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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You Promoted the Wrong Person. What Do You Do Now?

August 18th, 2016

When you run a department or an entire company, there are often a variety of difficult business decisions that need to be made. Not the least of which is how to handle an internal promotion. When you have an employee who appears capable of moving forward, it only seems natural to make that transition. But what happens when a good employee doesn’t quite fit the bill for their new promotion? If you feel like you’ve promoted the wrong person, how do you wake up from that nightmare? Here are the three directions you can take and their implications.

Hoping for the best.

One possible solution is to just turn a blind eye and hope for the best. Of course, this can come with a lot of potential destruction. If you wait to take action, you may find a lot of irreparable damage in the department from unhappy customers to disgruntled employees. One bad apple can truly spoil the whole bunch, so it may make more sense to start to take corrective action before things become impossible to fix.

Terminating their employment.

Another option is to let them go entirely You may have another member of your staff who should have been promoted instead. You can terminate the current employee and either replace them from an outside source or promote another, more competent employee. This will mean that there is no one working in the position while you backfill it, but that may still be preferable to leaving the inappropriate person in the role.

Moving them back to their old role.

Lastly, you can always make the choice to return them to their former position. This may be most useful for someone who excelled in their other role but who isn’t getting the new position. You don’t want to lose their skill or talents, but you can both acknowledge that this new position isn’t working for either of you. This can be a great solution that can make everyone happy.

Finding the right fit, and using valuable company time to do it, can be a costly burden on your organization. When you need to fill a job opening, contact Meador Staffing! With several locations for temporary staffing throughout Texas, we can help you with any of your employment needs!

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Is Employee Training Worth Your Money and Your Employees’ Time?

August 4th, 2016

Employee development is an important aspect of growing your business. But is it really something that will enhance your staff’s experience and be worth their time. Not only will their training enhance their experience, it will improve your company’s productivity. There are a few things to consider before implementing a training program to ensure that everyone has equal access to training and will benefit from it. Here are things to consider.

It decreases turnover

Your staff wants to increase their knowledge base, but if you don’t offer it, they will find that kind of career development with someone else. If you are able to provide them training in a variety of things that will enhance their experience, they are far more likely to be loyal to you in the future. You will also have less turnover based on someone lacking the skills to perform their job at the highest level.

It demonstrates that you care

And, while their increased knowledge will serve your company, it will also show that you care about them as individuals. You want to ensure that each member of your staff has personalized training that is appropriate for their skill set as well as their future goals. When an employee feels valued, they will also perform to meet your highest standards.

It will improve your business

When your staff better understands their own job or improve their skills to be able to handle more functions, your business will only see a positive increase in your businesses overall performance, as well as the performance of each staff member. When both you and your employees have benefits, not only will the training improve performance but also the satisfaction.

It will make employees more flexible

If you have a more knowledgeable team, you will also find that they are more flexible in their roles. They will be able to pitch in if someone else is unable to do their job or if a special project needs attention. When they are more flexible, it also decreases the potential for burnout.

For nearly 50 years, Meador Staffing has been delivering flexible and customized staffing solutions for employers across Texas. Contact our great team today to work with a top staffing agency in Webster TX or any of our locations in the Lone Star State.

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Why You Shouldn’t Ignore a Job Candidate Just Because They’re Unemployed

July 21st, 2016

It is commonly believed that an unemployed candidate, especially one who’s been out of work for a while, isn’t a good hire. But is this true? Many employers lose out on hiring great candidates because they’re concerned about the six months or more of a job gap on a resume. Don’t give into this kind of prejudice off the bat when you’re considering resumes for your open position. Here are some things to think about as you’re talking to unemployed job seekers.

Learn about their gap.

Before you make a snap judgment, find out why they have been out of work. Start with their most recent position. Were they laid off? Were they fired, and if so, why? Did they leave the position? If you can find out the reasons for any of these you can start to piece together whether or not they will be a good fit for your company, the job, and the company culture.

Find out what they’ve been doing.

Since they left their last position, what have they been doing? The answer, “looking for a job,” is not the right one. Press them. Find out if they are volunteering or helping out a family member. Find out if they are working on a personal project. Knowing how they spend their time when not working will also help give you a better perspective.

Consider your company reputation.

If you decide not to hire this individual, what will that say about your company? The same consideration should be made if you do hire them. If your only reasons for passing on a candidate is that they are unemployed, consider their social reach. Will they discuss your decision in your community or on social media? And, if you feel they are not a good fit, you may also want to consider the implications to your company if you do hire them and act accordingly.

