3 Questions Your Competition Isn’t Asking in the Job Interview

February 9th, 2017

Do you want to stand out from the competition in your next interview? The best way to do that is to ask the questions that no one else is asking. Experts always suggest that, as a job seeker, you always ask questions in the interview to demonstrate your interest and show what you want to learn about the business. Here are three questions to add to your list to impress a potential employer.

1. How will you view me as a success in 6 months?

What this question says to an interviewer is that you’re dedicated to making the onboarding process work. That you have as much buy-in for making your hire as successful as the company does. But you also want to know what the company expects out of your in the first 6 months. Is it a trial by fire or do they have a dedicated training and onboarding program in place? By what metrics do they measure performance for new employees? How much will they expect you to know and retain? How do they train you in the important aspects of their business?

2. What would you improve about the company?

You’re not looking for dirt. Instead, you’re looking to get deeper into the mind of your interviewer. Everyone has ideas that will make a company a better place. So what makes this person tick? As their potential employee, you could be solving a problem and by getting some insight on what the interviewer thinks is a problem, you could put yourself in a better position to be the solution.

3. Why wouldn’t you hire me?

This is another way of asking for the job directly, but it also gives them a chance to suggest improvements. If you are willing to make these improvements, would this be the job for you? If any of their reasons are deal breakers, then maybe you should consider a different opportunity. But to get this feedback early in the interview process will help both of you narrow down what is necessary for you to get this job.

Work with a top staffing agency in Houston

Are you ready to interview for your next career move? Contact the team at Meador Staffing and work with some of the best recruiters at a top staffing agency in Houston!

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Want Better Candidates? Reduce Time-to-Fill with These Tips

February 2nd, 2017

Far too often, recruiting experts hear businesses say they want to keep interviewing to “see if there is anything better out there.” Sometimes these same clients can’t express exactly what they’re looking for and simply suggest “they’ll know it when they see it.” The time it takes to fill your open position is as critical as filling it with the right candidate. While the opening stays vacant, your costs are rising. The longer you take to make a hiring decision, the less your top candidates are interested in accepting your job. So reducing your time to hire will actually give you better access to the right new employee. Here are three tips that can help you reduce your hiring time frame and bring on the best candidates in the market.

1. Stay engaged with past candidates.

When you have a new position become available, don’t immediately start by searching for new talent through job boards and social media. Start by reviewing the candidates you have interviewed in the past for the same or similar jobs. In fact, it is a good idea to maintain contact with the candidates who just missed the mark in the past. You can even automate this connection by including them on your social media, especially LinkedIn, and reaching out from time to time. If you already knew they possessed the skill but didn’t make the cut for a variety of reasons at the time, you could fill your job much quicker when it opens up.

2. Connect with people on social media.

Using social media has evolved. Our culture is now connected almost entirely through the internet and this is a powerful tool. Using your social media platforms, such as LinkedIn, Facebook, Twitter and more you can reach out to more people faster. Don’t just reach out when you have a new job, keep your audience and followers engaged with important information throughout the year. But when you do have an open job, you can showcase it on social media and reach better-qualified candidates faster.

3. Streamline your application and hiring process.

One issue companies are having today is that candidates find the application process difficult or overinvolved. Studies have found that if an online application is too long, even qualified candidates will abandon the process before completing it. Use an easy application form or allow people to apply with their LinkedIn profiles. Once the process has moved on to resume reviewing and interviewing, you should also keep the focus on your time frame and candidate experience. While you want to be thorough, too many pre-screening steps can turn off a potential employee rather than allow them to feel comfortable with your process.

Partner with a Top Staffing Agency in Austin

Are you looking to quickly fill an open position? Contact Meador Staffing Agencies today to partner with a top staffing agency in Austin!

How Does On-Site Staffing Management Help Your Company?

January 19th, 2017

Are you a high production facility that is often left feeling like you’re spinning plates with little to show for it? Hiring and managing high volume employees, from production room floors to call center environments, can be time-consuming work that leaves little for the day to day business needs of your organization. But it doesn’t have to be a Sisyphean uphill task. Have you considered on-site staffing management? If not, or if you’re still curious about the benefits, let’s take a closer look at what it can do for your company

On-site consultants to fill big projects.

When you have a massive increase in need due to client requirements or other outside influences, the time it takes to source, interview, and staff the positions can be prohibitive. If you’re not ready when the need hits, it could be too late by the time you are. A staffing agency representative on-site can fast track this process and get people in and hired before the project reaches critical mass.

Handle all daily management tasks.

