4 Ways to Screen Candidates Using Social Media

August 22nd, 2014

As a modern employer you are probably interested in using social media to prescreen potential candidates before inviting them for interviews or making job offers. However, there are a lot of concerns about the way to use these sites effectively, legally, and with regard to privacy. Before you get caught in a legal gray area, here are four tips for using social media to screen candidates you’re considering for employment.

  1. Review for grammar and spelling. Twitter is a great place to see the communications styles of potential employees. Are their posts riddled with misspellings or bad grammar? Even within the confines of 140 characters there are ways to communicate that don’t use 4 and U instead of “for” and “you.” Especially if the position requires effective written communication this can be something you at least address with the candidate.
  2. Check for professional background. You do want to see if their resume matches their actual experience. Look on LinkedIn to see past employers and recommendations. Review the dates of employment and see if they match. Any discrepancies should be addressed and the employee needs to be able to provide adequate responses. You may also reach out directly to supervisors.
  3. Don’t use it as a background check. Background checking companies exist to provide services to review the criminal background of potential candidates. These companies are vetted and certified. Googling a candidate’s name will not provide access to reliable information. While arrest records and mug shots are often public they don’t provide the full picture on the guilt or innocence of the individual.
  4. Don’t write off candidates for the wrong reasons. It is also important to view social media as a means to obtain casual information rather than reasons to rule out top candidates. If a candidate is a huge fan of a rival football team you may be tempted to disqualify them for the job but you may also lose out on a perfect employee. Also, keep in mind all of the things that can land you or your company in trouble for discriminatory practices.

Do you want to know more about how to use social media effectively for hiring? Contact Meador Staffing Agencies in Houston TX to learn more!

Meador Staffing Services is a Company to Watch: Major Growth Ahead

August 19th, 2014

Meador Adds New Positions to Company Roster to Meet Demand

In order for Meador Staffing to continue to grow and meet the demands of the job market in Houston, Austin, and surrounding areas, President Melinda Torrison has made several major role changes effective this week in the operations of the 46-year-old company.

Valerie Smith, former Pearland Branch Manager, has moved in to the full-time position of Training Director for the entire company. She has been training employees this summer on a part-time basis and it is evident that Meador needs her in this role full time. She will be training with employees throughout the entire company along with handling all operations manuals and policies, coordinating all client seminars, and auditing. Valerie will work out of the corporate office in Pasadena.

Michelle Martinez, former Clear Lake Branch Manager, has been promoted to Regional Manager and will oversee the Austin, Clear Lake, and Pearland offices’ operations. Meador Staffing will not have a branch manager in Clear Lake or Pearland at this time with Michelle overseeing operations as Regional Manager. The company is currently focused on recruiting and hiring a senior staffing consultant for the Pearland office as well as an account manager for the Austin location.

Tamara Stucky, previous Deer Park Branch Manager, has also been promoted to Regional Manager for Meador Staffing, overseeing the operations for Deer Park, The Woodlands, and Pasadena’s temporary division.  Meador Staffing will not have a branch manager in Deer Park or Pasadena at this time with Tamara overseeing operations as Regional Manager. The company is currently focused on recruiting and hiring an office coordinator for the Deer Park location.

Ashley Wright will assume the role of Sales Manager, transitioning from her role as Pasadena Branch Manager. She will work out of the corporate office in Pasadena. Ashley’s role as Sales Manager will consist of the administrative duties affiliated with overseeing Meador’s sales team, as well as lead generation for the company. She will work closely with Vice President Linda Fields and President Melinda Torrison in Meador’s sales efforts and support the company’s strong account manager team.

“Meador Staffing is in transition for growth and excited for the season that lies ahead,” said President Melinda Torrison as she made the changes on August 6th. “Congratulations to our growing team. We are positioning ourselves for great things and believe these changes will allow us to grow.”


