Are Your Talent Screening Technique’s Out of Date? Here’s What to Do

August 17th, 2017

There is so much changing about the job market today. And many companies simply aren’t prepared for the new trends or technologies available for hire. You may be using outdated techniques for screening or vetting the talent before making a job offer. It’s important that you make the right decisions for pre-screening candidates across the board, so we’re here to help. Let’s take a look at some of the current trends.

Ban the box.

Employment laws referred to as “Ban the Box” encourage employers to hold off on asking an applicant about a potential criminal background. This is spreading and will become normal in employment over the next few years. The idea is that basing hiring criteria on a check box prevents valuable contributors from re-entering the workforce. This doesn’t mean that background checks aren’t run, but they may be run much later in the process.

Contingent employees.

Since the economic recovery began, more and more people are working on a project-basis rather than pursuing full time, permanent jobs. This gig economy means that companies are working more with short term or freelance workers than ever before. But what does that mean for your employment screening process? The important part is to keep your process consistent for all employees, traditional and contingent alike.

Continuous screening.

Another trend that is picking up steam is the idea of continuous screening. Make sure the consent form you use when hiring new employees is explicit about the company’s policies on continuous screening. You also need to make sure that you’re continuous screening process is in compliance with the EEOC.

Social media.

Many employers are curious about the role of social media when it comes to screening. It can be so easy to plug someone’s name into Google and read the corresponding social sites that return. But it is important to keep some things in mind if you do this, you may run into illegal or uncertain situations. If you’re not an expert in employment law, you may want to hire a third party company to include social media searches.

Unconscious bias.

You also need to ensure that you’re not allowing your unconscious bias to influence how you hire or what actions you take in the workplace. Unconscious bias can inform your decisions even when you are actively trying to avoid discriminatory behaviors. You may prefer to hire someone who has a similar background to yourself, but this may leave out perfectly qualified candidates.

Work with a recruiter.

There is a lot to be concerned with when it comes to screening potential employees. There are many moving pieces that are governed by different laws and employment regulations. By working with a recruiter, you can allow them to use their expertise to ensure the proper checks are run and the information isn’t being used incorrectly to inform your hiring decision.

Work With a Top Staffing Agency in Pasadena TX

Do you want to partner with a staffing provider who can help navigate the candidate vetting process? Contact Meador Staffing today to work with a top staffing agency in Pasadena TX to learn more!

 

Don’t Despair! How to Rock a Panel Job Interview

August 10th, 2017

You’re never quite expecting a panel interview, much in the way no one expects the Spanish Inquisition. Even with advanced notice, you may find yourself wondering how exactly you can pull off a conversation with three, four, five, or more people at a time. But you don’t have to panic. You can rock the panel job interview even if you’re nervous and anxious. Here are our tips for acing this interview and standing out among the crowd.

Acknowledge everyone on the panel.

When a one-on-one interview, you probably make sure you pay some attention to your eye contact. It’s equally as important that you do so with a panel of people. Be sure to acknowledge everyone on the panel throughout your conversation. Make it natural, though, not systematic. If you look at each person for a few seconds before starting the rotation over again, it will start to become noticeable.

Be prepared to repeat yourself.

Everyone you’re speaking with will have a different attention level, and that means some may listen attentively to every word you say while others will be thinking about their next question. For this reason, you may be asked similar questions more than once. Don’t act frustrated because you’ve already answered. Be gracious and give them the information they’re looking for.

Figure out who needs more convincing.

You will quickly start to notice the people on the panel who are on your side and those who are not. You don’t need to convince your biggest fan, your real job is to convince the people who are on the fence. Spend time addressing their concerns, react to their body language positively, and showcase why you’re a good fit.

Prepare for an off-the-wall question.

Especially in a panel interview, there is always someone who wants to see how you react when you’re flustered. Prepare for a question that might seem off the wall. Answer it to the best of your ability. Just don’t react in a way that will give them the satisfaction that they “gotcha” with the question. If the question is inappropriate, let them know that but give them relevant related information.

Thank everyone on the panel.

Of course, after you leave the interview your job isn’t over. Make sure you get cards for everyone you met with. Then, send an individual thank you note to each one. It doesn’t matter if you decide to do emails or send a handwritten note through the mail, just make sure you are thanking each person individually.

