Adams & Garth Blog

Help! I Love My Job, But Hate My Boss

November 25th, 2014

Love your job? Can’t stand your boss? As one of the leading employment agencies in Charlottesville, Adams & Garth knows you’re not alone. There are countless employees out there who loves their positions, but hate those they report to. If you’re in this situation, what should you do? Jump ship, or try to make it work? To help you, consider the following:

Check yourself.

Consider your role in the problem. For instance, your boss may have issues with you because you’re not performing well on the job. So if you’re five minutes late every day, behind on your work, and not reaching productivity goals, then strive to improve and better meet your boss’s expectations.

Become an ally.

Your job is to work for your boss and support his or her initiatives. So be proactive to learn about your boss’s expectations and priorities, then get to work helping them achieve their goals. A boss who knows that you are actively supporting their best interests will come to view you as an ally, improving your relationship in the long run.

Set up regular status updates.

On a regular basis, check in with your boss and bring him or her up to date on the projects you’re working on. These conversations will not only keep your boss in the loop, but also facilitate a more positive working relationship.

Go over your boss’s head.

If your boss is creating a truly toxic environment no matter how hard you work to rectify the situation, then you may want to talk to their boss or go to HR. Before you do so, though, document the offenses in writing for a certain period of time (for instance, a week, a month, or a quarter), then discuss the issue with your boss’s supervisor and/or Human Resources.

Move on.

If you’ve made attempts to change the working relationship with a bad boss and have still come up empty handed, it may be time to move on. That said, you should try to stick it out until you find a new opportunity. Here’s why:

  • It’s much easier to find a new job when you’re employed. If you aren’t, hiring managers will wonder why you aren’t working. And fair or not, hiring managers place a higher value on those who already have a job than those who don’t.
  • Finding a new position can take a long time. In today’s employment marketplace, it can take up to a year – or more – to find a new job. Are you financially prepared to be unemployed for that long? If not, then keep your job until you find a new one. The last thing you want is to accept a bad fit job just because you’re under financial pressure.
  • It’s easier to explain why you don’t want your current manager contacted as a reference. If you’re searching for a new job while employed, it makes sense that you don’t want prospective employers contacting your manager. However, if you’re unemployed and don’t want them to contact a former manager, they’ll wonder why.

If you’d like professional help with your job search, call Adams & Garth. As one of the leading Charlottesville employment agencies, we partner with top employers throughout Central Virginia to offer you outstanding opportunities in a variety of fields. Contact us today to learn more or search our Charlottesville jobs now.

Warning: Be Wary of This Candidate

November 18th, 2014

As one of the top staffing agencies in Charlottesville, Adams & Garth knows making a bad hire is expensive. Worse, it also means you likely missed out on hiring someone great. So how can filter out those candidates who perform well during the hiring process, but will fall apart once on the job? Here’s a look at a few traits to be on the lookout for:

They’re too vague.

In the business world, generalizations simply don’t cut it. It’s important for you to know facts, figures and details when it comes to hiring the right person for the job. If you continually probe a candidate for these specifics – and come up empty handed – then move onto another candidate with a proven track record they can talk about.

They ramble.

Sure, rambling might be a sign of nervousness in an interview. But it’s also a sign that a candidate might not really understand what you’re asking them. Not being able to provide a concise answer could also mean they’re ill-prepared or have weak communication skills.

They’re too casual.

Whether they show up to the job interview dressed inappropriately, or they seem to have a lack of regard for you or your staff, then it’s a sign of what’s to come if you hire this person. Ditto if they seem overly tense and stressed out.

They don’t know much about your company.

Once you start asking questions, it quickly becomes clear a candidate knows next to nothing about your company. The best candidates will not only know the basics, but also the unique value they can offer you. If a candidate isn’t going to spend any time learning about your company before the interview, then it shows a lack of attention to detail and professionalism.

They’re negative.

A candidate who is critical or openly bashes a former boss, co-worker or employer may carry that resentment over to their new position. In addition, making negative comments shows a lack of tact, as well as poor judgment.

They don’t ask questions. 

Candidates can’t find out if they’re a good fit for you if they don’t ask questions. So be wary of those who don’t. It’s an indication they’re unenthusiastic about the job, not prepared, or lazy.

They focus on the perks.

