4 Tips to Create the Perfect Reference List

March 16th, 2017

Any company worth working for will do its due diligence and check your references before making an offer. That means you should be putting together a reference list that will help you land the job and start off on a positive note. So who should you include and how do you create the perfect reference list? Here are four tips to putting together the best references you can.

1. Make contact ahead of time.

The first step to finding the perfect reference list is to contact your preferred references ahead of time. A surprise call from a stranger may not go as well as you hope. Your references will want to be prepared regarding what to talk about and when they might be contacted. Call your former managers and co-workers and let them know you’re applying for open positions and you may need their help with references.

2. Give them heads up.

That isn’t the only time you should be contacting your references. When you advance through the pre-hiring process with a company, they should let you know when they plan on contacting your references. When this happens, send your list a quick email to let them know they may be contacted shortly. You can also give them some tips that can help them formulate what they will say to the employer.

3. Know who to leave off.

You should never provide names of managers or co-workers you haven’t spoken to in years. This is a good reason to use online networking tools, such as LinkedIn, so you can maintain contact with good references for the future. If you had a manager who loved you but you haven’t spoken to them since 2003, it is best to not include them in your reference list.

4. Avoid negative personalities.

The other type of reference to avoid is anyone who would focus on the negatives. For example, if you were fired from your last job you don’t have to give their contact information to the potential employer. Instead, focus on individuals who will provide positive professional feedback to a potential hiring manager.

Work with a Top Staffing Agency in Houston

Do you have your references ready? Are you ready for your job search? Contact Meador Staffing today to work with a top staffing agency in Houston.

 

New Branch Managers for Meador Staffing

July 15th, 2015

Meador Staffing is planning for the future, for the next 50 years of service to the communities where they are rooted. Leadership within the company is busting at the seams and the company has taken action to recognize that in the promotion of new branch managers in Austin, Clear Lake, Deer Park, Pasadena, Pearland, and The Woodlands, Texas.

Our Austin branch is now overseen by Robin Melitz, a bona fide Austinite with a strong background in relationship management within the staffing industry. As branch manager, she also fulfills duties of account manager, calling on companies in the Austin territory. Robin came to Meador with 15 years of experience that ranges from branch management to regional account direction. Developing and growing business is a thriving force in Robin.

Clear Lake is now under the management of Caryn Martinez. Caryn was promoted from a staffing consultant to branch management, supported by her 10 years of recruiting and staffing experience. Her professional drive, dedication, and extensive background in human resources, training, quality assurance, and recruiting make Caryn a valuable team member as well as a huge contributor to the success of the Clear Lake office.

Shirley Feeback, branch manager of Deer Park, joined the Meador team in 2005 as a member of our staff support team. She has climbed the ranks within the company, growing in her strengths in every role. In the years 2007, 2008, and 2009, Shirley received Team of the Year award. Her passion is helping others and assisting her colleagues and clients. She is a loyal and dedicated team player, who thrives on being thorough, precise, and hard working.

The Pasadena Temp team operates out of the corporate office. Ricki Langford has been promoted to branch manager of this team, having served the past few years as senior staffing consultant. She specializes in building solid partnerships with her clients by matching candidates to company culture and creatively solving issues that arise throughout the hiring and temporary employment period.

Keri Campbell now serves as branch manager for our Pearland office. She began working at Meador as a staffing consultant in our Clear Lake office in 2011. In September of 2014, she was promoted to senior staffing consultant and joined the Pearland team. Keri has over 10 years of recruiting and staffing experience. She enjoys building relationships with clients and providing excellent customer service.

In 2014, our Woodlands office gained a valuable employee in, now, Branch Manager Mae Vela. She started at Meador in the role of a staffing consultant. Mae’s staffing background is in accounting, administrative, and industrial arenas. She is motivated to provide exceptional customer service and support by carrying out her work with integrity.

Meador Staffing is excited for the 2015-2016 fiscal year and our employees are encouraged about the changes made internally, the direction the company is headed. Our company subscribes to the highest ethical and professional standards in managing a diversified and profitable human resource firm. We are engaged in providing excellence and quality service to candidates and employers relative to temporary staffing, contract staffing, direct hire placement, and recruiting. We have stood by our mission since 1968 and it inspires our corporate vision. For more information, contact Morgan Sheen, Vice President of Brand Management, at msheen@meador.com.

How Partnering With A Staffing Agency In Austin Texas Can Save You Money

February 6th, 2015

Did you know that your business can save money in the long term by partnering with a staffing agency to help you with your hiring needs? The process of hiring a new employee is one of the most expensive prospects in today’s business climate and by working with a service that specializes in placements, you can concentrate on what you do best – running your business to be successful. Here are some of the ways a staffing agency can help you save money.