Work With a Top Staffing Agency in Austin TX

Are you ready for a panel interview? Contact the team at Meador Staffing, a top staffing agency in Austin, to learn how we can help!

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5 Signs You Need Outside Staffing Help

August 3rd, 2017

You know you need to focus your time and talent on running your business. So if you find yourself spending a lot of time searching for and interviewing new employees, there may be a much more efficient way to handle that process. Have you considered working with a staffing agency? Consider these 5 signs and how they may point in the direction of working with a firm to help you with your hiring and onboarding processes.

1. High turnover rates.

Is your company struggling to keep good workers on the job? Do people sometimes leave within their first 90 days? Have you been tracking their reason for leaving and been noticing specific patterns? A staffing partner can help you determine the cause and effect, such as an onboarding experience that isn’t matching the expectations of the job. Or the hiring process not drilling deep enough into employee skill levels.

2. Slow hiring process.

You have a lot on your mind. And even with the importance of hiring, sometimes it gets put on the back burner. That leads to a very slow hiring time, which can impact your business even if you don’t realize it. The time it takes to hire someone for an important position is costing your company money. Other employees are taking up the slack. You can’t afford to wait too long to fill a necessary role.

3. Low-quality candidates.

You may have several tried and true resources for hiring employees, but what happens when the well starts to run dry? You don’t have the time to try to access every avenue to hire your next great employee, so you may start to notice that the quality of candidates you’re bringing in isn’t the caliber that you’re looking for. A staffing partner can solve this problem.

4. Inability to test skills.

And how do you prove that a candidate is who they say they are? Not necessarily on an identity fraud basis, but on the basis of what they say they can do. If you bring in someone who claims to be an Excel wizard only to learn they can barely skate by, how does that affect the job at hand and the entire office? A staffing partner can test for skills before presenting candidates.

5. Too many resumes.

Another problem you’ve probably faced is simply too many resumes to effectively narrow your choices down for any given job. When you post online for a position, you probably get hundreds of resumes. That is too many to review and most of them won’t meet the qualifications. But a recruiter is dedicated to this process which can free up your time so you can focus on what you do best.

Work With a Top Staffing Agency in Pasadena TX

Are you ready to partner with a staffing agency to find your next great employee? Contact the team at Meador Staffing today and work with a top staffing agency in Pasadena TX!

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6 Warning Signs That You Shouldn’t Take a Job

July 27th, 2017

Sometimes when you’re in the thick of a job search, it can feel like any job offer will be necessary to maintain your sanity. But the truth is, accepting the wrong job will only lead to bigger problems down the road. But what should you be looking for to help you determine whether or not you should accept a job offer? If you notice any of these six red flags in the job search, it may be time to graciously walk away. Here’s what to look for.

1. Poor Communication

If at any time throughout the process, the hiring manager engages in inconsistent communication or insulting behavior, it may be time to cut bait. For some, that could be a microaggression that makes it clear you’re not the type of person they would rather be working with. Or it might be an inability to connect with you in a timely manner.

2. Bad Office Attitude

When you interview, pay attention to the office attitude as a whole. Are people happy to be at work? Is the overall mood positive? If not, can you determine why? You don’t want to work in an environment where no one seems excited to be there. If you can visit on more than one occasion, that will help you determine if it was just a bad day.

3. Bad Reputation

Do your homework. Before accepting a job offer, check out any news related articles about the company. Read former employee reviews on sites like Glass Door. Look for financial information to make sure the company is healthy. Taking into account sour grapes, use this to make an informed decision about your offer.

4. Personality Conflict

Do you genuinely like the person you would be working with? If you think that your personalities won’t match up, then it might not be a good idea to take the job. Once heads start to butt, it can be far too late to make repairs. If you feel tension with anyone you meet with, just politely walk away.

5. Unclear Job Duties

Throughout the process, the company should be able to effectively communicate the expectations of the job. If they seem unclear on what the job will entail, how can you expect to have clear instructions and proper training? If things seem inconsistent, it might be time to turn them down.

6. Inconsistent Policies

Speaking of inconsistencies, you should also pay attention to corporate policies. If their environment and their policies seem to be on very different pages, it might be a red flag. If their policies seem reactionary, you may not be fully protected if something happens they’re not prepared for. Make an informed decision before accepting any offer.

