Adams & Garth Blog

As one of the leading staffing agencies in Staunton and Central Virginia, Adams & Garth knows good communication skills are vital regardless of the industry or field you work in. And while a really bad communicator is easy to spot, one that’s sub-par or just so-so can be more difficult. They may be able to “fake it” during the interview, only to fall short once on the job.

To help ensure you hire the people you need – with strong communication skills – here are some questions to ask during the interview process:

• How would your past boss or co-workers describe you?
• Give me an example of a time where you feel you communicated effectively.
• Have you ever been a part of a team project and felt out of the loop? What did you do about it?
• Describe a time when your supervisor didn’t communicate sufficiently with you. What did you do about it?
• Describe a time when you were able to persuade or influence others in the workplace. How did you do it?
• Different organizations communicate to their employees in different ways. In order for you to work most effectively, how does communication within an organization need to work?
• In the past, when you’ve started work on a new job, how have you gotten to know your colleagues?
• Describe a time when you had to explain a complicated concept to someone. How did you do it?
• Tell me about a time when you failed to communicate well. What happened? What did you learn from it?
• Would you describe yourself as a good listener? Why?

Another way to assess a candidate’s communication skills is to pay attention to how they interact with others. So introduce them around to staff members and watch how they relate to them. This information, along with their answers to the above questions, can put you well on your way to understanding each candidate’s communication abilities.

Need Help Hiring a Good Communicator?

If you do, let Adams & Garth know. As one of the leading staffing agencies in Staunton and Central Virginia, we can handle the hiring process for you from start to finish, so you get the new hire you need without all the hassle. Give us a call today if you’d like to learn more.

When it comes to recruiting, it’s a tough job. Not only do you have to find a strong candidate pool, but then you need to ask the right questions and evaluate effectively in order to ensure you hire right.

To help you in the process, here are 7 secrets for recruiting that you can put to use:

Secret #1: Update Old Job Postings

As one of the leading recruiters in Lynchburg, Adams & Garth knows that, many times, companies simply recycle or tweak old job postings, without much thought about what they’re putting out there. The end result is a barrage of resumes from candidates who aren’t even qualified for the position. One way to avoid this scenario is to state what you don’t want, directly in the job posting. For instance, “only apply if you have [insert experience, skill or degree here].”

Secret #2: Give Instructions…Then See if a Candidate Follows Them

For example, in your job posting, ask each candidate to state three reasons why you should hire them. When you give specific instructions in your posting, and only a handful of candidates follow them, it just made your job of weeding through resumes a whole lot easier.

Secret #3: Be Open to Hiring Anytime

Too often, companies only hire when they need to fill an opening…fast. Instead, always be on the lookout for top talent – someone with great skills and the right attitude – not just when you need to fill an empty seat.

Secret #4: Go Where Top Candidates Are

In other words, join industry groups, read what top candidates would read, network where they network, and raise your profile in their professional community. If you’re not sure where to go, then ask your star employees in the same or similar positions for tips and advice. They should be able to give you the lowdown on where you need to be and may even be able to offer you referrals to candidates.

Secret #5: Ask Candidates What They Want

Job interviews often focus on the employer. Instead, focus on the candidate. Ask them what their perfect position looks like. What kind of work does it entail? And what’s the culture and schedule like? Then assess whether your opportunity syncs with their vision.

Secret #6: Give Top Candidates Homework

Once you’ve whittled your selections down to a choice few, give each of them a homework assignment. Not only will this help you analyze their skill set, but it will also enable you to evaluate their enthusiasm, passion, attention to detail, and professionalism (for instance, did they deliver the assignment within a timely manner?)

Secret #7: Keep in Touch

If you find a great candidate, but another one was just a little bit better, don’t simply mail out a form rejection letter and call it a day. Keep track of the candidate – and keep the relationship going. You never know when you’re going to need to hire again.

Want More Help from Experienced Lynchburg Recruiters?

If you do, let Adams & Garth know. As one of the leading recruiters in Lynchburg, 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.

The saying goes, “honesty is the best policy.” Unfortunately, not all employees subscribe to this policy. And, as leading Culpeper recruiters, Adams & Garth knows that when you find out an employee has lied on the job, it can be a shocking experience.

So what do you do? Is a warning enough? And can you fire an employee for lying under the law? Here are some thoughts to consider:

Gather your evidence.

