The EPG Connection

By: Stacy Hory, Emerson Personnel Group

For 14 years, legislators have used funds reserved for NJ Unemployment payouts to assist local hospitals who treat uninsured residents. In doing so, the unemployment fund has fallen to a dangerous level that may set off an automatic $350 million payroll tax to employers starting July 1, 2008.

When Governor Corzine took office, he proposed transferring the $250 million surplus into the unemployment fund to offset the low level and avoid the tax increase. On May 22, 2008 the Senate approved Corzine’s Bill 38-0 but it still must be approved by the Assembly. Senate Budget Chairwoman Barbara Buono was quoted saying the move is “the right fix for these tough times”.

If the Assembly approves the bill, the $250 million will raise the level to $1.5 billion. The new level will still be dangerously low and the tax increase could still happen depending on economic conditions and new unemployment filings.

Congratulations to our March 2008 Employee of the Month, Amy Stadlman.

Amy registered with Emerson Personnel Group in September 2007. She was most interested in part time employment. We immediately placed her at The Gallagher Group doing general office work on a part time basis. Everything has worked out very well…so well, that she is still there! Amy demonstrates a strong work ethic along with a professional demeanor. Congratulations Amy!

Personal Information 

Name: Cheryl E. Burr

Title: Staffing Coordinator

What you do for EPG: Provide temporary staffing for companies in the tri-state area.

Education: Bachelor of Science, Psychology, Howard University, Washington, D C

First Job: Cashier for McDonald’s

Little-known fact about you: I love to write and play piano

Home: Currently Lindenwold, NJ, originally, Southport, North Carolina

Business Philosophy: Make every attempt to do the best job you can do!

Essential business philosophy: Never underestimate the value of relationships

Yardstick of success: Longevity

Goal yet to be achieved: To have a published novel

Mentor: My father

True Confessions: I would love to have at least 7 small dogs!

Words that describes you: Reliable, tenacious, humorous, caring, nurturing

Like best about your job: The staff at EPG, working with my partner Denise, and the fast-paced environment of the Temporary Division.

Like least about your job: Not being able to help everyone I meet!

The most important lesson you’ve learned: Embrace life’s challenges with faith and optimism!

Life motto: Anticipate the best, be prepared for the worst, and remember life’s lessons along the way.

Pet Peeve: Rudeness

Person most interested in meeting and why: Maya Angelou —most interesting and profound author in my opinion.

First choice in a new career: Writer/Author

Greatest extravagance: Buying party dresses

Et Cetera: “ Remember that everyone has something to offer”

Most influential book: “I Know Why the Caged Bird Sings” by Maya Angelou

Favorite movie: I have two: “The Sound of Music and Forrest Gump.”

Favorite restaurant: “The Lobster Trap”

Favorite vacation spot: “Nassau, Bahamas”

Favorite room in the house and why: The bedroom, because it is warm and cozy.

Favorite way to spend free time: I enjoy spending time with my kids and my dog.

by John Sumser, Monster Contributing Writer

There are only two methods for developing a powerful workforce: recruit or retain.

You either add people from the labor marketplace, or grow and develop the team you already have. The organization’s retention policies and practices drive recruiting requirements. Retention is the heart of any serious attempt to create a workforce that delivers serious competitive advantage.

While recruiting tools and techniques garner lots of media attention, knowing how to effectively prune, direct and control the composition and growth of the workforce is a far more important, practical problem.

Growth, attrition and productivity are the three factors that drive annual recruiting requirements. Interestingly, in some segments of the workforce, productivity improvements drive decreases in the attrition rate. Well-executed redesign of workflow can result in increased challenges and satisfaction. In other segments, improved worker performance will cause an increase in the attrition rate. In other words, the company’s productivity improvement may be the employees’ increasingly stressful workload.

The important thing to grasp is that retention programs only work when tailored to the specifics of your organization. Although some ideas may be generalized, your specific industry, geography and demographics will require case-specific approaches.

Here are six general principles you should be familiar with when it comes to understanding retention issues:

presented by Dynamic Resumes
www.dynamicresumesofNJ.com

You can move forward more rapidly in your job search by utilizing every opportunity to send a letter, email, or voicemail message to a potential employer and to your networking leads (…without being a stalker of course!). Think about it – you meet with someone, and later drop a quick email saying “Nice meeting you for coffee today – I appreciated your suggestions about my job search.” It would take you about 10 seconds to write this and click send, right? What do you think the reaction will be from the recipient? He will have a nice surprise note in their email that is short and appreciative of their time. He feels good about the note and good about you!

This thank you effort can be a key influencing factor following a job interview. Sending a note (via snail mail or email) is an opportunity to show your initiative, to emphasize a critical point about your background, to mention one more thing about your strengths which may not have come up during the interview. The employer who received your note is impressed with your timely note and comments. Surprisingly, only a small percentage of candidates send a thank you letter after an interview. So, this makes your note stand out even more so!

How can you look polished with regard to post job interview notes? Be sure to ask for a business card so you have the spelling of their name, and correct email or snail mail address. The letter should be brief and if handwritten - legible. Start by thanking them for the opportunity to interview and convey your excitement about the position. Then mention one or two key points - perhaps something in particular about the job that you were enthusiastic about, or emphasizing how you feel you could make a contribution to the team. Close with a simple statement indicating that you enjoyed the meeting and hope to hear back soon. Be sure to include your email address and phone number. Just think – this small effort could be the key to getting an offer!