Adams & Garth Blog

As one of the top staffing agencies in Harrisonburg and Culpeper, we understand that employees will face challenges unrelated to the job that could impact their performance at work. And with the economy still uncertain, along with the high cost of living, many people today are facing some serious situations, which can be hard to leave outside the door when they get to their jobs.

Some signs employees are highly stressed include:

• Calling in sick more and more
• Coming in late regularly
• Spending an excessive amount of time on the phone to deal with personal issues
• Getting defensive
• Having tearful or emotional outbursts
• Showing signs of anxiety
• Negative changes in relationships with colleagues

Clearly if you see one of these signs once in a while, it may not be a reason to act. But when you see evidence of several of the signs above, and they’ve been ongoing, then how can you help your employee cope – and get back on track?

Ask the question.

If you have an employee who’s usually extremely mellow and all of sudden is having emotional outbursts, then ask, “Are you ok?” Maybe they are having personal problems at home that are impacting their behavior at work, or perhaps they’re just stressed about a big project they’re working on and simply need an afternoon off. But you don’t know unless you ask.

Keep boundaries.

While you want to show compassion, you’re also not a counselor. So if your employee unloads on you – that he or she is having marital problems or has a sick child – try to keep some semblance of boundaries. That said, as the boss, look to see if there’s something you can do to make their workload less stressful, like pushing back a deadline or re-assigning a task to someone else. If your employee is facing a serious health issue at home, then they may also be eligible for a leave through the Family and Medical Leave Act.

Be careful about what you say.

If it seems like an employee is facing an issue like depression, don’t say something like “You seem depressed.” If you eventually wind up terminating the employ, they could sue you under the Americans With Disabilities Act, which covers issues like depression, by claiming they were fired due to their psychological disability.

Don’t be a pushover.

When you have an employee who’s dealing with a serious problem at all, it’s natural to be concerned. But don’t go overboard with your sympathy by trying to alleviate any fears they have about work; for instance saying something like: “don’t worry, your job is safe.” Should you have to terminate their employment down the road, they can use those kinds of statements as evidence in a claim.

As one of the top staffing agencies in Harrisonburg and Culpeper, we understand that having an employee with personal problems can certainly present a challenge – especially when it’s a top performer. Sometimes all that’s needed is some time away from work to handle the problem; other times, though, you may have an employee who is simply unable to separate their home life from their work life and is therefore unable to deliver the performance you expect.

The 9-5 schedule is a traditional part of the workplace. However, it may be falling by the wayside. In fact, as one of Lynchburg’s top staffing agencies, we’re seeing many businesses allowing employees to work a more flexible schedule and/or telecommute. This is especially true for companies that employ a lot of younger workers who are comfortable with working virtually.

And considering that by 2025, 75% of the global workforce will be made up of Gen-Yers – those born between 1982 and 1993 – implementing a more flexible work schedule now simply makes good business sense. As one of the leading staffing agencies in Lynchburg, we know it’s a value added benefit that will allow companies to better recruit and grow young talent for the future.

What’s more is that many Gen-Yers choose workplace flexibility over money. In fact, according to a survey by Mom Corps., 37% would take a pay cut if that could have more flexibility in their work schedules. Not only do many of these workers value flexibility, but they also value the employers that offer more of it, remaining loyal, motivated, and productive as a result.

And with today’s technology, being out of the office doesn’t necessarily translate into not getting work done. In fact, some employees may be more productive at home, working virtually.

Even better, if you’re interested in implementing a more flexible schedule, you have several options from which to choose. These include:

• Compressed Work Weeks – This option allows employees to work three or four 10-hour workdays, rather than 5 8-hour days.
• Variable Schedules – This option allows employees to choose how many hours they work each day, as long as they get in 40 hours of work per week. For instance, they can work 10 hours one day, 8 hours the next, and so on.
• Flex Time – This allows employees to have more flexibility in terms of when they start and end their days. For instance, they may choose to work from 7 am to 3 pm, or from 10 am to 6 pm.
• A 9/80 Schedule – This option takes place over two weeks. It consists of eight nine-hour workdays and one eight-hour workday. On day 10 of the cycle, usually a Friday, the employee is off. A worker on a 9/80 schedule has a two-day weekend during the first week and a three-day weekend before the schedule starts again.

