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Clients of winning agencies are 2.3 times more likely to be completely satisfied.

BEDFORD, N.H. – FEB. 15, 2018 – BANKW Staffing, a leading New England-based staffing holdings company, announced today that three of their operating companies, Alexander Technology Group, KBW Financial Staffing & Recruiting and The Nagler Group, have won Inavero Best of Staffing® Awards for providing superior service to their clients and to job seekers.

Presented in partnership with CareerBuilder, Inavero’s Best of Staffing® Client Award
and Inavero’s Best of Staffing® Talent Award winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients and the permanent and temporary employees they’ve helped find jobs. On average, clients of winning agencies are 2.3 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies, and job seekers who work with winning agencies are 1.7 times more likely to be completely satisfied with the services provided compared to those placed by non-winning agencies.

Focused on helping New England companies find the right people for their job openings, KBW Financial Staffing & Recruiting and The Nagler Group received satisfaction scores of 9 or 10 out of 10 from 76.5% and 69.4% of their clients, respectively, significantly higher than the industry’s average of 32%. Less than 2% of all staffing agencies in the U.S. and Canada have earned the Best of Staffing Award for service excellence.

“Each of our companies work hard to make service a priority – for both the clients we partner with and the candidates we represent – and we are proud and honored to be recognized for our efforts in this way,” said Paul Becker, Managing Partner, BANKW Staffing.

For their work in connecting people with the right jobs to further their careers, Alexander Technology Group, KBW Financial Staffing & Recruiting and The Nagler Group received satisfaction scores of 9 or 10 out of 10 from 71.5%, 82.3% and 79% of their placed job candidates, respectively, significantly higher than the industry’s average of 45%.

“With a tight labor market and growing economy, finding the right recruiting partners is critical to success,” said Inavero’s CEO Eric Gregg. “Best of Staffing winners prove they can provide consistently remarkable service to their clients and job candidates, and I couldn’t be more proud to feature them on BestofStaffing.com.”

About BANKW Staffing:
Through its portfolio companies, KBW Financial Staffing & Recruiting, Alexander Technology Group, The Nagler Group and Sales Search Partners, BANKW Staffing, LLC has become the leading regional provider of temporary and direct-hire staffing services in the areas of Finance, Accounting, Information Technology, Administrative, Legal, Human Resources and Sales.

BANKW Staffing’s unmatched focus on the local region has made the company a recognized authority on the employment market in New England. Collectively, the portfolio of BANKW Staffing organizations provide the area’s most valued professionals with access to career opportunities, as well as top employers with market-leading access to talent.

This dedication has resulted in consistent regional and national recognition for success and growth since the first BANKW Staffing company was founded in 2005. Recognition includes: Inc. 500, Boston Business Journal’s “Best Places to Work” and Business NH Magazine’s “Business of the Year,” to name a few.

For more information, please go to www.bankwstaffing.com.

About Inavero
The Inavero team administers more staffing agency client and talent satisfaction surveys than any other firm in the world, reporting on more than 1.2 million satisfaction surveys from staffing agency clients and job seekers each year. Committed to delivering ongoing value to the industry, Inavero is proud to serve as the American Staffing Association’s exclusive service quality partner.

About Best of Staffing
Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.

###

Contact
Tammy Vigliotti, Marketing Communications Director
tvigliotti@bankwstaffing.com
781-404-4300

The post Three BANKW Staffing Companies Win Inavero 2018 Best Of Staffing® Awards appeared first on BANKW Staffing, LLC.

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We’ve heard them all before:

  • Dress for the job you want, not the job you have.
  • You only have one chance to make a first impression.
  • When in doubt, always dress up.

All of these are still true, but here is the biggest piece of advice I like to give to our candidates:

Dress for the company, and for yourself.

The way to nail the dress code for an interview is to know first and foremost what you’re walking into.

Candidates who are partnered with a staffing firm, like BANKW Staffing for instance, are prepped before they ever go in to meet with a client company and their hiring managers. We try to meet with every single candidate and company we work with, and the biggest reason for that is to successfully match the two – from dress code to general office environment.

