Is Your Onboarding Process Working?

January 16th, 2019


Evaluating your systems should be a way of life, especially at the beginning of the year. Take a good hard look at how you can improve your processes early in 2019. Today we’re focusing on onboarding. But how can you measure where you might be going wrong? One way to know your onboarding process isn’t working? Turnover. If you’re seeing a rapid cycle of employees quitting, it could be your onboarding system.

Be Inspirational

Remember starting your job? There’s always uncertainty. A new position can create several emotions and reactions, from excitement and curiosity to confusion and fear. Remember where you started and encourage new workers to settle into their new positions. Workers that don’t feel welcome or are overwhelmed by an ineffective onboarding process simply won’t stick around.

Assess the Process

What does it look like when your new employee completes preliminary training? Or even walks in the door? Evaluate your onboarding process from start to finish: including the more trivial details. Go through the onboarding procedure yourself, as if you were a new staff member. When you enter the workspace, is it welcoming? Do you have specific staff training new workers, and are they cheerful and well-versed in the procedure? Review what onboarding entails: You shouldn’t be tossing a packet of rules on the table and throwing them right into the deep end.

Check Your Timeframe

Is your onboarding process two days of training? Training shouldn’t be on overview of the bare minimum that a new staff member needs to know. Onboarding is referred to as a “process” for a reason. You should be looking at what your new employee receives within the first day, the first week, and even the first few months of their tenure.

  • Day One: Introductions
  • Week One: Understanding of job expectations and projects
  • First Months: A scheduled one-on-one meeting with you to discuss highlights and challenges within the new role

To learn more about how you can onboard and retain quality staff members, consult the professionals at SmartTalent. As a top Washington temporary staffing firm, we can help you gain access to top-level candidates and help you fill gaps in your team today. Check out our website today to learn more.

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Are You Micromanaging?

January 4th, 2019


As a manager, you want your staff performing at their peak. To some, that means pushing employees to their breaking point. To the best leaders, it means inspiring workers to be productive and successful. If your employees keep looking over their shoulder and finding you there, you may see a decrease in effectiveness. Ask yourself if you are micromanaging your team. Here are some of the signs.

Reviewing and Redoing

If you find yourself double-checking employee work, that’s normal. If you’re triple checking and find yourself redoing parts of the task yourself, you might be overdoing it. Take a hard look at what tasks your employee can do unsupervised or successfully without revision and give them some space to do so.

Detail-Obsessed

Tinkering with every sentence of a brief, or doing basic tasks that aren’t in your job description? You’re micromanaging. The art of delegation takes time to learn, but it is your friend. You should be able to assign a task to someone else, trust them to complete it, and move forward with your responsibilities. You can provide guidance and answer questions, but if you’re delegating it, trust that your staff can handle it. Wasting your time down in the weeds may mean your most crucial duties are being neglected.

If you’re experiencing some of the negative side effects of micromanaging, such as low employee morale and turnover, look at your leadership style and consider taking a step back. Also consider the effectiveness of your staff. If you’re struggling to see progress, don’t micromanage: make a change. Consider bringing in new or seasonal staff to bolster your productivity.

For more insight on how you can inspire your team to succeed, check out SmartTalent. Our staffing specialists can help you change your leadership approach, as well as help you find quality candidates to fill out your team. Spend less time sifting through resumes and more time doing the work that matters with help from SmartTalent.

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How to Determine If Your Candidate is Reliable

December 13th, 2018

Are you looking for a candidate who you can count on to meet your expectations? It can be hard to determine if a candidate is reliable or not, but if you know what to look for in an interview, you can maximize the chances you’ll be able to hire someone you can trust.

