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How to Handle Counter Offers from Your Current Employer

Posted on May 02, 2018

When you resign from your current job after accepting a new one, a confusing and somewhat flattering situation can occur when a counter offer arrives from the boss. At this point, you’re on the fence about what to do.
The fact is that employers usually first consider their personal interests when an employee gives notice. They don’t want to demonstrate department turnover to their managers, spend more time and money finding a replacement, nor lose productivity such as falling short of sales goals or project deadlines.

Here are the facts about a Counter Offer:

  • Before you grab a counter offer, it’s important to think about what’s being offered and what actually brought you to the point of leaving in the first place. A counter offer is almost always about money. The reasons people leave are almost never about money alone.
  • The counter offer is useful tool from your employer to retain your services and bridge the gap while they seek a replacement. Two weeks notice is never enough time for an employer to find a replacement so they can always give you more money to stay around while your boss reviews resumes and takes time to interview replacements. When that special someone is found, you may be history.
  • The counter offer may give you more more money, but it never really addresses the key issues at hand about your job (career growth, commute, company culture/personalities, job duties, etc.).
  • The end result is, no matter how you behave in the future, you’ll always be regarded with suspicion. You may not be seen as a true member of the team. You’ve already shown that you’re ready to leave, so management will be waiting for you to do it again. You’ll be at the bottom of the list for promotions. A company may also not invest in training someone who may leave at any time.
  • Eventually, your job unhappiness or frustrations may return to the way they were before the resignation.

Before accepting a counter offer, ask yourself why your employer has made the counter offer. There is a strong possibility that the cons will outweigh the pros and you will realize that your decision to resign and pursue a new job opportunity was right after all.

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Do You Have Any Questions?

Posted on May 02, 2018

At the conclusion of a job interview you may be asked, “Do you have any questions?” A common answer is, “No, I think you’ve covered everything very well.” This is the wrong answer. You have passed up your opportunity to ask some critical questions that may make a difference as to whether you want to work for this company.
But what questions are appropriate? When Marianne was asked if she had any questions at the conclusion of her first interview, she began asking about sick time and vacation days and when she would be able to start taking them. The interviewer was taken back. “Is this what this woman cares about? Time off? This doesn’t sound like someone who will come in and get the work done,” the interviewer thought to himself. Clearly, Marianne had asked inappropriate questions.

Timing Is Key

The first round of interviews is about discovery, learning about the job and the company, not the benefits or raises. Good questions to ask in the first round are about the job content, and the company’s culture and future.

David had prepared ahead of time and was ready when the manager asked if he had any questions. David asked, “What types of projects would be forthcoming over the next six months?” The manager was eager to tell David about prospects for future business and the plans for future growth. This discussion prompted more questions from David. The interview ended after a lively exchange and on a very upbeat note. David’s questions were appropriate and timely.

The interview should bean exchange of information: What does the company want, and what do you have to offer? But it is also important to discuss what they have to offer, and what you want. It is essential to express an interest in the company and the work being done. By asking questions you will demonstrate investigative skills, illustrate you are particular about the company you work for and you are not going to take just any offer.

It is also important to consider whom you are talking to. The human resources person is the one likely to know about job descriptions, qualities being sought and the morale or company culture. The hiring manager, your future boss, is the person to ask about the department, the team you will be working with and the job’s challenges.

What About the Benefits?

But what about those other questions about benefits, stock options and time off? As the interview process unfolds, there will be time to ask about the benefits and practical matters. Often the human resources department will provide you with a brochure or information packet. Obviously, you will need this information to assess an offer, but all in good time.

What You Should Not Ask in the First Rounds of Interviewing

  • Don’t ask about salary, stock options, vacation, holiday schedule or benefits.
  • Don’t ask questions that have already been answered in the interview, just for the sake of asking something.
  • Don’t grill the interviewer. It’s OK to ask about the person’s background, but only as an interested party, not an interrogator.

Questions You Should Ask in the First Rounds of Interviewing

  • May I see a copy of the job description?
  • Why has the job become available?
  • What qualities are you seeking in the person for this job?
  • When will you make your selection?

