Positive Staffing Quotes

I also quickly came to appreciate the importance of watching what’s said around clients. When clients make unexpected requests for legal advice – as they often do – I learned that it was better to tell them I’d get back to them with an answer, and go away, research the question, and consult with a supervising attorney, rather than firing back an answer off-the-cuff. A friend of mine at another firm told me a story that illustrates the risks of saying too much. It seems an insurance company had engaged my friend’s California-based firm to help in defending against an environmental claim. This claim entailed reviewing huge volumes of documents in Arizona. So my friend’s firm sent teams of associates to Arizona, all expenses paid, on a weekly basis. Because the insurance company also sent its own lawyers and paralegals, as did other insurance companies who were also defendants in the lawsuit, the document review facility was often staffed with numerous attorneys and paralegals from different firms. Associates were instructed not to discuss the case with anyone unless they knew with whom they were speaking. After several months of document review, one associate from my friend’s firm abandoned his professionalism and discretion when he began describing to a young woman who had recently arrived at the facility what boondoggles the weekly trips were. He talked at length about the free airfare, expensive meals, the easy work, and the evening partying the trips involved. As fate would have it, the young woman was a paralegal working for the insurance company – the client who was paying for all of his “perks” – and she promptly informed her superiors about his comments. Not surprisingly, the associate was fired before the end of the month. My life as an associate would have been a lot easier if I had delegated work more freely. I’ve mentioned the stress associated with delegating work, but the flip side of that was appreciating the importance of asking others for help rather than doing everything myself. I found that by delegating to paralegals and other staff members some of my more tedious assignments, I was free to do more interesting work. I also wish I’d given myself greater latitude to make mistakes. As high achievers, law students often put enormous stress on themselves to be perfect, and I was no different. But as a new lawyer, I, of course, made mistakes; that’s the inevitable result of inexperience. Rather than expect perfection and be inevitably disappointed, I’d have been better off to let myself be tripped up by inexperience – and focus, instead, on reducing mistakes caused by carelessness. Finally, I tried to rely more on other associates within the firm for advice on assignments and office politics. When I learned to do this, I found that these insights gave me either the assurance that I was using the right approach, or guidance as to what the right approach might be. It didn’t take me long to realize that getting the “inside scoop” on firm politics was crucial to my own political survival. Once I figured this out, I made sure I not only exchanged information with other junior associates, but I also went out of my way to gather key insights from mid-level and senior associates, who typically knew more about the latest political maneuverings and happenings. Such information enabled me to better understand the various personal agendas directing work flow and office decisions and, in turn, to better position myself with respect to issues and cases circulating in the office.

How to Quantify Achievement Stories When hiring managers, recruiters, and staffing firms see a resume or LinkedIn profile or attend an interview with verbiage but no numbers, they don’t know what those words mean. In fact, they know next to nothing until you add the numbers that explain the impact of your work. Here’s how you can resolve this issue. Work With Finance Sometimes the impact of our work is not always clear. At times like this, reaching out to one of your friends in the Finance Department can be very helpful. Finance has access to numbers that are not always readily available to other departments. If you’re no longer with the company, explain to the Finance associate that the numbers he provides could make the difference in determining whether you land another position. Using a Range Per Lily Zhang of the Muse, one reason job seekers avoid quantifying is not knowing the exact number. Lily suggests using a range. Using my work experience, here’s what that means: Before: Chaired weekly product manager meeting. After: Chaired weekly meeting with 7 to 12 product managers so plans could be discussed and coordinated. Confusion and rework were eliminated. Frequency Lily shared that one of the easiest ways to add numbers is to identify the frequency with which you perform a given task. This can help the hiring manager understand how much you can handle. For example: Before: Responded to pricing requests from the Sales Force. After: Responded to 15 to 20 pricing requests from the Sales Force on a daily basis. Scale Everyone on the hiring side of the business loves when candidates provide numbers, because numbers explain the impact of what you’ve done. The most meaningful numbers are those associated with making money, saving money, and driving productivity. Here are a couple examples from my work experience: Before: Reduced time to perform Operations Manager’s role; after analysis showed tasks could be batched and performed at the end of the month. After: Reduced time to perform Operations Manager role by 66%; after analysis showed tasks could be batched and performed at the end of the month. Asked Director if I could take on the responsibilities of employees who were laid off. Before: Analysis revealed misconfigured offers; worked with other departments to correct errors. Implemented process to prevent future errors. After: Analysis revealed misconfigured offers; worked with other departments to correct errors. Recognized $7.2M. Implemented process to prevent future errors.

Staffing Companies Staffing firms are hired by companies to vet candidates. Many of the top employers in my area use staffing firms to vet candidates for open positions. The last time I was in the job market, I got a call from a local staffing firm fifteen days before I started my new job. When I met with the firm, though, I found there was one big problem. Since I had already applied to the leading companies in my area, the staffing firm could not earn a commission by recommending me to their clients. In fact, twelve months had to pass since my last application for the Staffing firm to earn a commission by recommending me. I’m sharing this strategy early in the book, because pursuing this option could cut months off your job search.

