How to Land Your First Job after College

By Emma Nelson 

So, you’ve graduated college. Now what? Finding a job after college can be intimidating, stressful, and all-consuming. Whom do you talk to? Where do you go? To help you reduce some of the stress that can be associated with this time, here are some tips for landing a job after college.

Visit Your Campus Career Center

You can do this while still attending college, as well as when you’re on the brink of graduating. The services offered at your school’s career center are right at your fingertips. You can touch up your resume, write a cover letter, network with graduates of your college, and so much more. Take advantage of the easily accessible and incredibly helpful services offered at your college career center to get a head start on the job search before you don your cap and gown.

Create Accounts at Online Employment Websites

Creating accounts on recruiting sites like LinkedIn, SimplyHired, and Glassdoor will make your name and face known to an entire network of people who are also utilizing these sites. Attach your resume, your skills, and personal information to gain access to an abundance of opportunities. You will be able to see job listings, contact employers, and show off your skills to employers who are searching for someone like you.

Network

Over the past four years, you’ve had the opportunity to meet many professors, alumni, and speakers who could be very valuable to your job search. Make sure to stay in touch with past professors whose classes were related to your chosen career. You can even reach out to professors from whom you haven’t taken classes, but whose specialties are aligned with your career interests. Connect with speakers via LinkedIn (but make sure that you send a concise and relevant message and a reasonable ask when you do!). And don’t forget to stay in touch with alumni – they, along with your professors, could very well have research opportunities, internships, and jobs that would interest you and kick off your career.

Contact a Staffing Agency

It might be beneficial to look into joining a staffing agency. You’re still at the beginning of your career and might not be sure what specific job interests you. Or, you may know what you want to do, but you don’t yet have the experience on your resume. Staffing firms like Nelson help you find a job that suits you and that you could either stick with for a short period of time or potentially turn into something bigger. With its network of employers throughout California, Nelson knows where the best jobs are and does its part to match you with the right role in a convenient location. Even better, by working with a staffing firm like Nelson, you may be eligible for benefits in addition to getting a paycheck!

At Nelson, we care deeply about the communities where we live, work, and play. Through the Nelson beCAUSE program, everyone at Nelson, from individual contributors to community-based teams and even the company as a whole, is empowered to give back. We support the causes we care about through volunteerism, donation-matching, and corporate grants. In this series, you’ll learn more about Nelson’s philanthropic employees:  

Meet Sarah Barnett, Recruiting Coordinator for Google Onsite

Recruiting Coordinator Sarah Barnett

Tell us about your favorite charity or volunteer gig.

I volunteer weekly at the Peninsula Humane Society and SPCA. Our adoption center where I spend most of my hours is located in Burlingame! You can usually find me on the adoptions floor on Monday evenings.

I started volunteering at PHS in October of last year. Since then I have been going in once or twice a week every week to “Cat TLC” shifts. TLC volunteers spend time socializing animals that are ready to be adopted. They have a few different TLC opportunities, from dog walkers to bunny cuddlers, but I have a soft spot in my heart for cats—so that was the most natural opportunity for me to take on.

As you spend more time with the animals, and you hit certain total hour milestones, you have an opportunity to work with animals that have different behavioral needs, and more complex personalities. I am currently working with the behavior department to make my way to the top tier of the volunteer chain, as these cats need the most help, and they have the least number of qualified volunteers for them. I am one step away from being able to test for that opportunity, and I hope to be able to do that by the end of the year!

I say by the end of the year, because it is kitten season. My latest adventure at PHS is an additional weekly shift at the kitten nursery. And, while that doesn’t mean I will be giving up my behavioral shift every week, it does mean that most of my focus will be on the orphaned kittens and making sure that I am helping them grow big enough to be adopted! Kitten nursery volunteers work the kitten season annually and bottle/syringe-feed kittens that are too young to be out on the adoption floor. Last year, PHS cared for nearly 400 orphaned kittens between April and October. These guys require a lot of careful care and attention, being as young as they are. When you are in the nursery, you will see kittens being fed, weighed, cleaned, cuddled, and monitored by our onsite veterinary team. Once kittens are big enough to be adopted, they are moved out to the adoptions floor with the other cats!

Do you have a particular act of charitable giving or volunteering that stands out to you?

I have many stories about volunteering at PHS but the best part is that each story ends in animals finding a forever home. That in itself is rewarding enough!

If people would like to watch the stories unfold, I have an Instagram account for people to join me in my journey!

Millie, pictured here, was one of the cats I have had a chance to work with, and she was featured in the news! More pictures and videos can be found on my Instagram!

 

Tell us about your involvement with the Nelson beCAUSE program.

My entire team went to volunteer at a soup kitchen of sorts over the holidays last year, and that was a great bonding experience for all of us. I think it is wonderful that Nelson encourages and highlights the philanthropic spirit of their employees! We all truly enjoyed the experience and are looking forward to doing it again!

What is your “beCAUSE”?

I am an animal advocate, plain and simple. I have been inspired in particular by Hannah Shaw and Jackson Galaxy over the last few years, and finally decided to put my passion into action.

While excuses tend to get in the way, if you find yourself able to jump in and take even two hours out of your week every week, the fact is, it just feels good. There are plenty of different organizations out there that thrive off of the passion of their volunteers, and it is absolutely a win-win opportunity for both the organization, and for the volunteers themselves! I find that being active in my community and advocating for those who do not have voices if their own, has, without a doubt, been one of the most rewarding decisions that I have made to date.

You can learn more about the Nelson beCAUSE program here.  

By Rebecca Ferlotti

If everyone looks the same in your annual company picture, it might be time to reassess your HR practices; sameness is detrimental to your company’s bottom line. People want to see themselves within your company (both your customers and your employees), and when you have a workforce that reflects your diverse target market(s), you have access to the full marketplace.

Whether your company is starting from scratch with a brand-new diversity policy or you want to build on your existing inclusion initiatives, here are three ways to increase diversity within your workforce.

Evaluate your workplace culture

Write down the driving forces of your hiring and retention practices. What are your non-negotiable candidate qualities across the board? Identify how people interact within the office, how they speak to each other, and how they resolve conflicts. Once your workplace culture is in front of you, think about what facets of your culture are a hindrance to inclusivity.

Develop a diversity policy with your company’s diversity obstacles in mind. Put steps in place to improve any team behaviors that might go against the policy through cultural sensitivity training. Get the word out about your diversity policy by hosting an official launch with your team. Be intentional about your marketing materials, showcasing your diversity policy in practice to continue inclusive trends within your business.

