Building the 2019 Budget: Account for Overtime or a Staffing Agency

October 18th, 2018

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As we wind down 2018, you’re probably starting to look at your year-end budget to determine the best spend for 2019. One of the top concerns companies have is whether or not to engage in overtime or bring on temporary employees to help offset increased production or workloads. There are pros and cons to both options. So how do you know which budget to create for the coming year? Take a look at these comparisons to decide for yourself.

Talk to current staff about overtime.

Have you taken your current employee’s work/life balance into consideration when deciding how to budget for increased workload next year? A more flexible schedule is becoming increasingly important for businesses to keep in mind. Don’t try to guess. Talk to your team about what they want to accomplish the next year.

Review the financial impact.

Depending on your decision, it will impact your overall business processes. If you need to increase hours, how will this affect productivity? If you decide to bring in temporary employees, what is the increased cost? No matter what you need to do in the future, try to imagine how this will impact your budget moving forward.

What if you need help fast?

In some cases, you may need additional help quickly. How do you make sure that you balance your employees’ overtime with the increased need? Having a plan in place well before you have this immediate need will only help you spring into action when additional employees are necessary.

How to have a relationship with a recruiter.

To solve any concerns you have about overtime or temporary help, start building a relationship with a local staffing agency now. Sure, you can contact a company when you have the need, but the experience may not be seamless. When you develop a relationship with a recruiter, they will better understand your company and needs so they can help fast and accurately.

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An Online Degree – How Do You Evaluate the Job Candidate?

September 20th, 2018

There was a time when seeing a degree on someone’s resume was incredibly important for hiring managers. But the world is changing, and the employment arena needed to adjust with the times. Today, more and more professionals are opting to get their degrees online, sometimes from start to finish, and sometimes as a degree completion program if they left undergrad before they finished. So how do employers evaluate a job candidate who brings an online degree to the table? Here are some practical tips.

Define the role.

Before you even begin looking at candidates for your open position, be sure that you’re properly defining it. What are the requirements and why do they exist. If you need a degree, why do you need that? Could someone also apply if they don’t have a degree but have several years related experience? How would an online degree play into their qualifications, if at all?

Create standardized criteria.

Once you define the role, create a standardized system of criteria. This way, you are able to compare apples to apples rather than trying to fit square pegs into round holes. When you create a list of all the possible criteria required for a position, do make sure you’re allowing for some variation or you’re only going to see the same candidates over and over again.

Understand the different online programs.

Of course, it is also on you to make sure you better understand online degree programs and what they mean. For example, is there a difference between a degree completion program and online courses? Does the program provide certification or a degree? Is the university accredited?

Be clear about expectations.

When you do interview, be clear about the expectations of the job. Just because someone has an online degree doesn’t mean they’re incapable to accomplish the tasks at hand. When you’re clear about the expectations, the online degree program doesn’t matter as much as the potential employee’s ability to do the work necessary for success.

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Do Your Employees Fear You? Is That What You Want? How to Determine the Right Leadership Style

September 6th, 2018

It’s a tale as old as time: The angry boss barking orders at resigned employees wishing they were anywhere else but at their jobs. But is ruling with the iron fist really the best way to get good work out of your team? If your employees fear you, it may be time for some deep introspection to determine if that is, in fact, the way you want to be a leader. Here are some things to consider to determine a more productive leadership style.

Ask, don’t demand.

There is a big difference between asking and demanding. Demanding that a task is completed comes across as aggressive while asking your employee to complete a project shows that you respect their time. Asking also creates a culture of gratitude, which is contagious around an office and helps everyone stay motivated.

Let go when necessary.

There is a lot of dialogue lately around the concept of winning. But the truth is, life and business aren’t a competition. It’s important to let go of the idea that your way is the only right way and allow your team to use their own skills and abilities to complete tasks their way. If you let go of your control, you’ll also find that you’re able to concentrate on more strategic matters that come with leadership.

Really listen.

Humans tend to only listen for as long as it takes to formulate a response. That means you’re already ready to reply before you’ve heard an entire story. You may want to take a step back and hear what your employees are really saying when they’re talking with you. And your new listening skills will build more trust over time.

