Corporate Blog

Superior Group’s Marissa Testa on the Woburn Spotlight

Marissa Testa, an Account Executive out of our Boston branch, spoke with Tyler Gates at the ‘Woburn Spotlight’ regarding Superior’s mission statement and tips for both business and job seekers. She describes Superior’s consultative approach and its aim to serve as a “connector,” bridging a gap between workforce and the local talent pool.

The interview illustrates Superior’s abilities to:

  • evaluate a company brand and visibility
  • examine the positioning of open jobs to candidates in the market
  • create a more exciting job description, attracting the attention of jobseekers
  • evaluate company social media
  • discuss feedback from jobseekers to improve candidate experience

In addition to Superior’s many solutions, Marissa discusses ways in which a business can position themselves as interesting and attractive to job candidates in the current market.

  • Disruption – Is your service revolutionizing the market?
  • Purpose – What value does your company offer candidates?
  • Growth – Have you recently acquired new business or accounts?
  • Advancement – With hard work, can candidates move forward in the company?
  • Voice – Are employees shown to be valued?
  • Total compensation – What compensation, besides financial, is offered?
  • Culture – What is your work ambiance? How are employees made to feel involved?

To see the full interview, watch here:



Show the Love

Valentine’s Day may be a time to share appreciation with personal relationships, but February works for considering and reconnecting with professional contacts, as well.

The movie Sideways (2004) reminds me of my professional network through a touching scene in which main character Miles explains his fondness for pinot to love interest, Maya.

“It’s not a survivor like cabernet, which can just grow anywhere and thrive even when it’s neglected. Pinot needs constant care and attention …. only the most patient and nurturing of growers can do it. Only somebody who really takes the time to understand pinot’s potential can then coax it into its fullest expression.”

The scene’s power stems from the fact that Miles is really talking about himself and the connection he hopes for in a partner. You can tell from Maya’s expression that she understands how much of a chance Miles is taking by opening up to her.

The scene resonates because of its emotional honesty and the use of pinot and cabernet as symbols of interpersonal and social connections. Pinot represents those you know well, including coworkers, customers, and professional colleagues. Cabernet, conversely, represents weaker connections formed after an initial in-person or online introduction.

In a professional network, a mixing of both muted and strong connections is natural. However, while many of us are adept at building networks, we often don’t spend time nurturing them. Think of your LinkedIn connections and Twitter followers. With how many connections have you had limited or no direct contact in the past year?

Residual connectivity exists via status updates, but it can be difficult to break through a typical day’s millions of tweets and updates. Fortunately, there’s more we can do to engage network contacts. February is known as a time to encourage relationships and bonding, so why not engage with professional connections as well?

Here are 10 ways to nurture your network:

Congratulate. When someone is promoted or changes professions, send a congratulatory note and inquire about the change. Use the opportunity to catch up and provide updates.

Provide Professional Leads. Let appropriate contacts know of a professional lead. Think beyond jobs and referrals to everything from committees, board positions, speaking opportunities, writing assignments, and special projects. Offer to provide an introduction.

Mail. With so many materials now sent in electronic form, a handwritten exchange stands out. To hold someone’s attention, hand write a note and mail it. Finished a good book or interesting article? Mail it with a note expressing why it made you think of them.

Ask Their Opinion. Your contacts are in your network for a reason. Respect others time, but take advantage of their knowledge and experience. Reach out when you have a need and know your contact can assist. Inquire about their lives and thank them for helping you.

Meet in Person. Remember to periodically meet local contacts. This may not be possible with remote connections, but—if you travel—do try to meet up.

Send Links, but Personalize. Discover a link that a contact might appreciate? Send it with explanation of why you felt it might be useful.

Introductions. Many connections could be of service to each other. When you feel an introduction would be beneficial and both parties have agreed, introduce them.

Check In. You don’t need a specific reason to reach out to a contact. Send a short note inquiring about professional developments.

Reintroduce Yourself. We connect with so many people on various networks that we can’t always remember why or when it first occurred. Perform periodic network housekeeping and reach out to contacts.

Let Them Breathe. Wine connoisseurs like Miles from Sideways understand that aeration, warming from the surrounding air, and letting the wine breathe will bring out aromas and flavors. Professional networks also need time and air to flourish.

