Exact Staff News
Tags: How to Reach your 2014 Goals, How to Reach Your Annual Workplace Goals, How to Reach Your Organizational Goals, Reaching 2014 Goals, Reaching Annual Goals, Reaching Organizational Goals
We’re nearing the end of June meaning 2014 is halfway over. Chances are, at the beginning of the year you set goals for your organization — but are you able to meet them in the remaining six months? Of course you are!
Companies set hiring goals in order to be more productive and efficient, and in turn profitable. When you fall short of your hiring goals, your company may suffer. Meeting hiring goals tends to be put on the backburner while other aspects of business take the forefront. Often, managers become desperate and hire people who aren’t qualified to fill the position. Not only is this a waste of time, it’s a waste of money.
This is where an employment firm (like us!) comes in. Staffing agencies are able to find qualified employees to fill positions when companies are unable to do so. As you know, finding the proper candidate takes time and can be costly. This is where we step in and act as a matchmaker, finding the right candidate to fit your organization’s needs. Plus, you’ll save your organization money by outsourcing all of the time and effort involved in recruiting and interviewing candidates.
So…How Can You Reach Your Annual Goals?
One great option to meet the seasonal and/or production demand is to hire temporary workers. Temporary workers are employees who are hired for a specific project or for a shorter period of time. According to the American Staffing Association, temporary workers make up approximately two percent of the U.S. workforce. One benefit of hiring temporary employees is cost reduction. When using temporary employees that work for staffing agencies, your company isn’t responsible for benefits or unemployment claims.
Another great benefit of temporary employees is risk reduction. Think about it, when you hire a permanent employee, you’re taking a gamble on how good they really are. Some people interview very well, but turn out to be a not-so-great employee. Temporary employees aren’t permanent staff, but they work in the office just like everyone else. It gives you time to get to know the employee, see if they are a good worker, and maybe consider hiring them on a permanent basis. Situations like this are called “temp-to-hire” positions.
With only six months left, let us help you meet your annual goals. Start by contacting one of our recruiters today!
Many employers hesitate when it comes to hiring new college graduates, but they may be worrying needlessly. Sure, young prospects may not have corporate experience, but they haven’t been living in a cave for the last twenty-odd years. You may be surprised at how much they have to offer. Take the time to really analyze your needs and get to know each candidate before making a hiring decision.
Look at non work-related experience and read between the lines. Did they take leadership roles or learn to work as a part of a team in high school or college sports and activities? There are valuable skills to be learned on the soccer field or backstage that can translate easily to the workplace.
Three Ideas to Consider When Hiring Recent Grads
1. Look Beyond GPA.
A strong GPA is great! It can indicate intelligence and most likely a decent work ethic. But it’s not really enough to predict success in the workplace. A high GPA could just as easily come from taking non-challenging classes or avoiding outside activities. A candidate with a middle-of-the road GPA may have worked their way through college, built leadership skills through social networking or taken classes outside of her comfort zone. Interview with a mindset of figuring out these kinds of details before dismissing a candidate with less than a 4.0.
2. Focus on Leadership Skills.
Leadership is one of the most underestimated keys to long-term career success. Identify leadership skills in a young candidate and nurture that potential to develop an employee that can make a significant long-term impact on your organization. Today’s young, inexperienced candidates are tomorrow’s leaders. Build a strategy for future growth by creating a career path for high-potential candidates and mentoring them to success.
3. Find Someone Who Fits Your Culture.
New college graduates are not all alike. Take the time to get to know each candidate under consideration for hire. Determine how well they will fit into your company culture. Are they conservative and process oriented? Flexible and comfortable with change? Do they work better within rigid parameters or are they willing to pitch in on any project where their skills are useful? Identifying potential employees whose work styles mesh with your company culture is the key to hiring success.
Whether a potential employee is entry level or mid-career, they bring a wealth of experience, insight and potential to the table. Hiring managers with strong screening and interviewing skills can help to identify those who fit best into your company.
If you need expert help with hiring and staffing, contact ExactStaff. Our skill and experience in finding just the right fit candidate for every role can make all the difference in your business success. Get started with ExactStaff today.
Being a manager isn’t an easy task, and sometimes people are put in the position with minimal training or expertise. For those of you who are first-time managers, or managers who could use some refreshing, our team has created this post on what great managers are doing differently.
