Can You Find a Job on Social Media?

June 23rd, 2016

You’ve probably heard a lot about social media as a candidate, but is it really the job search miracle it has been purported to be? In truth, you can absolutely find a new job on social media, but it requires some specific work on your part. Before you get started, there are a few things that you should know that will help you succeed in finding a job online. Here are some tips to help you out.

Contact your current connections.

Before you start making new connections, reach out to your current network. If you’re on LinkedIn, message some key people from your past. Find out what they’re up to and let them know you’re looking. People are often willing to refer past colleagues, they just need to be reminded that you’re available. An advanced tip that will make you more successful is to talk to them before you need a job and not only when you have a need.

Review online advertising.

Websites like Monster and CareerBuilder really changed the game for employment advertising. And while those websites aren’t the juggernauts that they were just a decade ago, they have spawned tons of similar resources for jobs. Search all online advertising from Indeed to Craigslist to make the most informed decisions. These websites collect a bunch of jobs and will offer a number of opportunities.

Search company website.

Also, don’t be afraid to go straight to the source. If there is a company you want to work with, make it a habit to check out their social media pages and website to see when they post new jobs online. This way you can be ready to submit your resume as soon as a match arises. You may also be able to sign up for alerts to receive emails from the company when they post jobs applicable to your skills.

Update your social profiles.

When you decide to start looking online for your next job, make sure that you are doing so with the most up to date profiles. Review your LinkedIn to make sure it has everything from your most recent position. Update your Facebook page to keep it professional and engaging. If you have a blog with great content, that can be a really attractive option to employers.

Engage with the online community.

And lastly, make sure that you are participating in the online communities. When companies use Twitter, for instance, they expect that there will be retweets and responses. Engage with them and with other readers in a positive way. Your name will become known to their social media managers, who will gladly pass you on to the hiring managers.

We will empower and motivate our candidates and employees to achieve their career goals by providing support, guidance, and accountability as a trusted career partner. To work with a top temporary staffing agency in Austin TX, contact our great team of recruiters today!

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You Caught Your Employee Lying. What Should You Do?

June 16th, 2016

There are many reasons an employee might choose to lie. Sometimes it is an unhealthy defense mechanism that kicks in when they feel threatened or afraid. Or they might want to manipulate the truth to make a situation appear different than it actually happened. As a manager, if you catch an employee in the act, how do you respond? Here are a few things to do when you find out an employee has been lying.

Follow your company protocol.

Your company should already have information spelled out in an employee handbook that deals with dishonesty on the job. If not, you should work with employment experts to ensure that there is a company protocol in place. When you discover an employee has lied, follow the requirements exactly to ensure that you are treating this employee and their co-workers fairly. Documenting everything and being transparent with all decisions will only help in the long term.

Gauge the extent of the lie.

The next step is to determine the severity of the lie. Falsifying records or recording incorrect hours to receive higher pay are very serious behaviors. However, there might be smaller issues or withholding information that may not affect the business or other individuals. It is important to know what you’re dealing with before you can determine the appropriate action.

Ignore or deflect a small lie.

You do have the right to ignore lies that are not harmful. This is entirely up to you and your corporate culture. Or, you can even deflect what was said by responding with accurate information. If you do this, your employee may not realize they were caught in a lie but rather that you didn’t know they were lying and corrected them.

Discipline a big lie.

However, if there may be cases when the lie isn’t something that can be swept under the rug. For example, you might find that a new employee lied on their resume. Or they may be taking credit for someone else’s work. Or, they may be falsifying documents that affect employment or a co-worker. Depending on the action, you will need to discipline the employee appropriately.

Confront the dishonest employee.

Lastly, you want to take care in the way you confront a dishonest employee. You should not confront them in front of an audience as that can escalate the issue and you don’t know how your other employees will view it. Instead, call them into a private meeting and talk to them about what you’ve found. Allow them to share their side of the story, but be cautious since they have already demonstrated they are willing to be dishonest when talking to you.