The bottom line is that the workplace – and the work schedule – is changing. Those employers who understand this and remain flexible will reap the rewards in the long run.

It’s December – which means most of your employees’ minds are on shopping, baking, decorating, and vacation plans instead of on their jobs.

As a manager, it can be difficult to balance the needs of your employees during the holiday season with your company’s need to be profitable. However, as one of Central Virginia’s leading staffing agencies, we know you can “deck the halls” and still maintain productivity if you follow a few key steps:

Offer longer lunch breaks.

During the month of December, let your employees take longer lunch breaks so they can catch up on all their holiday “to do” tasks. Create a schedule and let them choose a couple of days throughout the month for a 2-hour lunch. Not only will they be able to get stuff done, but when they’re back at work, they’ll actually focus on work – rather than thinking about everything they have to do.

Don’t launch a major project.

You need all hands on deck for a project launch – making the holiday season a really bad time for it. Wait for after the start of the New Year, when everyone is fresh and feels ready to plunge back into work. Instead, the end of the year should be left for tying up loose ends and planning for next year.

Expect down time.

You know employees are going to want to take time off, so rather than fighting it every year, just expect it. The fact of the matter is that even if your employees are physically present, mentally they’re not there. So if you can, close your office the week between Christmas and New Year’s; or at least give employees a couple of days off around each holiday. In between, you may want to schedule time for a “purge party,” during which your employees can clean up their work stations and get organized for the next year.

Set a good example.

As the manager, you set the tone for your staff and if you’re taking extra long lunches everyday and leaving early, then they likely won’t take their workload seriously during the holiday season. So no matter how hard it is, it’s important for you too to stay focused.

Schedule festivities.

That said, it doesn’t have to be all work and no play. As one of Central Virginia’s leading staffing agencies, we know how important it is to have some fun too. So bring in holiday treats, have an office decorating contest, or plan a gift exchange. You’ll keep morale higher by scheduling in some “fun” time.

It’s hard to believe that 2011 is coming to a close and that 2012 is just around the corner. It’s really no wonder, though, considering that the days seem to fly by in our Central Virginia staffing agency. From filling last-minute temporary jobs, to searching high and low for just the right professionals for full-time openings, to matching candidates with rewarding opportunities, we’ve certainly kept busy this year.

But while our clients needs change, and our candidates come and go, one thing remains the same – how grateful we are for the opportunity to do what we love. In today’s world and challenging economy, many people are working just to get by and don’t necessarily enjoy what they do.

Fortunately, for us, that’s not the case.

Every day, many valued clients entrust us with one of their most important responsibilities – finding and hiring good employees. Likewise, our job candidates come to us in search of help locating just the right job opportunity. These are challenges we embrace and enjoy. And we’re thrilled when our clients tell us what a great match a candidate was, or a candidate comes back to tell us how much they love their new job.

So even though the economy is still uncertain and we don’t know what’s to come in 2012, right now, we’re so thankful that our clients and our candidates have given our Central Virginia staffing agency the opportunity to do what we do best – help them find people and help them find work.

Thank you again! And Happy Thanksgiving!

If you’re in the midst of hiring, you might think you’re in a great position. After all, it’s an employer’s market due to the economy. You have the pick of the litter – and, as a result, you want to make sure you don’t get bombarded by a flood of resumes from unqualified candidates.

But as top recruiters in Central Virginia, we know that if you’re approaching the recruiting process with a fortress-like mentality (i.e. doing whatever it takes to ensure weak candidates don’t apply), then you could actually be repelling the good candidates, not just the bad ones. Even worse, you could be spending a lot of time and money doing it.

So what are some of the common mistakes employers make that repel top candidates? Here’s a look.

Mistake #1. Rambling job postings.

Don’t take an “everything but the kitchen sink” approach to creating job postings. When it comes to effective job postings, less is more. Offer a clear definition of the position, a list of the absolute, “must-have” qualifications and requirements, some brief information about your company, and an obvious method to apply to the job, whether via a website, email, or snail mail.

Mistake #2. Not using the right language in a job posting.