Understand the benefits of hiring.

While there are a few reasons you may not want to hire someone who is out of work, there are a lot of benefits to hiring them. They are eager to work. They are skilled. They bring with them years of knowledge from their previous employers. They may be willing to work on a trial basis or starting at a lower salary while you evaluate their contributions.

Are you looking for a star candidate for your job opening? Contact Meador Staffing today to work with a top staffing agency in San Antonio and throughout Texas.

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Get Your Team to Achieve at a Higher Level

July 7th, 2016

Have you been concerned about the productivity or efficiency of your team? There could be a lot of reasons for this concern, especially in the summer months when it’s difficult to stay focused on day-to-day tasks. But if the problem doesn’t seem to be temporary, you may need to step in and make some changes. If you want your team to achieve at a higher level, here are some things you can do to improve their performance for the long term.

Make small changes.

Sometimes all it takes to re-energize your staff and convince them to achieve more is to encourage small changes. There may be some procedural items that can help kick start everyone’s creative process or something as simple as a change of scenery. Look at the little things that you can modify, processes that aren’t working, and outdated information that you can eliminate to help give everyone a quick boost in productivity. It takes time to evaluate those types of areas but take a step back and ask the team what they would fix on a small level to make their jobs more efficient.

Evaluate the team dynamics.

Building a team takes skill. If you inherited a team or if you’re not sure you’ve got the right people in the right places, take a closer look at ways you can improve. You may not need to let anyone go, just evaluate their contributions and put them in a more suitable role that will help them, and the rest of the staff, succeed. This will not only make your team more productive but improve the overall satisfaction of the misplaced employee. Set your team members up to succeed and watch them flourish!

Change your management style.

It’s not them, it’s you. If you feel like the team isn’t working to its full potential, evaluate your management style. Maybe the way you’re interacting with your employees isn’t inspiring. Maybe you’re stifling them. Ask them for feedback on what would help them work at a higher level and make those changes in yourself. Managers need to find the right balance between being completely hands-off and micromanaging.

Prepare for a long-term fix.

Finally, the situation may present itself to make major changes in your organization. If someone leaves, this might be an opportunity to hire someone more suited to the type of high-level achievements you want to accomplish. Maybe you need to change some significant behaviors or habits among your employees. Don’t be afraid to make difficult decisions if it means a stronger outcome. The alternative is continued stagnation and dissatisfaction.

Hiring can be a stressful task for any organization. Finding the right fit, and using valuable company time to do it, can be a costly burden. When you partner with Meador, we will take care of all the work for you. Contact our team of recruiters today to work with a top staffing agency in Austin and throughout Texas!

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You Caught Your Employee Lying. What Should You Do?

June 16th, 2016

There are many reasons an employee might choose to lie. Sometimes it is an unhealthy defense mechanism that kicks in when they feel threatened or afraid. Or they might want to manipulate the truth to make a situation appear different than it actually happened. As a manager, if you catch an employee in the act, how do you respond? Here are a few things to do when you find out an employee has been lying.

Follow your company protocol.

Your company should already have information spelled out in an employee handbook that deals with dishonesty on the job. If not, you should work with employment experts to ensure that there is a company protocol in place. When you discover an employee has lied, follow the requirements exactly to ensure that you are treating this employee and their co-workers fairly. Documenting everything and being transparent with all decisions will only help in the long term.

Gauge the extent of the lie.

The next step is to determine the severity of the lie. Falsifying records or recording incorrect hours to receive higher pay are very serious behaviors. However, there might be smaller issues or withholding information that may not affect the business or other individuals. It is important to know what you’re dealing with before you can determine the appropriate action.

Ignore or deflect a small lie.

You do have the right to ignore lies that are not harmful. This is entirely up to you and your corporate culture. Or, you can even deflect what was said by responding with accurate information. If you do this, your employee may not realize they were caught in a lie but rather that you didn’t know they were lying and corrected them.

Discipline a big lie.

However, if there may be cases when the lie isn’t something that can be swept under the rug. For example, you might find that a new employee lied on their resume. Or they may be taking credit for someone else’s work. Or, they may be falsifying documents that affect employment or a co-worker. Depending on the action, you will need to discipline the employee appropriately.

Confront the dishonest employee.

Lastly, you want to take care in the way you confront a dishonest employee. You should not confront them in front of an audience as that can escalate the issue and you don’t know how your other employees will view it. Instead, call them into a private meeting and talk to them about what you’ve found. Allow them to share their side of the story, but be cautious since they have already demonstrated they are willing to be dishonest when talking to you.

