who left a review for us on Google was entered into a drawing to win a $50 Kroger gift card and a food basket to help with Thanksgiving.

 

OUR WINNERS

Congratulations to Jess (Marion, IL), Melissa (Murfreesboro, TN), and Kenny (Vandalia, IL) on winning our Thanksgiving contest prizes!

 

 

Make sure to follow us on Facebook to stay updated on future contests!

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