Adams & Garth Blog

It’s December – which means most of your employees’ minds are on shopping, baking, decorating, and vacation plans instead of on their jobs.

As a manager, it can be difficult to balance the needs of your employees during the holiday season with your company’s need to be profitable. However, as one of Central Virginia’s leading staffing agencies, we know you can “deck the halls” and still maintain productivity if you follow a few key steps:

Offer longer lunch breaks.

During the month of December, let your employees take longer lunch breaks so they can catch up on all their holiday “to do” tasks. Create a schedule and let them choose a couple of days throughout the month for a 2-hour lunch. Not only will they be able to get stuff done, but when they’re back at work, they’ll actually focus on work – rather than thinking about everything they have to do.

Don’t launch a major project.

You need all hands on deck for a project launch – making the holiday season a really bad time for it. Wait for after the start of the New Year, when everyone is fresh and feels ready to plunge back into work. Instead, the end of the year should be left for tying up loose ends and planning for next year.

Expect down time.

You know employees are going to want to take time off, so rather than fighting it every year, just expect it. The fact of the matter is that even if your employees are physically present, mentally they’re not there. So if you can, close your office the week between Christmas and New Year’s; or at least give employees a couple of days off around each holiday. In between, you may want to schedule time for a “purge party,” during which your employees can clean up their work stations and get organized for the next year.

Set a good example.

As the manager, you set the tone for your staff and if you’re taking extra long lunches everyday and leaving early, then they likely won’t take their workload seriously during the holiday season. So no matter how hard it is, it’s important for you too to stay focused.

Schedule festivities.

That said, it doesn’t have to be all work and no play. As one of Central Virginia’s leading staffing agencies, we know how important it is to have some fun too. So bring in holiday treats, have an office decorating contest, or plan a gift exchange. You’ll keep morale higher by scheduling in some “fun” time.

As one of Central Virginia’s top staffing agencies, we understand that the thought of having to deal with your employees engaging in an office romance might make you squirm. Besides having to face the awkwardness of the situation should the relationship not work out, there’s also the hard-to-ignore issue of sexual harassment.

But with Sweetest Day just around the corner, cupid’s arrow could be pointed right at your office. And you’re not alone.

In fact, according to a 2011 survey by Career Builder, approximately 40% of workers said they have dated someone they worked with over their career. And the fact that office romances have become fairly common is really no surprise considering that most Americans spending half their waking hours at work.

However common they are, though, it’s still important to deal with them directly – and your first step should be to have a policy in place for all managers to work from should an office romance become an issue.

So what should your company policy include?

• A clear definition of relationships that are and are not acceptable. For instance, dating a co-worker is ok, but dating a manager should be prohibited considering the impropriety, perceived or not, that could result.
• In addition to defining acceptable relationships, you should also describe the kinds of behaviors that are inappropriate and the discipline measures that will take place should the behavior be exhibited. For instance, make it clear that you don’t want to see a couple kissing or hugging at work.
• Be sure to adopt a sexual harassment policy and be clear that “no means no.”
• You may even want to take your company policy one step further and adopt what some are calling a “love contract.” This is a legally binding document that you would require the couple to sign stating that the relationship is consensual and that they understand company policy regarding interoffice romance.

While an office romance can certainly throw a wrench in your management plans, it isn’t all bad. In fact, a third of those surveyed by Career Builder went on to marry their office romance. Some experts even say that interoffice dating improves motivation and employee loyalty and also reduces sick time off. Who knew!

And if you have any questions about creating a policy for office romances, give us a call. We know that Human Resources is becoming an increasingly complex and critical function, and yet many companies can’t afford to hire a full-time HR professional.

That’s where we come in.

As one of Central Virginia’s top staffing agencies, we offer an extensive menu of HR consulting services that can help you run your company more efficiently and effectively. Contact us today to learn more.

If you’ve been a one-man or one-woman show in the past, and are looking to hire your first employee, there are many factors you must consider.