At Meador, our solutions help employers cut costs, improve workforce flexibility, and find top candidates for their unique needs. Contact a leader in staffing agencies in Austin TX today to get started!

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Think You Know Everything About Interviewing? Think Again!

June 10th, 2016

Too many job seekers go into an interview woefully unprepared. This becomes a poor reflection on the potential candidates in the market. Companies get just as frustrated and jaded when they’re not able to find the right person for their job. How can you overcome that unfair stigma? Wow them and land the job by being more prepared than your competition. Here are some ways you can make the best first impression on a company and get the job offer you’ve been wanting.

Study the job description.

You would be surprised to learn that many candidates don’t even review the job description again after they originally send their resume. In fact, many don’t thoroughly read the job posting when they send their resume either. There are subtle clues in every posting and if you can pick up on them, you’ll have an advantage over your competition.

Prepare for interview questions.

Interview questions come in all shapes and sizes. There will be detailed questions about your background. There will also be behavioral questions that are designed for the interviewer to see how you react in certain common situations. Don’t just prepare for the individual questions, but consider the techniques that can help you answer any questions you’re asked. Don’t worry about memorizing your answers but have general points and thoughts so you can pull from different talking points whenever you need them.

Research the company in detail.

You’ve probably been told to research the company before the interview. So, you go to their website and read the “About” page and think you’ve got everything you need, right? Well, not exactly. By researching the company, look for mentions in the media and other information you can find. Did they contribute to a local charity? Did they make the news for something impressive and positive? Look at their social media pages for even more context.

Dress for success.

Lastly, it is important to remember to make a good visual impression. Many companies today are casual, so candidates think it will be fine to present more casually in an interview. But unless an interviewer has specifically coached you about wearing casual clothes, always err on the side of professional. You don’t necessarily need to wear a full suit, but choose a smart and professional outfit for your first face-to-face meeting with the company.

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What Can You Make “Mandatory” in a Wellness Program?

June 3rd, 2016

Many companies are looking into the implementation of wellness programs for their staff. But there are a lot of questions about how to encourage participation. You can create a weight loss challenge or host yoga in the break room. But what if you want to make something mandatory? Mandatory is a concept that often turns people off of a program, but it doesn’t have to be. As long as you’re aware of what you can’t make mandatory, it is possible to design a wellness program that everyone can participate in. Here are some things to know.

Seminars and speakers.

Educational experiences can be a great place to start. Bring in speakers to talk about wellness issues, like stress management or healthy eating, for your employees to attend. In many cases, a break from their daily work will be welcomed. And the right speaker can easily motivate someone into taking action in their own lives. You can make attendance a requirement, but you’ll have to stop short and forcing them to implement these changes unless they want to. Taking it a step further, don’t limit your seminars and speakers to just physical wellness. Mental and emotional wellness are two great areas that a lot of people will relate to as well.

Annual physicals and other screenings.

You can make it mandatory that your staff engage in annual physicals or other screenings throughout the year. What you can’t do is then utilize this information to make employment-related decisions. But, if it keeps your employees informed about their own health, it will be a great benefit for them and the company overall. Insurance companies may require annual physicals to qualify for certain benefits.

Third-party medical questionnaires.

You can require that your staff complete medical questionnaires that are supplied by a third-party company that retains confidentiality. You cannot give out medical questionnaires yourself, as this would be a violation of HIPAA laws regarding individual medical privacy.

Additional voluntary programs.

Finally, there is no reason to avoid voluntary wellness programs. It may seem like mandatory processes will make your team healthier overall, but forcing someone to do something they don’t want to, even for their own good, rarely work and can add to stress and frustration. Allow them to pick and choose the programs that they want to participate in and you’ll see a higher success rate overall. You may think your employees want to do one thing, but you can’t predict their interest. See what they are interested in and build programs around that. When your employees create the programs, it’s much easier to get buy-in from your team.

At Meador, we will empower and motivate our candidates and employees to achieve their career goals by providing support, guidance, and accountability as a trusted career partner. Contact our great team to get started on work with one of the top temporary staffing agencies in San Antonio!

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