Take notes, as being a good manager is important for the success of you and your team.
Great managers understand that people don’t change too much. Instead of trying to change your employees’ skills, work to develop their stronger abilities. Many times managers try to spend time fixing an employee’s weaker areas, but they often end up where they started. Instead, focus on things the employee does well, and create new strategies that capitalize on their strengths.
Rid yourself of traditional performance appraisals, too. Traditional appraisals just tell the employee they can work on with no real plan. Great managers assess their employees’ talents and skills, and then provide training and development to strengthen those skills. The more a manager is able to develop and help their employee, the more successful the team will be.
Once you set expectations for employees, make sure the outcomes are attainable. Great managers help each individual employee establish objectives that are in line with the needs of the department and the organization. They also help the employee establish what the success will look like when they reach those goals. Having the manager and employee on the same page allows the employee to complete the tasks individually, without the constant supervision of the manager. Plus, it frees up the manager to work on their own duties.
When hiring for their team, great managers hire employees based on their talent. Experience and education are important, but talent is the key to a great employee. Some things to watch for when hiring a new employee include their need to be an expert in the field, the ability to strive for achievement, the creation of action plans for their success, accountability, responsibility, wanting to take the lead when necessary, and working well with others.
Being a great manager takes time, dedication, and experience. For more information on being the best manager you can be, contact one of our recruiters today.
Every organization wants to have the best of the best when it comes to employees. This doesn’t necessarily mean only hiring top employees, but it means taking steps to develop top-tier employees. This post is designed to help your organization do just that, turn your current staff into top-tier employees.
Four Main Stages of Coaching and Developing Employees.
The first stage is the initial meeting between the manager and the employee, discussing all aspects of the coaching relationship. The employee should let the manager know what they are looking to get out of this, and the manager should state how they plan to help. Even though the manager is the mentor, this should truly be a team effort.
The second stage of the process is when the manager collects all information necessary about the employee. The manager may talk to the employee’s colleagues, or may do his own self-review. The employee still should have feedback during this part of the process, and the information gathered should form as a base for judging progress.
The third stage of the process allows the manager to provide some feedback to the employee. The feedback should include behavioral changes that need to be made in order for the employee to be more successful. Identifying behavioral changes provides self-awareness for the employee, which will play a vital role in their developmental growth.
The fourth and final stage of the coaching process involves the manager and employee working together to create a development plan. The plan consists of necessary steps the employee should be making in order to grow his role. The manager will still be involved providing feedback as time goes on.
Developing employees takes time and effort, but is worth it in the long run. It can help your organization in many ways, including reducing recruitment costs. When employees feel that their organization is investing in them, they are more likely to be satisfied with their job. Creating a development system within your organization will help develop top-tier employees. For more information on how to start developing employees, call one of our recruiters today!
Finding the best talent for your organization is extremely competitive. Attracting top talent should be a priority for your company, but the top talent should want to come to you. Your company should actively recruit top talent on an ongoing basis.
Our team at ExactStaff has compiled this post to help you make your company more attractive to potential employees.
The first place to start is with your employees. You want to create a company culture where employees actually enjoy coming to work. You are probably wondering what your current employees have to do with attracting potential employees, but in reality they are going to be your best reference. Employees who are happy will recommend jobs to people they trust.
It’s also important that the physical location of your company makes a great first impression. Since employees spend most of their working hours at the office, the atmosphere needs to be appealing. If potential employees have a bad first impression about an organization, it may make it difficult to bring them on board.
Having flexible scheduling options is also a great way to attract potential employees. Many employees today are looking to work in a more relaxed environment, rather than on a tight nine-to-five schedule. Let potential employees know their scheduling options upfront, as it may be a factor that causes them to choose your company over another.
When you have potential employees in for an interview, clearly explain the benefits of working for your organization. Ask yourself this question, “What makes our company better to work for than other companies in the area?” Ask other employees this question and gather some top selling points you can share with potential candidates. These benefits should be more than just pay, too. Of course good pay is a top motivator for most candidates, but employees today are looking for more.
These are just some of the top strategies for making your company attractive to potential employees. For more tips to help your company attract top talent, contact one of our expert recruiters today.
HR technology is becoming increasingly popular and extremely beneficial to organizations. As we have discussed in our recent HR related blog articles, there are already so many apps out there for the HR professional.
