Adams & Garth Blog

Using Social Media to Find Great Candidates

July 7th, 2015

As one of the top staffing agencies in Charlottesville, Adams & Garth knows that today more than half of all candidates use social media to uncover new opportunities. So if your sourcing strategy doesn’t include leveraging the power of social media, then you could be overlooking some top talent. But if you haven’t recruited job candidates via social media, where do you begin? Here are some steps to help you in the process:

Create a Strategy

You wouldn’t start a new business initiative without a solid strategy in place. Likewise, don’t add social media to your hiring efforts without a firm plan in place first. Where do you start? Think about what your goals are for leveraging social media, which sites are going to deliver the best candidates to you, and how you will attract them to your job postings.

Be Patient

Don’t expect results right way when it comes to recruiting via social media. It might be slow going at first and take some time for you to establish your company online. So if you post some job openings and don’t see the kind of results you want, don’t give up. Recruiting via social media should be a long-term effort. When you are consistent with it, over time, it will bear fruit.

Post More Than Jobs

Sure, you’re going to want to post about job openings at your company…but make sure you go beyond that. You’re trying to attract and engage the best people. That means creating an online employment brand that speaks to them. Talk about what it’s like to work at your company, post about the trends and challenges facing your industry, and answer questions via online forums.

Evaluate Progress

When you first begin using social media in your recruiting efforts, there’s going to be some trial and error. Some efforts will work; others won’t. But after a few months, you may see some trends and patterns emerging. For instance, you may realize that certain sites are much more fruitful than others in terms of attracting high quality talent. However, you won’t know unless you have a plan in place for evaluating progress.

Remember, garnering results using social media takes time. So don’t expect great candidates to come knocking at your door overnight. However, once you’ve invested some time and effort into it, you will start producing positive results.

If you’d like more help recruiting candidates, contact Adams & Garth. As one of the top staffing agencies in Charlottesville, we have the knowledge and expert team in place to help you find and hire the talent you need, the first time.

Contact us today to learn more.

 

What to Do When a Job Offer Gets Pulled

June 23rd, 2015

You’ve finally found a great job opportunity. But a week before you’re supposed to start, you get a call from the HR manager at your new company. The job offer has been put on hold. What should you do? Do you wait around until they’re ready to bring you on board? Or do you cut your losses and start your search all over again?

While it’s certainly not fair that your job offer was rescinded, it is perfectly legal – as long as there was no contract signed. If you did have a contract, then there may be a basis for a legal claim. If you didn’t, then you’re basically out of luck. You’re considered an “at will” employee and as such, an employer can terminate the relationship at any time, including before it even began.

What do you do now?

First, don’t take the situation personally. Unless they discovered some horrible issue in your background, then it’s not your fault the offer got pulled in the 11th hour. There could have been a variety of factors at play. For example, maybe the person leaving decided not to quit after all and accepted a counter offer. Or there could have been a change that took place in the company – such as a new CEO or departmental merger – that caused the offer to be withdrawn.

It’s up to you to find out whether this is a temporary situation, or if the offer is really gone altogether. If it’s a financial issue, which most are, then the employer may have realized their financial outlook wasn’t as bright as originally thought. Whatever the case, try to speak to the decision maker so you can get a clearer sense of where you stand.

While you’re doing that, though, don’t hold your breath for good news. You have bills to pay and a career to move forward, so it’s important to re-start your job search. Also, the more time that passes after an offer is pulled, the less likely that you’ll get hired – even if it was your dream job.

Do you need more job search help? Call the experts at Adams & Garth. As one of the leading employment agencies in Central Virginia, we will work to get to know you, your background, skills and personality – all so we can match you with job opportunities that are a terrific fit.

Search our Central Virginia jobs now or contact us today.

 

Need to Recruit Better? Here’s How

June 16th, 2015

As one of Staunton’s leading staffing agencies, Adams & Garth knows whether or not your company is successful depends on the employees you hire. Unfortunately, for many organizations, the recruiting process is an afterthought or something done in haste. The problem with this approach is that it can oftentimes lead to hiring mistakes – which can be costly.

