The About Staffing Blog

Welcome to the world of About Staffing where we discuss all things relevant to the employment, recruitment and staffing industry.

Tag: Recruitment

26
Feb 2018
Building a Relationship with your Staffing Specialist

by Colin Kusz

 

We want to learn about you!

 

Being interviewed by a Staffing Specialist at a staffing or recruitment agency is different than an interview with a Staffing Specialist for an internal position at their company. As a ‘candidate’, you are sometimes interviewed for a particular position, and other times you are interviewed generally for multiple positions that you may be suitable for. Sometimes I want to interview you before a position even exists, so that we can expedite the hiring process and find you a position that is perfect for your skillset, your personality, and your lifestyle.

 

What do we call you?

 

“Candidate” and “client” are the terms we use to distinguish between the people who we are finding jobs for and the people paying us to find them new staff. Agencies offer a free service to candidates to help them find jobs, and clients are the companies who provide us with the job openings. Remember that your Staffing Specialist does his or her best to find you your dream job, but clients have the final say in who they hire.   

 

What are you interested in?

 

Many candidates have an interest in pursuing different job titles. For example, a person interested in warehouse work may have experience in shipping and receiving, production line, and inventory management – three very different areas of a warehouse. Agencies want to know about all your marketable attributes so that we can be as flexible in finding you a great job as you are when searching on Indeed and other platforms. I will always ask candidates what types of jobs they are interested in. Often people ask what I mean by that. What I mean is, when you are on the online performing a job search, what are the titles you search? This allows me to gauge the type of work that you may find fulfilling.

 

What are your wants and what are your needs?

 

The more detail I have about you, the better. Tell me ‘must-haves’ for your new position and also tell me the ‘nice-to-haves’. What details must a job have for you to accept it, and what other characteristics would be a bonus. For example, a ‘must-have’ would be that it is transit accessible if you use public transportation and do not drive. A ‘nice-to-have’ would be that you would prefer a location in the Northeast because you live in Saddleridge – the job does not HAVE TO be in Saddleridge, but it sure would be nice.

 

Is this important?

 

It is very important for you to disclose as much information to me about your current job-hunting situation so that I can assist you better. If I am aware you have some interviews next week with other companies, I will factor that in so as to accompany you in reaching your goals. I want what is best for you, and I appreciate when you inform me of other opportunities you may be considering. This information is pertinent because it hurts the relationship I have with my client if you accept the offer my client gives you, but then you turn it down because of a different position you were pursuing outside of our agency. A way to manage this is to be open with me. I will always be open with you regarding feedback, job opportunities, and ways you can improve in the future. If this relationship is reciprocated rather than one-side having more knowledge of the situation, you and I have a better chance for success as we work together.

 

Be upfront with me

 

Being honest and direct with me will only have positive effects. If you cannot accept a position or simply do not want to accept a position, tell me why so I have that feedback in my records and I will be able to take this into consideration going forward. As well, if you cannot make it to an interview or an assignment, I need as much notice as possible and I always need to know. There is no situation where a ‘no-show’ is acceptable.

 

Everybody gets sick

 

When personal matters come into play, communication is important. If a family member has passed away, let me know so I can advise my clients better about when you may be back at work. If you have gone through a break up and are not in a good emotional situation to go to work, let me know so you and I can decide the best course of action for you to continue your employment.

Remember, I will only disclose to my clients the information you want me to. If you are uncomfortable with them knowing particular details of your life, you just need to inform me of this.

 

Wing it, or rehearse it?

 

Rehearsing before an interview is a great way for you to practice the answers you may expect a Staffing Specialist to ask you. At an agency, we appreciate the rehearsed answers, but we also appreciate seeing the real you. I want to know who you really are – what you are like in a more casual setting once you’ve become acquainted with your colleagues.

 

Check-in with me

 

It’s good to update your agency on your availability once every week or two. This is something we keep track of so that we know who we can call when a job becomes available. A simple e-mail or phone call saying that you are “checking-in” will suffice. It is not necessary to call us many times in a day – once a week is fine.

