Salary History Ban
Many are aware of the Ban on asking a candidate’s salary history (via any means, verbally, on an application, or other) because of the recent law passed in the State of California. But beware, California is just the latest to implement such a law. Across the country, numerous state and local governments (including states such as Massachusetts, Delaware, and Oregon) had already enacted similar laws or will be enacted in the next few months, and it is expected that many more will follow suit in the coming months/years.

Putting it in simplest of terms, if you are hiring candidates to work in a locality with such law, you are prohibited from asking the candidate how much he/she had previously earned or is currently earning. This includes prohibiting asking about all types of “pay” that a candidate had earned, including (but not limited to):
  • Base salary (or hourly rate)
  • Overtime earned
  • Benefits received
  • Commissions/bonuses earned
  • Perquisites earned
These laws are implemented with the goal of reducing pay inequity, particularly for women and minorities. That said, the laws are not limited to banning asking such questions to women or minorities only, but prohibit asking these questions to all candidates!

In some localities, the laws are even more restrictive, in that if you are made aware of the candidate’s salary history inadvertently (either by being voluntarily offered by the candidate or other means), you are not permitted to use that information to consider what rate of pay to offer the candidate. This means if the candidate is a rehire (had previously worked for you), you should not even to use your own historical information in determining the rate to offer a candidate.

Now that your anxiety level is raised, what could/should you do (or not do)?

First, make sure you are aware of the specific laws in the states/localities in which you hire employees. Even if those localities do not have such a law currently in place, beware of these types of laws (as they are becoming extremely popular). Even if you currently do not hire/employ anyone in a locality/state that has such a law, you may want to consider implementing the following steps as a precaution.  Instruct anyone involved in the hiring process:
  • They are not to request any salary history (or current salary) from the candidate. Their hiring decision (and any subsequent offer of employment) should be based solely on the merits and qualifications of the candidate, and the perceived value they will bring to your organization.
  • ​They are not to make any statement such as “if you would like to volunteer your salary history…”. That is the equivalent to asking for salary history, as the candidate may feel that by not providing any information, they would be precluded from an offer of employment (and the courts would inevitably rule in favor of the candidate) 
  • If a candidate voluntarily offers his/her salary history, kindly let him/her know that you appreciate his/her forthrightness, but the salary history will not play a part in the hiring process nor in determining any salary rate, should an offer be extended. You/ your manager should document that the candidate voluntarily offered the salary history, but not any specifics of the salary history (no dollars!).
  • Limit access to HR databases/records. This will limit the ability of a hiring manager to “look up” a prior employee’s salary history.
Finally, while you cannot ask for a candidate’s salary history (historical or retrospectively), you can ask what a candidate’s salary expectations are for the position which you are interviewing them (future or prospectively). You can use that information as a part of the hiring process.
Disclaimer: The materials contained in this paper are for informational purposes only and not for the purpose of providing legal advice. You should contact your attorney to obtain advice with respect to any particular issue or problem.
Finding a Job at a Non-Profit
Working in the nonprofit sector requires passion and determination if you want to succeed. Passion for your work is more than fulfilling; it also makes you an attractive candidate. Employers want you to be excited about what they do, and that is especially true in the nonprofit world. Use the following four tips to land a job at a nonprofit organization.
1. Do Your Research
Research organizations that serve the population you want to serve. Get to know what they do and how they do it. The more you know about an organization and the challenges they face, the more likely you’ll stand out as an excellent potential candidate for employment.
Begin searching opportunities close to home. Most towns have a few local, grassroots organizations. Large cities and major metropolitan areas will be full of local chapters of national nonprofit organizations.
Many nonprofits list career opportunities right on their websites. If there’s an organization you’re drawn to, check back regularly to view the open positions.
2. Request an Informational Interview
Consider requesting an informational interview with leaders or managers within a nonprofit organization that intrigues you. An informational interview is not a job interview; it’s a meeting where a job seeker requests a meeting with an organization in order to obtain career advice and information about the industry. Your personal and professional network may be able to assist you with making contact.
If you secure an informational interview, come prepared with thoughtful questions and follow up with a hand-written thank-you note afterward. While there is no guarantee, this type of meeting could eventually lead to a job offer, so maintain professionalism throughout the process.
3. Offer Your Time for Free
Volunteer your time if you want to make contacts within a nonprofit organization. This also allows you to get an inside peek at how the operation runs and whether it has the necessary resources to accomplish its goals. Volunteering will also give you practical skills that apply to the organization. Don’t forget to list them on your resume, too.
4. Tap into a Staffing Agency
A staffing agency may give you access to jobs that aren’t advertised elsewhere. The team members at Workway staffing are experts in matching candidates to jobs. There’s never a fee to partner with Workway. Check out how joining our talent pool can put on the path to your dream job!
Hiring Trends for 2018
Each year, the hiring environment shifts based on numerous economic, social, and regulatory factors. Keeping up with current trends will give you the foresight needed to make wise decisions regarding hiring initiatives in your company. Here, we’ll look at a few of the hiring trends we’re seeing in 2018.
Smaller Labor Supply
In 2018, there is a somewhat smaller candidate pool than in previous years. Unemployment rates are down, and that means employers will have a harder time finding qualified candidates. A larger proportion of highly qualified individuals already have employment, which means they are less likely to be actively seeking job opportunities.
Higher Churn
While low unemployment means a smaller talent pool to draw from, it also tends to correlate with higher churn. The more people who have jobs, the more will leave those jobs, which can be a double-edged sword for employers. On one hand, those people will join their pool of potential candidates, but on the other, employers may be faced with increased demand for talent as their own people leave as well.
Higher Salaries
This churn often means companies need to offer higher salaries to draw prospective employees, especially for key positions that require specialized skills or training. It may become necessary to offer higher initial pay for these positions to draw candidates from their current employment to your organization.
Federal and State Regulations
Tax, healthcare, and employment regulations are all currently subject to change, and that can significantly affect hiring trends in specific industries. For instance, since the Affordable Care Act leads to greater demand for professionals in healthcare, that sector could see decreased demand should the act be repealed.
Diversity and Immigration
By and large, workplaces are striving to be more inclusive in terms of hiring personnel from diverse backgrounds. Changes in immigration laws may limit the talent pool from various ethnic groups, however, making these initiatives more difficult.
Improved Interviewing Methods
Employers are also using more effective interviewing methods to better assess candidates’ soft skills. One of the methods used to evaluate a candidate’s qualifications is by temporary hiring, allowing the employer to see if they would be a good fit for the position and the company.
Staffing agencies such as Workway can help employers prepare for 2018’s hiring trends and attract qualified candidates who would otherwise be difficult to find. For more information, contact Workway today.
Should I Write a Cover Letter
The job market is more competitive than ever before, and it’s important to make sure you can stand out from the crowd. One possible way to accomplish this is with a well-written cover letter, but many people are uncertain as to whether it’s appropriate to include one with their résumé.
The Advantage of Cover Letters
A cover letter can be a highly effective way to set yourself apart from other candidates since it can flesh out your personality, experience, and personal brand in ways that a formal résumé cannot. It also gives you a chance to relate experiences that you may not be able to include elsewhere. Those can show potential employers your qualifications in a very real way that wouldn’t be possible in other formats.
When Not to Send a Cover Letter
However, if the employer specifically asks that you not send a cover letter, then follow their directions. Also, if you do not have time or skill to compose a well-written letter, it is often best to not to include one at all rather than send a poor one.
Some employers use an online portal for application submissions. If the portal does not allow for a cover letter, don’t worry about it. It won’t be necessary.
Adding an Extra Touch
While there are some cases where it may be best not to include a cover letter, writing one will most often improve your chances of landing a position with an employer. In addition, there are a few more ways to add a personal touch, such as a hand-written thank you note. Along with a cover-letter, this truly helps your résumé stand out as you show your gratitude for the time potential employers take to review your application.
When seeking employment opportunities, using a cover letter and including a thank you note are just a couple ways to stand out to companies. Additionally, Workway can help you connect with employers who are looking for your skills and experience. To find out more, contact Workway today.
How to Work with a Dallas Recruiting Firm
Whether you are short on responses to a job posting, haven’t found an adequate candidate, or simply wish to handle hiring outside of your company, a Dallas recruiting firm can help you fill key positions in your company with qualified temporary, temp-to-hire, and permanent candidates. The process of choosing and hiring a recruitment firm can be a bit involved, especially if your goal is to gain a long-term partner.
Here, we’ll go over some items to keep in mind when hiring and working with Dallas recruiters such as Workway.
Fee Structure
There are two types of fee structures that recruiters will use: retained contracts and contingency contracts.
  • Retained recruiters are paid an upfront fee and usually have exclusive rights to your job listing
  • Contingency recruiters are paid after they find a qualified employee
 While contingency contracts may seem like they are lower risk, those who use a retained fee structure will have a higher incentive to get you better results faster. They also typically have a higher level of expertise to offer than those who use a contingency structure.
The staffing agency you choose should be highly experienced in order to provide the kind of hiring insight you need to find the perfect candidate for your company. In particular, their experience should include your specific industry. Workway, for instance, has the experience needed to help banks, credit unions, title companies, mortgage brokers, real estate firms, law firms, accounting firms, and other industries find ideal candidates.
The best recruitment agencies have the best results in terms of candidate placement. They not only place high volumes of employees, but each of those hires is a strong fit for the position. Getting references from their clients and seeing the success they have had working with the firm is a good way to assess their quality.
Effective Partnership
Ultimately, you want an effective partnership with a recruiter who will be invested in your success. Workway partners with businesses throughout the Dallas area and is committed to helping you find strong, qualified candidates for your organization. For more information, contact us today.
Ban The Box
Over 150 cities and counties have adopted “Ban-The-Box” and/or fair-chance laws. These laws are intended to ensure employers consider a job candidate’s qualifications first, without taking into account any conviction or arrest record. The term Ban-The-Box stems from the traditional job application that contained a “check box” asking the candidate to acknowledge and list any felony (or misdemeanor) of which they had been found guilty. These laws provide applicants a “fair chance” by removing the conviction history question from the interviewing process altogether and delaying background checks until later in the hiring process. At last count, with all the states and localities that have adopted the policy, over two-thirds of the U.S. population live in a jurisdiction with some form of ban-the-box or fair-chance policy.

There are Ban-The-Box laws at all levels of government within the United States:

At the national level, President Obama endorsed ban-the-box by directing federal agencies to delay inquiries into job applicants’ records until later in the hiring process.

