Don’t Hold Yourself Back: Overcoming Obstacles that Are Hindering Your Ability to Find a Great Position

September 28th, 2017

Are you feeling frustrated by your job search? Have you taken a step back to have a critical look at what might be in your way? There may be several obstacles holding you back, so it’s important to see them and determine the best solution. Whether the hurdle is self-imposed or from an outside source, they can be overcome. Let’s take a look at some of the common obstacles job seekers face and what you can do about them.

Only using one method to apply.

Many job seekers make a big mistake by following only the path of least resistance in the job market. Applying for jobs online using the popular job boards is, by far, the easiest way. But it isn’t always the most effective. Instead, vary your methods by applying online, connecting through social media, networking in person, and more.

Not having enough experience.

You may find yourself not applying for jobs you really want because you’re worried you don’t have enough experience. And in some cases, this may be a reasonable strategy. But not having all of the exact experience isn’t always an issue on the job market. Look at the experience you do have. Could it be transferable? Could you market yourself differently?

Saying you can’t network.

Networking in person can be scary, especially if you’re introverted or shy. But simply avoiding it can be the very difference in your job search. Challenge yourself to get out there. Pick just one event a month. Make sure to bring business cards with you. But also push yourself to get at least 5 business cards. Then make sure you’re following up.

Thinking the employer holds the cards.

Many job seekers believe that the only power in the job market lies with the employer. But that isn’t always the case. You have the talent they need, so leverage that. Create a list of employers you want to work within your community. Next, connect with them on social media. When the time is right, ask them how you can apply with their company. You’ll be surprised by the results.

Not looking at all your options.

Finally, many job seekers pigeonhole themselves without even realizing it. If you’re avoiding certain opportunities or avenues, you may be cutting yourself off from the very job that’s perfect. Always weigh your options. Always look outside of the box. Give yourself a chance to be creative in your search and try new things.

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How to Craft an Employee Retention Plan

September 21st, 2017

Your employees are your company’s most valuable asset. So when you’re experiencing high turnover, it can be a sign that things are broken in your processes. To create an effective employee retention plan is a way that you can demonstrate your commitment to keeping your employees engaged and happy on the job. So how do you do that? Here are just a few suggestions to get you started with a retention strategy in your company.

Create a positive company culture.

Your company culture has more at stake than just where the coffee is in your breakroom. The overall values and mission of your organization create the culture, and you should be hiring individuals who fit that culture and work well within its framework. Creating a company culture that breeds loyalty is a great way to ensure retention of your employees.

Develop a streamlined hiring process.

Your hiring process may also be to blame for high turnover. Many managers hire based on gut feeling, but this can go wrong quickly. Instead, create an interview and evaluation process to compare the same criteria for each and every candidate who walks in for a job with your company.

Maintain an onboarding program.

Like company culture, onboarding needs to go further than a tour of the office. Onboarding is how you train your new team to accept and work within your company culture. Not only do you need to train them on the job they’re doing, but also on how your company does things. Make this interactive and positive.

Recognize contributions of your team.

When your staff goes above and beyond, how do you recognize their hard work? Programs that allow for you to reward your team for a variety of reasons will let them know you value them and want them in your organization. Sure, holiday bonuses can go a long way but have spontaneous rewards as well.

Conduct exit interviews to learn more.

When someone does leave, make sure you know why and track that information. Conduct exit interviews with employees who give their notice. There are many reasons an employee leaves, and sometimes it isn’t about the job at all. But when it is, it’s imperative that you do what you can to make sure problems are resolved before others are affected.

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Looking for a Marketing Job? 6 Traits Employers are Looking For

September 14th, 2017

If you’re in the market for a marketing job, there may be some things helpful for you to know. What are employers looking for when they consider the resumes and candidates for their open jobs? You have what it takes, now it’s time to demonstrate that to a potential employer. Here are 6 traits employers look for when they’re considering marketing professionals for their companies.

1. Confidence, but not arrogance.

Marketing is all about selling services or products, so it’s imperative that you’re someone who exudes confidence. However, there is a fine line between confidence and arrogance, and this will be apparent when an employer is considering you for the position. Be sure to stay positive, confident, and knowledgeable.

2. Ability to learn new things.

Of course, just because you are confident in your skills and knowledge doesn’t mean you need to stop learning. An employer also wants to work with a marketing professional who is willing to learn and try new things. Anything from new ideas to new technology may be on the table, so don’t close yourself off to experiences.

3. Good listening skills.

It is also imperative that you demonstrate good listening skills. Communication is an important skill for anyone in marketing, but the half that many people seem to forget or overlook is listening. You need to be able to hear what a client, or a coworker, has to say and internalize it before making recommendations.

4. Ability to adapt to situations.

There will also be plenty of times in the course of your job where you need to change directions quickly. A potential employer wants to know that you don’t freeze or panic when something doesn’t go according to plan. They want to see that you’re adaptable, so demonstrate this with examples from your previous jobs.

5. A sense of self-awareness.

They also want to know that you understand yourself. Self-awareness is more than just the ability to understand your motivations, it’s also about understanding how you respond to others, how you react to situations, and how you learn new things. Knowing your own personal limits and testing them will help you in your career.

6. Ability to work with a team.

Finally, rarely is a marketing professional an island. You will need to work with a variety of people directly on your team as well as clients outside of the office. How you interact will be an important determiner for a potential employer. Share with them the ways you work well with others rather than simply stating you’re a team player.

Are you looking for a marketing position? Contact Meador Staffing today to work with a top staffing agency in Pasadena TX.

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Key Signs You Should Promote An Employee

September 7th, 2017

Not all of your employees will be contented to stay in their position for the duration of their career with your company. That means, from time to time, you should have a plan in place to promote star performers. But what are the signs that indicate you should be considering a promotion for your employee? Here are the things that can give you a hint that promotion should be on the table.

Their data supports it.

Though it isn’t the only measurement, numbers are an important way to determine whether or not someone is qualified for a promotion. How does this employee impact the bottom line? What is their productivity level? How much money do they save or spend for the company? Starting with the hard data will help you determine who should be in the running.

They put in extra effort.

Staying late or coming in early doesn’t automatically mean that a person is motivated or accomplishing the right goals. What you want to look for is someone who puts in the extra effort. This doesn’t have to be time, specifically. It could be innovation to determine a new and better way to approach a common problem.

They’re solutions oriented.

Of course, solutions is also a big part of the process. There will be people who constantly complain about their situation, their tools, or their coworkers. These are not the people who will succeed if promoted. What you want to watch for is someone who is willing to immediately determine a solution whenever they run up against a challenge.

They enjoy sharing their skills.

A person who should be considered for a promotion may also be someone who enjoys passing on their knowledge. Not everyone is cut out to be a teacher, but there are people who really thrive on sharing what they know with others. Who jumps in to help when someone needs additional training?

They ask for more responsibility.

If an employee is eager to do more and they ask for it, this is a personal trait that should be encouraged and rewarded. An employee looking to add to their current duties is someone that may be ready for a completely new promotion to make way for new talent in their current role.

Of course, there may be a time when an employee doesn’t quite tick all the right boxes. In these cases, you may want to consider investing in career development training. And, if all else fails, you can consider hiring someone from an outside source such as a staffing agency specializing in your industry.

Contact a Top Staffing Agency in Pasadena TX

Do you have more questions about hiring employees? Contact the team at Meador Staffing today to work with a top staffing agency in Pasadena!

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