This February, take time to show your network a little love!




6 Tips for Landing a Dream Job

Scott Fiege, a recruiting manager out of our Buffalo branch office, shares his tips on how to land the dream job you are after.

You catch wind of the perfect job. Whether you are underpaid, underappreciated, would prefer a shorter drive to work, desire an elevated job title, or are soon to be relocating, this job could be a great fit for your needs.

You should know, for every position we post, we receive anywhere from 25 to 50 applications through sources like Indeed, Zip Recruiter, CareerBuilder, Monster, etc.  We identify another 50 to 75 from our pipelines, and from job boards and LinkedIn. With all sources combined, there’s over 100 people interested in one job.

Considering these numbers, the odds of being granted an interview are not high. Even if you meet the required skills/education, hard skills alone won’t secure you the position. In most searches, the manager reviews at least 10 profiles to select for interviews, with a subsequent three to five candidates scheduled for appointments. And finally, only one receives the offer.

  • What qualities set a preferred candidate apart?
  • How do you increase your chances for an interview?
  • What is the best way to secure a job offer?

My ten years spent in recruiting have taught me some tips of the trade that may help better your experience and move you toward your goals.

Be interesting!

I’ve seen a lot of resumes and cover letters, and have sat through many interviews and phone screens. If you—as the applicant—cannot gather enthusiasm for your background, neither will I or another hiring manager. Is your resume up to date? It should reflect not only your experience, but your personality.

Motivation and excitement for the job challenge will set you apart during conversations with a recruiter. Keep ego firmly in check, but do illustrate your accomplishments with a friendly smile and attitude. Keep answers to no more than a minute in length and try your best to not interrupt the interviewer. Exhibit enthusiasm and mention the ways in which you are a team player with a broad interest in helping a department.


Are you aware of the most common interview questions and techniques used by hiring managers? Have you given thought to the financial compensation you would need in order to leave your current position? Are you confident of your market value? Are you clear on the manner in which you would decline a counter offer at your current employer? Have you familiarized yourself with the company websites and/or researched the background of the hiring managers prior to the interview?

This is where an applicant exceeds his/her competition. You should know, for example, that the company name is Sealing Devices, rather than Hearing Devices. Investigate the background of the hiring managers in case there is a friendly and common connection to mention during the interview. Dress for success in your most flattering and recently dry cleaned outfit. Practice answering questions in front of a mirror and role play with a helpful friend.

Use your connections or find common ground

Companies and hiring managers feel at ease hiring someone they know or referred over to them. They hire candidates with whom they share an alma mater, sorority, volunteer/community group, or other common connections. Some call it politics. I call it “well played.” Check out LinkedIn, or touch base with your network to determine whether you already have a valuable connection at the company for which you’d like to work.

Remember, interviewers are often nervous

Their job during the interview is to be tough, yet fair. Parts of the interview may feel disappointing or nerve-racking. True story: interviewers are sometimes as anxious as you are. They may not know the best questions to ask or feel they have an adequate handle on the type of candidate a department is hoping for. Your game plan may not go as expected. Roll with the punches, remain confident, and focus on what qualities paint you the best candidate for the job.

Become the solution

The most attractive candidates bring solutions to a void a company hopes to fill. Keep this in mind during the interview. Bring polished examples of your work and share wins from the past that could add to the organization’s productivity and contribute to a positive office culture.

Keep emotions in check

Interviewing can become emotional. You’ve spent money adding to your education, and time and effort in building your network and resume. I’ve heard many stories that inspired me to write up an offer that very second. We appreciate emotion—it illustrates to the hiring managers that you’re passionate about what you do. However, stay calm and present in the moment. Keep in mind that they are investing in you, and will prefer to move forward with a candidate driven not only by passion, but also by a calm and mature rationale.

There is a lot of talent out in the world, and we hope this helps you position yourself as a top candidate for your dream job.



Eight Is Enough

Is the traditional 9 to 5 work day back in style? Carl Camardo, Talent Development Manager for Superior Group, reflects on the new work day–does it need to be longer? Or just more efficient?

