Safety Success Starts With You

July 5th, 2018

Maintaining a safe work site is essential for companies. If your workers experience injuries, this is not only devastating because a valued employee has been hurt, it can also have major financial and legal consequences.

On-the-job injuries could trigger an investigation by the Occupational Safety and Health Administration and could potentially result in fines. Injured workers could also make workers’ compensation claims, causing workers’ comp premiums to rise. Productivity and morale could also be hurt if staff members are harmed.

You want to ensure your company does everything it can to minimize the risk of a worker getting hurt – and the good news is, safety success starts with you. Here’s what that means:

  • Employers and managers should model best practices for safety. A safety culture starts at the top as staff members will model the behaviors exhibited by managers and executives. Everyone in the organization needs to follow safety protocols at all times, and managers should make it clear that safety is always the priority.
  • You want to build a culture of safety into your organization. Building a culture of safety means addressing safety issues at every opportunity. When planning for projects, make risk assessments and risk mitigation an integral part of the plan. Include safety issues in employee performance reviews, and make sure you’re always reinforcing that caution is key when it comes to doing dangerous work.
  • You should provide training and tools to enhance safety. It’s imperative to train new and existing workers on risk mitigation and provide staff members with the tools they need to stay safe. Safety issues should be built into routine training, and you should make sure equipment is provided that is up-to-date and staff members know how to use effectively.

It is also important to hire workers who take workplace safety seriously and follow the training and example your managers provide. SmartTalent can help you find skilled workers in Kirkland, Fife, Renton, Lacey, Lynwood, Everett and surrounding areas that make safety a priority. To find out more about the assistance we can offer your organization, give us a call today.

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Should You Hire the Slow-And-Steady Worker or the Speed Demon?

July 3rd, 2018

When your company is looking for its next great hire, you’ll likely come across candidates with different strengths. Some workers, for example, are extremely fast with the work they perform. These workers may be able to get a lot done but may not always have the same attention to detail as their slower counterparts. This can leave many employers wondering whether it’s better to hire the speed demon or whether the slow and steady worker should win in the end.

The reality is, with the ideal candidate, you won’t have to choose. Skilled workers can determine when timeliness is the most important trait and when they’re better off slowing down to get things right. Hiring someone who can successfully balance the best of both work approaches could benefit your company in big ways because:

  • Productivity will be improved. If the candidate you hire knows when it’s important to work as quickly as possible, work will be performed much more efficiently, and productivity will be increased overall.
  • Quality will remain high. Some projects inherently require much more attention to detail to get things right. A worker who understands what type of work requires a slow approach and when working faster is the priority is going to be able to produce the highest-quality work when necessary. You won’t have to compromise on the quality of the finished product just to get a worker who can complete jobs quickly.
  • Your employee will achieve good balance. You don’t want a worker who is slow all the time, as essential tasks may not get done because there aren’t enough hours in the day. At the same time, you don’t want a staff member who rushes through everything. If you can find a worker who can adjust in different situations, you can achieve good balance and end up with an employee who completes a sufficient number of tasks on a timely basis.

SmartTalent can help you find staff members in Kirkland, Fife, Renton, Lacey, Lynwood, Everett and surrounding areas who are able to effectively balance their workloads and who will work at the right pace for every task. Give us a call today to find out more about how our staffing service can help you hire the right candidate for open positions.

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Why Transparency Matters

June 26th, 2018

When you’re running a business, one of the key things that you should focus on is transparency. Letting workers into the decision-making process and ensuring they understand what’s going on at your organization is beneficial for several reasons. Transparency is essential to keeping your workforce active and engaged because:

  • Staff members will better understand your goals. If you want every member of your team working towards the same goals, those team members need to know what your business goals are. The more information you can provide about business objectives, the more likely it is that employees will meet their targets and enhance productivity to help achieve those goals.
  • Employees will feel like they’re a part of something bigger than themselves. Most workers want to feel like their job has meaning. If they know only about their own role within the organization and not how they fit into the big picture, this can be frustrating and sap motivation. By letting employees in on big projects, future expansion opportunities or even just what other departments are doing, those who work for you will feel more like they are working on a team to help you accomplish these objectives, rather than just doing a job.
  • Workers will understand how they fit in with the organization. The more employees know about business operations, the easier it is for them to find ways they can add value. If employees aren’t sure what your objectives are, don’t understand the point of processes or are otherwise kept in the dark about business operations, you could be missing out on a chance for those employees to develop innovative approaches to enhance productivity that your company may not have thought off.
  • You’ll reduce turnover. People who don’t understand how they can advance or who don’t know why changes are being made are likely to become disillusioned and start looking for opportunities elsewhere.

