Can You Use Facebook Jobs to Land Job Candidates?

October 19th, 2017

Are you missing out on a large audience for advertising your open positions? If you’re not familiar with Facebook Jobs, you may not be attracting the most qualified and engaged employees in your area. More and more people are engaging with companies through online social media, so if you’re not using Facebook Jobs, your competition probably is, and that could mean you lose out. Here are some of the ways Facebook Jobs can help you in your hiring process.

Free access

Facebook Jobs is free to use both for job seekers and for companies looking for talent. If you’re logged in for your business and you visit Facebook.com/jobs, click on Publish a Job Post. This will bring up the free tool for you to enter your information. Once this post is up on your page, it will be accessible to anyone who has followed your company.

Wide audience

Not only will your followers see it, but you can also elect to share it with others based on certain criteria. On top of that, your content will be shareable, which is one of the many ways that Facebook posts get seen by a wider audience. If one of your followers knows their friends or family are looking for a job, they will share your post to their network, and so on.

Easy to use

The tool couldn’t be easier to use for job seekers. If they follow your page, they’ll see it in their feed. If they visit Facebook.com/jobs they will see all the current jobs available in their area. This will allow for them to submit their application through the “apply now” button or visit your website for more information.

Online reputation

Of course, posting jobs online has a lot more positive implications than negatives ones. Building a good reputation on social media will help draw more people to your page, site, and business. It will show how your company is a good place to work as well as a good company to do business with in your specific area of expertise. As online communication becomes more prevalent, building this reputation will be more important.

Work With a Top Staffing Agency in Pasadena TX

Are you looking for top talent to fill your open jobs? Contact the team at Meador Staffing today to get started on working with a top staffing agency in Pasadena TX.

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Need Extra Holiday Cash? Why a Seasonal Job Is the Right Answer

October 12th, 2017

The holiday season is sneaking up on us faster than we would like to admit. And with all the added pressures of making the holidays perfect for you, your family, or your friends you may find that you aren’t making enough money to do all of the things you want to this season. What if you could make a little extra cash on the side? Seasonal jobs have been a great solution for many people who just need some additional money during the holidays. Here are some of the reasons why a seasonal job might be the right answer for you.

You can work part-time.

Working with an agency for seasonal work doesn’t have to be a full-time commitment. You can work part-time on your own terms. Talk with a recruiter about your needs and see how they can help you find the right project for the holidays that can give you some extra cash to get you throughout.

You don’t have a long-term commitment.

Seasonal work is as advertised. They are short assignments meant to carry a company through the season as well. Some may be due to increased workload depending on the industry. Others may be covering for the vacation time permanent employees might take around the holidays.

You may have a flexible schedule.

Another great reason to do short-term seasonal work is to be flexible. You may also have commitments during the holidays and working a full-time second job wouldn’t fit into your plans. With seasonal work, you can talk to the recruiter about your scheduling needs and work only the times you want.

You can learn new skills.

Of course, the flexibility, commitment, and part-time nature aren’t the only benefits of seasonal work. When you are doing a new job, no matter how temporary, you are going to run into new tasks along the way. Once you know how to do them, you have added new skills to your resume – making you a more valuable candidate in your next job search.

You can increase your network.

Temporary and seasonal staffing also has the added benefit of networking. You make the connections at the agency. You make connections at the job, both in management and in their internal staff. You may even meet other seasonal employees who may have something to offer in the future.

Find Your Next Job With a Top Temporary Staffing Agency in Houston TX

Do you want a seasonal job to earn extra money for the holidays? Contact Meador Staffing today, now hiring for temporary jobs in Houston TX and its surrounding cities.

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Yes, an On-Site Manager Helps Your Company – Here’s How

October 5th, 2017

Have you been wondering whether or not your company could benefit from on-site staffing management? You may understand the mechanics of the process, but do you really know how it can work for you? You know that an on-site staffing manager can handle all aspects of hiring and managing temporary workers for your company. What are the real and long-term benefits that you’ll get from the arrangement? What can an on-site staffing manager handle for your company that your own team can’t? Before you get started or make other arrangements, here’s how an on-site manager can help your company succeed.

