Organizations are always on the lookout for great workers, people who can become new employees and impact the bottom line. However, what about current employees?
 
Of course, you want to retain your best employees. And once you hire more workers, you want to retain them, too. But what if you have underperforming employees in your organization? How should you deal with them?
 
First of all, how do you spot such employees? In actuality, that is rather easy:
 

• They don’t contribute much value (in whatever way value is measured within the organization or by the individual’s job description).
• They don’t show enthusiasm for what they do.
• They’re not engaged, either in their job or in the organization overall.
• They don’t seem to fit into the company culture.

 
And this is just a starter list. It’s plenty, though, if you’re looking to identify employees who are underperforming.
 
There are basically two types of underperforming employees: those that an organization removes relatively quickly and those that stick around for a while. You might wonder about the latter scenario. Why would an organization allow an underperforming employee to remain on the payroll for an extended period of time if they’ve been underperforming for nearly the entirety of that time?
 
There is a litany of reasons, including the following:
 

• The employee was highly productive in the past.
• The employee has been with the organization for a long time.
• The employee was responsible for the creation of a product and/or service that brought the organization considerable revenue.

 
However, all of these reasons are past considerations. What’s important is the present (and the future). That’s why management must deal with and address underperforming employees, regardless of who they are or what they’ve done in the past.
 
With all of this in mind, below is a three-pronged plan of attack for dealing with underperforming employees:
 
#1—Investigate.
 
It’s always good to gather as much information as you possibly can about the situation. Perhaps the person is enduring a tough personal setback or something else about which you do not know.
 
Sit down with the employee and have a conversation. Ask them if there’s something they need in order to do their job better and if they’re enjoying their work. They might just come right out and tell you what’s wrong.
 
#2—Make suggestions for improvement.
 
Try the collaborative approach. Secure their buy-in regarding the changes that are needed. If possible, put together a plan that both of you can implement and execute.
 
#3—Challenge the employee to improve their performance.
 
This is where you set concrete expectations for the employee, especially if you do assemble a plan together. They need to know what is expected of them. And it should also be inferred that there will be consequences if they do not meet expectations in a timely manner.
 
There could be any number of reasons why employees within your organization are not engaged. If there appears to be many of them, perhaps there is a problem within the organization. It could indicate a troubling trend that needs to be addressed at a deeper level.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact Time Staffing today to find out more about our placement services for employers!

When you were young, you were probably asked, “What do you want to be when you grow up?”
 
You might have answered that you wanted to become a doctor, so you could heal the sick. Or maybe an engineer like your Dad, so you could build the tallest skyscrapers. Or perhaps a lawyer, so you could defend those who can’t defend themselves.
 
However, adolescent dreams often dissipate in the face of reality. As a result, finding a great job is tougher than you imagined. At some point, you might have taken a job just so you can cover the bills. (And that’s something that just about everybody has done.)
 
But can you really find—and enjoy—the job of your dreams?
 
You can, but you must plan carefully and then execute your plan. With that in mind, below are five steps to start your career planning NOW:
 
#1—Choose an occupation (if you haven’t done so already).
 
Everything flows from this critical first step. Deciding your specific career path will allow you to focus on your next steps, so give this careful thought and solicit the input of others if you believe it will help you make the correct decision.
 
#2—Research fields of specialization.
 
Every industry has a field of specialization, so explore those that exist within your chosen profession. A good idea would be to explore those in which you have an interest and/or a proficiency. As a general rule, the more you like something or like to do something, the better you will become at that something. Select the specialization that you’ll have a passion for in the long run.
 
#3—Plan your short-term and long-term goals.
 
Short-term and long-term goals apply to just about any endeavor, and this includes the plan that you have for your career. The first step in getting where you want to go is knowing where you want to go. The second step is knowing how you’re going to get there.
 
#4—Equip yourself with skills so you can climb the career ladder.
 
Most employers promote staff to managerial posts when they are ready to take on the role of management. This, of course, requires skills acquired over time. The earlier you hone your craft, the earlier your efforts will be recognized.
 
#5—Always think with the end in mind.
 
This means paying attention to how today will affect your ultimate goals. Every action you take and each relationship you build will have an impact on your future, so make sure those actions and relationships are positive in nature.
 
Planning a career is comparable to saving money and investing early. The earlier you put aside savings for rainy days, the more your money will grow. The earlier you start planning for your career, the more time you have to invest in that career . . . and the more it will grow, too.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact us today to find out more about the employment opportunities that are available in your chosen field!

You’ve probably asked yourself this question at some point in your career: “Why do I need a resume? I have a LinkedIn profile, after all. Can’t I just direct people to my LinkedIn profile and forget about my resume?” (Actually, that’s more than one question . . . but you get the idea.)
 