You Have Access to Their Network

Over time a staffing firms will develop a pool of candidates. They will have access to professionals who want to work on a temporary basis as well as others seeking a permanent position. The recruiter you’re working with has been trained to select the best match for your company’s specific needs. They will pull from their existing network as well as recruit additional candidates based on your requirements. This will take significant time and resources, which will be folded into the cost of the service.

You Have Access to Their Pre-Screening Tools

Your company may have several requirements regarding the prescreening of candidates. The resources to conduct background checks, drug screens, and references are expensive. When you’re only using them occasionally, you find yourself paying more throughout the year. A staffing agency has access to these processes and can offer them to you as part of the recruiting contract or with a small fee.

Their Terms and Conditions Help You

A staffing company is a vendor just like any other company you work with as a business. They need to make money, but the cost of recruiting versus the lost time and expense of hiring someone yourself really balances out in the end. You need to work with your customer representative to determine a package that benefits both of you. These terms can include temp to hire agreements and more.

They Can Guarantee Their Placements

Not every employee is going to work out, but you mitigate your risk when you work with a staffing company. If the individual that they send to you does not work out within the first 90 days, you may have an opportunity to find a replacement at no additional cost. You may also be able to hire a candidate before their first 90 days are complete if you’re pleased with their performance.

Do you want to partner with a local staffing agency? Meador Staffing Agency in Austin TX can work with you today!

Questions To Ask Employers In An Interview

December 26th, 2014

A candidate who has done their homework will have a clear advantage in the interviewing process. Companies like to see that you already know about their business and are genuinely interested. In order to make a good first impression you may also want to consider some questions of your own to engage the interviewer in conversation. Here are four questions you may want to consider for your next interview.

  1. “What can I expect to accomplish in my first month?” This demonstrates that you are ready to get to work. While you know you have to be trained in specifics you also want to express that you want to hit the ground running. This shows that you are a self-starter and that you may even learn best by doing.
  2. “What makes your employees successful?” You want to know what it takes to fit in with the team. It is important for the success of your new job, and the continued success of the organization. You may also learn more about the people you will be working with which can give you some insight on the company overall.
  3. “How will the company make money?” You are an investment to the business so it is important that you know how the company generates a profit. You want to let them know that you’re interested in making a financial contribution to the company regardless of your specific role. You can show that you are interested in the bottom line and the more money the company makes the more successful you will be as well.
  4. “What are the long term plans for the company?” Employers want to see that their hires are dedicated and interested in long term careers. They are interested in you growing with the company. You may want to know about the future of the organization and how your role can grow within it. Ask them about the long term goals and how you can play a role.

Do you want to know more ways to stand out in an interview? Meador Staffing, offering jobs in Houston TX, can help today!

Employer FAQ | Why Should I Use Your Services When I Need to Fill an Opening?

June 27th, 2014

Choosing the right staffing partner for your company is an important decision. There are many small points to take into account. If you need to fill an open position or you want to start a relationship with a staffing service, here are a few things to consider before you decide:

  • The cost. The cost to your business will vary depending on factors such as account volume, and worker’s compensation insurance. We are committed to providing quality employees to your company at a competitive price.
  • The process. Our recruiters will begin a search immediately after we are engaged in your hiring process. We start by discussing the details of the position with you and your expectations so we fully understand your needs. This enables us to submit only the most qualified candidates for your consideration and ensures that we are able to meet your deadlines.
  • The turnaround time. There are a lot of factors that influence the time frame from recruitment to hire. It can be based on our current applicant pool and the specific requirements for your position. We are committed to sending only the most qualified applicants and will not sacrifice quality. You may also choose to conduct interviews or we can fill the job based on the information you’ve provided.
  • Prescreening. Each candidate who walks through our doors is thoroughly screened for their ability to conduct the available job. They will undergo skills testing and reference checks. For an additional fee we can also perform various background screenings as required by your business or industry. We want to work with you to customize the process.
  • Handling dissatisfaction. While we are pleased to say this does not happen very often, we do realize that not every job is a fit for every person. Sometimes this is not clear until the person begins the assignment. Our temp-to-hire program provides an opportunity for you to see an employee in the work setting and determine if they are a good fit for your company. If you are not satisfied with an employee, we can provide a replacement.
  • Scope of jobs. We staff for positions in all areas of clerical, professional, industrial, engineering, information technology, Web and graphic design, accounting and finance, human resources, and more.  By having a broad base of applicants, as well as various recruiting resources, we can meet your needs in most areas of your business.

