Adams & Garth Blog

How Long Should I Give a Candidate to Accept a Job Offer?

April 21st, 2015

As one of Staunton’s leading staffing agencies, Adams & Garth knows that deciding whether or not to accept an offer is nerve-wracking under the best circumstances. But if a candidate feels as if you’re holding a gun to their head to respond, they’re going to walk. Accepting a new job is stressful enough. So when a candidate is at their most vulnerable, don’t apply more pressure.

That said, you have other candidates waiting in the wings. And the longer you wait, the more you risk losing out on them. For instance, your second choice candidate may have another offer that they need to respond to quickly.

So what’s a reasonable amount of time to let a candidate think about an offer?

If you can, give candidates a week to respond. After all, they’re making a big life decision, one that will impact their finances, their family, and their career satisfaction. Ideally, once you’ve reached the offer stage, a candidate will know pretty quickly about whether or not they want the job. However, there are some people who need more time to ponder the pros and cons of the offer, as well as talk it over with their spouses or families.

However, if you need an answer faster, then you also need to tread lightly. You don’t want the candidate to feel like you’re trying to twist their arm. Say something like:

“You’re our first choice for the job. But we do have a few other strong candidates who have job offers they need to respond to as well. If you can get us an answer by Monday, that would be great.”

Regardless of how quickly you need a response, it’s important to communicate your deadline to the job candidate. If you need an answer before the end of the week, the candidate needs to know that. They’re not a mind reader, after all.

In addition, keep in mind, the more thorough you are during the hiring process with all candidates, the faster a candidate will be able to respond. For instance, if they still have outstanding questions about the compensation package and the role they’d be undertaking, then you didn’t go in-depth enough during the interviews.

Need help finding great job candidates you want to make job offers to? Call the experts at Adams & Garth. As one of Staunton’s leading staffing agencies, we can take the hassle out of hiring for you, so you can focus on other priorities. Contact Adams & Garth today to learn more.

 

Giving Employees Privacy in a Tight Office Space

March 17th, 2015

As one of the leading staffing agencies in Central Virginia, Adams & Garth knows that cubicles with half walls, open floor plans and shared office space are becoming the norm. But do they really produce more creativity and better collaboration?

According to research by the University of California, Irvine, the answers “no.” They found that employees in cubicles receive 29% more interruptions than those in private offices. And employees who are interrupted frequently report 9% higher rates of exhaustion.

If your office has limited space – and it seems to be shrinking by the day – what can you do to help your staff have some privacy when needed? Here are a few tips:

  • Let employees telecommute. If you have staff members who prefer quiet and privacy – and they can do their jobs from home – let them. Chances are, they’ll be more productive than if they’re working in an open layout with noise and distractions.
  • Create a private space for employees to use. You may not have enough space to offer each employee a private office. But take one of your offices or work areas and transform it into a private space for all employees to access. It can be as simple as a small office with a desk and a phone. Communicate to your employees that this is the space they can use if they need to make a phone call and need some privacy or need to work without interruption.
  • Give employees who want them headphones. Some people thrive in an open office space; but many do not. Acknowledge that fact by giving employees who want them headphones they can use when they don’t want to be interrupted or when they don’t want to hear the noise around them.

While some people prefer private space in which to work, others need it due to the nature of their jobs. For instance, it’s hard to communicate confidential information when you have 20 co-workers in ear shot. But by following the tips above, you can give your employees the privacy they need without relocating or adding on additional office space to your building.

Keeping your staff comfortable is one key to retaining top talent. If you need additional advice on hiring and retaining your employees, 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.

 

Could Your Company Culture Use Some Work?

March 3rd, 2015

As one of the top staffing agencies in Charlottesville, Adams & Garth knows statistics show that employee unhappiness is on the rise. One of the culprits is a negative workplace culture. Such a culture can result in a lack of team work and collaboration, high turnover, and low productivity. So if you suspect your culture could use some work what can you do about it? Here’s a look:

Be transparent.

Be open and honest with your team, even when you’re sharing bad news. Otherwise, the rumor mill will take over and your employees will lose trust in you. That said, it’s also important to remain upbeat and focused on the future. So even during a down time, it’s also important to talk about how you’ll overcome it and the opportunities that could arise out of the situation.