At the state level, the list of states that have adopted a Ban-The-Box law has continued to grow exponentially, and include Arizona, California, Colorado, Connecticut, Delaware, Georgia, Hawaii, Illinois, Indiana, Kentucky, Louisiana, Maryland, Massachusetts, Minnesota, Missouri, Nebraska, Nevada, New Jersey, New Mexico, New York, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, Tennessee, Utah, Vermont, Virginia, and Wisconsin.

At the local level, the District of Columbia and a number of cities and counties now extend their fair-chance hiring policies (Ban-The-Box) to government contractors, and a number of those localities extend their fair-chance hiring laws to private employers within their jurisdictions.

In addition, a number of jurisdictions have or are also adopting policies that do more than “Ban-The-Box”; many incorporate the best practices set forth in the 2012 U.S. Equal Employment Opportunity Commission (EEOC) guidance on the use of arrest and conviction records in employment decisions, and others adopt innovative strategies such as targeted hiring. Robust fair-chance hiring laws delay records-related inquiries until after a conditional offer of employment and ensure a fairer decision-making process by requiring employers to consider the job-relatedness of a conviction, time passed, and mitigating circumstances or rehabilitation evidence.
Because the number of states and localities with Ban-The-Box laws continues to grow, it is recommended that you speak with legal counsel regarding any/all states and localities in which you continue to hire new employees to ensure your compliance in each locality.
So what should you do? To ensure compliance in this ever-changing world, it is recommended that you:
  1. Speak to your attorney/legal counsel, review the locations that you employee people, and discuss options or alternatives
  2. Remove any/all questions that relate to a candidate’s criminal past from the job application. This includes paper as well as electronic job applications (electronic job applications are often overlooked…so make sure you review your website and make sure it is compliant)
  3. Conduct interview training with anyone in your organization that interviews candidates. During the interview process, no one should not be asking any question regarding the criminal history of a candidate
  4. Do not conduct criminal background checks of candidates until a contingent offer is made (either verbally or in writing). A contingent offer of employment will include language such as:
This job offer is contingent upon the following [insert any or all of the following):
  1. Completion of a satisfactory background check
  2. Passing a drug test
  3. Satisfactory reference checks
  4. Execution of an employment/noncompete/confidentiality agreement
Remember, even if you are not aware of the specific laws in a particular state (or locality), the candidates are very familiar with them. In cases like Ban-The-Box, where the legal terrain is more like sand (ever-shifting), sometimes taking the most conservative approach may be the wisest.