Don’t jump to any conclusions when it comes to a sensitive issue like dishonesty at work. Your best bet is to take the time to gather the facts. Talk to any witnesses who may have heard the employee lying, being sure to document their names, written statements, and times and dates.

Also, be sure to check computer logs, security video, or whatever other tools you can use to verify whether the employee was in fact lying.

The bottom line is that accusing an employee of lying is a big deal, so you want to ensure you have investigated and verified all the information before you confront them.

Meet privately face to face.

Avoid public confrontations with an employee you suspect of dishonesty. Instead, meet face to face and give the employee an opportunity to tell their side of the story. Most employees will have a hard time lying to your face and will come clean.

However, if they don’t fess up, there are some non-verbal signs you can lookout for that they are being less than honest, such as:

• Touching their face or eyes in a fidgety way
• Looking you too long in the eye, or not making eye contact at all
• Sitting very still, without moving
• Speaking slower than normal

Choose your course of action.

Depending on the severity of the lie, you have several options. You can choose to offer a written warning, which allows you to chastise the employee without termination, while at the same time documenting the issue should it become a problem again in the future. You should also create a policy for the number of warnings an employee can receive before termination becomes the next step.

That said, since most states follow an “at will” employment clause, you can terminate an employee for any reason – and that includes the first time they lie. However, if you have a contract with the employee – and lying isn’t one of the reasons you can terminate them based on the contract – then you’re probably out of luck. A judge will most likely side with the employment contract.

Need to Replace a Lying Employee?

If you do, give Adams & Garth a call. As leading Culpeper recruiters, we’ve got the knowledge, experience, and proven processes in place to help you hire dependable, skilled, and honest employees. Next time you need to hire, contact Adams & Garth. We can help.

When it comes to hiring, many times it’s done under the gun. An employee leaves unexpectedly. Demand explodes suddenly. Or a new project comes along that needs to meet an ambitious deadline.

The problem, though, when hiring in a hurry is that mistakes are much more likely to occur. And, as one of the leading staffing agencies in Central Virginia, Adams & Garth knows that when errors happen, it can have a big impact on the quality of the candidate that you’re hiring.

So what kinds of mistakes should you be on the lookout for when you need to fill a position fast? Here’s a look at 4:

Mistake #1: Not properly defining the job.

When you need to hire, it’s imperative that you think through your needs and wants for a prospective employee – and involve key stakeholders in the process. You also need to outline what kinds of tasks and projects this person will be responsible for so that candidates can get a strong sense of whether they’re the right fit for the job. Hurrying through this process will only hurt you in the long run when you wind up with a new hire who’s not right for your needs.

Mistake #2: Not focusing on job-specific qualifications.

When you’re interviewing a candidate who looks great on paper and sounds terrific in an interview, it can be easy to get caught up in the moment. You may not realize it at the time, but the majority of the skills and accomplishments they’re touting aren’t really related to the position you’re hiring for. But don’t let a smooth talking candidate talk you into hiring them, just because they have excellent credentials and know how to promote themselves. Instead, make sure their background and your hiring needs are a solid match…even if that means hiring someone with less experience.

Mistake #3: Not checking references.

You may think that reference checking is simply a formality. Something to be done, but that doesn’t really yield any results. As one of the leading staffing agencies in Central Virginia, we know this simply isn’t true. Many times, referral sources offer information that can sway your hiring decision one way or another. So why would you pass up the opportunity to learn something useful or valuable about a person you’re thinking of bringing on board?

Mistake #4: Not evaluating attitude.

Of course skills are important; but so is attitude. And if you’re not working to ensure you hire someone with the right attitude – and the right personality – to fit in with your culture, then you’ll be back to the drawing board in no time.

Don’t Have Time to Hire the Employee You Need?

Leave it to 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.

As leading Lynchburg recruiters, Adams & Garth knows the task of recruiting is a challenge for any company. And unfortunately, many shoot themselves in the foot by making some pretty common mistakes. So what are they – and how can you avoid them? Here’s a look:

Mistake #1: Recruiting only when you need to fill a position.

Recruiting should be an ongoing process, not one you put to work when a position opens up. That means you should you be regularly networking with potential candidates and building your employment brand.

Mistake #2: Posting jobs on general sites and thinking a great candidate is going to fall from the sky.