Developing a transparent culture at your company works effectively only if your staff members are up to the challenge of absorbing and processing the information you provide in a responsible way. SmartTalent can help you find skilled employees who will thrive in a transparent environment. Contact our staffing professionals today to learn how we can help you to build a great team in Kirkland, Fife, Renton, Lacey, Lynnwood, Everett and surrounding areas.

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How Much is Employee Turnover Costing Your Company?

September 24th, 2015

SmartTalent - How Much is Employee Turnover Costing Your CompanyEmployee turnover affects every single company out there, some more than others, and it is a problem that must be dealt with properly. Even if you don’t think it is happening, employee turnover is present simply because people come and go. Seasonal businesses deal with this issue on a regular basis, but they expect it to happen every season as their employees move to better jobs or return to school.

Remaining Staff is Overworked

Remaining staff will be assigned the projects of employees who have left your company, which ultimately leads to them being overworked. Not only do they have to complete projects they were already assigned, now they have to take care of extra work too. When this happens, your remaining employees might need to work overtime hours to complete the extra work. This will cost your company thousands of dollars in overtime if you pay on an hourly basis and not a salary basis.

Reduction in Productivity

This is unavoidable since at least one productive employee has left your ranks. Because productivity has dropped, your company will see an impact in profits. The less productive your company is, the less profitable it will be as customers/clients will know their work might not be completed in a timely manner.

Training

Each time an employee leaves your company, you will need to spend time and money on training new hires. Employees new to your company will need to be shown the ropes and how to perform the job at an effective level. This means that someone in your company will be responsible for training the new employee.

Interviews

Someone at the company must take time out of their day to interview job candidates, which means they will not be able to focus on their regular duties. This leads to lowered productivity, which leads to lowered profits. Once the interviews are complete, you will need to spend time conferring with management and others as to which candidate is the best for the open job.

Contact Smart Talent today to begin your company’s search for new employees.

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Email Etiquette When Applying for a Temporary Job

September 17th, 2015

SmartTalent- Email EtiquetteIt is common these days for companies to use the Internet when it comes to finding new employees. Human resource and hiring managers post open jobs online, encourage job seekers to submit applications online, and utilize social media to attract top talent. Because of this, you must know the etiquette associated with using email when applying for a temporary job.

Be Mindful of Your Tone

All emails should be respectful, and you must come across as approachable in them in order to impress the recipient. Make it a point to never be demanding when writing emails regarding temporary jobs. This includes demanding a reply within two weeks or that you receive a personalized reply that someone has read your email and will contact you soon. When you come across this way in an email to a potential employer, it tells the company that you will likely be demanding on the job.

Keep the Message Short

Short sentences, bullet points and lists should be included in the email, much like writing content for the Web. A couple of sentences should do the trick when writing an email for a temporary job, especially if you have attached a cover letter expressing your interest in the position. Keep the message short, sweet and to the point.

Write a Relevant Subject Line

The subject should simply state the name of the job or anything you were directed to write per the job description. If you are sending the email to a department address, put “Attention To” in the subject line with the person’s name who will review the email. Writing an email with a missing subject is a major no-no, and can be more damaging to your chances of landing the job than writing a misleading subject.

Always Proofread Emails Before Hitting Send

The email is acting as your application, so do not hit the send button until you or someone you trust has proofread it. Emails that contain spelling or grammar mistakes will typically be sent to an HR manager’s trash without a second thought. Mistakes are more common when typing out emails on mobile phones or tablets because they have smaller keyboards than regular computers or laptops.

Contact Smart Talent today to speak with a recruiter about your job search needs.

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5 Qualities Confident People Display in an Interview

September 15th, 2015

SmartTalent - 5 Qualities Confident People Display in an InterviewJob interviews can be incredibly stressful, even for the most seasoned job market veteran. In order to succeed in a job interview, you must know how to be confident without being cocky or presumptuous.

Take Note of the Opportunities

You might be on a job interview with your current employer because you have applied for a promotion or another type of job within the organization. At some point during the interview, shortcomings and setbacks will be discussed. Use these as opportunities to explain how you have grown during your career and what you will do to avoid those issues in the future.

Sell Yourself Without Sounding Overly Confident

Even though you might feel comfortable talking about your past during a job interview, you need to do so in a manner that shows self-assurance without coming across in a negative way. This can be a very thin line to walk, but it must be done to show the interviewer what you have accomplished. When asked about your most successful moment from your career, talk about it in a manner that shows your worth to the company, but does not come across as bragging.

