Are Career Certifications Worth It?

Lauren Milam

Vice President of West Coast

Hire Up Staffing & Healthcare

September 7, 2022

While we remain in a candidate-driven market, conscientious jobseekers are looking to put their best foot forward with top employers who are offering more in terms of flexibility and overall employee wellbeing. When considering how to best grab a top employer’s attention, or to make the most of their professional development, people often ask if obtaining a career certification is worth it. As a team of professional recruiters who match the skills of candidates with the needs of top employers every single day, we have that answer for you…and that is: MAYBE.

Before spending your time and money to get a career certification, it is best to ask yourself these questions:

1. Does my job or employer require it?

Chances are, if your current job does require it, it would have been a prerequisite of your employment. Companies who require certifications will most often not even consider a candidate without one. Positions requiring certifications to be obtained before hire often include jobs like Forklift Drivers, positions within IT, and Medical Assistants.

2. Will certification be required for a position I am looking to secure in the future?

As mentioned, many employers will require certifications as a prerequisite to interview for such positions. To know for certain if a job you are interested in requires a certification, review the job description thoroughly. A well-written job description will list the requirements for the role.

3. If a certification is not listed as a requirement, can it still be helpful to me?

Potentially. This depends upon the position and the industry with which you are looking to work. For instance, an HR Generalist position may not require a Professional in Human Resources (PHR) Certification, however, having one could place your resume above others.

Learning any new skill or honing your knowledge of a particular career-focused subject is never a bad idea. The important thing to consider is whether the certification itself is required for the job, and if the time and money required makes sense for your specific situation.

4. How long does it take to get a certification?

Certifications range in hours required and the costs associated. Some certifications require renewals (Certification Renewals (CE)), and some are good for life (GLF). It is important to research certifications thoroughly for the commitment associated, as well as the quality and reputation of the program and the institution by which it is provided.

5. Are there any cost-friendly insider tips you may have to enhance my skillset while improving my resume?

There are many ways to broaden your knowledge on a subject or industry, while also strengthening your resume. You may find benefits in attending a conference, industry workshop, or joining an association or networking group related to your specific area of interest. You might look for paid/unpaid internships or ways to volunteer your time to get closer to others working within your preferred field.

Consider self-study to broaden your knowledge. Read books and publications, watch podcasts, YouTube, and Ted Talks. It is possible you can utilize self-study resources at your local library. Stay on top of industry and local news related to your career of choice; sign up for newsletters and/or online updates. Find industry leaders and companies you admire and follow them on social media to stay alert and virtually connected.

There are also helpful and free courses available through LinkedIn. If you do not yet have an account, visit their website for more information. LinkedIn is another opportunity to connect with others in your preferred field of work. In addition to studies, networking is important to improving your professional tools and resources.

Whenever in doubt, seek assistance from the professionals! Staffing companies like ours are already networked within a variety of industries all over the country. Because of this, we likely have connections within the industry you are looking to work and can work on your behalf to do a bit of the networking for you. In addition, we can assist you with tips to polish up your resume, practice your interview skills, as well as identify ways to best connect you with positions within organizations you most want to work.

When it comes to working with a staffing agency, you might find that it can be your best bet to working smarter and not harder. Give us a call. Let us help!

— Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

Lauren Milam Vice President of West Coast | September 7, 2022

Meet Lauren Milam, Regional Vice President for Hire Up Staffing Services. Lauren started in the staffing industry 7 years ago as a Recruiter. Finding success in her role quickly, she promoted through the ranks to outside sales, training and development, and then Regional Vice President. She joined Hire Up in November of 2019 as our first Regional Vice President hire for the California Market. Since starting at Hire Up, she has created and implemented new sales campaigns and initiatives to help the company grow. In her first quarter with Hire Up, she helped the recruiters increase their individual gross profit by an average of 28%. She does this by creating plans that focus on the individual needs of each office and person.

Meet Gregory – Recruiting Manager in Visalia!

Meet Gregory, your Recruiting Manager in the Visalia branch! Before starting at Hire Up, Gregory was in the U.S Army as a tank mechanic and is continuing to work at his own business doing carpet cleaning. One accomplishment he is proud of while working in the Army was receiving a leadership award. He loved to be a leader and to be recognized for it. One piece of advice that Gregory heard and would give to others is never to get comfortable. Comfort makes you lazy, so you should strive for more. Gregory is excited to work at Hire Up Staffing because it is a new experience for him and can potentially lead to many different positions that will help him grow and learn more tasks. When he is outside the office, you can find Gregory going to the gym, skateboarding, playing video games, and spending time with his children.

