The job market is fierce. The competition is plentiful and the opportunities are few. When looking for a job there are the usual avenues to explore, Craigslist, Monster.com, the local newspaper, etc., and you may even have success with any or all of these options. They didn’t work for me, however.

After being out of work for almost two months, and spending entire days online scouring the websites listed above only to be either beat to the door by someone else, ignored or rejected I decided I had to find another avenue to go down. I knew that I needed to find some contacts in my field of web design, since I had already exhausted the ones I had. You can only email and call people so many times before they start to get annoyed.

With everyone turning to social media to stay in touch it seemed like as good a place as any to put the word out that I was looking for work and to do some fancy networking as well. I started with my Facebook account, hoping that between all my 261 “friends” someone would see my desperate cry for employment and either hire me or pass my name on to someone that would. While I did have some friends take notice of my dilemma on Facebook the advice that ultimately landed me a job was to make use of Linked In.

Linked In is the ultimate in networking. I signed on and entered the most detailed profile I could, and then uploaded my address book and got to work. I was amazed by the connections I found through people I already knew. It turns out that the reason I didn’t have any success through the people I had already approached was that it was someone in my outer circle that had the connection I needed and was able to introduce me to my new employer.

If you are looking for work, I highly recommend looking towards social media and developing your own network. Not only is it easy, it’s fast. I found a job through Linked in within 48 hours after wasting months looking the conventional way.

Have you been considering giving your employees a gift card or other small gift item during this Holiday season? If so, you may need to consider the tax issues associated with these fringe benefits. Currently, the Internal Revenue Service (IRS) advises employers that all fringe benefits, like gift cards are considered taxable wages unless they are excluded by a section of the Internal Revenue Code (IRC).

You may be wondering if there are any non-taxable gifts that you can safely give during this Holiday season. According to the IRS, employers can provide items that are considered de minimis. Examples of these gifts include tickets to a sporting event/concert/theater event, a Holiday group meal, flowers and other low priced traditional gifts that don’t have a cash value.

For example, the employer can provide a small gift on during the Holidays such as a mug with hot chocolate without any taxable issues to the employee. However, if the employer gives the employee a gift certificate to a coffee shop to purchase the items, it could create a situation where the employee could receive cash back. In this situation, the gift card/certificate would not be considered a non-taxable gift.

If you have any questions regarding the IRS Code, please contact your branch office or legal counsel. As an additional resource, you can reference the following guides published by the IRS: Taxable Fringe Benefit Guide and the Employer's Tax Guide to Fringe Benefits, Publication 15-B.

On Monday, November 1 from 10:30AM to 1PM Midwest Staffing team members, Chris Kratochvil, Justin Smith, Dan Webinger and Mary Verdeja along with Firstat's Brian Thoemke, attended “Celebrate Opportunity” an Opportunity Partners event. The event was an executive networking and business recognition luncheon to celebrate and learn how people with disabilities enhance our workplace. Midwest Staffing and Firstat donated $1,250 to help people with disabilities add value to the Twin Cities area.

The “Celebrate Opportunity” networking luncheon was hosted by Frank Vascellaro from WCCO-TV with keynote speaker Randy Lewis, Senior Vice President of Supply Chain Management for Walgreens. Walgreens the largest pharmacy chain in the United States is one of the strongest supporters of Opportunity Partners by integrating people with disabilities into their workforce, marketplace and supplier chain. Randy discussed the success Walgreens has had by integrating Opportunity Partners workers into their distribution channels. They plan to increase the employment percentage of employees with disabilities by 20 percent. This is Walgreens secret to success; with this in mind your business should consider contacting Opportunity Partners.

Other than having the privilege of listening to Guest speaker Randy Lewis, the luncheon also included a speed networking session. Speed networking is similar to speed dating, a timed round robin where professionals meet to exchange contact information and their companies goals and history. Afterwards professionals decide on whom they will connect with or where they can utilize their product or service. A few businesses that Chris Kratochvil of Midwest Staffing connected with were Graybow HD, Minnesota Life College and Anchor Insurance Agency.

Besides a great networking event Midwest Staffing and Firstat fully intend to participate in this event again November 1, 2012. Not only to connect with other business professionals but to support the added value and the impact Opportunity Partners has on our community.

My younger sister Jonica transferred from Central Lakes College to St. Cloud State University for the 2011 Fall Semester to pursue a bachelor’s degree in Psychology. Once arriving in St. Cloud she was faced an issue that plagues thousands of Americans… finding a job.

