Gain a new level of access to the best talent in the market. And the best positions.
Welcome to CompliStaff, a certified woman-owned business dedicated to excellence in recruitment and staffing.

Snag Top Talent by Streamlining Your Hiring Process

November 28th, 2012

If you have noticed that you seem to be losing candidates during your hiring process, it might be that they are being snagged by other companies while your rounds of interviews drag on. Eliminating unnecessary tasks and combining steps will create a quicker, more efficient system. Consider streamlining your hiring process to be considerate of your candidates’ valuable time, as well as to save your own time and money.

  • Define your mandatory level of experience. Knowing what level you absolutely must have is an excellent way of weeding out candidates who will not meet this need, and will also likely indicate something to potential candidates about the level and expectations of the position. However, be open-minded.  Keeping crucial jobs open too long could adversely impact performance of current staff.
  • Know your position’s core competencies. These are the skills that are imperative for a candidate to possess in order to be capable of performing the tasks well. These should be listed in your advertisements and given to your recruiter.
  • Work with a recruiting firm. These professionals are experts in your field, and can help you shorten the hiring process by finding qualified candidates quickly. And prevent you from wasting your valuable time reviewing and weeding out unqualified candidates.
  • Create a hiring strategy. Use data from employee surveys, exit interviews and other sources to determine how to create a high level of job satisfaction among your team and put a plan in place to eliminate large increases in your hiring needs. Use this information to make hires that will excel in that environment.
  • Implement competency and personality tests. Assessments such as these are proven to be highly effective at targeting desirable employees. In fact, many companies find that oftentimes, employees who do not work out are the ones who were not the ideal match based on assessments that were used, but who were hired anyways. These tests can be most easily administered via a computer system where the data is processed automatically and instantaneously, saving both money and time.
  • Be familiar with your own process. Be aware of who must sign off on employee hiring so that you can do everything in your power to expedite the hiring process for candidates you are sure of. Regardless of how much you like someone, if it takes too long to close the deal on your end, you may end up starting from scratch.
  • Limit the number of interview rounds to three. This will save your own company valuable time and money, and will also be respectful of your candidates’ time; this is especially important to candidates who are already employed.

Streamlining your hiring process can save you a bundle in time and money, and can also eliminate the loss of prime candidates during an excessively lengthy process. Contact CompliStaff today to begin implementing these strategies to streamline your hiring process. We can help you create a strategic hiring plan that can save you money and increase employee retention!

Losing an Employee? Make the Most of Exit Interviews.

November 21st, 2012

Exit interviews often elicit uneasy feelings on behalf of both exiting employee as well as employer. However, if you can reframe the exit interview in a more positive and productive light, everyone can experience an opportunity for growth. Using these tips when conducting your next exit interview may help you gain a useful new perspective on the position in question – and the overall morale at the company.

Ask the right questions. Figure out what you want know about your employee’s experience, and consider objective and appropriate ways to ask questions to gather that information.

Listen for the answers.  Ask clarifying questions; do not interpret for the employee so that the information gathered is accurate and therefore useful. For instance, if an employee states, “The hours were unmanageable,” there is a subtle, but important, difference in the amount of hours versus the scheduling of those hours.

Invite negative feedback. If employees feel comfortable speaking their minds, they will provide you with a much more candid insight into their work experience. Do not interrupt and try to avoid defending against negative feedback.  Instead, listen and take notes.  Ask probing questions, when possible.  Remember, you can always separate out the useful information later!

Keep current in the climate of your company culture. Exit interviews are an excellent way to keep your finger on the pulse of the company culture as your employees see it. If you received feedback that the culture is hostile or otherwise offensive, it may be in your best interest to follow up, and make changes, if necessary.

Update keywords in your candidate search. Using what your departing employees can tell you about fulfilling job duties can help you keep the wording in your job descriptions fresh. For instance, an employee might say she disliked working in groups; update your ideal candidate description to include “enjoys working in teams.”

Pick up on patterns. Consider involving a staffing firm or recruiter in your analysis. You may notice a pattern of employee departure in certain roles, times of the year, or after a specific amount of time with the company. These professionals can help come up with a strategic hiring plan that can increase employee retention–and decrease exit interviews!

