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.

7 Ways to Jump-Start Your Career in 2012

January 20th, 2012

OK, New Year’s Eve has come and gone, but we’re still early enough into 2012 that you can add a few resolutions to your list, especially when it comes to jump-starting your career.

Start by visualizing today as the last day of the year – you look back with pride over the past 12 months, seeing all you did to advance yourself professionally. It just takes renewed focus and determination to shake things up and chart a new path forward in your life and your career. Here are seven tips to get moving:

  1. Set clear goals. Like most of us, you’re bombarded by distractions and sometimes find it hard to stay focused on what you really want. This is a great time to write down clear-cut career objectives for the year ahead. Ask for a raise. Shoot for a promotion. Aim to become department team leader. (Note: Don’t file your new list away once it’s written. Post it somewhere you can see it to remind yourself on a regular basis.)
  2. Revise your resume. Whether you’re job-hunting or not, resumes need constant refreshing. What have you accomplished lately that’s missing from your resume? Does it just list what your job functions are, without detailing all you’ve achieved? That’s what recruiters are most interested in seeing. Be sure to revise your resume at least once this year.
  3. Less online playtime. Sure, Facebook, Twitter and social networking sites are fun to play with (and can sometimes help with one’s career), but how much time do you spend reading through friends’ accounts of playing with their dog in the park? If this is negatively affecting the quality of your work, best leave it for later.
  4. Learn something new. Whether it’s acquiring new knowledge in your chosen field or branching out into new territory altogether, now’s a good time to learn something new. Take a class, research online, read a book or volunteer with a local organization.
  5. Find a mentor. Learning from someone older and wiser can make a huge difference in a person’s career. Seek out someone at your company or elsewhere in your network who has achieved the kind of success you’re striving for and see if they’ll agree to mentor you.
  6. Strengthen your workplace relationships. Do you hang out with the same people day after day? There are probably many others who could help you professionally working just a few cubicles down. Now’s a good time to expand your in-house professional network.
  7. Think positive! If you don’t like your job, start looking for a way out. If that’s not practical, try to shift to a more accepting attitude of present circumstances and see how you can improve them. This may be the single most important resolution you make for 2012.

Reference Checks – What You Can Learn and How to Conduct Them

December 30th, 2011

You’ve reviewed an applicant’s resume, had her in for an interview, come away impressed by what you’ve seen and heard. In an ideal world, that would mark the end of the hiring process. But in the real world, the next step is conducting a reference check.

What do employers hope to uncover as a result of this process? The answer may vary from position to position, or company to company, but certain essential elements remain the same. These include:

  • Verify basic informationTitles, professional degrees, dates of past employment, compensation, reason for leaving
  • Past job performance – What sets this person apart from others in terms of prior job performance?
  • Past achievements – Did the achievements listed on the resume result from individual or team efforts?
  • The reference’s opinion – What are some of the individual’s strengths and weaknesses? How well did they manage their time? Would you hire this person again?

How do you go about obtaining this information? The reference check process should always start with the job candidate’s signature on a waiver granting you permission to check their employment history and to contact professional/personal references. If the individual declines to sign, you probably know all you need to know before moving on to other candidates.

Get multiple references (three at least) so you can assess consistency among their answers and to feel you’ve been thorough in your efforts. Types of references may include former supervisors, work peers and/or subordinates. The next step is to contact these people by telephone, rather than email. It’s best to hear about the job candidate in their own words and to be able to ask foll0w-up questions regarding specific conditions or circumstances. And, with each separate conversation, try to dig a bit deeper and learn more; don’t just ask the same questions three times or you’ll end up getting the same three answers.

Ask for – and contact – references who can discuss the individual’s past five years of work history. Anyone you speak with concerning time periods beyond that is unlikely to recall specifics or be able to offer the type of information you’re looking for. Also, depending on the job candidate’s age and experience level, anything beyond the past five years may not offer an accurate description of this person’s abilities and experience right now.

During your conversation, try to avoid “yes or no” questions. You want to learn as much as possible about the job candidate, so focus on open-ended questions that require a thoughtful and informative answer. In addition to the questions listed above, don’t neglect to ask, “Is there anything else I should know before I make an offer to this candidate?”

Questions not to ask: Anything to do with race, age, sex, religion, marital status or national origin. This information is protected by law and has nothing to do with the position within your business.

Reference checks are an integral part of the hiring process, both for what they can confirm about the job applicant and for additional information that can help you make an informed decision about whether or not to offer the job.

Your First Day on the Job – How to Prepare, What to Expect

December 23rd, 2011

Congratulations! You’ve landed the job you’ve been looking for. Your next step? Make a great impression.

Nowhere is the first impression more important than on your first day at a new job. What you do, what you say, and the way you do these things will tell your new boss and co-workers a lot about you, so clearly you want to do things right. Here’s a checklist of how to prepare before stepping into the office and what to do once you get there.

Get rest, look good. The night before starting a new job is probably not the best time to go out on the town to celebrate. Instead, eat wisely and don’t drink caffeine late in the day. Get a good night’s sleep so you’re well-rested and alert in the morning.

What you choose to wear is important, but even more so is that you look neat and orderly – no chipped nails, unwashed hair, etc. If the company you’re about to work for has a dress code, be sure to find out what it is and follow it without question. In any case, always dress professionally. For women, this means no mini-skirts or dangling earrings. For men, a long-sleeved shirt and dress pants is the way to go.

Many employees get their photo IDs taken on the first day, so avoid wearing white or light-blue tops, loud prints and thick horizontal stripes.