Increase the overall efficiency of your department.

Your on-site staffing manager will handle all the daily oversight of your temporary staff. They will be able to get them up and running quickly. They will manage and review the work throughout the day to ensure compliance and productivity. They will also provide detailed reports to your internal HR department so you can see the effectiveness of the on-site staffing program.

Reduce recurring problems in the workforce.

They will also be available to handle any daily work issues such as conflict resolution or safety and injury prevention or reporting. They can also take on the tedious task of scheduling to ensure all aspects of the job are handled in a timely fashion.

Manage all the temporary staffing functions.

Your on-site recruiter will also handle all the staffing-specific functions necessary to keep this department running smoothly, they will be in charge of sourcing and interviewing new candidates, handling all their onboarding, and maintaining payroll and administrative work.

Ensure safety training and policies in the workplace.

Since your on-site staffing manager is trained to work with this industry and the issues that might come up with each employee, they can also be in charge of safety orientation, discipline, and other enforcement as each employee starts and throughout the duration of their assignment, whether it is long- or short-term in nature.

Partner With a Top Staffing Agency in Houston

Are you looking at on-site staffing solutions for your business? Contact Meador Staffing, a top staffing agency in Houston TX, to learn more about on-site management options today.

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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.

Work with a top temp agency in Houston

Do you want to find your next opportunity? Contact the recruiters at Meador Staffing, a top temp agency in Houston TX.

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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.

Work With a Top Staffing Agency in Pasadena TX!

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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

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Standout Tactics to Help You Talk About Your Strengths in a Job Interview

August 24th, 2017

Some of the most common interview questions are also some of the most terrifying. You’re likely to be asked about your weaknesses and, of course, your strengths. And while it might seem obvious how to discuss your strengths, there are some things you can do to really sell yourself in an interview. What are some of the tactics that can help you stand out from the crowd.

Brainstorm about your strengths.

Before you go to your next interview, spend some time on this exercise. Get out a blank sheet of paper and start writing down all the things you feel are your biggest strengths. Don’t leave anything out. The goal of this is to have a huge list to choose from. Write down everything you can think of such as how you manage your time, how reliable you are, what you love to do most. Don’t leave any stone unturned.

Narrow your focus.

Now, narrow your focus. Look through your list and see how many of your strengths are just a variety of ways to say the same thing. For example, if you list time management skills, ability to hit deadlines and reliability, they all point to the same personality trait. Choose just one or two of these overarching strengths and work from those.

Prepare your examples.

Next, you need to have concrete examples to help sell your skills to an employer. Let’s stick with the example of time management. How have your time management skills positively affected your career in the past. Be specific. For instance, if you had a very time sensitive project for a demanding client who had bad experiences in the past, did you work out your plan of attack to give yourself plenty of time to complete the project with days to spare? How did this impress the customer?

Be accurate.

Of course, when describing your strengths to a potential employer you also need to accurate about the details of your account, especially when it comes to something verifiable through a reference check. But you also want to be authentic and accurate to give yourself the best shot at the job. For example, if you say your biggest strength is time management but you’re not actually that great with it, it won’t take long for the new employer to realize they’ve made a mistake in hiring you.

Don’t be too humble.

When you do settle on a specific strength to focus on as your answer to this inevitable question, don’t be too shy about sharing it. We are programmed to avoid bragging, but that is exactly what you need to do to sell your strengths in an interview. You need to find that fine line between confidence and arrogance and step right up to it without falling over. Confidence will win you points in an interview every time, so don’t be afraid to tell them about your accomplishments.

Work With a Top Staffing Agency in Pasadena TX

Are you prepared to answer questions about your strengths in your next interview? Contact Meador Staffing, now hiring for jobs in Pasadena TX, today to learn more.

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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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