Adams & Garth Blog

Are You About to Lose a Key Employee?

November 24th, 2015

As one of Staunton’s leading staffing agencies, Adams & Garth knows turnover is normal at every company, and some of it is even healthy. However, if you have a top-performing team member – and they quit – it can seriously impact productivity and morale. But what if you find out a star employee is looking for a new job, yet hasn’t committed to making a move? Then there’s still time. It’s up to you to make the case as to why they should stay. Here’s how:

Set up a time to talk.

If you find out a top employee is searching for a new job, then it’s time to get pro-active. Set up a time to discuss the situation privately with them. Don’t do it via email. This type of situation requires face-to-face interaction; or, if you’re in different locales, then at least a phone call.

Think about what you’re going to say.

Before the meeting, prepare what points you want to cover and questions to ask during it. For instance, you may want to inquire about their relationship with their co-workers, whether they feel like they’re being challenged on the job, or if their contributions are recognized. These are each factors that could be contributing to the person’s desire to leave.

Don’t get defensive.

It’s easy to get upset when you find out a top employee could be leaving. But during your meeting, don’t berate them or get angry about their job search activities. If you do, you’re simply going to push them further out the door.

Instead, try to get to the root of the matter – why they are thinking of leaving – so you can entice them to stay. So what exactly do you say? You can kick off the conversation with the following:

“I have a sense that you’re thinking of resigning. You don’t have to confirm or deny it. But I just want you to know how much I value your contributions to the company. With that in mind, are there any areas of your job or concerns you’d like to discuss? I’d really like to keep you on board.”

When your employee responds, truly listen to what they are saying. You may be surprised by their feedback.

Look at the experience as a learning opportunity.

Whether the employee ends up leaving or not, you can still learn from the experience. Assess where you missed the mark and how you can make improvements going forward – all so you don’t lose top employees in the future.

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

Thinking About Changing Careers or Industries? Here’s How to Make the Move

November 17th, 2015

As one of the leading Charlottesville employment agencies, Adams & Garth knows trying to break into a new industry or career is no easy task. Even if you have years of experience in your current field, you’re competing against candidates who likely already work in the industry or field. Why should an employer choose you?

While it might be more challenging to land a new role, the good news is: It can be done. To overcome the obstacles you’re facing and get the job done, here are some tips to follow:

Focus on transferrable skills.

Your skills might be from a different industry, but many most likely can be transferable to a new one. Make a list of your strengths and skills, then hone in on the ones you think are most relevant to the kinds of jobs you’re applying for. Don’t forget too about any experience or skills you’ve gained through volunteer work, as well.

Define what makes you unique.

In many cases, when a hiring manager sees a candidate without the traditional experience or skill set, they’ll move onto the next candidate. Why? Because they see you as a risky hiring move. To overcome this, you need to capture their attention and persuade them as to why they should give you a second look. To do so, tell a story and paint a picture as to why you’re switching industries and the unique value you can bring to the table as a result.

Look for contract opportunities.

If you don’t have enough transferable skills and experience, strive to get some by seeking out contract opportunities or work on the side. When you do, you can build up your skill set, obtain new knowledge and expand your network, all of which will be invaluable to your job search.

Don’t focus on the negative.

In many cases, career changers are looking to make a move because the industry they currently work in is stagnant or declining. If this is the case for you, don’t mention it in your cover letter or throughout the interview process. Instead, focus on the positive – why you’re excited to make a change and what you think you can offer to a new employer.

Make an effort to network.

You may have a huge network of contacts in your current field or industry. But what about the one you want to move into? If your contacts are sparse, you need to make an effort to start building a wider networking. One way to do that is to join an industry association, whether a local one or online, and reach out to those who work in positions similar to the one you want. Ask them for insight and guidance into breaking into the industry and getting hired.

Get help from a professional.

If you’re struggling with the process of positioning your background so you can make a switch, get help from career professionals at an employment agency. They can help you rework your cover letter and resume and give you the advice and assistance you need to land the job you’re after.