An initial interview should be about a candidate learning more about the company, the role and your needs. If it seems like they’re asking too many questions about vacation time and salary, then it’s a sign “the perks” are the priority, not the work.

When a candidate shows the signs above, then filter them out of the running and move onto other, stronger individuals. And if you need help with the candidate sourcing process, call 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 top talent, the first time.

Contact us today to learn more.

How to Get Job Search Help From Your Network

November 11th, 2014

When you’re searching for a new job, one of the first areas to look to is your network of colleagues, friends and family. As one of Charlottesville’s leading employment agencies, Adams & Garth knows that many times, job opportunities aren’t posted or advertised, so you won’t learn about them unless you’re referred by someone you know. That said, there’s a right way – and a wrong way – to leverage the power of your network to help you find the job you want. To help you, here are a few tips:

Contact people individually.

Don’t send out a mass email to everyone in your address book. Instead, think of those individuals who work in industries that are most likely to need people like you. Then call or email each one of them separately. They’ll be much more likely to respond and help you when you communicate directly. Why? Because when people are a part of a group email, they’re going to assume that someone else on the list will respond and help you.

Don’t be generic.

Don’t tell your network that you’re looking for “anything.” They won’t be able to point you in the direction of jobs that are a good fit for you. Instead, be as specific as possible when it comes to the kind of position you want and the type of company you want to work for. For instance, let your network know you’re looking for “a full-time job as a bookkeeper at a small to medium size company.”

Reach outside of your field.

Even if you work within a certain field, don’t limit yourself to only networking inside it. Otherwise, you may miss out on a great opportunity. Connect with those outside your industry too because they may know about jobs or hiring initiatives at companies you hadn’t initially considered.

Be tactful.

It’s annoying when someone you reach out to doesn’t get back to you. But don’t take offense. They could be incredibly busy, don’t think you’re a good fit for the position, or have a personal crisis on their hands. You never know what an individual is going through. So if you contacted someone a couple times and they haven’t returned your call or email, don’t get aggressive. Simply cross them off your list and focus instead on those who can help you.

Looking for jobs in Charlottesville? Get help from 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.

The ABC’s of Your Company’s Career Pages

November 4th, 2014

It’s been a while since job seekers turned to the likes of newspapers to find out about potential job opportunities. Today’s candidates, instead, turn first to the Internet, scouring social media sites and job boards for positions.

But, as leading Virginia recruiters, Adams & Garth knows it’s not enough to simply post openings on these websites. It’s important, too, for your company to have a designated career website or careers web pages on your corporate website. So what should be on them?

Besides job postings, effective careers pages will offer the job seeker a clear sense of who you are as a company, what kinds of people work there, and why a candidate should would want to work there too. These pages should not only represent the personality of the company, but they should also appeal to the type of talent you’re trying to attract.

To help you build effective career pages, here are a few tips to follow:

Publish strong content that showcases your company’s personality.

When it comes to your career pages, your goal is put a face on your company. To do so, you need to regularly publish engaging and interesting content that gives job seekers a glimpse of the company’s mission, vision, values and brand. You can do so in a variety of ways, including:

  • Publishing a blog with articles authored by employees;
  • Uploading snapshots that showcase your office environment; and
  • Posting videos that enable employees to share what they like most about working at the company.

Build a simple application process.

Remember, you’re not using your application process to make a hiring decision. You’re simply trying to hone in on good candidates and filter out weak ones. That being said, many companies make the mistake of including a long, convoluted application process on their websites. The end result is frustrated and disengaged job seekers who give up before submitting anything.

Instead, keep it simple with your application process. Keep in mind, you should be using the phone screening and interviewing process (not the application process) to meaningful questions that reveal a candidate’s true nature.

Focus on the candidate.

Your career pages shouldn’t be all about you; instead, they should be about what you, as an employer, can offer to potential employees. With that in mind, avoid promoting your company products and services on you career pages. Instead, focus on educating job seekers about why they should want to work at your organization.

Promote your career pages.

Use your social media profiles, job board accounts and email signature to promote your career pages and drive candidates to them. After all, if you spend ample time and effort in building these pages, you want to ensure your target audience knows about them and is viewing them.

If you’d like more help recruiting top talent for your company, call Adams & Garth.  We can not only give you access to top candidates, but also help you ensure they will hit the ground running at your firm. Contact Adams & Garth today to learn more.