Meet Fidelina – Recruiting Manager in Visalia!

Meet Fidelina, the Recruiting Manager in the Visalia branch! Fidelina has seven years in the staffing industry with 6 years of recruiting. She was recently a Staffing Consultant at another agency so she is no stranger to speaking to clients and candidates. One of Fidelina’s proudest moments in her working career is placing her first direct-hire and helping that person find a career.

Fidelina is excited to work at Hire Up Staffing because the work atmosphere is positive and the staff is very welcoming. When Fidelina is outside of the office, you can find her being with her parents and siblings as well as her in-laws. When she isn’t with her family she is doing makeup videos or trying new makeup trends. Fidelina also likes to read books and go to the gym.

Meet Trevor – Recruiting Manager in San Diego!

Meet Trevor, the Recruiting Manager in the San Diego branch. Before starting at Hire Up Staffing, Trevor started his career as a Manager Trainee for a rent-a-car company, then moved on to manage a brewing company, and recently worked for a tech company working in direct sales. One work-related accomplishment that Trevor is proud of occurred when he made the top 15 on the matrix for employees. One professional goal he has is to grow within the company and as a person. He wants to soak in all the skills that Hire Up offers.

Trevor is excited to work at Hire Up Staffing because it gives him a new opportunity to learn but also a chance to grow. When Trevor is outside of the office, you can find him playing hockey, camping, and going on hikes.

Meet Brisenya – Recruiting Manager in Bakersfield

Meet Brisenya, the Recruiting Manager in the Bakersfield office! Brisenya worked at a wireless company for the last seven years of her career. She was promoted to Store/Sales Manager after two years. During her time at the company, she mastered customer service, recruited, hired, and developed the store staff. She also supervised functions, inventory, scheduling, cash flow, merchandising, and operations. One work-related accomplishment that she is proud of happened when she created team spirit within her company that resulted in increased sales and long-term employees and received several certificates of recognition from the CEO. Her goal while working at Hire Up Staffing is to be a proactive and valuable team member who brings good energy so she can deliver and exceed all expectations. She also wants to start her own small woman business!

Brisenya is excited to work at Hire Up Staffing because of the new culture and challenges. This is a new chapter for her, and she is eager to help the people in her community find employees and employment. When she is outside of the office, you can find Brisenya traveling! She loves culture, and she considers herself a social butterfly. When she is not working, you will catch her somewhere on the coast, lying on the beach with her 4-year-old!

Meet Francisco – Recruiting Manager in Bakersfield

Meet Francisco, your Recruiting Manager in the Bakersfield office. Before starting at Hire Up Staffing, Francisco worked in many fields ranging from warehouse to security and sales and property management. One work-related accomplishment that he is proud of occurred while in his previous position. Francisco was recognized for being the top person in the store with the most customer compliments for the month! Now, one of his career goals is to become one of the top performers in the Bakersfield branch.

Francisco is excited to work at Hire Up Staffing because he feels he is an excellent fit for the company with his positive attitude and personality. Outside of the office, you can find Francisco playing video games, watching movies, and self-teaching graphic design.

Interview Tips for Managers New to the Hiring Process

Lauren Milam

Vice President of West Coast

Hire Up Staffing

Most people can relate to the nerves often associated with an upcoming interview. However, not all have experienced the nerves that can come from being the one responsible for conducting one. If you are new to the process of interviewing or are interested in comparing your current skills with those of long-time experts, follow along for some helpful tips and tricks.

Prepare. Review the resume and application, as well as the job description. Create meaningful questions by customizing them beforehand to fit the needs of the job AND the candidate. Ensure the job description is an accurate depiction of the position ,and then build some of your questions upon those requirements.

Review the candidate’s resume and create questions around their experience. See a project they worked on that intrigues you? Jot that down. Notice they have experience with a particular software that your company has been considering? Make a note to yourself to ask them about their experience. By preparing for your interview in this manner, you set yourself up for success, as well as show the candidate that you value them, their experience, and their time.