Leave anger behind.

If you have a short temper and use it to rule your department with an iron fist, you may find that you’re experiencing more personnel problems than you’re solving. The truth is, if you are having trouble with turnover or people following your directions, the problem might not lie with your team. You may want to figure out how to alter your own behavior to create a better system.

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The Main Three Reasons Your Company Needs a Staffing Agency

August 16th, 2018

Have you considered working with a staffing agency? Even if you’ve thought about it, you’ve probably wondered if the benefits are truly in your favor as a business. But what if we told you that there are three very specific reasons that working with a staffing agency is in your best interest? Here are the top three reasons and how building a relationship with an agency can help your business.

1. Completing a specific project.

Maybe you have a special mailing that needs to be out the door in a matter of days. Maybe you have a special project to organize your office in preparation for tax season. Whatever the project is, even if you have all hands on deck, you can accomplish more with more hands to help out. A staffing partner can provide the additional labor, skilled or otherwise, to increase your efficiency and get your project out on time every time. This is true whether you need specific skills or if you just need additional people to help out in any capacity.

2. Filling in for someone on leave.

Do you have anyone in your office that you can’t do without? Now imagine if that individual needs to be out of the office for an extended period of time, perhaps on medical or family leave. What do you plan to do? Partnering with a staffing agency, you can find someone who can train for the role and help fill in while your star employee is off taking care of important things away from the office.

3. Handling a sudden influx of business.

It’s always a good thing when your business explodes. But as hard as we try, we can’t always be completely prepared for every possible scenario. So, when your business gets more work than you were expecting, how can you keep up with it and maintain productivity to keep your customers happy? Working with a staffing agency can help you stay on track and have enough people help push you through the busy times. You may even discover your next top talent.

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Leadership Development Starts with a Belief

August 2nd, 2018

It’s not often that someone mentions belief as an important value for a business. But that doesn’t mean that belief isn’t important. It also doesn’t mean that belief is specific. No, in this case, it represents the idea that leadership development begins with a belief that it is important. If a company doesn’t believe this is the case, then employee development and leadership values will fall to the wayside in an effort to boost productivity and profits. But they do all go hand in hand. So here is how a belief that leadership skills are important can benefit your company.

Return on investment.

For most organizations, it comes down to the bottom line. You want to know that what you put into the company will be something you can get out of the company. Can developing leaders within your organization provide you with that return on your investment that you’re looking for? Consider that it is cheaper to maintain a current employee than to hire new employees, it will help you retain top talent and keep your company profitable.

Desire to make changes.

So many companies are worried about change. If the way they’ve always done it is the way that’s always worked, they’re reticent to make changes even when it proves to be the wrong decision. The world is evolving, and so is business. A desire to make changes and an openness to allow these new ideas to permeate business will truly help with leadership development.

Fear of inaction.

Most people would cite a fear of failure the reason they don’t move forward with their lives, their careers, or more. But true leaders fear something else entirely. They fear the consequences of standing still for too long. Inaction breeds frustration, sluggishness, and stagnation. Leadership development offers a counterbalance to that.

A drive for self-improvement.

Ultimately, leadership development begins with the belief that you are worth improving. That there are things you can achieve if you continuously push forward. If you’re unwilling to believe that about yourself, then there will be little chance for career advancement but also the possibility of becoming stifled in other aspects of your life.

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Overtime or Temporary Workers – What Is the Best Fit for Your Team?

July 19th, 2018

There will be times in your company where you’re faced with a short staff or a busy season. So, what do you do? Most of the time, your choice is between overtime for your current team or hiring temporary employees to help out. What is the right decision? It may depend on a number of factors including your current team’s interest and workload. Here are a few things you can consider when deciding what to do next.

Does your staff want to work overtime hours?

The first step is to determine is whether or not your employees want overtime hours. There are many jobs where workers come to rely on additional hours and the pay that comes with them. They may be eager to take on the extra burden. Other industries, and personalities may prefer more flexibility and work-life balance. You may also want to base this decision on whether you employ hourly or salary workers who are classified either exempt or non-exempt.

