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How to Hire for Emotional Intelligence (EI – Part II)

December 6th, 2016

Last week in part one, we covered the why emotional intelligence (EI) is a valued commodity in candidates. Today we will share key tips for building a team of individuals with EI – the do’s and the don’ts – the right questions to ask – the clues to watch.

First, here’s a look at what doesn’t work in assessing EI.

Personality tests
This approach fails to give adequate answers for two reasons. 1) Personality and emotional intelligence are not one in the same and 2) The specific competencies of IE – namely positive outlook, achievement orientation, empathy, or inspirational leadership – are not addressed in a personality test.

Self-report tests
Again, this tactic is flawed for a number of reasons. A person who does not possess self-awareness will not be able to judge his/her level of self-awareness. Plain and simple. On the other hand, a person who is adept in the area of self-awareness will have the ability to cover up weak areas and possibly even fudge the truth to try to land the job.

So, what does work in uncovering emotional intelligence in the interview?

Create a warm, conversational interview atmosphere.

When you make an applicant feel comfortable by creating a more casual, informal setting, you encourage the applicant to open up to you. To break the ice, begin with the expected, “normal” questions about the person’s education, background and work experience. The more the applicant “settles in,” the more forthcoming he/she will be, thereby revealing more of his/her inner qualities.

Then ask questions that demand a thoughtful answer.

If you ask only questions that allow for vague, generic answers, don’t expect to get much useful information. The same goes for questions that are answered easily with a memorized response. Instead ask specific questions that demand detailed answers, preferably ones that must use real-life scenarios and hands-on experience as examples.

You want to present pondering type inquiries that will make the applicant think, such as these shared by Carolyn Sun:

• If you were starting a company tomorrow, what would be its top three values?
• Did you build lasting friendships while working at another job?
• What skill or expertise do you feel like you’re still missing?

Watch for signs of these traits or characteristics that point to a healthy emotional intelligence.

• Body language that matches verbal interaction
• A difficult-to-contain passion about one’s work
• The ability to focus on the interviewer(s)
• A demonstrated ability to interact well with others
• A “cup half full” attitude
• An eagerness to learn and explore new things
• The ability to listen attentively and not dominate the conversation
• A nature that is not averse to change
• Values that give top priority to honesty and integrity
• A demonstrated respect for others
• A realistic view of his/her own qualifications and skills

After the interview – talk to references

Insist on a personal conversation with the candidate’s references rather than a letter or, even worse, a generic form. An actual conversation allows for specific and pointed questions and the exchange of multiple examples and details. What the person tries not to convey may be as telling as what he/she does share.

A workforce, which is adept at dealing with change. An office of individuals who understand and can motivate others. Staff, who can manage both their own and others’ positive and negative emotions. Those are the type of people you want to fill your employee rosters.

And that’s where Springborn Staffing can assist you. As Maine’s leading staffing company, our experts can direct you to the best candidates – those who have not only the skills and experience but also have a high level of emotional intelligence – to meet your specific staffing needs. Contact our team today.

Emotional Intelligence: Part I

November 29th, 2016

Why It Matters

The U.S. Department of Labor estimates the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings. That’s an alarming statistic for the company’s bottom line.

That’s why many companies are changing their hiring methods and shifting the focus from a candidate’s depth of education or technical skills and certifications to their emotional intelligence. They’re looking for an approach with the potential for better, longer-lasting results.

It’s a valid shift. There’s much to be learned from examining the various components that make up “emotional intelligence” (EI or EQ). Characteristics of emotional intelligence – self-awareness, self-regulation, motivation, empathy, and a variety of other “social skills – are now recognized for the crucial role they play in job success. In fact, the top five reasons why employers are placing value on emotional intelligence are because candidates with a high EI:

• Usually remain calm under pressure
• Resolve conflict effectively
• Are empathetic to colleagues, and act accordingly
• Lead by example
• Typically put more consideration into business decisions

These valuable traits have a huge impact on a person’s ability to work well with others, deal with change, be an effective leader and/or team player, and in general, attain a satisfying level of success in the workplace.

According to Laszlo Bock, head of people operations for Google, “When someone is just “book smart,” they may not necessarily have emotional intelligence and therefore have a harder time learning from their mistakes.”

