Adams & Garth Blog

As one of the leading Lynchburg staffing agencies, Adams & Garth knows that despite high unemployment, many employers out there are struggling to find candidates with high growth potential. One solution to this dilemma that has been increasingly popular in the recent past is offering a returnship program.

“Returnships” (a term actually trademarked in 2008 by Goldman Sachs), also known as “return to work” programs, are short-term, non-binding, paid arrangements that are similar to internships, except they’re for more experienced workers.

They give mature workers who have been out of the workforce for a period of time the chance to:

• Sharpen their skills;
• Make important connections;
• Learn new technology; and ultimately
• Gain the preparation they need to get back into the workforce.

For the employer, they also offer a host of benefits.

For instance, they allow companies to access candidates with more experience than what is typically found in younger recruits. These are typically people who have more than 10 years of experience – they may simply have taken some time off to care for young children or aging parents.

As a result, when an employer brings a candidate on board through a returnship program, they can gain access to a higher caliber of talent, and then are able to test them on the job before committing to a full-time hiring decision.

So how can you set up a returnship program at your company?

• Use your internship program as a starting off point. If your company has an internship program, there are many elements – e.g. your application process and orientation program – that you can re-use for your returnship program, rather than reinventing the wheel.
• Keep in open mind. Hiring managers can often aim to make a perfect “paper match” – in other words, matching a candidate’s skill set to the job. However, in the process, personality, soft skills and work styles go by the wayside. Instead, keep an open mind with your returnship program to ensure you don’t discount a candidate who would actually be a great fit for your company.
• Offer some flexibility with your program. Not all participants in your returnship program are going to have the same needs. That’s why it’s important to let them have somewhat of a say in the process. For instance, it’s important to understand what specific skills or abilities they feel they need to improve upon or learn about the most.
• Match participants with a mentor. Just as you would with an internship program, pair each program participant with a veteran member of the company. This person can not only serve as a sounding board and adviser, but they can also educate the participant about the internal dynamics of the company, so the returnship participant feels more comfortable there.

Are you one of those companies having a hard time finding talent for critical positions?

If you are, give Adams & Garth a call. As one of the leading Lynchburg staffing agencies, we can give you access to talented individuals who can increase productivity and deliver the solutions you need. Contact us today to learn more.

When it comes to hiring, you don’t have a crystal ball. So, as one of the leading staffing agencies in Lynchburg, Adams & Garth knows that each time you sign on a new employee, you’re really taking a chance as to whether that have the skill set, personality, drive, and work ethic you need. Every candidate says things like “I’m a team player” in order to land the position…but they may not actually be one once on the job.

So what’s a manager to do? One answer is to put temporary-to-hire staffing to use.

Temp-to-hire simply enables you to bring on an employee for a trial period and then make a decision as to whether to hire them full-time. This probationary period allows you to evaluate an individual’s on-the-job performance and make a more informed choice about hiring them. You are under no obligation to hire the employee once the trial period ends.

So if you do choose to bring on temp-to-hire employees, how can you make the most of this staffing option? Here are some tips:

• Put them through your training and onboarding process. Just because they’re a temp-to-hire employee, rather than a full-time one – yet – you don’t want to put them at a disadvantage by not offering the full gamut of training and support you would to a full-time new hire.
• Give them ‘real’ assignments. In other words, give them assignments that would be a part of their job if they were hired full-time. If you don’t, you won’t be able to accurately assess their performance.
• Introduce them around. Keep in mind, you’re not just evaluating their hard skills, you’re evaluating their soft skills too. So make sure that you introduce the temp-to-hire employee to their co-workers and company key players just as you would a full-time hire.
• Talk with your staff before making a hiring decision. When the trial period is coming to an end, ask your staff members for their input. They’ll likely be able to offer some valuable insight, helping you to make a wise hiring decision.

Interested in Putting Temp-to-Hire Staffing to Work at Your Company?

Give Adams & Garth a call. As one of the leading staffing agencies in Lynchburg, we can help you drastically reduce the risk of a bad hire through our temporary-to-hire staffing option. Contact Adams & Garth today to learn more.

You may have thought things were humming along. But the two-weeks notice you just received from an employee has brought your world to a screeching halt.