Disclaimer:        The materials contained in this paper are for informational purposes only and not for the purpose of providing legal advice. You should contact your attorney to obtain advice with respect to any particular issue or problem.
Preparing for an Interview
You have only a brief period of time to make a good impression on a potential employer, so it’s important to make that time count. When preparing for an interview, there are a few items to keep in mind to help you be successful.
Assess the Position
The more you know about the position and the organization offering it, the better prepared you’ll be overall. Take some time to research the requirements for the position, the skills you’ll need, and the goals of the company.
Match Your Skills
Once you have a clear idea of what the job will entail, analyze your skills to see how you qualify for the position. These include hard skills (technical skills related to the performance of the job) as well as soft skills (personal qualities that would make you a good fit).
Practice interviewing before going in. This can be done through employment specialists, friends, family members, and other resources. If nothing else, try to determine what types of questions the interviewer might ask and consider how you would answer them.
Practicing with other people can help you get used to the process of interviewing itself. The interview setting can be a bit intimidating, so practicing beforehand can help you be more comfortable when you’re actually face-to-face with the interviewer.
Plan What to Wear
Your appearance will create an indelible first impression on the interviewer, so it’s important to dress appropriately. When in doubt, err on the side of formal, and use good judgment if the dress code is “business casual.”
Plan Materials to Bring
Along with a positive, professional attitude, you should bring the following materials:
  • Extra copies of your resume
  • A list of references
  • A pen and pad of paper
  • Portfolio with work samples if applicable
  • Any data you might need to fill out an application
  • A list of questions to ask the interviewer 
You should not bring food, gum, or your phone (unless it’s on silent or completely turned off) to the interview.
Interviewing with Companies
There are, of course, many other aspects of preparing for an interview. Workway helps place individuals in various occupations, including temporary and temp-to-hire positions, and part of that process is giving you the tools you need to succeed in an interview. For more information, contact Workway today.
Finding Top Legal Employees in Dallas
There are plenty of attorneys, paralegals and legal assistants in Texas. But, where are they when you are looking to hire one for your law firm? If you have ever felt like this, then it could be that you are not looking in the right place. Finding top legal employees requires much more than just putting a job posting in the print and electronic media. Finding top legal employees in Dallas requires discerning individuals leading your recruiting team and a strong recruitment process in place that will assemble the right candidates.
How to Find Top Legal Employees
Of the many job seekers who will apply to work at your firm, only a few will fulfill your requirements. Here are some suggestions on how to find top employees.
  • The job posting: The job posting should not just explain the job but be carefully crafted to attract exceptional candidates.  A great job posting will entice the best applicants by presenting the challenges of the position and opportunities for growth within the organization. Ensure the job description and requirements are clear and accurate in order to minimize the number of unqualified applicants.
  • Utilize the power of social media: Social media sites, such as Facebook and LinkedIn, are great places to look for talent and experience. They provide an easy platform for both employers and job seekers to find each other. The candidate you are seeking may be working for another law practice and not actively looking for another job. But, an attractive job posting may make him or her reach out to you. Many law firms have found their top legal employees this way.
  • Use your employees’ network of friends: When it comes finding top quality candidates for an open position in your law firm, employees are often the best sources of information. They may have friends or friends of friends who are the perfect candidates for the job. Ask them if they know anyone who is a perfect fit for the position. Tell them to actively search their friends’ network. Many companies find top legal employees using their employees’ network of friends. 
  • Use a corporate recruiter: Big companies and law firms often use corporate recruiters to hire employees. Corporate recruiters have a number of advantages. They have a huge database of job seekers for every job description and position. They have highly trained and experienced recruitment managers who know both sides of the job market (employers and job seekers) like the back of their hand. They know how to present your law firm to potential candidates and how to attract the best. They will screen out the less-qualified candidates so that you will have direct contact with only the best.
  • Compensation package: Make sure that your total compensation package including benefits is competitive with competitive employers.  You don’t want to find a great candidate and lose them due to insufficient compensation.
Whether you are hiring for temporary positions, temp-to-hire, or regular, full-time positions in your law firm, can help you find the best candidates in Dallas.  The company takes pride in its reputation as the “go-to” agency for both employers and job seekers for specialty jobs, quick turnaround, and high fill ratios.  Workway has a strong track record of placing attorneys, paralegals, legal assistants, secretaries, translators, researchers, administrators, and contract and litigation support staff at the top law firms in Dallas and the surrounding areas. Contact us today to discuss your staffing needs.
Should I put short-term jobs on my resume?
Wondering if you should put your short-term jobs on your resume? This is a dilemma faced by a lot of job seekers. The simple answer is that you should consider putting it on your resume if one of the following conditions apply:
  • you feel you worked long enough to merit a mention,
  • you made one or more valuable contributions, or
  • the experience you gained is relevant to the job you are applying for.
Three important things to consider
The three things you should consider are the duration of the job, your contribution to the position, and its relevance to the new job. Let’s take a look at each.
    •      Duration: How long did you work? If you worked for six months or more, then it’s usually a good idea to put in on your resume. Recruiters generally do not like long gaps between jobs. This is especially true for young job seekers who do not have many years of experience. It’s probably best to include all your short-term jobs longer than six months on your resume.
    •      Your contribution: Do you think you made a valuable contribution to the job? If you did, then you should put it on your resume. You may have occupied a significant position, introduced a groundbreaking new idea, attracted a lot of new clients, or helped generate a substantial revenue in your short tenure. Whatever your contribution, if you feel that it made a difference, then you should put the job on your resume. Be sure to include your important accomplishments on your resume as well.
    •      Relevance: How relevant was the short-term job to the one you are applying for now? Was it a similar position, or with an employer in a similar business?  Does the new position require similar skills? If so, include the short-term job on your resume.
How to include your short-term jobs in your resume
Here are resume formatting options for work experience that includes short-term jobs:
    •      Related & Additional: Separate your work experiences (both long-term and short-term) into two groups: related experiences and other (additional) experiences. Place the related experiences in the upper part of your resume and list all the jobs related to the job you are applying for in this group. Give the starting and ending dates, job title, responsibilities, contributions and achievements, if any. Place the other (additional) experiences in the lower part and list all the jobs not directly related to the job you are applying for in this group.
    •      Resume Profile: This is a brief summary of your job experiences, skills and goals relevant to the job for which you are applying. It’s typically placed in the upper part of the resume, just below the contact information. Mention all or the most relevant of your short-term jobs in a short paragraph. No need to include the dates and responsibilities here.
If you are in the market for a job that matches with your education, training, skills and experiences, then consider getting professional help. The professionals at have many years of experience helping place jobseekers like you in a variety of temporary and temp-to-permanent jobs.
Tips for Recruiting Call Center Employees
More than any other business, the success of call centers and customer service businesses depends on the quality of their employees. A call center/customer service employee should have excellent communication skills, strong attention to detail, be a quick learner, and have the ability to remain calm under pressure. Furthermore, he or she should be friendly, patient, quick, efficient, creative, and a team player.
Now, it would be easy to advise you to look for these qualities in a candidate; but how can you know someone just from an interview? Here are some tips on how to recruit call center and customer service employees:
  • Use your employee network 
One of the best ways to hire employees is through the employee network. Your current employees may have a friend or two who have the qualities you are looking for. Ask them if they know anyone who might be good at the job. These friends may already know a great deal about customer service and call center jobs and may have consciously or unconsciously formed a mental picture of what it would be like to work in your company. Using the employee network to hire someone is a method almost every business uses with success.
  • Use the power of social media
Social media platforms, such as Facebook and LinkedIn, are great places to look for talent. Thousands of people spend their free time online, often looking for job opportunities. Use your social media page to spread the word about your company. Let people know you are always looking for qualified candidates.
  • Keep recruiting wherever you go 
One sure way to open doors is to keep knocking on them. This applies to recruiting, too. Don’t recruit only when there is a vacancy. Keep recruiting all the time. Wherever you go, look for potential candidates. When you meet someone new, hand him or her your visiting card and let the person know you need a good call center/customer service employee. If you come across someone who looks like the right person for the job, let him or her know you are hiring.
  • Use an independent staffing company
Independent recruiters have a huge database of job seekers from which you can pick. Once you let them know what kind of candidates you are looking for, they will go through their lists and choose only the best. If they don’t have candidates who meet your requirements, they will find the candidates. They know how to attract the right candidates. Having an outsider’s perspective, they know how to package your company to high-quality job seekers. Thus, using an independent Dallas staffing company expedites the hiring process and saves you a lot of money in the process.
A growing number of businesses are using independent recruiters to hire employees because they are the best and the most cost-effective way to find talented employees fast. Texas-based Workway is one such recruitment company. This Dallas staffing firm specializes in placing high-quality professionals in temporary, temp-to-direct, and direct-hire positions in a range of job titles, including call center and customer service employees.
Reasons to Use a Corporate Recruiter
You know the perfect candidate for your vacant position is somewhere out there, but you seem to attract only the mediocre ones. If this is a scenario you are familiar with, then maybe it’s time to look outside your office for the solution. Given the opportunity, independent corporate recruiters can do a wonderful job of recruiting the best people for any organization.
Here are the reasons you should use a corporate recruiter:
  1. Recruiters have access to large pool of candidates: As professionals who make their living from recruiting people for their clients, corporate recruiters have access to a larger pool of job-seeking candidates. They maintain an in-house database of hundreds, possibly thousands, of candidates who can be reached instantly. All they must do is match their qualifications with your requirements and single out the ones who are the most suitable. 
  2. Recruiters have an outsiders’ perspective of your company: There may be a vast difference between how you see your company and how people on the outside see it. Independent recruiters know exactly what people looking for a job think of your company. They will tailor their recruitment drive to make your company attractive to the kind of people you are looking for, thus attracting the right people for the job.
  3. Using a corporate recruiter speeds up the hiring process: It is not unusual for companies to spend several months waiting for the right candidate. This can be a big waste of time and resources in terms of lost opportunities. Studies have found good employees generate a value three to five times worth their annual salaries. This means that every day a position remains vacant is a loss to the company. Since recruiters have an in-house database of candidates, they can minimize the loss by speeding up the hiring process. 
  4. Outsourcing the recruiting job helps save money and resources: Big companies often have a bloated HR department that is sitting idle most of the time and eating up resources. By outsourcing the recruiting job to independent corporate recruiters, you can trim your HR department to the essentials and save your company a lot of money and resources. The resulting lean-and-efficient HR department can focus on creating a more well-oiled organization.
  5. Using a recruiter helps you save time and minimize costs: With a corporate recruiter handling the recruiting process, you don’t have to waste hundreds of hours going through resumes and sorting them into different categories. Your HR department doesn’t have to waste time sending out invitations for interviews. You won’t have to waste several hours of time interviewing unqualified and uninteresting candidates. The result is that it saves you a lot of time and minimizes your costs.
  6. HR departments often lack the skills for successful recruitment: A study done in 2011 of more than 720 global organizations found that the skills of the HR professionals had far more impact on business performance than on the overall organization structure, team size, and spending level. Sadly, it also found that HR departments often lack the necessary skills for success. Many HR professionals are simply not adept at recruiting the right person for the job. Therefore, it’s a good idea to outsource the job to professional recruiters who have the skills and experience.
If you are having trouble filling positions in your company with the right people or want to improve the way you hire employees, then Workway can help you. This Irving, Texas-based recruitment company specializes in placing highly qualified professionals in temporary, temp-to-hire, and direct-hire positions in practices, including accounting, finance, administrative, clerical, real estate, banking, mortgage, title, and escrow.
Find Dallas Real Estate Employees Fast
Working in real estate involves large transactions with high amounts of risk.  You don’t want to have to worry about inexperienced employees adding to that risk.  You can find top real estate employees quickly, including title and escrow officers, assistants, examiners, and processors all within the Dallas area.
So how do you find these employees quickly? There are a number of tactics you can use, and we’ll go over those here.
Know the Position
A job listing needs to be both detailed and succinct, giving the meat of the information candidates will need in a manner that is both complete as well as direct. This will make it more likely that candidates will read your listing from beginning to end while also weeding out unqualified applicants before they even set foot in your office.
This will mean knowing the requirements of the position you have open, including both hard and soft skills. Some of the qualities that you’ll likely be searching for in real estate include:
  • Analytical skills
  • Top-tier communication skills, including negotiation skills
  • Quick responsiveness
  • Attention to detail
  • Diligence
  • Integrity and strong ethics
More precise skillsets will correspond to the particular position you need. For example, a mortgage underwriter will need to be able to assess risk based on applicants’ income, available assets, and so forth.
Draw on Online Resources
Our world is found on the web, and that’s where you’ll find the bulk of qualified candidates. Putting listings in online venues will attract the tech-savvy candidates you need for today’s increasingly internet-driven workplace. Since many processes in real estate these days are automated through computer-based technologies, it’s vital that you find candidates who know how to work in that environment efficiently.
Use Professional Recruitment
While technology is a vital tool in finding the right real estate employees fast, there is still a strong human aspect to making sure you have the right fit. People know people best, and working with people who know both your industry as well as the individuals needed to make you successful will be an invaluable asset to your real estate agency.
Workway has extensive experience recruiting real estate industry talent, and we can help you find strong candidates for mortgage servicing, title and lien search services, escrow, foreclosure, loss mitigation, property management, and more. To get started, contact Workway today.
Job Hunting Tips for New Graduates
Let’s face it, looking for a job is one of life’s least enjoyable experiences. But it can be even more daunting when you’re a recent college graduate. It might be hard to imagine how you’ll fill your resume with information that will catch a hiring manager’s eye. The following tips will help you stand out among almost 2 million people who graduate each year.
Customize your Resume and Cover Letter
While you might not be able to fill your resume with loads of experience just yet, make sure you customize it for each job application. Look at the job description and the requirements, then tweak your resume with that position in mind. Don’t bury information that should be standing out. This goes for cover letters, as well. While the cover letter will add time and work, make sure and include one if it’s requested, even if optional. While not all recruiters and hiring managers will read cover letters, you’ll definitely stand out to those that do.
Social Media…Use it!
According to a recent survey conducted by the Society for Human Resource Management (SHRM), 84% of employers utilize social media for recruiting purposes. Let that number sink in for a minute. And why do they use social media? Because it saves them a lot of time. Now get busy and update your LinkedIn profile. Enter information with the recruiter or hiring manager in mind. They’ll want to see information that displays a can-do attitude. List accomplishments, and do so dynamically and proudly. Stating that you were in a fraternity doesn’t say much. Now combine that with how you were a member of the finance committee that raised over $1 million for the construction of a new house speaks volumes. Dollar signs will get their attention.
Elevator Speech
If you don’t know by now what an elevator speech is, it’s a pitch, or sorts, that can be delivered in a short period of time. In this case, your elevator speech should be no longer than thirty (30) seconds, and list what you studied in school, your professional interests, the type of job you’re looking for, and how hiring you will be the best decision a company could make. Talking about yourself might be hard─it is for most─but you need to get over it. Practice your pitch, several times, so that you can deliver it by rote. But make it conversational and not too rehearsed.
Network, Network, Network
Tell everybody you come in contact with that you’re a recent─or soon to be─graduate. Combine this with your personal elevator speech. Ask them if they know of an employer who might be looking for a candidate with your background. Try to get two names to call from each person you speak to. Don’t worry about inconveniencing them; people like to help. It makes them feel good.  It will be rewarding to be an important part of helping you find a job.
Right now, like it or not, you’re in sales. But the good thing about job hunting is that you only have to close one sale.  You don’t have to walk around in a starched shirt and tailored suit all day, but you never know when you might encounter an audience for your elevator speech. Delivering it in cut-offs and flip flops reduces its impact.
If you have work experience (clerical, administrative, customer service rep, or any other position in one of our business lines) and would like to discuss a temporary or temp-to-hire position contact Workway today. We place qualified job-seekers in direct hire, temp-to-hire and temporary positions in a variety of fields, both regionally and nationally.
Finding Temporary Bank Employees Fast
Like any organization, banks are strained when they have open positions for long periods of time. Hiring temporary employees can be a great way to fill those positions quickly while keeping the costs of recruiting down, but even then, there may still be some downtime between a vacancy opening up and an appropriate candidate being found.
Fortunately, there are ways to keep that downtime to an absolute minimum. Here, we’ll go over how to find temporary bank employees quickly.
Plan Ahead
In some cases, you can anticipate when you will have a position open. For instance, if you know of an upcoming project or your senior relationship banker is going to be out for a month come winter, you can begin the recruitment process ahead of time. That way, you’ll have someone lined up as soon as the need arises.
Be Clear and Succinct
When you create a job posting, whether in the paper, via online hiring platforms, or through temporary staffing agencies such as Workway, you want to make sure all pertinent details about the position are spelled out.
Vague job postings tend to attract less attention, get fewer responses, and therefore result in a longer period of time before you find the right person for the position. With a clear job description, applicants will know exactly what you’re offering, and they’ll be more likely to look into the position. This attracts candidates more quickly and lets you get into the hiring process sooner.
Be Choosy
When it comes to hiring quickly, it pays to be a bit choosy once their resumes start coming in. Being highly selective and going with your gut as you sift through them will allow you to narrow down the numbers earlier on, meaning less time spent on interviews, checking references, and so forth. This allows you to find the right candidate faster as you avoid devoting time to applicants you wouldn’t have hired anyway.
Work Through Outside Sources
Temporary employees, including bank personnel, are most easily found through agencies, so you’ll naturally want to work closely with one of these recruiting agencies to quickly find the talent you need. Workway, for instance, efficiently matches banks with the right talent as they need it. For more information about our temporary bank staffing solutions, contact us today.
Recovering from a Career Misstep
It’s normal to believe you’re the only person who’s ever had a career misstep. Maybe you’ve taken a position that’s wrong for you.  Or gone down a career path that you regret.  You might now think that your career is doomed to fail when in actuality, this could simply be a sign that it’s time to reinvent your professional life.
The thought of starting over in a new career can seem daunting.  But it can also be very exciting. It won’t be easy, but you might be on your way to embarking on the career that is truly perfect for you.  Just remember, recovering from a career misstep is very do-able. In fact, admitting to yourself that it’s time to reinvent your career is the first (and possibly hardest) step in the process.  The following tips will help you adjust to this next adventure in your professional life.
Don’t keep it a secret
Let friends, family members and those with whom you network know that you’ve decided to embark on a new career. People respect individuals who have the chutzpa to take this step, and you might be surprised how willing they are to help you out. Present this not as a career failure (which it isn’t), but rather just the perfect time to take hold of your professional life. Trust that many colleagues will find themselves jealous that you’re making the move.
Look inwardly
Take a good hard look at yourself.  What makes you tick? What are you passionate about?  Evaluate your strengths and weaknesses, and consider what you have liked and disliked about past positions.
Make a plan, set goals
We’ve all heard the phrase It’s not a goal until you write it down. It’s a great saying, especially if you’re looking to change careers. Consider those you can meet with who might be able to introduce you to others in your desired profession or industry. Ask questions, lots of them, and listen. Set a contact goal for each day and stick to it. And make sure you ask for referrals from those you’ve met or talked to. A simple Is there anybody else you can think of I could talk to? will go a long way to building your circle of influence.
Network, network, network
Contact people in your new chosen field and be open about your desire to head in this new direction. People generally like to offer help when asked; it makes them feel good. And it will be hard to find somebody who’s never experienced career malaise before. They’ll understand and will respect your decision to reinvent your career.
Prepare for interviews
While this might sound obvious, if you have not changed jobs in a while, you might need to brush up on your interviewing skills. Rehearse questions with a friend or family member. Make sure you’ve researched the company.
Always be prepared with some educated questions to ask during phone screens or interviews. Not having any questions will make you seem disinterested, unenthusiastic, or lacking energy. Not very hirable qualities. Always send a thank you note, but stand out by sending it via good old-fashioned mail. Rest assured the other candidates will send thank you notes via email, if they send one at all.
Understand pay scales
A new career path might mean your next position will result in less money. But you’ll be a lot happier if you downsize your lifestyle to make way for a position you’ll enjoy. And if you enjoy it, your chances for missteps down the road will be greatly reduced. Understanding the pay range of the position for which you’re applying is important when applying for jobs. If you enter too much or too little when asked about expected salary, you might immediately take yourself out of the running.
You may have heard about this little thing called…
…social media. Use it, early and often. If you don’t embrace social media, most notably LinkedIn, you’re missing out on a wealth of networking opportunities and user group information. Join a group that caters to the position or industry in which you’re interested. You’ll find great tips and information that will arm you when talking to an interviewer.
If you have questions about how to deal with a misstep in your career, or want to explore temporary employment while you are evaluating your next move, contact Workway today. We place qualified job-seekers in direct hire, temp-to-hire and temporary positions in a variety of fields, locally, regionally and nationally.
Finding Mortgage Underwriter Talent in Dallas
The process of mortgage underwriting requires exacting professional aptitude and an extensive knowledge of risk management. Banks, lenders, and mortgage brokers throughout the Dallas area all require someone who has the skills and training necessary to underwrite mortgage applications, whether they work in residential or commercial mortgages.
Thankfully, it’s possible to find mortgage underwriter talent in Dallas when you use the right tactics. Here, we’ll go over the basics of finding this talent for your organization.
Outline a Profile
First of all, it helps to know exactly what you’re looking for. Creating a profile of the skills, attributes, and experience you need in candidates will allow you to quickly discern top talent from the less than ideal.
For underwriter talent specifically, some of the qualities you’ll likely want to look for include:
  • Experience in banking or lending
  • Adequate education (typically high school or GED for residential lending and a college degree for commercial)
  • Experience with specific guaranteed loan types, including FHA and VA loans
  • Strong writing and communication skills
  • Organizational skills
  • Good sense of ethical conduct
  • Certifications, such as the FHA direct endorsement and NAMP membership
This is just a sample of what to look for. The skills and experience you need in your institution may be more or less than this, depending on what your current needs are.