2. When creating your interview questions, be sure to understand the differences between the four types:

Close-ended Questions: These questions are such that require the candidate to answer in a limiting manner. They could be yes or no questions or other questions that require succinct answers, such as, “How many years have you been with your current job?”

Open-Ended Questions: These questions are great for interviews because they allow the person an opportunity to share more detail about themselves or their experience. For example, “Can you describe a challenging customer request and how you worked to make it happen?”

Hypothetical Question:A hypothetical question allows the candidate an opportunity to create their version of an ideal response. For example, “How would you deal with an irate customer?”

Off the Wall: The intent of asking an off-the-wall question is most often to lighten the mood, as well as provide insight into the candidate’s creativity and ability to think on the fly. However, use your best discretion when selecting one to ask and use these types of questions sparingly. An example of an off-the-wall question is, “If you could be any animal, which would you be and why?”

3. Ask colleagues for advice. If you are new to interviewing, it is important to get a second opinion on your prepared interview questions before you use them. You may find that a member of your Human Resources team is a good place to start.

Once your questions have been given the green light, ask a colleague or mentor to do a practice run with you. This will provide an opportunity to ask your questions as well as practice answering questions a candidate may ask you during the interview process.

If ,even after some practice, you are feeling uneasy about conducting an interview on your own, ask a colleague to interview with you for the first few.

4. Be personable. Set the tone for the interview early with a genuine, warm greeting and use of their name. This demonstrates that you are expecting them, and it can help the candidate feel welcome and more at ease.

5. Let the candidate do most of the talking. Ideally, 70% or more of the interview should involve the candidate sharing specific experiences to answer your questions. If you feel the candidate is not sharing enough, or you are doing too much of the talking during your interviews, consider a few things:

Strengthen your questions. As previously mentioned, question preparation is important. You are setting the candidate up for success when your questions are intentional and can pull from their prior experiences. You will get the most from the candidate when you put effort into your question preparation.

Challenge yourself to become comfortable with silence as the candidate gathers their thoughts. Do not feel the need to fill the silence with more words. Some people need time to think about an answer that best fits the question posed. When you fill the silence rather than await their response, you could potentially create an environment in which the candidate feels rushed or unable to properly process what is being asked of them.

Consider sharing interview questions with candidates beforehand. You may find that sharing even a few of the questions beforehand allows your candidates to provide you with stronger responses because they have been able to give the questions more thought.

6. Take good notes during the interview. Notes during an interview are particularly important because once the interview is over and other work-related activity occurs, it can be easy to forget some of the things mentioned during your time with that candidate.

7. Act quickly if you want to move forward. It would not be unusual for your candidate to be interviewing with other employers. If you feel good about the interview and are unable to make a hiring decision on the spot, set the expectation for follow-up contact with the candidate. Let them know your timeline, and be sure you stay on task with your internal post-interview processes so you can keep to those timelines.

Interviewing is a key skill for leaders. With practice and preparation, your interview skills can become second nature, and your ability to connect with candidates can begin to feel more natural. Improving your interviewing technique is not only important for your skillset, but it will also impact how candidates view the job and your company. As an interviewer, the candidates you meet see you as an extension of your organization. While an interview is most often thought of as an employer’s decision, it is important to remember that an interview is also an opportunity for the candidate to make a decision about the company as well.

While interviewing is an especially important skill, we have found that many of our best clients just do not have the time it takes to recruit in-house. That is where we come in. We have a team of highly experienced recruiters ready to support you with your every hiring need. If you are finding less and less time to interview, or if you have been frustrated recently by hiring decisions that have not worked out as planned, call us. We can assist you in creating a strong recruitment plan and find you qualified applicants as early as the same day. We have offices all over to serve you, yet in a virtual world, we are simply a click away!

Lauren Milam Vice President of West Coast

Meet Ashley – The Territory Director in Houston!

Meet Ashley, the Assistant Territory Director in the Houston office! Ashley started her career as a Human Resources Specialist for an IT organization responsible for managing all recruitment activities within the organization and providing daily support to the HR Team with daily HR duties. After spending four years with the organization, she realized her passion was people and having the opportunity to match them to an organization and specific roles relevant to their experience.