While it might be tempting to believe that the resume is outdated in this new and modern employment marketplace, it simply is not the case. The resume is as important as ever in terms of helping employers screen candidates during the hiring process.
 
What has happened, though, is that LinkedIn has “joined the party,” so to speak. This means that as a professional, you must pay ample amounts of attention to both your resume and your LinkedIn profile. That’s probably not the answer for which you were hoping, but it is the one that is the most firmly rooted in reality.
 
Let’s start with the issue of how often you should keep your resume and LinkedIn profile updated. The answer is as often as you can!
 
However, it’s unrealistic to think that you’re going to update both every month or so. What’s more likely is updating them once every quarter or once every six months.
 
There are some obvious times when you should update your resume and LinkedIn profile. Those times include the following:

• When you start a new job
• When you end a new job (these two, of course, often happen at the same time)
• When you complete a big project
• When you receive a promotion, especially if that promotion comes with a new job title
• When you acquire new skills, which can include both hard (technical) skills and soft (people) skills

 
While those are the obvious times to update your resume and LinkedIn profile, it’s a good idea to update during other times, as well. These updates don’t have to be very big. However, in the interest of making yourself look as good as possible, small tweaks here and there can go a long way.
 
You should also update your resume and LinkedIn profile when you want to:

• Give yourself a boost of confidence
• Identify areas in which you need to grow
• Develop a narrative for your career that you can share during interviews with potential new employers
• Position yourself as an expert in a certain area

 
And then we have the reason that nobody really likes to discuss. You should keep your resume and LinkedIn profile consistently up-to-date in the unlikely event that you are laid off. Yes, we’re currently in a candidates’ market and we’re light-years away from the Great Recession. But things happen. In this world of mergers and acquisitions, you never know what the future will bring. And in case it brings unexpected unemployment, you’ll have the twin weapons of your updated resume and LinkedIn profile to help you rejoin the workforce.
 
And there’s another reason that you should update and use both your resume and your LinkedIn profile. That reason is this: because hiring managers use both.
 
Specifically, a hiring manager will look at your resume. Then they will go to LinkedIn and find your profile. What’s important to them is that your resume and the profile reflect the same information. If there are discrepancies, then that might signify a “red flag” in their mind. (And of course, they’ll also probably try to find you on other social media platforms, such as Facebook and Twitter. But that’s a story for another day.)
 
So the bottom line is that when it comes to your resume vs. your LinkedIn profile, both are important. So don’t fool yourself into thinking that the resume is an outdated tool. You need it—and your LinkedIn profile—to reach your career goals and potential.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact Time Staffing today to find out more about our placement services for employers!

​While it’s true that the economy is good overall and we’re in a candidates’ market right now, there are still things that candidates must do during the hiring process to stand out.
 
Yes, job seekers have more employment options at their disposal. However, as a candidate, you still want to be hired by an organization that is offering a premium employment opportunity. To receive an offer from that organization, though, there is a certain protocol involved.
 
Those job seekers and candidates who recognize that protocol and follow it give themselves a much better chance of receiving an offer of employment and enjoying professional success. Now, of course, employers want the requisite amount of experience and the proper skills in the candidates they’re considering. That should go without saying. (Although we’re going to say it, anyway.)
 
No, what we’re talking about here is what they’re looking for beyond that. Let’s assume for the moment that the candidates in question already have what is necessary in terms of skills and experience. With that in mind, below are five things that employers really want from job seekers and candidates during the hiring process:
 
#1—Honesty
 
It all starts here, and honesty starts on your resume. And keep in mind that exaggerations are a form of dishonesty. Don’t be tempted to make yourself look better than you are. But be sure to state your value and also quantify it. This also applies to the face-to-face interview. It’s all about value. Tell the truth about yours and enhance your candidacy. Don’t lie about it and derail your candidacy.
 
#2—The ability (and willingness) to communicate
 
You want the hiring manager to communicate well with you during the hiring process, so can you really blame the hiring manager for wanting the same from you? No, you can not. If something changes with your situation or there’s information that the hiring manager should know, then you should communicate that information as quickly as you can. This is professional courtesy. Even if it could be considered bad news, you should communicate it!
 
#3—Follow-up
 
Once again, you want follow-up from the hiring manager, and they want the same from you. If you say that you’re going to do something, they expect you to actually do it. This includes showing up for a phone screening or a face-to-face interview. Doing what you say you’re going to do is very important during the hiring process.
 
