Update Your Resume – Monthly

 

You know that you should have a resume, but did you know that you should update it monthly? Consider these benefits of consistent updating.

Stay Aware of Your Surroundings

It’s always a good idea to know off the top of your head what your most recent endeavors and career steps are. You never know when you’ll meet someone who could help you. When you can share your skills succinctly – both verbally and in a quickly produced, up-to-date resume, you can take advantage of these unexpected opportunities.

Have it Ready Whenever Needed

Obviously, one of the perks of updating your resume monthly is that you’re ready to go in case should you need to look for a new job. The job-seeking process is all about moving quickly, so you could end up increasing your chances of receiving a particular job just because you were able to apply for it that much quicker.

Keep The Bigger Goals in Mind

It’s great to look at your resume regularly because it’ll help you keep your bigger goals in mind. This means that by looking at where you’ve been in the past with your employment history, you can determine a course of action on where you’re going in the future.

If you’re looking for a new job, contact Award Staffing. We can help you find a new job that is a good fit for your skills, education level, and current job goals. We make connections for job seekers every day.

Mitigating Common Employee Issues

As an employer, it’s often your job to handle any issues your employees might have, either with each other or with the company. It can be tough to develop the discipline to talk to your employees, but it does need to be done to make sure everyone is productive and moving forward in your company. Here’s how you can mitigate some common employee issues.

Tardiness

If your employee is regularly late to work, you need to have a conversation with them about it. Remind them the hours that work starts and give them a chance to prove themselves. Start monitoring when they get into work every day, as well as when they leave at night. If their hours and performance are affected by tardiness, put them on a warning and then let them know that you’ll have to let them go if they don’t significantly improve.

Cellphone Use

First of all, try approaching the employee when they are on their cell phone and see how they respond. If they don’t act afraid, upset, or sneaky when they see their supervisor around them, they clearly think there is nothing wrong with using their cell phone too much at work. Sit them down and be very clear with them about your workplace’s cell phone policy and put them on a warning.

Employee Arguments

If there is a consistently argumentative atmosphere among your employees, you need to find the root of the issue.  It’s best to bring in all parties involved to come to a resolution. If one employee – or two – are the primary source, help them realize that there is usually a solution in every situation that can be reached that is respectful, professional, and appropriate. Of course, if that fails, you may have to consider dismissal.

If you’re looking for a new employee, contact Award Staffing. We can help you find an employee who is perfect for your company culture and who will be a good fit for your fellow employees. It’s our specialty.

Be Flexible in the Workplace

In today’s market, you need be flexible and adaptable. Why? Technology is ever-changing creating a constantly evolving workplace. Being versatile and flexible will help you succeed in more than one way.

You Could Get Promoted

Employers greatly appreciate employees who are flexible in the workplace, because it makes their jobs so much easier. You might find that your flexibility and ease of adapting means that your employer ends up promoting you so that you can take on and shoulder more responsibility amongst your peers who maybe aren’t as flexible.

You Will Be Appreciated by Your Superiors

You will remove a lot of stress on behalf of your employers by being flexible. When you are cooperative and flexible, adapting to the decisions of those above you, it removes some of their stress load and results in an increased appreciation of you as an employee.

You Will Help Boost Your Company Morale

It’s great to be flexible because that means that you can direct your energy to where it is most needed. This ends up translating into you supporting your colleagues whenever one of them is assigned to a particularly grueling project or task. Overall, this will help boost your company morale, which is an excellent aspect of being more flexible!

If you’re looking for a new job, contact Award Staffing. We can help you find a new job that is a good fit for your skills, education level, and current job goals. We make connections for job seekers every day.

 


 

Choose Your Hiring Partner Carefully

Your hiring partner is a key figure in your company’s success. He/she must be trustworthy, accountable, and in agreement with the company mission and values – all in addition to having the discernment to hire right.

Ensure They Understand Your Company Culture.

If your hiring partner doesn’t understand your company culture, they are not necessarily going to be able to hire an employee who is the right fit. Before you let your hiring manager take over the interview process, make sure they understand exactly the type of culture you’re seeking regarding work hours, workplace friendships, policies on vacation time and outside gigs, etc.

Don’t Rush into It.

Don’t rush into the hiring process by placing someone an inexperienced candidate into the ring. You could end up causing more harm than good by doing this. If you are short on time and need someone to hire your next candidate, consider hiring a staffing agency as they have all the experience necessary.

Inform Them of Your Values.