As one of the leading Charlottesville employment agencies, we’ve matched hundreds of job candidates with great jobs throughout Central Virginia and we can help you too. Contact us today to learn more or search our Charlottesville jobs now.


How to Get a New Job at Your Old Employer

November 10th, 2015

You’re looking for a new job when you come across a posting that sounds ideal. But then you realize one potential sticking point – it’s with your past employer. Should you skip over it, or apply anyway?

As one of the leading employment agencies in Central Virginia, Adams & Garth knows if you left your past employer because you didn’t like working there – whether it was your boss, your co-workers, or the culture – then you should keep moving. Even though it can be tempting to apply if the job sounds perfect, you’ll likely wind up unhappy, frustrated and ready to move on…again.

In addition, if you burned a few bridges when you left, then you may be wasting your time re-applying. For instance, if you quit abruptly without two weeks notice or were consistently written up for poor performance, those are good reasons not to apply.

However, if you simply left for a better opportunity, but would be interested in boomeranging back in, then it’s certainly worth it to apply. And, in fact, you might be a top choice candidate for your past employer for a few reasons:

  • You already know the business and the culture, so onboarding and training time would be less than for other candidates.
  • You are a known entity. In other words, your past employer knows your personality and work ethic and doesn’t have to worry about any nasty surprises should they hire you.
  • You fit with the culture. One of the prime reasons new hires quit is due to a lack of cultural fit. But you already know the culture and are comfortable in it.

With that said, how do you go about re-applying so you make it to the top of the list? Here are a few quick tips:

  • Reach out to your old boss or former colleagues and tell them you’re interested in the job. Try to get together over coffee or lunch and inquire about what you think the chances are of you landing the position. Ask if they’d be willing to recommend you.
  • Be prepared to be persuasive. Just because you are a well-liked former employee doesn’t mean you’re a shoo-in for the job. You still need to sell yourself and persuade the hiring manager as to why you should be the top choice. For instance, if you’ve expanded your skill set since you’ve left the company, highlight the added value you can bring to the table because of it.
  • And finally, approach the process just as you would with a new employer. Be prepared for every phone screen and interview. Act professionally at all times. And follow up with thank you notes after any interviews.

Do you need more help finding your next great 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.

How Your Employees Can Help You Grow Your Business

November 3rd, 2015

As one of Staunton’s leading staffing agencies, Adams & Garth knows increasing profitability at your company isn’t all about getting new customers in the door. While that’s part of the equation, another part is your people. The stronger your team, the more success you can achieve as 2015 ends and 2016 ramps up. To help you grow your business via your staff, here are some tips to consider:

Invest in your people.

Don’t just invest in new equipment or new technology; invest in your people, as well. If you want your team to improve performance and deliver optimal results, they need to be given the opportunities to acquire new skills and expand their horizons. Whether it’s a formal mentoring program or an informal brown bag lunch is up to you. Just be sure that you’re regularly investing in training and development for your employees.

Set the tone for empowerment.

Don’t be a helicopter boss. Instead, set the tone for a culture of empowerment by giving your employees some autonomy and letting them do their jobs. Mistakes might be made along the way. But chances are, when employees can make more decisions on their own, they’ll learn more, feel more inspired, and deliver better work.

Create bonds across your staff.

Promote internal communication and provide opportunities for staff members to create ties with those outside their teams and departments. Some of the most creative solutions come out of cross-departmental collaborations.

Focus on customer service.

Make sure your people are giving their best to the customers. After all, it takes a lot more time and effort to get new customers than it does to keep existing ones. Therefore, when it comes to training your people, make sure they understand how important it is to maintain strong relationships and deliver great service to your customers.

Take time to hire right.

When you are ready to bring someone new on board, don’t rush the process. It will cost a lot more to deal with a bad hire, then to take the hiring process a little slower.

Eliminate the weak links.

If you do make a hiring mistake, deal with it promptly. The longer someone who is a poor fit stays on board, the more it will harm your staff and your company as a whole.

Do you need more help hiring the right people for the right positions at your company? 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.

