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  • Buyer Beware: Spot Resume Falsehoods Before You Hire

    06/19/17 10:00 AM | By :Exact Staff | Categories : Employers | Leave a Comment
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    Brown, spongy and shriveled.

    In the grocery store, it’s pretty easy to spot bad fruit.

    But when it comes to screening candidates, things get a little trickier. From entry-level to C-level, unscrupulous job seekers are notorious for stretching the truth on their resumes. Some of the most common lies include:

    • changing dates of employment, especially to cover up gaps;
    • inflating salary history, in the hopes of getting a higher initial offer;
    • exaggerating work responsibilities or job titles, to make themselves appear more qualified.

    How bad is the problem? According to one survey, nearly six in 10 hiring managers (58%) said they’ve caught a lie on a resume – and that doesn’t include lies job seekers get away with! So, when your organization is hiring, beware: things are not always as they seem.

    Here’s how to weed negative applicants before you make a job offer:

    Compare each job application to its resume.

    Look for inconsistencies in dates, job titles and other details.

    Confirm degrees before scheduling interviews.

    Believe it or not, the “diploma mill” business is a billion-dollar industry. When education is a key job requirement, verify degrees as part of your initial candidate screening process – so you’re not wasting time on unqualified candidates.

    Listen more; talk less.

    If you give them the opportunity, dishonest candidates will often trip themselves up in the interview and get tangled in their own web of lies. During your initial round of interviews, listen more than you talk. Ask open-ended questions to encourage interviewees to speak freely. Keep an ear out for conflicting information or other evidence that candidates are not what they’ve claimed to be on their resume.

    Probe for clarification in the interview.

    Make a list of anything on a candidate’s resume that’s unclear or seemingly contradictory, and then clear it up in the interview:

    • Confirm the circumstances of every change of employment.
    • Ask for proof of measurable results on their resume. For example, if a candidate claims to have increased productivity or profits by a certain percentage, find out if they can provide documentation to support it.
    • Probe for details on supervisory or self-employed duties. It’s easy for a dishonest candidate to dream up fancy job titles and impressive-sounding responsibilities. Ask planned, pointed questions to determine if they really lived up to what they’ve claimed.

    Complete all steps of your screening process before you extend an offer.

    While you may be worried about losing a promising candidate, don’t enter a legal relationship with a job seeker until you have:

    • assessed the candidate’s job skills with required testing;
    • verified professional licenses and memberships;
    • conducted a thorough reference and background check.

    Need to find the best of the bunch? Start by choosing a great staffing partner.

    While effective, all these recommendations for spotting resume lies require a substantial investment of time and resources. To get the honest candidates you want, without the headaches and hassles, trust Exact Staff’s team of recruiting experts.

    With a national presence and a full complement of staffing and placement services, we can rapidly deliver exceptional talent to grow your core team. Enhance productivity. And seamlessly flex your workforce to match changing demands.

    What can we do for you? Contact a staffing expert at your local Exact Staff office today.

     

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When Teammates Lose Their Passion, Reignite It!

06/16/17 10:00 AM | By :Exact Staff | Categories : Employers | Leave a Comment
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When you and your teammates embarked on this project, you were full of excitement and enthusiasm. Everyone worked to their full potential, applying their skills and creativity to achieve your objective.

But lately, that passion has cooled. Progress toward your goal has slowed. And the finish line seems further away than ever.

It’s understandable. With most projects, interest wanes over time. Work loses its novelty. And people have a hard time sustaining their commitment.

It’s understandable – but that doesn’t make it acceptable.

When team members have “lost that lovin’ feeling” for their work, how can you get it back? Today, Exact Staff shares practical tips for reigniting teammates’ passion for a project – and keeping it moving toward successful completion:

Determine Where Things are Going Wrong

Lack of clarity, urgency, ownership, teamwork and/or resources frustrates team members – fueling apathy and undermining success. Assemble your team to diagnose where, when and why progress is stalled. Consider questions like:

  • How effectively are team members communicating and collaborating with one another? What can you improve?
  • Where are processes slowing down? How can you remove bottlenecks?
  • Is everyone clear on the project’s purpose and importance?
  • Are team members’ daily activities aligned with the project’s requirements?
  • Are skills or resource gaps preventing successful completion?
  • Are individuals overburdened?

Change What You Can

While some circumstances may be out of your control, improve the aspects you can to reignite team members’ enthusiasm and renew their commitment:

  • Fix what’s in your control. Use what you learn from the discussion questions above to get the project back on track. Clarity of purpose, adequate training, sufficient resources and team synergy all fuel passion in the workplace.
  • Help teammates get more out of the project. Give team members opportunities to express themselves, learn new skills and contribute in ways that move them closer to achieving their career goals.
  • Inject some novelty and fun. Shake things up a bit with a contest or unexpected “fun” breaks. Disrupting routine work in positive ways helps improve motivation and focus.
  • Celebrate milestones. Keep team members’ enthusiasm high along the way by recognizing interim achievements of individuals and the entire group.

Recalibrate

Take a step back from the project to review, as a group, what you’re working toward. Remind team members of the overarching purpose for the project – and what’s at stake. Revisit the ways individual contributions impact your project’s success, to press their proverbial “reset” buttons and reignite their passion for their work.