As I write this article, I’m reminded of the film Jerry Maguire.  The part where Jerry writes a pamphlet calling for fewer clients, not wanting to go after the big fish, and actually gets the character fired from his position.  I write this, not to upset my senior management, but to remind everyone of the truly important aspects of our lives.

Some say the 9 to 5 regular work day is dead.  As an HR professional I can accept when a model is outdated. However, what does constitute the new work day?  Do we come in early or stay late to get work done?  To impress our boss? At a previous job, it was common for me to return to work some nights after dinner.  One night, I returned to find my VP there as well and envisioned how impressed he would be with my dedicated presence.  He approached me, asking, “What are you doing here at this time?”  I told him that there were just some things I needed to finish up.  My expected response of “Great job” was not the response I received.  Instead, he asked why I could not get my work done during normal work hours, assuming it was a time management issue.  As I thought of how to respond, he ushered me to his office, opened a time management presentation and proceeded to email it to me.

We must put forth our greatest effort to get the job duties done during the work day.  Eight to eight and a half hours a day is a very long time.  There is nothing else we typically spend that many hours of the day on.  We don’t sleep over eight hours a day and we certainly don’t relax, spend time with family and friends, or take part in a hobby for that long a time.

Companies such as PepsiCo are encouraging employees to leave the work day comfortably.  This means not having to sneak out or feeling guilty for leaving at the end of each day.  For example, if you occasionally leave at four to pick up your daughter, make sure to notify the people in your surrounding workspace.  If it’s okay with your boss, it should be okay with co-workers.

If we have reached that level of professionalism in business, we should be mature with the new rules and not abuse them.  Don’t take advantage of the freedoms we now have in the workplace.  If you leave early or come in late, make sure it’s not every day.  Don’t make a pattern of it, especially if it relates to fantastic weather conditions or around holidays.  If everyone behaves in a mature and friendly manner, productivity is maintained.  You need to trust co-workers and earn their trust as well.

Flexible work day arrangements can go hand in hand with success.  If we achieve our goals during the eight hours, we can avoid after-hours work emails and phone calls. We shouldn’t need to dread hearing our phones ring once we are home.  Senior management respects the fact that people have lives outside of work.

I know people who do this successfully each and every day.  Many people work a full day, but still find time to coach their kids’ sports teams or attend school events.

Life needs a healthy mix of work and home. There is no real secret to productivity.  You have goals to accomplish each day – strive to accomplish these within 8 hours utilizing the right effort and attitude.  Too many life experiences are often missed or regretted. Days, weeks, months, and years go by quickly so try to enjoy your entire life, not just your work life.  As the saying goes: “Work to live, don’t live to work.”


Ebenezer Scrooge Could Teach You a Thing or Two About Networking

T’is the season for holiday parties and festive networking events. Bosses and coworkers stroll through the office in better moods and with higher energy. Although it’s tempting to revel in holiday adrenaline, take a moment to reflect on the year behind before gearing up for the next. Consider the lesson at the heart of the film, A Christmas Carol, in which Ebenezer Scrooge is visited by several spirits on Christmas Eve — Jacob Marley and the ghosts of Christmas Past, Present, and Future.

Take a moment to remember those who helped you to accomplish your goals. Consider how often you show gratitude, provide mentorship to others, or simply open your network to include new contacts. Imagine if the ghosts from the film accompanied you through various stages of your life. Would your ‘film’ look anything like this?

Christmas Past

The ghost of Christmas Past takes you back to school and the teachers who played a formative role in educating and molding you. You visit old classrooms, beginning from Kindergarten and making your way to the high school.

You linger in the high school classroom of an inspirational teacher and your eyes widen as you watch your old coach walk past. You might smile when seeing your favorite college professor in the distance, and remember her letter of recommendation that secured your spot into grad school or an internship of choice.

The classrooms shift into offices. You initially glimpse your very first boss who hired you after college followed by the often-challenging manager who enabled you to become a better employee. And, finally, the boss who took you under his wing—the best boss and mentor you ever had.

Christmas Present

Christmas Present guides you through your current office. You tour Human Resources, Accounting, IT, Marketing, and the C-suite. The ghost pauses each time you pass the cubicle of a younger employee. You are surprised to realize how many junior coworkers you don’t know by name.