First of all, in today’s world, hiring is a complicated task. As one of the leading staffing agencies in Central Virginia, we know this first hand. Just because there are a plethora of candidates out there looking for work doesn’t make your job easier. In fact, it makes your job harder because you will likely have many more unqualified candidates applying that you must sift through.

To hire right the first time – and continue to grow your company – here are some steps you must take:

1. Know what you want from your new hire.

Before posting a job ad, think about what you really want from a new hire. For instance:

• What kinds of duties do you want them to perform?
• What kinds of goals would you like them to achieve?
• Are you going to hire full-time or part-time?

By spending some time upfront thinking about the kind of person you need, you will be able to write a more clear job description and also clearly articulate your needs in a job interview so candidates can determine if the job is right for them.

2. Ask for referrals.

Ask trusted colleagues for referrals to candidates. Referrals are going to be the most cost efficient and effective source for strong candidates.

3. Create a clear and concise job posting.

Keep in mind that you’re writing a posting for a job, not a novel. So try to keep it short and sweet; otherwise, you’ll frustrate potential candidates who have to weed through long and dense paragraphs to find out what you’re really looking for in a new recruit.

Limit your posting to the job title; key responsibilities; required qualifications; qualifications you’d like to have, but that aren’t required; and directions for applying.

4. Take a targeted approach.

When posting the job, rather than using big job boards, consider taking a more targeted approach and submitting your post to industry job boards or publishing it in industry magazines.

5. Prepare for the interview.

Don’t just wing it; take some time to prepare thoughtful questions for the interviewing process. Also, make sure you ask all candidates the same questions so that you can compare apples to apples once you’re done interviewing.

To help you get started, check out our blog posting “5 Must Ask Interview Questions.”

6. Verify references.

Some job candidates who are eager to land the position will knowingly exaggerate their credentials and experience in an effort to stand out. Checking references is a way to avoid hiring people like this. Granted, you likely won’t uncover every weakness and mistake a candidate has made in the past. But it’s still important to require that each candidate submit at least three references and verify each one thoroughly.

Click here to get the full scoop on checking references in Central Virginia.

If you’d like additional help with the hiring process, please contact Adams & Garth. We are Central Virginia’s leading staffing agency and, as such, have partnered with top companies throughout Virginia since 1989, providing temporary and full-time staffing, training and HR consulting services. Contact us today to learn more about how we can take the hassle out of the hiring process for you!

As one of Central Virginia’s leading staffing agencies, we’ve heard plenty of hiring horror stories from employers over the years. It usually starts with a candidate that looks great on paper and ends with the employer being sorely disappointed. Worst-case scenarios can even wind up in the courtroom.

Some commonalities among these problem new hires include:

• Lack of a strong work ethic
• Wasting time on social networking sites
• Inadequate writing skills
• Inadequate math skills
• Inadequate communication skills
• Inability to handle constructive feedback
• Lack of critical thinking skills or creativity

To avoid these mistakes, and the ensuing horror stories, an effective hiring process is a must. Here are some ideas that can help you implement one:

Take a pro-active approach to recruiting.

Don’t just write and place an ad on a job board and then sit back and wait for the top candidates to apply. Be pro-active in your recruitment process. Reach out to your business network and let them know you’re looking. Advertise in trade journals and industry publications. And through sites liked LinkedIn, make a concerted effort to uncover hidden, passive candidates who may not necessarily be looking for a new job opportunity.

Ask the right questions.

Asking a candidate general questions about their strengths and weaknesses is perfectly acceptable. But also be sure to ask them for specific examples of their skills and personality. For instance:

“Give me an example of a goal you reached and how you achieved it”

Or:

“Tell me of an instance where you had to deal with a difficult customer and how you handled it.”

Test candidates.

During the hiring process, use aptitude testing and personality assessments in order to screen out those individuals who are not a good fit for the position and your company’s culture.

Develop job simulations.