A good job posting should highlight the key selling points of the opportunity, as well as use language that dissuades unqualified people from applying. For instance, if you have a sales job opening, then state this is an opportunity for those who can “deal with rejection on a daily basis.” Good job candidates will expect this in a sales job; bad ones will run the other way at the thought of daily rejection. Also, if you’re not sure if your posting stacks up, then ask a colleague or employee to read it and offer some feedback.

Mistake #3. A bad career website.

If your career website’s navigation is a nightmare, and there’s a lack of detailed information about your company, its culture, and the job opening, then a good candidate isn’t going to take you seriously. You’ll also lose candidates if you require them to complete a form, or submit information, just to get a full description of the job opening.

Mistake #4. A convoluted application process.

Is your application process simple, or does it take the endurance of a marathoner in order to get through it? If it’s the latter, then you’re likely losing good candidates along the way.

Mistake #5. Lack of communication.

Most candidates can deal with the fact that they may not be the right fit for the job. Where they get annoyed and frustrated is at the lack of communication (e.g. not acknowledging the receipt of a resume) from the hiring company.

Why should you care?

Because if one candidate has a bad experience, it can become viral and negatively impact your brand’s image. So have a process in place for communication. For instance, set up an auto-response for resume submissions via email so people know you received their resume and what to expect next.

If you need more help finding great candidates, check out our post “How to Hire a Winner for Your Company” or just give us a call. As top recruiters in Central Virginia, we know how to attract and retain excellent candidates for a variety of positions. Contact us today to learn more.

As one of Central Virginia’s top staffing agencies, we understand that the thought of having to deal with your employees engaging in an office romance might make you squirm. Besides having to face the awkwardness of the situation should the relationship not work out, there’s also the hard-to-ignore issue of sexual harassment.

But with Sweetest Day just around the corner, cupid’s arrow could be pointed right at your office. And you’re not alone.

In fact, according to a 2011 survey by Career Builder, approximately 40% of workers said they have dated someone they worked with over their career. And the fact that office romances have become fairly common is really no surprise considering that most Americans spending half their waking hours at work.

However common they are, though, it’s still important to deal with them directly – and your first step should be to have a policy in place for all managers to work from should an office romance become an issue.

So what should your company policy include?

• A clear definition of relationships that are and are not acceptable. For instance, dating a co-worker is ok, but dating a manager should be prohibited considering the impropriety, perceived or not, that could result.
• In addition to defining acceptable relationships, you should also describe the kinds of behaviors that are inappropriate and the discipline measures that will take place should the behavior be exhibited. For instance, make it clear that you don’t want to see a couple kissing or hugging at work.
• Be sure to adopt a sexual harassment policy and be clear that “no means no.”
• You may even want to take your company policy one step further and adopt what some are calling a “love contract.” This is a legally binding document that you would require the couple to sign stating that the relationship is consensual and that they understand company policy regarding interoffice romance.

While an office romance can certainly throw a wrench in your management plans, it isn’t all bad. In fact, a third of those surveyed by Career Builder went on to marry their office romance. Some experts even say that interoffice dating improves motivation and employee loyalty and also reduces sick time off. Who knew!

And if you have any questions about creating a policy for office romances, give us a call. We know that Human Resources is becoming an increasingly complex and critical function, and yet many companies can’t afford to hire a full-time HR professional.

That’s where we come in.

As one of Central Virginia’s top staffing agencies, we offer an extensive menu of HR consulting services that can help you run your company more efficiently and effectively. Contact us today to learn more.

As one of Lynchburg’s top staffing agencies, we certainly understand that firing an employee is probably among your least favorite responsibilities, especially if you like the person. But despite the awkwardness of the situation, it can actually be an opportunity to build a stronger team – and a stronger company as a result.

However, since other employees are likely watching how you handle the situation, it’s important that you deal with it efficiently, effectively, and fairly. Here’s how:

1. Sit down with the employee.

First, do what you can to help them keep their job. Don’t wait until the employee’s behavior is so out of control that you feel like you don’t have any other option but to fire them. So as soon as it becomes clear that a problem is brewing, sit down and talk with your employee. Discuss the problem behavior, including specific examples, and the consequences of that behavior. Also set out clear expectations for job performance and offer opportunities for improvement, such as through a training program. Be clear that dismissal could be inevitable if progress isn’t made.