Jonica spent several days/weeks filling out applications to local restaurants and retail stores and hadn’t heard from any of them and never received a single interview. Finally she reached out to me for support. Jonica was doing the most important step by taking the initiative of completing the application and placing it in the manager’s hands. However she was dropping the ball in one major area. Jonica wasn’t utilizing her network, one of the most important reasons for her inability to acquire an interview. Once she began contacting first and second degree connections, she quickly landed two interviews, one for “Grizzly’s Bar and Grill” and the other “Red Lobster”.

The “Red Lobster” connection was made through our Brother’s > Girlfriend’s > Dad’s > Girlfriend. Yes that is a long degree of a connections but the outcome was rewarding. The second interview with “Grizzly’s Bar and Grill” she received because of a long line of connections she wasn’t utilizing, including myself, my sister, my brother and my wife. Even though Jonica’s application included our sister’s name Jenae who had been an excellent employee there for many years and still well know with the current management, her application was overlooked among the stack of other capable applicants. Once I heard that she was applying at “Grizzly’s Bar and Grill” I quickly reminded her that my brother, my wife and I play volleyball with one of the managers one of whom she herself has played with.

While in the interview the manager was surprised to learn that Jonica was Jenae’s sister and was overlooked. This is a prime example on why it is important for everyone to follow up and reach out to your connections.

If you are a job seeker you probably aware of the grueling application process especially if you are facing this alone. Alleviate some of the struggle by reaching out to friends, family, neighbors and even your parent’s > neighbor’s > friend’s > Cousins to help get your foot in the door.

These days, finding a job is hard, and just submitting resumes to different companies isn't enough anymore. The face of job hunting has changed, and nowadays, having a professional social media life is what will make or break your chances at landing a job. Companies now use social media to recruit new personnel. Almost 80% of all companies are recruiting using social media, or will start recruiting later this year. They are also using it to check on employees. If you want to get a good jump start on getting a great social media campaign that will increase your chances of getting hired, you should follow these guidelines.

Clean up your online photos.

• Clean up your online photos. If you are a recent college grad, this means that you need to take those photos of your frat parties off Facebook, ASAP. Sexually suggestive photos, as well as photos that display your drinking abilities, need to be out of your profile while you job hunt.
• Know what media to use. LinkedIn, Facebook, and Twitter are used by most recruiters. If you are hoping to land a job on YouTube or Myspace, you are going to be sadly disappointed.
• Don't rant on your social media, especially about your job. Whining, ranting, and outright insulting others isn't professional, nor is it becoming. One of the most famous cases of Facebook firing happened when an employer discovered that his new hire was openly insulting him on social media. Don't let this happen to you!
• Prove that you are knowledgeable about your field. Writing a couple of blurbs which offer tips and tricks about your field every week or so can make a huge difference in whether or not you are recruited.
• Be professional online, and off. Keeping your grammar correct, your spelling perfect, and your tone light is a good way to show your professionalism online.
• Offering advice to others online is a very good way to network while making yourself an authority on the subject. As an authority in your field of work, you will get a higher chance of getting hired, and it's also quite likely that you will get a higher salary offer.
• Use your common sense. If you dress unprofessionally in photos, you will be taken as a person who isn't professional. Some things are still the same, both in life and on the net. Appearances are always going to count.

Your social media accounts might be a first introduction from you to a company. Having a professional, friendly, and intelligent online persona lets you make a great impression on employers. By giving them a great first impression, you are letting them have confidence in you. More and more people are being recruited by social media. Isn't it time that you start investing your time in it?

Do you struggle with the interview process? Just like people who struggle at taking test but know all the information there are people who are good applicants but are unable to sell themselves in an interview. The interview process is an interactive ritual that requires research of the company, simple actions like eye contact and body posture, as well as knowing various tips and tactics for answering questions effectively. If you feel you have mastered these skills but the interview still doesn’t go well, then it is good to have a contingency plan. I have experienced three methods that will give you the upper hand to outwitting your competition and will position you in the line of sight of the hiring managers.

Method 1: Staffing Agency –Work with the staffing company the business of interest utilizes. Get your foot in the door by accepting a temporary position, you will be able to demonstrate your work ethic and prove your worth to the company decision makers.

Method 2: Lower Level position – Accept a lower level position such as an internship program; if unavailable make it a suggestion to the business. This will give companies the flexibility to try you out before making a permanent decision and you will be able to demonstrate you skills.

Method 3: Volunteer Your Time (Work for Free) – This being the most risky method to pursue but sometimes the most rewarding. Any company will recognize your dedication and desire to be a part of their team and will view you the prime candidate for the next available position.