Provide positive feedback.

You don’t want to offer praise just for the sake of it. But when employees are consistently working hard and achieving goals, then you need to communicate your appreciation to them. Otherwise, you’ll lose out on employees in search of other opportunities they feel more valued in.

Give credit.

When an employee goes above and beyond, then give credit where it’s due. If you don’t – and you take credit instead – your employees won’t be driven to do their best, nor will they trust you.

Ask for input.

When it comes to problem solving, your employees should be your go-to source. They’re the ones working closely with your products and customers and are most likely to see opportunities for improvement and innovative solutions. In addition, by asking your employees to share their ideas, they’re going to feel like a more valuable part of the team.

Foster competition, don’t hyper focus on it.

Some competition is certainly good for your company. Regularly pitting employees against each other is not. Some individuals thrive in high-stress environments, but most don’t…at least not for long.

Provide support.

Communicate regularly with each of your employees. Sit down with them and create a career plan for growth within the company and meet to review and modify it as needed. Otherwise, employees won’t know where they fit in and they won’t remain on board as a result.

As a manager, creating a positive workplace culture isn’t a task to cross of your “to do” list. It’s an ongoing effort and there will always be questions and room for improvement. However, by following the tips above you can take steps toward ensuring your people – your most important asset – can benefit from a great company culture.

If you need help hiring the right kind of people for your unique culture, 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.

 

Struggling With Information Overload? Here’s How to Deal

February 17th, 2015

As one of the top staffing agencies in Charlottesville, Adams & Garth knows too much information overloads our brains and causes us to become even more forgetful and uncertain. But in today’s day and age of constant texts, emails, dozens of passwords to keep track of, and other incoming data, it can seem unavoidable.

However, a new book called The Organized Mind: Thinking Straight in the Age of Information Overload by Daniel Levitin, a neuroscientist and psychologist, offers some solutions. In it, he explores how high achieving individuals are able to overcome information overload and enjoy a more focused and less stressful life.

Here are a few key insights from his book:

Give everything a home. According to Levitin: “Place memory evolved over hundreds of thousands of years to keep track of things that didn’t move, such as fruit trees, wells, mountains, lakes.” That means we’re not necessarily wired to keep track of items that are constantly on the move, like car keys, wallets, reading glasses, and cell phones. As a result, we spend an ample amount of mental energy trying to find them. However, when these often-used item have a set home, then you don’t you have to waste time and energy – and get frustrated to boot – searching for them.

Focus instead of multi-tasking. Set times during the day when you don’t check your phone messages and email, or browse the Internet, and simply focus on the work at hand. Also, create a “to do” list of tasks for the day and prioritize them. Don’t let distractions get in the way of completing each task. Why? Because focusing on one task at a time actually takes less energy, according to Levitin. In fact, he writes:

“People who organize their time in a way that allows them to focus are not only going to get more done, but they’ll be less tired and less neurochemically depleted after doing it.”

Give yourself time. As a manager, you often spend your days in back-to-back meetings. While you think you’ll remember everything that occurred, you typically won’t. So instead of scheduling one-hour meetings, schedule 50 minute ones and give yourself 10 minutes in between to make notes on what transpired and any action items you need to take.

Don’t skimp on sleep. According to Levitin, “sleep has been shown to enhance the formation and understanding of abstract relations, so much so that people often wake having solved a problem that was unsolvable the night before.” So make getting a good night’s sleep a goal at the end of each day. For some, that might mean eight or nine solid hours, while for others it might be a good six hours and a power nap during the day. Make good sleep a priority – and you will get more done.

If part of your struggles are due to staffing issues at work, give Adams & Garth a call. 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.

To Promote or Not to Promote?

February 3rd, 2015

In an ideal world, an employee would excel and deliver great work consistently…and they’d eventually earn a promotion. In the real world, though, it’s not always that simple.

As one of the leading staffing agencies in Central Virginia, Adams & Garth knows employees can make mistakes, deliver inconsistent results, and disappoint when you least expect it. So how can you tell when it’s really time to promote an employee – and when you should hold off? Consider these tips:

Evaluate their track record.