Prepare five or six questions before the interview and take them with you. When the time comes for you to ask questions, take out your list. This will show good preparation on your part. This time is a valuable opportunity for you to get the information you need to help you make an informed decision.

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Resume Tips for Temporary Employees

Posted on May 02, 2018

Temporary employment is becoming increasingly popular with both staff and employers. Workers are realizing that they can enjoy top pay and diverse work environments, while companies see the value of bringing in temp workers to fill short-term vacancies or take on special projects. Temporary employment is available in a variety of fields for staff at all levels.

Temporary work does present certain resume challenges. Here are a few common questions and solutions: 

Q: Should I write the name of the temp agency or the company under the Employment section? 

A: Consider including both — it is best not to give the impression that you were employed by a company rather than a temporary worker. Here are a couple of ways to handle the employment heading:

ABC Company (Comforce Staffing Services), 1999 to present
Office Clerk


DEF Temp Agency, 1995 to present
Office Clerk
Key assignments:

ABC Company: Description, project highlights, results
DEF Company: Description, project highlights, results
GHI Company: Description, project highlights, results

Q: My temp work makes me look like a job-hopper. What can I do?

A: The best way to format your temp work depends on your specific situation, but try grouping similar experiences under one heading (e.g. Tax Accountant, 1995 to present). Then provide a bulleted list of your best temp assignments.

Q: What can I do to make my resume stand out from the crowd?

A: Instead of just listing your job skills, describe the benefits and results of your performance. For each temp assignment, develop a list of major accomplishments, placing the most emphasis on your recent achievements. When thinking about your accomplishments, it is helpful to use the Problem-Action-Result (PAR) technique. What problems or challenges did you face? What actions did you take to overcome the problems? What was the result or benefit to the company? Keep in mind that most companies value workers who enhance profits, save time, and save money.

Q: Are there certain qualities that I need to emphasize as a temporary worker?

A: Whether you are searching for a temp position or need to showcase your temp experience, there are attributes that many temp workers share. Some of the skills include adaptability/flexibility, ability to rapidly learn new tasks, and ability to prioritize. Your industry-specific skills that relate to your current career goal and past record of performance should also be highlighted. You can showcase your top credentials in a well-written Career Summary statement. This allows temp agencies and employers to see your key qualifications at a glance.

Q: How can I get keywords into my resume so I am found in an applicant search? 

A: The right keywords depend on your specific objective. A great way to determine keywords is to peruse job openings. Carefully read the job descriptions to see what employers are looking for. Pay attention to frequently used buzzwords that you can incorporate into your resume. 

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Action Phrases and Power Verbs

Posted on May 01, 2018

Describing your work experience isn’t easy. To help you, there is a list of action phrases and power verbs. The purpose of using them is to show employers that you know how to get results. Begin your job descriptions with a power verb or phrase: enlisted the support…, formed a committee…, sold, budgeted, improved, increased, maintained the client relationship.

Examples of power verbs go as follows:

Design, develop and deliver
Conduct needs analysis
Write course design documents
Manage development
Consult with clients
Facilitate problem-solving meetings
Implement solutions
Develop and implement formatting
Developed and delivered
Revamped product training
Assessed employee and client training needs
Analyzed evaluation data
Designed and implemented

Followed special task force
Assisted special task force
Proctored and scored
Facilitated discussion

Reduced manufacturing plant’s burden
Reduced material costs

managed an eleven-person team
negotiated over $(add dollar amount)
coordinated strategic five-year plan
created and implemented innovative approach
developed new product

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How to Write a Good Career Objective

Posted on May 01, 2018

1. Avoid job titles.
Job titles such as “Secretary” or “Marketing Analyst” can involve very different activities in different organizations. The same job can often have different titles in different organizations and using such a title may very well limit your being considered for such jobs as “Office Manager” or “Marketing Assistant.” It is best to use broad categories of jobs rather than specific titles, so that you can be considered for a wide variety of jobs related to the skills you have. For example, instead of “Secretary” you could say “Responsible Office Management or Clerical Position” if that is what you would really consider – and qualify for.