There is more to staffing than just placing employees in essential roles. Each employee needs day-to-day support, payroll processes, and other administrative tasks. When you don’t have someone in-house to handle these aspects of employment, the job falls to the manager or supervisor, who have other tasks to handle as well. An on-site support person can help streamline these processes.

All-in-one staffing solution.

An on-site staffing professional will be dedicated to you, your business, and your staff only. They will not need to split their time between clients. They are there to provide the best quality staffing and employee management available. This makes their recruiting knowledge and management skills customized for your needs.

Focus your time on running your business.

When you don’t need to spend your time on resume review, interviewing, onboarding, training, and weekly payroll processes you will be able to focus on what really matters. As the owner, director, executive, or manager of your business, there are plenty of other aspects that you can worry about to ensure the overall success of your company.

Are you interested in on-site staffing management? Contact Meador Staffing today to get started on working with a top staffing agency in Austin!

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When Does Onboarding Stop?

January 5th, 2017

If you’re an employer, you have probably heard, and read, about the need for a good onboarding program. This opportunity to provide a company orientation to your new staff members is imperative for informing their experience overall. And to maintain good retention, it is the best investment you can make into your organization. But what is the time frame for onboarding? How do you know when their orientation ends? If you want to make the right impact for your new team members, consider everything you can offer within the first 90 days and beyond.

Be ready

Your new employee will make their impression of your company on the very first day of work. If you’re not ready for them, they’ll notice that and act accordingly. You need to ensure that the desk space is prepared. Have the computer already set up for them with everything they need to accomplish their tasks. Give them a tour of your entire facility and introduce them to key people around the office. Letting a new employee stumble through the first day is a recipe for disaster, so don’t let that happen.

Assign a mentor

A great way to provide added value to a new hire is to allow them to shadow a veteran employee. Create a mentorship program within your office where seasoned workers will help train new employees. This also keeps your current staff engaged so they don’t feel like the addition of a new employee is a threat to their position.

Assess weekly

Far too many companies wait until the first 90 days are up to do a formal review. And while this review can be helpful, much of the feedback you provide can be too little too late. If you’re not communicating with your new employee on a daily basis, at least recap with them each week. Let them know how they can improve, but also provide information about ways they’ve already contributed. Positive feedback is essential.

Ask for input

It is also important that feedback goes both ways. Ask the new employee for their input on their onboarding process, what they need or want in order to be more successful, and allow them to come to you when they have questions, concerns, or problems. Establishing positive communication patterns right from the start will be necessary or a healthy working relationship.

Focus on results

Lastly, you want to focus on the results of the onboarding process rather than the process itself. Why? Because each new employee will have a different learning curve and style and that needs to be respected. If they are shoehorned into a situation that won’t work for them, they will become disgruntled rather than engaged. Don’t focus on how they go somewhere, but whether or not the end result is what you wanted. Details can be tweaked over time.

Are you looking for great employees this year? Contact the team at Meador Staffing today to work with a leading staffing agency in Austin.

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Where Does Company Safety Start? Not Where You Think

December 22nd, 2016

Some people only assume that safety is a concern for warehouse or production environments. And even then, there are some misconceptions about how to provide a safe workplace for employees. Regardless of your work environment, safety is imperative, but you may not know where to begin. Company safety doesn’t begin and end with the employees you have on staff. Here are the real areas you should be considering if you want to improve your company safety policy.

Start at the top.

Safety isn’t a bottom-up concern. In fact, it is quite the opposite. Your safety program should start with the executives of your company. They are the ones to establish policy, but also the ones who will be able to lead by example by working within the safety policies of the company. This will be an important aspect to the success of your safety program.

Communication to staff.

Your leadership should also be responsible for communicating the safety policy to everyone on staff. Safety training programs, continued education, and other aspects of a safety program should all come from the top down. Good communication skills regarding the policies and the

Policy enforcement.

By the same token, the safety policy enforcement should also come from the top. Not only should it be communicated to the staff at all levels, but the top leadership positions should be responsible for enforcing the policies for themselves and down through the management structure. This will be the best way to lead by example in the business.

Rewards for safe behavior.

To ensure that everyone is adhering to the company safety standards, a rewards program for positive behavior should be put in place. When an employee performs their duties within the safety protocol, they should be given recognition for their positive contribution. This will encourage others to also perform their jobs in a safe and effective manner.

Emphasis on importance.

Finally, it cannot be overstated that the top management should always place the emphasis on the importance of safety in the workplace. It is when organizations become complacent that accidents happen. And even in the instance where something does happen, maintaining control and following procedure will be imperative.

For any of your employment needs, contact Meador Staffing. Our awesome team of recruiters is ready to help!