Whether you choose to hire a staffing agency or an internal hiring manager, make sure you have a conversation with them about the company’s values, ethics, and definition of professionalism. It’ll be much easier for them to tangibly take that into account when seeking a candidate that is a good fit.

If you’re looking to hire new staff, consider Award Staffing. We will be able to ascertain your company culture, values, and other parameters to help you find the staff you need. We can both find the best-fit hiring manager and play a role as your HR extension. Contact us today.

 

Get Ready for Your First Job

If you’ve recently graduated from high school or college, now may be the time for you to get your first job. If you’ve never had a job before, there are quite a few things you need to do in preparation. Not only do you need to make yourself employable, but you also need to take several steps to make sure that you’re ready.

Get Your Resume Ready.

Before you apply to jobs, you will need to get your resume ready. This means that you will need to take the time to format it and update everything regarding your past work experiences and education. If you need help, make sure you have someone look over the resume to spot any mistakes or errors.

Secure Your References.

Before you start applying for jobs, you need to secure professional references. The easiest way to do this is to ask people you trust, such as former coaches, teachers, or other professionals. Let them know that they should be expecting a call from any future employers so that they aren’t caught off guard and can speak professionally to your character.

Clear Your Schedule.

Make sure you clear your schedule! You’re going to need enough time to apply for jobs, attend interviews, and start working! If you’re not used to working full-time (or even part-time), this part of the job-seeking process will likely be an adjustment for you.

Award Staffing is here to help you.  We will be able to guide you through the job seeking process and recommend you for several different jobs for which you are a good fit. Contact us today.

Start Prepping for The Holiday Rush Now

Yes, September is here – and with it comes preparation for the holiday rush. No matter what type of business you own, there’s always increased traffic and strain due to employees being out of town, holiday obligations, and more. Now is the time to prepare and save yourself some stress later.

Determine Your Needs.

First and foremost, you need to make your best estimate concerning staffing needs for the holidays. For some companies, the holidays equate to increased staffing to cover absent employees. For others, there is also a need for extra staffing to cover increases in production. For some, it’s both. Make sure you know your exact needs so that it’s easy to ask for help.

Talk to a Award Staffing

If you’re feeling overwhelmed about hiring help for the holidays, talk to a staffing agency such as Award Staffing. Staffing agencies are well-equipped to find people who can work for temporary periods such as during the holidays or school breaks. They will be able to help you find people who can meet your company’s exact needs.

Develop a Training Plan.

Often, the holidays can be such a rush that employee training falls by the wayside, which is not good for new hires or your company. Try to develop a training plan before you fall into the holiday rush, so you make enough time to sufficiently train your new hires before they come on board.

If you’re looking to hire holiday help, contact Award Staffing. We can help you find reputable staff who will be able to integrate into your company culture seamlessly.

How to Explain Gaps On Your Resume

 

If you’ve ever had a gap in your resume, the chances are that you might feel self-conscious about it or even stray away from applying for jobs because you think your chances might be hurt. Don’t fret, however, because you often can explain gaps on your resume. Consider these explainable situations.

Working Vacation.

Some people have gaps on their resume because they are taking a break to develop their career skills while not officially working for an employer. This is known as a “working vacation” and is pretty common for people who have just graduated from college or high school. Make sure to tell your employer that you were working

Change of Career.

Some people take time off because they’re looking to change careers. Whether this means they’re going back to school, taking some certification courses, or simply just taking a break before they jump into the next part of their lives, this is often considered an acceptable reason to explain to employers why you weren’t working.

Health/Personal Reasons.

Sometimes, there are unavoidable health or personal reasons that you encounter. For this reason, you may need to take time off from work. Employers are usually very amenable to these circumstances if you explain it to them.

If you’re looking for a new job but are having a hard time finding one, contact Award Staffing. We can help you explain the gaps on your resume and will be able to recommend you for several different jobs for which you are a good fit.

 


 

The Benefits of Employee PTO

Every company understands that paid time off and personal days aren’t an important essential in compensation packages.  Companies may not understand, however, that giving time off to employees has real benefits to the company as well as the individuals that work there.

Engaged Employees Bring Value

According to Shawn Cable, “when the brain can think positively, productivity improves by 31%, sales increase by 37%, and creativity and revenues can triple.” Giving employees time away from the daily grind to refresh themselves and reset their mental outlook increases productivity. It also creates a happier work environment for everyone.

Time Off Lowers Stress

Stress leads to burnout, and burnout leads to turnover with all its associated costs and added workload. PTO enables employees to cut their stress levels and return to work ready to tackle the next project.