Exit interviews do not have to be the uncomfortable chore they seem to be. If you can use them as a tool for continued growth and progress, exit interviews can be of great benefit. Contact CompliStaff today to begin a proactive hiring strategy that can help you grow your business!

Make Sure it Shines: Cleaning up Your Social Presence

November 9th, 2012

Social media sites may have started as a way for college students to keep tabs on each other, but in the last eight years, social media has become an integral part of how we communicate with each other – all of us – from entry level candidates to seasoned professionals. Regardless of where you are at in your career, it is important to stay on top of how your online persona is reflecting your life and lifestyle to potential colleagues and employers.

Social Media as a Screening Tool

You may not even realize it, but companies are scoping out candidates on social media sites. 37 percent of companies polled by CareerBuilder use social media to search for additional information about job candidates, and 11 percent state that while this is not a current practice, it will be implemented in the near future. Only 15 percent of companies polled stated their company policy forbade this method of investigation. If you are seeking a job (and even if you aren’t!), it would greatly behoove you to do everything in your power to present yourself in a positive, professional manner on social media sites.

A candidate’s social media presence can offer an insight into personality and work ethic. For example, if a person complains about work or colleagues on social media outlets, this could indicate potential problems with teamwork and morale.  Or, if someone is consistently posting non-work related information on social media sites during the work day, that person’s commitment, focus and work ethic comes across as seriously lacking. The pieces of information you choose to share are being used to paint a portrait of who you are. If anything you’re posting has the potential to sully that portrait, get that in check as soon as possible.

Take Advantage of Privacy Settings

If you still desire to post details of your life you would not feel comfortable with strangers and your potential employers seeing, use privacy settings and filters to ensure that only close friends or family can access the most personal things on your social media profiles. Remember: public is public. It is the worldwide web–not the web that extends to people who know you well and like you no matter what. So familiarize yourself with the ever-changing privacy policies of various social media networks and customize your settings accordingly, even when you are not looking for a job.

LinkedIn – The Best Professional Social Network

LinkedIn is vital in the business world, even if you are not actively searching for a job. Create a profile, make connections and update it regularly. LinkedIn is one of the strongest websites for job seekers, and you never know when your situation might change or when an offer that is perfect for you can arise. Having an up-to-date LinkedIn profile is the online version of keeping meticulous updates on your resume. However, unlike simply updating your resume, LinkedIn offers a way to create communication with peers and employers.

Social media is important when it comes to how you present yourself to the world. Employers are looking at your online persona when making decisions about hiring you. How does your online presence represent your goals and capabilities? Contact us today to begin searching for companies that will help establish your career path!

Preparing for Your Year-End Review Will Yield Fantastic Results

October 31st, 2012

As the year is wrapping up, corporate HR professionals are busy, among other things, preparing for year-end reviews.  However, they should not be the only ones preparing. Because your year-end review can shape the next year or more of your career, you, as the employee, should be prepping for it also!

You should start thinking about what you’ve done well over the course of the year and what you can do better.  Be prepared to discuss your successes and be open-minded to criticism.  Preparing ahead of your review can prevent you from becoming defensive during the meeting and better enable you to showcase your successes.  Here are the most important steps you can take to make the review go smoothly.

  • Conduct a self-review. Be honest with yourself and identify potential negatives that may be brought up.
  • Catalog your accomplishments. Summarize what you have accomplished in the last year and include hard data. It really is okay to brag. Create a written list of all you have accomplished. Did you save the company time or money? Did you complete a project ahead of schedule? Did you conceptualize a new idea for the firm?
  • Be specific. Compile several stories that illustrate what you have achieved, as this will demonstrate your ability to grow in the company.
  • Develop your own action plan. Create goals for the upcoming year. Use your weaknesses as a starting point and create a plan for self-improvement. As you target your own objectives, understand that you are likely to be harder on yourself than your manager.
  • Keep your composure. It is difficult to predict exactly how a review will go. During the review, be professional and composed the entire time, even if the review doesn’t go the direction you think it should. There is nothing to gain by being confrontational.

Reviews are a part of the corporate process. Keeping yourself prepared and professional is key. Most of all, be proud of your accomplishments and be willing to take responsibility for any shortcomings.