Some of the key ways to tell if your candidate is reliable include:

  • The candidate shows up on time: Showing up on time is a good indicator that the candidate understands that they need to comply with expectations. A candidate who is late, on the other hand, is likely to disappoint you time and time again when it comes to fulfilling responsibilities.
  • He or she comes prepared to the interview with questions: Anyone who cares about the job is going to do their homework and be ready to both answer questions and ask intelligent questions about your business. If the candidate has questions that show that he’s clearly done his research, this is a good indicator that the candidate cares about performing his work properly and will want to excel in his job.
  • The candidate follows instructions: You need to be able to trust that the people you hire will do the work you assign them in accordance with your specifications. You can get an indicator of this by observing whether the candidate follows guidelines in the hiring process. If you request a cover letter, for example, anyone who submits a resume without one probably isn’t someone you’d want to hire.
  • The candidate comes across in a professional way: An employee you can trust will understand how to behave in a professional situation. This means dressing professionally, being polite to everyone at your organization, and answering questions with a business-like attitude. You don’t want an employee who you’re constantly worrying might embarrass the company by behaving unprofessionally.

SmartTalent can help you to find reliable candidates who will perform well for your organization. If you’re looking to expand your staff in Kirkland, Fife, Renton, Lacey, Lynwood, Everett, and surrounding areas, give our staffing service a call today to find out how we can help you.

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Does Your Company Culture Attract Great Candidates?

December 6th, 2018

You want to hire the very best people to come and work at your organization. To do that, you need a company culture that’s attractive to the most talented people in your field. Company culture matters a lot when people are deciding where they want to work, and you need to make sure your company culture increases the chance that good people will apply and accept your offers.

So, how can you tell if your company culture is going to help you in your hiring process?  You should:

  • Conduct stay and exit interviews with current and departing employees: The best way to find out how employees view your culture is to ask them. Many companies wait until employees leave to find out how their experience with the organization has been. These exit interviews can provide invaluable insight. But, you also want to talk with people who are currently at your organization to find out what they like and what can be improved. By asking specific questions about company culture, you can find out how your employees view your organization and what changes you may need to make.
  • Read online reviews of your organization on career websites: There are a number of websites online where employees rate the organizations they work for. You can find out the unbiased opinions of people who you employ by visiting these sites where workers leave anonymous reviews. If you spot trends, you can make changes to the things many people complain about when it comes to your culture.
  • Observe interactions between your employees: You can also get an idea of your company culture by observing the way employees work and interact. Do coworkers step in to help each other out? Do managers recognize when an employee has a win? These are important indicators of whether you’ve created a collaborative environment where employees are motivated and are rewarded for their efforts.

SmartTalent can help you to find talented people in Kirkland, Fife, Renton, Lacey, Lynwood, Everett, and surrounding areas who will help your business to succeed – and who will help you to build a strong, positive company culture. Reach out to our staffing service today to learn more about the assistance we can offer.

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The Importance of a Competitive Offer

November 27th, 2018

When you’re trying to hire a new staff member, it’s imperative you make a competitive offer to the candidate you’ve decided to bring on board. Making a competitive offer will:

  • Help you maximize the chances your offer will be accepted. When you go through the process of interviewing a candidate, it can be a very time-consuming endeavor. The last thing you want is to get to the end of a lengthy interview process and end up with your chosen candidate rejecting an offer, so you have to start all over. By making a competitive offer, you’ll have the best chance the candidate will decide to come aboard.
  • Build your employer brand so you can attract top candidates. If your company develops a reputation as a company that pays fairly, you will have a better chance of other highly skilled workers applying to work for your organization. Some of the most talented people in your industry will want to work for you. If you develop a reputation for low pay, on the other hand, the best and the brightest are unlikely to apply to come and work at your organization.
  • Remain competitive and build a stronger team than others in your industry. Paying a little bit more to bring highly skilled workers on board is a worthwhile investment. You don’t want all the best workers in your industry going to work for your competitors just because your offers are not as competitive. By monitoring what other companies in your industry are paying and making sure your compensation and benefits package is at least as generous, your company will be the one that all the best people want to work for. This is sure to give you a competitive advantage.

Working with a staffing service can also help you find strong candidates that will set your company apart. Contact SmartTalent today to find out how our staffing professionals can help you find skilled workers in Kirkland, Fife, Renton, Lacey, Lynwood, Everett and surrounding areas.