Work With a Leader in Staffing in Houston TX

Are you looking for your next job opportunity? The experts at Meador Staffing can help. Contact us today to work for a leader in staffing in Houston TX!

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How to Manage Through Sensitive Situations

July 20th, 2017

A tragedy or other sensitive situation can strike an office at any time. An entire company is affected when an employee passes away or become ill. But through everything, management needs to manage to ensure that everyone is provided with the tools they need to cope and continue. What actions should you take to support your team through this situation while still maintaining productivity? Here are some thoughts to get you started in the event you ever have to deal with this kind of situation.

Be aware of your staff’s emotions.

In the case of the death of a coworker or even a serious illness, don’t assume that your entire time will be emotionally able to carry on without a pause or some help. Know that everyone grieves and deals with emotions differently, so simply being aware of how your staff reacts will be important to the healing process. Give them space and support they might need.

Consider how this might affect productivity.

By doing so, you do need to consider how your productivity will be impacted. Will there be people who can pick up the slack? Are you prepared for an emergency in your company? Simply looking ahead at what needs to get done over the next several months will give you an idea of ways you can compensate to ensure everyone’s needs are met.

Organize a gift for the employee or their loved ones.

Often the reason people feel so helpless in situations like this is they can’t do anything about the situation. By asking your team or organize a care package for their coworker who is ill, or finding the appropriate memorial gift for the loved ones of the deceased co-worker they can feel like they have a hand in the grieving process.

Provide professional resources for your staff.

But no matter how much time you give to your team or what kind of gift they organize, there will be individuals who aren’t able to process the information on their own and move on. This is why you need to ensure they have access to a professional who can help them along the way. Partner with a counselor or provide access to group therapy so they can build the personal tools they need to cope.

Work With a Top Staffing Agency in Pasadena

Are you looking for more management ideas to help you through a difficult situation? Contact Meador Staffing today to work with a top staffing agency in Pasadena TX.

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How to Write Smarter Job Search Emails

July 13th, 2017

It is simply a reality of the 21st-century job search – you will have to write professional emails throughout the process. There are plenty of times when emailing is going to be preferred both by you and the person you’re connecting with. Let’s look at some of the times when you will be emailing throughout your job search and we can provide some easy to use templates to get you started.

Initial Inquiry

In today’s marketplace, you’re probably sending a lot of resumes via email through online job postings. You may already know that you shouldn’t just attach a document without some accompanying email. If you do that, the recruiter probably won’t open it. But your initial inquiry should act as your cover letter.

This cover letter needs to include important information that might not be on your resume, your contact information, and your interest level. Also be sure to address it directly to the hiring manager or recruiter. If you can’t do that, never use “To Whom It May Concern.” Simply begin with “Good Morning” or “Good Afternoon.”

Here is a template to get you started:

Good Morning [Mr. or Ms. and their Name, if known],

I saw your listing online and I’m interested in learning more about the [job title] position.

I have [# of years] experience with [this work] and believe I would be a good fit.

[Insert a specific example of how this experience has helped you in the past in a similar position.]

I am available to talk at your convenience. Call me at [phone number] or email me at [email address] so we can set up a time to meet.

Thank you for your time and consideration,

[Your Name]

Thank You Note

After any interview, you probably know that you should be sending a Thank You note. Some people prefer the handwritten note over the email, but there are limitations to that option as well. They take longer to arrive and may not include all the details you want to convey.

A Thank You note is a great way to share information you may have forgotten in the interview. For example:

Good Afternoon [name],

Thank you so much for taking the time to meet with me. I enjoyed meeting your staff, loved your office, and am excited about the opportunity.

[In this section, start with something like “I forgot to mention in the interview, your job posting specifically stated that you were looking for someone with (experience.) I have worked with that in the past and (share details about your experience).]

I look forward to hearing back from you.

[Your Name]

Interview Follow Up

After an interview, you should also follow up with a potential employer. During your meeting, you should have asked when they expected to make a decision. Then, after you’ve sent your initial thank you note, you can mark the calendar with the time frame. For instance, if they said “about a week” connect with them 5 days later and remind them you’re still interested. For instance:

Good Morning [name],

I really enjoyed our meeting on [date] and wanted to find out if you had made a decision regarding the open position in [department or office.]