To improve your recruiting process – and get the most out of your new hires, here are some tips to consider:

#1: The basics are important.

For instance, a clear job description, an easy and intuitive process for applying, and responding to applicants promptly are all fundamental to recruiting success. These elements go a long way in making the candidate experience a positive one. As a result, your company will be able to attract higher caliber candidates.

#2: Candidates are people too.

If you regularly have many job openings with hundreds of candidates applying, responding personally to each one isn’t realistic. However, that doesn’t mean you should leave candidates in the dark. You can still send out a template email that informs individuals that you received their resume and what the next steps are.

Also, once you get down to your final pick candidates, you need to treat them with a personal touch. Keep them in the loop when decisions are made. Roll out the welcome wagon when they come in for second and third interviews. And communicate how enthusiastic you are about their background. This kind of attention with make your company stand out to the best candidates.

#3: Create a shadowing experience.

For many candidates, it’s difficult to tell what it’s really like to work at a company. Make it easy for those applying for jobs at your organization. Give them the real scoop by letting them shadow an employee or several employees for a day. Not only will that communicate a sense of transparency, but candidates will be able to quickly tell whether or not your company and the job is the right fit for them.

#4: Promote your company.

Don’t just give candidates a dry document outlining company benefits and perks. Instead, give them some real insight into why it’s great to work for your company. Talk up the flex schedule, the company exercise room, and the year-end bonuses – or whatever it is that makes your organization unique. Remember, you’re not just evaluating candidates; they’re evaluating you too.

Do you need more help with your recruiting efforts? Call Adams & Garth. As one of Staunton’s leading staffing agencies, we can take the hassle out of recruiting for you, so you can focus on other priorities. Contact Adams & Garth today to learn more.

How to Stand Out at Work – and Get Promoted

June 9th, 2015

You have a job you love, so you don’t need to focus on your career, right? Wrong. As one of the leading employment agencies in Central Virginia, Adams & Garth knows if you want to progress and move forward at work, there are steps you need to take to ensure the higher ups notice you. What are they? Here’s a look:

Make sure you’re seen.

According to studies, workers who telecommute may end up getting lower performance evaluations, lower raises and fewer promotions when compared with colleagues in the office – even when they work just as hard and just as long. So if you telecommute, it’s still important to show your face every so often. If it’s not possible to actually go to your work location, then consider using Skype or another video teleconferencing tool during meetings in order to raise your visibility.

Give people your full attention.

When your boss or a colleague walks into your office, stop texting or emailing. People deserve your full attention and if you don’t give it regularly, then you’re making a bad impression. If you feel like you’re interrupted too often to get work done, then close your door for an hour or two each day.

Develop relationships with others.

If you’re an introvert, this one can be a challenge. But it’s important for you to strive to develop relationships with those you work with. Ask people what they did over the weekend. Inquire about a co-worker’s family. Tell a colleague a funny story from the latest conference you went to. Whatever you do, aim to share with your colleagues; you’ll make yourself more memorable and relatable as a result.

Be a problem solver.

If a colleague is having an issue – and you know you could help him or her – volunteer to do it. Even if it’s outside the realm of your role at the office, your co-worker will be appreciative and likely to want to return the favor in the future.

Voice your opinion.

Nobody likes a know-it-all or someone who comes across as highly opinionated. But do make your voice heard through direct and insightful comments in meetings and during brainstorming sessions.

Give credit where it’s due.

If you see your boss or a colleague going the extra mile, recognize them for it. While you don’t want to kiss up or come across as insincere, giving credit where it’s due is always appreciated and remembered.

Are you ready to stand out in a new job? Call Adams & Garth. As one of the leading employment agencies in Central Virginia, we will work to get to know you, your background, skills and personality – all so we can match you with job opportunities that are a terrific fit. Search our Central Virginia jobs now or contact us today.