 

Most importantly…

 

Ask me anything you want. If you want resume advice, I’ll gladly give you my input. Every Staffing Specialist is unique to his or her own special backgrounds and experiences, so Staffing Specialists will always provide you with different opinions. Every Staffing Specialist will provide you with different advice because recruiting is very subjective – it is not a science and there are no calculations that tell us who the best person for each position is. 

09
Jun 2018
Rocking Temporary Assignments

by Jessica Penney

Deciding to take on a temporary assignment can be intimidating for some. Learning the ropes at a new job is both mentally and physically exhausting.  First impressions are made within minutes and you can only hope that this job will lead to future opportunities.

Let us help your nerves!

About Staffing has been a temporary staffing agency since 1996 and we pride ourselves on not only finding awesome candidates, like yourself, but on working with great clients.

Check out our list of the top 15 ways to rock it before and during your next temporary assignment.

  1. Dress to impress. First impressions are everything.
  2. Respond to Recruiters as soon as you can, as this will often secure more opportunities.
  3. Be open to taking on a variety of positions. Keep your options open.
  4. Be flexible on positions that offer a lower wage, if possible. You never know where this may lead you.
  5. Keep communication lines open between yourself and About Staffing. A quick call or email only takes minutes.
  6. Be prepared and know where you are going.
  7. When you commit to an assignment – stay committed.
  8. Show up on time for every shift.
  9. Be upbeat and positive – showing the clients you really want to be there to help almost always guarantees positive feedback to us about you.
  10. Treat everyone in the organization with respect, be courteous and polite.
  11. Network throughout the organization and meet as many people as you can
  12. Don't call in sick. If the client sees you sick and sends you home this is okay.
  13. Keep your phone in your bag. Do not call or text or surf the Internet while you are on a temporary assignment.
  14. While on assignment ask, “What else can I do?” Offer your assistance in other areas.
  15. Provide feedback to your Recruiter on every assignment.
24
Jun 2018
Winning the Business in Calgary Leaders Award

by Sharlene Massie

I am honoured to be chosen as one of the twenty Business in Calgary (BIC) Leaders for 2018.

The BIC Award event took place June 27th, 2018; exactly 5 years after the 100-year flood hit Calgary and Southern Alberta unbearably hard, including my business About Staffing.  With no office to work from, no acceptable insurance, no phones and mail, my business dropped 65% over that next year. This downfall continued into the next two years due to economic uncertainty.

Thankfully, after celebrating our 22nd year in business this year, we are experiencing rapid growth. I look back on these challenging years and can pinpoint five key lessons that have helped bring me here to today.

 

 

Cut Costs

Cut costs quickly on every line item on the income statement. Every penny counts but do not loose key staff, as you will need them later.  Be honest and cut base wages, expenses, bonuses, and benefits. Make promises to bring those employees back up to par later, when you can.  In order for that to work, they have to trust you to honour your promises, because you always do.

Choose your battles 

Fighting is tiring and not every fight is worth it.  Sometimes, you may have to ask for forgiveness rather than permission. Sometimes, you may have to have a calm and rational conversation to compromise and come to an agreement. Sometimes, you have to cut ties and walk away. And sometimes, you have to stand your ground, make your points, escalate, go up the chain and stay the fight.

Keep good business relationships intact. 

Maintain key accounts by doing whatever to you have to do.  Offer value, give and take, don’t give away the farm out of desperation, but allow for flexibility and good deals for all. When overall businesses are suffering, your competition may not spend money on client retention, so spend less than your normal, but continue to do something.  Throw in some prospecting or networking while working those good business relationships and continue to give back and volunteer in the community. I devoted myself to the Better Business Bureau (BBB) serving Southern Alberta and East Kootenay on the Board of Directors.