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Dealing With a Dramatic Employee

November 20th, 2018

Different employees have different personalities, and some are much easier to work with than others.  Sometimes, however, you’ll find one of your staff members has a flare for the dramatic. While this can cause problems, you can also harness their energy to help your company do great things – if you know how to deal effectively with them.

Some tips to help you deal with a dramatic employee include:

  • Establishing parameters for acceptable behavior. While being dramatic isn’t a bad thing, there are certain kinds of behaviors that simply can’t be permitted in an orderly workplace. Make sure your employee knows what is out of bounds. This could include behaviors such as yelling at co-workers or crying in meetings – whatever you decide causes too much of a disruption to your workday.
  • Focusing the employee’s attention on work that needs to be done. When an employee starts to behave dramatically, focus their attention on the work at hand. When there are tasks to be done, there’s no time for unnecessary drama. Your dramatic employee’s passions can be put to good use, so the employee’s energy is harnessed for accomplishing big things.
  • Making sure to intervene before situations escalate. When an employee starts to create problems with others, such as gossiping or starting fights, it’s important to put a stop to any unacceptable behavior right away. Otherwise, your employee’s actions could be off-putting to co-workers and could create a toxic environment. A dramatic employee will need a little more hands-on management and supervision, so you can spot when something starts to go awry and act to redirect focus or prevent the employee from taking actions that go beyond the bounds of what’s permitted.

Sometimes, you may find working with a dramatic employee is just too difficult. When you need to find workers who will be a good fit for your team and that won’t cause problems, SmartTalent can help. Give our staffing service a call to learn how we can help you to build a great team in Kirkland, Fife, Renton, Lacey, Lynwood, Everett and surrounding areas.

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How to Deal With Your Good Employee Leaving

November 13th, 2018

Every company has some employees who stand out from the crowd because of their knowledge and their skills. These talented workers are likely the lifeblood of your organization, and it can be a major problem when they decide to move on.

If one of your star staff members decides to leave your organization, here are some steps you should take:

  • Looking to promote from within. Although you may have lost one skilled worker, chances are good you have other people on your team who also have a lot of knowledge and talent. If you can move one of your existing staff members into the position, you won’t lose institutional memory or have to start all over with bringing someone new up to speed. Promoting from within can be the fastest and best way to get the perfect person into a position vacated by one of your most talented workers.
  • Getting help from a staffing service to find a replacement. If you don’t have anyone on your current team that’s a perfect fit, don’t be afraid to turn to staffing professionals. You can explain exactly what you’re looking for in a candidate – using your departing worker as your model – and the staffing service can help you quickly and effectively hire a new person who will fill your previous staffer’s shoes very well.
  • Leveraging your star worker’s talent and knowledge to train your new employee. Most people don’t leave without giving notice. When your staff member tells you they are leaving, take time to learn how and why that staff member does their job so well. You can have someone in your office – ideally the person who will be moving into the position – shadow your current worker. And, ask your departing staff member to provide some tips and advice on how the new person can do just as well in the job as they did.

 SmartTalent can help you find skilled professionals to join your team, so you can find another star if your talented staff members leave. Give our staffing service a call to get help finding a great new hire in Kirkland, Fife, Renton, Lacey, Lynwood, Everett and surrounding areas.

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Why Communication With Temporary Employees is Critical

September 13th, 2018

If your company has hired temp employees, it’s imperative you communicate with these workers properly from day one. While they may not be sticking around the business long term, they can provide your company with invaluable services during the time they’re employed – provided you give them the tools to succeed.

Communicating regularly and openly with temp workers is critical because:

  • Temp workers need to know your policies on safety. Avoiding workplace injuries should be a top priority for every business, regardless of the field. When you bring on temp workers, it’s imperative you make sure they are well-versed in safety protocols and procedures, so they do not put themselves or other workers at risk. Talking to temp workers about safety and providing adequate training could literally save lives.
  • It’s important temp workers understand your procedures. You want temp workers to complete their tasks properly to your specifications. They can only do that if they know the processes used to accomplish their work tasks. Providing them with this training can get them off on the right foot and can ensure your entire workforce is as productive as possible.
  • Temp workers need to know what is expected of them. Most temp workers want to be an asset to your organization and they hope to succeed in the position they’ve been hired for. Unfortunately, it can be difficult to know how to live up to your company’s expectations if you don’t lay out the metrics for success. Temp workers will be much more productive and likely to meet, or exceed your expectations for doing quality work, if they know what you want from them. Taking a little time to explain how you define success could save you a lot of time later in correcting mistakes and could help to ensure you get high-quality work product.