 

5 Tips for Managing Interns

June 2nd, 2015

As one of the leading staffing agencies in Central Virginia, Adams & Garth knows when it comes to internships, great experiences don’t just happen. If you’re managing interns, it’s up to you not only properly orient and onboard them, but also manage them effectively as well. To help you in the process, here are some tips to consider:

Prepare Ahead of Time

Before your intern walks through the door, make sure you’re prepared for them. Know ahead of time exactly their job duties, hours, responsibilities and your expectations for them. Sure, there may be times when a task just comes up that you need the intern to handle. But for the most part, their jobs should be defined just like any other employee.

Welcome Your Intern

Make sure your intern feels welcomed during those first few days. Spend some time with him or her not only going over job duties and expectations, but also addressing any questions or concerns they may have. Give them a tour of your facility and introduce them to all the people they’ll be working with. Also, inquire about their career goals and make sure their assignments are aligned with those objectives. Encourage your intern to give feedback and ask questions along the way.

Check in With Your Intern

Don’t forget about your intern after their first few days on the job. Carve out some time in your calendar each week to check in with them. Make sure they’re clear about their assignments and on track toward meeting their goals. Also take the time to answer questions and teach them things you wish you knew when you were at that same stage in your career. Not only will these regular check ins keep your intern heading in the right direction, but they’ll also help them feel more like part of the team.

Give Your Intern Meaningful Assignments

Don’t relegate your intern to the copy room for a summer of filing paperwork. Make sure they have an opportunity to participate in meaningful assignments, as well. So think about some projects you can have your intern work on that relates to his or her career goals and strengths.

Explain Everything

Some things might be self-explanatory to you, but don’t assume your intern has any prior experience or knowledge of these things. Instead, explain everything, from the process for completing a task and the deadline to scheduling expectations and the appropriate use of sick days. Also, encourage your intern to come to you with any questions.

When you follow the tips above, not only will you ensure your intern has a valuable work experience, but that they can also make positive contributions to your team.

Do you need help hiring top performers for your team? Call Adams & Garth. As one of the leading staffing agencies in Central Virginia, we know hiring can be a hassle. But we’ve got the knowledge, experience, and proven processes in place to assist you. Next time you need to hire, contact Adams & Garth. We can help.

 

How Long Should My Resume Be?

May 26th, 2015

As one of the leading Harrisonburg employment agencies, Adams & Garth can tell you that this is one of the most commonly asked questions from job seekers. For a long time, there was a rule that resumes shouldn’t exceed a page. So candidates spent hours trying to manipulate and cram information on their resume to fit it all on one page.

But times have changed.

While no hiring manager wants to read a five-page resume, if sending a two-page one enables you to better communicate and promote why you’re the best fit for the job, then don’t worry about breaking the “one-page” rule.

What if you have extensive experience in your field?

Still stick to two pages.

The strongest candidates know how present their backgrounds in a concise manner – and hiring managers appreciate their ability to distill important details. In addition, keep in mind, hiring managers don’t want a laundry list of responsibilities you had in a position you held 15 years ago. They want to know about what you’ve been doing now and in the past few years.

Also, if your resume is three or four pages long, hiring managers will be less likely to see the important details you want them to. Remember, they will only give your resume a cursory glance before deciding whether or not to add you to the “maybe” pile. You want to ensure the strongest selling parts are immediately visible.

If you’re on the opposite end of the spectrum – and don’t have a lot of experience – try and stick with a one-page resume. If you’re one year out of school, having a two page – or longer – resume doesn’t make a whole lot of sense. In fact, you may come across as a bit pretentious if you’re inexperienced with a long resume. So avoid it if you can.

Whatever you do, don’t try to reduce the font size or margins in order to squeeze information onto your resume. While these tricks can get your resume down to one or two pages, they can also make the text almost impossible to read. Your text size should be a minimum of 10.5 points and margins should be no smaller than 0.5 inch.

Do you need more help with your resume? Call Adams & Garth. As one of the leading Harrisonburg employment agencies, we can help you with your job search from start to finish, from crafting a strong resume to matching you with a job opportunity that’s a great fit for you.

Contact Adams & Garth today to get started.