Everyone – even the best employees – will have blips on their track record. However, you’re looking for an overall trend of positive performance when deciding whether to promote someone. Some signs include:

  • They’re reliable, show up on time, and maintain a positive attitude.
  • They keep up with their work and achieve their performance goals.
  • They consistently get positive feedback from customers.

A spotty record, on the other hand, is not a good indication that someone is ready for a promotion.

Look at their personality.

If you’re thinking of promoting someone into management who regularly looks down on others, doesn’t collaborate well and is too aggressive, you may want to think again. Someone might have the right hard skills to perform a certain job, but if their personality isn’t a fit, then you’re asking for trouble. Before you make a decision, think about how their personality will translate in the new position. The last thing you want to do is set someone up for failure.

Think about the rest of the team.

How will your other employees react to news of a promotion? Will they think: “this person is great for the job,” or will they question your judgment? It’s important to take your team’s reaction into account before making a move.

Ask whether you can afford it.

Promoting someone undoubtedly means that person will get a raise in salary. The question is: can you afford it? Asking someone to take on more work and responsibility – and deal with the many challenges that come with a promotion – all without extra compensation – isn’t good for retention. So before you make an offer, ensure you have the funding you need to promote.

Promoting the wrong individual at the wrong time can cause serious damage. That’s why it’s so important to take the time to consider whether a promotion is the right step for an employee, well before making an offer.

Need help hiring for your company? 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.

What to Do When an Employee Needs Hand Holding

January 20th, 2015

Imagine this scenario:

You have an employee who is always knocking on your door. They’re asking for feedback, direction and advice at every turn. You typically don’t mind offering input. But this particular employee seems to need to be told what to do all the time. What should you do?

As one of Staunton’s leading staffing agencies, Adams & Garth knows if an employee is constantly coming to you in need of help, then there are a few different scenarios that could be in play:

First, you’re not providing them with enough guidance and they’re simply in search of the answers they need to do their job. As a manager, an important part of your job is to offer clear direction and feedback. If you’re not comfortable in that role, then you need to get comfortable quickly, or else you won’t succeed as a manager.

Second, if you’ve already offered clear feedback and direction, and the employee is still floundering and coming to you non-stop, then they may be in a position ill-suited for them. If that’s the case, you need to re-assess their talents and re-align them with a job that matches their skills. When employees are in positions that are a match for them, they feel more engaged, competent and connected. Ideally, before a person is hired for a role, you’ll know their talents to ensure you’re hiring the right person for the job.

A third reason an employee may be constantly interrupting you for guidance is that they’re not confident and need re-assurance from you. It’s up to you, as their manager, to tell them clearly and directly they need to stop disturbing you so much and make decisions and solve more problems on their own. Explain to them about what you need to be updated about, what you don’t, and to determine for themselves what issues should be escalated to you.

In the beginning, you may also want to set up weekly progress meetings to discuss any issues or concerns they may have. Ask your employee to save discussion items for that meeting, unless something is truly urgent, so you’re not interrupted continuously throughout the week.

Keep in mind too, some employees need more guidance and direction than others. As their manager, it’s up to you to tailor your management approach to ensure every employee on your staff succeeds.

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

Keep the Flu Out of Your Office This Winter

January 6th, 2015

The flu season is in full swing – and, as one of the leading staffing agencies in Central Virginia, Adams & Garth knows it can wreak havoc on your workplace, not to mention productivity, if you don’t take a proactive approach. To help keep the flu in check and away from your staff this winter, follow these tips:

Tip #1: Encourage employees to stay home when sick.

Too many times, employees feel compelled to come into the office, even when they’re down and out with the flu. Don’t let them! Tell employees to stay home when they’re ill – and don’t punish them for using sick days. Make sure you set the example too by staying home when you’re sick. And finally, if an employee is clearly sick, don’t hesitate to send them home. The flu is highly contagious, after all, and the last thing you need is an entire staff battling it.

Tip #2: Make it easy for employees to get a flu shot.