Job simulations are certainly not necessary for every hiring decision you’ll make; but they’re a good option for testing out candidates for mission-critical positions because they can help you more accurately gauge specific job-related abilities and skills. While simulations can be costly to develop, making a hiring mistake could be far costlier in the long run.

Understand your audience.

When it comes effectively training a new hire, you need to understand your audience. For instance, younger employees aren’t going to respond to the same training methods as older workers. Therefore, be sure to employ a variety of training methods that include webinars and podcasts.

If you’re ready to hire – and would like some expert help – contact Adams & Garth. As one of Central Virginia’s leading staffing agencies, we manage all the details of the hiring process, so you can stay focused on running your business.

Our Direct Hire services include:

• Evaluating your job requirements and culture
• Developing a position description that best promotes your organization
• Sourcing the most qualified candidates through advertising, online job postings, and direct recruitment
• Screening, interviewing, and skills testing potential candidates
• Conducting reference, background, and DMV checks as well as drug testing
• Coordinating the interview process
• Acting as your liaison in negotiating the offer

Get started now>

As one of the leading staffing agencies in Central Virginia, we know that making the transition from co-worker to boss isn’t always easy. But there are some steps you can take to ensure the process goes as smoothly as possible. Here’s a look at six of them:

Step 1. Understand your role has changed.

It can be hard to swallow if all of a sudden your former co-workers aren’t including you in conversations or activities. But you have to accept that they no longer can relate to you in the same way because you are their boss. This may take some getting used to, but don’t take it personally. It’s simply an inevitable part of your promotion.

Step 2. But don’t change who you are.

Just because you’re in charge now doesn’t mean you need to rule with an iron fist. Nor does it mean you should start kowtowing to former co-workers because you still want to remain friends. Be who you are and take a balanced approach to supervising.

Step 3. Be clear about expectations.

Call a staff meeting as soon as possible and let your new team know what you expect from them as a whole. You may also want to hold private meetings to discuss individual expectations with each of your employees, or with key players, depending on how large your team is.

Step 4. Nip issues in the bud early on.

It may be those who you are closest with who give you the most trouble. They may have a hard time taking you seriously as a boss, or they may think they can get away with more since you’re friends. Deal with these issues immediately by making it clear that the rules are the same for everyone, regardless of your relationship.

Step 5. Communicate often.

Always keep the lines of communication open. Let your former co-workers know that you have an open door policy and they can come to talk to you whenever necessary. It may take some time for them to feel comfortable doing so, but they will eventually come around if you’re patient and consistent in your communication efforts.

Step 6. Make changes in small doses.

Change can be hard for many employees to accept, especially if it’s swift and significant. So if you plan on implementing changes, do so in smaller doses, if possible. Your employees will be less resistant if it doesn’t seem like everything is changing at one time.

And if any of your planned changes include adding new employees to the mix, contact one of the top staffing agencies in Central Virginia – Adams & Garth – to help you get the job done and impress your boss. We can partner with you to:

• Create a strategic staffing plan
• Provide access to qualified direct hire talent, as well as skilled temporary and temp-to-hire workers
• Trim staffing costs and take the hassle out of hiring along the way

Learn more about staffing your company wisely >

Thanksgiving is a great holiday here in Central Virginia. It has all the festivity of Christmas or Hanukkah, without all the pressure and expense of shopping and gift giving. Plus, let’s face it, the food is second to none.

But Thanksgiving is about more than just spending time with loved ones and eating too much turkey and stuffing. It’s also about reflecting on the countless blessings we’ve likely enjoyed over the past year – and giving thanks for them. So, without further ado, Adams & Garth would like to take a moment to give thanks to all our clients, candidates, employees, and friends that have supported us over the past year.

To our clients, we are truly grateful for each and every one of you. Simply put, without you we wouldn’t exist. We are so thankful for your continued loyalty to our Central Virginia staffing agency and we value the relationships we’ve developed with you. We pledge to continue delivering the level of quality candidates and the creative staffing services you’ve come to rely on over the years.

