Help Your Overwhelmed Team with These Leadership Tips

September 18th, 2015

Even if your staff is made up of superstars, there will come a time in their career where things become overwhelming. While the first reaction might be to suggest they get it together, there may be a better way to approach the situation as a manager. Can you help your team become less overwhelmed simply by becoming a better leader? You can, and here’s how.

Redirect their focus and priorities.

The biggest reason for job burnout is taking on too much too fast and feeling pressure to do everything. If your employees can’t see the forest through the trees then it is your job to steer them on a better path. Determine the overall priorities and redirect their focus on what really matters.

Make changes to their workload.

Some employees have a hard time saying no. While they should have take ownership of this, it is also part of your job as their manager to assess when things are getting out of hand. If you notice that deadlines are being missed and your team is overwhelmed, make changes to their workload. Hiring a temporary employee to help out is one great solution.

Give them uninterrupted work time.

Another big challenge for employees is time management. Not that they can’t appropriately manage their own time but interruptions are expected and often a big problem. Allow them to let their calls go to voice mail and not check email except during certain times of the day. Follow-ups can happen between specified hours.

Change your approach to meetings.

Speaking of distractions, meetings can be the biggest time waster in the workday. Often meetings go longer than expected and become a forum for everyone to state everything they want to say. This can be counterproductive during the work day. Change your approach to have fewer, shorter meetings. Keep things on track.

Lead by example.

Lastly, you can’t expect your team to feel less stress in the workplace if you’re consistently overwhelmed as a manager. They will see how you handle yourself and will begin to reflect that behavior in their day-to-day work. Learn to manage your own tasks and calendar and demonstrate how it works to be confident about doing your job.

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 Meador Staffing to help find jobs in Austin TX or at any of our other six locations.

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Where To Find Talented Passive Job Seekers

May 8th, 2015

There are two primary types of candidates in the job market – active and passive. Active candidates send their resumes to open jobs and apply with companies and staffing agencies to help them find a job. On the other hand, a passive job seeker is, by the very definition, someone who is not currently engaged with a job search. Passive job seekers are often more valuable in the marketplace because of their up-to-date experience. But, if they’re not looking how do you find them? Here are some of the best places to source talented passive job seekers.

  • On LinkedIn. The single best resource for finding both passive and active candidates today is LinkedIn. While there are plenty of people looking for jobs on the site, other professionals simply like to keep their profiles up to date. Use this site to search for people with the right skills or other advance search criteria.
  • With a competitor. Whether through LinkedIn or directly calling a candidate, recruiting people from your competitors has been a tried-and-true method of hiring passive job seekers. Reach out to people and find out if they’re happy in their jobs. Always make sure you offer them something their current employer can’t.
  • Networking events. Get out into the community for face-to-face interactions. Networking events for your specific field of business is a great way to meet others in the industry, and those contacts could consider a move to a different company if the opportunity was right. Be a public face in your community and develop relationships, which are the key to successful networking.
  • Other social media. Beyond LinkedIn, other social media sites are a great place to target passive candidates. This is because they aren’t necessarily using these forums to find a job. Follow people on Facebook, Twitter, and even Pinterest to see if they might be a good fit for your company and initiate a conversation.
  • Blogs and websites. Lastly, another great resource for passive candidates is the web. Many people have created websites and blogs to demonstrate their knowledge and expertise in a field. These showpieces are ways for them to extend their knowledge and help others. You may be able to source a great candidate through their blog even if they’re not actively looking.

Are you looking for passive job seekers to enhance your current team? Meador Staffing Agencies in Houston can help today!

Social Media Recruitment Myths

January 4th, 2013

Recruiting through social media has been a hot topic in the human resources industry for a few years now. What is it and how can you use it most effectively? There are many ways to approach the concept of social media recruiting and everyone believes that their ideas are the best. However, here are 8 myths about social recruiting.

  1. Candidates aren’t on social media! Of course the candidates are on social media. Almost everyone is on social media to one degree or another. If they aren’t on professional services like LinkedIn they are probably on Facebook to connect to their friends and family. The key is figuring out where they are and how to target them.
  2. I need to join every network! New networks pop up every day. It may feel like you need to access everything, but you don’t. Pick the ones that best fit your business and focus on creating great content for those sites.
  3. No one uses Google+! Google+ appears to be the black sheep of the social media family but people really are using it. It has almost become a combination of Facebook and LinkedIn which is perfect for many recruiting applications.
  4. You can’t recruit on Pinterest! You can recruit anywhere. Pinterest has been the fastest growing social media outlet for the last year and it continues to attract more users. The key with using Pinterest for recruiting is to think creatively. You may not be able to pin traditional job postings, but what about pinning a photo of something awesome from your company instead?
  5. I don’t need a lot of fans! Actually, you do. Fans are what drive traffic to your site. Continuously add content to your page and run campaigns to get your current fans to recommend it to their friends. And remember, just your own friends and family aren’t enough.
  6. Don’t be personal! Many people want to keep their business life and personal life very separate, but readers like to relate to companies on a less material level. Occasionally add a funny story or personal wish to let readers know there is a real person behind these posts and tweets.
  7. Use all the hashtags! You can’t scroll through twitter without seeing thousands of number signs before just about every other word. Hashtags allow twitter to keep track of words that “trend” on the site. Figure out the best hashtags to use and use them responsibly. #Don’t #write #this #sentence.
  8. Social media is free! It might not cost money but social media needs a pretty significant investment of time to provide any sort of benefit. You can’t just create a Facebook page or a twitter account and expect people to read them. You need to provide fresh and interesting contend frequently.

Are you looking to partner with a company who understands the importance of social media? Contact the professional recruiters and account managers at Meador today!