Adams & Garth Blog

Many employers, looking to save money, recruit younger workers to fill open positions. But, as one of Central Virginia’s top recruiters, we know you can hire veteran workers – for less money – if you take the right approach.

There are many skilled, older workers out there who want to work part-time, or have a flexible schedule so they can continue to earn an income, while also enjoying more downtime for travel and relaxation. These older workers are a great solution if you need a professional with a specific skill set, yet cannot afford to bring someone on full-time.

So how do you go about attracting older workers to your company? Here are some tips:

• Recruiting. Let your existing workforce know that you’re looking to hire experienced professionals on a part-time, or contract basis. Also, add information relevant to older workers on your company’s career web page or web site.
• Benefits. You may not be able to pay them a big salary, but offering attractive benefits will go a long way toward enticing the workers you want. This includes long-term care insurance, dental insurance, health care insurance, and retirement or pension plans with specific provisions for older workers.
• Schedules. Schedules other than the traditional 9 to 5 are great for older workers. So offer part-time schedules, telecommuting or job-sharing options, or a consulting arrangement.

The bottom line is that workers who are at or nearing retirement age have different needs than those at other, earlier stages in their careers. By gearing opportunities towards them, you can attract highly skilled and experienced older workers to fill gaps in talent and add value to your company.

And if you need some help with the hiring process, let us know. As one of Central Virginia’s top recruiters, we can give you access to the people you need, when you need them. Learn more now.

• In December 2011, Yale University football coach Tom Williams resigned amid inquiry about whether he lied about being a Rhodes Scholarship candidate.
• In 2006, Radio Shack’s CEO, David Edmonson resigned after it came to light that much of his resume was fabricated, including claims of earning two college degrees.
• In 2002, Sandra Baldwin, the first woman to become president and chairman of the United States Olympic Committee, resigned after she acknowledged that she lied about her academic credentials on her resume.

And the list goes on.

So how can this have happened at such respected institutions and companies?

The reality of the situation is that it’s estimated that half of all job applicants falsify their educational credentials. As one of the top employment agencies in Lynchburg, we know that companies have therefore become stricter about hiring policies – digging deeper into a candidate’s background in order to verify the information provided and avoid any embarrassing situations.

Here’s how to ensure you can prove your background to an employer, so it doesn’t interfere with a potential job offer:

Be honest.

All it takes is one phone call to a college registrar’s office in order to verify your degree. So if you went there for three years, but never graduated, don’t lie about it.

Have proof.

Keep your college diploma and any verification letters and certificates from schools and continuing education institutions on hand. With computer software and diploma mills, it’s easy for people to fake these documents, so keep the originals.

Check yourself.

Perform a background check on yourself to make sure you’re providing the most accurate information possible for your employer. For instance, if an employer asks for a college GPA, and you don’t remember, then call your alma mater to find out. Don’t just offer your best estimate.

Make sure your online profile is accurate.

Even if you don’t fabricate your resume, but you have false information on your LinkedIn or Facebook profile, a potential employer may be able to view and check that information.

And if you’d like some help creating a resume that’s effective and stands out from the crowd, give us a call. As one of the top employment agencies in Lynchburg, we can not only help you craft a strong resume, but we can also help you prepare for interviews and find jobs in Lynchburg that are a great fit for your skills and personality. Get started now.

As a staffing agency in Charlottesville, we know that there are many job seekers out there who are uncertain about working with a staffing agency to find a job. There are a lot of misconceptions about the industry and the kind of work offered through staffing agencies. But, in many cases, it’s more about myth than reality. Here’s a look:

Misconception #1. Staffing agencies only fill clerical jobs.

This was the case many years ago, but it’s certainly not true today. While some staffing agencies do specialize in filling clerical type positions, many also fill high-level positions in fields such as IT, healthcare, accounting, and more.

Misconception #2. Staffing agencies only fill temporary jobs.

Again, some staffing agencies do specialize in temporary staffing. However, there are many others that also offer temporary-to-hire and direct hire, permanent positions. There are also staffing agencies that recruit for executive-level positions only, as well.

Misconception #3. Staffing agencies only offer low-paying jobs.

Some of the jobs being offered through staffing agencies are certainly low-paying. But that may be reflective of the market’s “going rate” for that type of position. So the pay level is more dependent on the position and the skill level required to fill it.

Misconception #4. All jobs are short-term.

Some jobs are short-term, specifically those that are offered on a temporary or contract basis. However, staffing agencies fill many long-term assignments, as well as full-time, permanent positions.

Misconception #5. Staffing agencies don’t offer benefits.

Some do and some don’t. In fact, there are many staffing agencies out there that offer comprehensive benefits packages, as well as additional perks, like free training, referral programs, and paid vacations.

Misconception #6. Staffing agencies don’t offer “real” jobs.

The jobs offered through staffing agencies, whether temporary or full-time, are certainly real jobs. In fact, many of the biggest companies in Charlottesville use staffing agencies to fill positions.

Misconception #7. I have to pay to work with a staffing agency.

The employer pays the staffing agency, not the candidate.

Misconception #8. Taking a temporary job will hurt my chances of finding a full-time job.

A temporary job may actually help your prospects of finding a full-time job. The reason? Many employers are afraid to hire full-time because they don’t want to make a hiring mistake. However, if a temporary worker truly excels, an employer may turn that temporary job into a permanent one.

The bottom line is that if you’re unemployed and searching for a new job, you may want to consider connecting with a Charlottesville staffing agency.

As one of the leading staffing agencies in Charlottesville, we know from experience that hiring is a lot more successful if you use the right candidate assessment tools. Beyond the basic job application and interview, here are some tips and tools you can use to evaluate applicants – and hire star performers.

General abilities test

These tests measure a candidate’s reasoning, spatial, verbal, and written abilities to ensure a candidate can perform tasks that require a certain level of reading, computing, and communication skills.

Use for: Entry-level positions that don’t require an advanced degree.

Specific ability test

For some positions, a general abilities test simply isn’t enough. A specific abilities test may be a better choice if you need to test for specific mental capabilities (such as written comprehension or mechanical aptitude) or physical capabilities (such as reaction time or physical endurance).

Use for: Positions that require a very specific skill set.

Job simulation or work sample test

These kinds of tests will give you a good preview of how a candidate will perform on the job. While they can be difficult and expensive to create, they do provide you with valuable insight in how an individual will handle situations that arise in a real work setting.

Use for: Cost is a factor, so use for higher level or hard-to-fill positions.

Knowledge or skills inventories

These tests are used to assess a candidate’s grasp of specific knowledge and responsibilities.

Use for: High-level positions that require in depth knowledge on sophisticated topics, such as workplace safety laws.

Personality testing

These can be used to measure a candidate’s personality, including their strengths and weaknesses, likes and dislikes, leadership skills, and confidence level, to ensure that person is a good fit for the position and the company.

Use for: A range of skilled and professional positions.

Other important assessments include reference checks, background investigations, and drug screening. These checks in particular are critically important because they can help you avoid making a potentially catastrophic hiring decision.

If you’d like to learn more about candidate assessment tools, or need help with the hiring process at your company, please contact Adams & Garth. As an experienced Charlottesville staffing agency, our goal is to make hiring hassle-free for you.