Are you ready to work with a committed recruiting resource? Contact Meador Staffing Agencies in Austin TX to learn more!

Candidate Camera | Staffing Industry Review August 2012

December 3rd, 2012

In the early 1980s, Mus·lc Television revitalized the music industry by broadcasting videos of songs. Could video provide a similar boost to job candidates in the interviewing process?

Backers say video interviews come with a number of benefits,  and  many in the staffing industry also report  they are seeing some interest in the  process.

Nextaff, an Overland Park, Kan.­ based workforce strategy provider, hasn’t implemented the technology yet across its franchise system, but noticed that video interviews have gained  atten­tion, says John Thomas, Nextaff’s vice president of partner development. “That seems to be getting a lot of attention these days on the re ruiting side,” Thomas says. And clients have started to embrace the idea of a first­ round  video interview, he says. In addition, Recruit Co. Ltd., one of the world’s largest staffing firms, recently  invested  in \Vowzer, a Sunny­ vale, Calif.-based provider of video screening.

Backers of video interviews say they are quicker  than  in-person interviewing because  recruiters can review candi­dates quickly. If a person isn’t a right fit, they can go to the next video. With video interviews, recruiters can learn 80 percent of what they need to know about a candidate before even meeting the candidate in person, says David DeCapua, CEO of TalentRooster, a provider of video interviews. It also cuts down on the number of resumes·a  recruiter receives from candi­dates whose skills are far removed from a particular job. “It requires  candidates to make an effort beyond clicking send,” says DeCapua, who also has 20 years of experience in the staffing industry.

Video interviews work by sending a candidate a link to a site, where they can log on and do the interview at home via their webcam or other device such as an iPhone or iPad. Staffing firms can set up studios inside their offices for candidates. Videos can be shared among recruiters, hiring managers and client firms, says HireVue COO Chip Luman. Each person is able to comment on the interview.  Viewers can also skip to specific questions in each interview, allowing for comparison of candidates or in cases where there’s a “knockout” question that could immediately disqualify a candidate. HireVue has a suite of several  prod­ ucts, and it refers to the process  as “digital  interviews.” Among its offerings is a service that  allows a person to be interviewed live online.

The live video allows interviewers to receive more information from candi­dates. For example, Luman says Hire· Vue’s service allows recruiters to ask programmer candidates to vaite a piece of code while online. The recruiter can watch  the programmer write the code, thus ensuring the candidate is the one submitting the code sample, and not someone else. HireVue’s digital interviews can also include documents such as resumes or links to Linkedin profiles or materials from portfolios.

Video interviews may also offer a chance to recapture revenue that could otherwise be lost, DeCapua says. Staffing firms typically don’t  have jobs available for the majority of candidates who walk through their doors. With video interviews, staffing firms can place videos of candidates, for whom they don’t have a customer, onto social media sites, where a potential buyer may find them. Some have raised concerns about potential for discrimination with video interviewing, but its supporters say those  fears are unfounded.

The U.S. Equal  Employment Oppor­tunity Commission has provided guid­ance that video interviews are allowed as long as they are not used for discrim­inatory purposes. In fact, clients can even use HireVue’s solution to defend their hiring process -showing that each candidate was asked the same questions and that  they were reviewed by a panel, Luman says.

This article was featured in Staffing Industry Review in August 2012. Meador believes it was an important article to share with all readers.

10 Things Every Business Should Know About Healthcare Reform:

September 26th, 2012

10 Things Every Business Should Know About Healthcare Reform:

 

(1) Tax Credits for Small Employers

Employers with fewer than 25 employees and average annual wages of less than $50,000 may claim a tax credit for the cost of providing insurance which began with 2011 tax returns.

(2) Dependent Coverage

Health plans that cover dependents now have to cover dependents on a parent’s plan until their 26th birthday.

(3) W-2 Reporting

Businesses with 250 employees or more in 2011 must begin to report on 2012 W-2’s the aggregate value of health benefits provided to each employee including medical, dental and vision coverage. Employers with fewer than 250 employees fall under the requirement beginning with W-2s issued Jan. 2014.

(4) Health Care Premium

For small employer and individual health insurance plans, at least 80% of all premium dollars collected are spent on health care services and health care quality improvement.

(5) Requirement to Inform Employees

Beginning in 2013, employers must provide each employee with written information on the employer health plan, health exchanges, available subsidies for insurance and guidelines about how to purchase insurance.

(6) Simple Cafeteria Safe Harbor

Beginning in 2011, simple cafeteria plans for small businesses include a safe harbor from nondiscrimination requirements if the employer averaged 100 or fewer employees during either of the 2 years preceding 2011.