 

When an Employee is Abusing Sick Time

May 19th, 2015

You have one employee who calls in sick every Friday, or every Monday. It’s starting to seem like they’re using sick time as vacation days. What do you do?

First, make sure a pattern truly exists.

As one of the leading staffing agencies in Central Virginia, Adams & Garth can tell you if it’s happened once or twice, it could simply be a coincidence. However, if it’s happened more than that – especially in a short amount of time – you should inquire about what’s going on. Simply bring up the issue to your employee and let them know you’re concerned about their sick time use. Cite the dates they’ve taken off and how they’ve occurred right before or after a weekend.

How your employee responds will guide you as to what steps to take next.

There could truly be a legitimate reason for the sick time. For instance, perhaps your employee has been taking Friday afternoons off because they have a standing doctor’s appointment for a chronic health issue. You want to know these details before you plunge ahead and discipline an employee for abusing sick time.

However, if there’s no good excuse for taking so much sick time off, then communicate to your employee that sick time is truly for when they are ill…not when they need a day off before a big holiday weekend.

In addition, convey to them how taking so much time off impacts the rest of the team because it’s unplanned. Finally, let your employee know that you’re going to be monitoring the situation going forward.

At this point, your employee will know you’ve noticed the trend in the sick time they take and the issue will likely be rectified.

You may also require that this particular employee submit doctor’s notes going forward. However, keep in mind that means you don’t trust them to be honest with you, which isn’t a good position to be in. And if this sick leave issue is simply one performance problem in a long string of them, then it may be time to bid farewell to this employee.

If that’s the case, and you need help filling a job opening, call Adams & Garth. As one of the leading staffing agencies in Central Virginia, we’ll learn about your company, your culture, and your key staffing pains. We’ll then get to work providing you with access to the people you need, where and when you need them. Contact us today to learn more.

How to Research Potential Employers – Before You Say “Yes” to an Offer

May 12th, 2015

When you’re looking for a new job, you want to know what it’s like to work at a company before you accept an offer. You’ll find out some details about a potential employer during the interview process. But what can you do to dig deeper, uncover any red flags, and find the company that’s truly a great fit for you? Here’s a look:

Ask good questions.

As one of the leading employment agencies in Central Virginia, Adams & Garth knows you should not rely on the interviewer to tell you everything you need to know to make the right decision. Ask questions that will help you assess whether or not the company is the kind you want to work for. Some examples include:

  • Why did the last person in this position leave?
  • What kind of personality fits best within the company?
  • What do you enjoy most about working here? Least?
  • How has the company changed since you started?
  • What’s one thing you wish you knew before you began working here?

Gain a different perspective.

As you talk with the interviewer, ask him or her if it would be possible to talk with prospective team members. It makes sense to meet with at least one co-worker without the interviewer in the room. If your request is denied, take note. Unhappy employees don’t make good brand advocates.

Search online.

Look to websites like Glassdoor.com to find reviews and insider information about the company and its working environment. Although, keep in mind: reviews that are overly positive or negative may be phony; those that fall somewhere in the middle will likely offer the most accurate picture.

Reach out to your network.

Use sites like LinkedIn to find out if you know any current or past employees. If you don’t, reach out to your network and ask whether anyone has worked, or knows anyone who has worked, at the company. They’ll be able to give you the inside scoop on what it’s really like to work there.

Pay attention to how you’re treated.

Before you accept an offer, think about how you were treated during the interview process. Was the interviewer on time? Or did he or she show up late? Did they give you their full attention in the interview? Or keep checking their cell phone? Do the employees you’ve seen seem happy and engaged, or miserable and stressed? Was the interview process well organized, or disorderly? Did the interviewer keep you in the loop throughout the process? Or did they leave you hanging?

Don’t ignore warning signs just because you want a job. If you say “yes” to an opportunity when your guts says “no,” you’ll likely end up unhappy and frustrated. Instead, wait until the right employer comes along.

Do you need help finding your next job? Call Adams & Garth. As one of the leading employment agencies in Central Virginia, we partner with top employers throughout the region to offer you outstanding opportunities in a variety of fields. Search our Central Virginia jobs now or contact us today.

