How to Land a Job Out of School

July 18th, 2014

There has been a lot of attention paid to the demographic of individuals unable to find work as they graduate from college. It doesn’t have to be like that. If you’re are graduating soon or in the job market after finishing college this year there are a few things you can do to help accelerate your job search. Here are a few tips to keep in mind.

  • Develop your LinkedIn profile. The way we find jobs has been fundamentally changed with social media. LinkedIn is no longer a luxury of the technological elite but a resource that needs to be tapped into by anyone in a professional capacity. The site is relatively user friendly and easy to navigate. Pay special attention to your headline, photo, and keywords.
  • Start a blog. Companies are looking for subject matter experts and thought leaders. The best way to position yourself this way in the market is to start a blog. Use it to share your ideas for new ways of doing things and showcase your expertise. This is also a great way to cultivate your voice and create an online brand.
  • Land an internship. So many college students skip the internship in favor of earning money in part time summer jobs. While the internship may not pay it does so much more in terms of benefits to your career. This will be the kick start to your resume experience. If an internship isn’t available, see about volunteering your services in the community.
  • Find a mentor. You should also start reaching out to professionals in your industry. These individuals can become a sounding board for new ideas and help you navigate the path to employment. They can help with stories about how they made it to where they are today.
  • Join a professional organization. Networking is essential to finding a job in your field. The best way to do that is to join up with a local professional organization. They will have seminars, meetings, and social events that help get you involved and allow you to meet up with others who work in your industry.

Are you looking for your first professional job out of college? Contact Meador Staffing, currently hiring for jobs in Pasadena TX, to see how we can help!

Senior Accountant Jobs in Texas | Salary Breakdown

July 11th, 2014

Are you in the market for a Senior Accountant position in Texas? It is important to know the current trends and salary breakdown for the greater Austin area so you can understand if jobs and offers are competitive. Negotiations will be easier with more information at hand. To ensure these discussions are fair to you, here are some basics to keep in mind about senior accounting salaries in our corner of Texas.

  • Consider the size of the organization. Larger firms have more flexibility to pay a higher salary – even to an entry-level candidate. Smaller companies may not but could offer some additional benefits as an incentive instead. The median salary in Austin for senior-level accounting roles is around $67,000, which is similar to the national average. However, the final salary will depend not only on the size of the company but also the specific requirements for the job.
  • Do you know the growth rate for accounting? If you are looking into salaries for senior accountant jobs in the area, it is also essential to know the path to get there. There are some typical stepping-stone roles that lead to this level in accounting. Your background may be in staff accounting or you may have a CPA. Managers may make more money than a senior accountant depending on the job duties. Review websites such as to see where you are in your career path.
  • What to know when negotiating a salary. The exact location of the company will play a big role in the amount of money they can offer candidates. Companies located in the heart of Austin will be able to offer more than the surrounding areas. Career growth will also often happen quicker in the metro area. A government job will pay less than one in the private sector. Be as prepared as you can be when approaching the negotiations and determine a fair “walk away” number. This is a salary that you would not accept. Your rejection will allow them to counter with more or give you an opportunity to move on in your search.

Are you looking for a job as a senior accountant? Meador Staffing, offering jobs in Pearland TX and beyond, can help today!

How to Earn Respect from Your Temporary Employees

July 4th, 2014

When you need to add staff to your business for a short term project – whether it is a seasonal production increase or someone filling in – it is important that you maintain a good working relationship with them. Sometimes temporary employees feel disconnected from the business. Here are a few ways you can earn respect for your temporary employees while they’re on the assignment:

  • Treat them with respect. No one can expect that someone will respect them if they don’t reciprocate. Start off on the right foot by having every tool ready and their workspace set up as soon as the temp arrives on the first day. Treat them like adults and trust them with the work you’ve brought them in to complete.
  • Communicate effectively. Many managers feel that they don’t need to discuss performance with the temporary employee and instead follow up only with the staffing provider. While it is important that your account manager know the status of the work, it is also a good idea to discuss the performance directly with the employee.
  • Praise their good work. Don’t hold back on letting someone know when they’ve done a good job. While this is also great advice for your permanent staff, it can go a long way with someone who already feels disposable. Let them know that you appreciate them and that you’re glad they’re working with you.
  • Ask for feedback. It may be a good idea to hear from them how they are doing on the job or how you are doing as a manager. Ask them questions that force them to respond with real information and not just “yes” or “no.” See what they think of the project and how you can help them.
  • Provide additional benefits. It can be tough for a temp employee to see the permanent staff gets treated to lunches, company picnics, or receive bonuses. If you have any flexibility to include temps in office activities, do it. You may also be able to work with your staffing provider to pay a bonus to the temp if they’ve done particularly well.

Do you need to hire temporary staff for a project in your office? Contact Meador, one of the leading Austin Temp Agencies, to see how we can help!

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!