First, take a deep breath. Employee resignations are just a reality of doing business. Second, get to work. As one of Lynchburg’s top staffing agencies, Adams & Garth knows there are some steps you need to take to ensure the exit process unfolds seamlessly.

Here’s a look at 8 of them:

1. Notify Key Players.

Your boss, other managers, and HR will need to be notified when an employee resigns. Also, if the employee didn’t give you a written resignation letter, ask him or her to do so, so that you can keep it on file.

2. Notify the Rest of Your Team.

Besides key company players, it’s also important to notify the rest of your team so that they’re not blind-sided by the departure. They may be working on projects or tasks with the departing employee and will need to have plenty of lead time in order to delegate the work to someone else.

3. Determine When to Terminate Network Access.

You don’t need to cut off an employee’s computer or phone access right away, unless you have good reason. But you should notify your network administrator the date that the employee’s email and phone extension should be re-routed. You’ll also need to decide who those communications should be routed to.

4. Make Sure Company Property is Returned.

From laptops and tablets to cell phones and ID badges, make a list of all the company property the employee has and ensure it’s all returned before their last day.

5. Determine Payment of Unused Paid Time Off or Unpaid Expense Amounts.

If your company pays employees for unused paid time off, like vacation or sick days, you’ll need to determine how much is owed to the departing employee. Also be sure to pay the employee for any unpaid expenses for company business.

6. Make Sure Your Employee Gets a Letter About Their Benefits.

If your organization must comply with COBRA, then make sure your employee gets all the information they need about their rights under the law. For instance, if they haven’t accepted a new position yet, then they may choose to extend and pay for their health insurance coverage with your company.

7. Remind the Employee About Confidentiality Breeches.

An employee may not have a non-compete or confidentiality agreement with your company, but most companies do have policies for all employees prohibiting them from sharing confidential information. So if your company has one, remind your employee about it.

8. Conduct an Exit Interview.

During an exit interview, an employee may offer authentic insight into why they’re leaving…and it may have something to do with your company’s culture or business practices. So it’s wise to conduct an exit interview and ask probing questions of the departing employee so that you can take steps to reduce turnover in the future.

Need Help Filling a Position?

If an employee just quit, and you need help filling their position, let Adams & Garth know. As one of Lynchburg’s top staffing agencies, we take the hassle out of hiring; we can help you find and hire top-notch candidates for a variety of positions. Contact Adams & Garth today to learn more about how we can help you.

As one of the top staffing agencies in Lynchburg, Adams & Garth knows that hiring is certainly not easy. After all, you’re dealing with the ultimate unknown – people – and the fact that appearances (and resumes!) can be deceiving. Aside from the risk of making a mistake, hiring is a part art, part science – and it requires a significant investment of time and energy in order to get it right.

So how can you make the most of your hiring function, so you do hire right? Here are some tips to keep in mind:

1. Let Your Top Performers Be Your Guide.

Look to your top performers to determine the kinds of skills, attitudes, and habits that lead to success within the company. Then look for job candidates with similar attributes.

Also, be sure to ask your top performers for referrals when you do have an opening. Successful people typically hang around with other successful people, so they may be able to refer you to your next great hire.

2. Let Candidates Screen Themselves Out.

In today’s job market, you’ll likely be inundated with resumes from qualified and unqualified candidates. So try to cut down on the flood by letting candidates screen themselves out. For instance, use language such as “MBA required for this position,” or “must have corporate sales track record.”

3. Describe a Typical Day or Week in the Position. 

From a candidate’s perspective, it’s hard to envision whether they’d be right for a position that, for instance, requires “strong interpersonal skills.” However, if you offer specific details about what a day or week in the position would be like, candidates will have a better sense of whether the job is the right fit for them.

4. Give Top Candidates an Assignment.

After you’ve whittled your candidate selection down to two or three, task them with completing an assignment. That will offer you a much better indication of their skill level, motivation, and work ethic.

5. Don’t Just Hire When You Have an Opening.

Always be on the lookout for top-notch candidates. And if there’s someone you know would be the perfect fit for your organization, then be open to hiring them.

Want Expert Help With the Hiring Process?

Let Adams & Garth know. As one of the top staffing agencies in Lynchburg, we can take the hassle out of hiring for you. Contact Adams & Garth today to learn more.