#4—Decisiveness
 
This is a trait that employers look for in potential new employees. As a result, they also look for it in the job seekers and candidates that they interview. Being decisive is a valuable characteristic, while being indecisive is not. That’s why you should do more than just say that you’re decisive. You’re going to have to show it, as well, and this includes the offer of employment. If an offer is made, the employer expects you to be decisive about it.
 
#5—Commitment
 
Speaking of the offer of employment, if you accept it, then you’re making a commitment to the organization that offered it. If you accept an offer, you should not accept an offer from another employer if they extend one to you after the fact. A commitment is just that: a commitment. It’s the equivalent of giving your word.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact us today to find out more about the employment opportunities that are available in your chosen field!

Organizations are always on the lookout for top-performing individuals, candidates who can become new employees and drastically impact the bottom line. However, what about current employees?
 
Of course, you want to retain your best employees. And once you hire more good employees, you want to retain them, too. But what if you have underperforming employees in your organization? How should you deal with them?
 
First of all, how do you spot such employees? In actuality, that is rather easy:
 

• They don’t contribute much value (in whatever way value is measured within the organization or by the individual’s job description).
• They don’t show enthusiasm for what they do.
• They’re not engaged, either in their job or in the organization overall.
• They don’t seem to fit into the company culture.

 
And this is just a starter list. It’s plenty, though, if you’re looking to identify employees who are underperforming. 
 
Now, there are basically two types of underperforming employees: those that an organization removes relatively quickly and those that stick around for a while. You might wonder about the latter scenario. Why would an organization allow an underperforming employee to remain on the payroll for an extended period of time if they’ve been underperforming for nearly the entirety of that time?
 
There is a litany of reasons, including the following:
 

• The employee was highly productive in the past.
• The employee has been with the organization for a long time.
• The employee was responsible for the creation of a product and/or service that brought the organization considerable revenue.

 
However, all of these reasons are past considerations. What’s important is the present (and the future). That’s why management must deal with and address underperforming employees, regardless of who they are or what they’ve done in the past.
 
With all of this in mind, below is a three-pronged plan of attack for dealing with underperforming employees:
 
#1—Investigate.
 
It’s always good to gather as much information as you possibly can about the situation. Perhaps the person is enduring a tough personal setback or something else about which you do not know. Sit down with the employee and have a conversation. Ask them if there’s something they need in order to do their job better and if they’re enjoying their work. They might just come right out and tell you what’s wrong.
 
#2—Make suggestions for improvement.
 
Try the collaborative approach. Secure their buy-in regarding the changes that are needed. If possible, put together a plan that both of you can implement and execute.
 
#3—Challenge the employee to improve their performance.
 
This is where you set concrete expectations for the employee, especially if you do assemble a plan together. They need to know what is expected of them. And it should also be inferred that there will be consequences if they do not meet expectations in a timely manner.
 
There could be any number of reasons why employees within your organization are not engaged. If there appears to be many of them, perhaps there is a problem within the organization. It could indicate a troubling trend that needs to be addressed at a deeper level.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact Time Staffing today to find out more about our placement services for employers!

Believe it or not, we’re halfway through 2022. (That happened rather quickly, didn’t it?)
 
This is a good time to take stock of your employment situation and also your career. It’s a time to reflect on what has happened during the past six months and contemplate the rest of the year. It’s only human nature to do so.
 
However, this should not be a “head in the clouds” day-dreaming type of endeavor. It should be taken seriously if you’d like it to have a positive impact on your life, both personally and professionally. (Because they’re not exactly separate—your professional life definitely has an impact on your personal life.)
 
We’ve addressed the topic of being and feeling comfortable before and how being comfortable and clinging to the status quo can actually be a hindrance to your career. There is a difference between being comfortable and being satisfied. Being comfortable means you don’t have to put forth maximum effort to maintain your employment or the way of life that your employment provides for you.
 
Being satisfied, on the other hand, is reflective of a feeling of achievement, the knowledge that you’ve accomplished something that you wanted to accomplish. Being comfortable is based in the status quo and basically doing what you’ve always done and staying right where you are. Being satisfied is rooted in achievement and moving forward in the pursuit of greater things.
 
So the question, as we sit here hallway through the year, is this one: how satisfied are you in your current position and with your current employer?
 
It’s a valid question, one that many people are asking themselves right now. But how you answer the question is even more important than the simple act of asking it in the first place.
 
Your beliefs and your feelings shape your attitude about your job and employer. In other words, they affect your satisfaction. In turn, there are six factors that directly affect your beliefs and your feelings . . . which as we’ve pointed out, affect your satisfaction.
 
