Adams & Garth Blog

Advice When You’re Hiring Employees Who Need to Relocate

February 2nd, 2016

Having to recruit outside the area to find the right professionals for your job openings can be a challenge. It’s a lot harder – and more expensive – to bring someone from a different location into the mix vs. hiring a local.

What’s more is that even the seemingly ‘perfect’ candidate can leave after a short time because they’re feeling homesick. So hiring an employee who needs to relocate can certainly feel like a big risk.

The good news? As one of the top staffing agencies in Charlottesville, Adams & Garth knows there are steps to take ahead of time to ensure you hire right, even when you’re hiring from outside the area. Here’s a look:

Step 1. Be clear about the job.

Don’t fall into the trap of painting a rosier-than-what’s-reality picture for the potential hire. You owe it to them – and your company – to be clear about the job, and the potential obstacles and challenges that will come with it. Keep in mind, not only are you asking a candidate to change jobs, but uproot their entire life. So you have to be completely honest and direct.

Step 2. Get their spouse to buy-in.

Someone’s spouse is going to play a big part in the decision making process. So if you’ve got your eye on a particular candidate, it can certainly help to get their spouse to buy-in to your opportunity. How can you do that? Invite the candidate and his or her spouse into the company for a guided tour and lunch. Talk to them about the housing market, schools and the area’s culture. Getting a sense of whether a spouse is interested in the job and the area can also give you an indication of whether or not you could be wasting your time on a candidate.

Step 3. Offer relocation resources and support.

Changing jobs is a big deal no matter where you live. However, if someone has to actually move to a different location, it’s important to offer the resources and support that can help make the process a little easier. In fact, there are companies that specialize in getting re-located employees settled in their new locales. In the meantime, you should also introduce them to their new co-workers and set up socials and luncheons so they can get to know the team on a personal level

Step 4. Keep those communication lines open.

Always strive to communicate regularly with your new hire during the relocation process. Continue to do so in the first few days and weeks after the move, which are so vital to ensuring the employee gets engaged. Communicating with them openly and often can help nip potential issues in the bud before they become major issues.

Do you need help recruiting and hiring great employees 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 top talent, the first time.

Contact us today to learn more.

What You Need to Communicate About Company Culture in the Hiring Process

January 19th, 2016

Throughout the hiring process, your goal is to find the candidate who is the best fit for your position. As one of the leading staffing agencies in Central Virginia, Adams & Garth knows that goes beyond someone with the right skill set and experience to get the job done. It also includes identifying someone who will fit in with your company culture. In fact, statistics show that many new hires leave after just a few short months on the job due to a lack of cultural fit.

How can you communicate and promote your culture during the hiring process? So candidates get a clear vision of whether the opportunity is right for them? Here are some tips to help you get started:

Rework job descriptions.

When reviewing your job descriptions, make sure to promote the company culture. Some questions to ask yourself in the process include: If the company was a person, what would his/her personality be like? And what makes the company a special or unique place to work? When you are interviewing candidates, make sure to ask questions about why they think they’d be a good fit for the culture.

Give candidates a great experience.

You’re not going to hire every candidate who applies at your company. However, you can give each and every one of them a positive experience. That means offering a convenient and easy way to apply for jobs. Treating them with respect and consideration. And keeping them in the loop throughout the hiring process. You never know whether they could be a perfect fit for a job down the line. So you want to ensure your company makes the best impression possible on each of them.

Don’t just tell them; show them what the culture’s like.

Don’t just talk about your culture and what makes it unique. Show candidates so they can experience it for themselves. For instance, create an employee blog on your careers website and publish posts and videos highlighting your office and team members. Also, when a candidate comes in for an interview, give them an office tour and an opportunity to talk to your employees.

Ask new hires to share their experience.

Use social media to your advantage. For example, ask new hires to share their candidate experience on your employee blog and social media profiles. If you have a great hiring process, their experience will help you promote it effectively.

To land the best people, you need to promote your company’s culture. Top talent has a choice of where to work and will be looking for companies that best meet their career objectives and lifestyle goals.

Would you like more help with the hiring process? Call 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 sourcing, screening and interviewing candidates so we can find one that’s a great fit for you – and then help you retain them. Contact us today to learn more.

How to Boost Trust With Your Staff in 2016 – and Beyond

January 5th, 2016

As one of the top staffing agencies in Charlottesville, Adams & Garth knows that trust plays an important role in every workplace. It impacts employees’ well-being and job performance, as well as a company’s productivity and retention rates. But unfortunately, for many organizations, it’s on the decline.

In fact, according to a study by the American Psychological Association (APA), more than half of employees feel like their employer isn’t open and upfront, a third feel that their organization isn’t always honest and truthful, and one in four say they don’t trust their employer at all.

So how exactly do you define workplace trust – and how can you improve it in your office?

Dr. David Ballard of the APA’s Center for Organizational Excellence says, “Trust is really the expectation that workers can count on and rely on their organization. That involves a lot of things, including past interactions with their company, whether they feel like things are done fairly, openness in communication, whether their values are consistent with the company’s values, the reliability of the company, and their perceptions of their company’s motives.”

