Are You Ready for the Upcoming Overtime Rule Changes?

October 20th, 2016

Early this year, President Obama signed a bill intended to increase the salary threshold overtime pay for millions of U.S. workers. When the bill goes into effect, the threshold for overtime pay will increase nearly double. This means any employee with any job title will be eligible to earn overtime if they do not meet the minimum pay required. The current threshold for exempt employees is currently just over $23,000 annually. The new rule will increase this to over $47,000. More employees will qualify for time and a half if they work more than 40 hours per week. Is your company ready for these new rules? Here is how you can prepare for the change coming in December 2016.

Encourage 40-hour work weeks.

The best way to avoid paying overtime for your exempt workers is to enforce 40-hour work weeks. If they do not clock overtime, you don’t need to worry about paying for additional time and a half. Not only will this help you adhere to the new rules, but it will also help improve the work/life balance of your employees.

Increase your staff.

To help reduce the need for overtime, you may want to hire additional employees within the office. Hiring another full-time employee can often be less expensive than paying overtime hours the staff you currently have employed. For example, you can hire an assistant to help senior staff work more efficiently.

Adjust cost of living raises appropriately.

There may be instances where the new overtime pay can become a de-facto raise. Rather than increasing their base salary during their year-end review, continue with their current salary and adjust pay overtime. You can both evaluate how this works over the next several months and adjust as necessary.

Work with a staffing agency.

Your staffing partner can work with you to place individuals within your business as temporary employees. They can increase your production and not your overtime hours since their employer of record is the agency, not your company. The fee you pay to the staffing company will handle the employee pay rate and any administrative costs, which may work out to less than a permanent salary.

If your organization has any staffing needs because of the upcoming overtime legislation or just has employment needs in general, don’t hesitate to contact Meador Staffing today. As a leader in temp services in Houston, we are ready to help your company!

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Get Your Team to Achieve at a Higher Level

July 7th, 2016

Have you been concerned about the productivity or efficiency of your team? There could be a lot of reasons for this concern, especially in the summer months when it’s difficult to stay focused on day-to-day tasks. But if the problem doesn’t seem to be temporary, you may need to step in and make some changes. If you want your team to achieve at a higher level, here are some things you can do to improve their performance for the long term.

Make small changes.

Sometimes all it takes to re-energize your staff and convince them to achieve more is to encourage small changes. There may be some procedural items that can help kick start everyone’s creative process or something as simple as a change of scenery. Look at the little things that you can modify, processes that aren’t working, and outdated information that you can eliminate to help give everyone a quick boost in productivity. It takes time to evaluate those types of areas but take a step back and ask the team what they would fix on a small level to make their jobs more efficient.

Evaluate the team dynamics.

Building a team takes skill. If you inherited a team or if you’re not sure you’ve got the right people in the right places, take a closer look at ways you can improve. You may not need to let anyone go, just evaluate their contributions and put them in a more suitable role that will help them, and the rest of the staff, succeed. This will not only make your team more productive but improve the overall satisfaction of the misplaced employee. Set your team members up to succeed and watch them flourish!

Change your management style.

It’s not them, it’s you. If you feel like the team isn’t working to its full potential, evaluate your management style. Maybe the way you’re interacting with your employees isn’t inspiring. Maybe you’re stifling them. Ask them for feedback on what would help them work at a higher level and make those changes in yourself. Managers need to find the right balance between being completely hands-off and micromanaging.

Prepare for a long-term fix.

Finally, the situation may present itself to make major changes in your organization. If someone leaves, this might be an opportunity to hire someone more suited to the type of high-level achievements you want to accomplish. Maybe you need to change some significant behaviors or habits among your employees. Don’t be afraid to make difficult decisions if it means a stronger outcome. The alternative is continued stagnation and dissatisfaction.

Hiring can be a stressful task for any organization. Finding the right fit, and using valuable company time to do it, can be a costly burden. When you partner with Meador, we will take care of all the work for you. Contact our team of recruiters today to work with a top staffing agency in Austin and throughout Texas!

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Want to Make a Great Hire? Here’s the Key

May 5th, 2016

Your job as a hiring manager is to hire the very best person for the role. Many companies turn to assessment tests and psychological profiles to mitigate any of the risk involved in bringing an outsider into an established group. And, try as you might, bad hires happen. There isn’t one tried and true method to ensure that you’re hiring the right person, but there are some universal truths that can help you uncover the best candidates. Here are some things to consider.