2. Define a “bracket of responsibility” to include the possibility of upward mobility.
While you may be willing to accept a variety of jobs related to your skills, you should include those that require higher levels of responsibility and pay. In the example above, it keeps open the option to be considered for an office management position as well as clerical jobs.
In effect, you should define a ‘bracket of responsibility’ in your objective that includes the range of jobs that you are willing to accept. This bracket should include the lower range of jobs that you would consider as well as those requiring higher levels of responsibility, up to and including those that you think you could handle. Even if you have not handled those higher levels of responsibility in the past, many employers may consider you for them if you have the skills to support the objective.

3. Include your most important skills.
What are the most important skills needed for the job you want? Consider including one or more of these as being required in the job that you seek. The implication here is that if you are looking for a job that requires ‘Organizational Skills,’ then you have those skills. Of course, your interview (and resume) should support those skills with specific examples.

4. Include specifics if these are important to you.
If you have substantial experience in a particular industry (such as ‘Computer Controlled Machine Tools’) or have a narrow and specific objective that you really want (such as ‘Art Therapist with the Mentally Handicapped’), then it is OK to state this. But, in so doing, realize that by narrowing your alternatives down you will often not be considered for other jobs for which you might qualify. Still, if that is what you want, it just may be worth pursuing (though I would still encourage you to have a second, more general objective just in case).
The most important part here is that you can clearly state what sort of a job you want and know what kinds of skills and experiences are needed to do well in that job. Even if you decide to change your career objective later, it is very important that you decide on a temporary one now.

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How to Write a Career Summary

Posted on May 01, 2018

Hiring managers are busy people. A single job posting might attract thousands of resumes. To get noticed, create a career summary statement. The goal of this section is to develop a hard-hitting introductory declaration packed with your most sought-after skills, abilities, accomplishments and attributes.
Take these six steps to create a winning career summary:

1. Conduct Research on Your Ideal Job
The more closely you can target your profile to the employer’s needs, the better your results will be. Start by searching jobs for your ideal position. Compare the ads and write a list of common job requirements and preferred qualifications.

2. Assess Your Credentials
Based on your research, how do you measure up? How would you help potential employers meet their goals? Besides the qualifications described, do you offer any added bonus? If you are lacking in one area, do you make up for it with other credentials?

If you are having a hard time assessing your skills, get help. Ask your colleagues, instructors and supervisors what they see as your key qualifications. Review your performance evaluations. What do others say about the quality of your work? Then write a list of your top 10 marketable credentials.

3. Relay the Value You Bring to the Table
The next step is to weave your top credentials into your summary. Keep in mind that the summary helps the hiring manager determine if you should be called for an interview. Include a synopsis of your career achievements to show that your dedication to results is transferable to your next employer. Explain how you would help solve their problems. Ask yourself, “How will the employer benefit from hiring me?”

4. Add a Headline
A headline on a resume hooks your readers and compels them to continue reading. A headline should include your job target as well as the main benefit of hiring you.

5. Focus on Your Goal
The most effective summaries are targeted on one career goal. If you have more than one possible objective, consider drafting different versions. Fill your summary with key words related to your career field. Your profile can also be supplemented with a bulleted “Key Skills” section, which provides an easy-to-read listing of your core capabilities.

6. Proofread, Refine and Perfect
First impressions are lasting impressions. Is your summary persuasive and free of errors? Is your tone appropriate for you career field? Avoid empty, generalized statements such as “excellent communication skills.”

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Posted on May 01, 2018

LabForce  is the scientific division of UNIFORCE Staffing Solutions. With nearly three decades of expertise to draw on, LabForce is a leading provider of timely and cost-effective human resource staffing solutions to the national scientific community.

As a subsidiary of UNIFORCE Staffing, LabForce offers its clients access to professionals across a broad range of scientific and technical disciplines who are available for short and long-term project assignments as well as direct-hire opportunities.