You begin to say hello to someone who started just last week in Benefits, when the scene shifts, and you find yourself at a business networking happy hour. You notice the many young attendees you typically walk past, knowing their business cards will bring you no leads or referrals.

The last stop is a career event at a local university, where you recall once being asked to speak with students about careers in your profession.  You may have even meant to go.

Christmas Future

You’ll expect Christmas Future to appear more frightening, but he looks like an ordinary middle manager leading you to a conference room decorated for a party. A handful of attendees mill around a cake. One by one, people pause at the door, glance inside, and walk away. You realize that many of the people filing past are employees you’ve worked with—mostly younger workers you never took the time to know, even when assigned to your project team. You turn back and see someone has loaded a presentation. “Happy Retirement,” it reads, and as you count the people still present.  You don’t get to ten.

Hopefully, the painting of this tale doesn’t resonate with you.  But, if elements do, it’s okay.  We can all cast wider nets of human connection.  And, most importantly, it is never too late!

Sure, we can’t all contribute in the same way. Some will give generously to charity, while others volunteer. Just remember that life is all about human connections, and we’re surrounded by opportunities for these connections at work. Each of us can become more accommodating with our professional colleagues. We spend eight hours a day with coworkers—a simple “hello” goes a long way.  That hello contributes to a productive and engaging office culture. We can also widen our net of positivity and connection by more freely connecting on LinkedIn and interact on Twitter, especially with young people interested in learning and maturing. We can answer emails and provide advice. We can meet for coffee and lunch. Think about how the newly appreciative Ebenezer Scrooge would respond if you emailed him a question, invited him to connect on LinkedIn, or asked for his help in being introduced to a colleague.

If the Christmas ghosts visited this holiday season, would you be happy with their presentation? As we move through the holiday season, let’s appreciate our amazing connections and endeavor to foster new ones.

After all, the holiday recipe is simple:  A dash of making time. One cup of giving back. Mentoring to taste. Connecting until done.

Let us keep the spirit alive and well, all through the year. And may that be truly said of us, and all of us.

Happy holidays!


The Jedi Mind Trick of Being Positive

Cailan Sockness—a recruitment specialist out of our Minneapolis branch—performs a Jedi mind trick on himself to stay positive throughout the workday. While he is clearly excited about the premiere of Star Wars: The Last Jedi, these tips will serve you well whenever you need a positivity boost from the Force!

Today’s world of politics, religion, economy, and daily life struggles can either elevate or depress our moods. How does one remain positive when bombarded by negativity?

Employee happiness is an increasingly important aspect of the modern workplace. In fact, according to—a popular website for job seekers and recruiters—companies with happier employees outperform competition by an average of 20%. I currently work as a Recruitment Specialist. My position is personally rewarding, but I’m often confronted with negative interactions. I focus on creating positive and enjoyable experiences for candidates as I work to uncover their next career steps, but not every candidate shares my positive outlook.  On a good day, I speak with five to ten candidates who are less than excited to hear from me for varying reasons; most often, they feel bothered. While I’m comfortable being “rejected” by potential candidates, I still feel the sharp jab of negativity every time.  It makes me ask myself: How do I make my next call genuinely positive after getting a verbal smack down? This is when I decided to take a page from one of my favorite franchises…STAR WARS!  And no…I did not join the Dark Side.

For those who may not understand the term “Jedi Mind Trick,” this is an action within the Star Wars franchise in which a Jedi manipulates a person’s mind with the intended goal of achieving an outcome. And with the excitement around the premiere of Star Wars: The Last Jedi, I decided to perform a Jedi mind trick on myself to achieve the goal of combating negativity and potentially helping others do the same.

For the Jedi mind trick to work, you must be open to the idea that you can achieve positive change simply through your thoughts. Most of us have heard the popular quote “I think, therefore I am,” so—with that logic—one should be able to think positively and, thereby, feel positive. For some, that’s all it takes. Others, like me, need more of a push to ignore the negativity or, as I refer to it, the “Darth Vader.” I need to physically do things to empower my thoughts to remain headed in a positive direction.

