Workway News

Title, Escrow & Mortgage talent shift REO, Banking & Foreclosure

Wed, 25 May 2011 07:00:00 GMT

Workway began on the basis of staffing title insurance, escrow and mortgage companies. Our founders started Title Temps, the first agency to nationally specialize in these industries, and one of our directors also served on the board of Chicago Title. Workway has expanded in other areas such as IT and finance & accounting, yet it is the real estate services niche which launched our growth.

Many of us at Workway began staffing title searchers, escrow assistants and loan processors in the nineties. Headquartered in the Sun Valley, CA Title Plant and placing document printers, word processors and policy reviewers; we placed industry experienced employees before the existence of Monster.com. In 1997, one walked into our office and either hand wrote an application, referred a friend or requested a “temp.”

In 2011, Workway has evolved with the new economic climate. The global financial crisis and mortgage meltdown allows us to help our candidate community adapt to changes in the market. We have been able to counsel hundreds of individuals with experience in title, escrow and lending transfer skills to the REO, foreclosure and short sale market with positions such as closing coordinator, trustee sales guarantee officer and asset manager. Living the talent shift first hand, it is a privilege to be able to help keep smart and motivated employees not only in jobs, but in satisfying positions where they can draw upon existing experience in order to learn and apply fresh skills to the ever changing world at work.

Los Angeles has new city Job Czar

Wed, 3 Aug 2011 07:00:00 GMT

Did you know that Los Angeles Mayor, Antonio Villaraigosa just named Matt Karatz the position of city "Job Czar?" This was brought to my attention by Workway's Glendale Branch Manager, Ashley Hoover. Ashley, a dynamic recruiter and business development staffing professional who plays in the Los Angeles County job market every day, shares the following observations:

Accounting and Finance positions are picking up which is a good sign because typically when that department expands businesses are doing better and need additional help. In particular AP, Sr Accountants and Financial Analysts.
For Mortgage, Title and Escrow, a Workway staffing specialty, more Title Reps are needed as well as Loan Processors and Underwriters.
We have had a influx of Banking and Credit Union positions; including loan processors, underwriters, commercial lenders, relationship managers, and tellers.

Workway, Glendale, recruits top talent, promotes our candidates to local businesses and places professionals every day in Real Estate Financial, Finance & Accounting and Banking industries. Please call us at 818-333-1777 to find the right candidate, jump start your career or learn what is happening in the market. We are happy to help.

http://www.losangelesworks.org/news.cfm

Global Staffing Executive Acquires Workway

Tue, 1 Nov 2011 07:00:00 GMT

Workway today announced recent changes to ownership and management structure with the purchase of the company by the Bowmer Family.

John Bowmer who will serve as Chairman is the former Chief Executive Officer and Chairman of Adecco S.A., the world’s largest staffing company. Bowmer has extensive experience of successfully managing and growing organizations both organically and by acquisition. He will provide strategic oversight to Workway in his capacity as Chairman of the Board.

Bowmer commented "We are extremely excited about the purchase of Workway, which has a leading market position in its core segment of real estate and banking services. The company has a national infrastructure that will enable us to grow aggressively in our core segment and in attractive niche staffing segments both organically and with strategic acquisitions. We intend to grow fast and to build a thriving company with talented people having fun."

James Bowmer, most recently President and Chief Operating Officer of Workway will serve as President and Chief Executive Officer. With over 15 years of employment services industry experience both in the USA and Australia he is responsible for day to day operational management and the continued growth and expansion of the Workway network. He will also serve on the board of Directors.

Social Recruiting ~ How far is too far?

Thu, 17 Nov 2011 08:00:00 GMT

At Workway we have been advocates of utilizing social media to build, create and add value to talent communities. We openly admit that we are still learning and experimenting with various methods and channels, though it has been our focus to drive content that is recent, local and relevant to assist in the job search process for our candidates, while also improving our recruiting methodolgy and increasing channels to make the right match for our clients.

As such, this week I share a guest post from Kyle Lagunas who is the HR Analyst at Software Advice who discusses some common themes and advise related to creation of a solid social recruiting strategy.

When it comes to using social media websites for recruiting - what we call social recruiting - how far is too far? Beyond learning the hardway what works and what doesn’t, there are some best practices emerging to help recruiters know when they’ve pushed the proverbial envelope too far. And hiring professionals are discovering a new line of recruiting applications and tools built into applicant tracking software to help them rise above the same old hashtag to better identify, connect with and place viable candidates.

