Posted by & filed under Job Search.

In an economy finally recovering from a recession, thousands of qualified and previously laid-off job searchers are finally finding work. Surprisingly, many job seekers are finding employment at their old companies. These “boomerang” employees often have several advantages over fresh recruits, since global competition is forcing companies to acquire a workforce with a shorter learning curve. And who better to hire than former employees?

Changing Attitudes

A study by shows that over 75 percent of 1,800 human resources managers and recruiters see boomerang employees as good candidates for openings, despite nearly 50 percent of the companies they work for having formal policies against their hiring. In fact, more than half of all surveyed hiring executives place boomerangs on their “high” and “very high” priority list of candidates.

Familiarity a Key Reason

A shortage of talent is one of the reasons for this shift in attitudes, but the key factor that makes boomerangs stand out is their familiarity with the old company, as well as its processes and work environment. With a returning employee, hiring managers don’t have to worry quite as much about things not working out with new recruits, which is a common problem.

Is It Possible to Return?

It’s perfectly acceptable to boomerang, particularly if you left your company on good terms and for one of the following reasons:

  • Family matters, often related to illness or a death in the family
  • Forced relocation (e.g., spouse was assigned to another state, city, or country)
  • Returning to college/school
  • You had to take an opportunity to develop new skills or advance your career
  • You took a break from work

If you’re thinking about going “home” to your old company, here are some tips to help make things easier for you.

TIP 1: Talk to Your Former Officemates

This should be easy if you’ve kept in touch with your old colleagues. Sit down with the people still working at your old company to see if anything has changed since you left. Someone who’s been away from Company X for three years may be in for a surprise on the day of return, discovering new technology is being used and that management styles have changed. Before you commit to any interviews, do your homework.

TIP 2: Think of Tomorrow

You may have insider knowledge on how your old company works, but don’t let this go to your head. During interviews, avoid focusing on your ‘old days’ at the company, as this can make you look like you’re stuck in the past. Make it a point to show that you’re looking forward to the future and to what the company has going on now. Of course, you can always point out things you liked or didn’t like during your prior tenure there, but take care not to make it seem that you’re only back because of certain things you loved before. You’ll only make the interview awkward.

TIP 3: Explain Why You Want to Return

During the job interviews, show that you genuinely miss your old company by specifying the reasons. Emphasize that you no longer have the baggage that compelled you to leave, and mention your desire to return to work.

Integrity Staffing Professionals offers customized services to help old and new talents find their employment home. Contact us today to learn more and to work with a top executive recruiter!


Posted by & filed under Consulting, Leadership.

For many people who leave a job, the prevailing attitude is to move forward and never look back. The same goes for employers. But there’s an interesting phenomenon taking place in the hiring arena: Rehiring employees who at one time or another decided to move on.

Studies show that corporate attitudes on these “boomerang employees” — those who left an organization but asked to return later on — are changing. A report by Workplace Trends titled, The Corporate Culture And Boomerang Employee Study, shows employers are warming up to the idea of hiring old staff, which is a drastic departure from the traditional mindset of severing ties with them permanently.

What Happened?

Many HR professionals in the survey report that their organizations have scrapped old policies prohibiting rehiring former employees, even those who resigned on good terms. This, in turn, has resulted in a surge of job applications from former staff. And out of these applications, 40 percent of survey respondents report hiring roughly half of all applications from past employees.

This isn’t to say that you should consider rehiring every employee, however. The following are three types of boomerang employees that may pay off in spades in the long run.

  1. Employees Who Left for Skills Development

This talent pool includes employees who left to learn new skills elsewhere and are interested in coming back now that they’ve “leveled up.”  They never had anything against you or your company, they simply came to the realization that it was necessary to grow professionally and acquire skills that your organization simply wasn’t able to offer.

  1. Employees Who Faced a Career Dilemma

It’s common for people to spend several years at a company, only to wake up one morning and realize that they’ve stalled. They might have heard about opportunity they couldn’t pass up or realized it was time to try something new, perhaps a change in careers or scenery.  Such changes sometimes work, but sometimes they don’t. People in this talent pool make a humble return to their old bosses, often to inquire if there are any open positions that need to be filled.

  1. Employees Who Left Due to a Major Life Event

Whether it’s a need to relocate or having to care for a sick family member, there are always circumstances that leave employees with no choice but to leave the organizations they work for. Be forewarned, however, that employees in this talent pool may want to return as contract workers or work for you remotely.

Problems with Boomerang Employees

While acceptance of boomerang employees has indeed grown, managers, HR personnel and often-times other employees still have reservations. In the Workplace Trends study, close to a third of HR professionals and managers note that boomerang employees have less loyalty and are more likely to jump ship.  More than a quarter of respondents also say that boomerang employees still have the same baggage that forced them to leave in the first place. And many worry about conflicts arising with a boomerang employee’s co-workers.

The challenge is for HR professionals and recruiters to determine a boomerang employee’s motivations for returning before making any hiring decisions. Likewise, employees must make sure that they eliminate any concerns about their commitment to returning to the organization.