Start fulfilling staff promises, slowly and carefully

When revenue begins stabilizing start fulfilling staff promises slowly and carefully. Tie everything to an incentive goal! We found that a company-wide goal is the best kind. Don’t over spend as incentives need to be attainable and a bit of a stretch but will take everyone back up to or better than market. Enthusiastic, stable and loyal staff is all that matters as you grow.

 

 

Embrace change

Do not be afraid to learn and change policies and procedures, no matter how long it worked for your business before.  Pay attention to how the world of work is shifting, and consider trying new ideas, then tweak them, shift again, and continue to tweak throughout difficult times.  Many small wins amount to one big win at the end. 

During times of struggle, everything seems overwhelming. Sometimes, just setting the goal of getting to 0 is enough.  But time moves quickly and before you know it your business, like mine, is doing record numbers, achieving manageable but exciting growth, and those key staff are flourishing once again.  

Winning the BIC Leadership award certainly feels like a big win to me!

05
Jul 2018
Top 16 Tips for When You Need to Move Offices or Locations

by Sharlene Massie

 

1)    Start with a goal: community workspaces, more mobile, ability to shrink/expand the workforce easily, save overall costs (short term/long term), exposure, proximity to customers or transit.

2)    Create a list of must-haves, and nice-to-haves, knowing that the nice to haves will get the team excited, so try to be realistic.  Create a points chart, putting 1-10 on importance, comparing to space sites.

3)    Choose the site that meets most of your goals and works with your vision for a new space. You won’t find anything that is 100% so expect to achieve 80-100%.

4)    Get an I.T. move list from your I.T. contractor and ensure everything is considered and available in a new spot (Don’t forget fibre optic cable or Wi-Fi and or security wiring).

5)    Speak to all current vendors, get quotes and bring them into the plan.

6)    Create the plan with an estimated schedule and contingency plans.

7)    Fill in the vendor list with vendors needed that you may not have a relationship with yet (contractors, space planners, signage experts).

8)    Measure, measure, measure, everything!  Don’t forget about the heights of ceilings, desks, shelves, etc.

9)    Search sites like Pinterest for ideas, then once the best ideas have been saved, start to compile that list, and source options for purchasing or building what your vision and goal is. 

10)Get quotes for absolutely everything, scale back, if you need to and only hire the best professionals. It is ALWAYS worth it. 

11)Contact your insurance carrier to add the new space to your policy and remove the old space.

12)Go online and move your regular mail to the new location, and set a reminder to update as needed.

13)Plan the move dates, notify teams and customers and provide some notice.

14)Tell Google.

15)Update your address everywhere especially on company vehicle registration and company credit/points/expense cards too.

16)Have a party!  Even if the reason for the move is downsizing or saving money, creating that positive team culture is really important during a stressful company move!

05
Oct 2018
Common Misconceptions about the Staffing Industry

by Hailey Radcliffe

You’re looking for your next shining star employee! You have spent hours, weeks, and months trying to find the next perfect fit to your unique company’s puzzle. You have held interviews and just haven’t had “that feeling." Your workload is stacking high as you’ve been committing your time to finding this Grade A Human. You have a great company to work for- I mean, you work there! You thought this would be straightforward and simple.

Why wouldn’t you leave your hiring needs to a experts in the industry? You don’t try to cut your own hair- you go to a professional (unless you are rocking that bowl cut). Did you know that more companies are utilizing agencies these days? If you take a look at the overall costs of recruiting and hiring yourself, you could end up paying the same or less if you go with a professional. Wow! Who knew? Well… we did!

If you havent taken the plunge creating a relationship with an agency, it is possible that you may have heard at least one of these common misconceptions.

Misconception #1: “They wouldn’t know enough about my industry or company’s needs.”

Every industry and every company is unique- like a fingerprint. We totally get that! About Staffing has specialized recruiters who work in their designated sectors of business, so you will always be working with a professional who understands your industry. We also know the importance of collaboration and often discuss different routes of action to accommodate every client individually. Our recruiters work day in and day out to perfect their systems. That is why we are Masters at Matching Culture.

Misconception #2: “Agencies are expensive.”