You must become comfortable with doing things outside of your comfort zone. You must become your own “Yoda,” willing to dismiss unnecessary noise from your mind. The more you can laugh about something unrelated to the negative experience, the stronger the positive influence over your thoughts.

Sonja Lyubomirsky—professor of psychology at the University of California, Riverside, and best-selling author of The How of Happiness: A New Approach to Getting the Life You Want—has pinpointed several strategies to remaining positive. Her #1 tip is embracing gratitude. “Focus on really appreciating what you have at work,” she says. “Maybe it’s a valued colleague or your boss. Or maybe it’s merely the fact that you don’t have a long commute.” She adds that you can express gratitude directly to people in the workplace, which can “really strengthen your connections with your coworkers.”

A study in the Journal of Social Psychology cited that—when it comes to feeling happy—doing something kind for people has the same effect as trying new and exciting things. Although the workday is not the appropriate time to conduct our personal lives, we can integrate this tactic into our lunch hours or the often uneventful drive to and from the office.

Here are some examples of things that have helped me:

  1. Call a friend or family member – If you have a Bluetooth and can speak hands free during your commute, use this time to call a friend or family member you usually message through texting. Voice contact in the text era can elevate not only your mood, but also a connection to someone you may have put on the backburner.
  1. Positive breathing – This is different from regular deep breathing. While inhaling, hold the breath for three seconds while envisioning a positive word, something that harbors a personal connection for you. After speaking the word in your mind, slowly exhale. Repeat these steps for 60 seconds.
  1. Tell a joke – Tell a coworker one of the corniest jokes you can remember, as long as it’s safe for the work environment. This can help both you and a coworker laugh away lingering negativity.
  1. Get out of your seat…and move – Walk through the office. Say “hi” to a coworker. Take a ten-minute walk outside. Refresh your legs, blood and air flow. A quick walk can take you from ten to zero in a matter of minutes!

Conceptualizing positivity as a Jedi mind trick has helped me remove the gap between thinking and doing. It’s all about training myself to employ positive reinforcement when faced with a negative situation. It also encourages me to be less afraid of failure or animosity and prepares me to face a “Darth Vader,” or potentially negative interaction.

Just as the wise Yoda once said, “Do or do not, there is no try.” You have the ability to positively influence your life…if you choose proactivity. Choose to become The Last “Office” Jedi who uses mental barriers to keep the Dark Side of negativity at bay.


Payrolling Defined and Why It’s Critical

Are you in a position that challenges you to find creative ways to save your company money and cut overhead expenses?  A professional, low-cost payrolling solution can save six to seven figures a year!

So, when we say payrolling, what exactly are we talking about?

As it relates to contingent staffing, payrolling is the provision of longer-term tempo­rary workers where the resources have been identified by the client themselves (possibly through internal referrals or an internal recruiting department), but are referred to and become the employees of the supplier providing the payroll services.

Here are some of the reasons why companies payroll workers:

Cost savings – Working with a staffing industry partner whose WC, SUI, and other variable statutory costs are lower than your company’s in-house figures.  And benefit and pay rate evaluations offer enhanced savings opportunities.

Reduced administrative overhead and headcount – A payrolled worker is the employee of the supplier and thus the company need not monitor the payment of taxes, unemployment, workers comp, etc., as these are handled by the employer of record.  There are also fewer direct employees on the books.

Project-based work – If you know that someone is only going to be working for a defined period of time, why go through the hassle of onboarding them?

Trial runs – Many companies like having probationary periods for new hires before making them full time employees and going through their internal onboarding process.

Time savings – Hiring and onboarding is a time sink.  Whether it’s the HR Generalist, Manager or Administrator leading the onboarding process, that time could be used to focus on other core business functions, including recruiting strategy and securing other key talent.

Important factors to consider when considering low cost payrolling solutions:

Consolidate – To secure the lowest possible price, it’s best to consolidate your payrolled headcount to one vendor.  Also, with only one vendor, you will only receive one invoice and Accounts Payable will love you for that!

Ease – One of the primary reasons to payroll is to save you time.  Ensure your payrolling partner has an easy process.

Focus on candidate experience – The onboarding experience is important for any new hire joining your company.  Your payrolling partner should share your focus on candidate experience and have a process that combines both quick onboarding and high touch.

