Is this a good thing? It certainly can be. As a career transition expert, I view temporary work as a perfect chance for a career switcher to try on different hats, work in various types of businesses, even add new skills and experience.
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With the job market extremely tight, even the small stuff counts, especially when you’re on a job interview. That’s why it’s so important not to say or do the wrong things, since that first impression could end up being the last one.With that in mind, here are seven deadly sins of job interviewing.
It’s a big risk to leave your job, so clarify that this is what you want. Have you carefully written out and weighted the advantages and disadvantages? Have you discussed it with a career counselor, staffing representative or someone you trust? What advice do they offer? Are you really ready to move on? Think constructively about how you want to handle it in a professional and amicable way. Here’s how to do it.
1. Keep It Private – Don’t tell anyone until you are really ready since rumors will spread like wildfire. In advance, find out what benefits you are entitled to such as vacation, sick time, insurance, retirement payments, etc. Don’t jeopardize your benefits or a possible breach of contract because you didn’t think ahead. Consider reviewing the policy manual to determine the appropriate amount of time. Giving at least 2 weeks is a common professional courtesy, but more may be necessary depending on your situation.
2. Write Your Letter of Resignation – A clear and concise letter of resignation will document that you have given adequate notice.
“I am writing to inform you that I am resigning from my position as Escrow Officer, effective March 12th, 2014. I have accepted another position. I want to sincerely thank you for this opportunity to work with you over the last 3 years. I have learned so much from you, and I am grateful for the skills I have developed here. Since I want to make this as smooth a transition as possible, let’s meet again to plan a course of action. Thank you again for what you have done for me, and I want to wish you and everyone the best for the future.”
3. Inform Your Supervisor – Schedule a private meeting with your boss. Tactfully explain that you are leaving and then submit your resignation letter by hand. Never resign by email – it’s just bad etiquette. Be clear and upbeat about this is a positive move for you. Express your appreciation for what they have done for you. Resist the temptation to vent – you’ll only regret it later. Instead, be gracious. I suggest you submit your resignation on a Friday. This will give everyone in the office including your boss to think about it over the weekend. Keeping your last day at work on Friday also will increase the chances for closure.
4. Consider a Counter-Offer – VERY IMPORTANT. You may receive a counter-offer as an incentive to stay. When you have accepted an offer from another company, you have already made the emotional decision to leave. A counter-offer is unlikely to keep you very long or keep you happy. Counter-offers tend to be short-term solutions that eventually fail. Think about it thoroughly before you accept one.
5. Tell Your Co-Workers – Break the news sensitively to those in your office before they hear it from others. Let them know that you are excited about the new opportunity, but you will miss them. Being diplomatic determines the perception people have of you.
6. Notify All Others – Share the news with management, other departments, customers and anyone that might be impacted. If you are overjoyed about getting out of there, just don’t gloat about it. Never bad mouth or complain about anyone or any workplace – it will come back to bite you. Be polite about it and express your gratitude. Give your connections your new contact information.
7. Be Prepared – In some work environments, you may be asked to leave either immediately or by the end of the workday. Some believe that once you have decided to quit, there is no point in having you linger around. If that is the case, wrap up your duties, clean out your desk, say your goodbyes, don’t take it personally and move on to your next opportunity.
8. Help with the Transition – Remember: the mere fact that you have resigned is likely to cause problems and stress for your supervisor and the ones left behind that have to pick up the slack. Leaving an employer high and dry may have its consequences. Demonstrate that you want to make this a seamless transition. You may want to suggest an internal or external candidate that might be a good fit. Offer to train the next person. Be flexible if you have outstanding projects and work late if you have to. Don’t leave your boss or co-workers guessing about how to handle the various aspects of your job. Find out what is expected of you in the last days. Don’t wait until the last minute to tie up loose ends since they tend to take longer than you think.
9. Be Ethical – To avoid claims of fraud, be sure to return any property including company car, client lists, computers, product samples, etc. Don’t be tempted to copy confidential information or files. Don’t sabotage the company or your future – you’ll only regret it. In addition, your reputation may be tarnished and be perceived as someone untrustworthy. Be sure to leave a lasting, positive impression that people will remember – all you have is your reputation to protect.
10. Say Goodbye – On your last day, leave your office clean and neat. This way your supervisor and replacement don’t have to clean up your mess. Have a wrap up session with your boss to go over any duties or other details. Let them know that you are always available for questions. It’s important to say thanks in-person, or by personal notes or email to all the people that you’ve worked with.
11. Move On – Since we live in an interconnected world, don’t burn any bridges. When you close the door behind you, also leave behind any negative memories, emotions or people. Don’t take any old baggage to the next job; make it a fresh start. Only take your skills and experience with you. By resigning properly, you will be respected for it, and you will leave a positive legacy of your work.
We are here to help you resign professionally. Call or email us for free advice!
Staffing agencies perform recruitment and selection processes for organizations that don’t have the time, expertise or resources necessary to manage the employment processes. Some staffing agencies provide temporary workers, and others provide candidates for temp-to-hire arrangements. Regardless of the employment type, there are certain advantages to employers’ use of staffing agencies, including expertise, cost, availability of workers and employee retention. SetPoint Consultants handles temporary, temp-hire, permanent placement and executive search options.
Staffing agencies often have a level of expertise that far exceeds some employers’ human resources departments. Hiring recruiters, employment specialists and an employment or recruiting manager to supervise staff could require a lengthy recruiting period to find qualified employees. Staffing agencies provide services that rival the best qualified recruiters and employment specialists, usually at a lower cost. Employees of staffing agencies generally have a higher level of expertise related to job knowledge, employment trends and recruitment practices by virtue of continuous placement of employees. They also have industry expertise if they work for staffing agencies that specialize in certain fields, such health care providers.
Using staffing agencies can result in lower costs associated with hiring adequate staff to recruit applicants. However, because staffing agencies manage the entire employment process, they also relieve employers of costs related to pre-employment testing, background investigations and drug screening. In addition, employers save money related to the expense of payroll processing and benefits administration. Small employers find that they can rely on staffing agencies to provide them with qualified employees at remarkable savings.
Staffing agencies have a larger network of available workers than do many employers. Employers looking to hire seasonal workers, for example, would need to advertise job openings, interview candidates and process new hire documentation for a relatively short period of employment. Staffing agencies, on the other hand, may have relationships with workers they’ve already identified as dependable, reliable and conscientious and who can fill a vacancy in a matter of days, or even hours. The network that staffing agencies maintain is a broad one from which they can tap potential employees who can fill any position an employer might have or anticipate.
Employers that engage the services of staffing agencies for temporary employees get an opportunity to observe employee performance, qualifications and work habits before offering the temporary worker a permanent job. This can cut down on turnover once the trial period is complete and both the employee and employer are satisfied the job is a good fit. Using staffing agencies for high-volume placements can result in tremendous savings related to turnover, training costs and the intangible costs of turnover, such as employee morale.
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