Advertisers and salespeople know that in order to get someone to buy a product, they need to sell it properly. The key is to hook the buyer, making it look like their product is exactly what he or she needs. Well, the same philosophy applies to job interviews, only in this case the buyer is the hiring manager, and you are the product you’re trying to sell. In order to land the job you want, you should approach the interview like a salesperson. Here are three simple tips to help you properly sell your skills and experience:

Know Your Audience

Do your homework. In the days leading up to your interview, learn as much about the company as possible, including the company’s history, goals, philosophy and plans for the future. By knowing more about the company, not only will you be able to hone your talking points and sell yourself more effectively, you’ll also impress your interviewer, which will help you to stand out from the competition.

Practice Your Talking Points

Salespeople spend a lot of time honing their pitches, and you need to do the same for your interviews. Once you know about the company you’re meeting with, decide which of your skills you want to highlight. Next, enlist the help of a friend or family member to help you practice your responses to possible questions, paying special attention to the aspects of your experience that are most relevant to the company or the position. Ideally, you want to hone your answers into short, natural sound bites.

Sell Yourself Nonverbally

Make sure your initial handshake is firm without being too forceful. During your interview, maintain eye contact with the hiring manager and smile frequently in order to build a personal rapport. It’s also a good idea to sit upright and lean slightly forward, so you project confidence and openness. Once you master the basics of nonverbal communication, you’ll be able to sell yourself more easily in interviews.

Contact Bolder Staffing, Inc. Today

Denver area staffing experts, the recruiters at Bolder Staffing, Inc. specialize in recruiting for a wide array of positions, including temporary, temp-to-hire, payroll service, and direct hire positions. Call today or contact our recruiters online for details.

Responsible employers work hard to create safety cultures for their businesses. After all, companies with strong safety cultures tend to enjoy lower turnover rates and superior productivity, among other benefits. Still, creating a safety culture for manufacturing is easier said than done.

To create a culture of safety, you need to ensure employees at every level are constantly engaged in building a safe working environment. Here are some of Bolder Staffing, Inc.’s tips for protecting your staff’s safety and well-being when you’re in the manufacturing field:

Start at the Top

You can’t hope to achieve a safety culture if you don’t set the right example at the highest level. For best results, get together with your manufacturing company’s managers and supervisors to ensure everyone is on the same page when it comes to safety guidelines. Working together, you can cut costs while boosting overall production.

Ask Your Employees

While a solid safety protocol starts at the highest levels of the organization, it’s employees who carry out the day-to-day procedures that keep the company running smoothly. To protect your business and its staff, ask them about needed improvements in your facility. For example, they might notice that some equipment is no longer functioning at top capacity or that desks lack basic ergonomic measures. Follow the employees’ suggestions to ensure the business is as safe as possible. As an added bonus, involving employees in safety talks helps them feel like crucial parts of the team and boosts the odds that they will participate in measures.

Provide Training

You can’t hope to create a safe workplace if all staff members don’t have proper training. Experts recommend holding multiple sessions each year to ensure everyone is up to speed.

Keep Your Staff Safe With Our Help

Your employees are the heart of your business and often its public face. A leader in local staffing solutions, Bolder Staffing, Inc., serves clients across the Boulder and Denver areas. Not only do we help you find great workers to join your team, we also assist you in maintaining a safe environment for your manufacturing business. To learn more about our services, give us a call or contact our experienced recruiting team online today.

Even the most successful job candidates can’t anticipate every question they might be asked during an interview. However, savvy applicants take steps to prepare for tricky questions that might come. Here are some tips to prep for those unexpected questions and answer them successfully:

Think About Your Skills

While you can’t predict the questions you’ll be asked in an interview, you can spend time considering your answers. Because most interview inquiries are designed to determine how your skills match up with the job at hand, think about qualities and attributes the hiring manager will find most desirable. Additionally, you can consider some of the more common “tricky” questions asked by employers.

Identifying Your Weakness

Hiring managers love to ask questions about candidates’ perceived weaknesses. To prep for a tricky interview, spend time thinking about your weaknesses as well as ways of turning them into strengths. For example, you might compensate for your weakness of being impatient by checking in with your team members regularly and giving them clear guidelines and due dates to avoid problems.

Sharing Bad Experiences

In an effort to determine what kind of hire you would be, employers might ask you to talk about conflicts you had with companies or previous supervisors. While you might be tempted to say you had no issues in the past, this is a red flag for hiring managers. Instead, acknowledge there are two sides to every issue and share what you learned from a negative experience in the workplace. For example, if you had a disagreement with a co-worker who didn’t like to collaborate, explain what the experience taught you about working as a team.