At  Integrity Staffing Professionals, we recognize the challenges of hiring boomerang employees. We specialize in helping organizations find the best talents for their needs, whether they’re old employees or new. Contact us today to learn more about working with one of the best IT recruiters.



Posted by & filed under Top Candidates.

Candidate #1 – Sr. Net Software Engineer

  • 20 years of progressive experience as Programmer, Senior Software Engineer, Project Leader and Architect. Involved with full software development life cycle, including but not limited to gathering requirements, system analysis, design, development, debugging, testing, user training, deployment and production support of software projects.
  • Extensive experience in Internet, intranet, client server, mobile, online shopping projects and data warehousing applications.
  • Extensive experience in the Web-based business application development using C#, ASP, ASP.NET, VB.NET, XML, XSLT, AJAX, JavaScript and VB Script.
  • Experience in creating custom controls for Windows and Web applications.
  • Experience in credit card online payment & FileNet server documents view web services development.
  • Experience in generating comprehensive Web-enabled reports using Crystal Reports, Microsoft SQL Server Reporting Services and Siberix Report Writer.
  • Experienced in database development, maintenance and administration.
  • Extensive experience in data modeling, design and creating tables, views, stored procedures and triggers using SQL Server, Oracle and Sybase databases.
  • Migration development experience from Visual Basic, ASP applications to .NET architecture.
  • Scrum board project management lead.
  • Demonstrated ability to work well independently and within a team at various levels.
  • Made constant efforts in acquiring exposure and have delivered successfully beyond expectations in all previous assignments. Quick learner and an effective communicator looking for challenging assignments.

Candidate #2 – SSRS/T-SQl Report Writer

A highly skilled and innovative programmer analyst with a specialty in reports development and a proven track record of applying strong analytical, technical, and client service skills to deliver lasting solutions.

  • Responsible for programming, writing and modifying T-SQL Stored Procedures, creating SQL reports and using SQL Server Management Studio.
  • Developed 150+ reports using SQL Server Reporting Services (SSRS) report builder and T-SQL Server Management Studio platform, such as:
    • Sales Reports: Graphical reports used by management to assess sales trends YOY, MOM and across product lines and regions in real time, informing business strategy
    • Purchasing and Inventory Reports: Comprehensive reports used by management to inform inventory investments and operations management strategies
    • Accounting Reports: Accounts receivable and accounts payable reports used to ensure optimal cash flow position and short turn on unpaid invoices
  • Used C# in all programming logic development, including several SharePoint 2010/2013 solutions:
    • Automated State-By-State Tax Reporting: Replaced time-consuming and costly manual reporting by creating monthly tax reporting SharePoint applications, which generated product monthly returns serialized into an XML file and e-mailed directly to each state; used C# for back-end logic and libraries such as Entity Framework, Linq-to-sql to generate XML file
    • Real Time Sales Data: Created an ASP.NET  Winforms application for sales departments for each company under Kretek umbrella that displays live and constantly self-updating sales data by team and salesperson; this application allows user to select different parameters by which they can view valuable, personalized metrics; later converted app into SharePoint.
  • Gained extensive SharePoint experience including:
    • SharePoint Migration: Administered and migrated all data and objects from SharePoint 2010 to SharePoint 2013; architected the overall site structure and look and feel of the SharePoint 2013 environment; configured each component within SharePoint and AD integration
    • SharePoint Administration: performed adds, removes and changes of groups and users as well as customization of built in SharePoint APPS using technologies such as jQuery and CSS; Development in SharePoint 2010 & 2013 to create Visual Web Parts using the SharePoint object model and WPF and XAML to create Windows applications
  • Worked with Great Plains data tables to create data structures and complex joins in the creation of SQL Queries, Stored Procedures and Functions

Candidate #3 – Sr. Ruby on Rails Software Engineer

Senior Ruby on Rails full stack software engineer with over nine years of industry experience dedicated to producing innovative products and service architectures which deliver creative, customer-centric solutions to interesting problems.Expertise: MVC, client-side MV*, SOA, mobile web dev, lean startup methodologies, AWS architecture, TDD, VoIP/telephony, Containerization, scrum methodologies, customer dev, CI/CD

Technologies: Ruby on Rails, Sinatra, RSpec, AngularJS, Knockoutjs, Highcharts.js, NodeJS, MySQL, Git, Jenkins

  • Responsible for leading all front-end development.
  • Introduced team to modern front end tools and processes: KnockoutJS, Bower, Grunt, Jasmine, CDN
  • Managed and mentored front-end development intern who joined the team after completion.
  • Developed and applied skills in lean startup methodologies, market validation, customer development and marketing.•
  • Developed several stand-alone RoR applications/tools with purposes ranging from network switch configuration management to social data mining platform to customer visualization tools.•
  • Designed and drove telephony IAAS API (Sinatra, Freeswitch) to beta and adoption by product.•
  • Founding team member, front-end developer & telephony design for internal startup.
  • Software development mentor to operations staff transitioning to a DevOps culture. Held trainings and office hours to develop best practices around TDD, code reviews and documentation.
  • Called upon as resident expert for all ROR applications.
  • Lead engineer on major clinical application rewrite (RoR, MySql). Delivered on requirements for rapid adaptability, learnability and optimized UI for high risk, time-critical use cases in healthcare.
  • Successfully pitched adoption of open source RoR stack. Established robust team dev processes through introduction of new tools, practices (including scrum agile), libraries and presentations.