While the initial cost of utilizing an agency can look daunting, when you add your fees and lost time to what you could be paying an agency you may be surprised to learn that the costs are the same or cheaper than what your company could do on their own.  Yes, agencies do get paid for delivering you your Grade A Human, but imagine the costs that you would incur when a position turns over many times. Not only are you continuously recruiting and interviewing for this role, but your valued staff are being pulled away from important tasks and tied up training this position multiple times.

Misconception #3:  “They wont be able to find someone that I wouldn’t be able to find.”

This is a very common misconception and has been proven many times to be untrue. When a company invites a candidate to their office they will likely get the answers that this company is looking to hear, which may not be how a candidate actually feels. When candidates come to an agency they are very transparent in what they are looking for and can be matched based upon those answers, as they are not speaking to what they “think they should say.” The beauty of an agency is that they do get to play “ match maker” with the pool of their interviewed candidates and their clients. About Staffing performs personality and retention testing on candidates to go above and beyond what a resume can tell you. We roll up our sleeves and dig deep!

Not only that but About Staffing is also an industry professional on algorithms, job posting boards and methods that have been trialed and perfected for over 22 years!

Misconception #4: “Agencies are just for temporary work.”

Agencies are more versatile than ever. About Staffing services temporary, temporary to  direct and direct hire positions. Whether you have a full time vacancy of a superstar executive assitant, a unique administator, a tech specialist, or need to staff 120 positions in a temporary warehouse About Staffing can assist! Not only can we fill your vacancies with ease and enthusiasm, but we can provide you with information such as competitive wages, hiring strategies and industry trends as well.

--- Now that we are all on the same page wouldn’t it make sense to trust your hiring needs to the Masters at Matching Culture? Let About Staffing do the leg work for you! It’s what we do everyday.

26
Nov 2018
Your 2019 Job Hunt Vision Board

by Denise Ebata

At About Staffing we are big supporters of vision boards and believe these to be powerful tools in keeping you focused in the year to come. They help establish goals, give clear direction and motivate you in times of need. We stick them in a place where we can be easily reminded of what we are trying to achieve.

Why not create a job hunt vision board for 2019?

The job hunt is a daunting task and can sometimes seem to last for months. As the job hunt begins, people are focused, eager and have a clear goal of where they want to end up. As the process continues on, job hunters loose focus and begin applying to any and all positions. If this seems to be your case, let’s take a step back for a second and bring back the focus.

Take out a pen and paper and let’s begin.

There are no rules to vision boards. They should however motivate, inspire and remind you of your intentions. You can make this a simple arts and crafts project and put it in a frame or you can write down everything by hand in a notebook. This is the joy of the exercise.

Why are you awesome?

We reach a point in the job hunt where we become deflated by the lack of response to our applications. Your vision board should remind you of your awesomeness and be front and center. Remind yourself of your great qualities and why an employer needs to hire you.

Are you proud of your resume?

Your resume is your brand. It represents you. This is the first impression employers get of you so ask yourself this, are you proud of this document? Does it not only show off your skill set, experience and education but your personality as well? Can you spice up the formatting, add in a little colour or work on your wording?

If you answered yes to any of this, then let’s add SPICE UP MY RESUME, to your vision board.

What is your big picture career goal(s)?

Having this goal front and center on your vision board is also crucial. It will keep you focused and possibly outline the steps or positions you need to take to achieve this goal.

Get Strategic

The job hunt is a strategy. It is about outlining your process to achieve the best results. When do you check job boards? Do you customize your resume and cover letter for each position? Do you keyword match the job description with your resume? Do you investigate whom to address the cover letter to? Perhaps adding a checklist to your vision board will keep you focused and ensure you are not missing a step.

What is your dream job? What is your dream company?

Visualize these characteristics on your vision board. 

What qualities in an employer are you looking for?

  • Longevity
  • Benefits
  • Location
  • Industry
  • Management style
  • Public or Private

What does your dream job entail?