The #1 Topic Candidates Don’t Ask About – But Should – in a Job Interview

October 27th, 2015

If you’re searching for a job and going on interviews, then you likely are asking the hiring manager about the position and responsibilities. However, are you also asking about culture? As Harrisonburg recruiters, Adams & Garth knows if you’re not, you could wind up accepting a job that’s not a good fit for you.

What exactly is culture?

Culture is akin to a company’s personality. Some cultures are laid back and informal, while others are more structured and fast-paced. Culture also includes an organization’s vision, values and beliefs. For instance, some company cultures might place an emphasis on giving back to the community, while others encourage continuing education.

Clearly, the type of culture a company has is going to have a big impact on your happiness, satisfaction and overall success on the job. That’s why it’s so important to ask questions about it. If you accept a job at a company with a culture that’s not a good fit for you, you will grow frustrated and disengaged…even if the job itself is ideal.

So what kinds of questions can help you dig deeper and understand the true culture of a potential employer? Here’s a look at 8:

  1. Can you tell me about what the company culture is like?
  2. What are two or three things you like most about working here? What about least?
  3. In general, what do other employees like most about working at the company?
  4. Is there anything you wish you’d known about the company before you began working here?
  5. What is one of the most common complaints you here from staff members about working here?
  6. What are some personality traits that are key to being successful within the company?
  7. Name a few ways the company invests in its people.
  8. Are there any community or charitable causes the company is involved with?

Besides asking the questions above, another way to find out more about a company’s culture is to ask someone who works there. Look to websites like LinkedIn to see if you know any of the employees at the organization. If you do, reach out and ask them for the inside scoop on the company’s culture. The information you uncover could play a valuable part in your ultimate decision.

Do you need more help finding a company – and a culture – that’s a great fit for you? 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.


5 ‘Must Haves’ for Your Next Job Posting

October 20th, 2015

As leading recruiters in Harrisonburg, Adams & Garth knows the job posting is one of the first interactions a candidate will have with your company. As a result, it needs to communicate not only the details of the position, but also your company culture and brand.

Unfortunately, many of today’s job postings can do the opposite, offering candidates only a laundry list of job requirements. But hiring is a two-way street and in order to attract top people, you need to convey to them why they should want to work for you.

When you do, you’ll:

• Attract the strongest candidates to apply to your job opportunity
• Make a more positive impression in the employment marketplace
• Hone in on the true requirements of a position – and the right candidate, rather than simply posting every detail about the job
• Engage in a more focused and effective hiring process

So next time you need to hire, what should you be communicating in your job postings? Here’s a look at five absolute must-haves:

#1. Duties & Responsibilities.

Your job posting should clearly outline the “big picture” tasks and responsibilities a new hire will have. No one can envision themselves in a role they don’t truly understand, so make sure you’re crystal clear. Keep in mind, though, you don’t need to include every detail of the position either.

#2. Job Requirements.

When writing out job requirements, ask yourself a few questions first. For instance, approximately how much experience should a candidate have? Why type of degree should they hold? Are there certain certifications they need to have? Is industry experience a must? Keep in mind too, while you want to be clear about job requirements, you don’t want to be so demanding that you deter strong candidates from applying. For instance, if industry experience would be nice to have, but not essential, then don’t include it in your list of job requirements.

#3. Company Culture.

When it comes to making good hiring decisions, cultural fit must be factored in. Your new hire needs to not only be able to do the job, but also blend well within their department and the company at large. So communicate what it’s like to work at your organization and the types of personality traits most essential to being successful there.

#4. Perks & Benefits.

Strong candidates expect you to offer competitive salary and compensation. So including a statement that you do isn’t enough to really grab their attention. Instead, focus on any unique advantages, benefits or perks your company offers, such as fully funded healthcare benefits, the ability to telecommute or a free, on-site gym.

#5. Your Employer Brand.

In addition, overall, your job posting should be promoting your company’s employer brand. For instance, a job posting for an innovative, fast-paced large corporation is going to sound a lot of different than a posting for a small, family owned business. So make sure you know who your company is and communicate the essence of it through your job posting so you attract the right-fit candidates.