 

Do You Need a Video Resume?

October 28th, 2014

Making an impression on hiring managers is an important part of finding a new job in Central Virginia. After all, they get dozens if not hundreds of resumes from applicants – so standing out among them is critically important.

But does that mean you need a video resume?

Unless the job listing specifically requests that you submit one, the answer is “probably not.” If you have a solid background with the right skill set for the opportunity, then that’s what’s going to sell you as a strong candidate for the position…not a video resume.

In addition, a video resume can actually harm your chances of landing an interview. For instance, if a job listing does not call for a video resume to be submitted, a hiring manager might be frustrated by yours because they want to simply scan cover letters and resumes, not commit a lot of time to watching a video resume.

So when it comes to applying for positions, stick with the tried-and-true cover letter and resume. Spend ample time polishing and customizing yours for each opportunity you apply to. When you do – and your skill set is a match for a position – you will stand out to a hiring manager, all without a video resume.

That said, when a job listing does call for one, how can you develop a video resume that’s professional?

Here are some tips to help you:

  • Dress for success in the video. That means wearing what you would to a job interview.
  • Make sure the room you record in is quiet and neutral so there are no visual or audio distractions.
  • Make eye contact with the camera.
  • Start off your recording by stating your name and the job opening you are applying for. Segue into discussing your background and why it’s a good fit for the opportunity and the company.
  • Don’t ramble on. If you get an interview, you’ll have plenty of time to talk about all your accomplishments. Just focus on a few keys ones that are truly relevant for the job you are interested in.
  • Be mindful of your pace. You don’t want to talk too quickly or too slowly. Instead, try to keep a natural pace.
  • Once you’ve completed your video resume, upload it to a site like Vimeo or YouTube so you can share the link with employers. Be sure to include it too on your LinkedIn profile.

And if you need help standing out to hiring managers – and landing a new job in Central Virginia, please contact Adams & Garth. We’ve partnered with leading employers throughout the region to offer you outstanding opportunities in a variety of fields.

Do You Have A “Healthy” Office?

October 21st, 2014

As one of the leading staffing agencies in Culpeper – and Central Virginia, Adams & Garth knows that in today’s culture, health and a person’s well-being are important to workers. Is your workplace set to help with that? If not, here are a few tips for improving your office:

Tip #1: Add Plants to Your Office Space.

There are plenty of benefits to adding some green to your indoor space, including the fact that indoor plants have been proven to reduce stress and many actually clean pollutants out of the air. That said, unless you want to spend a lot of time tending to said plants, look for varieties that are hardy and require minimal care.

Tip #2: Use Natural Lighting.

According to studies, natural light reduces stress and fatigue. It’s also ideal for improving mood and enhancing productivity. So try to minimize the use of overhead fluorescents and take advantage of windows and skylights instead. If you can, hold meetings and brainstorming sessions outdoors.

Tip #3: Make Sure Everyone Has Comfortable Seating.

Ensure all your staff members have ergonomically correct chairs with adjustable heights and arms. This kind of seating has been manufactured after years of research into body movements, skeletal stress and postures that lead to pain and ache. The end result is maximum comfort, improved health and higher productivity.

Tip #4: Encourage Breaks

Everyone needs a break during the day. But some office cultures seem to reward those who work around the clock. While this might offer short-term gains, in the long run, it will lead to burned out employees.

That’s why it’s so important to encourage your staff to take breaks throughout the day. Whether it’s getting up to stretch and grab a beverage, or going for a 10-minute walk outside, your employees will have a chance to decompress, clear their minds and renew their energy. In addition, stepping away from work can actually provide some much-needed clarity about a challenging problem or project.

Tip #5: Offer Healthy Snacks

Keep snacks on hand for staff members to munch on during busy days and long-running meetings. Think nuts, dried and fresh fruit and trail mix. Not only are these delicious and nutritious, but they also help your employees keep their energy levels up.

Your employees spend most of their time at work. The environment they operate in is therefore critically important and can impact their overall success on the job. To benefit the health of your employees – and your company – be sure to develop a culture that is conducive to good health and well being.

Need help hiring for your company? Contact Adams & Garth. As one of the leading staffing agencies in Culpeper – and Central Virginia, we’ll work with you to learn about your company, your culture, and your key staffing pains. We’ll then get to work sourcing, screening and interviewing candidates so we can find the ones who are a great fit for you.