2. Work with HR.

In today’s litigious society, it’s important to document all the actions you take to ensure the employee is given the opportunity to correct the problem. So work with your HR department to document the situation; if you don’t have an HR department, be sure to keep a file with detailed notes. Also save all of your email correspondences with the employee.

3. Terminate the employee.

If you’ve made an effort to help the employee get back on track, and it’s not working out or the employee isn’t doing their part, then it may be time to fire them. At least, though, your existing employees know that you were fair and you gave the employee every opportunity to respond in a positive way.

4. Respect the employee’s privacy.

Once the deed is done, don’t gossip about it with your staff. While they should understand that bad behavior and poor performance could lead to termination, they shouldn’t be privy to all the specific details.

5. Be consistent in your actions.

Treat all of your employees in the exact same way, even if some of them are your friends. Otherwise, you will be seen as unfair and playing favorites – not a good way to build a strong team.

And if you need some help filling a talent gap at your company, give us a call. As one of Lynchburg’s leading staffing agencies, we can give you access to an extensive network of top level talent. We can also handle the sourcing, screening, interviewing, and testing, so you can focus on other priorities. Contact us today to learn more.

As a manager, you might be wondering if you should start monitoring your employees’ Internet usage.

On the one hand, you want to ensure they’re hard at work, not posting status updates on Facebook every 10 minutes. On the other hand, though, you feel like it might be intrusive and send the message that you don’t trust your employees.

But as Harrisonburg’s leading recruiters, we know that the reality is that more and more companies are investing in spyware programs meant to monitor employee Internet usage. Their goal is to ensure employees aren’t:

• Accessing games or pornography online
• Spilling trade secrets over the web or email
• Using the Internet excessively for personal matters or to socialize
• Posting discriminatory comments online
• Sexually harassing a co-worker

While monitoring your employees’ Internet use is completely legal, it’s true that your employees might view it as intrusive.

By law, you don’t have to notify them that they are being monitored; however, once one employee finds out, word will spread quickly. So it’s best to notify them ahead of time. Otherwise, they might feel like you’re spying on them and trying to micromanage all that they do.

When you do disclose your plans to your employees, you need to get them to buy in; otherwise, there might be a backlash.

Explain to them how important it is to protect your business communication methods from abuse, as well as to protect the company from situations that could prove liable or embarrassing.

Your next step should be to create guidelines about what kind of behavior is acceptable.

For instance, let them know that taking a 10-minute break in the morning to check a personal email account is fine; but spending an hour on Facebook is not. Explain also that gambling and pornography sites are completely off limits.

That said, be respectful of your employees’ needs and don’t get too overzealous about monitoring.

For example, if your employees work a lot of overtime, understand that they might need to conduct some personal matters on business time. Also keep in mind that the goal here to protect your company, not to monitor every second of an employees’ time at work. So be sure to strike a good balance between security and privacy.

Besides installing spyware programs, one of the best ways to ensure your company is well protected is to hire people you can trust. If you need some help in that department, give us a call. As Harrisonburg’s leading recruiters, we know where to look to find the high quality, dependable, and trustworthy professionals you need to make a positive impact on your company’s bottom line.

Learn more today.

If you’ve been a one-man or one-woman show in the past, and are looking to hire your first employee, there are many factors you must consider.

First of all, in today’s world, hiring is a complicated task. As one of the leading staffing agencies in Central Virginia, we know this first hand. Just because there are a plethora of candidates out there looking for work doesn’t make your job easier. In fact, it makes your job harder because you will likely have many more unqualified candidates applying that you must sift through.

To hire right the first time – and continue to grow your company – here are some steps you must take:

1. Know what you want from your new hire.

Before posting a job ad, think about what you really want from a new hire. For instance:

• What kinds of duties do you want them to perform?
• What kinds of goals would you like them to achieve?
• Are you going to hire full-time or part-time?

By spending some time upfront thinking about the kind of person you need, you will be able to write a more clear job description and also clearly articulate your needs in a job interview so candidates can determine if the job is right for them.

2. Ask for referrals.

Ask trusted colleagues for referrals to candidates. Referrals are going to be the most cost efficient and effective source for strong candidates.