Posted by & filed under Consulting, Leadership.

Thanks to modern technology, the Internet and innovation (mainly the Internet, however) everyone is connected. It is as simple as a few clicks for company recruiters to run a quick search on potential employees to learn about their attitudes toward work, and assess if they are the right fit for the job.

In fact, there are a number of experts who believe that your online presence is going to soon completely replace resumes, which is why developing a strong online presence when searching for a job is critical to your overall success.

If you still don’t think that a strong online presence can give you a leg-up on other candidates who are being considered for the same position, here’s some food for thought…

Job Recruiters ARE Going to Google You

Regardless of whether you search your name to see what comes up in Google or not, if you are applying for a job, you can bets someone else will. Recruiters from virtually all fields are using this method to help them find and screen talent. In some cases, this is unfair, because those seeking a job don’t have the know-how to manage what is posted online about them. However, keeping up with your presence can mean great results when it comes time to apply for a new job.

Keep in mind that if your online presence is full of social media presences that are less-than-professional, or blogs that don’t uphold the company image, you will likely be passed over. Take some time to develop your presence into the person that a company would want to hire.

Your Generic Resume Isn’t Compelling

Yes, at this point, most companies are still requesting potential employees’ resumes. However, due to the generic nature of traditional resumes, and the fact that a wealth of information is now available online, most recruiters won’t – and don’t – stop there. The last thing you want is for a potential hiring manager to search your name and see questionable photos or comments from a weekend of partying.

What You Can Do Now

The good news is, it’s never too late to revamp your online presence. Here’s a short list of tips you can embrace today that will pay off in spades tomorrow:

  • Conduct a search yourself and see what comes up. Remove the negative ASAP.
  • Express yourself across different platforms with positive posts
  • Share past work you have done online
  • If you have a blog, link it to any and all of your professional social media profiles
  • Continue to monitor your online presence

In today’s tech-driven world, who you are as it relates to getting a job has quite a bit to do with who you are online. Take the time to ensure you are portraying a person that top-level companies would want to hire.

At Integrity Staffing Professionals, we understand the modern day struggles of finding a great job. We offer comprehensive services to help you get the job you want. Contact one of the best IT recruiting firms today for help and more information.


Posted by & filed under Leadership.

Do you know your leadership style? There are some leaders who leave everyone else in the dark, while others simply blame everyone under them for the negative results – these are two leadership styles that do not garner any type of respect or results in terms of enhancing your business.

While you may have been working in a bit of a bubble in the past – staying in whatever leadership style you naturally have – this is not always the best when attempting to encourage, motivate and grow. The good news is that changing a leadership style is not impossible. In fact, with a few tips, it can be done quite easily, providing quite impressive results for you – as well as your team.

Don’t Be Afraid to Be Bold

Boldness is an essential part of leading a team – or even yourself – to success. You have to be willing to do something that demands attention. Part of being bold is not worrying about what others think, letting your personality shine through and having courage that is fueled by integrity and good judgement. These are factors that will make you stand out and be noticed, in a good way. These characteristics will also make others automatically flock to you and take your lead willingly.

Be Willing to Apologize

No one is perfect. Repeat : No one is perfect, and it is not always someone else’s fault. When you are at fault, be proud to apologize. Not only will this make others respect you, but also helps to set you free to take risks and make mistakes.

Highlight What You’re Good At

There are certain styles of leadership. Your style will be dependent on your strengths. It may be a good idea to ask others what they consider your strengths to be. While you need to highlight and play to your strengths, it is also important to move into areas where you are weaker. Drawing on all types of leadership styles – directive, democratic, pace-setting, coaching, affiliative and visionary – will make you a better leader and much more well-rounded.

Focus on Your Followers

As a leader, your role is not to ‘do it all,’ but rather delegate and then praise others for their contribution. You have to think about what you can do for your team, rather than just what they can do for you. The best leaders are both socially and human conscious.

There is no “right” method of leadership, but integrating new style traits and features into yours can help you become a more effective leader. Don’t focus on the ‘do it and be damned with the consequences’ approach. This will never make a successful leader who others want to follow.

When you master the skills of a successful leader, you will find that managing your team isn’t as difficult as you may have once imagined.  You’ll find that your employees are happier and office morale overall increases.  The biggest benefit of all, however, is that you’ll see a drastic improvement in overall productivity.  If this sounds like something that would benefit your organization, what are you waiting for?  Contact Integrity Staffing Professionals today!