Recruit outside of your backyard

If you aren’t getting many diverse candidates, it may be time to cast a wider hiring net. Advertise in areas outside of your typical range – within magazines that have a reader base different from yourself and on websites that reach a diverse range of people. Attend networking events that might attract a wide variety of candidates such as events hosted by cultural organizations and women’s groups. Reach out to local colleges and universities for information about their job fairs; prime young employees to rise through the ranks with a mentorship program.

When you’re looking to fill a position, ask your team members for referrals. Not only does this build trust, but you might end up with a bunch of talented candidates who may not have otherwise stood out in an application pool.

Embrace flex time

The workforce is becoming more virtual in part because that flexibility grants workers time to spend with their families. Single parents are seeking out work-life balance; when your company steps up with a policy that promotes flexibility, you have the chance to attract a more diverse group of applicants. Flex time also is helpful for individuals who take public transportation and college students seeking out internships – being able to complete work virtually opens up your business to additional diversity options.

Flex time benefits everyone. Employees who opt to work from home are typically more productive and, with less people around the office at times, team members who prefer to drive in to work each day may have extra quiet time.

The current labor force seeks out diversity when they are weighing their job options. By implementing diversity and inclusion practices, you are setting up your company for long-term success.

Freelancer. Temp employee. Independent contractor. Gig worker. These words all seem to have a lot in common, and yet, what do they mean? For a workforce that is increasingly leaning towards flexibility, these terms carry a lot of weight.

Understanding what it means to be independent is important before you take the leap – so we’ve broken down flexible and temporary work so you can make an informed decision.

Freelance

Are you an industry expert ready to strike out on your own? Have years of experience or a strong portfolio?Value flexibility and have an impeccable sense of organization?

Freelancing is a type of independent and flexible work where you run the show. Not only must you be the CEO of your sole proprietorship, you also have to do the marketing and communications to make sure you get found, run billing to make sure you get paid on time, do your accounting to ensure that you’re in compliance with the IRS, become your own human resources and pay for health care and other “benefits,” and also do the work your client hires you to do.

Freelancers can work in a number of industries, although you’ll typically find freelancers in “creative” roles, like copywriting, editing, graphic design, and even software development.

If you choose to become a freelancer, you will need to build referral networks, get comfortable with cold calling and pitching, and potentially join freelance platforms like Upwork (although there are a number of considerations, including rate, fees, and competition that can interfere with success on those platforms). You’ll also need a stellar portfolio so you can pitch yourself effectively.

Freelancing can be a great option if you value flexibility, have a large network, and are proactive about finding jobs and getting your work done. Keep in mind that freelancing can be precarious, as you’re not guaranteed work and you may encounter issues with individual clients’ billing departments. 

Gig Work

Gig work, as we conceive of it today, has become a blurry category. Gigs work can include:

  • On-demand performance of tasks, through companies like Uber, GrubHub, and Postmates.
  • Making and/or selling your own products or used items, as on Etsy or Poshmark.
  • Offering services, which can be selected by a customer, as with TaskRabbit, Airbnb, and Care.com.

 

Gigs, like freelancing, require you to do a lot of your own leg work – you often need to be in charge of your own supplies, manage your time effectively, and do the work; however, because gig platforms and companies often mediate between you and your potential customers, you may not have to do your own marketing or billing – and you definitely won’t have to be your own CEO.

With gig work, you often don’t get to set your own rates (or, when you do, you may find yourself competing with lower-cost items or services offered on the same platform). Gigging is often seen as a good way to fill in the gaps in your current income or make extra money while you are job searching, but many people find that it’s not a substitute for a full time job.

While there are now on-demand platforms that combine gig work, freelance, and consulting for higher-level work, most gig work is about completing tasks or selling your crafts or old items, not necessarily about building a career.    

Temporary Employment

Although we can consider temporary employment “the original gig economy,” temporary work through a staffing agency combines the best of freelance and true employment: you get flexibility and stability. While no job is guaranteed, staffing firms like Nelson work hard to place the right candidates in good, well-fitting roles across industries and levels. Some jobs are short contracts and others are paths to full-time hires.

Staffing firms do the billing for you, so you get paid on time, regardless of where you work and with whom you work. While you will still need to apply for jobs and provide your own resume and portfolio, recruiters like those at Nelson often work with their candidates to improve their resumes before submitting to a good role, and as the recruiters at your local staffing firm get to know you, they can advocate for you to employers and suggest great roles for which to apply. They can also offer their employees benefits and perks, so that temporary workers have even more incentive to seek and hold employment.

Temporary work can be done in nearly any industry, and with the country at full employment and employers looking to fill their open jobs, there is a great opportunity to find nearly any type of role. (In fact, lots of employers are hiring through Nelson – you can check out our open jobs here!)

Temporary work may be less flexible than freelancing or gigging, but it comes with a built-in network, more transparency about pay periods, and the possibility of benefits after a certain tenure. Temporary work can also be a pathway to salaried work, if that’s a desired career goal.

Ultimately, how you decide to work depends on your lifestyle, work habits, career goals, and needs. When you do decide to work with a staffing firm, Nelson has been helping job seekers like you find great roles in their industry and at their level for almost 50 years. Connect with your nearest Nelson branch to get started today!

Even though the U.S. unemployment rate is reaching historic lows, and employers are struggling to find workers for their full-time roles, the gig and freelance economy continues to loom large in our collective consciousness.

Since it’s hard to find the right talent for your open reqs, should you be turning to freelancers, gig workers, and temporary employees to fill in the gaps? Here’s what you need to know before you start hiring on-demand talent and temporary employees:

Freelancers

A freelancer is an independent worker who essentially runs their own business. Freelancers are responsible for their own marketing, billing, and communication; they are both CEO and front-line worker.

You can typically find freelancers in the knowledge work industries – from software engineering to copywriting and graphic design. Freelancers set their own rates, and there are no real set-in-stone standards for pay rates – and because freelancers don’t get benefits or a salary, their rates may actually be much higher per hour relative to a salaried employee.

Freelance workers are great for when you need specialized help on a short-term or ad-hoc basis. It’s up to you and your department to make sure that you handle communications and billing in a timely fashion, however – because freelancers often live paycheck to paycheck, especially those in the creative industries, it’s up to you to make sure that they are paid on time!

Freelancers receive a 1099-misc form if they earn more than $600 from you in one year.