Over the past ten years, she has worked for various staffing and placement firms as a Business Development Manager/Account Manager role within multiple sectors such as Healthcare, Oil and Gas, Engineering, and Industrial. Throughout her time, one work-related accomplishment stood out from the rest. Ashley exceeded predetermined goals and managed expectations on the timeline for generating new business opportunities and the division being profitable for a start-up organization.

One professional goal that she has now is to bring a larger book of business while providing any needed support and suggestions to grow both the branch and the Hire Up Team. Ashley is excited to be part of an eager team and be able to work for a reputable company that promotes growth in employees and the organization. When she is outside of the office, you can find Ashley spending time with her family, being a mother, and, when she has time, playing darts, dominos, cards, and other games.

The Importance of Effective Communication in the Workplace

Lauren Milam

VP of the West Coast

Hire Up Staffing

You may be working each day in a busy office or doing so remotely. You may be part of a large department or a member of a small team. However, no matter your professional environment, the way in which you communicate with others directly impacts, well, everything.

Effective and consistent communication is an essential part of the most productive work environments. Leaders with effective communication skills benefit in many ways. They can clearly express expectations, and their teams are more likely to feel engaged, happy, and productive. The best performing and most efficient teams have business leaders who make communication a high priority. They lead by example and expect the members of their team to prioritize communication with each other, as well.

There are many forms of communication. When sharing, receiving and collaborating, common ways of communication include:

Verbal communication, either directly or indirectly. Direct verbal communication is clear and to the point, whereas indirect verbal communication relies upon an implication of meaning, which can lead to misunderstanding.
Written communication, such as emails or memos. Written communication these days can also include an instant message or text. Memos are often used for more formal correspondence.
Active listening is when someone else is speaking. This goes beyond simply not speaking while another is talking. To be an active listener, you focus completely on the other person. You are waiting to ask questions or interject your own ideas until you have had time to truly process what the other is saying. If you are finding yourself speaking immediately after another person has stopped talking, chances are you were not truly actively listening.
Nonverbal, such as using body language, can be used in communication. An active listener might nod their head in agreement or show understanding. The listener might tilt their head if they are unsure about something that was shared with them. Nonverbal communication can also clearly communicate that you are not interested in what the other person is saying. These cues may look like multi-tasking, a preoccupation with a cell phone, not making eye contact, or crossed arms.

There are endless benefits to effectively communicating in the workplace! Here are just a few…

For leaders: Minimizing conflict, either between leaders/team or between team members
For leaders: Engaging with your team in a genuine way builds trust
For all: Increasing client/customer rapport/satisfaction
For all: Increasing productivity
For all: Creating a stronger culture
For all: Boosting employee morale
For all: Strengthening team trust and bonds

Want to improve communication in your workplace? Try these tips and tricks:

Be transparent and consistent! Share what you know and start a dialogue with your team to get their ideas for current challenges, pain points, and future company projects.
Actively listen to your leaders, peers, and employees! Listening…truly listening is one of the biggest ways to show respect. Being able to act on things shared with you and making changes to improve issues brought to you will further reinforce trust.
Give positive feedback and constructive criticism at the right time and in the right setting.
Speak or meet face-to-face as much as possible. This keeps the communication flowing and reinforces the connection.
Have an open-door policy, and really mean it. Show an active interest in the concerns and ideas of your team and take swift action in ways that support your team as often as you can. Celebrate the heck out of the changes that come from members of your team sharing concerns, ideas, and feedback.
Create a sense of safety, both physically and psychologically.
Get to know your employees individually and find out how they best receive and understand information, and work to communicate in more than just one way. Some people will want to read your message again after the meeting, while others will take notes during the meeting and refer to them as needed. Be open and flexible with how you get information to your team.
Be open to change and show that change is positive.
Check-in often with your team after formal and informal communication has been shared. Ask for feedback; what would they like to see more of, less of, instead of…and adjust your next communication in ways that meet their shared needs.

Do you consider the way in which you speak with others? Do you know what type of effect your communication style has on those around you?

