4 Ways to Onboard Your Texas Employees

September 13th, 2013

It is a startling statistic to hear that 22% of new employees leave within 45 days at a job. In fact, 4% of them leave after an awful and apparently unredeemable experience on their very first day. Businesses know that stellar employees are an investment but often they allow the new team members to start the first day with little to no oversight and expect them to succeed, especially if they have previous experience. There is more to hiring the right people than meets the eye. Here are four ways you can help the onboarding process and improve your retention.

  1. Facilitate introductions. Your new employee may be spending the majority of their time within their own department but they will interact with everyone in the company at one time or another. Help make their first meeting be positive. Spend some time taking the new employee around the office and introducing them to everyone on your team.
  2. Offer leisure time. The first day can be overwhelming so take some time out to relax in the middle of the day. You may want to consider taking the new employee out to a long lunch and you can even include other members of that department. It will give everyone a chance to talk about the job and the company in a comfortable atmosphere.
  3. Provide training about company culture. Of course it is important to train your new employee on office policies and procedures as well as the general duties of their job but also consider incorporating your company culture into the training curriculum. Share your value structure, your environment, how you enjoy your time on the job, and your mission.
  4. Provide regular feedback. Don’t wait until their 90 day review to share information about their performance. Gently correct them on anything they need to improve as you see it happening. More importantly, provide positive reinforcement when you see them excelling at their new position. You hired them for a reason so let them succeed.

Are you looking for more advice for hiring your next stellar employee? If you are looking for recruiters in Pearland TX, contact Meador today.

When are They Searching for Jobs Online? Mobile vs. Desktop

June 21st, 2013

Recruiters and hiring managers hear a lot about mobile recruiting these days but what does it really mean? How are job seekers finding you online? When are they looking for jobs? What are the differences? Let’s look at some of the ins and outs of mobile vs. desktop optimization and how it can affect your job postings.

  • Desktop. This is the interface that most recruiters are familiar with. A larger screen and more functionality from the mouse and keyboard make it easy to engage with the information presented. Online applications, when viewed on a desktop, are easy to navigate and can have multiple fields to input information.
  • Mobile device. So many American’s use smartphones and other mobile devices to access the internet that they are quickly taking over the market. In fact, 55% American adults only use their smart phones to access the web. In order to attract candidates to job postings there needs to be a mobile optimized version. It is best if they have limited data fields and an easy to find button that can automatically submit a resume or send you to their LinkedIn page.
  • When to post jobs. Indeed.com suggests that the best day to post a job on your regular site is Mondays. However, more people are viewing jobs from their mobile devices on Tuesdays after working hours. It is interesting to note that many employers are concerned about employees searching for work while at the office, but this is not the case. Once job seekers are at home they may have access to their home computer but they are still using their mobile devices to search for jobs probably while also watching TV, cooking dinner, or helping kids with their homework. A mobile site needs to engage these multi-taskers.
  • Optimize for mobile. It isn’t time to abandon your regular webpage but it is important to ensure that potential employees see your information when they are using their mobile devices. Mobile activity is only going to increase so attract candidates by producing content that will get their attention and keep them on your website through their smart phones.

Do you want to learn more information about mobile optimization? Contact Meador Staffing to see how we can help you recruit the top talent in Texas!

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! 


Optimizing Your Hiring and Search Process: We can help

May 24th, 2013

Have you considered using temporary staffing for your next hiring need? The benefits of working with a local service can include savings of time and money, but can also augment your hiring process.  Professional recruiters prescreen each candidate and only submit the very best for your review. Consider these four ways a staffing agency can help put their skills to your service.

  1. Assist with establishing goals. Your HR department is often pulled in multiple directions. They need to handle payroll and employee retention as well as a number of other functions. Because our recruiters are dedicated to the hiring process, we can provide this service to your company. A staffing agency can work with you and your hiring managers to determine your needs and help find the best candidates for your open positions.
  2. Prescreening and Testing. Screening products are a significant investment, especially when you only need to make use of them occasionally. A staffing service will have access to these tools as part of their day to day business. Figured into the cost of your next hire will be items such as skills testing, background checking, and drug screening. Talk with your local staffing company to see what screening they can provide.
  3. Managing expectations. The most important part of any hiring process is an effective job description. Our recruiters can work with you to develop a killer description that will attract the best candidates. When a recruiter can provide details about skills, salary, and environment the candidates will have a better picture of your business. Give the staffing agency 20 minutes of your time and they will be able to put together a job description for your next opening.
  4. Fall back plans. Bad hires do happen even to the best recruiters. While the prescreening process will help alleviate some of these headaches, occasionally a situation will occur that is less than perfect. In the event that an employee is not meeting their potential a staffing agency can work with you to find a replacement candidate. Temporary to hire agreements can give you 90 days to assess your new employee and determine if they are the best fit.