Find Your Next Job Faster

Looking for a new job in the Broomfield, CO, area? At Bolder Staffing, Inc., we work with a wide array of job candidates to help them find desirable positions in their chosen fields. You can trust us to connect you with great job opportunities and guide you through the interview process. For more information about our staffing services, call our recruiters or contact us online today.


Savvy hiring managers know how hard it can be to find the right talent for open positions. Not only do you have to compete with other similar businesses to attract workers, you also have to move quickly to prevent them from losing interest. If your company has a slow or uncommunicative hiring process, it could not only affect your ability to land a great candidate now but also sour other job seekers on your business in the future, as they’ve heard negative things about your brand.

At Bolder Staffing, Inc., we advise our client businesses not to risk losing top candidates as a result of a long or complicated hiring process. Here are some tips for creating a more streamlined, effective system for recruiting:

Expedite Interviewing

Even if a job candidate isn’t missing work to visit your company, the odds are good that they don’t want to sit around your office all day. After all, everyone has errands to run and responsibilities to handle. Show applicants you respect their time by creating a list of thought-provoking questions and giving them out before the start of the interview. Candidates will then be able to consider their responses in advance, saving everyone valuable minutes down the line. And of course, hiring managers should strive to ensure interviews start on time and feature valuable information about the candidate’s job responsibility. The goal is to ensure both you and the applicant can make the best possible decision.

Improve Communication

Applying for jobs can be frustrating, and applicants become even more stressed when they don’t hear from companies within a reasonable amount of time. Not only does a slow or impersonal communication process frustrate job seekers, it also increases the odds they will abandon the application process in favor of taking another position with a different company. While technology can be a valuable tool in HR, companies should aim to reach out to job seekers personally, especially if they’ve gone to the trouble of coming in for an interview. Additionally, managers should let candidates know about any delays and make themselves available for questions throughout the process.

Manage Job Specs

If you’re having trouble sourcing quality candidates for your open positions, the problem might be your job specs. In fact, unrealistic or overly complex job specifications can seriously slow down the hiring process. The fact is that few candidates will possess all the skills and experience you desire. Instead of spending months searching for a candidate who meets a laundry list of qualifications, choose people who meet most of your requirements and demonstrate a capacity for learning on the job. In some cases, you might need to pare down those job specs in order to expedite hiring.

Contact Bolder Staffing, Inc. for Hiring Help

In business since 2007, we’ve been committed to helping Front Range area businesses achieve their staffing goals. From finding you great candidates to helping you secure their job acceptance, our team members can advise you every step of the way. To set up a consultation, call today or contact our staffing experts online now.

Just because you’ve landed an interview for your dream job doesn’t mean your search is over. In fact, in today’s competitive climate, candidates need to work harder than ever to impress hiring managers and other key staff. If you’re not asking your interviewer questions, you might be missing out on a valuable opportunity to showcase your knowledge and experience while deciding whether the company truly is a good fit for your talents. Here are four questions Bolder Staffing, Inc. recommends asking your interviewer to learn more about the company and its culture:

  1. What is your management style?

If you want to learn more about the company culture, consider asking about your future boss’ management style. Not only does this question show a prospective employer you care about succeeding in the position, it also helps you determine if you’d be happy at the business in question. For example, workers who hate being micromanaged might not enjoy roles that require them to give daily updates to their bosses. Similarly, individuals who require a great deal of feedback might be uncomfortable in an office where team members work independently with little to no supervision.

  1. How do you help employees grow?

Few people want to work at companies that don’t value them as individuals. If you want to learn about corporate culture, ask your interviewer what type of professional development resources are available. Find out if the company offers ways to help staff rise through the ranks, such as training programs or college tuition reimbursement. You can increase your understanding of the company while showing the HR manager you would be committed to the job for the long haul.

  1. How does the company promote team bonding?

Working at a company where employees don’t get along can be stressful; after all, these workers are less likely to collaborate and work together to get the job done. To learn about the culture of a prospective company, ask what steps the business takes to grow these partnerships and encourage cooperation among teammates.

  1. What is the best part of working here?

It can be hard to get a feel for corporate culture by reading the website or visiting the office. Instead, ask your interviewer what their favorite part of the job is. If the hiring manager hesitates or can’t give you a good answer, you might want to look elsewhere for more satisfying employment.

Find Your Next Job with Help from Bolder Staffing, Inc.

Asking questions of your interviewer doesn’t just help you stand out from the pack by showing your interest in the company; it also enables you to make a better decision about your career future. At Bolder Staffing, Inc., we provide these and other tips with the goal of helping our job candidates succeed. To learn more about our staffing services, call today or contact one of our recruitment pros online.