Below are the six factors by which you should gauge your job satisfaction before the end of the year:
 
#1—Job security
 
Is the organization on sound financial footing? Is there the possibility there might be a merger or acquisition? These are valid questions. Even if the economy is good, thing happen outside of your control that can jeopardize your job security.
 
#2—Work-life balance
 
This has become increasingly important during the last few years. In fact, for some professionals, it’s even more important than starting salary and benefits. Do you work to live . . . or live to work?
 
#3—Relationship with boss or supervisor
 
You’re probably heard the expression, “People don’t quit their job; they quit their boss.” By and large, that expression is true.
 
#4—The level to which your contributions are recognized
 
If you provide value and contribute to the organization in a positive fashion, how are your contributions recognized? Are they recognized at all? Are you satisfied with that level of recognition?
 
#5—Compensation and benefits
 
For many people, this is not #1 on the list. That’s why we have it here. These days, people crave a lot more than just money and benefits. However, it is a consideration and has a place in this analysis.
 
#6—Company culture
 
This has also become increasingly more important in recent years. This includes both how you interact with colleagues and co-workers and what the organization itself does to foster a positive company culture.
 
What are your beliefs and feelings regarding these six factors? Are you satisfied with all six as they pertain to your current employment situation? Do they prove that you’re merely comfortable and perhaps not truly satisfied?
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact Time Staffing today to find out more about our placement services for employers!

Any job interview is NOT a one-way street. In other words, it’s not just the hiring manager who should be asking questions.
 
You, as the job seeker and potential top candidate for the position, should also be asking questions. And not just basic, standard questions, either . . . but compelling, thought-provoking inquires that illustrate your interest and prove your seriousness.
 
Below are 12 questions you should consider asking during your interview.
 
Keep in mind that you don’t have to ask all of these questions. Select the ones that you believe are most relevant to you and the position for which you’re applying.
 
#1--What does a typical day look like in this position?
 
#2--What are the skills and experiences you’re looking for in an ideal candidate?
 
#3--What do you like most about working here?
 
#4--How long have you been with the company?
 
#5--What’s your favorite part about working here?
 
#6--How long does someone typically stay in this job?
 
#7--How often is this job open?
 
#8--What is the toughest time of (day, week, month, or year) for a person in this job? Why?
 
#9--What is the key thing someone does to be successful in this job?
 
#10--What are the most important skills of the person who does this job?
 
#11--What is the biggest challenge someone in this job faces on a daily (or weekly or monthly) basis?
 
#12--If anyone has failed at this job, why did they fail?
 
Have you ever asked any of these questions during a face-to-face interview? If not, which questions did you ask?
 
The questions you ask during an interview can have a profound effect on your candidacy. In fact, they can “make or break” it.
 
Do NOT take this part of the interview lightly. Prepare to ask questions just as much as you prepare to answer them.
 
It could mean the difference between not getting a call back . . . and not hearing anything at all.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact us today to find out more about the employment opportunities that are available in your chosen field!

​During your job interview, hiring managers will ask you a variety of questions in order to determine your accomplishments, personality, desires, and habits. While there are entire books devoted to listing hundreds of interview questions, below are a few that you should be prepared to answer:
 

• Why should I hire you? Why do you want to change jobs?
• What training or qualifications do you have for this job?
• How have you helped your company’s bottom line?
• What kind of experience do you have for this job?
• Why are you successful?
• How many and what type of people have you supervised?
• Have you ever hired or fired anyone?

 
There are also some very sophisticated behavioral interviewing techniques in use today. The idea is to examine your past behavior patterns in specific situations. Sometimes, it only takes one situation to establish the pattern. Sometimes, it takes several situations. The interviewer assumes that behavior repeats itself.
 
An example of a behavioral interview question is, “Have you ever made a mistake at work?” The answer better be “Yes,” since anybody who tries to do anything makes mistakes. Next, the interviewer asks probing follow-up questions about the mistake. Their real agenda is to find out if the person being interviewed learns from mistakes.
 
Another example is, “Tell me about a time you were frustrated,” with a follow-up question of “What happened?” This one usually goes through several instances to establish a pattern. The interviewer is looking for the following data:
 

• Is this person a quitter?
• How aggressive is this person?
• How determined is this person?
• Did this person come up with creative solutions?
• What are this person’s human relations skills on the job?

 
If you’re asked, “Tell me about a time when . . .” or another philosophical, open-ended, or simulated situation question, take a moment or two to think about the question, then refocus your attention back to the interviewer before you speak. Answer the question as directly and concisely as possible. Do not try to give the finer details. If the interviewer wants elaboration, they will ask. By asking for further details, they’ll probably give clues as to the information being sought.
 