Are You Losing Your Staff’s Respect With These Common Mistakes?

May 5th, 2015

As one of the leading staffing agencies in Staunton – and Central Virginia, Adams & Garth knows respect is a critical component to being a successful manager. If your employees don’t respect you, then they’re not going to give much credence to what you tell them to do. And if they’re not producing, it reflects badly upon you. Plus, once lost, respect is hard to earn back. To ensure you don’t lose the respect of your team, avoid these common mistakes:

Creating drama.

Do you gossip about your peers and subordinates? Lash out at people? Pick favorites? If you do, then you’re creating drama in the workplace, which can easily cause employees to lose respect for you. What’s worse is that this behavior can also set the tone for your staff, causing them to emulate your behavior.

Saying one thing and doing another.

When an employee asks you do to something and you promise you will, but never follow through, you’ll gain a reputation as unreliable and untrustworthy. Top talent don’t want to work for managers like that.

Avoiding difficult issues.

If you fail to face tough issues, your staff is going to see you as weak, which some will try to take advantage of. But handling performance issues, giving negative feedback and firing people for not doing their jobs are all part of your job. Dealing with them promptly and with fairness and sensitivity will only earn the respect and loyalty of your team.

Having different standards.

Your employees look to you to set the standard for the office. But if you behave one way (take 2-hour lunches everyday, miss deadlines and show up late to meetings), and expect your staff to behave a different way (take ½ hour lunches, meet deadlines on time, and show up to meetings early), then you’ll quickly lose their respect. You need to hold yourself to the same standard to which you hold your staff.

Shooting down input.

The healthiest work cultures are those where employees feel comfortable and encouraged to share their input and ideas. However, if you’re constantly shooting them down, or get defensive when someone doesn’t agree with you, you’ll quickly lose respect. Instead, stay open minded and welcome the feedback of others. You’ll build a stronger, more innovative team when you do.

Do you need help building a stronger staff? Call Adams & Garth. As one of the leading staffing agencies in Staunton – and Central Virginia, our trained specialists can take the hassle out of hiring, so you get the skilled, hard-working employees you need. Contact us today to learn more.

What Not to Include on Your Resume

April 28th, 2015

You know you need to include your past job titles, responsibilities and career accomplishments on your resume. But what are some details you should definitely skip? Here’s a look:

Salary information

As one of Charlottesville’s leading employment agencies, Adams & Garth can tell you should never mention salary information on your resume. When a job ad asks you to include salary expectations, then offer a range. Otherwise, you won’t give yourself any wiggle room when it comes time to negotiate salary. This is especially true if you’ve been working for pay that is lower than marketplace.

The reason you left your job

If a hiring manager asks you why you left or are leaving your job, then you certainly need to respond. However, this information is not appropriate for your resume. Your resume is like a marketing brochure about you; it should highlight your experience, accomplishments and any unique skills or abilities you bring to the table.

The names of your managers

If a hiring manager asks for references, then you can certainly give them a list of your past managers and their contact information. However, don’t include them on your resume. The hiring manager might know them personally and reach out to them about you. This could be a problem if you didn’t intend for a particular manager to serve as a reference. Plus it’s an unnecessary item that takes up space.

Your past employers’ addresses

If hiring managers truly need to know the address of a past employer, then can look it up online. Just like including the names of past managers, listing addresses on your resume simply wastes space.

Reference information

Unless a job ad specifically asks that you include a list of references on your resume, don’t do it. Also, don’t include a line about “references being available upon request.” Employers know they can ask you for references. So it’s a waste of valuable real estate on a resume.

When it comes to finding the right job, first impressions count. You can ensure your resume gives a good first impression by knowing not only what to include, but what not to.

Do you need more help with your job search? If you do, call the experts at Adams & Garth. As one of Charlottesville’s leading employment agencies, we partner with top employers throughout the region to offer you outstanding opportunities in a variety of fields. Search our Charlottesville jobs now or contact us today.