These days, it’s not enough to have an up-to-date, detailed LinkedIn profile. On the contrary, savvy job seekers take time to revise their profiles regularly, adding new keywords and removing overused terms and phrases. Here are some tips for cutting cliché keywords and replacing them with language to help you stand out from the crowd:

Cliché Words and Phrases

Terms like “motivated,” “creative,” “team player,” and “results oriented” have all been cited by experts as cliché and ineffective when it comes to attracting companies. The issue is these words and phrases are vague and don’t speak to employees’ specific accomplishments. Instead of saying you have “communication skills,” specify the ways in which you’ve used these talents. For example, did you write emails for your boss? Communicate by phone with 20 clients a day? Be specific to better your chances of scoring an interview at your dream company.

Including overused words in your LinkedIn profile doesn’t just waste space – it might even turn off potential employers. In fact, many business owners filter out resumes and profiles that contain cliché terms not specific to the job at hand. Instead of filling up valuable real estate with vagaries, include keywords and phrases unique to the position and company in question.

Choosing Better Keywords

When selecting keywords, it’s helpful to start out by reviewing the job listing for important talents and skills. However, you should also expand your search to review other job listings within the same industry. Additionally, you can look at the profiles of other LinkedIn members currently working in your industry. If several people in your field highlight a certain keyword, you should consider doing the same. For best results, focus on terms describing specific, measurable accomplishments rather than generalities.

Rely on Bolder Staffing, Inc., for Help With Your Job Hunt

Experienced recruitment leaders, the team members at Bolder Staffing, Inc. are passionate about helping job candidates land the positions and salaries they desire. From finding you job openings to providing expert resume advice, we do it all. For more information on our staffing services, call today or contact us online.

When evaluating potential employees, most hiring managers look for candidates who can excel within the company and move up the ladder. That means there is often an emphasis on identifying candidates who already possess leadership qualities. Whether you’re updating your resume or preparing to head in for that all-important interview, here are three leadership qualities you should highlight in order to impress your potential employer and help you land the job.

Effective Communication

Being able to effectively communicate with your fellow workers is an incredibly desirable skill. Clear communication is the cornerstone of efficient productivity, and it has many applications within the workplace. Superior communicators not only express their ideas in ways that are easily understood, they’re also better able to listen to the thoughts and concerns of other employees, making them invaluable in solving problems. Additionally, effective communication is necessary in dealing with people outside of the company, as clients, customers and business partners need to have a clear understanding of the company’s brand, goals and directives.

Motivate Other Workers

The best leaders know that they can’t do everything themselves, therefore they have the innate ability to motivate others. Inspiriting motivation isn’t always easy, but it can greatly enhance a business’s productivity. Once properly motivated, employees will be more inclined to excel in a task and see it through to the end. Moreover, proper motivation often inspires workers to come up with innovative ideas and solutions to a given problem. In short, motivation has a cumulative effect, making workers who can inspire others highly valuable in the workplace.


Speaking of motivation, nothing spurs employees to action more than a confident leader. Supervisors who act swiftly and decisively instill a similar sense of confidence in their employees, increasing productivity across the board. Also, since confident leaders are surer of themselves and their decision-making abilities, they’re better able to adapt to change, maintain their composure under pressure and recover after setbacks. These skills make confidence one of the cornerstones of effective leadership.

Let Bolder Staffing, Inc. Help in Your Job Search

The placement specialists at Bolder Staffing Inc. are committed to helping you succeed in your job search and find a position that’s right for you. For 24 years, we’ve been helping qualified job seekers find temporary and permanent positions throughout the Boulder and Denver Metro areas. Contact our dedicated team online or call us today to learn how we can help you find meaningful employment.

Most employers take a great deal of time and care during the hiring process in an effort to build the best team possible. Unfortunately, having the right employees doesn’t guarantee success. Oftentimes, barriers within the workplace and ineffective management can derail productivity and prevent your company from functioning optimally. At Bolder Staffing, Inc., we’re committed to helping your business thrive. In order to help your company run as efficiently as possible, here are three of the most common workplace barriers and our recommendations for how to overcome them.

Ineffective Communication

Perhaps the greatest barrier to success in the workplace is poor communication. If supervisors don’t clearly communicate duties and expectations, workers may lose valuable time having to interpret the parameters of the task or redoing a job done incorrectly. Additionally, communication problems can lead to resentment between management and staff, adding tension in the workplace. In order to ensure that communication issues don’t hinder your operation, make sure that directives are clear at every stage and encourage everyone in your office to maintain an open dialogue.

Lack of Focus

Many factors can lead to a lack of focus in the workplace. One of the most notorious culprits is the Internet, with social media and YouTube serving as constant sources of distraction. Even more troublesome, however, is the fact that having too many responsibilities can lead to an employee’s focus being too scattered. After all, it’s hard to participate in a conference call while checking your email, fielding customer questions and responding to urgent text messages. To combat this problem, advise your workers to only focus on one issue at a time and fully complete one task before starting on another.

