IntegraBlog

Competitive Workforce Alliance Allied Health Regional Skills Partnership Solutions Summit

by: Seth Lytton| Business Development ManagerAllied

The Competitive Workforce Alliance's Allied Health Regional Skills Partnership Solutions Summit went off without a hitch in Concord, NC on Tuesday July 15, 2008 at the Embassy Suites, from 9:30 am to 3:45 pm.  True to what the group had planned it brought employers, educators and workforce development professionals from across the counties together to hear from others who have successfully planned and implemented regional collaborations that increase worker recruitment and develop career pathways that promote worker retention and satisfaction.

One of the highlights of the Summit was speakers from all over the nation who have successfully implemented their own Allied Health Partnership that has sustained itself.  Speakers included Patricia Fera from the Workforce Investment board in Will County in Illinois and Jennifer Stasch from the Workforce Board of Northern Cook County in Illinois among many others.  These two individuals successful designed and implemented Workforce development programs throughout the greater Chicago area, ultimately greatly reducing the Allied Workforce shortage in their region. 

The event was so successful that other Workforce Development Boards across North Carolina are planning on hosting very similar events.  And by similar I mean…the same event.  The same speakers and everything!  Obviously this summit did not solve North Carolina’s workforce problems, but it has certainly created a buzz that we have some good ideas. 

The next step is to act on the ideas and topics talked about.  The group will continue to meet in the coming months and hopefully be able to implement similar to solutions to those tried in Chicago.  We would also love for more people to become involved in the programs.  If interested please let me a comment below and we can work something out.  Till then I continue my quest to find the best Allied Health workforce in North Carolina! 

Are you Engaged this summer?

by: Joanna Gammon | Client Relationship Manager

Engage Charlotte (a division of the Charlotte Chamber focused on Young Professionals), sponsored by Integra Staffing, is throwing its 3rd Signature Event!! 

Are you Engaged this summer? 
If you haven't been, this is what you missed.  Engage Charlotte has created a blog sharing all the cool FREE activities in Charlotte (pretty edgy for a Chamber of Commerce to promote non-commerce generating activities, don't you think?)  And, since we know we want more than just blogs, we're coming together on Women's Equality Day to hear from the four women who publish Charlotte's biggest print publications to hear how media has evolved and why they are still relevant when groups like ours are blogging.  And, even though it's Women's Equality Day and our speakers are all women, boys are encouraged to attend. 

Man can't live on ones and zeros alone, but millennials seem determined to forego the nourishment of ink on paper in favor of digital media. Are they ink starved or digit hungry? How will newspapers and journalists adapt to this generation's preferences? Is this new media trend as prevalent in Charlotte as in other markets? Who will be the innovative leaders that help media adapt?

Join the discussion as we engage Charlotte's leading publishers on TUESDAY, AUGUST 26.
Guest Speakers

• Carolyn Butler
  Publisher, Creative Loafing 
• Ann Caulkins
  Publisher, Charlotte Observer
• Jeannie Falknor
  Publisher, Charlotte Business Journal
• Hilda Gurdian
  Publisher & CEO, La Noticia, The Spanish-Language Newspaper

Moderator
Michael Juby, Associate, Parker Poe Adams & Bernstein LLP

Please visit www.engagecharlotte.com to register! 

When Preparing for a Job Interview, Don’t Forget the Most Important Part: The Close

by: Josh Stahl | Business Development Manager

Lack of interest or enthusiasm during the interview process is on the top 10 list of reasons for candidate rejection.  Most applicants don’t understand just how important it is to follow up after an interview, beginning with a thank you letter to each interviewer.

In addition to competence, employers want someone they would like to work with and who wants to work with them. During the interview always show your excitement and enthusiasm about the position (assuming you are being genuine). Besides stating your interest in the particular position, remember the following points during the final moments of your interview:

• Express your gratitude to the interviewer for the opportunity you have been given - no matter how the interview went.
• Find out if there is anything else you can do (for example, sending samples of your work) that might give the interviewer a better sense of what you can contribute to the organization.
  Tell the interviewer that you are confident in your ability to perform the responsibilities and make a contribution.
• Ask what the next steps are in the selection process and when a decision is expected to be made.
• Ask how you stack up to the other individuals they have interviewed and if the manager’s see any reason why you wouldn’t be able to be successful in the position.
• Follow up can help you turn an interview into an offer by knocking out your competition, reassuring the hiring manager of your capabilities, or turning a losing situation into a winning one.