Emotional Intelligence isn’t just a buzz word – it makes a powerful difference for your company. Successful companies have learned to look beyond IQ, work experience, specific training and skills during the hiring process. Yes, of course, they matter, but assessing emotional intelligence is every bit as important. That’s why it’s more than worthwhile to learn how to tune-in to these valuable attributes as you sort through job applicants.

So, what clues indicate a candidate’s EI? What interview style and questions help you measure EI levels? What doesn’t work? We’ll share the answers to these questions in next week’s blog, “Emotional Intelligence – Part II – How to Hire for It.”

The Springborn blog with key information and insight is just one way we serve our valued clients. Your mission is our mission. Your goals are our goals. We are here every day to meet your employment needs. From temp, temp to hire, direct placement, contingent, and executive search to HR consulting, and self-service, we supply top talent with high EI for Banking, Finance, Insurance, Legal Support, Accounting, Management, and Administrative Support. Contact us today and let Springborn Staffing help move your company forward.

Happy Thanksgiving

November 22nd, 2016

“As we express our gratitude, we must never forget that the highest
appreciation is not to utter words, but to live by them.”
John Fitzgerald Kennedy

Since 1963, when President Lincoln declared it a national holiday (thanks to Sarah Josepha Hale), family and friends have been celebrating the day with overladen tables, fun and games, and – of course – football. Inevitably, someone starts a round of “What I am thankful for . . .” or some version of giving thanks.

This is all good and wonderful, and it wouldn’t be Thanksgiving without it, but what about the remaining 364 days a year?

May we suggest that the giving of thanks, all year long, is the finest form of true thanksgiving.

Like any other accomplishment, developing an attitude of gratefulness is a decision, a conscious choice, a habit formed by focused purpose. You get the picture – make a plan.

Here’s a tip to get you started.

Choose a time each day
– we’re talking 5 minutes – to give thanks for five things. (or three, or one if that’s where you need to start). Give thanks for family, friends, health, shelter, and food, but also give thanks for:

Things you usually take for granted – like heat when you turn up the thermostat, mail delivery, stocked shelves when you stop at the store.
Things of intrinsic beauty – fluffy white clouds against an azure sky, a baby’s smile, a single rose with dew drops still on it,
Special moments – when your child crossed the finish line in first place. When he/she crossed in last place with a smile on his/her face, and you know that he/she is still a winner.
For big deeds done – when the team went beyond themselves, completing a highly successful project ahead of the deadline.
For small deeds done
– when a coworker grabbed a coffee for you too while getting his/hers.
For life that goes on – bringing the tiniest bits of hope – even when your pain is deep, your path is dark, and the storm rages.

The list is endless. So, don’t make it difficult – just give thanks. Keeping a notebook to jot them down in will give you a reminder on those days when you are in a rut and giving thanks is the last thing you want to do. The more you give thanks, the more you will want to – the truth is, those who make a habit of being thankful bring happiness to others, of course, but they also are happier themselves.

So here’s to a year of giving thanks. At Springborn Staffing, we begin our round of thanks by saying how we appreciate every staff member, candidate/employee, and client. You make a difference for us, and our goal is to make a difference for you. Happy Thanksgiving and Happy “giving of thanks” to you all.

Leadership Don’ts

November 15th, 2016

“If you want something done, ask a busy person.”
Benjamin Franklin

Characteristically, Leaders have too many responsibilities on their schedule. Why? Because they not only have the ability to evaluate the list, prioritize it, delegate, and then act; they also have the courage and motivation to follow through and do it. In other words, they execute.

If you want to leadership recognition:

Don’t wait for “perfect” opportunities. Accept the fact that life – both personally and professionally is often messy. Remember the adage that bravery isn’t the absence of fear, it’s facing your fears and moving forward? Leadership isn’t perfectly lined up responsibilities in ideal situations; it’s facing the muck, evaluating the options, making your best guess and going with it.

Quit complaining.
It’s a time waster and doesn’t change anything. Leaders expect negatives, problems, and less-than-ideal situations to arise. They consider them part of the challenge.

Don’t jump in without prioritizing: What must be done? What requires your expertise and/or authority? What can be delegated? What can wait? What causes more problems by waiting? These are the questions leaders ask – and answer.

Stop worrying about failure.
Failure happens. Leaders make wrong decisions. The key is that something happens; decisions were made. When the resulting action turns out wrong, leaders take responsibility, evaluate the situation, make the necessary changes, and move forward better equipped and prepared for the next decision. Letting the fear of failure stop you in your tracks not only prevents you from being a leader, but it also keeps you from being a good follower.