Looking for freelancers? Because this is a decentralized industry, you may have to do some digging. Google searches often turn up the workers with the best SEO, but not necessarily the best fit; you may want to turn to informal networks, like the Binders, or else to websites like Upwork, where you can compare freelancers based on ratings and rates.  And, of course, referrals are your best bet, as many of your employees may have friends and family members who are freelancers – and whom they know are reliable, responsible, and capable of quality work.

Gig Workers

Gig work is technically freelance; however, a “gig,” as it’s defined today, is usually mediated through a specialized app or platform. Gig workers are classified the same way as freelancers – they’re earning money independently – but they do not entirely run their own business. Their marketing is usually done for them via the company that runs the gig platform, and jobs are often routed to them at random.

Take Uber, for example: an Uber driver is responsible for providing a car, paying for gas, doing maintenance and upkeep on the vehicle, and doing the work of driving passengers to their destinations, but that driver does not get to decide on their rate, whom they pick up, or how the company markets their service.

Traditionally, you’d hire a gig worker to do a task for you – deliver lunch to the office, pick your boss up from the airport, haul boxes, etc. – but over the past several years, companies have taken gig work to the next level. Now, with the advent of platforms and apps for every industry and job level, there’s a fuzzy line between gigs and freelance. You can find someone to code your next digital product or offer expert advice based on their doctoral dissertation. In those cases, both gig workers and your organization have some control over whom you work with.

The main difference between gigging and freelance is that gig work, because of the ways in which the platforms are built and the companies that run them are structured, tends to drive the price and the profit to the worker down. That means you might get a better deal working with a gig worker, but the workers themselves often make much less than a traditional freelancer because there’s another company taking a cut of their earnings. While this is cost-effective, it may also mean that you’re compromising quality for price – and because anyone can sign up for a gig platform (in most cases), the marketplace is crowded with low-skilled people who are willing to do mediocre work for less than their higher-skilled peers (and they are often rewarded for it, to the detriment of both the higher-skilled workers and those who end up paying for their services).

Gig work, like freelance work, is largely unregulated, so you have to rely on other people’s ratings as a guide to choosing the best workers for your jobs – if you have a choice at all.

Temporary Workers

Between full employees and freelancers, temporary workers offer you the best of both worlds. Temp work is often engaged through a staffing agency, where knowledgeable recruiters work with both the hiring manager and the candidates who apply to understand both need and fit.

Because temporary hires are made through the staffing agency, and temporary workers sign up to work for the agency, workers have a little more protection – and hiring managers have better control over rates. And since payments are made through the staffing agency, you don’t have to worry about submitting invoices at random points in the pay cycle and following up when the contractor doesn’t receive payment on time – they just get paid on time!

Temp workers run the gamut from highly specialized knowledge work to manufacturing and warehouse roles. What separates them from freelancers is the intermediation of a staffing company during the hiring process and throughout the employee’s tenure with the company. What separates this from gig work is that the employer has a choice – and the staffing company does due diligence in reviewing resumes and suggesting the right candidates for each role. With a staffing agency, unlike with freelance and gig platforms, workers are also subject to drug tests, reference checks, and skills training, which means that those candidates who are ultimately presented to your hiring managers have been vetted.   

When to Use On-Demand Talent and When to Work with a Staffing Agency

While technology, globalization, and the changes in employment models continue to blur the lines between different types of independent workers, you can still make informed decisions about when to use freelancers, gig workers, and temporary employees:

  • Are you looking for someone to perform a one-time task, especially one that doesn’t have high stakes or require special skills? Use a gig worker.
  • Are you looking for someone to perform tasks on an ad-hoc basis, with whom you can engage quickly and pay as needed? Use a freelancer.
  • Are you looking to fill a necessary role in your organization, whether short- or long-term, and want to control for candidate quality and fit? Use a temporary worker.

You can learn more about the different types of on-demand platforms that exist in our recorded webinar with Sean Ring of Fulcrum – and when you’re ready to work with a staffing agency to find great temporary employees, get in touch with Nelson!

At Nelson, we make philanthropy a part of our jobs — beCAUSE we care! Each quarter, we celebrate “beCAUSE Day” to celebrate our involvement in the Nelson beCAUSE philanthropic program and to give employees the opportunity to give back while still in the office.

This quarter, we held a Spare Change competition to see which Nelson branch could raise the most money for a charity of their choosing. Every Nelson branch had a “beCAUSE Champion” leading the charge for spare change throughout the day.

While the Nelson Sacramento branch “won,” with the highest donation amount to the Greater Sacramento branch of the Make-a-Wish Foundation, we all won – because Nelson matched each of our contributions dollar-for-dollar, allowing us to double our impact to each of our selected charities.

Here’s what our beCAUSE Champions had to say about their selected charities:

Nelson Sacramento: Make-a-Wish Foundation of Greater Sacramento

Champion: Jennifer Murray

“We chose Make-a-Wish Greater Sacramento because we are participating in Sacramento Make-a-Wish walk in August and have a team goal to be able to fulfill at least one child’s wish.”

Pleasanton/Fremont: Small Hands with Helping Hearts

Champion: Taylor Andres

“The Pleasanton branch chose Small Hands with Helping Hearts because it was founded by a 10-year-old girl who wanted to make a difference in her community. Her current fundraiser is a back-to-school drive for Family Giving Tree. We believe all children should be able to have the supplies needed to be successful in school regardless of their financial status.”

Napa: Legacy Youth Project

Champion: Maria Lira

“Our team decided to raise funds for Legacy Youth Project because we want to focus on supporting our community, starting with our kids. Also, two of our recruiting managers are familiar with the program and know some of the kids that receive services. Our branch really wants to focus on helping nonprofit local organizations that provide services for our youth.”

Corporate: Friends In Sonoma Helping

Champion: Monique Jervan

“A few of us here in the Corporate office that are on the beCAUSE team were discussing what charity to select, and Megan Lendo suggested F.I.S.H. Once we read what they did for our community, we were in. The best part was when we announced it to the office, we had a great response of enthusiasm.  In fact, one of our employees, Jessica Scott, was so enthusiastic that she donated funds to make sure we reached the $250 mark. The Spare Change drive might seem like a little thing, but it is a big thing in the lives that it helps. We hope our efforts here at Corporate make a difference in the lives of the people that F.I.S.H. supports everyday here in our community.”

Petaluma: North Bay Animal Services

Champion: Mary Lynn Bartholomew

“Since we have a passion for pets in Petaluma, we have chosen to support the North Bay Animal Services, a non-profit no-kill shelter under new management.  The new management is taking dogs from kill shelters and providing them an opportunity for adoption.