Note: Time off needs to be real time off. When employees take the office with them, they lose the benefits time off brings them. Make sure they understand that when they are on vacation replying to emails and answering phone calls is NOT expected.

Time Off Policies Reflect Your Company Values

Nathan Christensen says, “one of our company’s values is “care to the core.” We now couch our vacation policy within this value, so our team understands why we have it, how to navigate it, and the role it plays in nurturing our company culture.”

Promoting positive company values helps keep your workforce positive. It also gives them more reasons to show up to work for than a paycheck and builds stronger employee retention.

Award Staffing makes an art of helping our clients see recognize what policies will benefit their company.  Contact us today. We will help you build a productive workforce.

 

How to Have Your Best Interview Ever

A great interview is just like any other accomplishment; it won’t happen without some real planning and hard work. At Award Staffing we have highlighted some of the interview prep skills that can make the next interview the best.

Review the Job Posting.

This cannot be overstated: the company knows exactly what they are looking for, and they state it clearly on the job posting. Review the job post. List point by point every experience and skill they are seeking. Go over your own experiences and how they make you a great fit, so all of this is fresh in your mind when you walk in the door.

As Dana Leavey puts it, “try to remember what’s most relevant regarding specific clients you’ve worked with, types of projects you’ve worked on, similar companies you’ve worked for, and anything else that’s pertinent to the role.”

Research the Company.

Google is your friend, and so are social media sites like LinkedIn. Do your research before your interview. See what this company has done to get in the news. Find out what you can about the people who work there, what kind of background and skills they bring to the table. Look for points of similarity and points of difference and be ready to discuss them in the interview.

Take The Next Step Beyond Your Resume.

When they ask about information that is on your resume the last thing you want to do is just quote the resume.  Share specific examples that illustrate the information on your resume.  Be prepared to talk and give the interviewer the extra layer of knowledge they are seeking.

Listen to The Interviewer.

Don’t be so focused on what you have to say that you don’t hear what you’re asked. An interview is a first date. You need to pay attention, listen closely and ask follow up questions. This makes the interviewer see you as someone who is interested and gives you a chance to find out more about the position.

Don’t Ask for A Job; Offer to Help.

The company didn’t put up a job post because they were hoping to give someone a salary or a cool place to hang out from 9 to 5. They put up a job post because they need to hire a new person. Find out what they need and discuss the ways you can produce the work they require. This attitude can get you out of the interview on just the right note. As Lam Nguyen says, “it’s then up to you to make your final selling pitch by summarizing what the position is and what you bring to the table. Don’t forget to find out the next steps for the interviewing process. The follow-up item you want to leave in your interviewer’s mind is, “This is the right candidate. I’m ready to make an offer.”

If you’re looking to make your next interview your best one ever, contact Award Staffing. We will be able to help you find a new position that lets you take advantage of your abilities and prepare you to turn the interview into your dream offer.

What You Need to Look for in an HR Leader & Partner

An HR Leader carries out some of the most critical functions in your company. They are entrusted with a lot of personal information and expected to navigate the company and its employees through difficult choices about benefits. Their ability to source new talent will define your company’s future. Knowing what to look for in an HR Leader is the first step towards hiring someone who can manage your programs and help you manage your next stage of growth.

A Great HR Leader is a Great Negotiator.

When you need new talent, HR has to deliver. Merely finding new talent isn’t enough; HR has to sign them and get them in the door. A great HR Leader can pitch your company and convince new hires to sign the dotted line.

Strong negotiation skills are also a key component of successful mediation when managing sensitive conflict resolution issues.

A Great HR Leader is a Great Coach.

Your HR Leader finds the new hires and signs them up, but it doesn’t stop there. They make sure they are integrated into the company so they can hit the ground running.

Joel Trammell recommends HR Leaders manage the full onboarding process. “Quality onboarding includes making the new hire aware of company history and general industry knowledge and having him, or her attend meetings with key executives, in addition to the obvious job-specific training.”

A Great HR Leader is a Great Teacher.

Jack Zenger and Joseph Folkman write that “most employees in organizations are unaware of labor laws, hiring rules, benefits and compensation issues.” HR has to educate your staff and help them navigate the choices in front of them – from health insurance packages to retirement choices and more.

Great teaching ability can illuminate the issues and smooth out a lot of potential pitfalls.

A Great HR Leader is a Great Learner.

Change is the only real constant. Labor laws and regulations are constantly updated, health insurance plans get more complex each year, and new approaches to benefits, training, and hiring are always being touted by outside consultants.