In an article for imd.org, Understanding the Effect You Have on Others, organizational and clinical psychologist George Kohlreiser wrote, “There is something called ‘the person effect’ which is the unique impact, positive or negative, a person has in coming across and connecting with others.” He outlines four key reasons why our person effect is one of our most important leadership tools. The Person Effect is key to:

Connecting with Others Effectively: He identified that the person effect is subtle. “Signals and triggers come through words, gestures, and tone of voice.”
Using Our Language: Kohlreiser explained that when speaking, our blood pressure rises; when we listen, it automatically falls. “Talking too much, not listening, and misusing language can affect our heart rate and blood pressure negatively.” He points out that healthy dialogue offers strong benefits for our well-being and improves our ability to communicate and connect with others.
Impacting the Mind’s Eye: “This defines the way in which we see the world,” Kohlreiser explained. Through our mindset, perception, and emotion, our mind’s eye directly impacts the mind’s eye of another. “If our person effect is threatening, dismissive, or unresponsive, others around us will be more focused on the negative and can be triggered into defensive or non-trusting behavior. The reverse is also true. If the leader’s personal effect is positive, individuals will feel empowered, inspired, and innovative.”
Creating a Sense of Trust: Kohlreiser wrote,“The person effect can inspire, create an attitude of engagement, or produce a feeling of discouragement and disengagement.” He explained that our own attitude can be revealed in our personal effects.

Your ability to communicate well with those around you creates trust and a safe space for others to share and feel heard. Your own attitude and perspective on the world have a direct impact on how others perceive you and how they are likely to respond to you.

Employees who feel understood and heard by their management are more likely to feel comfortable openly communicating, thus being productive members of the team.

Does your organization have the right management in place to communicate effectively with your team and customers? Do you need some support with coaching up or hiring top talent that comes with this skill set? We can help!

Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

Understanding the effect you have on others – I by IMD

Lauren Milam, VP of the West Coast

As the Vice President of the West Coast operations, Lauren focuses on the development of each Hire Up team member and office to ensure they have the tools and ability to meet the needs of all the clients and candidates. Lauren’s vast experience in the staffing industry and her passion for people, results, and success is what drives her daily. This experience includes leadership, management, employee development, sales, marketing, recruitment, client retention, and candidate retention. Her goal is to ensure every client and candidate receives excellent service through every aspect of the process. Lauren would love to speak with you so she can help your business reach new heights.

Top Talent Leaving? Recruiter-Proven Best Practices to Hire, Nurture, RETAIN, and GROW Top Talent

Lauren Milam

Regional Vice President – West Coast

Hire Up Staffing & Healthcare Services

June 30, 2022

There is no doubt about it, organizations everywhere are feeling the pressures associated with the current candidate job market. This is a vulnerable time for businesses without a plan in place to hire and retain top talent. Are you curious if you are doing all you can to ensure you have your bases covered? Read on for more recruiter-proven best practices that will allow you to place yourself and your organization in the best position possible.

While reviewing this list below, you may want to reflect on your current practices and how they are measuring up. You may find areas where you are on the right track, and others that could use immediate attention. This list is not meant to overwhelm, simply to outline proven practices for stronger recruitment and retention strategies.