The best hiring results come through networking and employee referrals. So be sure to leverage the power of these. In addition, the more targeted you are in your search, the better your results will be. So rather than posting a job on a general site, post on a site specific to your industry or one related to the kind of job you’re looking to fill.

Mistake #3: Having a cumbersome recruiting and hiring process.

Is your online application system slow and clunky? Do you require numerous rounds of interviews? Does it take months to make a hiring decision? If this sounds familiar, then your process could actually be hindering your ability to hire great candidates.

While you don’t want to move too fast, it’s important to keep in mind that the best candidates have options. And if they have to wait a month for you to make a decision, they may not stick around.

Mistake #4: Searching for the perfect candidate.

Trying to find the perfect candidate is akin to looking for the pot of gold at the end of a rainbow. It simply doesn’t exist. Sure, there are outstanding candidates; but none of them will be absolutely 100% perfect. Instead, look for a great prospect; someone who has the basic skills to get the job done, who is a fit culturally, and who has the potential to develop into the ideal candidate you want.

Mistake #5: Not having a department head involved in the process.

If you’re hiring for an IT position, for instance, then it’s imperative that the head or one of the managers in the department be involved in the recruiting and hiring process. They, better than anyone else, will know what kind of person is needed to get the job done and they will also better be able to assess whether a candidate really has the skills they say they do.

Mistake #6: Not Keeping Candidates in the Loop.

One of the biggest frustrations for job candidates – and one that can ultimately harm your employment brand – is when they’re kept in the dark during the recruiting process, or when timetables aren’t met. If you tell a candidate they’ll hear from you in a week, then get back to them in a week. Even if it’s not with the news the candidate had hoped for, they’ll be grateful for your prompt response.

Need Help Recruiting Exceptional Candidates?

Let Adams & Garth know. As leading Lynchburg recruiters, our goal is to make hiring hassle-free. Contact us today to learn more about how we can help you.

It was all over the news last week that new Yahoo CEO Marissa Mayer is banning employees from telecommuting starting in July. This move has touched a nerve not only among Yahoo employees, but also in the business community at large.

Many HR professionals and recruiters voiced their disagreement with the new policy and saw it as an opportunity to recruit some of Yahoo’s best talent by touting their own work-from-home programs. Others, though, were in support of Mayer’s decision, citing the benefits of “face time” at the office.

But as Central Virginia recruiters, Adams & Garth knows your company has its own unique needs, challenges, and culture. As a result, it’s up to you whether letting employees telecommute is right for your business. To help you in your decision, we’ve examined some of the pros and cons. Here’s a look:

Pros of Telecommuting

• Hiring and retaining good employees is expensive. And when you have some top performers on staff, you want to keep them. Having the option to work from home can certainly do that. It gives employees an incentive to stay at the company, which can save money and maintain morale in the process.
• Studies show that employees who are allowed to work from home, at least occasionally, are more productive than their counterparts who are stuck in the office 100% of the time. In fact, according to a study by Stanford University, productivity levels increased by 15% among those allowed to work from home.
• By reducing the number of workers in your office, you’ll also reduce expenses. For instance, remote workers furnish their own desk, electricity, water, Internet connection, phone service, and more. Even if you reimburse some of these costs, you’ll still also save on the amount of square footage you’ll need to house your employees.

Cons of Telecommuting

• Research shows that in-person communications, not electronic communications, is the best way to produce trust and unified teams. This is especially true for newer employees.
• Some jobs are better performed with daily interaction with managers and staff. But it’s hard to implement a telecommuting policy that only allows certain employees to work from home.
• Being able to walk into someone’s office and talk to them about an issue is far more productive then spending 15 minutes crafting an email that explains the situation.
• Telecommuting is a relatively new concept. And managing virtual workers simply isn’t the same as managing a team that’s in the office, 9 to 5. As a result, you need to ensure your managers are well versed in leading a virtual team.

The bottom line is that today’s employees want flexibility; and some of the best even demand it. But does that mean telecommuting is the right option for you? It’s a question you need to answer before making your decision.

Need Help Hiring for Your Team?

Let Adams & Garth know. As leading Central Virginia recruiters, our goal is to make hiring hassle-free. Contact us today to learn more about how we can help you.

