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: employees

Mar 2016
Have we become a society where customers are not welcome?

by Sharlene Massie

We break, we cry, you break, you buy! No food, drinks, or smoking. No skateboards or rollerblades allowed. No cell phones please. Wow, how inviting. And how about, only applicants being considered for an interview will be contacted! Ok, I actually understand that one, as candidates mass applying for jobs don’t even remember what they applied for, let alone which companies they applied to.


On the employers’ side, one publicized ad may draw upwards of 1000 applicants, with perhaps none or very few who are qualified to actually do the job. At About Staffing, we interview and place candidates all day long; we screen applicants for a living and we don’t have time to contact everyone who sends in a resume! Many applicants are outside of our city, province, or country, so we cannot consider all of them. But, we do accept all applicants, regardless of anything! We want tons of phone calls and resumes. We want great employers to hire candidates from us, and we want as many choices of candidates for our clients as possible. We don’t have a sign on our door that turns people away!


I wonder how those stores are doing that turn people away before they walk in to browse. I wonder if store owners realize that someone walking by with a coffee and a pocket full of cash will continue walking past a door that clearly shows a sign with a coffee cup and a red line through it. On the flip side, I have seen door fronts with a real dog, big and hairy, lying across the entrance, inviting dog people in! I walk past those doors, because I am allergic to animals, sadly! But, I wonder how many other people may be afraid of dogs, or have the same allergy, and cannot go inside to spend money.


Have we become a society where customers are not welcome? A community where people are uninvited through signs and ads? Have we learned anything at all during recessions and booms about service and the importance of attracting and retaining customers and employees? How about putting up a sign that says ‘All Customers Welcome’? Or, ‘All Applicants Welcome’? Come in, call us, ask us questions, give us your resume, and show us your interest in our company!


Are businesses inadvertently turning valuable candidates and customers away, perhaps only thinking about short term damages or time restraints? Think about THAT while sipping your coffee today.

Mar 2016
Communicating With Your Leader

by Sharlene Massie

Employees are hired to contribute to the company and are paid for work done. The key decisions are made by the boss, which also means he/she takes the risks and is accountable for the operations of the company.


  • Do not question the authority or decisions of your boss. If you would like to make a suggestion or if you have an idea, do it tactfully and be sure to think through implementing the idea from start to finish before bringing it to your boss.
  • A stressed boss doesn’t need more stress, so keep communication brief and positive.
  • The key to delivering the best message to a detail oriented boss is to give all of the “what ifs,’ and possible solutions.
  • The analytical boss may need the time to digest all of the information and may prefer the analysis in writing. Give them facts to back up conclusions or suggestions, as they won’t care about the feelings surrounding the discussion.
  • The results boss just needs the final outcome expected, not the how-to-get-there pieces.
Mar 2016
Can People Change?

by Sharlene Massie

Can people change? This topic can be quite controversial. Governments certainly don’t think people change, but parole boards might. Parents usually think their own children can change, but that other parents’ children cannot. Employers think job seekers won’t change, which is why they rarely consider candidates who have a history of jumping jobs. We generally assume extended family can’t change, but maybe friends can? What about environments; they can change so why can’t people change along with that? I know most women change when they have children, but everyone says women can’t change men.


Change needs to be constant, especially at work. Technology is changing at the speed of light and every job now, or soon, will have an element of technology in it. If we think about the use of the internet over the past 15 years, and the use of cell phones, cars, and even environmental technology, the change has been astronomical. People are lost without being connected 24/7. We have all learned to manage the change in technology, but we may not like to change ourselves. At least most of us understand that change is a necessary part of life!


The staffing industry would not exist if people did not change jobs, quit, get laid off, or take maternity or paternity leaves. Our industry relies on businesses changing, growing, or downsizing. But most people still don't like change of any kind. Bosses dislike having to rehire, retrain, and redevelop employees. Coworkers dislike it when teammates leave and someone new has to come on board.


So, do people change? Should we give someone a second chance to prove they have changed for the better? Should we hire new employees who have a sketchy work history? How many chances should we give people? Should there be a rule, or number, like there are for workplace warnings? Once bitten, twice shy? Try one technology, and if it doesn't work, be leery of the next one. Try one employee, and if that one doesn’t work out, very carefully pick another, or don't, and do the work yourself. Try one date, one relationship, or one friend, and if one does not work out, only try one more, then never again. Accept only one career in a lifetime, because if that one does not work out, there will only be one more opportunity to be the one and only. See how ridiculous this all is? Just because we are afraid of change, or accepting people who are trying to change, or are looking for a change, we are creating this unwinnable argument around change. We should be working on how to embrace change not fight it…unless I change my mind about that.

Apr 2018
Masters at Matching Culture

by Lynne Cihelka


‘Masters at Matching Culture’ is one of About Staffing’s most important slogans. This phrase means we place candidates in roles where they will fit culturally within a company. There is a strong likelihood the candidate will be able to conform and adapt to the core values and collective behaviours that make up the client’s workplace.

As a staffing agency, it is our responsibility to understand the a company’s job culture and find people who have the skills, work productivity, and teamwork attitude to match and fit in well. Recruiters need to make sure that they place someone who strives to succeed in a collaborative environment and vice versa.  If you’ve ever wondered what interview questions recruiters ask to assess cultural fit, keep on reading. Here are a few examples:

“What does Teamwork mean to you? And why is it important?"

This interview question can help recruiters determine whether a candidate is a good cultural fit since it can give insight into their social habits and how they would behave during social interactions. The candidate’s answer will allow recruiters to gauge whether the candidate will get along with other employees and fit in the environment.

“How do you learn something new?”

Problem solving is another great skill to have regardless of the position. A person’s answer to this question will help describe their attitude and determine whether they seek information from others and engage in a collaborative process.

“Describe the work environment or culture in which you are most productive and happy. What is the single most important factor that must be present in your work environment for you to be successful?"

By asking this question outright, recruiters can gain a wealth of information on what environment works best for candidates. As a result, the About Staffing recruiter can fine-tune the placement to ensure the closest match with the expectations expressed by the candidate.

There are many other questions that can assess cultural fit, these are just a few examples. Questions can also be designed specific to a client’s organization. Cultural fit is one of the most significant factors in the success of a new employee in an organization.

About Staffing consistently goes above and beyond to assess fit and ensure a successful placement.