Do it right the first time and make the right hire.
1. Ensure the employee you are hiring shares similar values as your company.
2. Consider if this is simply a pit stop for them or if their interest in this position demonstrates a goal-oriented career decision. Is your company offering them a job with which they have a passion and within an industry they are genuinely interested?
Make sure your recruiting resources are in order.
1. Ensure your titles and job descriptions are clear and accurately describe the responsibilities of the position.
2. Review your organization’s online image and consider ways to improve it from the inside out. (See further down the list for ways to improve and celebrate company culture.)
3. Do your homework and stay competitive with your compensation. With the number of job opportunities available, do what you can to ensure you have the right salaries, benefits, bonus packages, etc. to attract the right people to your business.
Check-in with your team. Create both formal and informal ways of checking in with them.
1. Develop a cadence that works for you and stick to it.
2. Create weekly or monthly one on ones. Let them know you see their contributions by providing meaningful and specific feedback. Thank them for their efforts.
3. Hold frequent team meetings as well to celebrate success and share new goals.
Get to know them.
1. Through your discussions, learn what their goals are and help them get there by creating a roadmap for development.
2. These goals can be personal, not just the goals of the business. Personal goals help to drive company goals because as the members of your team find satisfaction in achieving their own goals, they can “show up” with a better sense of purpose and often find a stronger connection to the goals of the business.
3. “Personal purpose and goals, when aligned to a company vision, appear to impact motivation and engagement in different ways. When alignment is felt through the sense of a greater purpose, there is a deep, almost spiritual, commitment to making the world a better place and helping the organization contribute to that.” (Berg, JL)
4. Encourage your teams input and suggestions for improving operational efficiencies and then put some to use, if even on a trial basis.
5. Show you LISTEN and are open to those who are closer to the job guide some of the company’s job-specific process improvements.
Truly LISTEN to your team. Beyond simply stating you have an “Open-Door Policy,” like so many leaders claim, do you create a safe space for your team to ask questions, share ideas, and voice concerns? Without a sense of psychological safety, your team will keep things from you to keep the peace.
1. Create an environment of tolerance and be open to feedback and BE PREPARED to CHANGE. If you listen without ever considering and taking real action to the concerns being shared, your open-door policy is useless and honestly, damaging.
TRUST them. When you hire a team you trust, let them do their jobs. Do not micro-manage or “remind them who is boss.” If you trust your team, trust them to do what you hired them to do.
1. Guide when necessary but do not stifle their growth by spoon-feeding them solutions that are only your ideas. They will have some too. Encourage that and show through your actions that you trust them.
Make it positive. Actively strive to create a consistent and positive work environment.
1. Create a culture where your team wants to come to work every day. A happy team that feels empowered to do their job will always be more productive than one that feels uncertainty, mistrust, or is managed with negativity and inconsistency. Remember: Unclear is unkind.
2. Get your management team on the same page and expect more of them to actively work to improve the culture, too, while you lead by example.
Provide growth and promotion opportunities.
1. Through your one on ones and creating development roadmaps, build opportunities around their individual goals whenever possible. (This could mean being flexible with scheduling to allow for personal needs. It could mean getting the company to sponsor a marathon for which some of your employees are training.)
2. Be creative with the growth opportunities; they can include things like external or internal training, attending industry-specific seminars, representing the company at an industry conference or expo, job shadowing, and participating in special projects, the options are endless.
Value and practice work/life balance. Burnout is a main cause of turnover. Show you value your personal commitments and encourage your team to do the same. Need to leave early on Thursdays for a Hot Yoga Class? Do it. Encourage your team to create opportunities to get what they need so that they can show up to work feeling healthy and at ease knowing they have some freedom to care for both their professional and personal lives.
Find reasons to CELEBRATE! And then do it. Often.
1. Recognize your team for extraordinary efforts. Offer specific praise when you see or hear of someone going above what is expected.
2. These shout-outs can be done in a formal way, such as within a company newsletter or informally in a team meeting, or in a deliberate walk to their office. Know your team and how they prefer to be recognized and cater your actions to those preferences.
3. Find ways to reward and recognize exceptional performance. Create company programs, such as Employee of the Month. Small gestures can mean a lot to the members of your team. They will remember these small gestures, and they will be watching to see if these programs are sustained, or just another flavor of the month.

This list encompasses many important aspects of recruiting and employee engagement. However, as with anything important, it takes effort to remain consistent and see positive longer-term results. If this list seems involved and time-consuming, it certainly can be. A lot goes into cultivating a top-notch team. The good news is you are NOT alone in this… WE CAN HELP!

Our team of professionals have years of experience in recruiting, hiring, training, career planning, and building a positive and healthy team culture. Allow us the opportunity to chat with you to see how we can put our collective years of experience to best support you in creating and maintaining the team of your dreams!

We have offices around the country and the absolute best team ready to help.

Berg JL. The role of personal purpose and personal goals in symbiotic visions. Front Psychol. 2015; 6:443. Published 2015 Apr 14. doi:10.3389/fpsyg.2015.00443

Lauren Milam, Regional Vice President – West Coast | June 30, 2022

As the Regional Vice President of the West Coast operations, Lauren focuses on the development of each Hire Up team member and office to ensure they have the tools and ability to meet the needs of all the clients and candidates. Lauren’s vast experience in the staffing industry and her passion for people, results, and success is what drives her daily. This experience includes leadership, management, employee development, sales, marketing, recruitment, client retention, and candidate retention. Her goal is to ensure every client and candidate receives excellent service through every aspect of the process. Lauren would love to speak with you so she can help your business reach new heights.