As one of the leading Lynchburg staffing agencies, Adams & Garth knows that despite high unemployment, many employers out there are struggling to find candidates with high growth potential. One solution to this dilemma that has been increasingly popular in the recent past is offering a returnship program.

“Returnships” (a term actually trademarked in 2008 by Goldman Sachs), also known as “return to work” programs, are short-term, non-binding, paid arrangements that are similar to internships, except they’re for more experienced workers.

They give mature workers who have been out of the workforce for a period of time the chance to:

• Sharpen their skills;
• Make important connections;
• Learn new technology; and ultimately
• Gain the preparation they need to get back into the workforce.

For the employer, they also offer a host of benefits.

For instance, they allow companies to access candidates with more experience than what is typically found in younger recruits. These are typically people who have more than 10 years of experience – they may simply have taken some time off to care for young children or aging parents.

As a result, when an employer brings a candidate on board through a returnship program, they can gain access to a higher caliber of talent, and then are able to test them on the job before committing to a full-time hiring decision.

So how can you set up a returnship program at your company?

• Use your internship program as a starting off point. If your company has an internship program, there are many elements – e.g. your application process and orientation program – that you can re-use for your returnship program, rather than reinventing the wheel.
• Keep in open mind. Hiring managers can often aim to make a perfect “paper match” – in other words, matching a candidate’s skill set to the job. However, in the process, personality, soft skills and work styles go by the wayside. Instead, keep an open mind with your returnship program to ensure you don’t discount a candidate who would actually be a great fit for your company.
• Offer some flexibility with your program. Not all participants in your returnship program are going to have the same needs. That’s why it’s important to let them have somewhat of a say in the process. For instance, it’s important to understand what specific skills or abilities they feel they need to improve upon or learn about the most.
• Match participants with a mentor. Just as you would with an internship program, pair each program participant with a veteran member of the company. This person can not only serve as a sounding board and adviser, but they can also educate the participant about the internal dynamics of the company, so the returnship participant feels more comfortable there.

Are you one of those companies having a hard time finding talent for critical positions?

If you are, give Adams & Garth a call. As one of the leading Lynchburg staffing agencies, we can give you access to talented individuals who can increase productivity and deliver the solutions you need. Contact us today to learn more.

Gone are the days of employees staying with your company for decades. As one of the leading staffing agencies in Culpeper and Central Virginia, Adams & Garth knows that even half a decade is pushing it.

In fact, according to recent data from the Bureau of Labor Statistics, the average employee stays on the job for about 4.4 years. For millenials (i.e. Gen Y), it’s even worse…about half that.

What’s more is that the overwhelming majority of employees are open, or even ready, to jump ship. That’s according to the CareerBuilder 2012 Candidate Behavior Study, in which it found that 74% of workers are actively searching or are open to a new opportunity.

With those startling statistics in mind, is there anything you can do to improve retention  and keep employees – at least, the good ones – on board for longer? Absolutely. But first you need to know the key reasons why employees quit in the first place. Here’s a look at 3 of them:

Reason #1: No room for growth.

When employees have been in the same role for years, without new challenges and new opportunities to learn, they’re going to grow frustrated. That said, your company may simply not be able to offer the advancement opportunities that an employee desires.

What to do: Address this during the hiring process. Look for candidates with career development aspirations that align with what your company can offer.

Reason #2: Issues with a manager.

Many times, managers are thrown into their roles without a lot of training and support. As a result, they don’t really know how to manage people, alienating their team in the process.

What to do: It’s critically important to ensure managers – especially new ones – are given the training and resources necessary to become effective managers. Likewise, when hiring a new employee, talk with him or her about their preferred style of being managed and make sure it aligns with the manager you have in mind for them.

Reason #3: Compensation.

In recent years, money has taken a back burner to other perks, like flex time. However, that doesn’t mean you can pay employees – particularly top ones – less than what they’re worth.

What to do: Use compensation tools to determine fair market value for the positions in your company. Also make sure that employees are paid fairly in comparison with their co-workers. Nothing will spark outrage quicker than an employee who finds out they’re being paid less than their counterpart.

Want More Employee Retention Tips?

Read our post about how to engage and retain your newest hires.

And if you’d like additional help hiring and retaining top employees, give Adams & Garth a call. As one of the leading staffing agencies in Culpeper and Central Virginia, we’ve been in the staffing industry for over 20 years. As a result, we know where to look to find today’s top talent and how to help you retain them once hired. Contact us today to learn more.

