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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3 Lies to Ignore When Making a Hiring Decision

September 22nd, 2016

Hiring is hard, there is no doubt about that. It can be an imperfect science since your role as a hiring manager is to evaluate whether or not a person you’ve never met before will be a good long-term fit for your organization. Because of all the uncertainty involved in hiring, there is also a lot of advice provided by anyone who has ever done it before. Some of this so-called perfect advice can be deceiving, so be careful to follow anything that is said to be fool-proof. Here are the top three lies about hiring that you should ignore.

1. You can learn everything you need from a resume.

Many hiring managers assume a resume is a complete picture of a candidate. Yet, candidates are specifically advised not to put every last piece of information on a resume. Consider that most people have enough experience in their lives to fill a book, not just two pages of bullet points. A resume is just an introduction, and hiring managers would do well to use it for that purpose. Use it to determine if someone is generally qualified for your role. Use some of their accomplishments to decide if they might be a fit for your company. Then pick up the phone. Talk to the candidate about what they’ve done and, more importantly, who they are as a person.

2. Hiring a passive candidate is better than an active one.

There is also a bias in HR and staffing that the holy grail of perfect employees is someone still working. That’s a passive candidate. A person who is currently employed and not looking for a new position. Which means they need to be recruited away from their good job to work for you. If they are so easily swayed, will they do the same to you in the future for a better offer? An active candidate is someone who is looking for a new job either due to unemployment or dissatisfaction. They are people willing to be proactive about their careers. If you decide to only hire one or the other, you could be missing out on some great working relationships.

3. There is no such thing as a perfect hire.

Yes, it is possible to find an individual who checks all your boxes. They exist, but they may not take the form you’re expecting. A perfect hire isn’t someone who is a clone of your successful individuals. They aren’t someone who reminds you of you earlier in your career. A perfect candidate can take many forms, the important part is to be open to different kinds of perfection. You can hold out for someone you think is perfect for your open job, but understand that you may be rejecting other perfect candidates along the way and not even know it.

Are you ready to hire a great candidate for your open position? Contact Meador Staffing today to work with a leading temp agency in Austin TX.

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Why You Need a Positive Attitude at Work

September 15th, 2016

Experts say that positive people have significant more opportunities in life than their negative counterparts. There is even some evidence that suggests negativity and constant complaining can rewire our brains so we start accepting these hardships as normal, making things difficult to overcome. But if you want to succeed in your career, embracing positivity will be a key to your future. Here are some ways having a positive attitude at work will help you.

You will have less overall stress.

Constantly dwelling on the negative is a surefire way to stress yourself out. Worrying about things over which you have no control, thinking about the most negative outcomes, and complaining do not help you manage your stress. But a positive attitude does. The best way to start reducing your stress at work and being more positive is to start considering how to be more grateful. Start a journal writing all of the positive things that happen to you and be thankful for them.

Your peers will enjoy working with you.

Everyone has a co-worker that they have a hard time relating too. The problem is if you are that co-worker then it can be hard to notice. But the other members of your team don’t always want to tell you that your negativity is bringing them down. They may simply avoid talking to you throughout the day. Being more positive will encourage people to engage and interact with you.

You will increase your job security.

Positive people are also more likely to have better job retention. Why? Because when a company is looking at downsizing their staff, their first thought will be to let the person who seems least happy in their jobs go. By being happy and grateful and engaged with your job, a company will have to think twice about questioning your contributions.

You may be considered for promotions.

This also works for career advancement too. Being positive in an interview will give you a significant edge over your competition. When you’re working for a company that is looking to promote someone, your positive attitude can go a long way to making your case for you. They will see you as a problem solver that is fun to work with.

Do you want to reflect a more positive attitude in your career? Contact Meador Staffing, now hiring for jobs in Pearland TX, to see how we can help you today!

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Why It’s Time to Stop Ignoring Social Media

September 8th, 2016

Okay, you’ve put it off long enough. While the rest of the business world has been diving into social media, you’ve been waiting to see if it is just a fad. It isn’t, but the real power is knowing what aspects of social media will work best for your specific industry and business needs. So, what can you do to catch up and use this tool in your own company? Here are a few ways to stop ignoring social media and get started.

Finding Great Candidates

Where are your competitors finding their great talent? You may be surprised to discover that many companies are utilizing social media for recruiting. Just as online job boards replaced newspaper advertisements, social media is changing the game once again. You can use platforms like Twitter and Facebook to post about openings with your company. You can also connect with individuals on LinkedIn when you’re interested in discussing their background.

Branding Your Company

Social media is also a place where you can build your company’s positive reputation. You’ve spent a lot of time on your company website, so do the same with social media. The most popular are Facebook, LinkedIn, and Twitter. Make each page reflect your business and start using each one as a resource for connecting to a wider audience. Provide useful information and interact with readers.

Selecting the Right Media

It is also important that you know you don’t need to be everywhere online. There are dozens of social media sites that you can belong to for your business, but not all of them are created equal. Most experts will suggest that you have a Facebook business page, a Twitter account, and a LinkedIn profile page for your business. You should also have a personal LinkedIn profile. But, if your company doesn’t utilize photos on a daily basis, for instance, you can skip Instagram and Pinterest.

Creating Goals

So, what do you want to get out of social media? Are you trying to connect with a wider audience? Do you want to attract customers? Employees? Enhance your business brand. Simply having these accounts doesn’t do anything to help your business grow, so you should sit down and determine how you want to use these sites and what they can do for you. Talk to an expert to help you better understand how social branding can work for you.

Adjusting Your Processes

Overall, it is important to know that social media is still a young industry and it is always growing and evolving. It is okay to adjust your processes anywhere along the way. If you started using Pinterest because someone told you to, but you find that you don’t use it at all, go ahead and delete that account. Or make it inactive and come back to it later when you learn more about the site.

Are you ready to take the next step in your job search? Connect with Meador today and get started on working with a top staffing agency in Austin TX. 

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