 

14 Questions Every Candidate Must Ask During a Job Interview

October 14th, 2014

As Virginia’s job search experts, Adams & Garth knows that too often candidates go to interviews expecting to be interrogated. But when it comes to determining whether or a not a potential job is right for you, it’s vital that you conduct your own cross-examination. The last thing you want is to accept a position that isn’t at all what you thought it would be – just because you didn’t ask the right questions during the interview.

Asking questions can help you dig deeper and learn more about the culture, the company leadership, their management style and employee retention. These are all critical factors when it comes to deciding whether the opportunity is a good match not just for your skill set, but for your personality and lifestyle as well.

To help you assess your next potential job, be sure to ask these questions:

1. How long did the last person who held the position stay?

2. Why did they leave?

3. What are some of the obstacles of this job?

4. What constitutes success in this position?

5. Can you tell me more about the team I would be working with?

6. Can you tell me about my potential boss’s management style?

7. What kind of person meshes well with it?

8. How would you describe the company culture?

9. What’s one thing you would change about the culture if you could?

10. What do you like most about working here?

11. What do you like least?

12. What types of people tend to thrive within the company?

13. What types of people wouldn’t fare as well in it?

14. What are the company’s plans for new products or growth?

Also, before the interview ends, be sure ask the interviewer about the next steps in the hiring process, as well as when they expect to make a hiring decision. If you don’t, you’ll spend the next week agonizing about your performance in the interview, whether you got the job, and when you’ll get a call about it. When you ask about next steps too, it gives you an opening to follow up with the interviewer if you don’t hear back within the allotted time. So, for instance, if they told you they’d make a decision by Friday and it’s now the following Tuesday, it’s perfectly acceptable for you to follow up.

Looking for a great new job in Lynchburg? Call Adams & Garth. As Virginia’s job search experts, we can offer you a variety of services to help you find a new job and advance your career. Contact us today to learn more or search our Virginia jobs now.

How to Spot Resume Lies

October 7th, 2014

The unemployment rate is still high and, as one of the leading staffing agencies in Virginia, we know that some job seekers are getting desperate and feeling enormous pressure to get noticed by employers. As a result, they’ll do almost anything to land a position – including creating a resume sprinkled with lies. Whether it’s a phony degree or an exaggerated job title, the bottom line is that the job candidate is being less-than-honest.

So how can you spot half-truths and outright deception? Here are some tips to help you:

Be on the lookout for resumes that lack specifics.

It can be challenging to spot resume lies. However, one warning sign is a resume that is vague and doesn’t offer specific information, from fuzzy employment dates to unclear job duties to the inability to back up the claims made on the resume in a job interview.

Know the red flags.

If a candidate has unexplained employment gaps, doesn’t want to explain the reason for leaving their last job, and has unusual periods of self-employment, then they could be conjuring up a fake employment history.

Scrutinize unlikely job jumps.

For instance, if a candidate went from an entry-level position to a management one within a couple of years, ask yourself: is this realistic? If you bring the candidate in for a job interview, be sure to question them as to how they made so much career progress in such a short amount of time.

Use LinkedIn as an investigative tool.

Beyond networking, sites like LinkedIn can help you dig a little deeper into the background of a candidate, as well as check for inconsistencies on their resume. If you get a feeling an individual isn’t being truthful, then see if they have a LinkedIn profile and compare employment titles and dates.

Test for skills.

For example, if a candidate is a strong contender for the job, don’t just take their word for it that they’re literate in a certain computer program. Test for it.

Conduct a background check.

Make it a point to conduct a check on your top-pick candidates. This will help you verify the information they’re providing you. Checks should include evaluating the authenticity of degrees and colleges and making sure previous employers actually exist. For a relatively small price, you can avoid the hefty cost of hiring a dishonest employee.

Hiring is already hard enough, even when candidates are being completely honest. If you’d like some professional help with the process – including conducting background checks – call Adams & Garth. As one of the leading staffing agencies in Virginia, we can give you access to talented individuals who can increase productivity and deliver the solutions you need. Contact us today to learn more.

Do You Believe These 5 Job Search Myths?