  • Small or large team
  • Heavy workload
  • Flexible work hours
  • Professional development opportunities

Sometimes putting things down on paper help turn things into reality. Good luck on the job hunt in 2019!

 

 

30
Dec 2018
Words of Wisdom: Goal Setting

by Sharlene Massie

January is the best time of year to set your intention(s) or decide what goal(s) you want to achieve for 2019.

These intentions or goals are usually something to sink your teeth into, get excited about, and help be your guide throughout the year. 

You may want to adjust the plan or the route to accomplish the goal periodically, but at least the vision will be decided earlier in the year. Shoot for the stars!

 

 

Here are some tips for goal setting in 2019. 

  1.      Create a one liner, phrase, or a few words as a tag line goal

This headline is the one, overall vision you have for your work or home life goal for the year.  Some people may choose to call this the New Year’s Resolution, but I think if this is well thought out and then planned out on a goal sheet, and posted everywhere, it will stick. Then it will be worked on throughout the year, rather than during one midnight moment, quickly forgotten. 

  1.      Put pen to paper. 

The key to putting the vision in writing is to figure out how to achieve it.  This written version will help to create a clear path to achieving something, even if it is not perfect, this day, one year from now, will show that something was accomplished, even if there were detours along the road.  Change is okay. Modifying is probable. 

  1.      Put a few words or pictures that describe some version of the who, what, where, and how. 

If your vision is to live healthier every day, for example, who will help you achieve that, what do you need to do every day, and how do you plan to make this happen?  Hire a trainer, or walk with a neighbour.  What will you need to make this vision of achieving this goal happen in 2019? 

  1.      Why this goal is important to you is the last point. 

One statement or just a few words or picture is all this takes. This is just as important as determining the goal in the first place.  “To live longer” might be the only answer using health as the example. 

Visualizing your intention or goal is powerful. Having it front and center at all times is also critical to reminding you and helping you throughout the day. Stick your phrase on a stick note on the mirror. Put it on your desktop and mobile screensaver.

This exercise will take you further.

Start with a clean slate, and create something from nothing.  That can be a good goal all by itself! 

26
Jan 2019
Words of Wisdom: My Bucket List

by Sharlene Massie

I don’t have a bucket list. 

That is because I ‘live’ my bucket list. I don’t dream about it and I don’t wait for things to come.

There are many ups and downs as a business owner. Over the years, I have learnt that my bucket list is a constant ebb and flow, give and take. Opportunities do not always present themselves and if they do, should be taken immediately. Seize the day, the moment or opportunity, as people like to say.

I don’t own expensive watches or luxury homes; instead I have experienced more exceptional moments than most people have. 

I don’t procrastinate, but I may get behind sometimes.  As soon as I get a glimpse of something I want to do, I book it, like concerts or travel destinations, or throwing parties.  I may have to book it for an available time, but nonetheless, I book it, sometimes with a payment plan! 

I feel like my Microsoft Outlook was built to manage my ongoing bucket list bookings.  I never give up! If I had that personality trait, my business would have failed years ago, and the thousands of people I have helped may not have found that great job or received that perfect advice. 

I take responsibility for my actions, and I do what I say I will. I set very high standards for my team and myself. 

I ‘live’ my bucket list which means there is no room for mediocre and my company expects great things.  In return, I offer a really great place to work, with 2-way street loyalty and room for work life balance rarely seen.

I don’t think I am exceptionally talented; instead, I have strong and meaningful human relations, and common sense.  I am also kind, and I try to add something helpful to the people I meet. 

The bucket list term became popularized by the 2007 movie, seemingly stemming from the phrase kicking the bucket.  I am not suggesting that everyone should or should not create their own bucket list.  Instead, I suggest that successful people get things done by not waiting. 

I’d suggest that opportunities come in moments of time, not in big expensive items. Keeping track of those moments is far more important than planning or waiting for big things to happen.   

I would suggest never giving up and understanding that money comes and goes. Problems occur and get solved over and over again; it’s a part of life. 