As one of Lynchburg’s leading staffing agencies, we know that having a safety program is of paramount importance, especially if you work in an industry where employees could get easily injured. Otherwise, you could pay for it in the form of employee leave or workers’ compensation claims. And in fact, in 2008, the Bureau of Labor Statistics reported that the most serious injuries and illnesses cost U.S. employers more than $53 billion in workers’ comp.

The good news is that implementing an effective safety program should actually save you money in the long run. Here are some tips to help you get started.

Get your leadership team to buy into it. 

You can have the best rules in place, but they don’t mean anything if they’re not enforced or if your supervisors aren’t setting good examples. That’s why it’s critically important for you to get your leadership team on board by asking for their input and ideas and also giving them the authority to reprimand those that are breaking the safety rules.

Know your weaknesses. 

If there are certain tasks or pieces of equipment that pose a more serious threat, then identify those risks and document what you’ve done to ensure accidents don’t happen because of them. But don’t stop there. Train your team about the hazards and arm them with the information they need to properly deal with danger zones.

Evaluate your safety program. 

Once you have a program in place, it’s important to evaluate it on a regular basis to make sure it still meets your safety needs. In addition, if you buy equipment or bring in any hazardous materials that could pose a threat, then educate your employees about these new hazards.

Get outside help. 

Talk to your insurance provider. They should be able to offer you guidance and advice on implementing an effective safety program. You can also look to the Occupational Safety and Health Administration (OSHA) for safety tips and requirements.

In addition, if you use temporary staffing on a regular basis, it’s especially important to have a strongly enforced safety program in place and to educate all temporary workers about it.

And if you need some help with your temporary staffing function, give us a call. As one of Lynchburg’s leading staffing agencies, we can provide you with the flexibility to staff up when needed, without increasing your permanent headcount. We can also help with your orientation and safety training program for temporary workers. Contact us today to learn more.

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

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

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

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

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

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

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

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

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

1. Sit down with the employee.

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

2. Work with HR.

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

3. Terminate the employee.

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

4. Respect the employee’s privacy.

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

5. Be consistent in your actions.

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

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

Bullying has been in the news media a lot lately with some high profile cases. While those cases involved students, bullying unfortunately doesn’t stop once you finish school and move on to the workplace. In fact, according to the Workplace Bullying Institute, 35% of U.S. workers have experienced bullying firsthand. In addition, bullying is 4 times more prevalent than illegal harassment.

As one of the leading Lynchburg staffing agencies, we know that just as a school bully can have a negative impact on the classroom, so too can a workplace bully impact morale and the culture of a company. What’s more is that workplace bullying can actually cost your company money in the form of:

• Disengaged employees
• Increased absenteeism
• A higher rate of turnover and loss of talented employees
• Lower productivity

So whether you’ve already got one on your team, or you simply want to pre-empt any future issues, here are some suggestions to keep in mind when dealing with a bully at work:

First, train your supervisors.

All supervisors at your company should be aware of workplace bullying and what it looks like so they can nip issues in the bud before they get out of control.

Some signs to look for include abusive language, such as name-calling; public and personal insults; regularly making someone the brunt of jokes; and increased absenteeism (among the victim of a bully).

With that said, just because someone loses their temper and calls another employee a name, doesn’t mean you have a bully at work. Bullying happens when the above signs are occurring again and again.

Also, keep in mind that the majority of workplace bullies are supervisors, or workers who hold positions of power. So it’s important that you too look out for bullying issues among your management staff.

Secondly, if you see an instance of workplace bullying, deal with it immediately.

Meet privately with the bully. Remain composed and give specific examples. Let the employee know that such behavior won’t be tolerated. Also make sure to document the conversation and take appropriate actions, such as offering access to counseling for anger management.

Thirdly, develop a workplace bullying policy and incorporate it in your employee handbook.

With anti-workplace bullying legislation on the horizon in many states, it makes good business sense to adopt a policy about workplace bullying in order to avoid legal trouble. The policy should define unacceptable behaviors and clearly spell out the consequences of those behaviors. It should also outline the steps an employee should take if they feel they are the victim of a workplace bully.

If you need some help with this or any other HR issues, please contact Adams & Garth. As one of the leading Lynchburg staffing agencies, we go well beyond just filling empty positions. We take the hassle out of hiring and retaining top talent for your company.