You can tell a lot about a place and a person by the way they look at first glance.

If, as the candidate, you feel like you’re having to dress outside of our comfort zone or it’s completely unnatural for you, chances are that might not be the best work environment for you to be in.

Second and Third Interview Advice: Mirror Match

The general piece of advice for things like second and third interviews, and once you land the job, is to mirror match.

If you’re the only one wearing leggings – public service announcement: please, don’t wear leggings – you should notice that fairly quickly and adjust accordingly. Or, if you’re wearing a suit jacket every day and everyone else around you is in polos and t-shirts, consider dressing more like them. Companies, and the people who work for them, are looking for people who are like them, and that includes the way they dress.

If you overdress for an interview, it can actually work against you. So many first impressions are based on appearance, as unfortunate as that might be, and if you are overdressed it can be interpreted as you being overqualified or assumed that you won’t stay in the position long if something better comes along. It all goes back to it being the right fit all around (no pun intended) for both parties.

But! It is a good idea to dress one degree nicer than you might normally for the interview process and for the first two weeks on the job. This is because of the exposure you will be getting to people you might not usually encounter if you were to get the job. Once you’re hired, managers might take you around to meet executives or bring you along for meetings and you want to make sure you are dressed for those occasions or can easily dress up what you have on. You can also expect executives or other managers to stop by your desk in the first couple of weeks of being hired – everyone likes to say hi to the new person! – which is also why it’s nice to dress a notch above.

Once You’ve Landed the Job: The Staples

I always say you can’t go wrong with the staples of a neutral or dark-colored suit jacket and a good pair of shoes. The best part: This piece of advice applies to both men and women.

Now, I know what you’re thinking, “a good pair of shoes” can mean a little something different to everyone, but what I mean by that is not tattered, appropriate for most every workplace – like, not open toed or a tennis shoe – and a pair you can wear with several different outfits. The more neutral the article of clothing – jacket, shoes, shirt – the less obvious it will be when you have to wear it again for a second interview, a meeting, or over and over again once you’re actually in the job.

Neutral items also allow you to pair them with other clothing items to dress them up, down or look totally different all together.

The Biggest Blunders: Don’t Dress Like This

The biggest mistake we see women make when dressing for an interview or on the job is clothes or accessories that are loud or otherwise really distracting. Don’t let your necklace be the most memorable part about you. Let your personality and skill set do the talking. When in doubt, ask yourself if someone will be paying more attention to what you have on, or to what you’re saying.

For men, the classic mistake is not having a suit that fits. Don’t let it look like you’re wearing your dad’s suit jacket. There are so many options out there to get something that is affordable, so I always say, make the initial investment and get a suit that fits.

Bonus tip! Think about what you smell like, too. It’s never a good idea to smell like smoke, or to wear too much cologne or perfume. This is another universal piece of advice that applies to both men and women and ties back into you being memorable, not what you dress – or smell – like.

Maura Mann is the Vice President of The Nagler Group, a BANKW Staffing company focused on the placement of Human Resources, Legal and Administrative professionals on a temporary, temporary-to-hire and permanent basis.

Maura has been in the staffing and recruiting industry for 15 years. In that time, she has conducted thousands of interviews personally and overseen the hiring of equally as many candidates.

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PORTSMOUTH, N.H. – January 15, 2018 – With the help of its clients, BANKW Staffing, LLC worked over the holidays to collect food and money to support the non-profit, ‘End 68 Hours of Hunger,’ which started in New Hampshire in 2011.

There is approximately 68 hours between the free lunch children receive at school on Friday afternoon and the free breakfast they receive at school on Monday morning. The goal behind ‘End 68 Hours of Hunger’ is to provide food to school children over the weekend.

“I’m from Portsmouth, born and raised, and I struggled with food insecurity when I was growing up,” said Nathan Kinley, Recruiting Manager for The Nagler Group, who brought the idea to support ‘End 68 Hours of Hunger’ to the BANKW leadership team. “The ecosystem and industry on the Seacoast is booming, and people don’t think this is happening in New Hampshire. But it is.”