Become a Source of Inspiration

Whether you’re a member of a team or its leader, being passionate on the job will stir everyone around you to realize their potential. In this earlier post, we explain how you can motivate your team to achieve greatness – by serving as a source of inspiration.

Team Members Dispassionate? Uninspired?

Reignite their passion, focus and productivity by freeing them to do their best work. With a full complement of national staffing and placement solutions, Exact Staff is here to support your core team’s success. Schedule a free consultation today to learn more.

 

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7 Things Smart People Don’t Do

06/9/17 10:00 AM | By :Exact Staff | Categories : Uncategorized | Leave a Comment
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Looking for ways to be smarter and more successful at work?

Of course, you are – otherwise, you probably wouldn’t have clicked on this post title. So, let’s get to the good stuff…

Smart, successful, high-performing people operate differently from their “average” counterparts. And in many cases, it’s what they DON’T do that gives them their edge. If you want to handle situations of all kinds more effectively, steer clear of these don’ts:

Don’t Pretend You Have All the Answers

Nobody does! Smart people are not afraid to occasionally be vulnerable. They ask for help when and where they need it. Instead of being a know-it-all, rely on your team for insights and suggestions for tackling tough problems.

Don’t Let Other People Bring Them Down

High achievers won’t let anyone else’s opinions or achievements diminish their own happiness. True, it may be impossible for you to completely insulate yourself from negative people’s actions. And it may be necessary for you to measure your work performance against your peers’. But you don’t have to let your sense of pleasure and satisfaction be controlled by others. Be the master of your own happiness!

Don’t Sugar-Coat the Truth

High performers are direct and tell the whole truth – even when it’s tough. Shine a light on the cold, hard facts about yourself, your team, your products/services and your competition. Only by acknowledging reality can you begin to change it for the better.

Don’t Dwell on Problems

Successful people know that their emotional state is determined by where they focus their attention. Instead of fixating on problems (which perpetuates negative emotions and stress), focus on actions that will improve yourself, your circumstances and your team’s performance.

Don’t Let Fear Hold You Back

Smart people have fears and self-limiting beliefs like everyone else – they just don’t let those thoughts prevent them from doing the right things. The next time fear prevents you from acting, determine if that fear is legitimate – or if it’s really due to a limiting belief – and unnecessarily holding you back.

Don’t React

Failing to prepare is the same thing as preparing to fail. Smart people spend an appropriate amount of time planning, thinking and preparing in advance. Dedicate time each day, week, month, quarter and year to reflect on what you’ve accomplished and what you need to tackle next. If you create a calendar with prioritized short-term and long-term goals, you’ll spend less time reacting – and more time accomplishing your objectives.

Don’t Staff Your Business Alone

Work with a national staffing service to access the right professionals, right when you need them. With offices nationwide, and a full complement of staffing and placement services, Exact Staff can connect you with other smart, successful people to support or grow your core team. How can we help? Give your local Exact Staff office a call today.

What can we do for you?

Contact a staffing expert at your local Exact Staff office today.

 

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What Generation Z Wants from the Workplace

06/2/17 10:00 AM | By :Exact Staff | Categories : Employers | Leave a Comment
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Juiceboxes and Nickelodeon reruns?

Nope – try again.

Generation Z, also known as iGen or homelanders, is all grown up. Entering the workforce. And changing how job satisfaction is defined.

Just what does gen Z want at work – and how can you deliver it? Let’s start by understanding what makes them different from older generations:

  • Age. Born between the mid-’90s and early ’00s.
  • Tech acumen. Having grown up with mobile tech, social media the internet and all that comes with it, iGen is extremely comfortable with rapidly changing technology.
  • Temperament. While every person is unique, homelanders are generally characterized as pragmatic, independent, competitive, sometimes stubborn and in a rush.
  • Immediacy. A product of their environment, gen Z is used to having immediate access to everything, everywhere, always.
  • Green. Environmental, social and financial crises have made this generation socially aware, fiscally conservative and committed to sustainability.

Bearing these differences in mind, here are a few practical tips to help you attract and retain generation Z employees:

Show Them the Money

While this generation wants to make a difference, their primary motivators are money and job security. During the Great Recession, many members of gen Z watched their parents struggle financially. Now saddled with college debt of their own, they’re driven to earn.

Provide Frequent Feedback

Today’s young professionals have grown up surrounded by support and feedback from parents, coaches, counselors and teachers. While they definitely don’t want to be micromanaged at work, annual reviews are not enough. Provide frequent, timely feedback for younger workers and give them adequate direction to achieve success.

Create Clear Career Paths

Having grown up in the gig economy, generation Z is comfortable with job change. To keep them happy and working for you, provide rewarding experiences that quell “FOMO” (fear of missing out), boost satisfaction and allow them to advance quickly.

Leverage Cross-Generational Mentorship

Gen Z has a lot to learn, but they also have a lot to offer. Pair them with mentors to accelerate learning curves and foster inter-generational bonds. At the same time, ask them to “mentor up” and impart their tech knowledge to older employees. You’ll help younger workers build their confidence, skills and work relationships in the process.

Recruiting Generation Z?

Exact Staff can help. Whether your needs are local or national, temporary or direct, the Exact Family of Companies provides solutions to make recruiting the right talent quicker and more cost-effective.

 

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