Are you thinking about working with a local Pasadena agency? Contact Meador Staffing today to see how we can help you! 

Improve Your Interviewing Skills as the Interviewer

April 19th, 2013

Interviewing well is a talent for both sides of the desk. It is an art that takes two people to perfect. The interview should be a give and take and everyone involved should leave with a complete picture of the potential partnership. Here are seven tips for improving your skills as an interviewer.

  1. Read and research. Potential candidates are expected to have researched the company and the job before showing up to an interview. The same respect and preparation should be given by the interviewer. Review their resume completely and check out their LinkedIn profile for additional information. If both sides are well prepared the conversation should be easy and informative.
  2. Your complete attention. It is sometimes difficult to forget about all of the other things happening in the office during the interview. Your candidate deserves your undivided attention and it is respectful to provide it to them. Listen carefully and don’t feel the need to fill any silence. If you don’t fill the gaps the candidate is likely to continue sharing information with you.
  3. Scenarios not questions. Behavioral interviewing is a process by which you learn how a person would react in a specific situation. Think about a real situation that has or could happen in your department. Present it to them and ask how they would react in that situation. This will typically give you a more honest understanding of their personality for the job rather than answering general questions they practiced before arriving.
  4. Avoid the quirky questions. Some interviewing advice suggests that you ask some unconventional questions to make the interviewee pause and consider their answer. Questions might include “if you were any animal, what would you be?” This method doesn’t really provide any value and only makes the potential candidate uncomfortable speaking with you. Avoid these questions.
  5. Unspoken language. Body language is another good way to understand each other. You can gauge a lot by noticing if they are nervous or if they make proper eye contact. Are they sitting back with their arms crossed? Are they leaning forward and mirroring your body language?  All of these can be clues to their personality.
  6. Individual and company values.  Your organization already has a developed company culture. It is important that the new candidate fit in well with your current team and share the same values as your organization in general. This might be the most important aspect of the interview because of this kind of chemistry doesn’t exist it can’t be forced.
  7. Give them homework. You want to see how your potential candidate performs so give them a task to complete. When you schedule the interview suggest that they bring in a formatted letter or a spreadsheet with specific information for your review. This way you can truly understand how well they do at the skills you need.

Are you looking for your next superstar candidate? Contact the recruiters at Meador Staffing to see how we can help you today! 

What Engages Employees on the Job? | Pasadena Business

March 29th, 2013

Keeping your employees engaged and happy on the job will ensure that your company has an opportunity to stay competitive in today’s market. Employees are spending more time engaged with Facebook in the office than their own job functions and this is costing companies a lot of money in lost production. How do you make the job as engaging as social media? Here are three practical tips for enhancing your employee engagement.

  1. Direct Supervisors. The most important relationship in the office is the employee/boss partnership. If either party doesn’t like or doesn’t trust the other the employees will look for ways to avoid engagement with their jobs.  One common reason that employees and supervisors don’t get along is because of the generation gap in today’s workforce. Generation Y and Baby Boomers are often pitted against each other and their work ethics and communication styles couldn’t be more different. Gen Y is truly looking for mentors to help them advance their career so refocusing your Generation X and Boomer management team in this direction can be a good first step. Talk to everyone about their experience and develop a plan to make improvements.
  2. Effective communication. Many disengaged employees feel that the company is not honest or open enough about their goals or processes. In order for employees to feel like they are part of the team they need to fully understand what is happening with the business. Provide quarterly reports to them and keep them up to date on changes in processes, enhanced procedures, and even the financial situation of the company.
  3. Company values. In today’s globally aware business environment employees like to know that their employers are socially conscious and environmentally sustainable. However you chose to implement this within your own organization be sure to communicate it to your existing team and to potential candidates. If you spend time determining if a candidate is the right fit for your company culture and excited about the business from day one you will find that you aren’t losing money on replacements.

Do you want more tips on hiring engaged employees for your business? Meador Staffing  can help you today!