Business Development Manager Jobs in Austin | Salary Breakdown

June 20th, 2014

Business development is one part sales, one part brand manager, and one part operations. This role is responsible for a number of things all dependent on the type of company they work for including marketing, product development, presentations, contracts, and meetings. If you think you may want to be involved in business development, here is a salary breakdown of the types of jobs available in Austin and what you can expect.

  • Match your previous experience to business development.
    Since business development is a broad job category you may have more experience than you think. Look at descriptions for business developer jobs you’re most interested in and see how your current skills are transferable or similar to what they are looking for. Change your resume language to reflect this.
  • Talk with others in the industry to gain new knowledge.
    The best way to learn more about business development is to talk to other professionals in the industry. Join a trade group and attend meetings. Reach out to others on LinkedIn. Establish mentoring relationships with experienced business developers in your area.
  • Consider an MBA as continuing education.
    Many successful business developers have advanced degrees including their Master’s in business administration. If you’ve thought about going back to school, entering an MBA program might be your best bet.
  • Work with a local staffing company.
    If you’re interested in finding a career in business development, it will be beneficial for you to connect with a local professional staffing company in your area to see what kinds of jobs are available. They can help you tailor your resume and sell your skills to their clients.
  • The salary range for business development professionals in Austin.
    Salary range for business development managers in the Austin area is between $65,000 and $137,000. The median salary is around $99,000. Before accepting a position, check with websites like to learn more about the possible compensation packages.

Are you looking for an opportunity as a business development manager? Contact Meador Staffing, offering jobs in Austin TX, to learn more!

How Much Does it Cost to Work With a Staffing Agency in Austin?

June 13th, 2014

Have you been thinking about working with a staffing company to supplement your hiring needs? Local staffing services can work with you to source, screen, and select the right candidate for your long term or short term needs. What goes in to the cost of working with a staffing company? There are many elements that will contribute to your final cost and overall structure. Let’s look at some of the contributing factors that may affect your business with a staffing agency here in Austin.

  • Account type and volume. The more staffing you need, the better the price the staffing service can provide. Account volume will give your partner company an idea of what kind of work they need to do to prescreen and submit individuals for your opportunities. The positions may be administrative or light industrial in nature and require very different skills and experience.
  • Worker’s comp insurance costs. When you work with a staffing company the temporary employee’s workers comp insurance is covered by the organization. This doesn’t mean that you aren’t responsible for the safety of the temps on the job. Your staffing partner will evaluate the risk of working with your company and may adjust rates if the necessary work requires more safety standards.
  • Time to hire. From the moment you first initiate contact with a service they will begin working for you. They may need to meet with you to evaluate your business and environment, determine what background is necessary for your open jobs, and what kind of prescreening tools you require. Some jobs necessitate extended lead times while others can be filled quickly. Your cost may depend on where on the spectrum your business falls.
  • General administrative costs. Ultimately it is important to note that a staffing agency is not a non-profit organization. Not only do they need to cover the costs of the pre-employment checks, the advertising, and the testing they also need to cover the pay range and employment taxes for each employee and earn enough to continue providing quality business to all of their clients. Their rates will typically be a percentage mark up from the employee pay rate which takes all of the administrative costs into account.

Do you want to partner with a local staffing company who understands your business? Meador Staffing Agencies in Austin TX can help you today!

6 Interview Prep Questions from Recruiting Pros

June 6th, 2014

People who go into an interview thinking that they will “wing it” almost never receive a job offer. A recruiter or hiring manager wants to see that you’ve done your homework and that you are invested in their company specifically, not just any job. Here are 6 questions from recruiting professionals that you should consider when preparing for your next interview.

  1. Why are you interested in our company? Here is where the recruiter is looking for your ability to do research prior to arriving to the interview. Before you step foot in the company doors look them up on the internet. Review their LinkedIn information and be as knowledgeable as you can about their product and services.
  2. What can you offer our business that your competition can’t? You have something that makes you stand out from the crowd: what is it? You don’t want to simply parrot the job description back to the recruiter; you want to show that you bring something more to the table. Talk about your accomplishments and how you can be of service to the company.
  3. What kind of manager do you like to work with? Recruiters place candidates with a number of different companies and in those organizations are different management styles. They want to match you up to the right one. Do you like someone who is hands on and works directly with their staff? Or do you prefer to be given more creative autonomy?
  4. Describe the type of environment you prefer? Some organizations are fast paced while some have a more casual approach to business. Companies can be conservative and professional or have a culture that includes ping pong tables in the break room. Your recruiter won’t want to place you somewhere that doesn’t match your personality.
  5. How would former coworkers describe you? References are extremely important to the hiring process. They want you to provide names of contacts who will give them a clear picture of who you really are. They also want to know how you think these people would respond when being asked about you. They want to see how closely your answer matches your references.
  6. Where you do see yourself in 5 to 10 years? The recruiter also wants to know that your career goals are in line with their client’s needs. As much as you may feel you need a job, accepting a position with a company that doesn’t match your long term goals will not serve your career.

