How to Write a Great Job Description

by Kim Shackelford 4. September 2019 08:54

In today’s job market, it is more important than ever to stand out from the crowd when you are searching for the right person to join your team. Taking the time to write a clear and effective job description can help you find the right candidate quickly and with less headache. Here are three of our top tips to help you find the perfect new team member:

#1 Keep it simple. Avoid using pre-written templates or language that is not specific to the job that you are advertising. Long, general job descriptions often include tired phrases and jargon that don’t mean much to the person that is considering your job. Submitting applications is a time-consuming process, so great candidates may skip over your position if they can’t easily understand what you need.

Start by listing out the specific job duties that are most important to the position as bullet points. You can add in other information about your company, the department, or industry if it helps you describe the job duties, but steer clear of any “filler” or information that is not of immediate use to the applicant.

Then, make sure you include any of the non-negotiable details that are specific to the position, such as the expected work hours and pay rate (or a range.) This will help candidates sort out the jobs that are realistic for them and keep you from spending a lot of time reading resumes or applications for candidates that are not a match.

#2 Include the right keywords. No one is circling jobs in the classifieds with a red pen anymore- which means most job seekers are not casually browsing postings, but searching online for specific job titles or attributes. Your job posting likely will not be seen unless it includes the correct keywords.

Try to put yourself in the job seeker’s shoes and imagine what words you would search for if you were looking for a new opportunity. Make sure those words in your job title and/or description. Also include any other distinguishing factors that might help you attract relevant candidates like location of the job or specific skills that will be used.

#3 Be unique and engaging. This one might seem obvious, but with a low unemployment rate, you have to make the effort to stand out from the many other employers who are trying to attract the same candidates. Of course salary is always important, but studies show that employees are attracted to many other factors including work/life balance, opportunities for professional development, flexible dress code, social or volunteer opportunities, well-being programs, and more.

Make a list of the reasons why you love working for your company and include those in the job description. One of these reasons alone may not be the deciding factor, but by presenting a full picture of the workplace culture, you are more likely to attract the candidates who will be the happiest at your company.


Have questions? Impact Staffing writes job descriptions and places online ads every day. We recruit for all types of positions. Give us a call at 678-937-9240 to see if we can help!

Tags: , ,


How to Apply for a Job Through a Staffing Company

by Kim Shackelford 7. June 2019 15:16

Many job seekers are confused by the process of registering with a staffing company. Registering with a staffing company is similar to applying for a job with any other business. The only difference is that in registering with a staffing company, you are often applying for many jobs at once.

Based on the type of position you are seeking, the process may vary. For entry level positions, most companies have certain days and/or hours that they accept open applications. You can usually call ahead and schedule a specific appointment time or apply in person during the hours posted and wait until a recruiter is able to interview you. For more skilled positions, most companies prefer that you send an e-mail including a cover letter and a resume in advance. Recruiters can then pre-scan the positions available and determine if any of them would be a good fit for your skill set. If so, they will then call and schedule an appointment for you to come in for an interview.

During your interview, remember that recruiters are there to help match you with not only a job, but a company. They can often be a great resource for helping you get your “foot in the door” at a company where you will be successful. During your interview, be honest with your recruiter about what you are ideally looking for in a position, as well as, what you would be willing to accept. Describe to them what type of work you have done in the past and what type of position you envision for yourself in the future. Be sure to let them know about any skills that you have obtained through education or past work experience. Giving them a realistic view of your needs and expectations will help recruiters place you in the position that will be the most beneficial to your career.

Once you have completed your interview, follow the instructions given to you by your recruiter. They may ask you to follow up every day or wait for them to call. Every company operates differently, so follow their lead. Hopefully, they will have an immediate position available for you, but if not they will keep your resume in their database and continue to consider you for future positions.