Time and tools. Whatever happens, don’t be late on your first day! You can avoid this nightmare scenario by test-driving the route to work beforehand so you have a sense of how long the commute will take. (Even so, on the morning of the big day, leave some extra time in case you get stuck in traffic.) The same goes for your morning routines. Budget the time you need for getting ready so you don’t end up rushing into the office, which will impress no one.

If you’re bringing work-related items with you (laptop, supplies, tools), be sure they’re selected and ready to go the night before. The goal is to being able to walk out the door feeling relaxed, confident and ready for anything.

You’ve arrived on time, looking nice and feeling good about yourself. That’s smart, because there’s still a lot ahead of you.

Attitude is everything. Remember how you focused on being friendly and outgoing during your job interview? The same applies here, but even more so. Many of the people you meet today will be your co-workers (and possibly friends) for some time to come. If you’re an extrovert by nature, give it your all! If you’re shy, push yourself out of your comfort zone and make small talk. Ask questions about the workplace, about what others do on the job and–if they’re willing–a little about themselves.

What not to talk about? Stay away from office rumors and gossip. If not, you’ll quickly get a reputation you don’t want.

Become an expert. As part of your preparation, you should have researched your new employer online and found out all you can about the company. There may be time on the first day to learn more as well. Read the employee handbook. Look through old files on the computer system. Ask for samples of successful projects undertaken before you came. The more you know, the more questions you may have–which is a good way to get to know your boss.

This applies to your listening skills, too. The first day on the job is not the time to control conversations, interrupt others or point out that “this isn’t the way we did things where I used to work.” Today, you can ask questions and take notes, including the names of people you meet. Learn about company policies. Show your enthusiasm for your new job. And smile a lot!

Each new job is different, but certain rules stay the same. Arrive early and don’t run out the door at 5 o’clock. Your new employer has taken a chance by hiring you. Show them you’re worth it.

Learn more about how Meador Staffing’s career advisors can help assess your skills, craft your resume and determine which opportunities are best matched to your skills and goals.

Recruiting Tips for Salaried and Hourly Employees

December 16th, 2011

Not all employees are created alike. And one of the big differences in successful recruiting is knowing the differences between what makes a great hire for a salaried position versus what’s best in an hourly employee. The hiring strategies can be very different.

Start by considering the open position you’re recruiting for. What are the features and benefits and who is best suited to fill the opening? When recruiting for an hourly position, the following features and benefits are generally most attractive:

*   Flexible shift
*   Potential for overtime
*   Good schedule for a person working more than one job

Many hourly positions pay relatively little and are often regarded as entry-level jobs. The work is usually task-oriented, meaning the employee does one or two or a few things throughout the working day, with a beginning and end to the tasks that can be measured as specific achievements. This limited scope of responsibility is ideal for some workers.

A salaried position, on the other hand, is more complex. It comes with additional demands as well as additional benefits. Make sure the person being considered for this opening understands that you, the employer, are looking at the new hire as a long-time investment. Features and benefits for the salaried position may include:

*   Retirement plan, health care plan, profit sharing
*   Additional compensation options such as bonuses

Again, keep in mind the importance of the position. Recruiting for a salaried employee will generally take longer, because you are investing more time and money in selecting the right person for the job. If it’s a managerial position, the ideal job candidate will have a proven track record of responsibility, accountability and maturity – more than an hourly position might require. And this person has to be comfortable knowing that, unlike an hourly employee, there’s not always a clearly defined “end” to the assigned tasks and responsibilities.

For both salaried and hourly new hires, it’s important to clearly define what the position entails and that, in the case of an hourly position, hours may be added or trimmed based on unforeseeable future conditions. This way, both employer and employee know what to expect going in – regardless of the position.

Let Employees Gripe on Facebook

December 1st, 2011

Earlier this year, a National Labor Relations Board (NLRB) judge ruled that five employees fired by a non-profit after airing complaints about their jobs on Facebook must be rehired.  Hispanics United of Buffalo terminated the employees for criticizing work conditions on a Facebook comment thread. The NLRB judge determined that the National Labor Relations Act protected these employees’ off-hour gripes about working conditions. Furthermore, he noted, employers who seek to punish workers for speaking out on Facebook may be violating the law.

No one can say yet if this ruling marks a judicial precedent covering all cases involving free speech and social media, but employers have been warned. Although going online and complaining about working conditions may be legally acceptable, even the NLRB judge cautioned that divulging confidential company information or defaming a supervisor is still grounds for termination.

But before you start furiously scrolling through every Facebook thread that includes the names of your employees, take a deep breath.  It’s actually a good thing to have the legal ramifications of this spelled out. With this in mind, your HR department can specifically indicate that–as part of your company policies–restrictions on the use of social media should not be interpreted as limiting an employees’ right to discuss conditions of employments online. Instead, focus on a policy that forbids online speech that discloses proprietary information or defames members of the executive team. Make it explicitly clear that this will not be tolerated. Just be sure you understand that, per the NLRB ruling, online dialogue about working conditions is regarded–for the time being, at least–as “protected speech.”

Bring back the complaint box?

Dissatisfied employees may be less inclined to use social media to grumble and complain if there’s an alternate outlet on company grounds. Making a complaint box available is “old school,” but it can send a powerful message as well: Is there some aspect of working conditions that prevents you from doing your job the way you’d like to?  We want to know.  Of course, this means someone in your HR department has to take ownership of the complaint box–reading employee complaints regularly, encouraging more input and, most important, acting on complaints whenever possible. All it takes is one or two situations where you or your executive team acknowledge an existing problem and take steps to correct it.

Once employees see that complaints dropped in the box actually get listened to, they’ll be far less inclined to air their dirty company laundry online.

Meador Staffing’s comprehensive Staffing Resource Library offers an array of resources to help you become a “best-of-class” employer.  Find out more.