Are you looking for your next interview opportunity? Contact Meador Staffing, offering jobs in Pasadena TX, to learn more!

The Cost of a Bad Hire in Austin

May 30th, 2014

Do you know the long term effects of making the wrong hiring decision? Are you prepared to take a risk on someone? The actual cost of a bad hire right here in Austin is greater than just their salary. One bad hiring decision can cost your company money and business and cause irreversible damage to the morale of your current team. Here is a breakdown of what a bad hire can cost your company.

  • Low quality work. A bad hire can affect the quality of your business just by missing steps or cutting corners. These mistakes are often not caught until it is too late to repair any of the damage.
  • Bad attitude. A negative attitude can affect other people in the office right from the start. It can become a burden or cause a dark cloud to hover over your entire team. A bad attitude also affects your customers.
  • Poor attendance. Tardiness for an interview or missing days in the first week or two of work are serious red flags. A pattern of attendance issues will affect the employee’s performance. Other employees will be resentful if you do not take action to solve this problem.
  • Dissatisfied customers. When your new employee begins to affect the satisfaction of your customers the damage may cause long term issues. Even if you correct the issues your client has a new negative impression of your business.
  • Missed deadlines. A missed deadline is the snowball that starts the avalanche. If something isn’t done on time someone else will have to pick up the slack or work may be delayed across the board.
  • Bad teamwork skills. A bad hire may have the biggest impact on your current team. One bad decision can turn otherwise good and productive employees into problems that affect your entire chain of business.

Do you want to know more about preventing a bad hire in your office? Meador Staffing Austin TX can help You Today!

3 Questions to Ask When You Don’t Get Offered the Job

May 23rd, 2014

There will always be times in the lives of job seekers when they do not get the offered a job for which they felt perfectly qualified. There are simply too many good candidates currently available for everyone to be offered the job of their dreams. However, if this happens to you it may be a perfect learning experience. When you aren’t offer a job take an opportunity to check with the hiring manager and get some feedback.

  1. Is there anything I could improve for my next interview? You never know what someone might prefer or what small things can set them on a path to make a decision. Ask them how you conducted yourself in the interview and if there is anything you can do to improve your chances with the next company. You may be surprised by the helpful feedback they are able to provide.
  2. How did you select the individual that you hired? It is good to know not only why you weren’t selected but also how they made the decision to select someone else. Was it a personality fit? Did this person possess more skills that could help them in the job? The rejection for a job is almost never personal so it will feel good to hear some of the reasons that are beyond your control.
  3. Can you keep me in mind for other opportunities or refer me to someone else? Most importantly, you should never burn a professional bridge even if you don’t get the job or may never work for the company. The hiring manager knows other professionals and they may feel like you would be a good fit for a different opportunity in the future. However, if you don’t ask you probably won’t be considered.

Are you looking for an opportunity for your next job? Contact Meador Staffing, offering jobs in Pasadena TX and beyond.

How to Make Sure Candidates Accept Your Offer

May 16th, 2014

So much advice exists online for job seekers about how and when and why to accept job offers. However there seems to be little information for employers. Business owners and managers want to know that they’ve made the right hiring decision and rejection is just as troubling for them. So how do you make sure a qualified superstar candidate accepts your job? Here are a few tops that can help you.

  • Put your financial information on the table. An intelligent candidate will search for public information about your company before accepting a job offer. They want to know that you’re financially viable or if they may be in danger of being laid off unexpectedly. Be as open as you can about your financial records and the projected growth of your organization. An employee who understands the numbers is in a better position to help the company grow.
  • Manage online branding and social media. A potential employee will search the internet to find out more details about your organization. In today’s hyper-connected world it is extremely important that you manage your online presence. Address negative issues and information online. Write a blog on your website to provide consistent and quality content that will increase your company’s SEO. Spend time interacting with your fans on Facebook in a positive way.
  • Facilitate introductions in the office. Personality matches are one of the most important aspects of the right fit into your company. Introduce your candidates to your team and evaluate the interactions. Look for things in common which could bring them together. It is okay if they aren’t close friends, but they should respect and trust one another.
  • Be transparent about your need. Open communication is valued among job seekers. Don’t try to cover up negative information about the job. Tell why the opportunity is open, good or bad. If a good employee knows your challenges they may be in a better position to improve the role for the company. Your new employee will want to feel they are valued and contribute to the success of the organization.
  • Be fair with salary negotiations. This is sometimes the step where job offers fall apart. You should know the budget for this job before you start searching for candidates. Research average salary ranges in your area for these duties. Really listen to what the candidate brings to the table and don’t allow pennies to get in the way of hiring a good employee. An benefits package that includes bonuses, good vacation policies, and other incentives can also provide incentive to take the job.

Do you want to ensure that your top candidates accept your offer? Meador Staffing, Austin TX, can help you today!