Personal relationships build better employees.

We all feel better about a relationship when there is a connection. There needs to be a spark that you like this individual as a person, and vice versa. If you don’t like each other, the working relationship will never progress past polite formalities. If you want to hire a better candidate, get to know the whole person. Ask them appropriate questions to uncover their motivation. Begin that development during the interviewing process and establish a strong base during the first weeks of your new employee’s tenure.

Why outside the box matters.

Experts know that the best candidate is never someone that fits neatly into one specific box. For instance, if you hire someone with a very specific skill and then technology changes to make that skill obsolete, if this individual isn’t adaptable they are no longer the best employee you have. All of this matters. Hire the best all-around person for the job, not just the person with specific skills. It’s easier to teach new skills than it is to teach soft skills, communication and adaptability.

Hire people who can adapt to change.

To this end, you want to hire people who are not only skilled at what they do, but are willing to learn whatever it takes to continue to be a valuable employee for your company. You want someone who isn’t stubbornly set in their ways. You want someone who will embrace change and understand that change is often the key to innovation. Companies that don’t change will eventually get left behind. You want people ready to make changes on your team.

Uncover the right people.

Lastly, it is important to know that you aren’t always going to find these best candidates through traditional recruiting. You need to expand your network. You need to use creative channels to uncover the right people from wherever they might be, which is probably not openly applying on job boards. Be forward and ask for what it is you want without creating a description so challenging that no one fits it.

Are you looking for the perfect candidate for your open position? Meador Staffing Agencies in Houston TX can help you uncover the best candidate for your role.

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Understanding the Importance of Your Company’s Online Reputation

April 21st, 2016

Your company’s brand may be as important an asset as the services or products you provide. Business in the 21st century has changed significantly and companies that fail to rise with the tide often get swept out to sea. Job seekers are going to spend their time researching your business before they decide to apply with your company, just like you might dig deeper into an employee’s history before hiring them. Your company’s online reputation may be all that stands between you and the top candidates in your field. Here are some things you should do to consider and understand the importance of your reputation online.

Search your company.

Before you can understand where you are in the grand scheme of the Internet, you need to see it firsthand. You may be surprised to discover some information that you did not know was out there before you searched for your company. Look at what is on the first two pages of search engine results for your company. Search the names of your top managers or executives. Look at employee review sites such as Glassdoor and JobVent. You have to know what problem you’re solving before you can solve it.

Bury negativity.

The best way to counter negativity on the Internet is to bury it with positive information. This has proven to be a much better technique than attempting to get sites to take down information. Don’t get into online arguments about angry reviews or Tweets (take them offline), but create content on your website and social media that will help counter this information and, over time, bury it deep within the search engine results. The more positive information you can flood the Internet with, the better. Just make sure not to produce that information in a spam-like fashion. The search engines are smart enough to recognize that behavior.

Empower brand ambassadors.

Your greatest tool for creating a positive online reputation is sitting right in your office now. Your employees use social media, sometimes on the job and definitely at home, so allow them to use their voice to promote your company in a productive way. Give them permission to share information online about their experiences to help others determine how working at your company will benefit them as well. This will help attract others to your company brand and, ultimately, become customers or applicants. If your company has a blog, encourage your employees to share the content. When you produce press releases, have your employees share the content. Explain the benefits your company receives when 10 employees “like” a post. The organic results will be nothing but positive for your organization.

Hiring can be a stressful task for any organization. Finding the right fit, and using valuable company time to do it, can be a costly burden. When you partner with Meador, we will take care of all the work for you. Contact our great team of recruiters today to work with a top staffing agency in Houston and locations throughout Texas.

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Do You Know What to Look for on a Company Website?

March 24th, 2016

As a job seeker, you’ve been told over and over again to do your research before you go into an interview. But what exactly are you looking for and how do you find it? Before your next meeting, consider these strategies for finding the right information on a company website without wasting time going down rabbit holes that won’t serve your job search.

The mission and vision statement

You will find a mission statement and the company’s overall vision usually stated clearly on the landing page, but if you dig deeper you will find a little more. What you want to know is why the company exists. What problems do they solve? How do they see themselves fitting in with the greater industry? Do the mission statement and overall vision actually get implemented when you visit during the job interview or is it just fluff?