Do you need more help with your job postings? As leading recruiters in Harrisonburg, we know creating an effective posting and attracting the right candidates can be hard work. 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.


Is it Time to Become a Temporary Employee?

October 13th, 2015

According to CareerBuilder’s annual job forecast, 36% of employers expect to add full-time, permanent employees in 2015. However, 46% of companies plan to hire temporary or contract workers – up from 42% in the last year. So if you’re searching for a new job, and a full-time one isn’t coming your way, temporary employment clearly provides plenty of opportunity.

Sometimes a temp job is a life saver that helps you pay the bills between jobs. In other cases, it provides an opportunity to explore other fields so you can eventually make a career switch. It can also be a work option that provides you with much needed scheduling flexibility. Whatever the case is for you, if you’ve never had a temporary job before, how do you get started?

As a leading temporary employment agency in Charlottesville, Adams & Garth can tell you that you can go in one of three directions:

#1: Reach out to your network.

Many job opportunities are uncovered by candidates and filled by employers through word of mouth. So don’t be hesitant to reach out to your network – from former co-workers, to fellow alumni, to friends and neighbors – and ask if anyone is hiring. That said, make sure you give them specific details and information about the type of opportunity you’re looking for.

#2: Look to employers’ websites.

Some organizations do post their temporary job opportunities on their websites, social media profiles, or through job boards. In fact, there are some job boards that specialize in temporary jobs. In addition, if there’s a certain employer you’re interested in working for, be sure to check their company website first. If you don’t see anything advertised, reach out to your network to find out if anyone you know works there. If they do, you can ask them if there are any temporary jobs available and get the inside scoop on getting hired.

#3: Connect with a temporary employment agency.

Another great way to find temporary jobs is to connect with a temporary employment agency. Employment agencies already have relationships with a network of organizations looking for temporary and contract help. By partnering with one, you can enjoy a steady stream of contract or temporary assignments to fill your schedule or until you find a full-time job.

Want to learn more? If you do, contact Adams & Garth. Whether you’re interested in a temporary job or want to find a full-time opportunity, we can help. As a leading temporary employment agency in Charlottesville, we work with some of the top employers in the region and can give you access to a host of job opportunities you may not otherwise know about.

How to Get New Hires on Board, the Right Way

October 6th, 2015

You’ve spent hours screening resumes, interviewing candidates and conducting background and reference checks. The hard work is over, right?

No, it’s actually just beginning.

As one of the top staffing agencies in Charlottesville, Adams & Garth knows that oftentimes when it comes to new hires, the statistics aren’t pretty. In many cases, they can quit after just a few months or a year on the job – and you’re back to square one. However, there are steps you can take to get and keep your new hires engaged. And it’s all about your onboarding process.

When new employees aren’t properly onboarded, it’s easy for them to get overwhelmed and confused; the end result is disengagement. At that point, they typically re-start their job search and eventually move onto another company – which winds up costing you a lot of money.

However, when you have a solid onboarding process in place, you can avoid this situation so that you not only hire top talent, but retain them, as well. To help you improve your onboarding process, here are some tips to follow:

Be straightforward about the job from the beginning.

Don’t try to paint a rosier picture than what reality is. That’s a recipe for disaster with a new hire. Instead, when you’re looking to hire, make sure you educate the candidates about the benefits and challenges that come with the job. They can therefore make a smarter, more informed decision about whether the opportunity is really right for them. And when a candidate does accept your offer and join your company, they won’t be blindsided by the challenges of the position.

Be prepared for your new employee.

When an employee arrives on the job and you’re not ready for them, it’s disheartening – which can set the tone for the job. So before their big first day, make sure their office and computer are all set up for them. Also, communicate with your existing staff ahead of time. Send out a welcome email that first day acknowledging the new employee. In addition, assign them a buddy or mentor who can help answer job-related questions and also show them the ropes of working at the company.

Be clear about what you expect from the new hire.

Your new hire should have a crystal clear understanding of not only short- and long-term goals, but also of turnaround times, deliverables, and how their performance will be measured. The better you can communicate these factors to your new employee, the better chance they have of succeeding on the job. This is also a good time for you to ask them about any questions, concerns or issues they may have, so that you are both on the same page.