Things in the kitchen were, thankfully, going according to plan. Ginny's hands moved at a gratifying pace over the stove. She deftly controlled the four burners to simmer sauces with ease. A pair of solid wooden cutting boards were positioned at her elbow, piled with minced garlic, leafy herbs, and fresh root vegetables. A beautiful cut of Angus beef rested on the counter, coming to room temperature and marinating in rich juices. An elevated twist on a white chocolate cheesecake chilled on the packed refrigerator shelf. All in all, she had planned a fabulous meal. This was how Ginny had always envisioned Mesquite running, smooth and well staffed, with happy guests at the table and herself at the helm. If she thought about it hard enough, which she rarely had time to do, Ginny would say this evening was damn near perfection. Feeling sentimental, she allowed herself a pour from the bottle of chilled Oregon pinot noir in the refrigerator. She wiped her fingers clean with a nearby tea towel and watched as the golden evening light filtered through the windows, illuminating the translucent burgundy liquid in her glass. This is how it should be, she thought to herself. Happy customers in the other room, her daughter and her sister all under one roof, and a warm place to call home. She'd be content if she knew it could last.

Call Center Services in French language:- Many companies are expanding their operations into French-speaking markets, such as Canada, France, Belgium, Switzerland, and parts of Africa. To provide effective customer service to these markets, it is necessary to have call centers staffed with French-speaking agents. This is the reasons why there is an increasing demand for Call Center Services in French Language. Multilingual Call Center (MCC), French customer service representatives are known for their attention to detail. They are typically well-trained and professional in their approach. They are polite, courteous, and focused on providing a positive customer experience.

The effective executive fills positions and promotes on the basis of what a man can do. He does not make staffing decisions to minimize weaknesses but to maximize strength.

Although Cuomo could not get much support in the legislature for changing the MTA’s structure, Ravitch decided to resign anyway. He was frustrated and exhausted after four years of intense pressure in a position that did not pay him anything. He gave Cuomo only an hour’s notice before an August press conference announcing his resignation. The MTA chair did not want to give Cuomo an opportunity to say that he had pushed Ravitch out.78 In his autobiography, published in 2014, Ravitch wrote that both Carey and Koch had staffed their administrations with the highest-quality people they could find and did not try to micromanage them or begrudge them credit. Control, he said, “was not uppermost in their minds.” Ravitch then took a dig at New York State’s fifty-second and fifty-sixth governors (Mario Cuomo and his son, Andrew), saying, “This was not and is not the Cuomo style.

Recruiters The last time I was out of work, I invested a lot of time in my LinkedIn profile. As a result, even after I landed the job where I currently work, recruiters continued to call me. Recruiters can be very helpful, even if they’re only offering a temporary position. Here’s why. Recruiters can transform unemployed candidates into hot commodities. For instance, the last time I was in the job market, recruiters were contacting me, but they weren’t offering permanent positions. I was unemployed, and my applications were going nowhere. I had previously spoken with a staffing firm about a permanent position. Now that months had passed, I reached out to the recruiter and told him I was interested in a contractor role. Within two weeks I was working. Because I was working, companies wanted to talk to me. I started getting interviews. Five months after starting the contractor role, I landed a permanent position. I’ve held it for four years now.

Staffing Firms and Executive Recruiters are responsible for 10% of positions that job hunters find. Employment agencies, “temp” firms, executive recruiters, and other staffing firms fill job openings for a commission, which is usually between 15% to 33% of the annual salary. The employer pays the fee. The remaining 15% of jobs come through online applications and recruiters who are not Executive recruiters. As job seekers, if we complete three online applications a day, it’s easy to fool ourselves into thinking we’re being productive. So here’s my question: Given that “Talking To Other People” yields five times the number of jobs as online applications (75% vs. 15%), and staffing companies yield almost as many opportunities as online applications (10% vs. 15%), don’t we owe it to ourselves to pursue these avenues? If not for ourselves, then maybe for our loved ones who depend on us and our salaries.

I mostly saw Vince Foster in the hallways. He was Mrs. Clinton’s personal attaché, a lawyer from Arkansas. Word circulated that she berated him mercilessly. The first time I saw Foster I figured he wouldn’t last a year. He looked uncomfortable and unhappy in the White House. I knew what it was like to be yelled at by superiors, but Mrs. Clinton never hesitated to launch a tirade. Yet her staffers never dared say, “I don’t have to take this shit!” They reminded me of battered wives: too loyal, too unwilling to acknowledge they’d never assuage her. They had no one to blame but themselves, but they could never admit it. She criticized Foster for failing to get ahead of the constant scandals, for cabinet positions not confirmed, and for the slowness of staffing the White House. Foster eventually took his own life in Fort Marcy Park. In his briefcase was a note torn into twenty-seven pieces, blaming the FBI, the media, the Republicans—even the White House Ushers Office. A rumor circulated among law enforcement types that contended his suicide weapon had to be repaired in order for the forensics team to fire it since it wouldn’t function for them. Maybe his final shot misaligned the cylinders and later prevented contact with the bullet primers. But that, along with many other public details of the case (carpet fibers on his suit coat, etc.), made his case spooky. The last lines of his sparse suicide note read: “I was not meant for the job or the spotlight of public life in Washington. Here ruining people is considered sport.” A UD friend of mine, Hank O’Neil, was posted outside of Foster’s office as part of the FBI’s investigation of his suicide. Maggie Williams, Mrs. Clinton’s always well dressed chief of staff, physically pushed her way past Hank into Foster’s office, arguing that he had no right to block her entrance. She removed boxes that were never recovered; they were destroyed. Congressmen bashed Officer O’Neil’s integrity, but he held firm. He reported exactly what he saw and didn’t make any inferences about it, but they were sure he held some smoking gun and was protecting the Clintons.