About Meador Staffing Services: Since 1968, the team at Meador Staffing has been matching quality candidates with top employers across the United States in direct hire, contract, temporary, and temporary-to-hire arenas. When you partner with Meador, you are joining a family-oriented business, one that has built a legacy and reputation based on quality and service. Our experienced staffing and recruiting professionals are truly dedicated to finding the best solution for your staffing or career goals.

Meador Staffing Services Has First New President Since 1968

August 18th, 2014

Melinda Torrison Promoted to President & Chief Operations Officer

Congratulations are in order for Meador Staffing Services’ former Executive Vice President Melinda Torrison, who has been promoted to President & Chief Operations Officer for the company. Ben Meador, former President, will still remain active in the company as Chairman & CEO.

Melinda joined Meador Staffing full time in 1987 when it was still named Meador-Brady. Prior to coming on board in 1987, she had worked for the company during the summers in several roles, gaining experience in the staffing industry, as well as served in temporary roles for client companies in clerical positions. When she joined Meador-Brady, Melinda started her journey in the role of receptionist, then staffing assistant for the temporary group. Over the past twenty-seven years, she has served in many positions, the most recent being Executive Vice President.

Melinda has served the staffing industry and her community in various leadership roles, including President of the Texas Association of Personnel Consultants (TAPC); President of the Houston Area Association of Personnel Consultants (HAAPC); and Vice President of Inter-City Temporary Associates, a national company with 115 affiliate members. Melinda is also recognized as a Paul Harris Fellow by The Rotary Foundation. She received her certification as a Certified Temporary Specialist by the National Association of Personnel Services in 1997.

Based on her activity, networking, and long-time entrenchment in the staffing industry, Melinda has been presented several awards over the years: CTS of the Year in 1992; HAAPC Community Service Award in 1995; Norval Locke Award in 2004.

Melinda is well-prepared to serve as President & Chief Operations Officer.  “I am dedicated to the well-being and best interest of this company and my family, who has created the legacy of serving our communities for the past 46 years,” Melinda shared. She has earned a reputation as a responsible, dependable, and an able leader, and has the respect of her peers and those she leads.  Meador Staffing has the utmost confidence she will be very successful and will have the full support of all of our employees.


About Meador Staffing Services: Since 1968, the team at Meador Staffing has been matching quality candidates with top employers across the United States in direct hire, contract, temporary, and temporary-to-hire arenas. When you partner with Meador, you are joining a family-oriented business, one that has built a legacy and reputation based on quality and service. Our experienced staffing and recruiting professionals are truly dedicated to finding the best solution for your staffing or career goals.

How to Sell Your Leadership Qualities During an Interview

August 15th, 2014

Depending on the type of job you’re searching for you may need to promote your leadership skills specifically on your resume and in an interview. How do you effectively convince a hiring manager about your skills as a leader during an interview? Without the ability to demonstrate on demand there are some things you should be doing to emphasizes leadership on your resume and sell these qualities during an interview. Here are a few things you should keep in mind.

  1. Know what leadership skills are important to you. Even if you’ve not been in a leadership role before you know what skills and traits you like in managers you’ve had in the past. Which of these skills were most important to you? Evaluate them and determine how they already exist in your personality.
  2. How did you effectively use these skills on the job? These personality traits are essential to who you are as an employee. Even without a management title you’ve undoubtedly used them effectively on the job before. Look at specific situations where these traits helped you perform your job or help others.
  3. Share how your skills can benefit this employer. Now you need to contextualize them for the new potential employer. What kind of company are they and how do these skills and experiences relate to their industry? You always want to be in a position to solve their problem so personalize your answer for them.
  4. What kind of leadership training have you had? Finally, you want to emphasize any training you’ve had to develop leadership skills. Talk about your college experience if it is relevant, any seminars or additional classes you have attended. This will help give them a rounded picture of who you are and demonstrate that you are eager to continue learning to improve your skills with their company.