Send out reminders about local flu-shot clinics. If your company is large enough, consider offering a flu clinic on-site, as well. Whatever you do, make is easy for employees who want to get vaccinated to do so.

Tip #3: Invest in hands-free appliances.

Moving toward hands-free appliances, like automatic soap and paper towel dispensers, can certainly pay off in the form of fewer sick days used by employees.

Tip #4: Keep it clean.

Doorknobs, railings, faucets, conference tables, copy machines, community office products, and any equipment people touch should be disinfected daily. Also, encourage employees to clean their desks and keyboards regularly. Provide hand sanitizer, wipes, disinfecting sprays and towels for them to use.

Tip #5: Promote hand washing.

According to studies, hand washing is still one of the most effective ways to stop the spread of the flu. While you don’t want to sound like a nagging parent, encourage employees to wash their hands regularly. Post signs in restrooms, break rooms and lunch rooms.

Tip #5: Prepare for more sick days.

Plan for the flu ahead of time by having options in place for employees to work from home. That way, if they feel up to it, they can still get work done without coming into the office and potentially spreading the virus.

From lost productivity to missed deadlines, the flu can cause a host of challenges. Overcome them by encouraging and educating workers about how they can fight back. When you do, you can reduce sick time, maintain productivity, and operate a healthier workplace.

If you have employees out on extended sick leave and need extra help as a result, call Adams & Garth. As one of the leading staffing agencies in Central Virginia, we’ll learn about your company, your culture, and your key staffing pains. We’ll then get to work providing you with access to the people you need, where and when you need them. Contact us today to learn more.

 

Conducting Employee Reviews With Underperformers

December 16th, 2014

As one of the leading staffing agencies in Staunton – and Central Virginia, Adams & Garth knows whether you’re the boss or an employee, you likely view the performance review process as a painful one. But it can seem even more excruciating when you have to conduct an evaluation with an employee who is underperforming.

How can you approach the awkward conversation and make it as effective as possible? Here are some tips to help you get your less-than-stellar team member back on track:

Determine the Root Cause of the Problems

It’s never a good idea to go into a performance review and just wing it. But this is especially true with an underperforming employee. You need to take the time to think about what’s causing the problem so you can work with your employee to address it. Ask yourself:

  • Is this person a bad fit for the job?
  • Do they lack the required skills?
  • Are they being given enough training and support?
  • Am I giving them enough feedback throughout the year?
  • Do they understand what’s expected of them?
  • Do they have clear performance goals and objectives?

What you might find out is that you are contributing in some way to the poor performance. So don’t simply concentrate on what a problem employee is doing wrong; you may need to make some changes, as well.

Get Feedback From Others

Before your performance reviews, ask other employees and managers for their input on the situation. You may want to conduct a 360 review, or connect with the individual’s past boss at the company and ask for their advice on the matter. When you have conversations like these, handle them with care and keep them confidential.

Have a Conversation With the Underperformer

Though it can be tempting, don’t lecture an employee on everything they’re doing wrong. To engage the employee in the process, it’s important to have a conversation. Explain to them what you’re seeing and how it’s affecting the team. Make it clear you want to help them and ask them for their take on the situation. Work together to brainstorm solutions. Keep in mind, your employee may need some time to digest the information you’re presenting, so don’t expect an immediate resolution.

Create a Plan of Action

Work with your employee to create a plan to get them back on track. Talk about what you’re each going to do differently and settle on goals and measurable actions that you can use to monitor progress. Make sure part of the conversation involves the resources your employee will have access to in order to accomplish the goals and expectations you’ve set forth. The last thing you want to do is set them up for failure.

Monitor Progress

Make sure you follow up. Check in with your employee regularly and set up formal touchpoint meetings to talk about progress, challenges and successes.

And whatever you do, don’t ignore issues with problem employees. Though they can be uncomfortable to talk about, it’s a must if you don’t want them to fester and affect the morale on your team.

Need help hiring top performers? Call Adams & Garth. As one of the leading staffing agencies in Staunton – and Central Virginia, our trained specialists can take the hassle out of hiring, so you get the skilled, hard-working employees you need. Contact us today to learn more.