September 23rd, 2014

When you’re searching for a new job, everyone has tips they swear by. But should you believe them all? As one of the leading Charlottesville employment agencies, we can tell you the answer is a resounding “no!” What are some of the biggest ones we’ve heard over the years – and what’s the fact behind the fiction? Here’s a look:

Myth #1: You will find your next job online.

You might, but chances are, you won’t. Most people find the greatest job search success by using a variety of different tactics. This certainly includes looking to online job boards. But it also includes working with a Charlottesville employment agency, networking with colleagues, attending association meetings and making an effort to forge new connections each day.

Myth #2: Human resources is your ticket to a new job.

Those who work in the human resources department are simply gatekeepers to the decision makers. They recruit candidates, screen resumes and conduct preliminary interviews. But at the end of the day, the decision to hire often rests in the hands of a manager or company executive. That’s why when you’re networking – whether online or in person – you should try to connect with those in management roles at companies you want to work for. They’re the ones asking human resources to start the hiring process and they’re also ultimately the ones making the hiring decisions.

Myth #3: You’ll hear back soon after you apply for a job.

You might. But chances are, you probably won’t. In fact, it might take a proactive approach – by following up – for you to get on the radar of the person doing the hiring. So don’t be afraid to reach out and ask whether your resume was received and what the time frame is for filling the job. Also, always ask when to follow up and whom to follow up with.

Myth #4: Your LinkedIn profile is just an online resume.

Don’t just cut and paste your resume into your LinkedIn profile. Sure, it should list your past jobs and accomplishments. However, you need to get a little more creative than that if you want to get noticed. Include any samples of your work, video presentations, ask connections to recommend you and write a testimonial, and share articles of interest with your own thoughts on the information offered.

Myth #5: Your resume needs to include all your experience.

Your resume doesn’t need to be your career autobiography. Instead, you want to list those experiences and accomplishments that are most relevant to each position you’re applying for. Showcase the strengths and features you think would be most attractive for each potential employer. Don’t tell them about every job you’ve held since high school.

Need more help finding your next great job? Contact Adams & Garth. As one of the leading Charlottesville employment agencies, we partner with top employers throughout Central Virginia to offer you outstanding opportunities in a variety of fields. Contact us today to learn more or search our Charlottesville jobs now.

5 Signs of a Potential Hiring Mistake

September 16th, 2014

Face it. A bad hire can cost you a lot more than just time lost on recruiting. As one of the leading staffing agencies in Central Virginia, Adams & Garth knows it can also kill morale, productivity and your overall bottom line. The best approach is to try and avoid potential bad hires in the first place. So if you interview candidates displaying the following kinds of behaviors, run – don’t walk – the other way:

Sign #1: They give vague answers.

You ask a question. Instead of a direct response, the candidate gives you the runaround. They ramble, are short on details and don’t answer anything you’ve clearly asked about. Regardless of the position you’re hiring for, good communication skills are probably an important component of it. If a candidate displays poor ones, don’t ignore it. This is the kind of communication you can expect from them once on the job.

Sign #2: They offer you a family member as a reference.

When a candidate gives you references – and it quickly becomes clear they’re either family members or co-workers, not managers – it should give you cause for concern. If a potential hire doesn’t want you to talk to their former bosses, there’s a reason why.

Sign #3: They behave unprofessionally.

There are many different behaviors that fall under the “unprofessional” category during a job interview – dressing sloppily, showing up late without a good reason, treating the receptionist with disrespect, or coming across as arrogant, to name a few. If a candidate showcases any of these – or any kind of conduct you find inappropriate – you can thank your lucky stars they showed you their true colors in the interview…not once on the job.

Sign #4: They bad mouth former employers or bosses.

Not speaking out against a former boss, employer, or colleague is interviewing 101. When a candidate makes disparaging remarks, it’s a sign that a) they lack tact and loyalty and b) they lack good judgment. After all, they have know idea whether you know the person in question.

Sign #5: They don’t have a clear record of success.

You need someone who can deliver results. If a candidate can’t offer you a track record of their accomplishments or successes, then don’t expect them to produce great results once on the job. You should be on the lookout for candidates who can succinctly and effectively explain the value they bring to the table – in the form of real achievements, not hypotheticals.

It is possible to spot a bad candidate before you make the mistake of hiring one. Just follow the tips above – and if your gut is telling you that someone isn’t right for the job, listen to it. You’re better off continuing your search then hiring the wrong person.

Need help hiring for your company? Contact 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.