Is work-life balance more important?

If your team is more focused on work-life balance and the flexible schedule that allows them to put work aside, it’s important to respect their preferences and pursue another solution. The days where managers can decree mandatory overtime might be over because it can cause heightened dissatisfaction in the workplace. In some cases, occasional overtime is fine bit pay attention to the work quality and employee engagement.

What are the business repercussions?

You also need to determine how the decision will affect your business overall. If your team isn’t amenable to overtime, you will need someone to fill the role to maintain productivity. If you look at the amount overtime will cost versus bringing in temporary staff, you may find the decision clear. Overtime will be more economical if your team is behind the project and the overtime is limited. If the project is more involved, you can benefit from more hands on deck.

Are you working with a staffing partner?

Before you can bring in qualified short-term employees to help out with a project, you should be developing a relationship with a staffing provider in your area. Maintaining a relationship when you don’t have an immediate need will help foster the kind of partnership it will take to help you out when the chips are down. Your staffing partner will get to know your business and be able to send you qualified employees on short notice to keep your projects on track.

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“Would Your Last Boss Hire You?” – Should You Ask This in the Interview?

June 21st, 2018

Throughout the hiring process, hiring managers are given a lot of advice about what to ask and what answers to expect. There is so much advice out there it can be difficult to know what are or are not good questions to get down to the bottom of things and give you the details you need to know to make a decision. For all the strange questions you might consider, “Would your last boss hire you?” may give you some information that will help you better understand the candidate. Let’s take a closer look.

Would Your Last Boss Hire You?

The first thing this does is force the candidate to think about things in a new way. They may have thought about their accomplishments in their previous jobs and planned on sharing them with you. They may have been cautioned about saying negative things about past employers and are hedging around certain topics to keep things positive.

By framing the question in this way, they have to stop and think. That means they can’t just repeat answers they’ve practiced in the mirror. You’re making them think on their feet and that’s a good thing. You want to hire someone who isn’t thrown off by simple requests. Their specific answer isn’t as important as how they answer.

What Answer are You Expecting?

Though the specific answer isn’t that important, you certainly have some expectations about what they should say. For example, if they respond that their previous employer would not hire them, you’re going to want to know why. If they cross the line from confidence into arrogance in their answer, that might be a red flag as well.

Know that the answer isn’t important, but understand what it is that you’re looking for when they answer. Look at their body language. Look at the way they hesitate, if they hesitate. Listen for negativity in their answers. But don’t just look for red flags. Also, consider the positive cues they could reply with.

What Does it Tell You About the Candidate?

Of course, beyond your expectations is what their answer really tells you. Consider this scenario. You ask your candidate if their previous boss would hire them again. They appear taken aback for a moment and then carefully constructs their answer. They may say something like, “I had an excellent relationship with my previous boss. He relied on me to make sure things were on track without much hand-holding. It was my organizational skills that allowed him to remain hands off, and he appreciated that.” This answer tells you that they are proud of what they’ve done in the past and that their previous employer trusted them on the job.

If, however, their answer begins with a laugh and an almost dismissive tone, such as, “Well, he hired me once. I don’t see why he wouldn’t do it again.” They may be hiding more important information with their short, curt answer. This may tell you that they don’t respect the process, they had negative feelings about their previous boss, or that there may have been tension in that working relationship.

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Is the Problem in Hiring or Retention?

June 7th, 2018

What happens when someone comes on board to your company and doesn’t even make it past the 90-day mark? Is this solely a problem with your hiring process or could there be more at stake? The truth is, hiring is only one piece of the puzzle and while it needs to be constantly updated and honed, it won’t answer all the questions you have about building a good team. You need to focus on retention as well or hiring will be ineffective. Here are some things to consider.

1. Re-evaluate your onboarding process.

It can be discouraging when you note how many people don’t make it past their first 90 days on the job. When people leave so soon, they usually cite poor training or a mismatched company culture. Training is only one aspect of onboarding and there is so much more you can do. Talk about your company culture, values, and environment. Introduce them to others in your company. Create a program to pair mentors with new employees to help them acclimate to the new job.