First of all, assess each interview. Effective follow up depends on knowing what happened in the interview. Ask yourself several questions.

• How did it go?
• What did they say? What did you say?
• How many people did you see and how much time did you spend with each one?
• What role does each one play and who is important?
• Who is the decision-maker?
• Which one is likely to most influence the decision?
• How quickly do they plan to decide?
• What do you believe you have to offer that your competition doesn't?
• What problems does the interviewer have and what solutions do you recommend?

Then, follow up with each person with whom you interviewed with a computer-generated letter of thanks - regardless of how the interview went. Your goal is to influence the interviewers. Address the following areas in your thank you letters:

• Apply the same tone reflected in the conversation during the interview (friendly, formal, etc.).
• Reaffirm your interest in the position and thank the interviewer for the time given to you.
• Recap your key qualifications that apply to the position, your understanding of the employer's immediate needs and what can you do to make his or her job easier.
• Any objections to your candidacy. For example, you may know they typically hire someone with a different background from yours.
• Reiterate the commitment you made at the end of the interview and state the next steps. For example, "I'd like to get together with you to discuss my ideas on..." or "If I don't hear from George within the next week or so, I'll follow up with a call."

Move the process along to the next step at the employer's pace - not yours. The next steps could include another meeting with the hiring manager or other people, discussion of your ideas for a new project, or a proposal on how you would handle a certain area. The timing of your letter depends on the hiring manager's sense of urgency and personality. If the situation is urgent, mail or deliver your letter(s) immediately.

In addition, it is possible to influence the hiring decision by contacting anyone else who can help you. Think of the people (your references or mutual contacts) the hiring manager will most likely call for information. Call them, tell them about the position, and ask for their support by putting in a good word for you.

This may seem like hard work. However, how badly do you want the job? Every step of the interview process is an opportunity to make an impression. Create the best possible impression right from the beginning. It will be well worth your effort.

Do You Have Any Questions For Me? Concluding the Interview

by: Kasey Sloan | Business Development Manager

The most dreadful part of an interview for many candidates is the end: “So, do you have any questions for me?”  This not only shows a company that research was done prior to the interview, but also that you’re interested in finding the right fit for yourself as well!  The interviewer has many questions to ask about your skill set, past experiences, your personality, etc…  It’s important that you also have a list of questions that don’t have obvious answer listed on the company website or other collateral material.  Below are just a few questions that may be helpful in an interview!

• Could you tell me why this position is currently open?  This answer could show that the company has a high amount of turn-over, or could shed some light into the company’s growth if it’s a new position.
• How long do people typically stay in this role?  This can provide insight into growth opportunities within a company, or also show a level of turn-over.
• What are your strengths and weaknesses compared to XYZ Company (competition)?  Do your research on a competitor so that you know where a company stands in line with competition.  You’re not only selling yourself to a perspective company, but also learning if the company is in line with your expectations.
• What are some of the skills and abilities necessary to succeed in this position?  If you’re interested in the position, this will show the employer that you want to be successful.  Knowing what a company is looking for may help you in revealing personality traits that aren’t necessarily communicated on your resume.
• Who will review my performance and how often?  This could allow you to show a potential employer that you’re willing to accept criticism in order to improve, or that you’re able to work alone if need be.
• Are there any weaknesses within this department/company that you’re currently working to improve?  Not everyone is perfect and not every company is where they’d like to be.  This could prove to a potential employer that you have creative solutions to a problem that exists.

You don’t have to wait until the conclusion of the interview to ask questions.  If there is an opportunity to engage your interviewer in a conversation, go ahead!  This will reveal more about your personality in the long run!  And finally, don’t leave the interview without asking what the next step will be.  Not only is this a question you need to know the answer to, but will also show a company that you are proactive ….  “When can I expect to hear from you?” 