I am available and interested in talking with you more. If you have any more questions for me, you can reach me at [phone number] or [email address].

I look forward to hearing from you.

[Your name]

Online Networking

Emails are also a staple of online networking, such as the generated emails from LinkedIn when you connect with a new person. But these general emails don’t share any information and don’t give any reason the person should accept your invitation. You should always customize it for your specific needs.

For example, you may have a mutual professional acquaintance. You can reference that. Or they may work in an industry you are interested in or have worked in before. They may be in your city and you’re looking for more local connections. Add a paragraph about why you’re reaching out and they’re more likely to connect.

As always, you should customize all of the templates we’ve provided here and use them only as a jumping off point.

Work With a Leader in Staffing Services in Houston TX

Do you want to know more ways to effectively communicate during your job search? Contact the recruiters at Meador Staffing today and work with leaders in staffing services in Houston TX!

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4 Reasons Employees Quit (and What to Do About It)

July 6th, 2017

According to the U.S. Department of Labor, American workers are not saying in their current jobs until retirement. While the average length of employment varies based on the job duties and title. There are multiple reasons that employees quit. More than ever before, employee satisfaction is becoming an important topic for managers and business owners. And it is as important to know why your employees are choosing to leave as it is to determine retention programs to keep them. Here are some of the most common reasons employees leave their jobs and what you can do to overcome it.

1. A lack of connection.

Employee loyalty doesn’t have to be a relic of the 1950s. There are plenty of things you can do to ensure your team feels a connection to your corporate culture. Learn what makes your employees tick as individuals. Get to know them. Then help them understand how their unique skills fit with your overall company culture. Once they have a sense of belonging, they are bound to be loyal to your brand.

2. No challenge or motivation.

While you’ve hired each employee to be a very specific cog in a very complex machine, no one is happy doing the same tasks over and over again. They need to feel challenged. And you can provide that for them. Create milestones for achievement. Allow them to have creative control over aspects of their job. Find out what motivates them and reward accordingly. Some companies also cross train so everyone can feel a sense of variety in their work.

3. No clear career path.

Of course, one of the most common reasons a person leaves a job is to advance their careers. They may not see any upward mobility in their current job. While you may not be able to promote everyone in your organization to an executive level position, there are ways to provide advanced career opportunities throughout the business. Demonstrate the long-term career viability on your team.

4. They’re stressed or bored.

Happiness is essential to personal satisfaction. And there is ample evidence that stress in the workplace is the cause of multiple medical conditions, like heart disease. If someone feels that stress is far too overwhelming, they may look for a less stressful environment. The opposite is also true. If someone is bored and not having fun on the job, they will be less likely to remain loyal and look for a place that puts more emphasis on enjoyment.

Work With a Leader in Staffing in Houston

Are you looking for more ways to increase employee retention? Contact Meador Staffing today to work with a top temporary staffing agency in Houston TX!

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Bilingual? You’re in Hot Demand

June 29th, 2017

If you’re bilingual, there may be some great news for you on the business horizon. In the last 5 years, the demand for talented bilingual employees has grown significantly. If you’re a professional at any level and you can speak more than one language, you should be able to leverage these skills to advance your career. So what can you do to ensure that you’re included in this hiring boom and approach the right employers for your next job?

Jobs at all skill levels.

Bilingual employees are in high demand across the board. From general labor to administrative support and all the way up to upper management, technology, and financial positions. Regardless of the type of job you want or your long term goals, if you’re proficient in another language you have an advantage in the workplace.

Chinese, Spanish, and Arabic.

Companies hiring bilingual employees are looking at multiple languages, but the top three appear to be Chinese, Spanish, and Arabic. And that makes sense considering the global aspects of the modern workplace. If you’re fluent in any of these languages, be sure to make that prominent on your resume.

Texas at the top of the list.

Unsurprisingly, when looking at states that are focusing on bilingual hiring, Texas is at the top of the list. For a variety of reasons, Spanish speakers are in high demand throughout the Lone Star state, but other languages are being sought as well. If you’re a bilingual professional in Texas, seek out the right opportunities.