Starting in November and extending through the end of 2017, BANKW Staffing solicited the support of its staff and clients to raise money and generate food donations in support of ‘End 68.’

“This is an organization we’re really proud to be supporting,” said Matt Nagler, Managing Partner at BANKW Staffing. “Not only are we drawn to their mission, but we also love that they have New Hampshire roots, like us. These are children in our schools, who live in our neighborhoods, and we want to end the reality that 68 hours of hunger exists here.”

In total, BANKW Staffing and its client companies donated nearly 3,500 pounds of food. Popular donation items included boxes of macaroni and cheese, cereal and granola bars, and a variety of canned goods. The donations raised will go to support children living and attending school in Wilmington, MA, Dracut, MA, Nashua, NH, Concord, NH, Dover, NH and in Portsmouth.

“Giving back to the communities where we live and operate is in our DNA. New Hampshire and Massachusetts are where our homes are, and it’s where our employees, clients and candidates all live. Anything we can do to make it a better place and to make sure our children have what they need – especially the food they need – we’re going to do,” said Jason Kroll, Managing Partner at BANKW Staffing.

In addition to the food donations, BANKW Staffing also dollar-for-dollar matched the cash donations that were made, totaling $8,300 that will go to ‘End 68 Hours of Hunger.’

“It’s something like every $10.00 raised feeds a kid for 68 hours. So, that’s a lot of kids we’re able to help,” said Kinley. “We’re making a huge impact, and that’s the biggest part for me – is to be able to help those kids who need it, like I did.”

About BANKW Staffing:

Through its portfolio companies, KBW Financial Staffing & Recruiting, Alexander Technology Group, The Nagler Group and Sales Search Partners, BANKW Staffing, LLC has become the leading regional provider of temporary and direct-hire staffing services in the areas of Finance, Accounting, Information Technology, Administrative, Legal, Human Resources and Sales.

BANKW Staffing’s unmatched focus on the local region has made the company a recognized authority on the employment market in New England. Collectively, the portfolio of BANKW Staffing organizations provide the area’s most valued professionals with access to career opportunities, as well as top employers with market-leading access to talent.

This dedication has resulted in consistent regional and national recognition for success and growth since the first BANKW Staffing company was founded in 2005. Recognition includes: Inc. 500, Boston Business Journal’s “Best Places to Work” and Business NH Magazine’s “Business of the Year,” to name a few.

For more information, please go to www.bankwstaffing.com.

About End 68 Hours of Hunger:

End 68 Hours of Hunger is a private, not-for-profit, effort to confront the approximately 68 hours of hunger that some school children experience between the free lunch they receive at school on Friday afternoon and the free breakfast they receive at school on Monday morning.

This weekend program, established in New Hampshire in 2011, puts nourishing food in the hands of school children to carry them through the weekend.

To get involved or to learn more about End 68 Hours of Hunger, go to: www.end68hoursofhunger.org.

# # #

Media Contact:
Tammy Vigliotti, Marketing Communications Director
tvigliotti@bankwstaffing.com
603-570-4200

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An employer brand, or the reputation a company has among job seekers and in the general community as a company to work for, is important. It’s what they’re known for providing as an employer. And it’s also how they get people to come work for them.

So when companies turn to a staffing firm to partner with, whether it’s to consistently help supplement their recruiting efforts or for one-off tough fill positions, it’s important to know who is co-managing the brand, because that’s exactly what they’re doing.

How Hiring Has Changed

It used to be, when companies had open positions they would post them in the local newspaper and tell their staff to see if anyone knew someone qualified and looking, and then they’d wait to see who applied. We call this the “post and pray” method, and companies still do it. Mind you, most companies now are posting their open positions online versus in traditional print publications, but the approach is the same – they wait to see who comes to them.

But the employment landscape has changed, and this approach does not yield the level of talent or the kind of employees companies are looking to hire.

In June, New Hampshire was in a three-way tie for fourth in the country for lowest unemployment, at 2.9 percent. This number has major implications – mostly for the good – but it also means companies are competing against each other for the same talent – and often finding themselves flat-footed in their approach and results.