Compliance & Financial Stability – You will want to ensure that any vendor you choose is compliant with all state and federal regulations (e-Verify, liability insurance, etc.) and has the financial stability to pay its workforce on time, every time.

Benefits – The benefits your payrolling partner provides will matter to your payrollees, so ask vendors to share the details of their offered benefit packages.  They should include a medical benefit option, direct deposit, weekly pay, online timekeeping, 401k, etc.

Looking at contingent labor spend and putting a new program in place can seem like a large undertaking.  We don’t all have time for yet another project!  But when we consider the financial savings, the consistency of compliance measures, and the improved onboarding experience, it’s well worth the time spent.  Want added value and to save yourself a touch more time?—engage a payrolling partner that will do much of the heavy lifting on your behalf.  While we all clamor to draft internal communications, develop process flows, and hold meetings with key stakeholders to facilitate change management, a solid partner just may be able to help!

Learn more about Superior Group’s payrolling solutions here:


Candidate Experience Isn’t Just About Your Career Site

Frank Gullo, Director of Digital and Mobile Strategy for Superior Group, writes about areas to focus on for the best candidate experience.

“The last best experience that anyone has anywhere becomes the minimum expectation for the experiences they want everywhere.” You’ll often hear this at marketing and employee experience conferences, and though it’s unclear who said it first, what is certain is that experience matters, and when it comes to technology, it’s always changing.

Discussion about candidate experience often turns to a company’s career site, and rightly so, as the career site is a key destination for candidates considering employment. Are the job descriptions compelling or flat? Is the application process easy or cumbersome? Is the site mobile optimized or still using a legacy desktop design? However, while it’s important to optimize career sites for candidate experience, with today’s mobile and social web, candidate experience interactions are increasingly taking place beyond the career site.

According to a 2017 Talent Board survey of over 180,000 job seekers, candidates typically check a variety of sources when they research jobs, and 42% say that a source other than the company career site was their most valuable resource when evaluating opportunities. Below are the top six sources:

  1. Company career site, 58.07%
  2. Employee, candidate or customer referral, 35.71%
  3. LinkedIn career page(s), 33.69%
  4. Job boards, 30.64%
  5. Employer review sites, 29.18%
  6. Job notification/agents, 28.11%

With so much of the candidate experience taking place beyond the career site, it’s important to ensure those experiences are on brand, seamless, technically smooth, and positive for the candidate. Here are five key candidate experience areas to focus on other than your career site.

  1. Job boards – Millions of candidates use job boards and aggregators to locate job opportunities every day. In some cases, candidates find and apply to jobs on those sites without ever visiting a company’s career site. Today’s job boards range from standard job boards like Monster and CareerBuilder, to aggregators like Indeed, to online classifieds, like Craigslist. Whatever the platform, it’s important to understand the candidate experience on those job boards and do all you can to ensure it’s positive and integrated with your talent acquisition goals.
  2. Search – Online search comes in many flavors that impact the candidate job search experience, and there are corresponding search tactics available to improve it. Career site content and organic SEO helps influence search engine result rankings for key terms, pay-per-click (PPC) advertising can drive traffic and experience, and alert tools, like Google Alerts, assist in monitoring what’s showing up in search. In addition, the new Google for Jobs indexes and displays current and relevant job posts right in search engine results.
  1. Review sites – Based on research, negative reviews impact reputation and customer/candidate acquisition. In addition, companies typically only hear from a small percentage of detractors. Fortunately, review sites like GlassDoor and Vault provide organizations with opportunities to respond to reviews, locate patterns, turn negative experiences into positive ones, and let candidates know that their experience and voice matters.
  1. Maps and locations – Mobile is critical today, and more and more candidate experiences take place on mobile devices. This is especially true if your company has physical locations. In these cases, part of the candidate experience involves looking up your address in map applications, which increasingly are tied to business pages, like Google My Business and Bing Places for Business. A simple address lookup will show not only the physical location, but also contact and overview information, photos, and reviews. It’s important to know the experience these location-based applications surface and use the management tools available to ensure all the information is accurate and helpful.
  1. Social media – The use of social media to find jobs continues to grow. According to recent Pew research, of the nearly two-thirds of Americans who use social media, 35% of social media users have used social media to look for or research jobs, and 21% have applied for a job they first found out about through social media. With so much job-related activity occurring now on social, seamless social candidate experience aligns best with a strong, consistent employer brand and useful social jobs content appropriate per network and demographic.