3. Create a clear and concise job posting.

Keep in mind that you’re writing a posting for a job, not a novel. So try to keep it short and sweet; otherwise, you’ll frustrate potential candidates who have to weed through long and dense paragraphs to find out what you’re really looking for in a new recruit.

Limit your posting to the job title; key responsibilities; required qualifications; qualifications you’d like to have, but that aren’t required; and directions for applying.

4. Take a targeted approach.

When posting the job, rather than using big job boards, consider taking a more targeted approach and submitting your post to industry job boards or publishing it in industry magazines.

5. Prepare for the interview.

Don’t just wing it; take some time to prepare thoughtful questions for the interviewing process. Also, make sure you ask all candidates the same questions so that you can compare apples to apples once you’re done interviewing.

To help you get started, check out our blog posting “5 Must Ask Interview Questions.”

6. Verify references.

Some job candidates who are eager to land the position will knowingly exaggerate their credentials and experience in an effort to stand out. Checking references is a way to avoid hiring people like this. Granted, you likely won’t uncover every weakness and mistake a candidate has made in the past. But it’s still important to require that each candidate submit at least three references and verify each one thoroughly.

Click here to get the full scoop on checking references in Central Virginia.

If you’d like additional help with the hiring process, please contact Adams & Garth. We are Central Virginia’s leading staffing agency and, as such, have partnered with top companies throughout Virginia since 1989, providing temporary and full-time staffing, training and HR consulting services. Contact us today to learn more about how we can take the hassle out of the hiring process for you!

As Lynchburg recruiters, we know that losing a top performing employee could be costly to your business in numerous ways – from a loss in productivity to a negative impact on customer relations.

But while most employees don’t let you know they’re leaving until they’ve found another a job, there are some key signs that he or she has one foot out the door.

Sign #1: Disengagement

At one time, your employee was highly motivated and took an active part in meetings. Now, however, they come across as disinterested. They seem to lack the same passion, drive, and commitment they’ve previously displayed. This could be a sign that they’re on the hunt for a new opportunity and are more interested in that pursuit.

Sign #2: Time Off/Tardiness

Your employee used to be a stickler for being on time. They never took breaks unless for a vacation or because they were sick. Now, though, they regularly come in late and take long lunches. They ask for random days or afternoons off with no explanation. This could be a sign they are interviewing for new jobs. It could also be a sign that they are trying to use up their sick leave before quitting.

Sign #3: Formal Attire

If your employee regularly wears casual clothes to work, and of all a sudden starts showing up in a suit, then an interview could be taking place that day.

Sign #4: An Increase in Activity

Your employee never cleaned their desk before; now they are clearing out drawers, cleaning shelves off, and shredding papers. This could be a sign that they are getting ready to jump ship. They may also be using office equipment (such as printers and copiers to produce resumes) more than they have in the past.

Sign #5: Private Phone Calls

Another sign your employee is looking for new work is if they start shutting the door to take calls or have them transferred to a private conference room.

If you’ve noticed some of these signs – and you’re suspicious that an employee you’d like to keep on staff is leaving soon – is there anything you can do to stop them?

The most effective approach is to simply talk with your employee. Let them know you’ve noticed they don’t seem as happy on the job and you want to work toward a positive solution that’s a win-win for both of you.

To get to the root of the problem, ask your employee open-ended questions like “how are things going in your job?” and “what are your thoughts on the working conditions here?”

Perhaps they no longer feel challenged by their work and are looking for more responsibility. Maybe they feel they like they’re not getting paid enough. In this situation, it’s important to open up the lines of communication and let the employee know you’re concerned about their job satisfaction and overall well being.

Once you do have an understanding of the problem, then you can work toward developing a solution to fix it. In some cases, that may not always be an option – for instance, if the employee wants a larger salary and you simply can’t afford it.

If that’s the case, and your employee does decide to move on, then be sure to conduct an exit interview to help you improve future retention efforts. Here’s a look at 12 critical questions to ask when conducting an exit interview.

And if need some assistance recruiting and hiring new talent, our Lynchburg recruiters can help. We can evaluate your culture and the job requirements; develop an effective description; source, screen, interview and test potential candidates; and deliver only the most skilled and qualified candidates for you to interview. At Adams & Garth, we take the hassle out of hiring.

Find out more.