Candidates today have access to a variety of sources to find information on companies and new jobs, and oftentimes they might not even be seeking the information to receive it.

A few of the places people go when they’re researching new companies or looking for jobs are:
  • LinkedIn
  • Glassdoor
  • Company website
  • Other social media sites, including Facebook, Twitter and Instagram

This is where managing an employer brand starts.

Not only is it important to be engaging with this audience of top talent on these platforms, but the truth of the matter is that whether companies are proactively managing their brands or not, the information is out there. This is one of those, you wouldn’t want your reputation to proceed you before you’ve had the chance to influence the opinion others have of you, kind of things.

And this is where specialized recruiters can help.

Why Companies Turn to Specialized Recruiters

Companies take for granted the power of influence they turn over when they engage a staffing firm to help them find their next employee(s). It’s important to be able to trust this partnership, because the recruiters leading these searches are the ones establishing the relationships with potential future employees.

5 Reasons Why Companies Turn to Specialized Recruiters:
  1. Specialized recruiters are experts. Not only do specialized recruiters know where to find candidates in the industry and with the particular skill set they specialize in, but they also know how to properly source and quantify this type of talent.
  1. They’re networked. Recruiters serving a specific industry, or whose focus is on a particular skill set, have an invaluable network of niche candidates. Their job is to constantly be connecting with people in the sector they specialize in. The companies who partner with these recruiters gain access to an elite pool of candidates that has been assembled and nurtured over time.
  1. They know their candidates. Companies turn to specialized recruiters for their relationships. Good recruiters meet with every candidate they represent, and really good recruiters with great candidates have most likely met with them multiple times. Nothing can replace the value that comes from these face-to-face meetings, and it’s a huge timesaver for hiring companies. Not only do they get introduced to candidates who have been vetted on a hard and soft skill level, but companies partnered with a specialized staffing firm get introduced only to those who are qualified and who make sense for their company.
  1. They’re established. Companies also turn to specialized recruiters for their connections to the community. In addition to being hyper-connected to a specialized pool of talent, they live and work in the community where they recruit and are an established expert geographically as much as they are in a particular skill set. Specialized recruiters know the ins and outs of the local market and provide employment expertise that cannot be found through digitally-based or automated sources alone.
  1. They double as employer brand advocates. In the same way specialized recruiters are selective in the candidates they represent, they are equally as selective in the companies they pitch to their candidates. When recruiters approach candidates they know with a job opportunity, they’re sharing and promoting a company’s brand. It’s a recruiter’s job, as much as it is to find candidates, to assist companies in promoting, attracting and retaining top talent. And that’s exactly what a good specialized recruiter does – they advance a company’s employer brand while sourcing and vetting for the talent they need.
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Labor Day celebrates the U.S. worker. It is a day intended for rest and relaxation, and for those of us tracking employment trends, it is a day of reflection and foresight. Where We Have Been The labor market, especially in New Hampshire, is closing in at full capacity.

Although, with an unemployment rate at a 15-year low of 2.8 percent, the last decade and a half has taught us that the market is anything but steady. It was a short 10 years ago when we were sitting on an employment and economic bubble, and it has been a slow, steady climb to recovery since then.

The national unemployment rate, while significantly higher than New Hampshire’s in terms of the total number of those unemployed, is at 4.3 percent. As a country, we have not seen an unemployment rate this low since the year 2000.

The Employment Situation complete with the latest unemployment numbers, as reported by the Bureau of Labor Statistics, is due out on Friday, September 1.