Candidate experience is more important than ever. With low unemployment, a skills gap, and fierce competition for talent, having a great candidate experience is critical. The above are just a few of the key areas to focus. What are yours?



Superior Group Appears in Two of Staffing Industry Analysts’ 2017 Lists of Largest Global Staffing Firms

Staffing Industry Analysts (SIA) released its 2017 List of Largest Global Staffing Firms, wherein Superior Group ranked under “Largest Global Staffing Firms” and “Largest Global Engineering Firms.”

Superior climbed five spots to #85 on the List of Largest Global Staffing Firms.

The 100 organizations on the list of the world’s largest Staffing & Recruitment Firms have a combined revenue of $190 billion, based on sales generated in 2016.

SIA defines “staffing” revenue as revenue generated from the provision of temporary workers to business clients, as well as from “place & search” services (direct hire/permanent placement and retained search).

Superior also finished 20th on the Largest Global Engineering Firms list. This list estimates the global engineering temporary staffing revenue market in 2016 to be worth $28.3 billion. Added together, the top 20 firms generated $9.9 billion in revenue, accounting for 35% of the market.

SIA defines “engineering” temporary staffing as the furnishing of temporary workers in engineering occupations. Examples include mechanical, civil, electrical, industrial, petroleum, environmental, process and other engineers (but not software engineers which fall into what we define as our information technology IT segment).

Overall, both of SIA’s lists can be used to get a “big picture” reading of both the global staffing and global engineering temporary staffing industry landscape.


Thankful For… Work

Christopher Beckage, Senior Vice President at Superior Group, shares his thankful thoughts on work this season. 

As Thanksgiving approaches us in the U.S., we often recognize how thankful we are for our family and friends; however, we often do not recognize the things that we can be thankful for at work.  While most everyone finds their jobs stressful or challenging at times, Thanksgiving offers a great opportunity to step back from the day-to-day and reflect on the things we appreciate at work.

Still stumped? Here are five things that I—myself—am thankful for at Superior Group:

  1. Job Purpose – Sometimes, it’s important to simply remind ourselves why our jobs exist in the first place. We work to solve problems. If there are no problems, then the job disappears or is greatly reduced (The Maytag repairman is a famous example of this, around which an entire ad campaign was formed!).  Create a list of the problems you solve throughout your day, and be thankful for each!
  1. Colleagues – There have been countless articles stating that we spend more time with our work colleagues than we do our friends and families. And when you do the math, it’s true! The average American worker spends 47.5 hours in the office each week, typically exceeding our time at home. According to Virgin Pulse’s new Labor of Love Report, nearly 40 percent of survey respondents named their co-workers as the top reason they love working for their companies. In fact—with all of this data on the importance of our coworkers—let’s take a moment this Thanksgiving to be thankful for the colleagues that keep us honest, accountable, satisfied, and passionate.  Don’t assume they know this already.  Go tell them!
  1. Competition – Surprised by this one? Don’t be! Competition, whether it be with another business or on a more personal level, pushes and challenges us every day. It forces us to be creative, innovative and, most importantly, it creates new problems or opportunities for us to solve.
  1. Leadership – The leaders of your organization contribute quite a lot to your employment. They work to guide your company in the best direction for the greater good and are solving many of their own challenges behind the scenes! All of this ensures the happiness and success of their employees—definitely another thing to be grateful for!
  1. Work/life Balance – This can be a struggle for employees in all industries and businesses. Being in the recruitment business, it is common for jobseekers at all levels to take new positions, because they are burned out and feel they are missing out on life. More and more companies are striving to do better here, providing more flexibility and moving to results-based work environments. If you have such, be thankful for how you and your employer have been able to accomplish this! Not all business are there yet.

We hope you find many things—beyond the holiday feast!—both at and outside of work to be thankful for this year. Happy Thanksgiving!