While communication is key, you also need to make certain the temp workers you bring on board are qualified. SmartTalent can help you to find skilled temp employees in Kirkland, Fife, Renton, Lacey, Lynwood, Everett and surrounding areas, so give us a call today to learn how we can help your business to hire the best people.

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Is Your Hiring Process Scaring Candidates Away?

September 6th, 2018

Hiring candidates is one of the most important things companies do, because the success of your business depends upon you having the right people on your team. When you go through the process of finding skilled workers, there’s nothing more frustrating than having qualified candidates turn down your offers or not complete the application process. Unfortunately, some companies find this happening to them far too often.

If many promising candidates don’t make it through your hiring process, there’s a good chance you’re doing something to scare away skilled candidates. Mistakes you could be making include:

  • Making the application process too complicated. Candidates who have in-demand skills will not be willing to jump through a lot of hoops just to be considered for a job. If your application requires lengthy answers or if you impose too many burdensome requirements on candidates, most people either won’t apply or will just give up during the process.
  • Failing to communicate with candidates throughout the process. Job seekers want to find a job quickly, so they don’t have a long period of unemployment. While they might be willing to wait a bit if you keep in regular contact to see if you make an offer, if you fall silent, they’re likely to think you’ve rejected them and will move on to considering other opportunities. If you want candidates to stay interested in the position you are offering, keep them in the loop as to where you are in the hiring process.
  • Taking too long to extend an offer to qualified candidates. Because people don’t want to be unemployed, skilled professionals aren’t likely to wait around for months while your company tries to decide – especially if they get another offer in the meantime. You don’t want your competitors to capture all the talent just because you take too long to ask someone to join your team.

One of the best ways to avoid problems in the hiring process is to work with a staffing service that can make recruiting easy. SmartTalent can help you find skilled staff members in Kirkland, Fife, Renton, Lacey, Lynwood, Everett and surrounding areas. Just give us a call today to learn how we can help you get qualified candidates to join your team.

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Is Your Workforce Using PPE Effectively?

August 14th, 2018

One of the most important things any company should focus on if it wants to be successful is making sure that it is creating a culture of safety. Workplace injuries can be damaging to morale, can drop productivity, and can lead to adverse regulatory action including large fines from the Occupational Safety and Health Administration. You need to make certain that you aren’t putting your companies or your employees at risk.

A focus on safety includes lots of different components, but the effective use of personal protective equipment (PPE) should be one of those components. To make sure your workforce is using PPE effectively:

  • Understand the OSHA rules and regulations for PPE use for your industry. To reduce the risk of injury and avoid the possibility of an OSHA investigation and fines, it is important to carefully research all the regulations that apply in your workforce. OSHA has established safety standards based on careful study of the risks employees face, and if you comply with those OSHA rules, this goes a long way towards ensuring that your staff members will be safe on the job.
  • Provide adequate training on the use of personal protective equipment. Simply making personal protective equipment available is not sufficient. Your staff also needs to know how to use the equipment you have provided so they can reduce the risk of getting hurt.
  • Make sure you regularly inventory the PPE equipment for workers. Personal protective equipment can become older or damaged and can thus become ineffective at minimizing and mitigating the risk of a workplace injury. Make sure you keep careful tabs on whether the PPE you are providing is still up to par.
  • Monitor workers to ensure their compliance with safety standards. Finally, it’s important for staff members to know that safety is one of the things that their job performance is evaluated on. Too many workers don’t devote enough energy to using PPE because they don’t think they’ll get hurt, so it is up to your company to make sure they’re doing what they’re supposed to in order to stay safe.

SmartTalent can help your company find staff members who are committed to building the safest workplace possible. To find out more about how our staffing professionals can help you, give us a call today.

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