Do you want to focus your career on leadership? Meador is currently hiring for jobs in Austin TX and can help you today!

Developing Effective Work Relationships

August 8th, 2014

One of the best things you can do for your career is to learn how to effectively manage relationships. It is true that knowing the right people can help you down the right path long term. No matter where you’re working or whether or not it is a short term or long term situation, it is imperative that you develop the right working relationships. Here are a few ways you can maximize relationships throughout your career.

  • Identify solutions rather than problems. It is easy to get caught up in the problems that happen in the office. However, the most effective employees are those who focus on the solutions. During meetings and conversations try not to focus on what went wrong but rather how you can fix it as a team.
  • Take responsibility. Similarly, blaming others for failures is also easier than taking responsibility. When something has gone wrong assess it as objectively as possible and take responsibility for your role in the event. Your management team will appreciate this.
  • Improve your verbal and nonverbal communications skills. Communications can be fickle things. Sometimes emails get misinterpreted or body language can come across with the wrong message all together. Spend some time concentrating on your language skills and make improvements as necessary.
  • Discuss problems before they’re problems. Blindsiding a co-worker or manager with a problem, especially in a group meeting, can backfire. If you see a problem, discuss it immediately with the individuals involved. This will help keep people from feeling attacked unfairly and becoming defensive.
  • Always keep your commitments. When you agree to do something, do it. If for any reason it becomes impossible let the other party know as soon as possible so other arrangements can be made.
  • Help nurture and mentor other employees. Taking an opportunity to share your skills and knowledge with other employees will also help improve your inter office relationships. Help a new employee or show a new task to someone who is looking for more in their job.

Are you looking for your next career move? Meador Staffing is hiring for jobs in Austin TX so call today!

Work-Life Balance | How to Become an Employer of Choice

July 25th, 2014

As a company, when you’re looking to attract talent, you need to stand out from the competition. Do your employees enjoy their jobs? Do you have issues with attendance or performance? Becoming an employer of choice in the area may make all the difference when you’re trying to hire the right people. Here are a few ways you can focus on work-life balance to be a company people want to work with for their careers.

  • Flexible schedules. It is stunning when we realize that the majority of professional adults spend more time at their jobs than they do with their families. As an employer you can change that dynamic without hurting the profitability of your company. Offer flexible start or end times. Allow some employees to work from home. Offer time off when someone needs it for an emergency at home or an event with their kids. If you manage this correctly you will find that most employees will use this flexibility responsibly and it will improve the overall atmosphere of your company.
  • Health and wellness programs. Work stress and obesity are also causing problems for companies across the US. Bring a health and wellness program into your business. Replace vending machines with healthy options like fruit baskets and water. Bring a yoga instructor in once a month. Start a walking club for lunch hour. You may even be able to offer discounted gym memberships, weight loss programs, or smoking cessation assistance.
  • Open door policy. Your employees want to know that their concerns are being heard. Allow your team to approach you with new ideas, problems, or general feedback. Before dismissing an issue, determine how you can use it to solve a problem within your office. If you have a reputation as a manager who is willing to listen you’ll find that your employees are loyal and new candidates are interested in your opportunities.
  • Social engagement. Occasionally, provide a way for your employees to let off a little steam. Have an ice cream social on Friday afternoon. Host a holiday party every year. You may even choose to schedule a summer weekend getaway. These kinds of social outlets offer everyone on your team to get together casually even if they’re in different departments. It can strengthen interoffice relationships during work hours.
  • Recognitions and rewards. Most of all, you need to ensure that your staff feel appreciated for their accomplishments on the job. Many employees who leave their jobs site dissatisfaction with their managers. Of course, corrections are often necessary but also make sure to focus on the positive things. Provide rewards or some form of recognition for when an employee does a good job.

Do you want to be an employer of choice in Texas? Meador Staffing Agencies, Austin TX, can help you today!

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 Salary.com 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!