In addition to the hard skills you need in candidates, it’s best for them to be a good cultural fit in your institution. Every organization has its own culture, and finding someone who will fit with—and accentuate—the positive aspects of that culture is key. This will likely come out during the interviewing process as you ask about their “soft” skills, what they value in a work environment, the way they regard previous workplaces, and so forth.
Try Out Candidates
It’s possible to try out a candidate prior to making a permanent hire. Temp-to-hire arrangements are available for underwriter talent in Dallas through Workway, and these allow you to see for yourself how an individual’s abilities and personality work within your institution. For more information on how to partner with Workway and find the best mortgage underwriter candidates in Dallas, contact us today.
Create a Company Culture that Decreases Turnover
There are several reasons why employees may leave a company—salary increase, poor match of skills, better opportunities elsewhere, and so on—but one of the most prevalent is a dislike of the company culture. Negative company culture hurts productivity and leads to low employee morale, and just as we see in countless military campaigns throughout history, if morale is low, your soldiers will desert.
On the other hand, a healthy company culture fosters high employee morale, boosts productivity, and somewhat organically decreases turnover.
But how do you create this type of culture? Truthfully, much of the responsibility for company culture rests on the shoulders of management. What your leaders do will vastly impact the type of atmosphere you develop in the workplace. In addition, the types of people you bring into your company may either reinforce or diminish the overall culture.
Lead, Don’t Merely Manage
People are more likely to respect managers and senior leaders who do more than simply give directions and make decisions. Leaders who work through problems with individual personnel, who ask nothing of their employees that they wouldn’t themselves do, and who stand among the ranks rather than driving them from the back, will create a more positive work atmosphere.
In that setting, your employees aren’t working under you. They’re working with you, and you with them. Everyone becomes part of a team. And this team is led by someone who cares about each individual and values the work they do.
Get Social
As human beings, we are all inherently social creatures, so it’s not surprising that one of the keys to creating a positive, healthy company culture is fostering meaningful social interaction. Since your employees spend a vast chunk of their time at work, it’s important for leaders to find ways to allow people to develop friendships within the office.
Hire Positive People
While your leaders have a significant impact on the workplace, individual employees will also play a role. Toxic individuals can bring down others around them, and that can ultimately result in a stressful work environment. On the other hand, positive individuals contribute to a positive atmosphere and reinforce your company culture.
Some hiring methods, such as temp-to-hire staffing through Workway, allow you to find just the right people who reinforce your company culture and decrease turnover throughout the workplace, from entry-level positions to management. For more information, contact Workway today.
Surprising Opportunities in Temporary Staffing
When most people hear about temporary staffing, they think of inexperienced workers who fill clerical or entry level positions. But these days, temporary employees are taking on much more important roles in the workforce. These employees can be a valuable asset to your company, often bringing highly specialized skills and fresh energy to your work environment.
Skilled Work
Today, a temporary employee is simply someone who works for a set period of time. Once that time is up, they are under no obligation to stay, and you are under no obligation to keep them. That says nothing whatsoever about their skill level. In fact, some skill sets are well suited for temporary positions. For instance, you may need a specialist to handle a certain project, but after it is completed, your needs in that area end. A temporary employee makes the most sense in this situation.
In many cases, some workers opt to stay in temporary positions merely because it allows them more flexible scheduling options. This means that while they are temporary hires, it’s not because they aren’t skilled enough to find a permanent position, but rather because they simply choose to work that way. They would make a valuable addition to your company, even if only for a brief period.
A Few Examples
At Workway, we have many examples of positions that can be filled with temporary staff. By category, these include:
  • Real estate: Title curatives, title examiners, escrow officers, underwriters, and mortgage closers
  • IT and software development: Graphic artists, programmer analysts, and systems integration engineers
  • Banking and finance: Tellers, member services representatives, compliance assistants, and DE underwriters
  • Engineering: Process engineers, systems engineers, and CI leads
  • Strategic business management: Buyer planners and denials management specialists
These examples all come directly from our career areas search, so they are real positions that you can have filled in your company with temporary staff members.
Finding Skilled Temporary Staff Members
In order to find temporary personnel, you will need to work with a professional staffing agency. Workway provides the skilled employees you need to fill temporary—and potentially long-term—positions in your company, so contact us to get started!
Best Questions to Ask During an Interview
The big day is approaching. You’ve landed an interview for your dream job, and you’re probably doing what most do: preparing for the questions you’ll have to field. Anticipating questions and formulating your responses is important prep work, but preparing for the questions you’ll ask the interviewer is equally vital. Not doing so will signal to the interviewer that you’re unprepared. And employers are never looking to hire someone who fails to prepare.
While you’re rehearsing answers to the questions you’ll be asked, be sure and jot down questions you’d like to ask during the interview. There’s a tip you can utilize when asking questions; this one comes from the legal profession. Attorneys arguing court cases don’t ask questions unless they already know the answer. And answers to many of the following questions can be found on the company’s website. So why should you ask questions if you already know the answer? Because you’ll be ready with responses that reflect how your experiences align with their answer.
Here’s a tip you can take from reporters who ask questions for a living—never ask closed-ended questions. In other words, don’t ask questions that can be answered with a simple yes or no. Nothing will slam the brakes on a conversation like a closed-ended question.
Don’t Begin Questions with these Words…
  • Will,
  • Does,
  • Are,
  • Is,
  • Can, and
  • Could
 Begin Questions with These Open-Ended Starters Instead…
  • How,
  • Why,
  • When,
  • What, and
  • Who
 Now that you know how to start your questions, the following are some of the best ones to ask when you’re interviewing for a job.
What are some most important qualities that will help someone excel in this position?
This is a great question that will uncover items not included in the job description. Their answer is one you’ll want to refer to when composing that all-important thank you note. In the thank you note, be sure and re-iterate the interviewer’s answer, then cite examples from your experiences that support these qualities.
How will my success be judged?
You’re going to eventually want to know how the employer will evaluate your efforts. Ask it during the interview.  
What does this organization value the most?
This question can usually be found by researching the company’s website. When they answer the question, you’ll be ready with positive examples of how you align with the company’s values.
What is the company culture like?
The interviewer’s response to this question should be pretty predictable if you’ve spent any time on their website. Look for answers to this question by visiting their job board. It should give you valuable insight into the company’s culture.
Who are your top competitors? What do they do well? How are they lacking?
Make sure you study up on the company’s competitors. Check out their press releases and you’ll better understand their product set and how they position themselves in the marketplace.
Why do you like working for this organization?
While research won’t uncover the answer to this question, it takes the interview to a more personal level. People like to talk about themselves, and this one will get them talking.
How do I stack up against others who are applying for this position?
This question can be uncomfortable for many, but isn’t this an answer you’re dying to uncover? Also, it portrays confidence, which all employers like. It’s a question that subtly says, “I know I’m the best, I just want to hear it from you.”
This might sound like a lot of work, but preparing questions and doing research ahead of time will pay off. You’d be surprised how many of your competitors won’t put the time in.
As mentioned earlier, always follow-up the interview with a thank you note. Use the interviewer’s answers to formulate it. State their answers, and then cite examples that reflect how your prior experience aligns with their responses. Using concrete examples is always best. If they value team players, mention the award you received for your superior collaborative skills.
Workway places qualified job-seekers in direct hire, temp-to-hire and temporary positions in a variety of fields, both regionally to nationally. To find out more about our open positions, contact Workway today.
Strategies for the Over 50 Job Search—GIG Work
One of the greatest stressors in life is being out of a job, but when you find yourself out of work at the age of 50 (or older), the stress level is amplified. When you reach that half century mark, you have financial and personal responsibilities unlike those coming out of college. At 50, there’s a pretty good chance your children are still relying on your paycheck for college and living expenses. There’s also a pretty good chance you still have a few years left on that mortgage.
If you’re looking solely for full-time, full benefits employment, you’re greatly limiting your options. There are many opportunities that will help tide you over until you find your dream job.
The following gig employment strategies for the over 50 job search will help keep money coming in until the right position comes along.
The Gig Economy
We’re not suggesting you drop everything, join a band and start playing gigs. The word “gig” means a lot more in 2017. In short, a gig is any position without an implicit contract for long-term employment. And a lot of companies are hiring gig employees for blue and white-collar positions. For instance, many corporate marketing and finance departments are turning to gig, or temporary, employees to fill important positions. And, yes, they can pay very well.
In fact, more and more corporations are moving toward hiring gig employees. The trend has become so widespread that the working model we have today is now commonly referred to as The Gig Economy. It’s estimated that gig work has grown by over 25% in the past 20 years.
The Most Common Gig Positions
While gig positions can come in all shapes, sizes and incomes, there are several positions that have become increasingly prevalent in the gig economy in the last few years.  These include:
  • information technology
  • graphic arts,
  • communications,
  • advertising/media,
  • and transportation.
But did you know that you can also find gig employment in other fields? Here are some examples:
  • mortgage banking
  • loan servicing
  • real estate & asset management
  • accounting
  • title and escrow
  • law
Many employers in these industries are looking for temporary or temp-to-permanent employees to join their teams.  There are staffing companies that specialize in filling gig positions for employers in these specific industries.
Things to Consider—Pros and Cons—in Gig Employment
You might find you passion - It’s not uncommon for a gig position to uncover an industry or occupation that somebody would have never found otherwise. Open yourself up to opportunities! You never know if you’ll look back thankfully on this time of transition.
Gig employment doesn’t have to mean benefit-free - With more and more employers participating in the gig economy, many understand that competing for the best gig employees comes at a cost. If competitors are providing benefits to gig employees, they know they’d better start following suit.
It won’t happen overnight - Don’t stress out if you don’t find the perfect gig immediately. It’s similar to finding a full-time position—it takes time. Just remember: you’re greatly opening up your options. Let friends, family members and former colleagues know you’re open to gig employment. Use your resources!
Understand any tax implications - Without full-time employment, tax reporting is left entirely up to you. Gig workers have to pay Medicare and Social Security taxes that had been taken out by employers. Also, if you’re working remotely from home, understand what expenses are tax-deductible, such as home office supplies.
It’s Flexible - While some have chosen short-term gigs as their full-time employment, many are simply looking for something that will keep money coming in so bills can get paid. Either way you look at it, you are bringing in money while still having the flexibility to determine which jobs you take and which you don’t. 
If you are looking for gig or full-time employment in accounting, banking, escrow, mortgage banking, title, loan servicing, real estate, or law, give Workway a call today.
Benefits of Hiring Temporary Employees
While most companies are well aware of the benefits of long-term, well-established employees, many are also turning toward temporary hires to supplement their workforce. There are many benefits that temporary employees bring to a company, a few of which we’ll list below.
Cost Effective
Hiring temporary employees can be very cost effective. Anyone who has had any part in managing human resources knows that brining on new employees takes time and money. When a company hires temporary employees through a staffing agency, the agency handles the costs of screening, interviewing, and hiring workers, dramatically reducing expenses.
Adapt to Workload Changes
Fluctuations in workload often require someone to come on board quickly to fill in important roles. Temporary employees are great for filling in gaps in your workforce caused by the following factors:
  • Employee illnesses, maternity leave, and other absences
  • Special projects requiring specific skills
  • Seasonal workload increases
  • Sudden departure of a permanent employee
Hiring temporary employees will allow you to quickly adapt to these changes, whether they are expected or unexpected.
Increase Morale
At times when your workload is high or your staff is low and at risk of burn out, bringing in a few pairs of fresh, eager hands can ease the load and help boost company morale. Extra help can be the breath of fresh air your office needs to keep up with absences or seasonal changes.
Performance Assessment Opportunity
Many temporary employees become permanent hires. As they work for you, you have the opportunity to assess how well they fit in your company without the commitment of a permanent hire. If they seem like they will be a good fit, you often have the option to take them on long-term. If not, then you can simply part ways.
Workway can provide you with skilled temporary employees that can become permanent employees if you desire. To learn more about the services we provide and how temporary personnel can help you, contact us.
Strategies for Hiring Top Real Estate Employees in Dallas
Strategies for Hiring Top Real Estate Employees in Dallas
Unemployment is low and it’s tough enough to find good candidates to interview these days, let alone a top-level employee for your real estate firm.  You’ve tried advertising and networking but your company still has vacancies that you need to fill right now.  Where can you find top real estate employees in Dallas?
Get Online
For starters, make sure your brokerage is on Facebook, Twitter, and other social media sites. This will give you access to potential employees who have a solid digital presence—a must in today’s real estate market.
Online platforms like LinkedIn can also be useful for filtering through specific candidates. Filtering searches by job title, job skills and other criteria will help you hone in on the candidates that are likely to have the skills and experience your position requires.
Think Long Term
When searching online, it can be easy to let yourself get inundated with candidates. Therefore, it’s best to focusing only on those candidates who you can see staying with your agency long-term. This not only makes hiring real estate employees much simpler, but it will also help you reduce turnover.
To truly assess whether someone is likely to stick around for the long haul, consider these factors:
  • How frequently has the candidate moved around in the last five years?
  • Are they finishing up school soon? If so, they may well move on once they graduate.
  • How will the candidate fit within the agency’s culture?
This last one is particularly important since it deals with finding a candidate that will integrate well into your company, be happy there, and want to stay.
Know Your Culture
You already know the set of skills your workforce needs, but just as important is clearly defining the environment you hope to achieve in your workplace. When considering the cultural dynamics of your team, ask yourself the following questions:
  • What is our mission?
  • What are the people already working here like?
  • How do we support our agents?
  • What motivates our current agents to stay with us?
In some cases, you may find you’ll need to make some changes, but it will all be for the better. After all, a highly satisfied and engaged team will naturally lead you to success.
Try a Recruitment Agency
Throughout the hiring process, you don’t have to do it all alone. Recruiting firms such as Workway can help you find just the right real estate employees for your brokerage. For more information, contact us.
Working in the Gig Economy
Originally coined in the early 20th century as a term for a one-time musical engagement, the term “gig” is now used for any type short-term or one-time project.  Anyone who performs work assignments like this, including independent contractors, freelancers, sole proprietors, are working in the gig economy.
Growth of the Gig Economy
More and more people are working in the gig economy, possibly due in part to the increased role of technology in business. Gigs are more accessible than ever before, often with a quick search on social media and other sites. Gig workers may be fully self-employed (other terms are freelancers, independent contractors, and sole proprietors) or part- or full-time employees who take on gigs for extra income on the side.
Types of Gigs
Gig work has long been available in creative fields such as music, design and writing, and also for many years in high tech fields including programming, web development, etc.  Recently, gig work has become widely available for independent contractors in the following fields:
  • Mortgage Banking
  • Loan servicing
  • Title/Escrow
  • Real Estate/Asset Management
  • Accounting
  • Legal
Certain staffing agencies maintain pools of talented individuals they can place in short or long term gigs in these industries on short notice.  These agencies help match the independent contractor who enjoys working short-term gigs with employers who need gig workers.
Benefits (and Caveats) of Gigs
When it comes to gig work, some of the benefits are:
  • Increased freedom and flexibility
  • Opportunities to try new things
  • Variety—many freelancers take on various types of work that draw on diverse skillsets
There are, of course, some challenges to working in the gig economy. These include:
  • Self-employment taxes—gig workers must pay their own employment taxes making estimated tax payments throughout the year
  • Need for self-motivation
  • Inconsistent employment
  • Lack of employer-paid benefits
For those who can work with these challenges, working in the gig economy can be an excellent way to make money and still have a lot of freedom, variety, and flexibility.
Finding Gig Work
There are numerous online platforms that connect individuals looking for gigs with potential employers, but you must comb these sites daily and search for appropriate opportunities which can be time consuming and tedious.  For those who don’t want to spend a lot of time searching for gigs, staffing agencies are a better way to find work.  Workway is a staffing agency that places talented professionals in gigs of all types, matching their skills and wishes with opportunities, saving them time and effort.  Contact Workway today to discuss temporary employment opportunities that will match your skills and interests.
Staffing Solutions for the Mortgage Industry
For years, temporary staffing used to mean clerical or unskilled labor.  So when a company in a complex field such as mortgage banking or title insurance had an emergency or temporary staffing need, they had a problem.  The organization would have to either train a temporary employee not familiar with the industry and hope for the best, or absorb the extra workload among the existing staff.
Fortunately, in recent years, industry-specific staffing has become available, although high quality talent in certain fields can still be difficult to find.  Temporary, temp-to-hire and direct-hire positions in industries such as mortgage banking, financial services, real estate, and title & escrow have been more challenging to fill. 
In 2005, company founders saw a need for specialized placement of personnel in these very specialized positions.  Workway was the first organization in the staffing field to focus just on the areas of mortgage banking, foreclosure, title, and escrow.
Our recruiters have firsthand experience working in the mortgage and real estate industries and we understand the unique challenges that are part of daily business. 
Our team maintains memberships in the Mortgage Bankers Association (MBA), Texas Mortgage Bankers Association (TMBA), Texas Land Title Association (TLTA), California Land Title Association (CLTA), and the Florida Land Title Association (FLTA).  This allows us to educate ourselves on the latest developments in real estate and mortgage banking so we can understand the challenges faced by our clients and continue to provide superb assistance with staffing and employment matters.
When you need to fill a position in mortgage, escrow, title or real estate, whether temporary or permanent, contact Workway for assistance.
​Be Prepared for the Job Interview
For talented individuals seeking employment through Workway, there are many opportunities available. Being prepared to seize those opportunities is vital to success, and part of that preparation is being ready to interview.
Your preparation for each interview should be focused on the individual job. After all, each position and company is different, so you will want to be able to show your ability to fit with their specific needs. Some steps to follow when preparing for the job interview are:
  • Assess the job requirements: Before trying to convince a potential employer that you are qualified for the job, make yourself familiar with what that job will require from you. Look for the tasks the position entails, what skills are needed, and what sort of personality might be best suited to it.
  • Research the company: Just as important as the nature of the job is the company itself. Assess their purpose, ethics, and culture, and work out how you might fit in with them. Also, try talking to people already working with them. They can help you understand the prevailing culture in the workplace and even give you some pointers for the interview.
  • Match your qualities: Once you know the personality traits, skills, values, and attitudes the job requires, take inventory of what you can contribute to the company in that position. Match your own skills and qualities up to show that you are a strong candidate for the position.
  • Practice! No matter how much you know about the company or the job, no matter how qualified you are, the social side of interviewing can make or break your chances of getting hired. Run through a few mock interviews to practice questions (answering and asking) and using good interview etiquette.
  • Work out the logistics: The logistical side of the interview, such dressing appropriately, being well groomed, and arriving at the right place at the right time, are also important to making a good impression. During your preparations, factor these logistics into your plan.
At Workway, we strive to match talented job seekers with employers. Part of that process is helping you get ready for the job interview. For more information, contact Workway today.
​How to Find an Accounting Job in Dallas
How to Find an Accounting Job in Dallas
Accounting jobs in Dallas are plentiful, but it’s important to find a position that will fit your skills and be a good match with your career goals and your working style.  Here, we’ll go over a number of strategies you can use to find an accounting position in the Dallas area.
Network Online
Sites such as LinkedIn are a great way to develop contacts and find opportunities for accounting positions. In addition, local job search sites can help you locate accounting jobs in the Dallas area. Some of these sites include the option to set up a personal profile, thus improving your odds of finding a good match. It also keeps your job searching mobile, which is an added bonus.
Consider Career Fairs
If you’re a student at a college or university, you will have the opportunity to attend career fairs where you will be able to speak with companies who are filling accounting positions in Dallas. These are great opportunities to meet people face-to-face, exchange contact information, and make a good impression. That way, when you start your search for an accounting job in Dallas, you’ll be able to draw on those contacts and get your foot in the door.
Work with Staffing Firms
Dallas staffing agencies are another great way to begin your search for an accounting position. They will have direct contact with hundreds of employers in the area, and their reputation will add some extra weight to your own skills and experience. In addition, a staffing agency will not only be able to help you find an accounting position, but they will personally match you with a company that fits well with your goals, personality and abilities.
Start with a Temporary Position
It may not seem ideal at first blush, but temporary positions can be a great way to get familiar with a company—and for them to get familiar with you. Many Dallas employers hire accountants on a temporary basis to see how they will fit within their organization.  So starting with a temporary accounting job can be a great way for you to land a long-term position with a great company.
If you are looking for accounting job in Dallas or the surrounding area, Workway can connect you with the right company, so contact us today to get started!
​A Formula for Success in Dallas Staffing
A Formula for Success in Dallas Staffing
Whether you are an employer seeking assistance with staffing or a skilled individual looking to advance your career, Workway can help you achieve success.  Our proven formula benefits businesses and job seekers alike, placing us among the top recruiting firms in Dallas. Our staffing system works because of three key ingredients that set us apart from the other Dallas staffing firms: an entrepreneurial mindset, use of the latest technology, and a high level of expertise in our business lines.
An Entrepreneurial Mindset
Terms like “forward-thinking” and “innovative” are core to our formula. With a strong degree of entrepreneurial talent on our Dallas staffing team, we don’t merely find warm bodies to fill out the ranks in your company—we use our experience and expertise to help you acquire the stellar talent you need to grow your business.
This has benefits for employees as well as employers. Our entrepreneurial focus allows job seekers to find positions that will not only utilize their talent, but enable them to expand their abilities and grow professionally.
Latest Technology
This world is becoming increasingly tech-driven. Those that are most successful will be those that capitalize on the advantages that technology brings to the table. The use of advanced technology allows us to quickly find and place the talent that employers need most, shortening the recruiting process while ensuring precise placement.
Social media marketing plays a significant role in what we do. Through online social networking combined with other advanced recruitment strategies, we find and engage with eligible candidates before they hear from other Dallas recruiters. This allows top job candidates to advance their careers and for businesses to quickly fill positions with high-quality talent.
Industry Expertise
Our company had its beginnings serving those in the mortgage, foreclosure, title, and escrow sectors, and since then, we’ve expanded to banking, legal, accounting and clerical professional areas.   Our in-depth knowledge of these business lines allows us to find the precise talent that organizations in those industries need most, all while placing candidates in positions where they will find the greatest satisfaction in their work.
At Workway, we connect skilled individuals and businesses in order to help both achieve success. To learn more about what we do, give us a call today.
Mortgage Underwriters Available 24 | 7 | 365