Community involvement

Many employees today want to know their employers are in touch with the local community. What is the organization doing in relation to charity, volunteering, or community involvement? This can better help you understand if the company has the same or similar core values to you and if you’ll be a fit in their environment. There is a balance between being active and helpful in the community and going over the top by trying to promote every single thing the company does.

The target audience

It is also helpful to know how they market their products or services. Who is their target audience? How have they built their core customer base? What is their presence on social media? The more you know about how they attract new clients or conduct their business overall can help you better understand your role if you were to be hired.

How it is different from competition

Chances are, this company isn’t the only one in the area conducting this type of business. Do a compare and contrast between the websites of several of their competitors. This will give you a picture of how they are different from other companies in the same industry and why they might be a better match for you.

The company culture

Hopefully, with their website and their social media, you’ll also get a sense of their overall corporate culture. You want to see what an average day is like for the employees in the office and how they interact with others. Look at their Facebook and Twitter accounts to learn more information. Review their staff bios to see if you have common interest with others in the office. You might only bring up one of those details in the interview, but that could be enough to show you did your homework and want the job.

The experts at Meador will tailor your strengths with open job positions. As a leading staffing agency in Houston TX, we have created great relationships with employers since opening in 1968. Contact our great team today to take the next step in your career.
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Don’t Rely on Luck to Land Your Next Job

March 10th, 2016

Do you ever think if it weren’t for bad luck you’d have no luck at all? When you’re looking for a new job, what are your expectations? The truth is, a job finding you is a pretty rare situation. The most successful job seekers are the ones who take control over their search and actively participate. Rather than relying on luck to help you, consider making your own fortune. Here are several ways you can get out and make the right connections to find your next job.

Network, network, network.

People who land a new job seemingly before they took a leap are not usually lucky but are well-connected. It is important to develop a networking habit even while you’re still working so you can build a strong foundation to help you in the future. If you are currently unemployed, challenge yourself to attend a local or industry-related networking event once a week. Once you find a job, keep it up once a month. You don’t want to be the network connection that only talks when you have your hand out and need something. Help your network connections all of the time and reap the benefits when you need them.

Start a blog.

Do you have a website? If not, consider buying your own domain name to ensure that your name is associated with you and your career. Once you do, put something on the site, such as your resume, and start a blog. A blog can help position you as an expert in your industry. You’ll be surprised to find out how often recruiters search for and contact blog writers in their searches. When you do create a blog, be consistent! Create a plan and stick to it. Writing about a topic that you are passionate about will make that consistency easier to achieve.

Build your brand.

The Internet has changed the way we communicate, and that is also true for the job market. Create an online presence that can help others find you in the most common social media sites. Use twitter to promote your blog. Create a page on Facebook that matches your website. Be sure to complete your LinkedIn profile, too. Cross-promote your content across all social media sites so it reaches the biggest target audience possible.

Tell everyone.

Finally, tell everyone you know that you’re looking for a job. While this falls under the networking category, it doesn’t have to stop there. Talk to people in line at the grocery store or at your local coffee shop to improve your networking skills. The next time you meet someone new at a party, let them know you’re looking for work. You don’t have to beg or sound desperate, but the more people you talk to about it the better chance you have of finding the right opportunity.

Forget hours of blindly sending resumes to job boards and cold-calling potential employers. When you partner with Meador, you’re gaining a career advisor, someone who is genuinely invested in your success. Contact our great team of recruiters to work with a top staffing agency in Houston.

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Is Managing Millennials Really Different?

March 3rd, 2016

Are management strategies really different between the generations in the workplace? Millennials, you’ve been told, have vastly different requirements than their older professional counterparts. You may have heard that you need to focus more on digital engagement, personal growth and collaboration. While these things are true, there are many similar characteristics that make managing millennials very similar to managing GenX or Baby Boomers. Here are some of the management skills that you need to cultivate to encourage success from millennials.

Transparency for decisions.

Regardless of the age of your employees, everyone who works for you wants to have a better understanding of the decisions that the management team makes. By being secretive or overly confidential, all you do is breed discontent among your employees. Instead, create a culture where decisions and ideas are freely shared and even ask for thoughts or buy-in from your staff. When you’re willing to share the thought process or reasoning behind a decision, employees will be more willing to invest in the overall vision and mission.

Career growth and development.