San Mateo: Life Moves/First Step for Families

Champion: Lisa Souther

“We chose Life Moves/First Step for Families in San Mateo.  Life Moves supports families with interim housing as they return to stable housing. We have volunteered with them and found them to be a wonderful organization helping families in need. Not only do they provide shelter for families, but they also teach them life skills and competencies needed to maintain long term sufficiency.  We chose to purchase three awnings for the children’s playground.  We were super proud of what we collected and were excited to share them with the children of the shelter.”

Orange County: Time for Change Foundation 

Champion: Richard Davis 

“We chose Time For Change Foundation because, since 2002, they have been dedicated to helping homeless women and children achieve self-sufficiency.”

Santa Rosa: The Living Room

Champion: Floyd Given

“The Living Room takes in homeless and at-risk women and their children to an environment that is safe and promotes stability in their unstable lives. We have had internal employees volunteer their time on-site and got to see how the donations impact their lives.”

Fairfield/Pleasant Hill: Opportunity House

Champion: Holly Conse

“Homelessness is a huge issue in Solano County and Opportunity House has an awesome program for single parents and families to get back on their feet and find employment, while providing housing.  Located in the town a lot of our team members live in, it’s a big part of the community.”

San Francisco: Muttville

Champion: Jennifer Maxson

“San Francisco chose to donate to Muttville because we are all animal lovers and wanted to focus on a local charity that doesn’t get as much attention as it should since it helps foster and care for elderly dogs.” 

Los Angeles: One Simple Wish

Champion: Jenna Lippert

Modesto: Children’s Crisis Center

Champion: Christine Lambert

“Every child deserves to grow up feeling safe and loved”.

San Rafael: Operation Blankets of Love

Champion: Morgan Manning

“For the Nelson San Rafael branch, we picked Operation Blankets of Love because we all care about helping shelters and homeless animals. Every little bit donated means more blankets and beds and food for shelters and, hopefully, a comfortable and happy animal that will be adopted! I donate to them monthly as well, so I was already familiar with their organization.”

You can learn more about the Nelson beCAUSE program here

By Catherine Tansey

Staffing your hotel, guest house, restaurant, or café with top talent has never been more important. The internet has increased transparency and led to enhanced consumer awareness—and a willingness to voice frustrations publicly. At the same time, the rise of the gig economy and hyper-consumerism in all markets have increased short-term employment and a need for business owners to stay abreast of rising trends. These rapid changes come with many challenges, but finding, attracting, and retaining quality employees top the list.

Recruitment challenges are not unique to the hospitality industry, but simply put, people matter a lot in the business of making others comfortable. While today’s biggest hospitality recruitment challenges are nothing new, creative approaches are needed to find solutions in the modern era.

Top Challenges with Hospitality Recruitment:

  1. Finding Candidates

The skills gap is affecting all industries and hospitality is no exception. Today’s challenges with hospitality recruitment begin at the first stage: finding qualified or highly trainable candidates.

  1. Attracting Candidates

You’ve searched far and wide, scoured hospitality job boards and reached out to individuals on LinkedIn. You’ve finally found the perfect candidate for the front office manager position at your boutique hotel, but can you entice this individual to work for you? Today is a candidate-driven talent landscape and, more often than not, the power remains with the job seekers.

  1. Retaining Candidates

High-turnover has always been a part of the hospitality industry. But today’s online culture has enhanced customer awareness and expectations, and providing a consistent guest experience can be difficult with regular employee turnover. The cost of losing an employee is more than the time required to find a suitable replacement. Loss of institutional knowledge and the hit to company morale are costly considerations as well.

Overcome Hospitality Recruitment Challenges

Overcoming hospitality recruitment challenges comes down to strategy. To solve for the problems in the recruitment and selection process, your organization must take a holistic, candidate-centric approach.

  1. Focus on Employee Value Proposition

The employee value proposition is a way for employers to communicate the benefits and rewards of working for their organization. A strong EVP in the hospitality industry may include a flexible schedule, advancement opportunities at the company, benefits like 401K matching and health care, a warm and inviting company culture, and a sense of purpose in one’s work. According to Gartner, strengthening your EVP can reduce turnover by nearly 70% and increase new hire interest by almost 30%.

  1. Offer Training and Development

The current workforce places a premium on advancement opportunities when considering employers, but the hospitality industry historically hasn’t been well known in this regard. Offer your staff training and development to show employees you’re serious about preparing them for other roles in your organization. For businesses in lodging, training about communication and body language can be simple and effective, while restaurants can reap impressive returns through basic food, beer, or wine training. Businesses benefit from the elevated staff knowledge and employees feel invested in – which is a win-win.

  1. Prioritize Employee Referrals

Referrals from existing employees are one of the best ways to overcome hospitality recruitment challenges. Your current employees are well-versed in the workplace environment, expectations, and company culture. A referral from an employee—especially a top performer, communicates that a candidate likely shares the same core values and commitment to excellence as your organization.

  1. Incentivize Top Performers with Rewards

Rewards come in many shapes and sizes, but they’re all an effective way to counter hospitality recruitment challenges. Salary bumps and monetary performance-based incentives (read: bonuses!) first come to mind, but there are other ways to make employees feel valued, especially in the hospitality industry. Is your organization a hotel or guest house? Consider offering a weekend for two in a coveted suite or a chance to dine on the house at the hotel restaurant.

  1. Lean on Professional Help

Still struggling to find, attract, and retain the help you need? Professional staffing agencies exist for a reason—to make your life easier. Nelson has nearly 50 years of experience helping companies in the hospitality industry source superstar talent. If you’re interested in a hospitality recruitment agency, let us help you find the help you need today.

The business of hospitality is a uniquely personal one. Finding the right people to put your guests at ease is one of the surest ways to differentiate your business from others. Find out how we can help you today.

 

 

While the phrase “summer job” may conjure memories of working as a camp counselor or taking an unpaid internship as a teen, there are plenty of reasons to take a job for the summer as an adult.

While unemployment remains low, more employers are in a pinch to find talented and dedicated workers for their open seasonal roles – which makes now a great time to start looking for a temporary summer job.

Who Can Benefit from a Summer Job?  

Temporary summer jobs can benefit a large number of people. For example, educators and administrators who work during the academic year can’t commit to full time roles with no definitive end-point; however, a temporary summer job can help supplement income, without requiring an awkward conversation about end dates and notice.