At Meador, our solutions help employers cut costs, improve workforce flexibility, and find top candidates for their unique needs. Contact a leader in staffing agencies in Austin TX today to get started!

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What Can You Make “Mandatory” in a Wellness Program?

June 3rd, 2016

Many companies are looking into the implementation of wellness programs for their staff. But there are a lot of questions about how to encourage participation. You can create a weight loss challenge or host yoga in the break room. But what if you want to make something mandatory? Mandatory is a concept that often turns people off of a program, but it doesn’t have to be. As long as you’re aware of what you can’t make mandatory, it is possible to design a wellness program that everyone can participate in. Here are some things to know.

Seminars and speakers.

Educational experiences can be a great place to start. Bring in speakers to talk about wellness issues, like stress management or healthy eating, for your employees to attend. In many cases, a break from their daily work will be welcomed. And the right speaker can easily motivate someone into taking action in their own lives. You can make attendance a requirement, but you’ll have to stop short and forcing them to implement these changes unless they want to. Taking it a step further, don’t limit your seminars and speakers to just physical wellness. Mental and emotional wellness are two great areas that a lot of people will relate to as well.

Annual physicals and other screenings.

You can make it mandatory that your staff engage in annual physicals or other screenings throughout the year. What you can’t do is then utilize this information to make employment-related decisions. But, if it keeps your employees informed about their own health, it will be a great benefit for them and the company overall. Insurance companies may require annual physicals to qualify for certain benefits.

Third-party medical questionnaires.

You can require that your staff complete medical questionnaires that are supplied by a third-party company that retains confidentiality. You cannot give out medical questionnaires yourself, as this would be a violation of HIPAA laws regarding individual medical privacy.

Additional voluntary programs.

Finally, there is no reason to avoid voluntary wellness programs. It may seem like mandatory processes will make your team healthier overall, but forcing someone to do something they don’t want to, even for their own good, rarely work and can add to stress and frustration. Allow them to pick and choose the programs that they want to participate in and you’ll see a higher success rate overall. You may think your employees want to do one thing, but you can’t predict their interest. See what they are interested in and build programs around that. When your employees create the programs, it’s much easier to get buy-in from your team.

At Meador, we will empower and motivate our candidates and employees to achieve their career goals by providing support, guidance, and accountability as a trusted career partner. Contact our great team to get started on work with one of the top temporary staffing agencies in San Antonio!

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Why Workplace Bullying Is a Serious Issue

May 19th, 2016

We hear a lot today about bullying. It is an epidemic in our nation’s schools and it negatively affects not only the children being bullied but the bullies themselves. Bullying isn’t limited to the school yard. Disturbing studies have shown that workplace bullying exists and is a much bigger problem than anyone previously realized. Let’s take a closer look at workplace bullying and why it is a serious issue.

Intimidating Behavior

Intimidation is a serious concern when some members of your staff may feel bullied into certain actions by more dominating personalities. It is important to know the difference between intimidation and a strong personality, but if an employee raises a concern, the onus is on you to investigate. Get information from all parties involved, including people who may have observed the communication. Taking a fact-based approach will help with the analysis.

Social Isolation

Are you seeing certain members of your staff left out of all interactions? This is often coupled with the creation of “cliques” within your work environment. If someone is being specifically shunned by others in the organization, find out why and if the reason is malicious you can take action. Everyone doesn’t have to be friends with each other, but if there is something deep-rooted then you may need to investigate.

Blaming without Cause

Far too often, individuals will blame their failings on others. If they work together in a group and the project fails, finger pointing will generally follow. However, if you’re also seeing individual blame unprompted, this could be a sign of office bullying.

Verbal Abuse and Threats

When bullying escalates, it often becomes abusive. And if it is isn’t physical, it can hard to notice if you’re not paying close attention. Verbal abuse is damaging to the recipient. Worse are threats of violence that may or may not be carried out. A violent threat should be treated as an act of aggression and proper action taken.

Public Humiliation

Bullies, whether they realize it or not, are usually responding to situations in their own life that are out of control. If they feel insecure or frustrated, they will often take this out on the people around them that they perceive as weaker. Public humiliation can be the result. Allowing members of your staff to be subjected to demeaning tasks or other humiliating situations will only breed discord in your company.

When working with Meador, you are joining a family-oriented business with nearly 50 years of experience. Contact our great team today to work with a leading staffing agency in Austin and throughout the state of Texas.

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