There has never been a better time to shake up your staffing paradigm by utilizing the fastest growing segment of today's workforce... the independent, on-demand worker. Think UBER for Underwriters. Always available...Always ON DEMAND!
Workway Featured Guest on JobTalk1 – A Better Way To Work
Susan Denoo, Regional Vice President, and Andrea Moroso, Sales Manager, at Workway, Inc. in Los Angeles were invited to be guest speakers and subject matter experts on the August 16th broadcast of KHTS AM-1220’s Job Talk 1 Talk Radio Show.  This one-hour program focused on a “A Better Way To Work” discussing the LA employment scene, how Workway compliments candidates’ employment search as well as other pertinent market and industry specifics.
To hear how Workway assists both job seekers and local employers in finding the perfect career or candidate, please listen to the podcast by clicking on this link:  We are certain you will find this podcast both fun and informative!
Job Talk 1 is a fast paced, informative daily one-hour program filled with expert guests and critical employment information. It is heard daily, (Monday-Friday) from 1pm-2pm on Santa Clarita’s Hometown Station, KHTS AM-1220,
Sticky Carmel Macchiato Files
Ellie Bowmer
Sticky Carmel Macchiato Files
These past two weeks I had the privilege of interning for Workway. Completing this internship has given me an aspect of what adults achieve in their day to day life, and let’s just say my sophomore year of high school is looking really good. Just kidding. In all honesty coming into this internship I thought I would be grabbing coffees and picking up dry cleaning, like interns in movies, but boy was I wrong. I came into my first day and was pretty excited but nervous too. For me it was a lot like the first day of school, kind of a bittersweet moment. It’s fun because you’re getting to interact with people and learn a new skill set, but at the same time you are worried about what others are going to think of you. We came into the office and it was already a good environment. You could tell everyone had a fun and friendly personality but knew their job and determined to get it done. Our first task was organizing a filing cabinet they like to refer to as, “the file cabinet of doom”. Glad I had my venti caramel macchiato for this one. It was four drawers filled with stacks and stacks of contracts that we had to place in alphabetical order. One of my hidden talents is now singing the ABC’s backwards. Once finishing this we went to lunch and I figured, “this isn’t so bad I don’t understand  why my parents are always complaining”. Then I was introduced into the world of sourcing. This gave me a newfound respect for all working adults. Although some days of sourcing made me want to claw my eyes out other parts of the job were a blast. I was invited over for an interview at National Bankruptcy Services. At first I took this as an opportunity to get out of the office but it turned into something that was actually fun. This experience totally got me eager for what the future has to hold and what I would want to do as a profession. A majority of this week was spent at the Workway office in Irving, where there were file cabinets for us to sort through. This day I probably should have stuck with sourcing. For starters,  if this whole Workway thing doesn’t work out I’m going to invent an always balanced file cabinet. The file cabinet we had to sort through, belongs to the CEO of the company so I was already pretty nervous and wanted to make sure everything was done right. Before we started, I had placed my coffee on top of the file cabinet, not anticipating for it to fall over less than five minutes later. This coffee wasn’t even halfway finished I had taken maybe one sip and it was a venti, which for those who don’t know is the largest size. I would like to also take this opportunity to thank the CEO of Workway for not killing me. In the end we were able to sort through it and get the coffee smell out more or less. At least I will be remembered by him every time he opens up his files and gets a whiff of the caramel sugar coffee mix. I now get a caramel Frappuccino from Starbucks.  On the first day of this internship we were in an interview and she said to her, “in sales the highs are high and the lows are low” and that would describe this week perfectly. Overall I had a fantastic time interning and would be considered very lucky to have a job within this company.
Knee Length Skirts, ABC’s, and What is Escrow Anyway?
Kayla Bowmer
Knee Length Skirts, ABC’s, and What is Escrow Anyway?
Growing up, you watch your parents rub their red eyes and load themselves with coffee to make it through the day.  Now I understand why this ritual was necessary and what the real world holds. For the first hour and a half spent in the office there was just silence, people talking on phones all morning led me to think that the time that I would spend at Workway would be boring, quiet, and uneventful. However as the day went on the girls and I had many fun conversations that lightened up the mood and created an entertaining environment. They had me doing numerous tasks such as sourcing, interviews, filing, uploading resumes, and  updating open job positions. Some of which were amusing others however were very tedious. Uploading resumes and updating open job positions was one of my first assignments, it was a great way to be introduced to the type of jobs that I would later be sourcing for. I needed the most help with these tasks because I was really unaware of some of the jobs that I was posting, google became my best friend when looking for the appropriate pay and day to day tasks. The next thing that I was taught was sourcing. When sourcing I viewed a wide field of jobs essentially broadening my outlook on what I could be when I grow up. At this point I am still undecided on what I want to do as a career. I sourced numerous jobs within the categories, some of which looked intriguing and others which looked repulsive. The amount of sourcing that I accomplished built an appreciation for all the recruiters, it is not easy to sit in an office all day staring at a computer to find the perfect candidate. The amount of boredom that arises by sifting through people’s resumes and emailing them to receive so little replies is unreal. After 30 pages of just sourcing Escrow I was ready to poke my eyeballs out. When I was told it was time to go home I was certainly ready to leave, but woke up early the next morning ready for a new task. The assignment educated me on the type of training and degrees that are necessary for certain positions. My favorite opportunity that was provided through this experience was the interviewing process, I really enjoyed talking with people and learning more about their career path. When sitting in on the interview I studied the vocabulary people used, the questions that were asked and how they were answered, and the personalities of the people in the room. I sang the ABC song countless times while sorting through filing cabinets. In just a couple of hours I felt like I had reorganized mountains of paper whether it was by year, alphabetical, or category. I really needed a venti caramel macchiato to get through that paperwork. Filing was the worst job for me, after ten minutes of just looking through names my brain was fried and I was done.  The crew was very valuable in teaching the basic ropes of recruiting and sales. Their big personalities made it really easy to talk to them and have fun while doing the uneventful tasks. All the responsibilities that were given to me were enjoyable even the ones that made me want to claw my eyes out,  but I would have to confess my favorite part of the whole experience was all of the people I got to meet, the office of girls created a fun atmosphere within the office space that made it easy to ask questions and learn. From the professional outfits to the long days I really felt fully involved and enjoyed the exposure to adulthood.
New FLSA Rules…Are You Prepared?
New FLSA Rules…Are You Prepared?
Most of us have heard that the Department of Labor has changed a portion of their rules in determining whether an employee can continue to be considered “Exempt” (or Salaried), or whether they need to be moved to Nonexempt (Hourly). This change, while expected, did come with some unique twists that should be taken into account before making any final decisions. While it is commonly known that the minimum salary for the Administrative Exemption has increased from $23,660 to $47,476 per year, there are several options that should be considered before making any large increases in base salary in order to keep an employee Exempt…
  1. Does the employee work enough hours in a week that the overtime (typically 1.5 X base salary) at the current hourly rate exceed $47,476?
  2. Will the employee earn an incentive (non-discretionary) at least quarterly? If so, you can consider moving the employee to a base salary of $43,160 as long as the remainder can and will be made up in incentives within the quarter.
  3. Can you adjust your incentive plan, whereby the employee’s target incentive is reduced, yielding a target total compensation equal to the current plan? For example, an employee currently has a base of $45,000, target incentive of $20,000/year, and target total compensation of $65,000/year. By adjusting the base up to $50,000 and the target incentive down to $15,000, this will result in no change in target total compensation.
  4. Can you consider “Salaried Nonexempt”? While complicated, this approach minimizes the impact of the calculation of overtime pay.
  5. Is the employee “close enough” today to the new salary requirement that an adjustment will have a negligible impact to the budget?
Finally, and most importantly, keep an eye on the competition. If your direct competition moves all of their recruiters to $50,000, you will run the risk of losing your talent! While you don’t want to ruin your budget, you surely don’t want to lose your top talent either.
Clearly, this is not an exhaustive list of options, but hopefully this will stir thoughts and ideas that will ensure that you are compliant, and yet are still attaining your profit goals. Keep in mind, certain state laws prohibit some options listed. This is not to be considered as legal advice, but rather to provide you with thoughts and ideas. Before making any final decision, it is always recommended that you seek legal counsel to ensure full compliance with all laws.
Author: Paul Kodros, VP of Corporate Services
ASGroup Sales Tool Box Meeting
Get Back to the Basics.  Sure we all know about “mirror and image” and “differentiating” ourselves from the competition, but are we doing it?  My guess is probably not as majority of the attendees of the 2016 ASGroup – Sales Tool Box Conference kept discussing how we overcomplicate our industry and our interactions with clients and prospects.  Does your team have an elevator pitch for each vertical?  Do you only find yourself beating the competition because of your pricing?  Are you signing client contracts instead of your own and caving to their terms?  We as an industry and sales organization have forgotten that WE ARE a valuable resource in the challenging market of talent.  Next time a prospect says to you, “why are you different?”  Be ready, Get Back to the Basics.
This year Workway hosted the 2016 ASGroup- Sales Tool Box in Austin, TX.  Our team along with 90 other staffing members including CEO’s, Sr. Leadership, Board Members, and Key Managers met to share best sales practices.  
Short Staffed?
One of the biggest complaints I hear from employees in different organizations is that when the economy was going through a recession they had to pick up the slack from lay offs.  Because they were successful in doing this job, their leaders decided to keep them overworked with same pay as it was a saving for the P&L Now these candidates are leaving in droves for salary increases and less work with the support system they need.  Even if you brought on a temporary staff member to support them, they would have a lifted burden and feel supported by your organization.  Give me a call if you want to discuss ways to find top talent and keep your best current talent on board.  