I’d suggest taking responsibility and not blaming others, including yourself when things don’t go according to the plan. 

I suggest that talent comes in all forms and getting to understand yourself and what your own strengths are is really important.  Choosing to learn more about yourself should be on the ongoing bucket list in some way. 

Take a chance, jump in, and starting doing instead of maybe saying “one day.” Living your bucket list is far better than thinking about doing something down the road. 

04
Jan 2019
What is Job Satisfaction?

by Denise Ebata

Right Job + Right Employer = Job Satisfaction

I was recently reading an article about job and employee satisfaction that explained all of the intricate elements that make up this topic. It seemed rather complex and it made me reflect on my own personal perception of this concept.

I believe you can look at job satisfaction as a sliding scale; a scale that is in a constant eb and flow of small ups and downs. On one side of the scale you have your job and on the other you have your employer. To maintain equilibrium or job satisfaction, you have to have a balance between the right job and right employer.

The Right Job

I am not in a position to say what the right job is. This is an individualized concept that is defined by our experiences and ambitions. Regardless of the definition in our own minds, we should be able to list off our wish list, must haves, wants or needs in a job. These usually involve our day-to-day tasks and the work itself.

The Right Employer

I carefully used the word ‘right’ here because it sets the stage for your own personalized definition of what a right employer is to you. Sometimes it’s in the type or purpose of the organization, the products it sells or simply what the company stands for. Sometimes the ‘right employer’ has to have a certain reputation, be of a certain size or in contrary, exhibits similar values to you personally.

Does job satisfaction really exist?

We don’t often have the luxury of finding the right job and right employer at the time of our job hunt. Current economic conditions, employment rates and job availability often cause the job satisfaction scale to be imbalanced from the start. We usually have to compromise on one or the other.  We often hear people say, “It’s not exactly what I want to do but it is a great company.”  “It’s exactly what I have been trained to do but there are no opportunities for growth.” With these statements in mind, you can start to see how difficult it becomes to find the balance.

How do I find the balance?

I believe the first step to job satisfaction is awareness. It is important to know and define what your balance is as well as determine if the balance currently exists. I feel it is also important to write down what’s important to you and understand what are your definitions of the right job and right employer?

Once you have this awareness, you also need to understand that job satisfaction will never be in perfect harmony. There will be times when you are dissatisfied with your job or vise versa and the scale has tipped a bit. It is only when the scale tips completely to one side when you need to re-evaluate your job satisfaction.

Looking back now on your career history, have there been instances when you worked for the right company but were in the wrong position? Or was there a time when you loved your job but hated the company you worked for? Perhaps you can start to see a pattern between the right job and right employer. How was your scale then compared to now?

24
Jan 2019
2019 Strategic Interview Tips

by Hailey Radcliffe

 

It has been said before that hiring has no exact formula or guidebook. It is an art form, and unfortunately it can be subjective.  Managers are more likely to hire a candidate who possesses the same attributes or mannerisms of themselves. This is called the similar-to-me-bias, and it could cause the interviewer to choose a less suitable candidate.  The similar-to-me bias is something that is often done subconsciously rather than intentionally.

Monkey see, monkey do- also known as “mirroring”

The HR manager speaks quietly and slowly. You speak quietly and slowly. The HR manager puts one hand close to her mouth while she speaks. You put one hand close to your mouth while you speak. You get the point.

Mirroring can create a rapport with whomever you are imitating. This can subconsciously build trust and help a person feel more connected to you. It is all about finding that commonality.

Do your homework – also known as social media "investigating"

How are you going to find a common ground if you don’t even know who you are meeting with? Thanks to technology, this is a thing of the past. Most hiring managers will at least have a LinkedIn account. If you are unable to find them on any type of social media handles, try checking the company website on the “about” page.

If all else fails, try using slogans or key words from the companies website. If a company has core values, subtly bring up in conversation how you exhibit those values.