Throw away the word lazy. Leaders are self-disciplined and active. They don’t wait for someone to fire the gun – they evaluate the track ahead and start running.

Forget mediocracy.
Do and give the best you can do and give. Take time to learn and grow. Look for challenges that take you out of your comfort zone. Read. Participate in online discussions in your areas of expertise – and in new areas that will expand your knowledge, skills, and capabilities.

Building your leadership muscles take motivation and consistent effort, but you can do it. Know that Springborn Staffing is behind your efforts. Why? Because we are always on the lookout for true leaders. Our clients depend on us to provide candidates with strong leadership skills. Whether you’re a strong leader, or someone focused on building your leadership skills, contact us today. We are the experts at finding positions in Bangor and Portland, Maine’s leading companies.

Social Media and Your Career – Part II

November 8th, 2016

“When Social Media Leads to Career Destruction.”

Last week, we discussed how social media can be an effective tool for building professional relevancy. Beware! Social Media can also be a catalyst for professional bankruptcy. It has the power to build you up or tear you down. Remember – your friends may easily overlook your less-than-stellar social media moments, but your current employer – or potential future employer won’t be so apt to turn a blind eye.
For those of you who have yet to master the social media game – and maybe even more so for those who think they have – here are some tips for helping you stay out of professional mire.
The Don’t list:

• Don’t throw up our hands and swear off of social media. Lack of a social presence will be read as low- or no – knowledge of all things tech.
• Don’t complain about your current or past positions – or the respective employer. Don’t cut down coworkers or make fun of clients. Nothing shuts the door faster than or sends your resume to the waste can quicker. Save your whining for a trusted close friend or family member and please, whine in private.
• Never – ever get caught up in public bashing of anyone – from public figures to personal acquaintances to bosses – even if it’s totally true. The only one looking bad will be you.
• Don’t post pics of unsavory parties – or even “responsible” drinking. Skip the provocative poses as well – and the expletives. Sure your social media page may be “for friends only,” but far too often those moments in bad taste manage to find their way to publicity – the wrong kind at the wrong time.
• Do we have to say, “no pics or postings about either illegal behavior or nude moments?!”
• Don’t like everything from everybody – it indicates a lack of discernment and discretion.

And now for the written words –articles post with your signature

• Don’t post too often – people will stop reading; or too little – you won’t come across as up-to-date with technology, networking, etc. Establish your brand, of course, but don’t get carried away and overly dramatic and or harsh with your opinions.
• Skip the texting language – it’s for texting – not social media.
• Don’t plagiarize.
• Never hit the “publish” button without proofing your spelling and grammar. Sure, we all make the occasional mistake, but if you do it often, potential employers will be turned off.
• Don’t post anything that should be kept confidential. Employers, co-workers, and friends alike are looking for people they can trust with their words.
• Don’t treat LinkedIn like a personal Facebook page or snap chat – keep it professional – totally professional.

Social media is part of our lives. It can be a blessing – or a curse – it all depends on how you use it. Practice good judgment and it can be the key to your career success.

At Springborn Staffing, we pay attention to education, skills, experience, soft skills and
. . . Social media. So do our clients. Looking for a new position? Seeking a career change? Keep your social media presence above board and contact us today. We will connect you with quality companies in Bangor and Portland, Maine.

Social Media and Your Career – Part I

November 1st, 2016

Professional Relevancy and Social Media
Staying relevant in your field is foundational to career growth. Social media is foundational to staying relevant. The crux of the matter is knowing how to utilize your social media to stay relevant in, rather than damaging your career.

Build Your Professional Brand
If you are on social media – and if you aren’t, you should be – then you are building a brand. Make sure your professional brand is . . . well, professional and that your personal and professional brand complement each other.
• Be consistent in voice, style, and presentation.
• Know your audience
• Share relevant, up-to-date and valuable content
• Share information – rather than opinion
• Invite discussion

Foster Awareness of the Latest Trends Affecting Your Industry
Set up a Google alert to stay in touch with the latest keywords in your industry. Designate 20 minutes/day to peruse social media, see what’s posting, and highlight which topics you wish to dig into deeper. Designate weekly time to do your digging and answer these questions.
• What’s happening now?
• What’s predicted for the future?
• Who are the top industry leaders?
• What can I contribute via a post?
• Which conversation do I want to join?
• Which conversation do I want to start?