Try these alternate methods, take the initiative to showcase your skills and experience to employers. Get your foot in the door and prove you are a flexible, dedicated worthy employee willing to go the extra mile.

In April 2007, NFL all-star quarterback Michael Vick pleaded guilty for illegal dog fighting. After serving a 21 month sentence Michael Vick returned in time for the NFL’s 2009 season and was selected to the 2010 Pro Bowl. The decision made by coach Any Reid to give Michael Vick a second chance paid off immensely. Now, as a manager or owner how can you make an Andy Reid decision?

There are some individuals out there that may look undesirable to hire from a paper perspective. One example is having a criminal background. Finding a job is already complicated with the national unemployment rate at 9.2% and having to compete with other talented individuals without a record. I have a friend in the St Cloud, MN area who is experiencing these barriers. He is a hardworking, family orientated, devoted Christian, struggling to find employment because of past indiscretions. In comparison hiring him would be like hiring a Michael Vick, his work ethic and ability benefit any company willing to give him a second chance.

If you are still not fully convinced and are still waffling because of the implied risk a person with a criminal background bears, try utilizing a staffing agency. Most staffing agencies participate in a temporary-to-permanent program which allows businesses to evaluate an individual’s work ethic, attitude and performance before making the decision to hire. Some agencies have standards and regulations for hiring employees with a criminal background and are more than willing to share their process with you. Reduce your risk and open the door, the opportunity to evaluate a potential All-Star is at your nearby staffing agency.

As a job seeker propose the temporary-to-permanent solution to a potential employer and prove the value you can add.

Has your business hired a Michael Vick or seeking an All-Star in the St. Cloud, MN area? If so; comment below.

Previously published by Minyanville.com on Andrew's blog.

During the economic slide and subsequent recovery, the jobs market has been in the spotlight throughout, scrutinized over and over, as traction has been hard to come by. But there have been glimmers of hope, as temporary hiring has shot higher over the past year, historically a precursor to permanent hiring. But this isn’t your “typical” job market.

To shed some light on the current job market and future of the job placement industry, I sat down with Midwest Staffing’s Jen Granner, Director of Sales, and Tron Swanson, Marketing. We discussed their business and industry, as well as any trends that they are seeing in the temporary and permanent job placement market. Bridget Ortner, Human Resources Manager, and Brian Thoemke, President, contributed to the conversation as well via email communications.

Andrew Nyquist: Can you summarize Midwest Staffing’s business and client focus for readers?

Jen: Midwest Staffing is a growing and ever changing family owned company [Thoemke Enterprise]. Midwest offers innovative solutions that are flexible for our business partners needs, depending on their business goals. As dynamic as the American economy is, we have taken an approach of understanding the ever-changing needs of our clients and responding accordingly. We really focus on providing a flexible workforce as companies needs change on a daily, weekly, and monthly basis. We also assist companies in finding great talent in all areas of expertise.

Tron: Being a small, locally operated business allows us to better understand the relationship that businesses have within communities. We strive to participate in this process, attending client and community activities, training programs, charity events and daily operations. Community building is very important to Midwest.

Andrew: Generally speaking, how’s business been of late?

Jen: The current economic climate has made business very unpredictable, and we have seen more reactive needs from our clients than ever before. It is due to this uncertainty that the need for a flexible workforce has increased significantly, and our business is up 30% from this time last year. We see this trend continuing throughout the rest of 2011.

Andrew: So, it sounds like you are seeing an uptick in temporary hiring. Do you think it’s a precursor to fulltime hiring?

Jen: Yes, there is definitely an uptick in temporary hiring, though most companies are still hesitant to turn this into full time hiring. Again, this is due to the high level of uncertainty. However, we are seeing that companies are still willing to add elite performers [top 10%] to their team in any industry, as talent is hard to find and sort through.

Andrew: Are there any current or future hiring or workplace trends of note? And how do these trends affect your business, now and in the future?

Jen: IT, Engineering, Manufacturing and Sales are the hot sectors we are catering too and are seeing the biggest demand for top talent. As we continue to evolve with the economy and trends, we have added new areas of focus to ensure we are keeping up with the marketplace.

Tron: We continue to bring on talent that has an expertise in areas outside of our current business scope to ensure we are diversified. This will help us better meet the needs of our clients.

Andrew: What are your corporate clients telling you about the future?

