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.

5 Ways to Boost Your Resume

When you submit your resume to most companies, the first person who sees it is a recruiter who sees dozens of resumes a day. You have one chance to make the kind of first impression that gets you to the next step. Here are five ways to boost your resume past the first stage and move you on to more face to face interviews:

Make It Clean and Readable.

Want your resume to be read? Make it easy to read. No wall of text sections. Use short, punchy bullet points, clear, concise information and sufficient white space. This makes it easy for your resume to be scanned quickly.

Focus On Success.

You want to include your full toolbox of applicable skills and experiences. Don’t forget to show off these attributes as part of past accomplishments. Tie a skill with the way you used effectively and give specific results.

Use Relevant Keywords.

A good resume is like a good Google search: You get better results when you use the right keywords. Robin Ryan says you should “make a list of the “buzz words connected to perform your type of job. Look through employers’ job ads to uncover the major ones. Incorporate these keywords into the sentences describing your previous work experience.”

Tailor Your Resume for Each Application.

Every job post will clearly state what the company is looking for regarding skills and experiences. Make sure you include matching information using the same keywords as the job post every time you send out your resume. A short intro that has the exact info the recruiter is looking for is also a good idea.

Less Is More!

Remember your resume isn’t being read like a book, it’s being scanned like an outline. According to Nancy Collamer, “we all skim more than we read, so to reward that reading style. Also, add white space between paragraphs to provide “breathing room.”

Excessive words are just clutter. Check your word count when you write your resume and see if you can cut 20% of the words without losing any essential info. You will be surprised how much cleaner and more professional this makes your resume look.

If you’re ready to get your resume out in front of prospective employers, contact Award Staffing. We will be able to help you find a new position that lets you take advantage of your abilities to take the next step you in your career.