It’s important to understand what drives these technologies, so our team at Exact Staff has created this post to help your organization understand the new trends influencing HR technology.
Talent is everywhere.
Although your office may be in one market, the talent you need might be in another. Real talent is everywhere and your company should have the best of the best, no matter where the potential candidate lives. Make sure your company increases its global presence by being on networks with a worldwide reach. You don’t want to miss out on top talent because you are only searching locally.
Real-time talent assessments.
Gone are the days of the traditional, annual reviews. Thanks to technology, talent can be assessed in real-time. Organizations who utilize real-time performance analysis help their employees understand their weaknesses and allow them to work on them immediately. These assessments make for a stronger workforce as employees are constantly improving. Plus, organizations can provide employees with the tools necessary to succeed.
Having access at your fingertips.
Everything we do these days is on the go. How often are you checking your phone while you’re out of the office? Think of all the job seekers who are doing the same. Your organization should make applying while on the go as easy as possible. If you want to reach top talent, you need to be everywhere they are.
Employees are looking for a strong work-life balance, so offer them additional benefits. These benefits could be childcare, flexible work schedules, gym memberships, and other office perks like free lunch. Your employees want to feel like they are cared about and not just another number. Offering these additional benefits promotes higher employee morale.
Utilizing HR technology will help contribute to the success of your organization’s recruiting efforts. It’s crucial to stay on top of these trends, and we can help you do so. Contact our team of expert recruiters today for more information.
Performance appraisals are a traditional practice within most organizations, but when it comes down to it, they really don’t work. Forward-thinking organizations want their employees to be ingrained in the culture and they favor a participative work environment, but traditional performance appraisals say the exact opposite.
A traditional performance appraisal consists of the manager writing a review for their employee, and sometimes asking the employee to perform a self-review. Since most managers don’t keep track of what their employees do year-round, employee appraisals tend to be based off the most recent weeks. Often, managers dislike doing this task. Many managers feel uncomfortable judging their employees and forming opinions only on what they can remember, which can lead to managers putting this task off as long as possible. Plus, traditional performance appraisals tend to be linked to salary increases, so managers know they are limiting their employees if they rate their performance less than excellent.
Traditional performance appraisals fail to encourage true best performance, so it’s time to take a modernized approach. One technique as part of a modernized approach is getting associate input. This is the time for managers to gather feedback from an employee’s peers, direct reports, and even customers. Once the input is gathered, the manager and employee review it together and have an open dialogue about the feedback. Together, they can come up with a plan for development that will enhance the employee’s skills and knowledge.
Another part of modernized performance appraisals is holding a review more than once a year. The traditional review happened annually, but workplaces are constantly changing and growing and it’s important to gather and give feedback more regularly. When employees are made aware of things to improve upon throughout the year, they have more time for improvement. Plus, it gives the employee the opportunity to create their own goals and have realistic deadlines to meet them.
There are many other strategies for improving performance within your organization that follow a more modern approach. For more information on these strategies, contact one of our experienced recruiters today!
The word “team” is often referenced in workplaces on a regular basis. Employers want employees to work as part of the team, employees need to know how to work on a team, but few leaders know how to develop a successful team. It’s important for employees to understand the meaning of being a part of a team, and in order for them to do so they need to know the organization’s overall objectives. Although each employee has a specific job function, working as a team helps accomplish the overall mission.
Our expert recruiters at Exact Staff have designed this post to help your organization start building an all-star team.
- Have clear expectations for your team. Clearly communicate what is expected from not only each individual person, but the overall team. Team members should know why they are a member of the team in the first place, and what the organization is looking for them to achieve.
- Explain why they are part of the team. Give team members some context as to why they are part of the team. Explain your organization’s business goals and how this team will help the organization achieve them.
- Utilize competent employees. In order to have a successful team, the employees need to be competent and their skills and expertise should complement one another. It’s important as an employer to give the team the resources and support they need to succeed.
- Stress the importance of collaboration. In order to have a successful team, members need to work together. Ideas should be bounced off one another, and problem solving should be done as a group. Let your team know that collaboration is what will make them most successful.
- Communicate. Communication is essential for any successful project. Make sure each member of the team knows what they are responsible for, and make sure they are communicating this information to one another. It’s important to communicate so everyone is on the same page.