If you’re a job seeker, a temporary summer job can help supplement income while also filling gaps on a resume. A temp job while job seeking can also help you develop skills to prepare for a transition into a new role or augment skills for a role similar to the one you recently left.

Seasonal work can also augment your income if you already have a job, whether part-time or full. With the rising cost of living, regardless of your role or industry, a seasonal summer job can help you provide for your family, pay off debts, or save up for a life milestone or vacation.

Where Should I Look for a Summer Job?

Yes, there’s more to summer jobs than serving ice cream at the boardwalk or teaching little ones to swim. Many employers across industries are hiring to cover roles from the warehouse to the cubicle.

When deciding where to apply for a temporary job, consider the following factors:

  1. What kind of time commitment can I handle right now?
  2. How much of my projected income do I need to supplement?
  3. What skills am I trying to nurture?

Time Commitment

Are you looking for a part-time job to supplement your current job? Are you a job seeker who needs to spend several hours a day working on the full-time job search, but can spare 10-20 hours per week? Are you in need of a full-time gig in between graduation and the start of school? Do you want to have flexibility for child care? Will you need extensive time off for pre-planned vacations?

Make sure you can clearly answer these questions. Knowing how much time you have to offer an employer will not only help you narrow in on ideal roles, but it will also help you communicate to a staffing firm or in-house recruiter as you work your way toward landing the right role for you.

Income

While temporary jobs do not typically come with salaries, knowing how much income you will need to make can help you home in on the right jobs to which to apply.

Some people like to use the “spray-and-pray” method of job searching, which often results in poor matches and lots of wasted time and effort. By being honest with yourself about what kinds of roles you’ll be willing to accept, you will be able to build a much more targeted list – and have more productive conversations with recruiters.

Skills

Are you using your summer to fill a gap in your resume? Are you trying to transition into a new role? Are you hoping to advance your career?

A seasonal job is a great way to try out a new skill set or reinforce your current skills. While you may not get to dive deep into career development and training in just a few short months, you will be able to work your way toward proficiency in a new role – which can make transitioning into a new industry or line of work much easier. You can also keep up with trends and skills in your current industry or at your current level while you search for a more permanent role for September and beyond.

How Do I Find a Seasonal Job?

While job boards are a great place to start, the closer we get to summer, the sooner you’ll need to start applying and interviewing. We recommend partnering with a staffing firm, like Nelson, which is plugged into your local business community and has deep expertise in your specific industry. Whether you’re able to take on vacation coverage in an administrative capacity or you’re hoping to find a seasonal job in retail, production, or hospitality, Nelson can help you quickly zero in on the right jobs for you.

You can check out our open roles here or connect with a Nelson branch in your area.

 

As the summer heats up, thoughts turn toward backyard barbecues, pool parties, and summer vacations – which means that, while the days are getting longer, your corporate productivity may be slowing down. The heat is on to find ways to keep your employees engaged with their jobs when they’re in the office – and to keep the business moving when they’re not.

Regardless of your industry, you can engage with a staffing firm to provide vacation coverage for a number of roles within your organization. Here are a few good reasons why using staffing agencies for vacation coverage can benefit your company:

Get the Job Done

Deadlines don’t take summer vacations. Often, many companies use the summer to prepare for the busy fall ahead. But if employees request time off for that long-anticipated road trip across America or multi-day trip to the amusement park, that can mean pushing deadlines into the middle of conference season or launching your latest product or service later.

While temporary employees may not be able to make executive decisions while key players are away, they can help your department keep up with the tasks that would otherwise pile up on your employees’ desks. Temp staff can take on administrative work, customer service roles, and even warehouse and production jobs with ease, integrating into the fabric of your department and allowing your team members to come back to a “to do” list that lets them get their priorities done.

Raise Morale

Temporary vacation coverage provides twofold benefits to your current employees:

First, it allows employees to take their vacation time to rest, relax, and recharge. No one likes burnout – and by allowing your employees to fully enjoy their summer vacations without stressing about missing a deadline or having to spend the whole time answering frantic emails, you create a non-toxic workplace. Downtime can help employees get their creative juices flowing, and they return ready to tackle new challenges with a positive mindset.

Second, it alleviates the burden on employees who aren’t taking time off. From the warehouse to the cubicle, most jobs require a reliance on other people to do their jobs. If a link in the chain is broken, even for a few days, that can create bottlenecks that stop productivity altogether or shift extra work onto other employees, who are then at risk for burnout themselves. Temp staff can pick up the slack and ensure that your employees have the support they need to get their jobs done efficiently.

Improve Your Employer Brand

A happy and healthy workplace isn’t just great for your current employees – it’s also a great way to show job seekers that you’re an employer that cares. If you’ve maintained your company’s productivity despite the summer slowdown and made sure the environment was conducive to your employees’ emotional health, then there’s a good chance that future employees will hear about it.

Employees talk – on their social networks and to their friends and acquaintances. Make sure that they have good things to say about how your company handles the summer months by using temporary staffing to fill in the gaps. While there’s no guarantee this will improve your score on Glassdoor, you can at least set the stage for positive responses to your brand and even referrals to top talent from current employees who are happy with how you handled their vacation requests.

Get creative!

Temporary staffing can help improve your summer in a number of ways. Get creative with how you leverage your temp workforce. Want to offer your employees Fridays off, but don’t want to lose customer service or other important functions from 9-5? Temp staff can help! Want to give parents who need more time with their children in order to avoid higher childcare costs during school vacations? Hire part-time temporary workers to cover the afternoon hours.

Work with an experienced staffing firm, like Nelson, to find the solution that works best for your organization – and ensure that the temporary workers you bring in are the cream of the crop. However you structure your vacation coverage, make sure you start planning as early as possible so no one in your organization feels the heat!

You can learn more about temporary staffing for vacation coverage by contacting your Nelson representative today!

By Rebecca Ferlotti

Diversity has become something of a requirement for businesses in 2019, with 67% of job seekers identifying “diversity” as an important factor in potential employers. There are different types of diversity you can support within your business – race, culture, age, lifestyle, ability, and gender, among other things – and having a healthy mix of these groups not only reflects the clientele you serve, but it also promotes creativity and trust among your employees.

Evaluate your current team and identify your diversity issues. Once you’ve identified areas for improvement, create a diversity and inclusion (D&I) policy to hold everyone accountable and foster equity within the workplace.

What is a diversity and inclusion policy?

A diversity and inclusion policy is a section within your employee handbook (and on your website!) that primarily states that no employee or prospective employee will face discrimination for any reason; they will solely be judged upon their qualifications for the job position.