Complimenting – also known as “brown nosing”

There have been numerous studies conducted that prove the more you praise someone, the better they feel about YOU. The compliment-ee will associate you with positive thoughts and feelings. It may explain why the running joke of “brown nosing” often lands an employee a seat next to the CEO.

Subtly is key here. Try complimenting something you genuinely admire. Nobody likes a fibber.

At the end of the day you can only hope that you will be selected because you are the best candidate for the role. But it doesn’t hurt to use a little psychology to nudge the hiring manager in your favour.

Best of luck with your 2019 job hunting!   

22
Feb 2019
Can you trust staffing agencies?

by Cristina Schultz

 

A question often sparked around agencies is whether or not they can be trusted. Agencies frequently carry around stigmas of low wages, mistreatment, and miserable jobs. But in reality, an agency is just like any other employer. You apply, you interview, and hopefully, if all went well, you are provided with a satisfactory offer letter. A noteworthy difference between standard employers and agencies is that when applying to an agency you may not be applying to just one vacancy, you could be applying to hundreds.

Agencies act as a third-party HR department for a multitude of clientele looking for a variety of roles. In turn they are held to the same, if not a more heightened obligation to abide by employment standards.

So yes, you can trust agencies!

So where does this stigma come from?

There are many contributing factors that may go into this stigma:

  •       not enjoying the work
  •       not necessarily being fond of the people you work alongside
  •       not having a purpose – being just another body

To put it simply, when putting together a puzzle it doesn’t matter how bad you want a piece to fit or how close it might be. If it is not the right shape, it just won’t work.

If it is not the right placement, it won’t be enjoyable by any means!

At About Staffing, we are known as Masters at Matching Culture because we take into great consideration what our candidates are searching for.  Not just in a job description; but in culture, environment, location, shift, etc.

What will make them happy? What will make them Look Forward To Monday?

We then connect with our clientele in their environment to determine exactly what their unique requirements are. Again, looking as much outside the job description as inside the job description – discovering precisely what would make a cultural fit. Finding a candidate that meets each qualification is only half the battle, the undertaking is finding someone who will enjoy every aspect of their work!

Once we have determined the desires of the candidate, and the requirements of the client; we work meticulously to find the two pieces of the puzzle that fit together perfectly.

How do you determine if an agency is trust worthy?

  •       Research the company! What kind of presence do they have online? What do their reviews look like? This speaks a lot to what values they exhibit in their everyday work.
  •       Bring forward any questions or concerns you might have during the interview and make your expectations known.

Trusting an agency doesn’t have to be a big step but finding the right agency for you is important!

Here are a few ways the About Staffing team is breaking the stigma of agencies.

Wages:

At About Staffing one of the most important questions we ask is what would it take for you to uphold the lifestyle that you have created? What is your wage expectation?

We respect and want you to be where you deserve to be!

Treatment:

About Staffing has exclusively partnered with Respect Group Inc. to ensure all candidates we place are Respect in the Workplace certified. This course provides tools and skills to prevent bullying, abuse, harassment and discrimination in any workplace.

We also pride ourselves on working with clients and candidates who share the same values as our own:

  • Enthusiasm
  • Sincerity
  • Stability
  • Loyalty

It’s much easier to fit together puzzle pieces made from the same puzzle!

Positions:

Although your application may match dozens of vacancies, there is never any obligation to accept a position. If it is not what you want exactly, or if you won’t be happy doing it – you don’t have to accept it.

Remember the beauty of applying to an agency is that there is a bountiful range of opportunities to be had!

19
Mar 2019
How Important are Job Descriptions?

by Lynne Cihelka

We all know what job descriptions are, but how much importance do we actually give them? In addition to providing a road map for potential and current employees, job descriptions are indispensable for both employers and employees.

 

The Human Resources Focus

Job descriptions are used for different purposes by the employee and the Human Resources (HR) department. A HR office uses job descriptions for the following purposes.