2. Provide feedback early and often.

If you’ve waited 90 days to give your new employee a review, it may already be too late. Instead, provide regular feedback as necessary. And don’t only focus on the things that need correcting. Talk to them about their successes and what they do right. If an employee only hears negative feedback on the job, they will become dissatisfied quickly.

3. Be approachable.

To encourage retention, make yourself available to your employees. Having an open-door policy is one of the ways you can make new employees feel comfortable. And this shouldn’t stop in just the first 90 days. Being approachable is something that needs to continue as part of your corporate culture if you want to make your employees feel like a valued part of the team.

4. Work with a local staffing agency.

Of course, hiring is also a big part of employee retention and you want to make sure you’re hire right the first time. You can improve your recruiting strategy by partnering with a staffing agency who can help you find the right people. Having a temp to-hire option to help both you and the employee get to know one another can be a major help for retention.

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Establish a Wellness Program Your Employees Will Love

May 17th, 2018

As healthcare costs continue to rise and job related stress is a leading cause of heart disease, hypertension, and more, companies are looking at ways to improve wellness programs on the job. But not only should organizations create wellness programs, they should make an effort to include everyone and encourage participation of every employee. While this will be a nice perk for employees, it can also make a huge difference in the health of your team and even their families. Here are some things you can do to ensure your team will love your wellness program.

Lead by example.

While it may not automatically convince them to love the program, the best way to get your team to participate is to lead by example. They want to see their management team participate and will be more likely to join if they see leadership doing the same program. This is not a “do as I say”, but a “do as I do” situation. Lead the revolution to a healthier life.

Find your advocates.

The next step is to find those in your office who are excited about the program. Look for team members who already embrace a healthy lifestyle. They eat well every meal and make time to exercise. They work on reducing their stress, too. Recruit them to help create your program and be excited about it in the process.

Start small.

You don’t have to change the world on the first try. Big gestures can be costly in time and money, so why not start small? Implement small items that can help make big changes over time. For example, you can take out vending machines and offer free bottles of water or baskets of fruit in the break room.

Know your audience.

When planning your wellness program, you also have to keep in mind the different needs of your staff demographics. Millennials and baby boomers will have different needs and desires. For example, younger employees might love afternoon yoga in the courtyard, but older employees may benefit from health screening or stress management tools.

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Facebook Jobs – Is This Where You Find Your Next Employee?

April 19th, 2018

There is a lot of talk these days about Facebook. Is it good? Is it bad? Should people avoid it? But regardless of what’s happening behind the scenes, Facebook remains one of the top choices for social media and online networking across the country and even the world. One of the hallmarks of a good hiring strategy is to go where the people are, so Facebook is a good place to start. Facebook offers their Facebook Jobs feature, which allows companies to advertise and candidates to apply directly through the platform.

Why use Facebook Jobs for recruiting.

Conventional wisdom about social media is to go where the people are. While there are a lot of threats of a mass Facebook exodus, the time has not yet come. More of your potential employees use the platform than don’t, so meet them there. Using Facebook Jobs allows you the flexibility of the Facebook platform to reach and attract potential candidates online. Facebook Jobs also allows you to target the audience so you are sure to get local, qualified professionals to apply to your open jobs.

Facebook Jobs is easy to use.

The actual Facebook Jobs platform is pretty easy to navigate. And it can also expand to include your specific business page as well. Keep your job description short and sweet and let Facebook’s targeting algorithms do most of the legwork for you. You can also choose to post a video rather than an image, and studies have shown that posts with videos get more clicks than static posts.

Promote through Facebook Advertising.

There are some free and inexpensive ways to promote your open jobs on Facebook. First, and free, ask your employees to share the job on their own personal timelines. Also, encourage your followers to share to expand the reach. But you should also take advantage of the paid post advertising to allow for Facebook to get your content in front of as many qualified people as possible. This can be a low investment for a high reward.

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Facebook is just one of many possible recruiting sources for open positions at your company. To learn more about finding the right employees for your team, contact Meador Staffing today and work with a top employment agency in The Woodlands TX.

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