Adams & Garth Blog

4 Ways to Find the Best Staffing Agency to Partner With in Central Virginia

September 1st, 2015

It wasn’t long ago that most employees worked a traditional 9 to 5 schedule and stayed with the same company for 20 years. However, as one of the leading staffing agencies in Central Virginia, Adams & Garth knows that today, however, the workforce is constantly changing. Most people stay with the same employer for fewer than five years. And with technology, increasing numbers of employees are working from home several days a week.

As an employer, that means flexibility is a key component to creating a strong workforce. But keeping your workforce flexible – while maintaining daily operations and meeting company goals – can be a challenge. Enter the staffing agency. A staffing agency can offer a variety of important benefits, including:

  • Access to a flexible workforce to meet fluctuating demands
  • Access to a wide range of of full-time talent
  • Time and cost savings in terms of the recruiting and hiring process

However, not all staffing agencies are created equal; so how can you find one that’s right for your company? Here are a few tips to keep in mind:

#1: Look for the right services.

If you’re interested in temporary or temp-to-hire employees, a headhunter focused on recruiting high level managers isn’t going to be the right fit for you. Conduct some research to search for staffing agencies in Central Virginia that offer the services you need. A great place to start is to ask your colleagues for referrals.

#2: Look for industry experience.

Every industry has its own nuances and challenges. That’s why finding a staffing agency with experience in your industry is ideal. Not only will they have a better understanding of the positions you need to fill, but they’ll also know where to look to find top candidates and how to properly vet them.

#3: Learn about their hiring process.

Every staffing agency takes a different approach to screening potential hires. Make sure the one your staffing agency takes is as effective as possible. You can do so by asking questions such as:

• Do you conduct phone screens?
• Do you conduct background checks?
• Do you verify references?
• Do you conduct drug tests?
• How do you test skills?
• Do you conduct personality tests?

#4: Learn how the staffing agency will get to know you.

Effective staffing isn’t just about finding top candidates; it’s about finding the best fit employees for organizations. And a staffing agency can’t do that without getting to know your company first – including your staffing needs and challenges, culture, and what types of personalities fit best within it.

A final note: Hiring a staffing agency is similar to hiring a new employee. You should interview several and then create a short list of the top ones. Once you’ve done that, check references by calling several of their past or existing clients to find out what working with them is really like.

Looking for the best staffing agency to partner with in Central Virginia? Put Adams & Garth on your list. We’re happy to meet with you to discuss our staffing services and how we can best meet your needs.

When Your Boss is a Family Member or Friend

August 25th, 2015

Working for a family member or friend may sound like a great career move. They know you and how you work; likewise, you understand their personality. You also have a chance to add value to their company through your contributions. What could go wrong?

Plenty. As one of the leading Charlottesville employment agencies, Adams & Garth knows when you’re working for a friend or family member, there are several pitfalls to avoid. It’s vitally important because not only is your job at stake, but your relationship as well. So before you begin your new job, make sure you keep these tips in mind:

Know your role.

Even though you’re working for someone you know, you still need to have clear goals and expectations. This can be a challenge at times, especially if the business is a smaller one, where people wear a lot of hats. But when you’re unclear about what you’re supposed to be doing, you’re not going to get the kinds of results your boss wants. Instead, start on the right foot by insisting you have a clear role and responsibilities at the company.

Use what you know.

Since you’re working for someone you already know, then you have an understanding of their personality. If they tend to be sarcastic or a little too direct, don’t expect them to act any differently on the job. However, if you’re comfortable with that, then you have an advantage over other new hires. You already know what to expect once on the job and can nip any conflicts in the bud before they become a problem.

Don’t avoid conflict.

Just because you know the person you are working for doesn’t mean there will never be any conflict. If you have a concern or an issue arises, you need to let your boss know. Likewise, when your boss offers constructive feedback, don’t get upset. It’s their job to ensure you stay on track.

Keep boundaries in tact.

Just because your boss is a friend or family member, don’t assume you can make decisions on their behalf when they are out of the office. Also, always act professionally and with respect.