July

Year-Over-Year

New Hampshire Unemployment Rate National

Unemployment Rate

1997 3.3 4.9
1998 2.8 4.5
1999 2.6 4.3
2000 2.7 4.0
2001 3.5 4.6
2002 4.5 5.8
2003 4.4 6.2
2004 3.7 5.5
2005 3.6 5.0
2006 3.4 4.7
2007 3.5 4.7
2008 3.7 5.8
2009 6.6 9.5
2010 5.7 9.4
2011 5.4 9.0
2012 5.5 8.2
2013 5.0 7.3
2014 4.2 6.2
2015 3.3 5.2
2016 2.9 4.9
2017 2.8 4.3

Source: Bureau of Labor Statistics

Where We Are Going

According to analysis of Federal Reserve data by the advocacy group Young Invincibles, as laid out in an Associated Press report, the Millennial workforce is the first generation anticipated to earn less than the generation preceding them. They have a lower rate of homeownership than their parents and a drastically higher rate of debt – mostly attributable to student loans.

Millennials are also new car owners – but not in the traditional sense. For them, cars are not used for the family – like their parents used them for – but rather, they are a sort of side hustle. With the ability to earn extra income through car service apps like Lyft and Uber, Millennials have procured cars as an additional source of income.

But, the net worth of Millennials is a fraction of what their parents’ net worth was when they were the same age. Not to mention, the median household income of a Millennial is significantly less. Harvested from the same Federal Reserve data, it is estimated that the average Millennial earns $40,581 per year, a 20 percent decrease from what Baby Boomers made.

Closing Thoughts

It is impossible to predict what is about to happen next. As a country, it is widely understood that we are heading towards an employment correction – of some kind. Whether that takes the form of the unemployment rate going up as people shift from less traditional and part time employment into no work as they search for full-time positions, a salary adjustment, or a combination of the two, it really is anyone’s guess.

To combat this uncertainty, it is more important than ever before for employees to make themselves indispensable. Companies have been and will continue heading towards leaner workforces, and will look for employees who add value to the bottom line.

I advise the candidates and employees I work with to do regular audits – of themselves and of the business they are in. Evaluate responsibilities and determine how integral the function you perform is to a company’s overall success. Nobody is truly indispensable, but the more responsibilities and know-how you have, and the more value you bring to the company, the harder you will be to replace.

Treat the company as if it were your own, not just as a source of income. Think in terms of not just what you as an individual can doing better, but what your company should be doing better.

Historically, people have interpreted this advice as reason to get more degrees and certifications. And while those never hurt, it continues to be soft skills and a comprehensive understanding of the business that are timeless.

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For immediate release – November 17, 2017

Woburn, MA – BANKW Staffing and our portfolio companies; KBW Financial Staffing & Recruiting, The Nagler Group, Alexander Technology Group and Sales Search Partners have been named to the 2017 list of Top Places to Work by The Boston Globe. 2017 marks the 10th annual employee based survey project from The Boston Globe.

The survey gages employee opinions about their organizations direction, execution, connection, management, work, pay, benefits and engagement. Top Places to Work recognizes the most admired workplaces in the state voted on by the individuals that know these companies best – their own employees. The list is broken into four categories; small (50-99 employees), medium (100-249 employees), large (250-999 employees) and largest (1,000 + employees).

BANKW Staffing ranked 7th out of 25 small companies. This marks the second consecutive year that our Woburn, Massachusetts office has made the list. In addition to Woburn, BANKW Staffing also has office locations in Bedford and Portsmouth, New Hampshire.

“Our winning companies are all in on a secret,” said Katie Johnston, the Globe’s Top Places to Work editor. “Treating employees well isn’t that difficult, and the payoff – increased morale, retention and productivity – is huge.”

“We are thrilled to be named to the Boston Globe’s Top Places to Work for the second consecutive year,” Matt Nagler, Managing Partner of BANKW Staffing said. “We want to thank our dedicated employees for their continued contributions and helping to recognize our organization as a great place to work,” Nagler added.

About BANKW Staffing:

BANKW Staffing, LLC through its portfolio companies KBW Financial Staffing & Recruiting, Alexander Technology Group, The Nagler Group and Sales Search Partners is the region’s leading provider of temporary and direct – hire staffing services in the areas of Finance, Accounting, Information Technology, Administrative, Legal, Human Resources and Sales.

Media Contact:

For further information regarding this press release, please contact Tammy Vigliotti, Director of Corporate Communications at tvigliotti@bankwstaffing.com or 781-404-4300.

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