Engage!

by: Joanna Gammon | Client Relationship Manager

From previous entries, you have heard me mention Engage Charlotte.  The council is open to young professionals 21-39 with an interest in economic development, workforce development, civic engagement and Charlotte’s quality of life. In 2008 Engage Charlotte seeks to continue to serve as a voice for Charlotte’s young professionals and strategically partner with other young professional groups to provide information and value to Chamber members and the greater Charlotte community.

If you are apart of a YP group, we reach out to you and your organization in an effort to collaborate.  The volunteer board of Engage Charlotte created a committee that is specifically focused on developing partnerships with other young professional organizations that are already contributing to our mission as stated above. We believe it is crucial, not to duplicate the many wonderful efforts already established in this area, but to provide a portal to highlight the progress and opportunity. We want to help by exposing the work that your organization is involved in and facilitating yp’s ease of finding information on many areas of interest that they may have. We would like to ask you to fill out an application so we can learn more about your current activities and be a part of marketing those efforts with you.  Please visit our website www.engagecharlotte.org.  Click on the Community Calendar tab.  Then proceed to step 1: Calendar Agreement Form. 

If you have any questions, please feel free to contact me at jgammon@integrastaffing.com and I’d be more than happy to answer any questions. 

Engage Charlotte - Engaging Risk = Achieving Innovation

by: Joanna Gammon | Client Relationship Manager

Engage Charlotte has released it’s first quarterly newsletter! Michael Juby, Engage Charlotte Chair, says “We are thrilled that you are interested in learning more about this great region and the important role you can play in shaping Charlotte's future! In our newsletters, we hope to provide you with concise, compelling information that will help you in your personal and professional development. We also want to help you connect to the region's business and civic leaders, to volunteer and leadership opportunities, and to one another. Feel free to contact me if you have any questions about our newsletter or Engage Charlotte - I would love to hear from you! Have fun getting Engaged!”

Engage Charlotte recently hosted their 2nd Signature Event at the Westin Hotel. Integra sponsored the event on… Engaging Risk = Achieving Innovation

"If you're not failing every now and again, it's a sign you're not doing anything very innovative." ~Woody Allen

Innovation is a rare and precious gem because so many people fear and avoid the risks necessary to achieve it. Of what are they afraid? Mistakes? Failure? Humiliation? Financial ruin? Those are legitimate concerns. However, mistakes and failure are excellent learning tools and should be embraced by young professionals and seasoned executives alike. As for humiliation and financial ruin, may we suggest calculated risks. Learn from an inventor and an intellectual property attorney how they engage risk to achieve innovation.

Guest Speaker: Louis Foreman founder and Chief Executive of Enventys an integrated product design and engineering firm with offices in Charlotte, NC and Hong Kong. Louis graduated from The University of Illinois with a Bachelors of Science degree in Economics. His interest in starting businesses and developing innovative products began while a sophomore with his first company founded in his fraternity room. Over the past 20 years, Louis has created 5 successful start-ups and has been directly responsible for the creation of over 10 others. A prolific inventor, he is the inventor of 9 registered US Patents, and his firm is responsible for the development and filing of well over 150 more.

The recipient of numerous awards for entrepreneurial achievement, his passion for small business extends beyond his own companies. Louis volunteers his time teaching small business classes at Central Piedmont Community College, and was just recently awarded the 2007 Instructor Achievement Award. He is a frequent lecturer and radio / TV guest on the topics of small business creation and product development, and is frequently invited by the United States Patent and Trademark Office to be a featured speaker on the topic of innovation.

In addition to being an inventor, Louis is also committed to educating others on the topic of intellectual property. Louis is the creator of the new PBS TV show, Everyday Edisons and serves as the Executive Producer and lead judge. The show is in production of its second season and appears nationally on PBS. In 2007, Louis became the publisher of Inventors Digest, a 20-year-old publication devoted to the topic of American Innovation.

Louis was a founding member of The Inventors Network of the Carolinas, a non-profit organization that empowers inventors through education, support, and networking opportunities. Louis currently serves as a board member for the University of North Carolina Charlotte Technology Commercialization Committee, The Entrepreneurial Leadership Council at Queens University, and the Central Piedmont Community College Small Business Advisory Board. In December of 2007, he was appointed by United States Secretary of Commerce Carlos M. Gutierrez to serve for a 3-year term on the nine-person Patent Public Advisory Committee of the United States Patent and Trademark Office.