Find out how Adams & Garth can help you with staffing & HR headaches>

As one of Lynchburg’s leading staffing agencies, we know that creativity and innovation are essential elements for success in today’s increasingly global economy. But how can you take advantage of this global expansion without risking working capital?

One way is through the use of virtual teams. Virtual teams essentially allow professionals to work together without being challenged by geographical limits. When you implement virtual teams, you aren’t restricted to just the talent in your own backyard. Depending on your industry and needs, you can find and hire the very best talent, whether they’re located in Central Virginia, California, New York, or London.

With that said, managing virtual teams takes a lot of patience and communication in order to reap the rewards. And virtual teams aren’t right for every company or every industry. But if you think creating a virtual team is a step in the right direction for your Lynchburg firm, here are some tips to help you keep your projects and your team on task:

Set the ground rules.

How often should each team member check in? Should they send out progress reports to the entire team or just to you? Is every meeting mandatory to attend? Are there certain hours everyone is required to be working? To implement a successful virtual team, you need to set these basic – but critically important – ground rules so that everyone is on the same page.

Explain everyone’s roles.

Obviously, everyone on your virtual team should understand their own roles and the tasks they are responsible for. But they should also understand the roles and responsibilities of the other team members, as well. Otherwise, they will each be working in a vacuum, oblivious of how what they do – or don’t do – impacts others.

Develop goals.

Besides communicating everyone’s roles and responsibilities, also make sure all the team members are aware of the goals you are trying to achieve so they can work collectively towards success.

Meet in person if possible.

If your virtual team members are nearby, meet face-to-face occasionally, even if it’s just over drinks. While video conferencing and phone calls are great ways to communicate, nothing can replace in person communication.

Be sensitive to time differences.

When setting meetings, alternate times so that the same team members aren’t always forced to get to work early, or stay late.

Over-communicate.

Communication is really the key to success when it comes to successful virtual teams. However, when you’re working virtually, rather than in a traditional office environment, communication takes more of an effort. Still it’s important to take advantage of every opportunity to communicate and interact, even if you feel like you’re going overboard. The last thing you want is for a detail to slip through the cracks.

If you need some help staffing your virtual team, contact Adams & Garth. As one of Lynchburg’s most experienced staffing agencies.we can give you access to the qualified contract and direct hire talent you need to build strong and effective virtual teams.

As Lynchburg companies are slowly starting to hire again, finding the right people to fill openings is more important than ever. If you’re looking to hire, here are 5 must-ask interview questions:

1. Tell me about a time when you had to overcome a major obstacle.

This question will help you get a clearer picture of the candidate’s work history. You may want to be more specific with this question, depending on the position you’re trying to fill. For instance, if it’s a managerial position, ask them about a time where they made a bad hiring decision and what they did about it.

2. Why do you want this position?

This question will help you determine if the candidate has done their homework and researched your company. It will also give you some insight into how the candidate feels about the job and your company, as well as why they think they’d be a good fit for the position.

3. What have been your greatest areas of improvement in your career?

This is another way to ask the question about weaknesses (i.e. What’s your biggest weakness?). Candidates should address this question in a way that shows how they are dealing or have dealt with a weakness. It also gives the candidate a chance to talk about their career ambition and learning experiences. Beware of candidates who are unwilling to admit a weakness. Everyone has them, and the good candidate will know how to turn a weakness into a positive.

4. What’s the hardest feedback you’ve ever gotten and what did you learn from it?

This question shows that your candidate can learn from mistakes. If a candidate tells you they can’t remember or haven’t ever gotten negative feedback, that could be a red flag. It could indicate that they have never worked in a fast-paced, intense, or creative environment. It could also indicate that they never asked for feedback or were viewed as too fragile to receive it.

5. What kind of work environment do you prefer?

Finding a candidate who is the right fit in terms of personality is just as important as finding someone with the right skill set. So if your culture is laid back and loud, someone who is more reserved may not fit in there, even if they look great on paper.

If you need any help with the hiring process, please contact Adams & Garth. As an experienced Lynchburg staffing agency, we’ve partnered with top companies since 1989, providing temporary and full-time staffing, training and HR consulting services.