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2016-10-16T00:00:00.000Z

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Wrong Sara Staley?

Sara Staley PHR CSP

Branch Manager

Staffmark

Direct Phone: (479) ***-****       

Email: s***@***.com

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Staffmark

8125 Connector Drive

Florence, Kentucky 41042

United States

Company Description

Staffmark partners with businesses across the country to develop staffing solutions that meet their ever-changing needs. Our solutions include everything from creating and managing staffing plans for small businesses to developing contingent workforce str ... more

Find other employees at this company (2,315)

Background Information

Affiliations

Northwest Arkansas Network Builders Member
BUSINESS NETWORK INT'L

Web References (13 Total References)


Committee for HR2016 | Nightmare on HR Street | Arkansas State Human Resources Conference and Expo

www.hr2016.org [cached]

Sara Staley is the HR2016 Publicity Chair

Publicity Chair
...
Sara Staley Staffmark Email Sara


"That doesn't surprise me," said Sara ...

www.csarecruiters.com [cached]

"That doesn't surprise me," said Sara Staley. "The generations that are coming into the workforce are more technologically oriented than previous generations and the Internet and social media sites are where [hiring managers] and recruiters will source their candidates moving forward."

Staley is the Bentonville and Rogers branch manager for Staffmark Investment LLC, an employment staffing company with more than 300 locations in 31 states.
The company's aim is to act as a matchmaker between jobseekers and employers and as such, sees a large share of paper applications and conducts countless interviews.
From her perspective, Staley says the kind of personal information found on Facebook, Twitter or MySpace is irrelevant.
"I don't think that whatever somebody puts on [his or her] Facebook page should affect [his or her] skill set or whether or not [he or she] is capable of doing a job," she said. "It's not a practice we use. I can't speak for all Staffmark offices. Everybody is different in the way they source candidates, but I don't think that technique would be something we would utilize."
Staley did add that she would feel comfortable going to a job applicant's LinkedIn profile because it's not as much personal as it is business oriented.


"That doesn't surprise me," said Sara ...

www.csarecruiters.com [cached]

"That doesn't surprise me," said Sara Staley. "The generations that are coming into the workforce are more technologically oriented than previous generations and the Internet and social media sites are where [hiring managers] and recruiters will source their candidates moving forward."

Staley is the Bentonville and Rogers branch manager for Staffmark Investment LLC, an employment staffing company with more than 300 locations in 31 states.
The company's aim is to act as a matchmaker between jobseekers and employers and as such, sees a large share of paper applications and conducts countless interviews.
From her perspective, Staley says the kind of personal information found on Facebook, Twitter or MySpace is irrelevant.
"I don't think that whatever somebody puts on [his or her] Facebook page should affect [his or her] skill set or whether or not [he or she] is capable of doing a job," she said. "It's not a practice we use. I can't speak for all Staffmark offices. Everybody is different in the way they source candidates, but I don't think that technique would be something we would utilize."
Staley did add that she would feel comfortable going to a job applicant's LinkedIn profile because it's not as much personal as it is business oriented.


Cameron Smith & Associates

www.csarecruiters.com [cached]

"That doesn't surprise me," said Sara Staley. "The generations that are coming into the workforce are more technologically oriented than previous generations and the Internet and social media sites are where [hiring managers] and recruiters will source their candidates moving forward."

Staley is the Bentonville and Rogers branch manager for Staffmark Investment LLC, an employment staffing company with more than 300 locations in 31 states.
The company's aim is to act as a matchmaker between jobseekers and employers and as such, sees a large share of paper applications and conducts countless interviews.
From her perspective, Staley says the kind of personal information found on Facebook, Twitter or MySpace is irrelevant.
"I don't think that whatever somebody puts on [his or her] Facebook page should affect [his or her] skill set or whether or not [he or she] is capable of doing a job," she said. "It's not a practice we use. I can't speak for all Staffmark offices. Everybody is different in the way they source candidates, but I don't think that technique would be something we would utilize."
Staley did add that she would feel comfortable going to a job applicant's LinkedIn profile because it's not as much personal as it is business oriented.


Social Network Suicide | Cameron Smith & Associates

www.csarecruiters.com [cached]

"That doesn't surprise me," said Sara Staley. "The generations that are coming into the workforce are more technologically oriented than previous generations and the Internet and social media sites are where [hiring managers] and recruiters will source their candidates moving forward."

Staley is the Bentonville and Rogers branch manager for Staffmark Investment LLC, an employment staffing company with more than 300 locations in 31 states.
The company's aim is to act as a matchmaker between jobseekers and employers and as such, sees a large share of paper applications and conducts countless interviews.
From her perspective, Staley says the kind of personal information found on Facebook, Twitter or MySpace is irrelevant.
"I don't think that whatever somebody puts on [his or her] Facebook page should affect [his or her] skill set or whether or not [he or she] is capable of doing a job," she said. "It's not a practice we use. I can't speak for all Staffmark offices. Everybody is different in the way they source candidates, but I don't think that technique would be something we would utilize."
Staley did add that she would feel comfortable going to a job applicant's LinkedIn profile because it's not as much personal as it is business oriented.

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