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4 Tips to Create Great Incentives for Your Customer Service Team

December 8th, 2016

With the holidays right around the corner, you may be thinking of how your customer service team impacts your company’s reach to consumers. Regardless of how your company interacts with customers, these employees are the lifeblood of your business. So how can you create great incentives to show your customer service team how much they mean do your industry? Here are 4 tips to consider this season and all year long.

1. Have both team and individual awards.

When recognizing contributions to the company, be sure to pay equal attention to individual accomplishments and teamwork. You want to encourage teamwork by rewarding groups of employees who have worked well together. But you also want to recognize individual accomplishments along the way. Create a good balance that will provide encouragement, healthy competition, and working together.

2. Reward quality in attendance, professionalism, and accuracy.

There are many things you can recognize besides sales or profit. Pay attention to employees who excel at other aspects of business. Is there someone who rarely misses days of work? Reward them for attendance. Did you get good feedback from a client? Reward them for professionalism? Have they gone several months without a mistake? Reward them for accuracy.

3. Have a balance of money and non-money rewards.

Money is always a strong motivator, so make sure that you’re giving bonuses for performance or other milestones. But consider other rewards to help encourage your staff to work to their full potential. Many employees suggest that additional PTO days are even more valuable than gold. Or, provide personalized gifts that let them know you’re paying attention.

4. Ask for staff input on incentive programs.

To create a positive and robust incentive program, consider getting input from your staff. They will know what they want, know the ways they want to perform, and can help you put something together that everyone will like and aspire too. This is a great way to get people involved in the process and engaged in the activities that help them reach the company goals.

Are you looking for the right employees for your customer service team? Contact Meador Staffing today to work a leader in staffing in Texas.

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5 Questions You Should Ask a Project Manager

November 17th, 2016

Hiring for a new project manager involves more than just typical interview questions. This individual will be responsible for the delegation of a large number of tasks, so their skills may be very different from that of any other role in your organization. Before you make a hiring decision, are you certain you’re asking the right questions to determine if the candidate is qualified? Here are 5 questions you should be asking to determine if they’re the right fit for your company.

What don’t you want to work on?

Project managers have a very specific set of processes to get the job done. By asking what it is they won’t do, you can learn even more about what kind of skills they bring to the table and whether or not they are a fit for your specific environment. What will be a deal breaker for your company when it comes to things this project manager won’t contribute to in the office or for clients?

What makes for a great project manager?

You want to dig into their brains a little deeper. What do they think are the skills that make a project manager successful? Do they possess these skills or are they simply reciting things they think you want to hear? Do they seem like they will bring more value to the table than the other candidates you’ve spoken with?

How have you become a better project manager?

Successful people learn from their mistakes. No one should come into an interview insisting they are without fault. You want to find out what they’ve done in the past and how they’ve stumbled and improved their experience for the long term. Someone who isn’t humble or can’t come up with ways they’ve become better may not be the right fit for your company.

How do you communicate with team members or clients?

One of the most important skills for a project manager is communication. Not only do they need to communicate with their own employees, but they also need to talk with clients and people in all positions at your own organization. How do they interact with people who have different levels of importance or power?

How easy is it for you delegate?

Lastly, a project manager who can’t delegate isn’t a project manager at all. Micromanagement does not help the team or the project succeed. It only demonstrates that the project manager can’t relinquish control of the tasks at hand and feel they can always do a better job. This is counter to the purpose of a project manager and will not lead to success for the project itself.

Are you looking for a project manager to add to your team? Meador Staffing is ready to find the right job candidate for your team. Contact a leader among Texas staffing agencies today!

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Boring Job Candidates? Look No Farther Than Your Job Descriptions

November 4th, 2016

Are you unhappy with the quality of employees you’re getting for your open positions? The problem may not lie with the candidate pool, but with your ability to attract the right talent. If your job candidates are boring, it may be because your job description is too vague or not exciting enough. If you want to improve the quality of applicants, consider improving your job descriptions. Here are some insider ideas for writing a better job description to attract better applicants.

Sell Your Company

Just like a resume is a candidate’s sales tool, so is your job description. To attract better candidates you need to create a job description that makes applicants feel compelled to apply. That their life will not be the same if they don’t consider a chance to work with you or your company. Don’t lie, but share information that is interesting and engaging.

Showcase the Culture

Part of the sales you can do to attract new employees is to show what your company culture looks like. This doesn’t just attract better candidates, but it will attract the right ones. Culture influences every part of your organization, so the best and most productive employees are people who share your core values and work best in your environment.

Share the Benefits.

