Our Top 5 Tips for Managers from 2017

January 4th, 2018

Every year, it’s our goal to provide quality content for job seekers and managers. In 2017, we offered plenty of advice to make managers, executives, and supervisors excel in their jobs. So what were our top 5 tips for the year? And what can you do to ensure that you’re starting 2018 off on the right foot? Before we start with more tips and ideas for the New Year, let’s take a look back at what we shared already.

1. Reduce your time to fill with better candidates.

In February, we discussed the ways that managers can reduce their overall time to hire by taking a few simple steps. These include staying in contact with a top candidate you didn’t hire, connecting on social media, and streamlining your hiring process. We also suggest that working with a staffing partner can help reduce stress and the time to hire.

2. Why employees quit and what you can do about it.

In July, we talked about the startling statistics about how many employees quit their jobs due to dissatisfaction. But this is a trend that can be altered by employers. We looked at the reasons people quit and what you can do about them. They include reasons such as a lack of personal connection, no challenge, stagnant career growth, and workplace stress.

3. How a local staffing agency can be your best partner.

But we also shared the reasons why working with a local staffing agency can boost your company’s productivity and help you hire the best and the brightest. We suggest that developing a relationship with an agency, working with a smaller specialized company, and partnering with the agency’s top executives can be a great strategy for your hiring goals.

4. The top 3 skills to look for in marketing talent.

If hiring top marketing talent is your top priority, we have you covered there as well. In April we shared some insight on the top skills that marketing professionals should bring to the table. If you focus on their understanding of analytics, their experience with content marketing systems, and their use of video, you will have an advantage in the marketplace.

5. When to stop the onboarding process for new employees.

We also took a look at the onboarding process and what it means to bring someone up to speed before declaring the process complete. We suggest that every employer be ready for their new team member on the very first day. We also encourage employers to create a mentorship program, assess the employee weekly, ask for input from the new employee, and look at the results rather than the processes of their work.

Work with a Top Staffing Agency in Pasadena TX

What advice do you want to take with you into the New Year? Contact the team at Meador Staffing to learn more!

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Hiring is a Science

August 23rd, 2013

Experts have shown that the hiring process works best when it is formulaic and scientific. All too often managers find themselves making decisions based on emotional criteria such as “I’ll know it when I see it,” or “they reminded me of me.” When an employee fails in their new role the hiring manager is left wondering what happened. Here are some ways you can improve your hiring process by treating it as a scientific method.

  1. What is the hiring process? A typical hiring experience will consist of three phases: source candidates, engage, and hire. Each of these steps requires their own set of tools to use and rules to follow. Sourcing will need access to online job boards and social media while engagement means reaching out to interested applicants and talking with them about their experience and your company.
  2. Pre-employment screening. One tool that it is important to add to the hiring process is pre-employment screening. When you conduct background checks and require drug screening for each candidate considered for the role you are creating a baseline that each potential employee needs to reach before they can be offered a position with your company. Screening products can be expensive so work with a local staffing company who will offer this as part of the cost of their service.
  3. Additional assessments. Beyond drug and background checking are other pre-screening options for you to consider. Once again you can work with your staffing provider to determine which are right for you. You may want to implement behavioral testing along with tests for certain skills. Behavioral tests can give you insight on the candidate’s personality, integrity, cognitive ability, and how they will fit into your current team.
  4. Reference checks. With so many companies instituting a policy of only providing dates of employment it is harder than ever to confirm professional references. However, it is an important step that should not be skipped. You can utilize the recommendations on LinkedIn to get a picture of their previous work. A staffing service can also help you with this process and conduct reference checks on your behalf.

Do you want to perfect your recruiting and hiring methods? If you are looking for staffing agencies in Pasadena TX, contact the employment experts at Meador today.

Your Next Investment: Hiring

June 10th, 2013

It needs to be remembered that hiring should not be an impulse purchase. It happens too many times; a hiring manager will meet with a candidate who sounds perfect. They check all the boxes and answer all the questions right. They may even remind the interviewer of themselves in many ways. A hiring decision is made on the spot and now the real personality comes out. You can discover you made the wrong decision pretty fast. Instead, hiring should be treated like an investment. Managers should comparison shop and spend time making the best decision. Here are some tips to keep in mind when you’re looking for your next superstar.

  1. Effective Interviewing techniques. Every interview should be effectively the same. If you ask each candidate the same questions you can have a baseline to evaluate each answer. Don’t stick only to a rundown of the resume. Ask them behavioral questions based on their previous experience. For instance, find out how they saved their company money on a large scale project. Or talk to them about their customer service experience and how they handle a negative customer.
  2. Drug testing and background screening. This type of pre-interview screening is a great investment. You want someone who is reliable and responsible to work for your company. Establish guidelines that you’re willing to adhere to before anyone’s results are returned. Test and screen every candidate. A local staffing company will often offer these services as part of their process so you may be able to save both time and money by working with recruiters.
  3. Reference checking. References can be tricky because many companies have a policy of only verifying dates of employment. It is a good idea to try to drill down to discover as much information as possible. The candidate’s former coworkers and managers will be able to provide insight on who they really are as an employee. Once again, this is something your staffing provider can do for each candidate submitted for your open positions.
  4. Investment in training time. Your new employee investment shouldn’t stop once the candidate has been hired. Many employees cite a lack of training and career support as a reason why they fail in their positions. Be conscious of their learning style and work with them to understand and comprehend each aspect of their new position. If you provide excellent training you can be confident in their performance once they are working on their own.

Are you looking for tried and true tips for making the best hiring decisions for your company? Contact the recruiters at Meador Staffing today!