  • As a definition of the functions and responsibilities of a job
  • As a mechanism for recruitment
  • For employee training and development (establishing and updating performance standards)
  • For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole)
  • For assigning jobs
  • To benchmark the company’s positions against those described in salary surveys.

 

Used as a Mechanism for RecruitmenT

Starting a recruitment campaign with a comprehensive job description means the recruiter can develop selection criteria and use it as a benchmark to identify candidates. When areas of a job description are well thought out (key objectives; tasks & responsibilities), the recruiter can identify the best applicants against these criteria.

 

The Employee Focus

When looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. At the very least, a new employee should receive a copy of the job description within the first week on the job.

An employee’s job description should be reviewed at performance review time to make sure it accurately reflects the employee’s current job responsibilities. It should be used by both the employee and manager as a tool for establishing development goals.

 

The Basic Elements of a Job Description

A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists.

A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.

  • The job title
  • The location of the job
  • A position summary describing the purpose of the job
  • Major responsibilities, describing the job as it currently exists and including the essential duties. These are tasks for which the employee is evaluated.
  • Job qualifications, describing the minimum education, experience, and skills necessary to perform the job. Working conditions, describing work-related hazards and environmental conditions that occur while performing the job.

The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employee’s performance management plan.

 

 

 

 

20
Apr 2019
Workplace Trends for 2019

by Hailey Radcliffe

At About Staffing we are constantly staying on top of trends. We watch the unemployment rate, the job market, technology and industry changes as well as overall workplace variations.

Here are the top trends we have noticed from the first quarter of 2019.

Work-Life Integration

The term work-life balance is shifting in 2019. The visualization of a balance scale with home life on one side and work on the other depicts an image of separation rather than unity.

The corporate world never sleeps. We have our emails at the tips of our fingers. Can balance even exist? If there is no balance and no scale to work and life, then what concept will reign in 2019?

Work life integration! It is simply the two worlds of work and life blending together in harmony. Sounds crazy? It isn’t as complicated as it sounds. Have you ever found yourself taking a personal call at work without logging it? How about when you checked and replied to your emails for 30 minutes over the weekend and didn’t log that either. That my friend, is work-life integration. These worlds do not need to be existing only when the other is not. They can both thrive simultaneously.

Work-life integration is simply a give-and-take relationship.

 

Authenticity

As four generations in the workplace coexist, authenticity is becoming a predominant value for employees.

People just aren’t buying into phony anymore. They want purpose.  They want to feel as though they are part of a bigger picture. Corporate culture matters, and it doesn’t grow on trees.  It grows from the top of a company down. If your company doesn’t have a strong corporate culture, it may as well be operated by Siri and Alexa. It’s cold, its meaningless and no one is passionate about it. People want to stand behind a brand they genuinely believe in.

Marcus Buckingham hit it home when he said, “authenticity is your most precious commodity as a leader.” Be honest and genuine with your employees and you can expect the same back. It’s a win-win!

 

Flex Days

The market is competitive. Future candidates hold a lot more cards than they ever have before. If you are not willing to entice future hires, or your current employees for that matter, someone else will. Younger generations are holding their home life and travel in a higher regard than their baby boomer parents. How will we keep these generations engaged? Have you ever considered a rotating schedule of working Fridays from their home? No... why? If you don’t trust your employees to actually work while on the clock, why would you hire them in the first place? It is actually proven that remote employees work harder and longer than their 9-5 counterparts. This is partially attributed to the stigma of a teleworker putting in less hours, thus needing to over compensate with physical proof of work completed. 

While this doesn’t work for every company and position, consider it for roles that have the ability to be flexible. How about your marketing department? These right brained thinkers are often energized outside of normal work hours. They are not going to be stimulated in a cubical at 9:00 am. They are best to be at home surrounded by things that inspire them!

We challenge you to engage your employees and to think outside the box! Be flexible and solutions oriented when it comes to employee benefits. It doesn’t need to hurt the pocket book and will pay off in the short and long term.

 

“Once a new trend rolls over you, if you’re not a part of the steamroller, you’re part of the road.”