Brian: Clients we work with have never seen so much uncertainty with their future business. The ability to accurately forecast no longer exists in today’s business climate. As a result, we see greater demand for “last minute” help with projects that in the past we would have had several weeks-months lead-time. Clients are feeling more optimistic about their prospects for growth when compared to 2009 but most remain somewhat leery of what the future holds for them and their business.

“Our success is built on a strong partnership with our clients, internal team and the communities in which we operate” – Brian Thoemke, President

Andrew: What opportunities/obstacles does the recent healthcare reform bill pose for Midwest Staffing and your industry? How do you think it will effect corporate hiring in general? Temporary or Fulltime?

Bridget: Midwest Staffing supports the recent health care reform bill as it relates to providing more Americans with health insurance coverage. If health care reform is done correctly, the bill could make temporary employment an attractive option for individuals. Midwest Staffing recognizes the importance of health care insurance as it increases retention and productivity for our clients. Because we recognize the role that health care plays in creating a qualified workforce, we currently offer a limited medical and dental plan to our employees. As health care reform stands now, we feel that more corporations will turn to temporary staffing agencies to provide a qualified workforce. Using temporary employees could allow corporations to avoid directly paying for medical insurance and/or avoid paying the fine.

Midwest Staffing has a HR business partner who is dedicated to ensuring that their clients are prepared for any legislature changes regarding health care reform. Each client will have a slightly different business model and strategy: some plan to move employees over to the temporary payroll and others plan to lean more on the temporary workforce as we approach 2014! However, we realize that a lot can change over the next few years and we are prepared to help create effective workforce strategies for all our business partners.

Andrew: How prepared is the job staffing industry for health care reform and any other changes that may present themselves?

Brian: Health care reform is the biggest question mark going forward. I believe the staffing industry is prepared to add staff for our client companies, however health care reform costs could potentially send many companies out of business. The staffing companies that are best equipped to pass on the costs to their clients for health care reform will be the ones that survive and prosper.

Thank you to the Midwest Staffing team for making time for this interview, as well as follow up questions and comments.

I just finished reading a great book called “Who Moved My Cheese” by Spencer Johnson, M.D. The story revolves around four main characters that have four different personalities and it takes place inside a maze. The primary message is whenever the cheese moves you need to be prepared to adapt and overcome the situation in order to succeed and ultimately reach the cheese. Some may call these obstacles but if looked at in a different perspective they can actually be seen as a blessing at work or in your personal life.

After quickly reading the mere 96 pages; I asked myself the question “Why do employers find applicants that jump from job to job undesirable?” The obvious answer is they are a risky investment of time and money. Instead this should influence employers to interview the candidate.

Why? Because the majority of businesses and industries need to anticipate change or be able to adapt to changes rapidly otherwise they are in jeopardy of falling behind the competition. Candidates that moved rapidly from job to job may do so not because of the stereotypical reasons like laziness; they’re not driven or are unmotivated. One of the reasons they move from job to job is because the employment wasn’t stimulating or challenging enough. Granted not everyone will love their job and at times all jobs can be monotonous but some of these “job hoppers” are self-driven and strive to reach their full potential by continuing explore new positions.

By being part of a rapidly changing environment you could find yourself with a first-class employee. While the word “change” is scary to the majority of employees the “cheese movers” enjoy change. They understand change happens, can anticipate change and experienced several of changes so they can adapt rapidly. Their “job hopping” should be looked at as a potential, valued employee that will be flexible and optimistic to your company’s growth.

Now, instead of discarding a resume or application consider taking a second look an interview may be beneficial. Does your business change rapidly? If so; maybe employees with similar traits should be considered.

The Labor Department reported that Minnesota has more than 3 million job openings as of February which is a record for the last two years. Even though that sounds like an abundance of jobs there is still an extraordinary amount of competition for each opening. Applicants have to position themselves ahead of the competition they can do this by following these 3 pointers:

Difference Maker –Sales Director Jen Granner noted that “companies are looking for people who made a difference in their last opportunity.” Reveal in your resume or interview how you reduced expenses, increased productivity or how you positioned the company for success.

Versatile – Workplaces are diverse and change at a very rapid pace and employees need the capability to adapt to a company’s demands. So, grab a book, take a college course or an internship position that compliments your skillsets.

Right Hands – As an applicant you spend a large amount of time, effort or money perfecting your resume. These efforts are futile if your application is camouflaged by the other numerous resumes and applications submitted online. Instead find out who is directly responsible for hiring that position and hand-deliver or snail mail the resume/application directly to him/her.

As the economy continues to recover job openings will continue to increase. However businesses have more of a selection of applicants to choose from and they will seek out the versatile and driven personal that they feel will make a difference.