The policy contains an overarching intention statement about the importance of diversity within your company. It also addresses specific areas of concern, how you plan on reaching a more diverse candidate pool, and diversity growth objectives.

An effective diversity and inclusion policy encourages a shared attitude between all employees of an organization, promoting equity.

How to get the word out

Once your D&I policy is finalized, write a press release to let people know your company has a program in place. Consider developing a diversity and inclusion task force to assist in holding team members accountable, or even appoint a diversity manager.

Employees talk. Develop programs they would appreciate that they are more likely to share with their networks, as employee referrals are a key source for diverse talent. A few examples of these kinds of initiatives include: creating a women’s group within your company to attract top female talent, broadening your geographical search for job candidates, and considering cultural sensitivity training so employees can develop a passion for team member-driven advocacy.

Test and reevaluate as you grow

After a few months with your new policy, determine your successes and pitfalls. How was the program successful, and how could it be improved? Seek out employee input and talk with your leadership team to understand how your D&I policy works at all levels within your company.

If your team is reluctant to change, check your company culture. Figure out if there is a root to any hesitation, hold meetings to discuss the policy, and provide training for team members to improve the transition to a more inclusive environment. It’s crucial everyone buys into the D&I program. Any policy violations should be taken seriously and handled as soon as possible.

Creativity, innovation, and profitability are all reasonable business-related reasons to implement a diversity policy. More importantly, the trust you build with your existing and prospective employees will take your company to the next level. A D&I policy reflects your office’s ideals – make sure the reflection is positive.

by Catherine Tansey

You’re not alone if the first thought that temp work brings to mind is secretarial tasks; and while plenty of administrative roles are filled through staffing, firms like Nelson have expanded far beyond this narrow niche in recent decades. Some specialize in technical disciplines while others focus on light industrial services or finance and accounting staff. (Or, if they’re like Nelson, they provide temporary and direct-hire staff in all three categories – and more!). Whatever the role, temporary staffing is one of the best ways to navigate the current talent shortage and widening skills gap.

Whether you need extra help for a big project, extra staff for your busiest time of year, or people to fill unexpected manpower gap, working with a staffing agency can help your business keep costs low, find specialized help, and get an extra set of hands—fast. Why work with a staffing agency to find temporary workers? Read on below.

Improve the Productivity of Full-Timers

While there are plenty of people who work well under pressure, rarely is top-performing work completed by employees who are completely swamped or overwhelmed. Using temporary staff can help improve the productivity of your full-time employees by freeing up some of their time. By re-allocating the low-hanging fruit or administrative work elsewhere, full-timers can hone the specialized work only they can do.

Capitalize on Flexibility

Staffing agencies are designed to get you the help you need fast. And what temporary workers may lack in institutional know-how, they make up for in flexibility. For business owners or hiring managers facing unforeseen situations like an employee emergency or an incoming large order, temporary staffing can help fill in the holes while employers find a more permanent solution.

Fill Your Talent Pipeline

Temporary workers are an excellent way to “try before you buy.” Consider keeping superstar temp workers top of mind when contract work or full-time positions become available. This way, employers already have a glimpse into the often-unknowables of hiring like culture fit, work ethic, and attitude.

Lower Payroll Costs

As temporary workers are employed by a staffing agency and not by your organization, you’re off the hook for benefits, paid time off, sick time, or unemployment. This can help keep your payroll overhead down while also filling the personnel and skills gaps of the office.

Increase Morale

Diminished morale is a killer for employers. This lack of confidence or belief in your institution’s mission can spread quickly through the workforce—and is often due to a lack of resources and subsequently burned out staff. Bringing in temporary workers helps boost morale by lessening the load of full-timers, and sending a reassuring message that you see their struggles and are here to help.

Access Specialized Skills

Staffing agencies employ all sorts of people. If your business finds itself in need of highly technical work that no one of your payroll is equipped to handle, consider temporary work through a staffing agency like Nelson. Work with them to seek out specialized skills like data analytics, supply chain management, and more. Temporary workers can help you bridge the gap until you find a more permanent solution without compromising the wellbeing of your business.

Whether seeking specialized help or solving for a lack in human capital needs, temporary workers are a time-tested way to get the help you need quickly. Nelson has been matching talented job seekers with opportunities for nearly 50 years. Learn more about how we can help today.

 

by Catherine Tansey

The in-person interview is one of the most important aspects of the hiring process, and candidates aren’t the only ones who should be preparing for it. A resume and cover letter say a lot about a candidate’s career progression and qualifications, but an interview allows the manager a glimpse of the candidate’s intelligence, attitude, and ability to integrate into the current team. Whether you’re a first-time hiring manager or a seasoned vet, you know there’s no one-size-fits-all approach and that interviewing is an art that gets better with practice and preparation. Read on for our top interview tips for mangers below.

Come Prepared

This sounds like a no-brainer, but lack of preparation happens more often than you might think. There are all sorts of reasons managers want to “freestyle” when it comes to conducting interviews: some have grown confident in their ability to do so with little prep, while others feel better “just winging it.” Whatever your reason, it’s likely a bad one. Preparation is the most important interview tip for managers. In the candidate-driven talent market today, individuals are looking to see that prospective employers care about them. One of the best ways to do so? Re-read your interviewee’s resume and cover letter fifteen minutes before the interview. The in-depth research you’ve already conducted will be easier to recall when you’ve had a quick refresher right before you talk.

Practice Active Listening

Listening isn’t just about hearing the words but rather understanding what a person is conveying to you. This demands a focus on verbal language (the actual words), paralanguage (elements like pitch and intonation), and body language (like eye contact and hand placement). While follow-up questions can be useful, try the old journalists’ trick of pausing after a candidate has finished talking before asking the next question. Often, individuals will give their best answer after having a moment to “practice” a few thoughts first.

Vary Your Types of Questions

Much like written language, verbal language and communication is best when it’s varied. Good writers understand the power of playing with sentence length and syntax the same way expert interviewers mix up their types and styles of questions. The four most commonly-seen questions in an interview are closed-ended, open-ended, hypothetical, and off-the-wall. Draw from a variety of these types of questions to keep the interview from feeling too much like an interrogation. As for the off-the-wall question, limit to one, or feel free to omit completely if it feels “off” for your company culture.

Make the Interviewee Comfortable

The old days of intimidating a potential new hire are very much over. You want your candidate feeling wholly at ease so they can put their most authentic self forward. An important interview tip for managers is to help interviewees feel comfortable by offering water, coffee, and introducing them to others in the office. Go a step further and outline the format of the interview so the candidates know what to expect. A simple introduction of yourself and the company followed by a few words explaining that you’ll discuss the job, ask questions, and then they’ll have their turn to do the same can help level the proverbial playing field.