Listen More Than you Talk

A job interview is supposed to be a conversation with the employer, not an interrogation, but you should still listen more than you talk on your next job interview. The more you listen, the more you will learn. You will also hear answers to questions you might have planned to ask at some point. By listening more than you talk during a job interview, the employer will know you are dedicated to learning as much as possible in your career.

Admit to Mistakes

When the employer asks you of a mistake you made in a previous job, do not hesitate to discuss that mistake. Being open and willing to discuss this mistake will show poise as an employee. It will also show the employer that you have the confidence to admit to a mistake and explain how you fixed said mistake.

Be Appreciative

If the employer compliments you on a strong resume or something else from your career, don’t sidestep the compliment, be gracious about it. You should also show appreciation for being brought in for an interview by thanking the employer in person and with a handwritten thank-you note afterwards.

Contact Smart Talent today to begin your search for a new job.

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3 Ways to Make a Good First Impression

August 14th, 2015

SmartTalent - First ImpressionEven though making a good first impression is vital during a job interview, it is not the most difficult thing in the world to accomplish. All you need to do is be mindful of how you act and speak during a job interview, and you should have no problem making a good first impression. But, in the event that you struggle in this area, we have three ways to make a good first impression in today’s post, so you can ace your next interview.

Dress Well for the Interview

Job interviews vary based on the type of job for which you are interviewing, and the level of formality involved. By the time you reach the third and fourth rounds of a major interview, things may be more or less formal than the first and second rounds, depending on who you are meeting with in these interviews. No matter the formality of the interview, or the job for which you are interviewing, you should always dress well. Arriving to the interview in proper business attire will only help your cause. If you attend a job interview in ripped jeans and an old shirt, you will not be taken seriously and might even be asked to leave before the interview even starts.

Introduce Yourself to Others

Do not wait for people to introduce themselves to you when at a company for a job interview. This will give people the impression that you are timid or even too good to introduce yourself. When you introduce yourself, be sure to make eye contact, speak clearly and use a firm handshake. Explain to whomever you meet who you are and why you are at the company. Tell everyone you meet that it was a pleasure speaking to them and that you hope to speak with them again in the near future. Even if you fail to get the job, you will at least have made a lasting impression on the employees and management of the company. This could lead to a phone call down the road about a different job that became available.

Have Confidence When Entering a Room

There is nothing wrong with displaying a little confidence during a job interview. You can go too far with your confidence, so be sure to keep it on an even level. When called back to the interview room from the lobby, walk confidently down the hall and walk confidently into the room. Do not slump or walk with your head down. You are being interviewed for a reason; the company liked your resume or your phone interview, so you should not doubt yourself in the least bit.

If you put all three of these tips together the next time you go on a job interview, you should be successful in landing that job. Contact Smart Talent today to speak with a recruiter about your job search.

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Temp-To-Hire or Direct Hire? How to Decide What is Best for Your Company?

July 24th, 2015

SmartTalent SolutionsIs it time for a fresh round of hiring at your company? Do you need to bring in extra help because of increased business? The hiring process can be lengthy for some companies, or quite short for others. But, how should you make the hires? Should you bring in someone new via temp-to-hire or via direct hire? We will discuss both hiring options in this week’s post so you can make the right decision for your company.

Temp-to-Hire

Temp-to-hire is defined as an employee working for your company through a staffing firm for a lengthy period, somewhere around 600 to 1,000 hours depending on the staffing firm, prior to becoming a full-time member of your company. Once hired by your company, the employee would no longer work jobs found for them by the staffing firm.

The first benefit of using temp-to-hire is the ability to save time. Should an employee depart from your company abruptly, for whatever reason, you will need to replace them immediately. This can be done using employees recommended by a staffing firm. You will be able to get an employee into the office the next day without having to interview candidates and onboard them.

The second benefit of temp-to-hire is being able to test out a multitude of employees to determine which one is the best fit for your company on a full-time basis. It can be difficult to find the right person, who has a good attitude and fits into your company’s culture using traditional hiring methods. By letting them work at your company for a couple of months, you will be able to watch them interact and perform.

A third benefit is that your company can save money. Temporary employees are only paid for the time they actually worked with the company. There are no costs associated with a temporary employee who is relieved of their duties, either.

Direct Hire

Direct hire is defined as an employee becoming a full-time member of your payroll from the first day they are on the job. They were put through the interview and hiring process either by the company or by a staffing firm working with the company, and then offered a full-time job.