Ashley Hoover
VP of Sales
What to Do When you Promote the Wrong Employee
Promoting internal employees can be a great retention tool, but it doesn’t always work.

Many employees have a hard time removing themselves from their old role when accepting an internal promotion, says Ashley Hoover, Vice President of Sales for Workway, a specialized staffing firm in the mortgage, title and escrow, administrative and clerical, accounting and finance, real estate and banking services industries. And despite proving they are a valuable employee in their current role, they might have the drive, leadership capabilities or confidence to succeed in an advanced role.
“You’d like to think as an organization you have done your due diligence and helped your employees prepare for the new role, but it’s quite common that people who are promoted have a hard time detaching from their old responsibilities when they move into their new position,” says Hoover.
What can you do? This five-step action plan can help you bounce back from promoting the wrong person:
  • Take responsibility: You don’t want to terminate them because maybe you made the mistake of putting them in the wrong role. So ask yourself: Why are they wrong employee? Are they truly not good people managers? Do they not have the skill set or demeanor for this role? Did YOU have the wrong people involved in the hiring and decision-making process? Maybe it’s a misunderstanding of the role and responsibilities? So ask the newly promoted person what their challenges and work together to turn it around.
  • Set up a timeline: Every employee needs 30 days to adjust to their new role, says Hoover. The first weeks are spent learning their new processes, examining the company culture and dynamics, adjusting to their new support team and/or their new boss and boss’ style. So consider an action plan and check in at the 60 and 90 day mark. Continue to coach them throughout the process.
“Document these check-ins because if you eventually DO need to terminate the person, you need to show you have documented the times you’ve coached, critiqued and measured their progress,” says Hoover.  
  • Prevent it from happening again: Hire slow, fire fast, says Hoover. Make sure you never promote someone because someone else quit and your company need to fill the void. Avoid panic promotions by asking everyone within the team to roll up their sleeves and pitch in while you find the right person.
  • Begin search for replacement: Start putting together an action plan to find the eventual replacement – and reassess what you want in the right candidate to avoid hiring or promoting the wrong person again. Is there another internal candidate or would you be better off searching for an external candidate?
  • Hold on to your top talent: This candidate may not have been the right person for the promotion. But they were considered for promotion at your company for a reason. So…they must still have value, right?
“Determine what role would be a good fit for that employee,” says Mark Sinatra, CEO of Staff One, a full-service professional employer organization (PEO), that helps small to medium-sized businesses across the country with HR and employee administration. “Offer training and mentor opportunities in the areas of management and leadership to help them eventually reach the skill level of the position they were promoted to.”
Author: Kylie Anderson, Zip Recruiter - Recruiting Tips
Top Job Hunting Tips For 2016
Thinking of looking for a new job? Now is the time to do it. That’s what experts are saying, anyway. This past January the U.S. unemployment rate hit an 8-year low of 4.9%.