(7) Employer Play or Pay

Beginning in 2014, employers with more than 50 employees will pay a per-employee penalty fee if they do not offer health coverage or if they offer coverage and at least one full-time employee receives a premium subsidy.

(8) Tax on “Cadillac” Plans – 40% tax

Beginning in 2018, there will be an excise tax on any “excess benefit” of employer-sponsored coverage. This is currently defined as more than $10,200 for individual coverage or more than $27,500 for family coverage.

(9) Automatic Enrollment

Employers with more than 200 employees must automatically enroll employees in employer-sponsored plans.

(10) SCOTUS Decision

The law has been upheld by The Supreme Court. So now, there is no question about implementation. You must act now to be in compliance. These laws can only be repealed by 2/3 of the house and senate and then the president has an opportunity to veto thereafter.

ABM Insurance & Benefit Services, Inc.

Copyright July 2012

What You Should Know About the World of Gen Y Workers

March 2nd, 2012

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Prospects for Temp Workers Look Good in 2012

February 24th, 2012

As the U.S. economy begins picking up steam again, businesses are cautiously hiring more employees. That’s good news for anyone seeking work, but the best news may be the job outlook for temporary workers in 2012. Consider some uplifting statistics:,

  • According to the research firm Staffing Industry Analytics, businesses plan to expand the volume of temporary labor they use by 26 percent in the next two years.
  • A Harris Interactive survey of more than 3,000 hiring managers and HR professionals, recently released by CareerBuilder, indicates that 36 percent of companies surveyed will hire contract or temp workers this year, up from 28 percent in 2009.
  • Temp workers are staying in their jobs longer – an average of 13.8 weeks – according to the American Staffing Association.
  • Forecasts for holiday/seasonal hiring look good, says the National Retail Federation. It predicts retailers will hire up to 500,000 seasonal workers in 2012.

What does all this mean? Keeping a close eye on the strength of the recovery, companies are looking for short-term help rather than risk wholesale hiring of permanent employees. They’re also facing a transformed talent pool as laid-off and unemployed workers build new careers as temps, contractors, consultants and freelancers.

These options appeal both to young workers, who like the mobility and freedom of temp work, and retirees who want to keep working in a limited capacity.

There are plenty of compelling reasons to consider temp work as an option. Here are just five:

  1. It gives you purpose and activity every day.
  2. It gets you in the door. A temp assignment can lead to a full-time position.
  3. It fills gaps in your resume.
  4. It keeps your skills sharp.
  5. It expands your professional network. You’ll make plenty of new contacts in your temporary assignments – contacts that can pay off down the road, especially as referrals for future positions.

Learn more about how Meador Staffing can help you find the ideal staffing position – temporary or permanent.

Is Your Website Doing All It Can to Attract Job Seekers?

February 17th, 2012

Are you getting the desired response from job candidates who visit your company website? If not, a few design and content tips should increase traffic and draw more qualified applicants to your business.

First off, here’s what not to do:

  • A website that proclaims “We’re hiring! Contact us” is unlikely to generate much of an enthusiastic response. The message is too vague and uninformative. Job seekers want more details up-front, the kind of details that accurately reflects your specific hiring needs. They have to see a potential pay-off for their efforts or why bother?
  • Don’t bury job listings beneath a lot of other irrelevant information or imagery. Making people have to search for an open position almost guarantees they’ll stop looking before they find it.

On a more positive note: Your website offers a great opportunity to generate some excitement for your business. Offer content about the workplace that’s both enticing and enthusiastic. Sprinkle in upbeat images, like groups of people having fun on the job or (if they’re scenic) views of the office and surrounding area.

Navigation is critically important. Add a prominently featured jobs link on your homepage for starters. Include a jobs link as a tab in your “About Us” section, with wording like “Work for Us” or “Your Future is Here.” Once the applicant clicks on the link, they should find some or all of the following:

  • A description of the company culture (emphasizing the value you place on your employees)
  • Detailed information about the job opening (including skills required, experience desired and even pay range)
  • A way for candidates to apply (specific email address or place to submit resumes)

It’s also a good idea to include links and hiring news in your other communications, since you never know where individuals will start looking into your business. The company blog is a great place to talk about the type of people you’re looking for and the benefits of employment. Why not tweet a link to your “Careers” page while you’re at it? Share the link on your Facebook page as well.

Remember, your website will never have the same positive impact on everyone who comes to visit. Instead, focus on what you believe is most appealing to the type of candidate you hope to attract. Make it easy for people to learn more and to apply. And keep fine-tuning. You want a hiring section that looks fresh and interesting every time an applicant clicks on it.