Guest Speaker: Keith Agisim is Associate General Counsel for Global Intellectual Property for Bank of America.  Keith and his team are responsible for creating and implementing the Bank’s intellectual property and intellectual asset strategies, including protecting the Bank’s intellectual property, defending the Bank against claims of others, and monetizing the Bank’s intellectual assets.

Prior to joining Bank of America, Keith was IP Counsel at an affiliate of the Principal Financial Group, where he structured novel intellectual-property-based financings. The innovative structuring of these transactions earned a “Deal of the Year” Award from Securitization News and a “Deal of Distinction” Award from the Licensing Executives Society.  He also provided strategic intellectual property counseling to businesses to assist them in developing and monetizing intellectual property assets. 

Keith practiced law at Fish & Neave in New York, where he specialized in the protection, assertion, acquisition and divestiture of intellectual property assets.  He has also advised investors and investment banks on the evaluation of the intellectual property and licensing strategies, as well as valuation issues related to intellectual property portfolios.  In addition, Keith has litigated patent, trademark and copyright matters.

Keith graduated from the University of Michigan with a Bachelor of Science degree in Cellular and Molecular Biology and received a J.D. from Columbia University School of Law.

In deciding on where to start a career, keep your priorities in mind

by: Josh Stahl | Business Development Manager

After graduating from Bowling Green State University in Ohio, I knew I wanted to live in a city where the career opportunity was as bright as the summer sun. Growing up in the cold Midwest, I was desperate to get out of the freezing, cloud-laden winters and needed a new place to call home. That’s when I began researching the best places to live for young people. I had heard of Charlotte, NC and talked to many people that were raving about it, but I was generally unfamiliar of everything it had to offer. I knew that it was growing and plenty of businesses were moving there because of the immense population expansion, but I came to find out that it had everything I could ask for. I soon realized that aside from the wonderful weather where you still get four seasons, there are mountains to the west for the skiers, beaches to the east for the surfers, 3 professional sports teams to root for and a downtown nightlife to boot.

All of that to me was very appealing, but after all the research, I thought the most attractive aspect of the city was the fact that it was affordable. Now don’t get me wrong, there are plenty of crazy expensive neighborhoods on the outskirts of downtown, but overall, a young professional with a fairly decent paying job wouldn’t have that much trouble finding a piece of property to call home. A lot of my friends moved to bigger cities upon graduation like NYC and Chicago, but I felt like Charlotte would give me the opportunity to advance a little quicker in the real estate investment game. Those cities are great for nightlife and job opportunity, but personally I was more interested in owning a home at a young age than seeing a celebrity in Times Square on a Tuesday night. Being that is the headquarters for Bank of America and Wachovia, the largest commercial bank in the U.S. and the fourth largest banking chain based on total assets, people tend to think of the city as strictly a banking town. That couldn’t be farther from the truth. There is a plethora of diversity in industries throughout the city and with new businesses moving here daily, there is practically opportunity for any educational background.

I’m sure I sound like I’m being paid to talk about how wonderful the city of Charlotte is, but in all reality, the reason I am so happy that I decided to move here is the fact that it has everything I was looking for. At the end of the day, when deciding on relocating to another city for a career move, make sure you are doing it for all the right reasons and not just because it might have one or two things you like.

Job Satisfaction for New Grads Should be More Important than a Fat Wallet

by: Seth Lytton | Business Development Manager

So you have the degree, you were a member of all the influential organizations in your college and most importantly you’ve got the people skills to land that first job.  GREAT!  Now how much does it pay?  This is a scenario that many college grads face when interviewing for that first job.  And while it is a normal occurrence in the interview process, the mere mention of money causes many people feel sick to their stomach.  None the less it is important to know how to make the most out of that first job and you may be surprised, but salary should not be the deciding factor. 

When interviewing for a job it is important that you find the job that fits your skills, more so than your wallet.  Job security, company culture and room for growth are all things that are often overlooked when searching for that first job.  Most recent grads are like Wile E. Coyote with huge dollar signs for eyes searching for the biggest paycheck, but in reality they have little knowledge in what truly makes a job worth while.  A good first job should be one in which you have room to make mistakes (because you will), senior level people who are invested in your growth and willing to help, continuing learning and training opportunities, and it should be in a company where you fit the culture.  These traits make a job enjoyable, and in many cases correlate to an enjoyable work environment.  One in which new grads can succeed. 