With fewer people out of work, recruiters are finding it harder to find job applicants to fill open positions. According to the Society of Human Resource Managers (SHRM), 2016 will see an increase in that trend. All in all, these factors indicated that the power in the jobs market lies with job-seekers, not employers.

But competition for the best jobs will always be intense, that’s why job search site CareerCast assembled a list of tips from top experts on how you can put your best foot forward in the modern day career market.

Highlighted below (and in the slideshow above) are the latest nuggets of wisdom for those looking for new opportunities in an ever-changing professional landscape

Meet The New Resume

About to update your resume? Wait until you read this. It would appear that the traditional concept of a resume or CV is being replaced with something else. With new technologies to play with, job seekers have the ability to communicate their qualifications and accomplishments in more interesting ways.

Using graphics like charts and tables or other types of pictures that illustrate relevant facts, is now fair game, says Blue Fountain Media hiring manager Tom Duffy. You can even build a career history and set of goals as part of a personal website so that prospective employers can access a unique and more engaging type of resume. “If you are in a visual or presentation-focused field it’s nice to present something a little more than Times New Roman,” Duffy says.

Beat Your Fears

Fears can make you hesitate. They can make you question yourself and even dull your confidence in your greatest strengths. If you’re going to go out there into the job market, you’ve got to get your head on straight.

According to career coach Rachel Ritlop, the best way to begin facing career fears is to write them down. That’s what she tells her clients to do. “Look at those fears and ask, ‘what history or evidence do I have that reinforces this fear? When have I overcome this fear at one time or another?’”

It’s Who You Know (Seriously, It Is)

There are so many job search sites available it can be confusing sometimes. There are also more career advisers and resume consultants than you can count. Though these sources can strengthen your chances on the job hunt, they all pale in comparison to the power of a referral from a contact. If you know someone in a company at which you’d like to work, that angle has the greatest chance of getting your foot in the door.

Tom Duffy, from Blue Fountain Media, concurs. “If anybody who works at Blue Fountain Media refers someone, I’m going to call them,” Duffy says. “[A referrer is] 1) Going to know if [a referral] might have the skills we’re looking for, and 2) We communicate as a sign of respect to current employees.”

You can make valuable connections at industry meetups or events. All the top social media outlets are also good sources of connections—look for industry-specific chats and meet people. “Connect through social media,” says Tony Lee, managing editor of the Society of Human Resource Managers. “Find someone within the department who wrote a blog, and reach out through their blog.”

“Know Your Worth”

That’s Ritlop’s advice to job seekers. If you price yourself too low in order to get a job, she says, you are essentially opening yourself up to a lot of heartache in the future as you find yourself making less than you would have because your starting salary was not what it should have been when you started. Confusing? The takeaway is: don’t sell yourself short.

On the other hand, if you ask for too much in the hope that a prospective employer will counter with a lower offer, you may find yourself waiting in vain, says Duffy. The best course of action is to know how much others in the same position are making so you’re not too far off-base when negotiating salary.