Make communication a priority.

Communication is important in every work setting. But considering that you have more of a personal stake in the company, it ups the ante and you need to ensure you’re communicating effectively. If you’re upset about an issue, talk about it. If you don’t, it could seep into your personal relationship with your boss outside the office.

Whether or not to work for a friend or a family member is up to you. But by following the tips above you can get the job done and keep your relationship healthy and in tact.

Do you need more help finding a new job? Call the professionals at 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.

When A Candidate You Don’t Want to Hire Keeps Pestering You

August 18th, 2015

When you’re managing the hiring process, you know not every candidate is A-level. You oftentimes come across those weak candidates who don’t have the skills and experience you need – but who continuously pester you. They call, they email, they text just to find out if you’ve made a hiring decision.

How do you handle this frustrating, yet delicate situation?

First, don’t ignore it. As one of the top staffing agencies in Charlottesville, Adams & Garth knows it can tempting to try and shut the candidate down with a communication black hole. But if you do, they’ll probably grow more persistent.

Also, keep in mind that it’s your job to promote a strong and positive employer brand. That means you need to set the record straight – that you will not be hiring this person – as soon as possible. If you don’t, it could damage your reputation as an employer if, for instance, the candidate takes to Facebook or Twitter to complain about how your company won’t return calls or emails.

So how do you reject a candidate while not burning any bridges in the process? Here are some tips to help you:

  • Start out with something positive. Everyone likes positive reinforcement, including a pesky job candidate. By starting out on a positive note, you’re softening the blow that is to come.
  • Be direct. Don’t sugarcoat the situation. Tell them via email or over the phone that they’re simply not the right fit for the job or the company and that they won’t be moving on in the hiring process.
  • Ask for input. Why? Because you have a candidate on your hands who may be desperate, stressed out, or frustrated – which could be why they keep contacting you. By asking their opinion on the hiring process and giving them a voice, you are helping to diffuse their distress and will also hopefully gain some valuable insight into your application, screening and interviewing process.

There’s no doubt that delivering bad news to a candidate is never fun – especially when that candidate has become a pest. But when you’re honest and thoughtful about the process, you’ll gain more respect from the candidate and boost your employer brand in the process.

Would you like to outsource your hiring 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.

5 Tips for Success in Your First Post-College Job

August 11th, 2015

As one of the top staffing agencies in Charlottesville, Adams & Garth knows starting your first job out of college can be an intimidating experience. Here are 5 tips to help you get off on the right foot:

Tip #1: Be clear about your goals.

Work with your new boss to develop a game plan for your first few months on the job. Have a clear and complete understanding of the goals you’re supposed to meet and your boss’s expectations for you. Also make sure you know the key tasks you’re supposed to accomplish, the deadlines and the people you need to meet with. If you have any questions or uncertainty, don’t be afraid to ask. Your boss is there to help you.

Tip #2: Be professional.

You might not think being five minutes late is a big deal. And if it happens once in a while, it’s not. But if you’re regularly running behind, your boss is eventually going to take notice and view you as someone who is less than reliable. Other fundamentals of professionalism include dressing appropriately, treating others with respect, and keeping your time on your cell phone to a minimum, depending on company policy.

Tip #3: Be cautious about what you say online.

If your first few days at work aren’t what you expected, don’t go to Facebook and start bashing your employer. Keep in mind, there’s no such thing as privacy on the web and such reckless comments could get back to your boss. Likewise, think before you send out an email and consider the repercussions of putting anything in writing. Sensitive conversations are always better in-person.

Tip #4: Be aware of how your boss works.

Get to know your boss’s leadership style to determine how the two of you can best work together. Your boss may be really hands-on, or more laid back. Whatever the case, it’s important for you to understand how they approach their job so you can be flexible to their work style.

Tip #5: Be friendly.

You don’t need to be best friends with everyone, but you do need to be friendly and strive to develop good working relationships with your co-workers. Try to meet occasionally with them outside the office, such as for coffee or lunch, so you can get to know them personally and what they work on in the office. This will give you a clearer sense of your department and your company, as well as where you fit in.