The professional recruiters at CompliStaff are here to offer exemplary advice for job seekers and hiring managers alike. Contact us today to see how we can assist you!

Thinking of Others: How Your Employees Want to be Treated

October 22nd, 2012

Company executives, supervisors, and managers often get so wrapped up in the day-to-day tasks that they sometimes overlook how their employees want to be treated. Treating employees properly will help keep them happy, establish loyalty and increase job satisfaction.  Satisfied employees are more likely to stay with a company long term. Engaging your employees and listen to their needs to learn valuable clues about how they want to be treated. Every employee and company will have unique elements that need to be accounted for.  We’ve compiled a list of ways you can better treat your employees:

Respect, courtesy, and trust. Everyone wants to know that their contribution is valued and that they are trusted to do their job.  Try to give your employees the same level of respect you would expect.

Appreciation. When someone does an exceptional job, tell them so. Oftentimes, employees feel as though only their failures are recognized, so begin to praise them about their successes.  Be sure to include compliments in the same conversation where you are pointing out shortcomings.

Provide perks and a pleasant work environment. Employees spend more time in the office than they do at home with their families or friends. Make the office environment a place that your employees want to work in. Offer them perks such as occasional meals, memberships to health clubs, a day to work from home or even just a $5 or $10 gift card to their favorite coffee shop.

Compatibility with co-workers. By the same token, employees spend more time with their co-workers than with their families as well. Foster a great team environment to allow for individuals to get along without petty drama.

Engaged Managers. These types of environmental factors can be made or broken by the engagement of the management team.  Be sure managers at every level of the enterprise are properly trained to foster job satisfaction and loyalty.

Provide training or assistance. A person who can contribute to your organization should have access to continuing education. Provide employees the opportunity to attend seminars or workshops.  Even consider mentors to help put individuals to the next level. Providing opportunities to grow individually will help make employees loyal to the organization.

Clearly defined goals. Most importantly, you must provide each contributor to the team clearly defined goals for their success. This will help them see how their contribution provides for the overall success of the company and enable them to understand what is expected of them.

Treating your employees well will not only keep them satisfied and loyal, but will foster the type of environment that will attract new talent. Always be on the lookout for creative ways to engage your team and foster success.

Contact the professional recruiters at CompliStaff for more information about how we can help you with your hiring process.

 

Innovative Leadership: Staying Ahead of the Curve

October 19th, 2012

The leadership of a company is the guiding light for the organization – the ones responsible for spearheading change and empowering employees. Traditional leadership values remain important, but in today’s economy, finding innovative ways to be the best leader for your company is crucial. Here are several things you can to do be an innovative leader and keep your organization ahead of the curve.

Failure is not the end, and sometimes it can be a new beginning.  Leaders are often apprehensive to change.  But because change is inevitable, it is better to embrace it. Many leaders tell you that failure and change are the most important ingredients for success. By understanding how to overcome failure, you will learn essential tools to keep your team competitive and successful.  Planning for change will keep you ahead of the curve.

Reach out to organizational leaders in your community. Other business leaders have wisdom and knowledge to share, so collaborate and learn from them. Organize leadership networking events to understand the ways other leaders have built their organizations and see how you might be able to apply those things to your business.

Innovation comes easier when you have many minds working together.  Collaborate with your team, and encourage them to make suggestions in exchange for recognition. Be truly open minded.  Listen to them and try to embrace their concepts to improvise and shape the future of the organization. This will keep your team excited, engaged and more eager to embrace change.

When you try something new, you must understand that it might not work exactly the way you pictured it. Be accountable for mistakes that happen on your watch. Determine what parts of the plan did not work the way they were intended to and fix those problems. Then try again. “Failure is simply the opportunity to begin again, this time more intelligently.” – Henry Ford

Above anything else, be humble about your success. Know that no one creates empires on their own; they need to have a good team and good mentors. They need to have good infrastructure and good procedures. You are not the total of your success; you are the seed of it. Credit those who help you along the way and you will be seen as an excellent leader.

Looking to work with an executive recruiting firm that values great leadership skills? CompliStaff offers professional recruiting services and employment consultation to a wide variety of clients and job seekers.

 

© 2011 CompliStaff, Inc. All Rights Reserved. Site Map. Site design by Brown Direct Marketing