Know How To Do A Job Before You Go To The Interview

For employers, training and getting new hires acclimated is a chore. If job interviewers get the sense that you know what it takes to be successful in an offered position and won’t need a lot of time to get cracking, they will feel a lot better about hiring you. “Position yourself to show you can hit the ground running,” says Tony Lee, managing editor of the Society of Human Resource Managers. “Demonstrate that you can fulfill the requirements without a great deal of training.”

Human Connection And Leadership

According to the report compiled by CareerCast, the two most often cited skills that employers are looking for in job candidates are communication and organization. One of the things that factoid indicates is that regardless of the position you apply for, you are probably going to need people skills, or ‘soft skills.’

Sure, you can understand the physical equipment used in whatever job you’re looking for, and you can accrue experience with developing such ‘hard skills’ before you apply for a new job, but so will just about every other candidate for that position. Being able to show in a job interview that you can connect with the person sitting across from you – and make them believe that you can be organized and even a leader – you will have a better chance of making a good impression.

Author: Karsten Strauss, Forbes Staff

Things Not to do During a Job Interview
Some people are old hands at doing job interviews. Others are unsure of how to survive them. Either way, there are several things you can do during an interview that may blow any chance you ever had at getting a job. Some of these may seem obvious to you, but others might take you back a bit. Either way, make sure you don’t do any of the things mentioned below if you actually want the job.
  • Show up late. This is a no-brainer, but if you are going to show up late to the interview, you may as well not even go. Plan ahead so that this is not even an issue. If you can’t make it to the interview on time you probably aren’t going to be able to make it to work on time. Whether this is true or not, it is exactly what the interviewer is going to think.
  • Chew gum. This is not elementary school. Your potential employer wants to hear what you have to say. They do not want to listen to the sounds of your gum slopping around your mouth. If you are chewing gum before the interview to make sure your breath smells good, spit it out before you ever enter the building.
  • Take your children. No, you cannot ever take your children to a job interview, even if it is at a daycare. Your mind needs to be on the interview. Not only that, but your potential employer would rather be talking to you than trying to make sure your children do not destroy some priceless collection he or she has. If you can’t get a babysitter for a brief interview, he or she is going to assume you surely can’t get one for an 8 hour day.
  • Over compensate for anything. If you don’t have any experience, push the fact that you are willing to learn. If you smoke, don’t load up on perfume; just avoid smoking before the interview.
In short, you just want to be yourself and handle the interview in a professional manner. Workway can help you develop the skills you need to navigate successful interviews.
Tips for a Successful Interview
No matter how well qualified you are for a job, if you cannot make it through the interview, you will never be employed. There are several things that job seekers do unknowingly to thwart their own path. Make sure to use the tips below so that you present yourself in the best manner possible.

Hygiene is everything. When you go to an interview, you know you need to be dressed for the interview and not the job itself. Even if the job is a messy one, you want to go in looking your best. This shows your potential employer that you have some respect for the interview and are at least organized enough to have good hygiene. Make sure your hair is washed and that there is no dirt under your fingernails. This may seem silly, but these are the things that people notice. Take the time to brush your teeth as well and if you are still worried about your breath, chew a breath mint or piece of gum until you get to the building, and then spit it out or swallow it.

Make eye contact. People who do not make eye contact are perceived as people who have something to hide. You might just be nervous about the interview, but you do not want to look like you don’t have the ability to look someone in the eye. While you are looking them in the eye, lean forward to give the impression that you are interested in what they have to say. If this is not possible, at least don’t block with your body language. Avoid crossing your arms or fidgeting.

Always be thankful. Thank the interviewer for their time when the interview comes to an end. Let them know you look forward to hearing from them as if you assume you will. Workway is a great place to brush up on your interview skills and possibly land the job of your dreams.
The 8 Things No Recruiter (Ever) Wants To See On Your Resume
Your resume is essential to helping you get a job – you’re unlikely to get far without it. As a record of your achievement, it (ideally) lays out for an employer exactly what you have done and therefore that you can do the job for which you’re applying.

Sounds simple enough, but occasionally people slip up when they think about their resume as a reflection of who they are. At times, as any hiring manager will tell you, there’s definitely a tendency for some people to overshare and, it seems, to put down anything that enters their mind when they happen to be putting together this document.

Where the professional and the strictly personal overlap, let’s take a look at what you should leave out to avoid a CV TMI!

Gaps in work history

It’s a fact that sometimes even strong candidates have periods when they were not working. And while this may sometimes be due to unemployment, there are many perfectly good reasons why gaps may exist on the resume. Of course, being unemployed isn’t always a sign of a dubious candidate, though this assumption can sometimes be made.

Employers like to see where all your time went for at least the last few years. If gaps exist, you may need to add a little context, by noting, for example, that you were caring for an ill family member or taking time to travel, or whatever the case may be. You could also choose to provide only years of employment rather than months in order to hide the breaks in work history.

Social media links

It’s not uncommon, especially among the more tech-savvy generation, to include a link to one’s Facebook or Instagram profile to help the employer get to know ‘the real me’. This is so rarely a good move that it’s not even really worth considering. More or less the only circumstance in which including a social media profile might be a good move would be when submitting a creative portfolio – in these cases, you might link to a professional Twitter or a creative site such as Behance.

Otherwise, it demonstrates a poor understanding of work/life divide and might backfire if your would-be employer discovers those Friday night selfies you’d rather they didn’t.

Your photo

While in some cultures, it’s acceptable or even expected to include a photo with a resume, this isn’t always the case. Notoriously, those applying for unskilled work in Los Angeles are often required to include a headshot, so that employers can weigh the odds of their new employee getting acting gigs and leaving the business in the near future. Elsewhere, including in France, Germany and Scandinavia, it’s seen as a good idea to include a photo.

Nevertheless, most other cultures, including the UK and most of the US, certainly don’t expect it, and it may come across as inappropriate and naïve to the general business culture. Apart from anything else, employers aren’t allowed to discriminate, positively or negatively, based on factors such as race and age, factors that your picture would likely reveal.

False information

Many of us would understand the urge to fudge the details of the resume a little, especially as weeks of unemployment pass and the situation starts to get desperate. It would seem so easy to expand that three-month internship into a year-long position, or fabricate a project or two.

But this can lead to problems down the road in all kinds of ways: at interview, these applicants can expect to be quizzed on experience they don’t have, and their references won’t be able to back them up. They might even find they can’t do the job in question as it requires experience that they lack.

Of course, to lie on a resume is also morally wrong and it tends to hang over people for years to come – as they can be exposed at any time. Stick to the truth and tell your true story as best as you can.


It’s very common to include references with an application, but this isn’t actually the right stage at which to do it. If an employer wants to get in touch with your former colleagues, they will ask you for contact details but this normally doesn’t happen until after at least the first interview.

Other applicants reel it in a little by stating ‘references available on request’ at the end, but why does this need to be included? It’s taken as a given that references will be available, and to mention this now can, unfortunately, make you come off as green.

Empty adjectives

Are you hard-working, honest, successful and intelligent? All fine qualities, but unfortunately they don’t mean much on your resume. Anyone can throw these adjectives out there, but the recruiter who has to sift through all these documents doesn’t know whether you’re making it up, whether you falsely believe it to be true, or whether it is in fact true. Employers much prefer statements that are actually backed up and proven with some kind of evidence.

So rather than saying you’re a ‘natural leader’, say you ‘headed up a team of twelve, increasing departmental productivity 40% within six months of my appointment.’ It’s measurable, specific and can form a natural connection in the reader’s mind to how you could bring the same success to their organisation.

Too long

If you’re a job hopper, or have had a particularly long career, your resume could potentially go on for several pages. That’s a big turn off to recruiters under pressure however, who really don’t have time in the day to read novel-length resumes from every candidate.

Some trimming will be necessary if your resume is longer than two pages of A4. You don’t need to provide full details of every job you’ve had going back decades – just short summaries will do. All education before undergraduate level, and the less significant or recent roles, can be cut altogether. (Does your employer need to know about a two-month gig in a different industry in the eighties?)

Too short

At the same time, of course, a resume really should cover at least an A4 page…even for somebody just starting their career. Any less than that, and the recruiter will feel they really don’t know you at all.

Avoid the temptation to pad the document out with double spacing or large font or margins but instead focus on making the content go as far as possible without relying on filler.

If you’ve just left high school, consider how the skills and experience you developed will help you in the workplace. You might also include a personal statement – though it’s often discouraged at a higher level – as it’s not yet clear to employers what you want out of a career. This should help clarify your worth to an employer.

Author bio: Liam Coleman is Co-Founder and Joint Managing Director with online recruitment agency Blue Octopus Recruitment in Leeds, UK.
National Staffing Employee Appreciation Week
It is National Staffing Employee Appreciation Week!!!!   Workway would like to personally thank all of temporary employees for their commitment to providing great work for our clients!  

Congratulations to the three outstanding employees for winning our Appreciation Awards! 
1st Place - $100 Visa Check Card: Betty James in Dallas
2nd Place - $75 Visa Check Card: Robert Hayes in Irvine
3rd Place - $25 Visa Check Card: Delphie Aragan in Phoenix
Thank you for choosing Workway to assist in your career search and for your hard work every day!

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Negative company culture hurts productivity and leads to low employee morale, and just as we see in countless military campaigns throughout history, if morale is low, your soldiers will desert. On the other hand, a healthy company culture fosters high employee morale, boosts productivity, and somewhat organically decreases turnover. But how do you create this type of culture?


Today, a temporary employee is simply someone who works for a set period of time. Once that time is up, they are under no obligation to stay, and you are under no obligation to keep them. That says nothing whatsoever about their skill level. In fact, some skill sets are well suited for temporary positions.


Anticipating questions and formulating your responses is important prep work, but preparing for the questions you’ll ask the interviewer is equally vital.


If you’re looking solely for full-time, full benefits employment, you’re greatly limiting your options. There are many opportunities that will help tide you over until you find your dream job.


Workway can provide you with skilled temporary employees that can become permanent employees if you desire.


More and more people are working in the gig economy, possibly due in part to the increased role of technology in business. Gigs are more accessible than ever before, often with a quick search on social media and other sites. Gig workers may be fully self-employed (other terms are freelancers, independent contractors, and sole proprietors) or part- or full-time employees who take on gigs for extra income on the side.


More and more people are working in the gig economy, possibly due in part to the increased role of technology in business. Gigs are more accessible than ever before, often with a quick search on social media and other sites. Gig workers may be fully self-employed (other terms are freelancers, independent contractors, and sole proprietors) or part- or full-time employees who take on gigs for extra income on the side.


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