Another common trait between the various generations in the workplace is the need for continued job growth. No one wants to feel stagnant in their career, and as soon as they begin to feel restless, they may begin to look outside your organization for additional fulfillment. What can you do to encourage them to continue learning? This doesn’t mean they need a promotion six months into their job, but they do want to see that you want them to grow in your organization. It can be in leading projects, sending employees to conferences or investing in continuing education. A commitment from the company to the employee will increase the chances in a longer commitment from the employee to the company.

Rewards for milestones or accomplishments.

All of your employees want to feel appreciated as well. While the rewards themselves may be different between the generations, everyone wants to be recognized for the work they’ve contributed. Talk with your staff to find out what motivates them and how to properly reward them for their efforts. A great way to reinforce the culture and values of the company is to reward the behavior that models those values. Praising employees in a public forum (meeting, email newsletter) will be appreciated and noticed.

A sense of community.

Everyone on your staff is interested in creating a culture and community within the workplace. In fact, this may be an arena where millennials have higher expectations than their baby boomer counterparts. Collaboration and teamwork are a huge motivator for the younger generation and having an office culture that gives them a corporate identity is critical to their continued loyalty. Millennials want to feel that they have a sense of purpose and are making a difference. Establishing that feel through a sense of community is one great method.

Meador will deliver the flexible and customized staffing solutions your company needs. Contact our great team of recruiters today to work with a top staffing agency in Houston or any of our six other locations throughout Texas.

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How to Locate Top Talent

October 24th, 2014

When your seeking new employees for your business do you know the best places to look? Some of the answers may surprise you. Locating top talent is a skill that requires constant attention. It isn’t something that can be done spur of the moment. Hiring is a game that takes practice so it is important to know when, where, and how to locate stellar candidates. Here are a few insider tips for locating and hiring top talent for your company.

  • Look when you don’t have a need. Many companies make the mistake of searching for a new employee once they already have a desperate emergency in the office. This leads to poor hiring choices. Instead, consider all of the people you meet along the way and how they may be a strategic part of your operations in the future.
  • See value in online networking. So many people ignore social media but it is becoming more and more prevalent when it comes to hiring decisions. Develop your own profiles on social media, especially LinkedIn. This can attract people to review your information on the site and ask for connections. Within these connections may be great candidates for future jobs. Get involved in online groups based on your industry or location.
  • Work with a staffing provider. A recruiter is trained to locate and pre-screen top talent based on their client’s specific needs. When you develop a relationship with a staffing provider you are giving yourself access to their talent pool. They will have you in mind when they are speaking with candidates even when you don’t have an opening position. This means when you do call with a need they are likely to have someone available or be able to track down the perfect candidate for your opportunity.

Do you need to locate top talent for your business? Meador Staffing Agencies in Houston TX can help today!

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!

How to Locate Top Talent

October 25th, 2013

In today’s recovering economy many companies find themselves struggling to hire top talent. A combination of a competitive job market as well as a phenomenon known as the skills gap are making it difficult to attract candidates. However, the right professionals are out there but it is up to each company to learn new sourcing and hiring techniques to find them. Here are a few ideas that you can use for hiring top talent for your business.

  1. Market your company brand. An important tool in any company’s recruiting arsenal today is strong brand content online. Do you have a Facebook page or a LinkedIn company profile? It is important to have these things available so when a potential employee is researching your company they find positive information that will encourage them to apply to your open jobs.
  2. Have flexible requirements. There was a time when companies were willing to train talented individuals on the job. After the recession began in 2007 more and more companies began to recruit under very specific requirements. This has led to what is now known as the skills gap. However, the talent is still out there if you’re willing to be flexible on the experience necessary to perform the job.
  3. Reconsider the salary. Another possible cause of the so-called skills gap is the lack of growth in salaries for many industries. Analysts believe that the reason companies are unable hire talent is because they aren’t willing to pay a fair rate for the position. Research the role and the average salaries in your area before determining what you are willing to offer. Talk to the candidate about their salary expectations and try to come to a good agreement.
  4. Recruit passive candidates. Staffing services have long known that the secret to recruiting the best candidates is to seek out those who don’t know they were looking for a better opportunity. These are referred to as passive candidates. Social media is a great avenue for attracting passive candidates to your company culture and your open jobs.

Are you looking for the best and brightest for your next job opening? If you are looking for staffing agencies in Pasadena, contact Meador today.