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Exact Staff News

  • Leave 2014 in the Past and Make 2015 Your Breakout Year

    12/26/14 10:00 AM | By :Exact Staff | Categories : Career Advice | Leave a Comment
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    Find a better job.

    Get that raise.

    Start a new career.

    Made a career New Year’s resolution like one of these? Congratulations! You’ve taken the first step toward improving your future.

    To maximize your chances of success, start with a clean slate. Use these suggestions from Exact Staff to put the past behind you, so you can gear up for a successful 2015:

    Forgive yourself.

    Everybody makes mistakes! If you were fired from your job, lacked motivation in your job search, or made a big blunder at work in 2014, beating yourself up about it won’t change the facts. So let yourself off the hook – and let go of negative thoughts that undermine your confidence and motivation.

    Learn from your mistakes.

    Apply an “every cloud has a silver lining” mentality to your career, using a past slip-up as a learning tool. What would you do differently if you had the chance? What beneficial lesson could you take away from a negative experience at work? Instead of focusing on the mistake itself, focus on how you can grow from it (and vow not to let it happen again).

    Focus on your assets.

    Despite what may have happened in the past, you have marketable skills, experience and a unique personality to offer a potential employer. Make a list of what you like about yourself, as well as your prior accomplishments. Use these positives as a foundation for sprucing up your resume and your mindset for the future.

    Visualize success.

    One of the best ways to succeed at something is by creating a mental picture of yourself achieving your goal. Imagine the specific steps you have to take to get there – and write them down. Here’s an example:
    If you want a raise, picture yourself taking more responsibility at work. Detail five ways you could show more initiative or exceed expectations, and then visualize yourself doing each. By creating a mental image of success, you’re more likely to transform your goal into reality.

    Another great way to make 2015 your breakout year?

    Make Exact Staff your career partner. Whether you want to improve your work situation, explore a new career or land a job with your target employer, we can help. Search for jobs in your area or contact an Exact Staff recruiter to get started.

Does Your Company Culture Encourage Employees to Think Outside the Box?

12/22/14 8:38 PM | By :Exact Staff | Categories : Employers | Leave a Comment
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“We’ve always done it this way.”

“That’ll never work.”

“If it’s not broken, don’t fix it.”

If sayings like this are common in your workplace, your culture might be stifling creativity and innovation.

Is that a problem? If you want to ensure continued growth and success, absolutely! After all, if everyone within your organization continues to do things the same way, year after year, your products, services or processes will soon become outdated – even obsolete.

Don’t get left behind. Use these tips from Exact Staff to foster a culture that encourages employees to “think outside the box” and fuels innovation:

Give employees the freedom they need.

When employees are micromanaged, it sends an unspoken message that their independent thought isn’t valued. Help employees set appropriate goals for their performance. Then, as much as possible, show that you trust them by giving them their freedom. When your team has the flexibility to accomplish tasks as they see fit, they’re generally more satisfied in their work – and may develop even better ways to get things done!

Challenge the status quo.

Teach your employees to ask questions like: “What if we did this differently?” and “How could we improve this?” Encourage workers at all levels to share new ideas, to disagree without being disagreeable and to strive for continual improvement (even when something isn’t “broken”).

Make it okay to fail.

What happens when an employee misses the mark in your organization? To create a culture that supports innovation, outline acceptable parameters for taking calculated risks. And when an employee tries a new idea but fails, don’t punish or reprimand him. Instead, help him learn from the mistake.

Foster a more positive work environment.

Not surprisingly, an oppressive culture stifles creativity. If your culture permits bullying, intimidation or the like, do whatever you can to turn it around. Enlist your biggest “offenders” in developing a more supportive environment that encourages new ways of thinking.

Elevate employees’ thinking.

Inspire your team to spend time each day thinking beyond their own jobs. Hold periodic sessions dedicated to brainstorming, team-building or other thought-provoking activities that spur creative thinking.

Fuel growth and success with a smart staffing strategy.

In addition to developing the right culture, partnering with a leading staffing agency like Exact Staff is a great way to ensure profitable growth.

To develop the best solution for your organization, we invite you to schedule a free workforce consultation with us. Together we can assess your needs, brainstorm options and design creative strategies to help you overcome whatever workforce or hiring challenges you face.

Preparing for January 2015 | Laws to Pay Attention to (part 2)

12/12/14 4:09 PM | By :Exact Staff | Categories : Employers | Leave a Comment
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Will it be a truly Happy New Year for your business?

It depends on how prepared you are for 21 new laws that may be affecting your business, that is!

Staying up-to-date and compliant is essential to making the new year both happy and profitable for your organization. Today, Exact Staff offers some help. In the second of our two-part series, we summarize two more laws that should be on your radar.

If you missed the first post on California employment laws that went into effect January 1, 2015, you can read that by viewing our recent blog posts.

While this review is not intended as legal advice, it will help you better understand the immediate impact the new legislation will have on California organizations and the long term impact they may have on organizations across the country– as well as the ways our staffing firm can help.

1. AB 1650 (Requesting Criminal Conviction Information)

What you need to know:

Commonly known as the “Fair Chance Employment Act,” AB 1650 prohibits certain contractors (those who submit a bid to the state for a job involving on-site, construction-related services) from asking applicants of those jobs to disclose – either verbally or in writing – information about their criminal conviction history.

While this law is quite specific in terms of the jobs covered, it is part of the larger issue of background check compliance that’s a hot topic for many businesses today. Continually changing laws, and an increasingly vigilant Equal Employment Opportunity Commission (EEOC), have made the process of protecting your company – and making great hires – more complex and risky than ever.

The best way to stay compliant? Create a comprehensive background check policy that is in writing, uses objective criteria, and is applied to every candidate in the same way.

How Exact Staff can help:

  • Bring in temporary employees to provide support when needed. As their employer of record, we assume all risks and liabilities related to their screening and hiring.
  • Allow us to handle your recruiting. We stay up-to-date on the rapidly changing world of hiring law. Trust us to screen candidates properly, perform legal background checks and reference interviews on your behalf, and then present the best candidates to you.

2. AB 1897 (Joint Employer Liability for Labor Provider’s Wage and Hour Violations)

What you need to know:

Under the new Labor Code section 2810.3, if a “labor contractor” (such as a staffing firm) fails to pay required wages or to secure adequate workers’ compensation coverage, the organization for whom the workers are providing services “shall share with the labor contactor all civil legal responsibility and civil liability for all workers supplied” to the company.

AB 1897:

  • Contains several exemptions from its coverage (e.g., employers with fewer than 25 workers, non-profits and union hiring halls).
  • Includes detailed criteria for defining what a “labor contractor” is and isn’t.
  • Specifically prohibits any attempt to contract around the law’s requirements.
  • Does NOT prevent an organization from contracting for indemnification by the labor contractor for its wage and hour violations.

How Exact Staff can help:

If you’re concerned about potential co-employment liabilities, just give us a call. Our experts are here to explain everything we do to comply with all federal, state and local legislation related to paying required wages and securing valid workers’ compensation coverage.

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