With clients across the country, we are focused on the unique staffing requirements found in today’s laboratories, research and manufacturing facilities. LabForce supplies flexible staffing to a wide range of industries including:

  • Pharmaceutical
  • Clinical Research
  • Consumer Products
  • Foods
  • Cosmetics
  • Medical Devices
  • Environmental

With LabForce, the Chemistry is Always Right!!!

Our three decades of experience help us to attract and retain highly skilled scientific professionals who will meet the demands and expectations of your research, laboratory, manufacturing or production environment.

Our stringent and rigorous pre-screening and testing processes ensure “the right fit” between our candidates’ skills and your technical requirements.

It is this commitment to customer satisfaction and integrity, which enables us to enjoy staffing partnerships with many of the world’s largest technology based corporations.

Challenging Opportunities to Meet Your Professional Goals

You’ve worked hard to acquire your technical skills and are constantly stretching your drive and abilities to meet the ever-changing demands in today’s business world.

At LabForce, we pride ourselves on establishing long-lasting relationships with professionals just like you who are ready to enjoy the challenges and rewards that come with the exciting career opportunities we offer.

Career Benefits

Working with UNIFORCE provides you with many career choices in the Scientific field. By meeting with our professional recruiters and consultants to assist you with your pursuit of a full-time opportunity, UNIFORCE can individually customize our direct hire search for you based on your career objectives and background. If you prefer to work for only a specific period of time, UNIFORCE can also employ you as a contract consultant to work at one of our client’s locations. UNIFORCE specializes in scientific / lab jobs with companies located in New Jersey (NJ), New York (NY), and Florida (FL).

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Common Resume Blunders

Posted on May 01, 2018

1.Too Focused on Job Duties
One of the most prevalent resume blunders is to turn a resume into a boring listing of job duties and responsibilities. Many people even use company job descriptions as guides to developing their resumes. To create a resume that is a cut above the rest, you should go beyond showing what was required of you and demonstrate how you made a difference at each company. Provide specific examples of how the company benefited from your performance. When developing your achievements, ask yourself the following questions:

  • How did you perform the job better than others would have?
  • What were the problems or challenges that you or the organization faced?
  • What did you do to overcome the problems?
  • What were the results of your efforts?
  • How did the company benefit from your performance?

2. Objective Statement that Is Flowery or Too General
Many candidates lose their readers from the very beginning of the resume: The objective statement. The worst objective statements start with, “A challenging position that will enable me to contribute to organizational goals while offering an opportunity for growth and advancement.” This type of statement is overused and too general and therefore wastes valuable space. If you are on a career track, consider replacing the objective with a tagline, which is a statement of what you do or what your area of specialty is.

3. Too Short or Too Long
Too many people try to squeeze their experiences onto one page, because they’ve heard that a resume should never be longer than one page. When formatting the resume to fit on one page, many job seekers delete their impressive achievements. The reverse is also true. Take the candidate who rambles on and on for pages about irrelevant or redundant experiences; the reader will easily be bored. When writing your resume, ask yourself, “Will this statement help me land an interview?” Only include information that elicits the answer “yes”.
The rule about the appropriate length of a resume is that there is no rule. Factors that go into the decision regarding length include occupation, industry, years of experience, scope of accomplishments and education. The most important guideline is that every word in the resume should sell the candidate.

4. Use of Personal Pronouns and Articles
A resume is a form of business communication, so it should be concise and written in a telegraphic style. There should not be any mention of “I” or “me,” and only minimal use of articles. Here is an example:
The statement:
I developed a new product that added $2 million in sales and increased the gross margin of the market segment by 12 percent.
Should be changed to:
Developed new product that added $2 million in sales and increased gross margin of market segment by 12 percent.

5. Listing Personal or Irrelevant Information
Many people include their interests, such as reading, hiking, snowboarding, etc. These should only be included if they relate to the job objective. For example, if a candidate is applying for a position as a ski instructor, he or she should list cross-country skiing as a hobby.
Personal information, such as date of birth, marital status, height and weight, should normally not be included on the resume. There are several exceptions, however, such as some entertainment professionals and job seekers outside of the United States.

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