Starting your first job is certainly nerve-wracking. But follow the tips above and you’ll be well on your way to success!

Do you need help finding your first job? 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 your first – or your next – great job.

Contact us today to learn more.

How to Keep Employees from Too Much Phone Time at Work

August 4th, 2015

Have you ever walked into an employee’s office while they’ve been chatting away on their cell phone? Or sat in on a meeting and witnessed a staff member texting to a friend? If these situations sound familiar, you’re certainly in good company with other managers and business owners. The question is: how do you go about limiting cell phone use at work – without coming off as too parental?

As one of the leading staffing agencies in Central Virginia, Adams & Garth knows that one easy way is to create a cell phone policy for work – and enforce it. It should cover:

  • Basic rules. For example, employees should be polite and considerate when it comes to using their cell phone. That means keeping their ringer on vibrate, speaking quietly, and not answering calls or texts unrelated to business during meetings.
  • Instances where it’s ok to use their cell phone. If you want to leave cell phone use up to the discretion of your employees, communicate that. If you’d prefer they use their phone only during break or lunch times, or if it’s an emergency situation, then mandate that. It’s up to you to be clear with your employees about what you expect when it comes to cell phone use.
  • Guidelines for camera use. Most people today have cell phones with cameras. So it’s important to define when it’s ok to take a picture – and when it’s not. For instance, if employees are working on company finances, or projects related to research and development, then you might want to ban cell phone use during this kind of work.
  • Address cell phone use and driving. If you have employees who are on the road – whether traveling to meetings in company cars or dropping off packages to customers – then you need to create a clear policy about cell phone use while driving. If they get into an accident, your company could be held liable.

Once you’ve created your policy, schedule a training session and require everyone to attend the session to review the new policy. Discuss why you’ve created it and explain the key points in it. Also, be sure to explain the consequences for non-compliance.

If you’d like more HR and staffing help for your company, call the team at Adams & Garth. As one of the leading staffing agencies in 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 helping you overcome your biggest staffing and HR challenges.

Contact us today to learn more.

How to Handle Being Overqualified for a Job

July 28th, 2015

You might have an advanced degree and loads of experience. But, as leading Harrisonburg recruiters, Adams & Garth knows that doesn’t mean a hiring manager is going to want to hire you. Why? Because they think you’re overqualified. And to them, that means more dollar signs. Not only do they think they’ll have to pay you more, but they also view you as a potential liability. They fear that when a better, more challenging role comes along, you’ll jump ship – and their investment in you as an employee will go up in smoke.

So if there’s a position you really want, but you’re overqualified, what can you do convince the hiring manager to give you a shot? Here’s a look:

Promote Your Qualifications as a Benefit.

The hiring manager might view you as a risk. But only if you don’t promote your qualifications in the right way. For instance, you have to demonstrate the unique value you bring to the table because of your experience – and specifically how the potential employer will benefit. Also, don’t forget to highlight the fact that because you have so much experience, you’re likely to get up to speed – and more productive – faster than another candidate.

Explain Why You Want the Job.

A hiring manager is going to wonder why you want to take a step down in your career. And they’ll often think you’ll quit as soon as something better comes along. To put their minds at ease, explain why you want the job. Perhaps you’ve wanted to get your foot in the door at the company for a long time, or maybe the position enables you to travel less and spend more time with your family. Whatever the case, it’s up to you to ease the fears a hiring manager might have about you.

Give Them a Commitment.

Don’t try to make yourself seem less qualified on your resume or in the interview. Instead, deal with the hiring manager’s concerns head on by offering a commitment to stay at the company for at least 18 months. That way, they’ll know you won’t leave after a few weeks.

Throughout the interview, be sure to focus on what you can do for the employer in your answers. How can you save or make them money? How can you save them time? What will your experience help them do that they can’t get with another candidate? The more you can show that you’re the one to deliver the desired results, the stronger chance you have of landing the job.