Celebrating the Holidays at Work

December 2nd, 2014

It’s that time of year and employees want to celebrate. What are the benefits of embracing the holiday spirit – and in what ways can your company do so?

The Benefits of Holiday Celebrations:

  • Allows employees to relax and recharge.
  • Boosts morale, which in turn increases employee motivation and productivity. When employees are motivated, they deliver greater organizational success.
  • Enhances loyalty, thereby reducing the attrition rates of the organization.
  • Fosters an environment of caring and respect, enhancing the bond among employees.
  • Reaffirms a company’s desire to create a “family-like” atmosphere and reflects how much an employer cares for employees. Also sends a positive message that you value and respect your team.

Tips for Celebrating the Holidays at Your Company

Create a Planning Committee

The group should include those from across the company who will plan and implement holiday events.

Give Back

Make a donation on behalf of your employees for a cause that aligns with the beliefs and values of your company. Make sure to communicate the impact of the contribution with employees. Also, get employees involved in selecting the cause to support.

Recognize Top Performers

However you do celebrate, make sure to announce employee successes over the past year by recognizing both individuals, as well as teams. For instance, you can present service or performance awards to show appreciation to staff while they’re among their peers and business leaders.

Don’t Forget About Diversity

Not everyone celebrates the holidays, so be respectful of different religious views. Pay attention to the diverse customs and needs of your entire workforce so everyone feels included.

Reinforce Company Policies

Instances of inappropriate behavior, like sexual harassment, are higher during this time of year. That’s why it’s important for companies to remind employees that policies are still applicable during company events.

Have a Good Time

Regardless of how you celebrate the holiday season, what employees will remember most is how the event made them feel. So whatever your company does, just make sure it’s appropriate for your unique workplace and culture and that people have fun and feel appreciated.

Understaffed during the holidays? The holidays are a busy time of year for many companies. If yours is one of them, call Adams & Garth. As leading Staunton recruiters, we can give you access to top candidates throughout Central Virginia that will hit the ground running at your firm. Contact Adams & Garth today to learn more.

Warning: Be Wary of This Candidate

November 18th, 2014

As one of the top staffing agencies in Charlottesville, Adams & Garth knows making a bad hire is expensive. Worse, it also means you likely missed out on hiring someone great. So how can filter out those candidates who perform well during the hiring process, but will fall apart once on the job? Here’s a look at a few traits to be on the lookout for:

They’re too vague.

In the business world, generalizations simply don’t cut it. It’s important for you to know facts, figures and details when it comes to hiring the right person for the job. If you continually probe a candidate for these specifics – and come up empty handed – then move onto another candidate with a proven track record they can talk about.

They ramble.

Sure, rambling might be a sign of nervousness in an interview. But it’s also a sign that a candidate might not really understand what you’re asking them. Not being able to provide a concise answer could also mean they’re ill-prepared or have weak communication skills.

They’re too casual.

Whether they show up to the job interview dressed inappropriately, or they seem to have a lack of regard for you or your staff, then it’s a sign of what’s to come if you hire this person. Ditto if they seem overly tense and stressed out.

They don’t know much about your company.

Once you start asking questions, it quickly becomes clear a candidate knows next to nothing about your company. The best candidates will not only know the basics, but also the unique value they can offer you. If a candidate isn’t going to spend any time learning about your company before the interview, then it shows a lack of attention to detail and professionalism.

They’re negative.

A candidate who is critical or openly bashes a former boss, co-worker or employer may carry that resentment over to their new position. In addition, making negative comments shows a lack of tact, as well as poor judgment.

They don’t ask questions. 

Candidates can’t find out if they’re a good fit for you if they don’t ask questions. So be wary of those who don’t. It’s an indication they’re unenthusiastic about the job, not prepared, or lazy.

They focus on the perks.

An initial interview should be about a candidate learning more about the company, the role and your needs. If it seems like they’re asking too many questions about vacation time and salary, then it’s a sign “the perks” are the priority, not the work.

When a candidate shows the signs above, then filter them out of the running and move onto other, stronger individuals. And if you need help with the candidate sourcing 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.