You have to show what you can give to an employee. A working relationship should never be a one-way street. Salary and basic benefits are great, but what else can you offer? Are there work from home opportunities? Do you offer options for earning additional paid time off? Can you provide benefits your competition isn’t even considering?

Be Detailed.

Vague job descriptions are also a problem. When an employee doesn’t know what the job is, they aren’t likely to apply. You are also more likely to get unqualified resumes if the job description isn’t specific enough. You don’t have to provide a laundry list of job duties, but provide enough details to paint a picture.

Make It Exciting

Now is time to get creative. How can you draw people into the description and make them want to send their resume? There are a variety of ways this can be done, and not all of them are great. Try storytelling. Telling a story engages readers, so create a narrative that will make people care about applying to your job and working for your company.

Need Help Writing Descriptions?

The employment experts at Meador Staffing can help you craft job descriptions, source potential candidates, and conduct interviews. Contact us today to learn more about work with a leader in Texas staffing.

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Are You Ready for the Upcoming Overtime Rule Changes?

October 20th, 2016

Early this year, President Obama signed a bill intended to increase the salary threshold overtime pay for millions of U.S. workers. When the bill goes into effect, the threshold for overtime pay will increase nearly double. This means any employee with any job title will be eligible to earn overtime if they do not meet the minimum pay required. The current threshold for exempt employees is currently just over $23,000 annually. The new rule will increase this to over $47,000. More employees will qualify for time and a half if they work more than 40 hours per week. Is your company ready for these new rules? Here is how you can prepare for the change coming in December 2016.

Encourage 40-hour work weeks.

The best way to avoid paying overtime for your exempt workers is to enforce 40-hour work weeks. If they do not clock overtime, you don’t need to worry about paying for additional time and a half. Not only will this help you adhere to the new rules, but it will also help improve the work/life balance of your employees.

Increase your staff.

To help reduce the need for overtime, you may want to hire additional employees within the office. Hiring another full-time employee can often be less expensive than paying overtime hours the staff you currently have employed. For example, you can hire an assistant to help senior staff work more efficiently.

Adjust cost of living raises appropriately.

There may be instances where the new overtime pay can become a de-facto raise. Rather than increasing their base salary during their year-end review, continue with their current salary and adjust pay overtime. You can both evaluate how this works over the next several months and adjust as necessary.

Work with a staffing agency.

Your staffing partner can work with you to place individuals within your business as temporary employees. They can increase your production and not your overtime hours since their employer of record is the agency, not your company. The fee you pay to the staffing company will handle the employee pay rate and any administrative costs, which may work out to less than a permanent salary.

If your organization has any staffing needs because of the upcoming overtime legislation or just has employment needs in general, don’t hesitate to contact Meador Staffing today. As a leader in temp services in Houston, we are ready to help your company!

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How Can Your Company Stand Out to the Increasing Number of Independent Workers?

October 6th, 2016

One of the most interesting changes to our economy that happened since the recession and recovery is the increased number of independent workers. Freelancing, short-term projects, and on-demand employment have become a popular choice for many workers who would like control over their own schedules and careers. That means companies need to find a way to engage with these talented employees and attract them to their open positions. So how can you stand out to an independent worker? Here are some ideas to start with.

Promote excitement.

The main thing to know about independent workers is they have a choice to accept your open position or not. If they don’t, they will continue to work other freelance jobs or take another opportunity. Your role in recruiting is to convey a sense of excitement about working for your company. Why should they choose to work with you directly rather than continue their freelance career? What do you have to offer them? What benefits can you provide that they couldn’t get by continuing to work for themselves?

Encourage reviews.

Use your current staff as your liaisons to the freelance and independent contractor community. Encourage happy employees to share their stories on social media. This kind of word of mouth can be better advertising than anything you can spend money on. Your team should be happy to share their positive experiences with their friends or others in the community. Make sure they include why they like being an employee and what you have to offer that they couldn’t get if they worked independently.

Think ahead.

If you bring an independent worker on for a contract assignment and they’re doing a great job, it’s never too early to think about ways to can extend their assignment. What is the next project? How can you entice them to stay on board rather than transition to another project for another client? What can you offer that will encourage them to be a part of your team for as long as you really need them?

Ensure compliance.

Lastly, it is also critical that you do everything you can when it comes to employee classification. Working with an independent contractor can be complicated when it comes to compensation and your requirements as an employer. One way to handle this is to work with a reputable staffing agency that specializes in this kind of employment placement. They will be the employer of record and will be responsible for all of the necessary legal compliance.

Do you want to attract talented independent workers to your company? Contact Meador Staffing today to work with a leader in staffing in Texas! 

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