After your initial application and interview with a staffing company, you will often be asked to interview with the company where the position that you are applying for is available. Keep in mind that the recruiter has already recommended you because he/she feels that this is a good opportunity. So, come to the interview prepared! Dress appropriately, be on time for your appointment, and make sure to bring any required documents with you for the interview. If you have any questions, ask your recruiter before your interview. They know the employer well and are familiar with their policies and expectations.

After you have completed the application and interview…then what? Well, it depends on the type of job you are offered. The type of position is determined by the company’s hiring needs. If you are offered a direct hire position, you will be placed on the payroll of the company where you will be working. If you are offered a temp-to-hire position, you will be on the staffing company’s payroll for a period of time and then potentially hired on as a permanent employee at the company where you are assigned once that time period is over. If you are offered a temporary position, either short or long term, you will most likely remain on the staffing company payroll for the entire time of your assignment.

With temp-to-hire or temporary positions, you will need to supply payroll information to the staffing company, including tax information and I-9 documents. Your recruiter or someone else at the staffing company will give you all of the details you need to begin your new position including start date, pay rate, and directions to the work site (if you have not already been there for an interview.

Hopefully this article answers a lot of questions about how to successfully work with a staffing company. If you have any more specific questions or would like to apply, contact Impact Staffing at (678) 937-9240.


Tags: , , , ,

Interviewing Tips for Employers

by Kim Shackelford 4. May 2019 17:44

Sometimes interviewing candidates can be as nerve wracking for the employer as it is for the candidate being interviewed. Around here, we interview up to 50 people a day…so we’ve gotten pretty good at it. Here are a few tips from our recruiters to help you find the right person for your job.

#1 Be Prepared. Take a few minutes to think about what you are going to ask BEFORE the first candidate shows up. Think about what skills and personality traits are necessary for the candidate to be successful in the position you have available. Jot down a few questions that you think would help you determine if a candidate has these qualities. This will help you to be consistent in each interview. Also, make sure to brush up on the questions that you should not ask. Talk to your human resources department about what types of questions are appropriate to ask during an interview. For example, if you are interviewing for a position as a machine operator, you should never ask questions about a candidate’s race, religion, marital status or other personal details that are not relevant to whether or not a candidate can perform the job required.

#2 Get them talking! Ask open ended questions that require more than a yes or no answer. This allows you to get a better understanding of the candidate’s communication skills and will often lead you to conversations that you may not have otherwise had. For example, if you ask “are you certified in TIG welding?” the answer will likely be yes or no. If you ask the candidate to tell you more about their skills and training, you may learn that a candidate has not only a TIG welding certification, but also has fabrication skills or learned to repair industrial machinery at a previous job.

#3 Give them realistic expectations. Often times we get so used to our daily work environment, it can be difficult to step outside of our own perspective and see things through the eyes of a newcomer. Give some background information about your company, the products you make, the expectations for employee behavior, etc. If you have a great employee recognition program – tell them! If you have a strict no tardiness policy – tell them! The decision whether or not to take a job is often influenced by much more than money. Make sure you give a candidate the full picture of what this position would be like on a day-to-day basis.


And finally, if you have questions or need advice on interviewing techniques, call us! We are always ready to help you in your search for the perfect new employee!

Tags: ,

Skills Tests for Manufacturing Jobs

by Kim Shackelford 16. January 2019 14:00

When you apply for almost any job, you have to go through a selection process that includes submitting a resume or application and an interview. In some job selection processes, you are also asked to take a skills test to determine if you possess the skills required to perform the job successfully. These tests can vary based on the type of position you are applying for and include technical skills tests, written exams, and working interviews.

Technical skills tests are often given for positions that require you to perform physical tasks. For example, if you are applying for a position as a welder, you may be asked to take a welding test. This test will usually be given at the work site and may require you to perform a certain type of welding, demonstrate your knowledge of welding different types of metal, or ask you to perform a variety of tasks related to the job available. Tests that require less equipment may be given at the agency where you are applying. For example, Impact Staffing offers a measurement test for individuals applying for certain quality control positions.  The applicant is required to measure various metal parts using micrometers and calipers. This helps determine if he/she has the ability to use a measuring device accurately. These types of tests vary greatly based on the requirements of the open position.