Even then the question will come; what is the right salary for this position?  Many resources exist to answer this question:  salary.com, local almanacs, and many universities publish the previous year’s information for the public.  All of which can give you a baseline to compare offers.  However, the bottom line is there is no right salary for the position.  It is all the factors mentioned above that make a job worth having, not the dollar value.  That being said it may be necessary to take an entry level position paying lower than what you may have expected, but this position also has the potential for a long and prosperous career. 

JOB LOYALTY: THE CHALLENGE

by: Kasey Sloan | Business Development Manager

In today’s market, job loyalty is almost considered a double-edge sword.  Times have changed, and the days of working for one company throughout your career are over.  However, employers do not want to see someone jumping around from company-to-company!

When considering a career move, the first thing a potential employer looks at is a resume and work history.  According to CollegeGrad.com, the top criteria employers use when evaluating possible candidates is: #1- educational background, #2- Interviewing skills, and #3- professional experience.  When you look at the interview process, your resume can either make or break the chances of getting a face-to-face interview.

According to the Federal Citizen Information Center, people generally change jobs seven to ten time throughout his/her career.  This shows company’s career progression and advancement.  Employers want to know that an individual was recognized for good work, promoted, or recruited out for an increase in responsibility or pay. 

However, companies DO NOT want to see a person who has changed companies over-and-over again.  This shows a lack of loyalty to the company and makes them weary of bringing that individual on board, because of fear that they will not stay very long.  I would suggest 3-years as a good marker.  After three years with a particular company, if you are not promoted, or there is no change in pay or responsibilities, that is probably a good time to move on.  Companies generally don’t want to see more than 3 companies on a resume, over a period of 5-years.

The challenge: finding a good balance between gaining a diverse amount of experience to progress your career, and displaying a lack of loyalty to a company. 

Work-life Balance, Its Becoming More Important to Job Seekers Then Money

by: Wendy Floyd | Senior Recruiter

In today's turbo-paced work environment the quest for work-life balance proves to be quite a task for many employees. The demand for work-life balance options may have started with mothers in the workforce but now the push for balance is coming from all employees. Given this, it should not come as a surprise that employee demands for work-life balance options are climbing to the top of the 'what employees want' chart. Employees, with and without families want to be able to meet the demands of their careers and to be able to meet the needs of their families. It's important to them to have time to participate in professional organizations and clubs, have time for hobbies, have time to volunteer in their communities and to be able to make adjustments as necessary to deal with the changing economy, i.e. higher gas prices among other things.

So how important is work-life balance? Extremely important considering the fact that talented, highly qualified candidates are passing up job offers because they don't include enough work-life balance options. Keeping up with the changes in workforce demographics is becoming a necessity. Regardless of whether employers view work-life balance options as a case of social responsibility or competitive advantage, their awakening to the fact that work-life balance options not only benefit the employee but they also benefit the company. Although there is no perfect, one-size fits all balance employers will need to find creative ways make the work place more flexible and supportive.

Take a look at some of the benefits of work-life balance:

Employees:
‚ Emotional wellbeing
‚ Achievement and enjoyment
‚ Boost family and career
‚ Gym subsidies
‚ Job redesign (job-sharing, telecommuting, flex-time)
‚ Child care
‚ Leave
‚ Community involvement

Employers:
‚ Productive, engaged employees
‚ Dedication and commitment to the organization
‚ Higher retention of employees
‚ Elimination of stressful work environment
‚ Improved corporate image, identified as an 'employer of choice'
‚ Competitive edge
‚ Meet social responsibility
‚ Reduced absenteeism and sick leave usage
‚ Employee satisfaction

More employers are taking action to increase employee satisfaction. They are looking for ways to design and create a company culture that is more supportive. Work-life balance options show employees that you, the employer respect their personal time and make them feel good about their relationship with you and the company. Employees and employers alike can benefit and appreciate what a healthy work-life balance has to offer the workplace.