How Does On-Site Staffing Management Help Your Company?

January 19th, 2017

Are you a high production facility that is often left feeling like you’re spinning plates with little to show for it? Hiring and managing high volume employees, from production room floors to call center environments, can be time-consuming work that leaves little for the day to day business needs of your organization. But it doesn’t have to be a Sisyphean uphill task. Have you considered on-site staffing management? If not, or if you’re still curious about the benefits, let’s take a closer look at what it can do for your company

On-site consultants to fill big projects.

When you have a massive increase in need due to client requirements or other outside influences, the time it takes to source, interview, and staff the positions can be prohibitive. If you’re not ready when the need hits, it could be too late by the time you are. A staffing agency representative on-site can fast track this process and get people in and hired before the project reaches critical mass.

Handle all daily management tasks.

There is more to staffing than just placing employees in essential roles. Each employee needs day-to-day support, payroll processes, and other administrative tasks. When you don’t have someone in-house to handle these aspects of employment, the job falls to the manager or supervisor, who have other tasks to handle as well. An on-site support person can help streamline these processes.

All-in-one staffing solution.

An on-site staffing professional will be dedicated to you, your business, and your staff only. They will not need to split their time between clients. They are there to provide the best quality staffing and employee management available. This makes their recruiting knowledge and management skills customized for your needs.

Focus your time on running your business.

When you don’t need to spend your time on resume review, interviewing, onboarding, training, and weekly payroll processes you will be able to focus on what really matters. As the owner, director, executive, or manager of your business, there are plenty of other aspects that you can worry about to ensure the overall success of your company.

Are you interested in on-site staffing management? Contact Meador Staffing today to get started on working with a top staffing agency in Austin!

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5 Questions You Should Ask a Project Manager

November 17th, 2016

Hiring for a new project manager involves more than just typical interview questions. This individual will be responsible for the delegation of a large number of tasks, so their skills may be very different from that of any other role in your organization. Before you make a hiring decision, are you certain you’re asking the right questions to determine if the candidate is qualified? Here are 5 questions you should be asking to determine if they’re the right fit for your company.

What don’t you want to work on?

Project managers have a very specific set of processes to get the job done. By asking what it is they won’t do, you can learn even more about what kind of skills they bring to the table and whether or not they are a fit for your specific environment. What will be a deal breaker for your company when it comes to things this project manager won’t contribute to in the office or for clients?

What makes for a great project manager?

You want to dig into their brains a little deeper. What do they think are the skills that make a project manager successful? Do they possess these skills or are they simply reciting things they think you want to hear? Do they seem like they will bring more value to the table than the other candidates you’ve spoken with?

How have you become a better project manager?

Successful people learn from their mistakes. No one should come into an interview insisting they are without fault. You want to find out what they’ve done in the past and how they’ve stumbled and improved their experience for the long term. Someone who isn’t humble or can’t come up with ways they’ve become better may not be the right fit for your company.

How do you communicate with team members or clients?

One of the most important skills for a project manager is communication. Not only do they need to communicate with their own employees, but they also need to talk with clients and people in all positions at your own organization. How do they interact with people who have different levels of importance or power?

How easy is it for you delegate?

Lastly, a project manager who can’t delegate isn’t a project manager at all. Micromanagement does not help the team or the project succeed. It only demonstrates that the project manager can’t relinquish control of the tasks at hand and feel they can always do a better job. This is counter to the purpose of a project manager and will not lead to success for the project itself.

Are you looking for a project manager to add to your team? Meador Staffing is ready to find the right job candidate for your team. Contact a leader among Texas staffing agencies today!

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Are Your Job Requirements Scaring Candidates Away?

March 20th, 2015

Hiring is a delicate dance that involves a lot of moving parts. You need to start with a clear and concise job description. From there, you will match resumes to the job and begin contacting candidates. But what if your job listing doesn’t get the response you were hoping for or expecting? Could your job requirements be scaring away the best candidates for the role? Let’s take a look at the way your company’s requirements might be giving professionals the wrong impression and keeping them away from your doors.

  • Requirements are too specific. After the recession, many companies changed their hiring strategies. Instead of hiring for potential, they began to list every possible skill a candidate must possess in order to qualify for the job. Occasionally, these lists became so cumbersome there was no possibility that any candidate could have all of that experience. This is what effectively created what is known as the skills gap. If your job posting reads like a grocery list and suggests that the unqualified need not apply, you may not be getting any candidates – much less quality ones.
  • Requirements are not specific enough. On the flip side, some job descriptions have the opposite problem. They don’t provide enough information to let the candidates know what the job is or what experience is expected. When this happens, hiring managers see an influx of resumes in their inbox but none of them are qualified. Job seekers aren’t mind readers. You need to strike a balance in your description of what you require versus the employee’s potential to learn.
  • Stay away from industry jargon. Does your job posting look more like alphabet soup than a concise paragraph that would entice someone to work for your company? While some people believe that putting the industry terms in the description is necessary to weed out the candidates without the right experience, it can also be off-putting. The challenge is that even industry jargon varies from company to company, so what you call something may not be what everyone is familiar with or calls it. Write job postings in friendly, personal language.
  • Provide reasons why a candidate would apply. Lastly, you need to make sure there is some incentive to apply. The reward isn’t just the job itself, but the opportunity for the right person to work for your company and be successful. These reasons just can’t be implied. Talk a little about your company values and culture to attract candidates who share similar values to enhance your company. Let candidates know that you want people who are a match for your company and can contribute in the long term.

Are you looking for great candidates to add to your team? Meador Staffing Agencies in Austin TX can help today!