Building trust certainly takes time. However, there are steps you can take today – right now – that will help you boost workplace trust in 2016 and beyond:

Be clear.

A lack of clarity about one’s job can quickly lead to distrust and disengagement. That’s why it’s so important to ensure all your employees have clear goals and expectations set forth for them. It’s also important to monitor progress and get feedback from your team members with regular check-ins.

Be fair.

Treat all your employees fairly. That means avoiding favoritism and offering competitive compensation. It also means following through on your promises by staying true to your word and enforcing rules across the board for all your employees, not just for certain ones.

Be transparent.

It’s true that you can’t share every detail with your staff. But communicate as much and as often as you can, even when the news isn’t good. Otherwise, you’ll constantly be up against the rumor mill of misinformation. Sharing information – whether it’s providing a financial outlook or decisions about company policies – demonstrates that you trust your people, which, in turn, will help them trust you more.

Be grateful.

Be appreciative towards those who deliver exceptional results; don’t take them for granted. Make sure you recognize them for their contributions and reward them for great work. Not only will you inspire them to continue working hard, but you’ll motivate others to do the same.

Do you need help hiring top performers 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 top talent, the first time. Contact us today to learn more.

How to Get Your Employees to Love You

December 15th, 2015

As a manager, you know you need good people to run a successful company. Unfortunately, in today’s day and age, job satisfaction is at an all-time low.

In fact, according to the Conference Board, a New York-based non-profit research group, 52.3% of Americans are unhappy at work. What’s more is that the group has run this job satisfaction survey every year since 1987. And nearly three decades ago, 61% of workers said they liked their jobs!

So what can you do to ensure your employees are happy at work – so you can keep them engaged and retained? Here are some tips to help you:

Be kind.

As one of the leading staffing agencies in Central Virginia, Adam & Garth knows it sounds simple enough. But too many managers think they need to be aggressive or emotionless in order to gain respect. That couldn’t be further from the truth! While you don’t need to be best friends with your staff, you do need to get to know them personally, and be respectful and caring toward them.

Define expectations.

If you don’t meet frequently with employees to talk about goals and expectations, then chances are, you’re not on the same page. One way to find out? Ask each employee what they think your goals and expectations for them are. If their answers and reality aren’t a match, you need to do a better job communicating with them about their job.

Tell the truth.

Don’t promise one of your workers something when you know you might not be able to deliver. If you can’t give out raises, promotions and bonuses, for instance, explain why. If you tell them one thing, and then do another, it’s going to impact their level of trust in you.

Praise often.

Don’t be stingy with praise! When employees do well, let them know. Thank them for their contributions and the impact they are making in the company. Likewise, offer constructive criticism, too. Your employees won’t grow and learn if they don’t know which areas need some work.

Be open to feedback.

You shouldn’t be the only one giving out feedback. Your employee should feel comfortable coming to you with issues, concerns and questions.

Set your employees up for success.

Determine out what your people need to be successful and then provide it, whether it’s through training opportunities, upgraded equipment, or other resources.

Would you like expert help hiring for your team? Contact 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.

How to Make a Job Offer That Doesn’t Get Turned Down

December 1st, 2015

As one of the top staffing agencies in Charlottesville, Adams & Garth knows the hiring process isn’t over once you’ve found the ideal candidate. You still have to make the offer – and the approach you take can be the difference between your top pick candidate accepting the job or turning it down. How can you ensure you put your best foot forward in your next job offer? Here are a few steps to take:

Step #1: Act Quickly

Once you know you want to hire someone, don’t sit on your decision. You need to act quickly. The best candidates are in demand by other companies, so you need to make an offer to ensure you don’t lose someone out to the competition. Even a day or two can make all the difference.

Step #2: Make Sure Your Compensation is Competitive

Now that you know how much experience the candidate brings to the table, make sure the compensation your company is offering is fair and competitive. If you low-ball a candidate in the hopes of saving some money, they’ll likely decline your offer rather than counter. So before you make an offer, make sure you do your homework and know what’s competitive for someone with their skills and expertise.

Step #3: Give the Candidate a Call

Once you make a hiring decision, give the candidate a call to discuss the offer. Make sure you outline not only compensation, but also perks and benefits, like retirement options and flex scheduling. Your goal here is to get the candidate excited about the opportunity at your company so they accept the offer.

Step #4: Put It All in Writing

Of course, you can’t keep an offer verbal. You need to put everything in writing so ensure both parties are on the same page. Be sure to include details like job title, start date, salary and benefits, and full or part-time status. Don’t forget contingencies, such as signing a confidentiality agreement or passing a background check. You may also want your company’s legal counsel to review the document to make sure you haven’t overlooked anything.

Step #5: Be Patient

Once the offer is on the table, make sure you give the candidate some time to digest it and make a decision. They may need a few days before signing on the dotted line, which is completely reasonable. However, to keep the process moving, give them a date by which you need decision.

Do you need more help attracting great candidates to your company? 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 talent you need, the first time.

Contact us today to learn more.

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.