Likewise, we’d also like to thank our job candidates. We know that searching for a job in Central Virgina can be a frustrating experience, especially in today’s market. And we are truly honored that you selected our staffing agency to help you along the way. Please know that we always have your best interest in mind and we will continue to work diligently to find job opportunities that are a terrific match for you.

Last, but certainly not least, we’d like to thank our internal team. Your dedication and commitment to excellence has never wavered, even during a difficult recession. As a result, you’ve helped us to not only meet – but exceed – the demands of our valued clients. We are grateful to count each of you as a part of our team and, thanks to you, we see a bright future ahead.

And of course, we’d like to wish all of you a Happy Thanksgiving. Whether you’re celebrating with family, or just spending a quiet afternoon at home, enjoy the day and be sure to take some time to give some thanks.

Happy Thanksgiving!

Temp-to-hire (also known as temp-to-permanent) is a staffing solution that lets your company try out a candidate before making a full-time hiring decision. Why would you want to do this? Mainly for two reasons:

1) You want to ensure the candidate is a good fit.
2) You want to make sure you really need to hire a new full-time employee.

How Temp-to-Hire Works

The temp-to-hire process is pretty simple. The Central Virginia staffing agency you work with will hire a candidate they think is a good fit for you and then assign that person to work at your company for a trial period. During this “probationary period,” you can evaluate the worker to make sure they have the experience, knowledge, skills, and personality to thrive in the position and at your company. At the end of the period, you can decide whether or not you’d like to hire the worker full-time.

Benefits of Temp-to-Hire Staffing

A temp-to-hire staffing solution offers numerous benefits, including:

• Better hires. Because you can evaluate a candidate in a true work setting, you can make better hiring decisions.
• Less risk. With temp-to-hire, you’re under no obligation to make a full-time job offer. If, at the end of the trial period, you decide things didn’t work out, both you and the candidate can go your separate ways.
• Evaluate your long-term needs. Besides being able to evaluate the candidate, you can also evaluate your need for a new full-time employee. At the end of the trial period, you may realize you don’t need a full-time employee after all. Or the temp-to-hire experience could reinforce the fact that you do need to bring someone on full-time.

If you’d like to learn more about temp-to-hire, or if you’d like to take advantage of this staffing option, please contact Adams & Garth. As a leading staffing agency in Central Virginia, we can help make hiring easier for you.

As a Central Virginia staffing agency, we know that many employers are doing more with less in a tight economy. While this approach may help you avoid layoffs, it can also lead to employees who are overworked and stressed out.

So what can you do to avoid employee burnout? Here are some tips:

Tip #1. Celebrate milestones.

When your company has completed an important project or increased sales, have a little celebration to let your employees know that they’re appreciated. Besides giving them some time to blow off steam and relax, it will also motivate them to keep up the good work.

Tip #2. Support your staff.

When you’re asking your employees to take on more tasks, make sure they have the necessary training and support to be successful in their new roles. Otherwise, you may be setting them up for failure.

Tip #3. Keep those lines of communication open.

Be clear about your expectations for each employee and address any concerns they may have. Not only will you build trust and loyalty this way, but you’ll also create a more positive culture at work.

Tip #4. Be realistic about expectations.

It’s only natural to expect more from each employee. But make sure you are being realistic and reasonable about your expectations. For instance, giving an employee an impossibly short deadline to complete a project will only frustrate and stress that employee out even further.

Tip #5. Encourage the use of vacation days.

In a tight economy, many employees don’t want to take any time off out of fear of getting laid off. But a day or two vacation can work wonders. So let your employee take vacations in two- or three-day increments, rather than a full week.

Tip #6. Hire star performers.

Now more than ever, good hiring decisions are critically important to the success of your company. Any new hires will need to hit the ground running. Bad hires, on the other hand, could seriously damage morale and productivity.