A benefit of using direct hire to fill open jobs at your company is that you will be able to bring in passive candidates. Passive candidates are ones who do not consider working temp-to-hire jobs while employed elsewhere. This means that you will be able to overcome hiring barriers with candidates by making direct hires.

Another benefit of the direct hire process is that you will give new employees the feeling of inclusion. Some employees want to be part of a company’s full-time payroll from day one, and some companies want their employees to have that feeling, which is why they use direct hire. Some employers believe that when their employees feel included and part of a long-term project, then they are happier at the office.

Contact Smart Talent today to discuss your company’s hiring options.

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How Your Recruiter Can Help You Prepare for Your Next Interview

July 10th, 2015

SmartTalent - Prepare for Your Next InterviewDid you know that recruiters can do more than just recommend you for an open job or place you in an open position? They can also help you prepare for your next job interview. Recruiters work for two parties; the company doing the hiring and the candidate looking for a job. The recruiter wants both parties to be successful in their endeavors and pleased with the outcomes of those endeavors. Because of this, a recruiter will do everything possible to help you prepare for a job interview with one of their clients looking to hire.

Recruiters Answer Questions

One of the most important things job candidates must understand is that recruiters are excellent resources when it comes to finding out more about a company or a job. This means that candidates should not be shy about asking recruiters questions, especially when they are getting ready to interview for a job. Ask to be given more details about the company, the job in question and what you can do to make a name for yourself.

Recruiters Can Help Prepare Answers to Tough Questions

Another way a recruiter can help you prepare for a job interview is by helping you come up with the answers to tough questions. Recruiters know the industry, the companies, the hiring managers and the HR departments you will be dealing with. Because of this, it is quite possible that they will know the type and difficulty of questions you will be asked. If this is the case, pick their brain and ask for some help with how you should answer those questions. They will know your experience and background, which will help them in crafting a stellar answer for you to provide.

Recruiters Can Offer Invaluable Feedback

If you were ever interviewed by your recruiter for a job, they can then offer you feedback that can be invaluable to your next interview. They will be able to tell you what you did wrong in the interview, what you did right and how you should handle different parts the next time you sit down to interview for a job.

Recruiters Think Critically

A major benefit of working with a recruiter is that they will be able to think critically. Because of this, that critical thinking will rub off on you. The recruiter will get you thinking critically about your current job and your career goals. This could lead to you seeing a different side of your career, and might even lead you to changing your career goals for the better.

The bottom line here is that working with a recruiter is beneficial for more reasons than just being placed in a job. Recruiters can also help you prepare for job interviews. Contact Smart Talent today to speak with an experienced recruiter about your job search.

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Fired? How to Discuss During an Interview

April 17th, 2015

Termination of employmentThere are so many difficult questions to answer during a job interview that candidates do not need to be dealt any other stress. But, as some will explain, there is one unavoidable question that no one likes to answer: “Why were you fired from your previous job?” This is a very difficult discussion to have when trying to sell yourself to a new employer, but there is no way to avoid answering the question. Hopefully the tips outlined in today’s post will help you get a better grasp of how to discuss this difficult topic during a job interview.

Answer Honestly

The best thing you can do when asked this question is to answer honestly. If you have never been fired from a job, tell the employer it never happened. If it has happened, explain the circumstances that led to your dismissal. Tell the employer which company fired you, which manager at the company fired you and why you were let go from the organization. Make sure you are candid in your answer so it does not look like you are trying to avoid answering the question.

Explain What You Learned

Every experience in life is something we can learn from. With that being said, you must explain to the interviewer what it is you have learned from being fired. Go into as much depth as possible about why you were fired, what you learned from the adversity and how you will use what you have learned to your advantage at your next job. This will show the interviewer how dedicated you are to fixing the issue and what it is you will bring to the table at their company.

Always Talk Kindly of Former Employers

The worst thing you could do when asked this question is provide an answer that does nothing but berate and belittle your former manager or company. This will only give the interviewer the impression that you are not a team player, that you will do the same if let go from this job and that you might not have a good attitude while on the job. The best thing you can do is speak kindly of your former employer, despite your differences.

Explain How This Time Will be Different

Another good option for you during the interview is to tell the employer how this time will be different from the last. Tell the interviewer how you will prevent being fired in the future and what it is about you as an employee that has changed for the better. This shows the interviewer that you are not someone who is routinely fired.

Getting fired from a job is not only stressful when it occurs, but is difficult to explain at the next job interview. Should you need to explain such an instance, be sure to be honest, speak kindly about former employers and explain what you learned in order to impress the interviewer. Contact SmartTalent today to begin your search for a new job.

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