Ask for feedback

You want to impress the candidate just as much as they want to impress you. Show individuals you’re interested in their opinion by asking them for it. Hiring for a web developer position? Ask them one way your company could improve its own website. Seeking a content marketing manager? Offer candidates a chance to critique thought leadership content on your blog. Done well, these questions show an openness for feedback and collaboration: two must-haves for any in-demand employer.

Take Notes

It’s easy to think you’re internalizing the information from an interview as it’s happening—especially when you’ve made a strong connection with a potential new hire, but recall can be a considerable challenge after the fact. It’s best to take notes both as the interview progresses and once it’s over. Block off thirty minutes post-interview to transcribe an in-depth account of your conversation with the candidate and how you felt they performed. These notes will provide an accurate summary of your experience with the potential new hire and help trigger the impression they left with you.

Employers everywhere are trying to attract top talent. But in this increasingly lean labor market, candidates aren’t the only ones being interviewed during the process. Potential new hires want to see that a prospective employer has done their research, is listening to what they have to say, and values their opinion. Want to continue to ensure your position as an employer of choice? Lean on our top interview tips for managers today.

by Rebecca Ferlotti

Over time, “diversity” and “inclusion” have shifted from buzzwords to attainable and necessary goals for business owners. It is important to look at all types of diversity when identifying diversity shortcomings, and not only pay attention to demographics but also to psychographics as well. Many companies are moving towards a more holistic hiring approach, one that seeks out a broader talent pool and takes extra measures to remove biases.

Ultimately, the advantages of having a diverse workforce far exceed having a homogeneous team; companies that have low cultural and gender diversity are 29% less likely to achieve above average profitability. And with all the added benefits—creativity, trust, and relatability—the decision to make diversity a priority is not a difficult choice.

Diversity encourages creativity

With any business, it is important to look at the big picture to spur innovative ideas. That creative sweet spot starts with a diverse group of people, all with unique world views and experiences. If everyone on your team looks the same, acts the same, and thinks the same, business might stay steady, but it is highly unlikely it will remain on an upwards profit trajectory.

A study done for the American Psychological Association uncovered when individuals have intercultural friend groups, they were more likely to showcase desirable employee traits such as entrepreneurial spirit. When your team members are exposed to that diversity, creativity is right around the corner.

Diversity builds trust with your team

When your team members feel left out, they’re less likely to innovate, but if you support diversity and inclusion, there is an 83% uptick in innovation. A diverse team begins with an inclusive environment, so all employees and C-level managers need to be on board, continually fostering and buying into the concept that diversity is a key to success.

Train employees to use inclusive language—ensuring no one is misgendering another employee, among other protocols—and have a way for employees to report discrimination. Make diversity a crucial part of your organizational success, and your team will thrive.

A diverse workforce reflects your diverse clientele

Consumers are not all the same. The more diverse your team, the better the chances are someone will be able to relate to each customer. Much of that relatability is affected by  perceived similarities, or attributes customers believe they have in common with employees. Discussions they have with your team members cause affinity to grow as they uncover actual similarities. In a ubiquitous internet-driven world with global market capabilities, a diverse and inclusive work environment gives your company the highest chance for success in attracting a wide-ranging clientele.

Companies have made great strides in fostering a diverse and inclusive workspace, but there are always more initiatives and better ways to reach out to diverse job candidates. The crux of a diverse team is its management. Continue to hold each other accountable, no matter who needs a reminder, and your business will have a better chance to thrive.

Happy Administrative Professionals Day!

While, at Nelson, we believe that every day should be a day to celebrate administrative professionals, we also believe that admins – those who work for us and those we help place at companies all over California – deserve a special day to honor all that they do to keep our workplaces running.

To mark this special occasion, here are some fun facts about administrative professionals day and the wonderful workers it celebrates:

  1. Being an admin is more than just hard work – it’s certifiably hard! The International Association of Administrative Professionals offers a Certified Professional Secretary exam to admins who want to take their careers to the next level.
  2. “Administrative Professionals Day” used to be known as “National Secretaries Day,” which was first recognized in 1952.
  3. As of 2016, there were approximately 3,990,400 jobs for secretaries and administrative assistants in the U.S.; and as of May 2018, there were 2,438,780 people in office and administrative support positions in California alone.
  4. The annual mean wage for administrative support professionals in California is between $39,990 and $53,710, which is among the highest paying states in the country. (San Jose/Sunnyvale/Santa Clara and San Francisco/Oakland/Hayward are the metro areas with the top two highest annual mean wages for admins.)
  5. In the Los Angeles metro area, there are about 154 administrative professionals per 1000 jobs – the second-highest concentration in the country, after the New York City metro area.
  6. 85% of admins are female, and 42% have been with their company for 6 or more years.
  7. Did you know that Nelson has recruiters who are dedicated to finding Administrative Assistants and other clerical and office support professionals? Whether you’re looking for a job or looking for an amazing new admin, we have you covered.

Make sure to take some time to celebrate your administrative professionals for all of the work they do to keep the office running smoothly. They are the true heroes of the workplace!

 

 

At Nelson, we care deeply about the communities where we live, work, and play. Through the Nelson beCAUSE program, everyone at Nelson, from individual contributors to community-based teams and even the company as a whole, is empowered to give back. We support the causes we care about through volunteerism, donation-matching, and corporate grants. In this series, you’ll learn more about Nelson’s philanthropic employees:  

Meet Taylor Andres, Executive Assistant. 

Taylor Andres, Nelson executive assistant

Tell us about your favorite charity or volunteer gig.

There are several charities and volunteer gigs that I hold close to my heart. Every year my family participates in the Sacramento Pancreatic Cancer walk to raise money for Pancreatic Cancer. We unfortunately lost my grandpa to this horrible disease, so we love to support researching a cure.

In high school I was part of a volunteer group that volunteered for several different organizations. Two of my favorite activities were the event we put on for the Love-A-Child Homeless Recovery Center called April’s Angels and when we would teach children from the local homeless shelter how to swim, called Jump In. I was in charge of Jump In during my senior year. We would provide the children with swim suits, towels, flip flops, and snacks, while spending the day teaching them how to swim at the pool. As someone who grew up spending their summer on a swim team, it was amazing to see these children relax, get to be children, and also gain a sense of empowerment as they learned to swim. April’s Angels for the Love-A-Child Homeless Recovery Center was the biggest event we put on for the year. Each high-school-age group was in charge of a different aspect of the event: games for kids, haircuts and manicures for the moms, repairs and gardening around the center, and a BBQ.