For all their good intentions, many folks using social media in their recruiting efforts are running into the same issues. Here are the top three:

1. Spamming job posts. Want to render your social recruiting efforts ineffective? Spamming people with your job opportunities is a surefire way to do just that. The key to social recruiting is to be social and engaging. Share industry news and articles of interest, exchange personal messages, etc.

2. Prying rather than researching. Some positions require a flawless social media presence. For the rest, you shouldn’t be
digging too deeply into their profiles. Screening should be focused on general impressions of candidates to see if they would fit within your company culture.

3. Penalizing candidates for level of access. It’s not unusual for candidates to deny recruiters access to their Facebook profile,
inviting them to connect via LinkedIn instead. Many people use Facebook for personal, rather than professional networking - especially in Generation Y. Don’t write off candidates for showing a bit of backbone and managing their public image - it’s hardly something to penalize.

Software Expanding Recruiters’ Reach

Human resources software is growing to help recruiters make use of social media in their hiring strategy. But before recruiters can fully
harness these helpful tools, they must determine whether or not they are in the right social media playground.

According to a recent study, approximately 85 percent of U.S. companies used LinkedIn for recruiting last year, though only 30 percent of active job seekers are on LinkedIn. As such, many recruiters are finding LinkedIn a bit overcrowded. Where are the candidates? The large majority of them are on Facebook.

Because the data recruiters are looking for is a little harder to find on Facebook, however, many miss the sourcing opportunity this vast network provides. Fortunately, there are third-party software developers devising methods to put actionable candidate information into the hands of recruiters quickly and efficiently. Some of these recruiting solutions are standalone applications that leverage recruiters’
networks. Others - like BullhornReach - are applications designed specifically for automating social recruiting.

For full verison of the article check out Kyle's HR blog at:
http://blog.softwareadvice.com/articles/hr/social-recruiting-how-far-is-too-far-010271/

Utilizing Staffing Firms to Put America Back to Work One Qualified Candidate at a Time

Wed, 22 Feb 2012 08:00:00 GMT

This week, Ashley Hoover, Market Manager for Los Angeles shares her advice for small and mid sized business owners on when to consider utilizing a staffing firm given the tightening labor market.

Everyday I speak with multiple business owners that have hiring needs and want to save money recruiting their own candidates. It sounds like a good idea, why pay a recruiter a fee when you can simply post a $25 ad on Craigslist and get 200 resumes.

The question is now what?

Now that there are 200 resumes in your inbox what do you do with them? The first thing you should do is take bets on the number of qualified candidates you actually received from your posting. Joking aside, out of those 200 resumes you receive, you'll be lucky to get 3 possible candidates that you want to interview. After the time consuming interview process, what if those 3 candidates don't work out or upon selection do not accept the position. Now you're back to square one without the help you need and the work is still piling up.

What is your time worth?

Business owners are known for their can-do attitudes and cost saving solutions, but even entrepreneurs need help sometimes. It takes a village of recruiters to Put America Back to Work, One Qualified Candidate at a Time. Recruiters consider themselves the solution to business owner's needs while at the same time helping the candidate find the opportunity that best fits their skill sets. This is real matchmaking, not just job placement.

Recruiting teams are focused on meeting and interviewing candidates that fit the needs of their current and potential clients on a daily basis. They are consistently planning and strategizing on the current trends and demands of the employment marketplace. We as recruiters have passive and active candidates, in which a large percentage of them would never consider going on Craigslist or may have never heard of your organization. Don't be offended, they may not be looking or know that your organization is searching for new talent. My proposal is this... let's have a meeting of
the minds and expedite the process to reach a positive solution to your staffing needs. The result is qualified candidates to interview, which equates to the hiring firm saving time, which equates to real savings.

To sum it up, business owners can do what they do best. Focus on the sales and servicing of their products and clients and recruiting firms can partner with them and provide specialized candidates to meet the needs of the business owners.

Here are some questions that should help you decide if it is time to consider using a staffing firm?

1) Your employees are overworked

2) Simple tasks are preventing your team from completing larger ones

3) Your company has been looking for qualified candidate for more than 2 weeks

4) You are in need of someone with special skills

5) You are in need of someone that can help with clerical needs in multiple departments

6) Your overtime hours are through the roof

7) You need help now, but not sure if your business is going to continue to grow at the rate it has been

8) You needed this position filled last week