Adams & Garth Blog

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.

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.


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.

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.


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 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.

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.

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.


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.


Need to Recruit Better? Here’s How

June 16th, 2015

As one of Staunton’s leading staffing agencies, Adams & Garth knows whether or not your company is successful depends on the employees you hire. Unfortunately, for many organizations, the recruiting process is an afterthought or something done in haste. The problem with this approach is that it can oftentimes lead to hiring mistakes – which can be costly.

To improve your recruiting process – and get the most out of your new hires, here are some tips to consider:

#1: The basics are important.

For instance, a clear job description, an easy and intuitive process for applying, and responding to applicants promptly are all fundamental to recruiting success. These elements go a long way in making the candidate experience a positive one. As a result, your company will be able to attract higher caliber candidates.

#2: Candidates are people too.

If you regularly have many job openings with hundreds of candidates applying, responding personally to each one isn’t realistic. However, that doesn’t mean you should leave candidates in the dark. You can still send out a template email that informs individuals that you received their resume and what the next steps are.

Also, once you get down to your final pick candidates, you need to treat them with a personal touch. Keep them in the loop when decisions are made. Roll out the welcome wagon when they come in for second and third interviews. And communicate how enthusiastic you are about their background. This kind of attention with make your company stand out to the best candidates.

#3: Create a shadowing experience.

For many candidates, it’s difficult to tell what it’s really like to work at a company. Make it easy for those applying for jobs at your organization. Give them the real scoop by letting them shadow an employee or several employees for a day. Not only will that communicate a sense of transparency, but candidates will be able to quickly tell whether or not your company and the job is the right fit for them.

#4: Promote your company.

Don’t just give candidates a dry document outlining company benefits and perks. Instead, give them some real insight into why it’s great to work for your company. Talk up the flex schedule, the company exercise room, and the year-end bonuses – or whatever it is that makes your organization unique. Remember, you’re not just evaluating candidates; they’re evaluating you too.

Do you need more help with your recruiting efforts? 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.