Do you have a particular act of charitable giving or volunteering that stands out to you?

There is one story that really resonates with me from my years of volunteering. One night around Christmas, my family and I (mom, dad and brother) decided that instead of giving each other presents that year, we were going to take the money we would’ve spent and use it to buy toys for children in need. My mom was able to get in contact with a safe home for women and children who had escaped abusive homes and arrange for a donation. As a family, we went to Target and spent about an hour picking out toys, clothes, and other fun presents for the children. We went home and wrapped them as a family and went and delivered them to the home. Seeing the children’s faces light up as they saw all the presents will forever be engraved in my mind and my heart. Being able to bring them some extra joy is what truly touches my heart and reminds me that bringing joy to others is why I love to volunteer. 

Tell us about your involvement with the Nelson beCAUSE program.

Through Nelson, two of the events I have participated in were working a table at the Lafayette Art & Wine Festival with the Pleasanton team and working at the warming tent during this year’s Make-A-Wish event.

I loved the Make-A-Wish event, as it showed a huge sense of community to not only work to beat a horrible disease, but also bring some joy to someone fighting this disease.

What is your “beCAUSE”?

My beCAUSE is the feeling I get when I do philanthropic work. My entire life. I have always wanted to give back to others and help those less fortunate. I am very lucky to have grown up with a roof over my head, a supportive family, and never having to worry about where my next meal is going to come from. There are so many people in the world who are not as fortunate. Giving back or doing something as little as giving a homeless child time to just be a child not only makes me feel like I am making a difference, but also helps to keep me grounded and humble.

You can learn more about the Nelson beCAUSE program here.  

The employer-employee relationship has come a long way. Organizations need top talent to innovate at the increasing pace needed to compete in the modern era, and engaged employees are eager to deliver for the companies that treat them best. Now more than ever, the power balance has shifted toward recognition of this mutually beneficial dynamic. While pay isn’t the only deciding factor, it’s certainly an important consideration—and the pressure is on for organizations to manage employee expectations gracefully.

Embrace Transparency

Transparency has always been a key part of how the top global employers manage salary expectations, but in the age of online ratings and reviews, companies must be willing to discuss their pay strategy with a sense of openness. A workforce that understands its employers’ approach to incorporating market rates, prevailing practices, cost of living, and professional experience into salary considerations is more likely to feel confident they’re being compensated fairly.

Negotiate with Benefits

Salary is just one aspect of compensation. Negotiating with additional benefits can help organizations get top talent in the door while both keeping payroll in check and satisfying employee expectations. Does your company offer a revenue sharing arrangement or vested stock options? Highlighting these perks can help current and prospective employees see a more holistic picture of the value they gain through employment with your organization.

Use Your Resources

The free flow of information on the web has made conversations about the workplace more honest and open. Prospective employees relish the chance for an inside look at companies, while others use these platforms to compare their respective ongoing employment experiences. But employees aren’t the only ones who can benefit. Use workplace social media sites likes Glassdoor, Indeed, and Salary.com to understand the current landscape and see what employees have to say about your organization’s pay and workplace experience.

Be Flexible

What’s important to one employee may be of little consequence to another. Try to understand specific drivers for individuals to best navigate salary and compensation conversations. For some employees, the prospect of commission is hugely motivating, while, for others, a flexible working arrangement is more enticing. The key is to explore other drivers for staff and make these options available.

Talk About Money

In the past, employers held all the power when it came to compensation discussions and decisions. That’s not the case anymore. With a lean labor market and the visibility enabled by online reviews, salary and benefits discussions have become more mutualistic. One of the best ways to manage employee salary expectations? Talk about them—and not only during the increasingly obsolete annual review, but on a regular basis. Encourage an open dialogue about what’s working and what’s not regarding pay and perks and use 1:1s as an opportunity to check-in with employees.

Managing salary expectations can be challenging, awkward, and uncomfortable but it doesn’t have to be. Be it with top tier candidates for open positions or existing employees, it’s important to make sure individuals feel that they are valued and respected and that their organization is invested in them.

 

 

The prestigious Staffing Industry Analysts listing includes Madigan after a banner year as CEO

SAN FRANCISCO (Feb. 22, 2019) – Today, Nelson, one of the largest independent staffing firms in the U.S., announces that its CEO, Joe Madigan, has been recognized on the Staffing Industry Analysts 2019 Staffing 100 List.

This annual list acknowledges and celebrates leaders who are driving growth and innovation in the staffing industry. The list includes CEOs, like Madigan, as well as entrepreneurs, technologists, workforce specialists, legal advisors, data scientists and more, from a range of different kinds of companies and niches–from traditional staffing to human cloud platforms to MSP/VMS to RPO.

“The 2019 Staffing 100 North America stand out as leaders, executives and visionaries and for their significant commitment to empowering people. From job-seekers and internal talent to partners and stakeholders across the ecosystem, the Staffing 100 honorees understand that people helping people is both a competitive advantage and a way to advance the world of work for all,” said Subadhra Sriram, Editor & Publisher, Media Products, SIA. “Congratulations to those individuals named to this year’s list for their achievements and contributions and for making it, ultimately, about people.”

Madigan became the CEO of Nelson in January of 2018. He joined the company fourteen years ago as a Branch Manager and worked his way up to the top leadership position. Under his leadership, the company has grown, with 16% temp sales growth and 21% net income growth year-over-year respectively.

In addition, Madigan created the Nelson beCAUSE philanthropy program, which allows Nelson employees to support charitable causes in their communities. In 2018, the beCAUSE committee granted over $75,000 to local charities. Nelson was recognized as one of the top philanthropic companies in the Bay Area, ranking 18 out of 100 overall and fourth for most giving per employee.

“I am honored to be a part of the SIA Staffing 100 list for 2019 – helping this company grow, first as an individual contributor, and now as a leader, has been such a rewarding part of my career,” said Madigan. “In addition, this role has given me the opportunity to create rewarding careers for workers all over California and the U.S., including for those employed directly by Nelson. I look forward to continuing to make Nelson an integral part of the business communities across our state and the country.”

Nelson, which is based in Sonoma, California, has provided staffing, recruiting, and payrolling solutions to organizations of all sizes and across industries for nearly fifty years. For more information about Nelson, visit nelsonjobs.com.