When it comes to hiring, you don’t have a crystal ball. So, as one of the leading staffing agencies in Lynchburg, Adams & Garth knows that each time you sign on a new employee, you’re really taking a chance as to whether that have the skill set, personality, drive, and work ethic you need. Every candidate says things like “I’m a team player” in order to land the position…but they may not actually be one once on the job.

So what’s a manager to do? One answer is to put temporary-to-hire staffing to use.

Temp-to-hire simply enables you to bring on an employee for a trial period and then make a decision as to whether to hire them full-time. This probationary period allows you to evaluate an individual’s on-the-job performance and make a more informed choice about hiring them. You are under no obligation to hire the employee once the trial period ends.

So if you do choose to bring on temp-to-hire employees, how can you make the most of this staffing option? Here are some tips:

• Put them through your training and onboarding process. Just because they’re a temp-to-hire employee, rather than a full-time one – yet – you don’t want to put them at a disadvantage by not offering the full gamut of training and support you would to a full-time new hire.
• Give them ‘real’ assignments. In other words, give them assignments that would be a part of their job if they were hired full-time. If you don’t, you won’t be able to accurately assess their performance.
• Introduce them around. Keep in mind, you’re not just evaluating their hard skills, you’re evaluating their soft skills too. So make sure that you introduce the temp-to-hire employee to their co-workers and company key players just as you would a full-time hire.
• Talk with your staff before making a hiring decision. When the trial period is coming to an end, ask your staff members for their input. They’ll likely be able to offer some valuable insight, helping you to make a wise hiring decision.

Interested in Putting Temp-to-Hire Staffing to Work at Your Company?

Give Adams & Garth a call. As one of the leading staffing agencies in Lynchburg, we can help you drastically reduce the risk of a bad hire through our temporary-to-hire staffing option. Contact Adams & Garth today to learn more.

It’s a New Year – and if you just got newly promoted, then you’ve got a lot of pressure riding on your shoulders. Unfortunately, as one of Staunton’s leading staffing agencies, Adams & Garth knows that many newbie managers make the transition from employee to manager even more stressful by committing some serious blunders.

So what are they – and how can you avoid them and get your management tenure off on the right foot? Here’s the scoop on six of them:

#1. Being a Know-it-All.

Yes, you’ve just been promoted. No, that doesn’t mean you know everything. In fact, if you’ve never managed people before, then you really don’t know a lot about the most important aspect of your job.

So even if you’re the in-house production expert, or a specialist in a certain area, now’s the time to take a step back and listen to the people around you. Ask for their input and feedback so you can get to know them and learn about their concerns and challenges.

#2. Taking Too Much Control.

At the end of the day, you will be held accountable for your team’s performance. But that doesn’t mean you should manage every aspect of their tasks and duties. And, in fact, by micro-managing them, you’ll simply increase their stress and frustration level and send the message that you don’t really trust your employees.

Instead, set clear goals and expectations…and then let your staff members do their jobs.

#3. Not Standing Up for Your Team Members.

When mistakes happen, other departments will want to blame you and your team. Or your boss may want your staff to take on all the unpleasant tasks no one else wants to do. When these things happen, it’s important for you to stand up for your employees and work to ensure they’re treated fairly.

#4. Acting Like a Big Shot. 

Nobody likes working with someone who thinks they’re more important or acts arrogantly. So don’t let your promotion go to your head. If you do, you’ll wind up with unhappy and annoyed employees, which can impact your success at the company.

#5. Changing Everything at Once. 

Just because the way something is done isn’t the way you would do it, doesn’t mean it’s wrong or needs to be changed immediately. Instead, take your time in integrating your new ideas or plans. Your staff is still adjusting to having a new boss, so don’t add to their stress by changing too much too soon.

#6. Not Acting Human.

Just because you’re the boss now, doesn’t mean you can’t show emotion, laugh, or joke around. That doesn’t mean you need to be a best friend to your employees; it simply means it’s ok to let them know you’re human.

Want Professional Help Adding Top Talent to Your New Team?

If hiring is on your “to do” list for the first quarter of 2013, give Adams & Garth a call. As one of Staunton’s leading staffing agencies, we can take the hassle out of hiring for you, so you can focus on managing your new team. Contact Adams & Garth today to learn more.