Never-ever Stop Learning
Technology and knowledge are moving faster forward every day. If you don’t focus on learning and growing, you and your career will stagnate. Yes, keep up on certifications, classes, etc. but also:
• Attend industry events – discuss them on social media
• Participate in local chapters of professional organizations – discover the best ones by seeing which are most often discussed among your social media network.
• Join social media conversations.
• Initiate conversations – across diverse spectrums – you can gain wisdom and insight from those who are younger, older, or of a different culture, nationality, gender, etc.
• Read industry newsletters and use them a starting point for social media conversations.

Social Media is more than a viable tool for career growth – it’s an essential. If you are intentional about using it, you’ll become established as an industry expert, leader, and influencer, creating opportunities for career growth and satisfaction. If you ignore this tool, it may come back to bite you – which we’ll discuss in next week’s blog “When Social Media Leads to Career Destruction.”

These tips are brought to you by Springborn Staffing, the leading staffing firm in Bangor and Portland, Maine and surrounding communities. Looking for new opportunities in this area? Contact us today – we specialize in connecting leading industry influencers with leading companies.

Onboarding for Long-term Success

October 25th, 2016

Successful onboarding begins with a strategical plan. A well-designed plan, centered around your company’s purpose and mission secures long-term energized staff; while a failure to plan often results in high turnover – increasing both time loss and financial drain. Here are the elements of an ideal onboarding plan.

Know why you are hiring the new employee. An accurate solid picture of why you need the new employee will help you answer these questions and henceforth, communicate the details to your new employee.
• What specific role(s) will the new employee fill?
• What will be his/her responsibilities?
• What are the new employee’s specific duties?
• How will his/her role fit into company objectives – the overall “big picture”?

Create an onboarding/training system.
This system is essential for a smooth onboarding process with minimal loss of productivity.
• Create a playbook containing all the essentials, such as organizational charts, applicable policies and procedures, company philosophy and mission statement, branding guidelines, as well as info about basics – including the location of the cafeteria, restrooms, office supply storage, etc.
• Establish key training procedures – cross training where appropriate, job-shadowing when necessary, utilizing videos and manuals, etc.
• Assign a mentor from current staff based on job roles and similar interests. Confirm that the mentor has a good grasp of the “unwritten rules” and will communicate them effectively.
• Include company policy for tracking time, safety precautions, dress code, and confidentiality guidelines.
• Prepare their work area, ensuring that all the necessary equipment/supplies are available and in good working condition. This preparation should include a “cheat sheet” of user names and passwords and any other pertinent information.

Pave the way with current staff.
Whether the new employee(s) is temporary or permanent, ensure that present staff is aware of the new addition. Establish specific protocol for responding to new employees, which include:
• Introducing the new employee to key (and secondary) staff, who will be working with him/her.
• Maintaining a standard of respect among all employees, regardless of their length of service, diversity, or level of position.
• Communicating the expectation that current employees will willingly answer questions, offer appropriate assistance, etc.
• Encouraging company-wide attitude or culture that welcomes new employees as a valuable part of a thriving team.
• Inviting new employees to participate in company gatherings and outside events involving employee groups.

Set the pace for success. Ensure that your new employee knows what is expected. Encourage their feedback. Find that sweet spot between:
• Insufficient workload and direction – this leaves the new employee wandering around, unsure of their role, and bored.
• Responsibility overload – this leaves the employee overwhelmed, frustrated, and feeling totally inadequate for the job there are trained to do. Even C-level staff experience a learning curve in a new position.

Onboarding isn’t a short-term process – it’s an ongoing strategic integration process which nurtures relationships and encourages engagement. From a warm welcome the first day to their first review to the one-year mark, make the experience personal and professionally pleasurable. Remember that, just as the new employee wants to make a great impression, it equally important for your company to make a great impression on him/her. Yes, successful onboarding requires time and input, but the cost of turnovers is far greater. A solid onboarding program ultimately ensures a better bottom-line.

Is your Bangor or Portland, Maine company seeking quality employees who will respond to a healthy onboarding process and become an integral part of your business? Contact Springborn Staffing. We specialize in connecting the right staff – whether temp or permanent – with the right position in the right company. Take advantage of our extensive talent pool today.