Proving fluency.

Of course, it isn’t always as easy as simply saying you’re fluent in any of these languages. Companies need to have some assurance that you can do what you say. They may provide testing in the other language to determine if you’re proficient in both writing and speaking as well as understanding someone else and potentially understanding dialects. Be willing to take these assessments.

Writing your resume.

You also need to be able to market your skills in another language in your resume so you will get calls back from top companies in Texas. Be sure to list it prominently. And, if possible, provide data that will support how your language skills have benefited you and a previous employer in the past. This can also be demonstrated in a cover letter, which you should write in the primary language but perhaps include a short paragraph demonstrating how you write in another language.

Work With a Top Employment Agency in Houston

Are you looking for a job to utilize your bilingual skills? Contact Meador Staffing, now hiring for jobs in Houston TX.

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How to Maintain Employee Productivity This Summer

June 22nd, 2017

Summertime can hit your employees hard. They want to go outside and enjoy the sunshine. They might have kids who are out of school, or they might be feeling the stress from long work days and trying to keep up at home. There may be vacations coming up, which should be fun but can add to the tension in the workplace. So how do you help your team maintain the right productivity levels throughout the hot summer? Here are a couple of things you can do starting right now.

Start a summer schedule.

Can you create a summer schedule for your team? Some offices will allow their team to work 4 10-hour days to have one day off. Others will shut the office down early on Fridays. If you can offer this extra time off without sacrificing productivity, it may actually help enhance your team’s motivation.

Throw a party.

Many companies have a summer party to help their staff blow off steam in a social way. Host a family picnic or an overnight retreat depending on the size of your office. This will give everyone a chance to socialize outside of the office and to relax. You can plan a team building activity, but don’t over plan to avoid causing stress. You want to ensure that everyone has fun.

Keep them guessing.

Don’t let your summertime motivation strategies become predictable. Instead, occasionally offer unexpected and fun surprises to help keep your team active and engaged. Give awards for performance, but also throw in some fun awards that no one will see coming. Like best parking job or packing their lunches.

Start a volunteering initiative.

Millennial employees are taking the lead on the need to work with companies that focus on giving back to the community. They want to work with companies that have a social initiative. The summer is a great time to kick off these volunteering programs to allow your team to work together to support the common good. You can raise money for a cause or organize a volunteering day.

Work with a leader in staffing services in Houston

Are you looking for new employees to supplement your team this summer? Contact Meador Staffing today to work with a leader in staffing services in Houston TX.

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Don’t Overthink It! 5 Strategies to Smarter Interviews

June 16th, 2017

Interviewing is stressful, there’s no doubt about that. But are you actually making it more difficult on yourself by over thinking the process? It can be easy for us to get in our own way by self-sabotaging the experience. Before your next interview, consider these tips to avoid overthinking the interview and prepare for specific questions.

Take a break from practicing.

You’ve been told over and over again that you should practice your interviewing skills. But there comes a time when the practice just becomes a broken record. Directly before your interview, take a break from your practicing. You’ve prepped, you’re ready. Now is the time to let the chips fall where they may.

Prepare a thank you note.

Many people lament that they forgot important stuff in the interview. There is good news, your thank you note can give you another chance to say what you meant to say. Before the interview, create a template for what you think will be important to include. After the interview, review it and complete it with what you learned.

Don’t get caught up in details.

Sure, details are important when you’re telling someone how much money you saved your company. But when you get caught up in too many details, you begin to lose site of the bigger picture. Consider the two or three details that are important. Then use your interview time to tell stories about your accomplishments and experience.

Learn from past mistakes.

You’ve probably had a few interviews in your life. Consider the things from past interviews that you wish you had improved. Focus on those things rather than trying to completely reinvent the wheel. This can help you feel more relaxed in your interview rather than trying to remember too many things.

Don’t stop looking.

Finally, one of the biggest mistakes that job seekers make is trying to put all their eggs in one basket. Just because you’ve had an interview that you think went great, don’t pin all your hopes on an offer from that company. Keep looking. Then, whatever happens, you’ll be prepared.

Work with a top employment agency in Austin

Are you looking for more interviewing advice? Contact the team at Meador Staffing, now hiring for jobs in Austin TX.

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