Written or computer generated exams are also required for some positions. If you are applying for a position that requires you to use a computer, you may be tested on your computer skills. For example, if you are applying for a Human Resources position at a manufacturing plant, you may be tested on your competency in various software packages or database management. If you are applying for a job working with machinery on a plant floor or warehouse, you may be asked to take a written math or mechanical aptitude test. Like technical skills tests, written exams also vary based on the position, but are not quite as specialized. You can often find online tutorials for basic math, measurement or computer skills exams online. You can use these to “brush up” on your knowledge before the actual exam, if necessary.

Beyond testing, sometimes a company will request that a candidate complete a working interview. Your recruiter or the contact that you interviewed with at the company where you will be working will let you know what is expected during this interview period. A working interview can last one day to several days. This period allows you time to determine if the position is a good fit for you before committing to take the job and allows the company to see if your skill level is a good fit for the position’s requirements. You are of course compensated for the hours worked during the interview process.

The important thing to remember during the testing process is to relax! These tests are important, but are not the only factor that goes into determining the final candidate selected for the position. If you have any additional questions about testing, ask your recruiter. They are more than happy to help you understand the process and help you show up for your test feeling prepared and confident.

Tags: , ,

Manufacturing Myths

by Kim Shackelford 22. May 2013 10:11

As a growing state, Georgia hosts a thriving environment for manufacturers, which keeps us top-of-mind for companies deciding to relocate or expand,” said Georgia Department of Economic Development Commissioner Chris Cummiskey on February 12, 2013 as part of a press release about a new manufacturing company coming to Georgia. “Companies can expect to find here well-trained workers and an outstanding logistics system that gives them access to the world.”

Impact Staffing has been staffing the manufacturing industry for over 13 years. A lot has changed in that time period, but many of the misconceptions about the industry remain the same. At a time when the governor’s office is making manufacturing a priority for economic growth, it’s time to de-bunk those myths once and for all.


#1 All of the manufacturing jobs have gone overseas.


This is simply not true. Yes, some plants have been moved to other countries, but many companies still rely on American workers to manufacture their products. In fact, the United States is still the top manufacturing country in the world.


In Georgia alone, there are over 350,000 people currently working in manufacturing. Not only that, but just since the beginning of 2013, the governor’s office has announced the creation of more than 2,500 new jobs at manufacturing facilities. Products manufactured in Georgia range from baked goods to carpet to digital communication technology.


#2 Only unskilled workers work in manufacturing.


Actually, the opposite is true for this one. While there are some entry-level positions that require little training, almost every manufacturing job requires a different skill set.


Our top employers are looking for candidates who have mechanical aptitude, a strong work ethic and work experience in manufacturing or a similar industry. A job in manufacturing can also be a great transition for military veterans into the civilian workforce.


Within the industry there are many different job descriptions and opportunities for advancement. We place welders, machinists, engineers, shop managers, shipping and receiving clerks, project managers, maintenance technicians, fabricators, pricing analysts and safety specialists, just to name a few.


#3 Manufacturing jobs have low pay rates.


The median annual pay rate for a welder in Georgia is $46,696.00, which is higher than the average annual income of workers in Georgia across all industries according to the 2010 census. This is true for many different skilled industrial positions.


While going to college is the right path for some individuals, there are other pathways to successful careers in manufacturing. Going to trade school and learning a trade such as fabrication or machining will increase earning potential. There are scholarships available to help offset the cost of training for skilled positions, such as the Georgia HOPE Grant. For more information about skilled trades and trade schools in Georgia, visit



So, look beyond the myths. Manufacturing in Georgia is a thriving and productive industry. Impact Staffing has connections with great companies in need of workers. Search our open positions or submit your resume today!