Excessive Micromanaging

Oftentimes, we fall into the habit of treating employees like cogs in a machine. Successful managers know that employees need some level of autonomy, whether it’s the freedom to approach a task in a different way, the ability to take breaks on a flexible schedule or being able to personalize their workspace. By excessively micromanaging and running too tight of a ship, you run the risk of stifling your workers, hindering their performance, dampening their creativity and causing resentment. So as much as possible, give your employees some latitude and allow them to thrive on their own terms.

Trust Bolder Staffing, Inc. With Your Hiring Needs

The experts at Bolder Staffing, Inc. know how to help your company run as efficiently as possible. We have over 25 years of experience providing clients throughout the Boulder and Denver areas with qualified temporary, temp-to-hire and direct hire candidates. To learn more about our staffing services, call us today or reach out to us online.

Your resume is your introduction to potential employers. Given this importance, it’s crucial for your resume to be as effective as possible. While everyone knows that a resume needs to provide a snapshot of your education and work experience, many people forget that their achievements need to be quantified. Using numbers to back up your experience gives hiring managers a concrete understanding of your accomplishments, and will help you to land the job you’re trying to get.

Quantifying Educational Background

Adding numbers to your educational experience is simple. Including your cumulative GPA is a good place to start, but if you ranked in the top 5 or 10 percent of your graduating class, that is also valuable information to employers. Additionally, it’s a good idea to quantify student leadership or volunteer positions. Saying you were the vice president of an organization with two hundred members or helped plan an annual event for 1,000 students is more valuable than simply listing these accomplishments without numbers.

Quantifying Work Experience

Work experience is perhaps the easiest element on your resume to quantify. Overall profitability, the number of clients served and annual cost savings are all measurable metrics you can use in your resume. Moreover, you can also use hard numbers when talking about the number of teams you led or projects you oversaw. Even if you didn‘t serve in a leadership position in your job, you can still talk about how a team you were a part of catered to X number of customers or increased growth by Y percentage.

Quantifying Skills

When it comes to listing skills on your resume, some abilities are easier to quantify than others. If you can type 80 words a minute or have three years experience using certain software, these are easy numbers to incorporate. On the other hand, soft skills such as the ability to work independently, communicate effectively and meet deadlines are a little harder to quantify. However, if any of those skills contributed to a measurable increase in efficiency, helped complete a lucrative deal or enabled you to interact with a high number of clients per day, these are numbers you can highlight in your resume.

Let Bolder Staffing, Inc. Find a Job for You

At Bolder Staffing, Inc., we’re committed to helping candidates find meaningful work in careers that are right for them. A local staffing leader since 1992, we specialize in temporary, temp-to-hire and direct hire placement throughout the Boulder, Front Range and Denver Metro areas. If you would like to learn more about how Bolder Staffing, Inc. can help with your job search, contact our team online or call us today.

A number of factors go into maintaining a successful business, and one of the most important is having a reliable performance review system. Not only does having a good performance review strategy allow you to see how efficiently your business is operating, but it also allows your employees to see how well they’re meeting expectations. If you’ve been using the same strategy for a while now, it may be time to update your review process, and the experts at Bolder Staffing, Inc. are here with three helpful tips to make your strategy more effective.

Make the Process Ongoing

For most companies, the performance review is an annual event, but this strategy may be hindering you from getting the most out of the process. Increasingly, businesses are finding more success in making employee evaluation an ongoing process, wherein worker performance is constantly monitored and inefficiencies are corrected. Instead of holding yearly reviews, some experts advise holding performance evaluations every quarter in order to make the process more beneficial.

Create Objective Metrics

For employees, it can be maddening when they feel like they’re being judged based on subjective measurements, and it can be difficult for them to effectively make corrections. In order to combat this problem, you should make sure that all of your evaluation criteria are objective in nature. Not only will this give your employees concrete goals to aim for, but it will allow all of your supervisors to be on the same page when it comes to evaluating workers.

Focus on the Future

Oftentimes, supervisors can get bogged down in the past when talking about an employee’s performance. Instead of focusing on what an employee has failed to achieve in the past, you should focus on correcting inefficiencies with an eye toward the future. Talk about concrete goals you hope your workers can achieve by their next performance review. Also, it’s a good idea to discuss those goals within the context of the company’s overall strategy, as this will allow your workers to see the vital role that they play in creating a better future for the business.

Let Bolder Staffing, Inc. Help With Your Staffing Needs

A local leader in recruitment and placement services, Bolder Staffing, Inc. has been helping companies throughout the Colorado Front Range with their staffing needs for over 20 years. We specialize in finding temporary, temp-to-hire and direct-hire employees for a wide variety of positions. Give us a call today or contact our experienced recruiting team to learn more about how Bolder Staffing, Inc. can find qualified workers for you.