Traits of the Great . . .

October 18th, 2016

Part IV – Business Finance & Banking

In this last blog of our Traits of the Great series, we will talk about what it takes to excel in a business finance or banking career. While it does require specific training, skills, and experience, there are many other factors that make for a top-notch candidate. Soft skills, cultural fit, as well as character and personality traits play a vital role.

Professional Skills

Intellectual Strength: A solid understanding of analytics, mathematics, finances, and economics, as well as the ability to solve problems, are essentials.

Intellectual Curiosity: The desire to understand not only your role but also the roles of your colleagues, maintaining an awareness of how each of your roles blend to create the big picture.

Numerical Aptitude: This sounds obvious, but it goes deeper than number crunching and proficiency in basic programs. It’s the ability to use that aptitude to solve complex problems, help clients expand their assets, create innovative solutions, accurately predict the result, etc.

Technically Savvy: Begin by knowing Excel inside and out, every program, key, shortcut, etc. Add to that a knowledge of Structured Query Language (SQL). Build an understanding of available tools and systems which will help identify, assess, report, measure and monitor risks, as well as prepare business performance metrics, estimates, and forecasts.

Leadership: The finance sector requires strong leadership – beginning at entry level. Clients rely on a deep trust in those who handle their finances – they are looking for leaders. They want to know that you will provide financial wisdom so they can take care of their family.

Communicator: The banking and business finance industry requires constant and accurate communication with managers above you, coworkers, and clients. An innate understanding of multiple communications channels is essential to reach each individual according to their personal preference so that nothing is lost or misunderstood in the process.

Project Management: Strong organizational skills and detail orientation will enable you to effectively manage projects, your time, and your client’s money – all within the company and governmental restrictions.

Global Understanding: We live in a globally-connected world. A solid knowledge of world affair, financial markets, and international business is an important skill.

Character and Personality Traits

Confidence without arrogance: Your employer and your clients need to see a high level of self-confidence coupled with humbleness, for in this is loyalty and trust secured.

Consistent Professionalism: It goes with the territory. The suit makes a difference as does a firm handshake, moderate behavior, manners, calm articulate conversation – you get the picture. This applies to social media too.

Self-discipline and management:  Self-starters who can be relied upon to perform efficiently and effectively and on time are winners in banking and finance. Maintaining a drive for continued learning and advancement is a plus.

Strong Ethics: While a competitive, passionate spirit for your work is a positive, it must be corralled within the realm of integrity, honesty, and loyalty.

Independent team player: It may sound like an oxymoron, but banking and finance require both the ability to build team relationships and work together as well as the ability to independently perform your responsibilities well.

Relationship Builder: The ability to connect and build rapport with people, including those difficult personalities is crucial to success. As a leader in finance, you must come across both as an authority and as one who “understands the needs” of their client.

We know. It sounds a bit overwhelming. The list is meant to give a “big-picture” view of what it takes. Many of them intermingle with each other. For example, if you have numerical aptitude, you will probably also be tech savvy. If you are a leader, you have probably mastered the art of communication, and if you are self-disciplined, professionalism and ethics will come naturally. Bottom line, if you want to succeed in banking and finance, this is a great pattern to follow.

And if you do, Springborn Staffing wants to hear from you. We match top companies in Bangor and Portland, Maine with best-match qualified candidates every week. Banking and Finance candidates as well as other industries. Contact us today – it’s an investment in your career’s future.

Traits of the Great . . .

October 11th, 2016

Part III – Information Technology Specialists

Information Technology Specialists are a hot item in the ongoing war for top talent, but that doesn’t mean every IT guy or gal is guaranteed their dream position. Companies want – and need – more than a title; they are seeking candidates who exhibit the following traits and skills.

Analytical, Problem Solver, Trouble Shooter: It doesn’t matter which name you call it, employers want IT candidates who can diagnose a situation, recognize the problems and needs, evaluate the options, and discern the best solution, and then implement it efficiently and effectively.

Detail Oriented: When it comes to technology, computers, etc. even the tiniest detail can throw a program out of sync. A top-notch IT specialist pays attention to the details and discovers the glitches.

Communication Skills: Although IT Specialists often work alone; they are also part of a team. They need to communicate clearly, concisely, and effectively with their teammates, their manager, as well as clients. A successful IT candidate may quickly and automatically jump from Step A to Step Z, but they must be able to explain every step in between to their non-IT client – patiently and respectfully.