Be there for your new hire.

It’s important to spend some one-on-one time with your new employee during those first few weeks on the job. These don’t need to be long or overly formal meetings; simply schedule casual get-togethers during which you can discuss progress, problems, and questions.

Do you need more help finding and retaining top talent for your team? 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 the best people, the first time.

Contact us today to learn more.

How to Get Noticed – and Get the Job

September 22nd, 2015

As one of the leading Harrisonburg employment agencies, Adams & Garth can tell you that you don’t need to go down the path of wacky gimmicks in order to get noticed by a hiring manager. Instead, you can simply put some basic – and common sense – fundamentals to use next time you’re looking for a new job. Here are some tips to get you started:

Use your connections wisely.

You might not like asking for help. But when you’re searching for a new job, your network of contacts should be the first place you look. So, if you know someone who works at a company you’re interested, reach out to them for help. Ask if the company is hiring and whether they’d be willing to put in a good word for you. An actual recommendation from an existing employee is far more powerful than a resume from a stranger.

Connect with the decision makers.

You may not know this, but it’s the department managers that make the hiring decisions, not those in HR. So to get your foot in the door at a company, try to connect with those heading the department you’re interested in. Don’t know where to begin?

First, learn as much as you can about the company. Research them online and reach out to those in your network who work there to get the inside scoop on getting hired.

Next, if the company is having a job fair, or hosting a community event, attend and try to connect with those who work in the department you’re interested in. When you do, you can use some of the information you’ve learned about the company to showcase your knowledge and enthusiasm for the organization. Also, if the company has a profile(s) on social media, then start a conversation with the authors. Ask about job openings, company culture and what it’s like to work there.

The bottom line is the more you can connect with those doing the hiring, the better chance you have of getting an interview.

Name your files right.

When you do send your resume to someone, don’t just name the file “resume.” It’s easy to forget that way. Instead, name your file something like “Mike Smith_Project Manager.” It will make your resume more memorable and easier to find for the hiring manager.

Follow up.

It’s such a simple step. Yet, in many cases, candidate’s don’t follow up after sending a resume or interviewing with a company. But if you want to stand out among a sea of other candidates, a personalized note – whether in print or via email – is one of the best steps you can take.

Do you need more help standing out to hiring managers and landing your next job? 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.

3 Quick Tips for Hiring Top Talent

September 15th, 2015

Hiring the right people for your company is one of your most important functions. Yet, as one of Staunton’s leading staffing agencies, Adams & Garth knows it can be a challenge. From sourcing strong candidates to making the final hiring decision, there’s a lot to do – and a lot at stake. The wrong choice can result in lost productivity, lowered morale, and expensive turnover. What can you do to avoid making a hiring misstep? Here are three quick tips to help you in your quest for top talent:

Quick tip #1: Ask great questions during the interview…then follow up.

It’s not enough to probe a candidate about their skills and background. Anyone can spin a tale that might not be completely accurate. And you won’t know unless you dig deeper with follow up questions. To get behind the candidate mask, get specific. If you ask a candidate to talk about their experience with a certain project management software, inquire about the project they used it in, why they chose that particular software, how they used it, whether they faced any challenges, and what the end results were. The more precise and targeted your questions are, the better you’ll be able to gauge each candidate’s strengths and weaknesses.

Quick tip #2: Skill test candidates.

Skill testing candidates is an important step in the hiring process. Depending on the type of position you’re hiring for, this could mean requiring candidates to take an actual online skills test. Or it might mean assigning them a small project to complete so you can assess their abilities. Whatever the case for your needs, it’s critically important to ensure the person you do ultimately hire has the right skills to get the job done.

Quick tip #3: Don’t skip the reference checking step.

A candidate might look great on paper and perform well during the job interview. However, that doesn’t mean you should skip the reference checking step. Think of it as insurance policy on your hiring process. You may find out at the last minute that your top pick candidate wasn’t being totally honest. Or you may get information that reinforces your decision to hire a particular candidate. Either way, you can’t go wrong.

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