If you’d like more job search help, call the experts at Adams & Garth. Our Harrisonburg recruiters will work with you to learn about your career goals and background, and then match you with job opportunities in which you can thrive.

Ready to get started? Contact us today.

Writing Job Descriptions that Get Results

July 21st, 2015

As one of the top staffing agencies in Charlottesville, Adams & Garth knows when it comes to finding top talent, the impression you make is a critical factor. And it all starts with the job description.

Post a clear, concise, compelling job description and you are likely to attract high quality candidates. However, advertise a vague or long-winded job description – or one that focuses totally on your company needs, rather than what you can offer to a prospective employee – and you’re going to fall far short in terms of attracting the best people. Even if you truly are offering a rewarding role at a dynamic company, professionals will walk away without giving your job description a second thought if you take the wrong approach.

Besides helping you attract high caliber employees, a strong job description will also:

  • Better define the role and expectations
  • Help you determine where to source candidates
  • Serve as a guideline when it comes to the interviewing process

Don’t treat your company job descriptions as an afterthought; they are a vital component of the hiring process. To help you enhance yours, follow these tips:

Outline what success in the role looks like.

Rather than just listing out a bunch of job tasks and responsibilities, outline and describe what success in the role looks like. If it’s inspecting 50 widgets each day, then state that. If it’s being able to file paperwork, greet clients, and schedule meetings, then communicate that. The better you define the role – and what success looks like in it – the better fit candidates will come your way. Candidates will either think “that sounds right up my alley” or “no, that’s not for me.” Either way, it’s help you develop a qualified pool of talent for the role.

Communicate 4-5 requirements.

When you’re hiring, you probably have some requirements for the right candidate. And it’s important to communicate those in the job description. However, don’t list 25 or 30 requirements. If you do, you’ll turn off high quality candidate. Keep in mind, the job description is just the start of the hiring process. You don’t need to convey every detail of the job in it.

Format it in an easy-to-read.

How your job description looks will impact the results it produces. So make it easy for candidates to read and understand. Use bullet points, bolded subheads, and clear language throughout. Also, don’t forget to infuse some personality as well as the benefits of working at your company into it.

Do you need more help writing job descriptions and finding top candidates? 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.

 

Hiring Managers Want Results! Here’s How to Promote Yours on Your Resume

July 14th, 2015

As one of the top employment agencies in Central Virginia, Adams & Garth knows when an employer is looking to hire, they want to know what sets you apart as a candidate. One way to stand out in a sea of other job candidates applying for the same opportunity is to showcase your achievements using figures or numbers. But if you’re like many out there, quantifying the results you’ve accomplished over the years can tricky. How do you do it? Here are a few areas to think about:

Money you’ve saved employers.

Organizations are always looking to make or save money. If, during the course of your past positions, you were able to do that, it’s important to promote that accomplishment on your resume. Think about different ways you’ve saved or made money for a past employer – or better managed a task so it was more efficient cost-wise. Some examples include:

  • Successfully managed an operating budget of $500k.
  • Cut company office supply costs by 15%.

Time saved for employers.

Similar to money, organizations want to be able to cut time spent on tasks, and deliver positive results faster. Important milestones to communicate on your resume in relation to time include meeting critical deadlines or spearheading a more efficient way of doing business. When reviewing your resume, a hiring manager will think that if you could achieve those results for one company, then you could do the same for their company.

Value delivered in other areas.

It can be hard to attached numbers to many other daily tasks. However, when doing so, examine your primary duties in a role, especially those most relevant to the job you’re applying for. Then think about things like how often you performed that task or how many individuals you managed throughout the process. For instance, include amounts such as:

  • Managed a team of 10.
  • Wrote 10 responses to RFPs in a one-year time period; four of which were successfully secured.

The bottom line? The more you can put numbers on your resume, the better your chances are of standing out – and getting a call for an interview from a hiring manager.

If you’d like more help sprucing up your resume and landing a great new job, call Adams & Garth. As one of the top employment agencies in Central Virginia, we can help you with your job search from start to finish. Contact us today to learn more!

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.