If you need help hiring star performers, or retaining existing ones, please contact Adams & Garth. As one of the top staffing agencies in Central Virginia, we can help you find, hire and retain the people you need to get the job done.

Have too much overhead? Looking to enhance your workforce flexibility? Can’t find employees with the right skills? Experiencing a high rate of turnover?

These problems sound familiar to most experienced managers. But there is a solution – and it comes in the form of working with a reputable Central Virginia staffing agency. Here’s how:

Problem #1: Too much overhead.
Solution: Consider using temporary employees.

Temporary employees allow you to convert fixed expenses to variable expenses since you only pay for temporary employees on an as-needed basis. In addition to helping you cover seasonal peaks and high demand periods, temporary workers can also help you to eliminate overtime – saving you money in the process. Plus, with a temporary workforce, you don’t have to worry about paying out benefits, such as health insurance and vacation time, since temporary employees work for the staffing company, not for you.

Problem #2: Need more flexibility.
Solution: Flexible staffing can help you meet fluctuating demands.

There are probably many times during the year when you feel either overstaffed or understaffed. When demand fluctuates, your workforce should too. With flexible staffing, you can use temporary employees to help you complete big projects, handle a peak in demand, or cover sick leaves, all without having to hire full-time staff. Then, once your need is filled, you can simply release the temporary employees.

Problem #3: Can’t find the right fit employees.
Solution: Develop a better network.

Many temporary staffing agencies like Adams & Garth have developed a network of professionals who are top performers. As a result, a staffing firm like ours can give you access to a pool of talent that has the skills and experience you’re looking for.

Problem #4: Experiencing too much turnover.
Solution: Work with a staffing agency to search deeper.

Hiring the wrong person is a painful mistake to make. But when you work with a reputable staffing agency, one that knows how to properly source and screen high quality candidates, you’ll end up with a skilled and dependable employee. In addition, you’ll also have more time and energy to focus on your core competencies, rather than posting job advertisements, screening resumes, and interviewing candidates.

Problem #5: Too small to hire an HR person, too big to do it yourself.
Solution: Outsource your HR function to a staffing agency.

Human Resources is an increasingly complex and critical function, but many companies don’t have a need for a full-time HR manager or HR department. The good news is that many staffing agencies, like Adams & Garth, provide an extensive range of HR services. As a result, you can get the HR support and expertise you need – when you need it – without having to hire a full-time HR professional.

By working with an experienced Central Virginia staffing agency, you can overcome these common business problems, as well as a host of others. Learn more today about our staffing and HR services and how we can help you.

When you’re busy focusing on the many responsibilities of running a busy organization, it’s easy to let certain tasks fall by the wayside, like staffing and hiring. But did you know that you could be costing your company money every day that you leave certain positions unfilled? It makes sense when you think about the fact that vacant apartments and open airline seats cost those companies money. Likewise, an unfilled position at your company translates into a similar lost revenue situation.

It’s not easy to assign a specific cost to an open position. However, there are formulas for estimating what an open position is costing your company. Here’s one:

R = Annual Company Revenue
E = Number of Employees

Calculate Revenue Per Employee
R / E = Revenue Per Employee

Calculate Daily Revenue Per Employee
Revenue per Employee/365 = Daily Revenue Per Employee

It’s important to keep in mind that some positions are going to cost you more than others. If you have a position that’s open at your company, and you’re uncertain whether you should fill it or not, ask yourself two questions:

1) Which positions should I be recruiting for now? (i.e., which unfilled positions are costing you the most based on the estimates you calculated?)

2) What will it cost to recruit for these positions?

If recruiting costs are less than the cost to leave the position open, you need fill that position fast. Even if the costs are close, or recruiting costs more, you still may want to consider filling the position. Recruiting costs are temporary, while the cost of the open position is a daily expense.

If you need help hiring for your company’s job openings, please contact Adams & Garth. As a leading staffing agency serving Central Virginia, we can help you hire highly qualified candidates and reduce the impact of an open position on your company’s bottom line.