Technical Writer: In addition to verbal communication (which includes listening), Great IT talent has mastered the art of technical writing. Once again, they must be able to share easily-understood information and instructions – this time in writing – to their less than techy coworkers and clients.

Versatility: Technology is a part of every industry. Even though they may focus on one particular industry, top IT talent does well to have an across- the-board aptitude for science, math, business, and finance.

Coachable, teachable, adaptable: Technology is constantly changing and developing new programs, tools, capabilities, etc. IT Specialists must be committed to learning and growing with the changes. Multiple certifications have become the norm, rather than the elite.

Passionate, Creative, and innovative: IT Specialists who are passionate about their role and committed to the big picture while taking care of the details are a powerful addition to any team. They have an eye for invention, perceiving what is needed, and then creating innovative solutions.

Emotional Intelligence: Many employers would say that emotional intelligence is the glue that holds all the above skills and traits together. Being able to monitor your emotion as well as other members of your team and your clients, and then use this information to guide thinking and make appropriate behavior choices is an essential trait for a successful IT career. Furthermore, IT Specialists who have a high EI tend to be more adept at critical thinking, problem-solving, and leadership.

Ok, so you’re an in-demand IT Specialist who has many or all of the above traits and skills, but how do you find that perfect-fit job? That’s why Springborn does what Springborn does. As Maine’s leading staffing company, we match talent with top companies in Bangor, Portland, and surrounding areas every week. Contact us today and discover that chance-of-a-lifetime position to move your career in Information Technology forward.

Traits of the Great . . .

October 4th, 2016

Part II– Medical Assistants

Taking time out for a visit to our physician is always inconvenient, but dealing with the occasional medical issue is a fact of life. A great medical assistant, however, can make the process smoother, more efficient, and as pleasant as possible. For those who are interested in a career in the medical field, but don’t want to pursue becoming a doctor, nurse, radiologist, physical therapy, etc., becoming a medical assistant may be a perfect choice.

So, what does a medical assistant do? Actually he/she may wear a variety of hats, including:

Clinical duties
• Taking/recording vital signs and preparing patients for examination
• Documenting medical histories
• Drawing blood
• Administering medications as directed by a physician.

Administrative duties
• Scheduling
• Billing/coding Maintaining medical records

Of course, one medical assistant doesn’t perform all of the above duties. In fact, in a large office with more than one physician, each of the above roles can be a full-time position in itself. For example, one employee may do all the scheduling, while another prepares, processes, and submits insurance claims

Naturally, a fascination with and profound interest in the medical arena is foundational to a medical assistant career, but there are many skills and personality traits that determine an assistant’s level of success.

Hard and Soft Skills

High reading comprehension – the ability to discern scientific, medical information.
Critical thinking and research artist – Being able to think fast on your feet and knowing where to locate the correct information is essential.
• Analytical – a problem solver.
Detail Focused – An absolute must – every detail for every patient must be meticulously recorded. Coding requires perfection.
Technical skills – most of your tasks will involve computers and other technical equipment.
Excellence in communication – written, verbal, and listening skills.
Able to meet productivity and accuracy standards without direct supervision.
Adapts to changes in policies and procedures.
Strong social and teamwork skills – many responsibilities involve connecting with patients, but even if you are strictly a biller/coder working behind the scenes, you need to connect with your coworkers.
Organizational skills – each patient has specific information, tests, etc. that need to be accessible and never mistaken for another client’s info.

Personality Traits
Integrity – extremely important considering the available access to patient information.
Compassion and empathy – considering that every customer/client is there because they have a problem.
Dependability – Keeping to schedule is essential – your employer and your customers depend on you to be on time and to get the job done correctly.
Professionalism – This goes without saying.
Calm – tolerates stress well – your customers are people in the middle of a medical issue. Crisis arise and their coping skills may be lower than usual, so yours need to be higher.
Positive attitude – your attitude will make a difference for patients.

This list may seem overwhelming, but we prefer to view it as challenging. The fact is, any career in the medical field involves hard work and commitment but bring rich rewards and personal satisfaction.

Do you have the essential skills? Are you seeking a challenge? Springborn Staffing has the inside track to available positions in the Bangor and Portland, Maine area. Contact us today and discover how your career can benefit from a connection with Maine’s leading staffing firm.