Be prepared for the questions you’re likely to be asked during your interview, no matter the type, and you’ll be better able to answer them with confidence!
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact us today to find out more about the employment opportunities that are available in your chosen field!

Social media “stalking” has now become a commonplace practice for employers. Researching job candidates through social networks makes hiring decisions a little easier in the competitive job market. 
 
People’s “ghosts from the past” can now be easily pulled up during a job interview or screening process. Social media mistakes can also be the reason why someone did not get an interview in the first place.
 
However, you shouldn’t be quick to delete all of your social media presence just because of the nerve-racking job process. That’s because having such a presence has become commonplace, as well. NOT having one could cast you under suspicion. (“What are they hiding?”)
 
So what’s the answer? Not deleting your social media accounts completely, but editing them or “cleaning them up.” There are simple things that can be done to prepare your profile(s) to be viewed by a potential employer.
 
Below are five tips for avoiding social media profile mistakes:
 
Tip #1—Use your real name.
 
Your name is one of two components that a person sees upon opening your page (the other being your profile photo). While using a cute nickname or a name that has resulted from an inside joke might have cut it in high school, it simply will not do within the professional realm.
 
Tip #2—Use an appropriate profile photo.
 
It’s typically the first thing that catches a person’s eye, and it creates the first impression. Obviously, that wild party photo from last Friday night should not be someone’s first choice as a profile picture. While “selfies” have become the norm, using a duck-face “selfie” for your profile picture is simply a poor move.
 
It’s easier to select a photo for Facebook, since it’s more of a social site compared to others, and employers seem to understand this. LinkedIn is another type of social media site, but slightly more unique, as it’s devoted to the art of networking. For LinkedIn, your profile photo should NOT be like Facebook or Instagram. A “selfie” simply does not look professional. One needs to invest in a decent headshot in order to receive the respect of potential employers.
 
Tip #3—Do a “virtual cleanse” every few months.
 
Find photographs or posts (which might not have been added by you, but by your friends) that involve drama or indicate immaturity. Delete them or make them only accessible to you, the owner of the account. However, if cleaning one’s accounts seems too overwhelming, consider making personal social media accounts private.
 
Tip #4—Follow institutions and/or causes.
 
According to Forbes, intellectual curiosity is one of the five traits important to most employers. Therefore, following such institutions and causes will help keep you well informed. Employers want employees who can adapt to change. Change is easier for people who are passionate about learning new information.
 
Tip #5—Tailor your profile to employers’ needs.
 
Look through the websites of companies for which you’d like to work. What is important to the companies? What are their core values? What kind of employees do they typically like to hire? Incorporate this information into your profile in a way that makes sense. You’ll be more confident during interviews, which will show in your performance.
 
Living in the digital age has brought many conveniences for both job seekers and employers. Regardless, social media—when used properly—can bring great success to both parties.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact us today to find out more about the employment opportunities that are available in your chosen field!

All manner of strategies and theories are bantered about regarding the best ways in which to hire top talent, as well as the best ways to manage that talent once it’s on your team. However, if you were to boil all of those strategies down, you’d discover that there are two elements at the core of each one. (If they’re successful strategies, that is. There are plenty that are not.)
 
Those two elements are engaging in effective communication and the setting of clear expectations.
 
Actually, when you think about it, these elements are integral to success in just about any and every endeavor that includes human interaction . . . from the workplace to marriage. The fact that they cross such situational barriers is an indication of the importance that must be placed upon them when hiring and managing the best employees available.
 
Hiring candidates
 
Let’s address the hiring process first, since it’s first in terms of chronological order. We’ll examine both elements as they pertain to the process.
 
#1—Effective communication
 
At the heart of effective communication is the ability to convey exact meaning to the other person. Most miscommunications that occur are the result of not enough information as opposed to the wrong information. That’s why you should attempt to “over communicate.” That usually ensures that you’re communicating just enough. That being said, the candidate should be aware of all aspects related to their participation in the interview process.
 
#2—Clear expectations
 
This refers to what the candidate would be expected to accomplish in the position you’re seeking to fill; in other words, their job description. Explicitly state what will be expected from the individual, on all levels, and make sure that there is no confusion regarding any details.
 
Managing employees
 
Once the candidate becomes an employee, it doesn’t stop there. Failure to continually address both of these key elements can have disastrous consequences. On the flip side of the equation, proper attention to them can help to increase retention rates.
 
#1—Effective communication
 
As you might expect, these elements become even more important once the person is an employee and not just a candidate, because now their performance affects the company’s bottom line. In this case, effective communication is consistent communication. Each employee must be touched on a consistent basis for the purpose of exchanging vital information. This could take the form of a regular meeting schedule, or it might not.
 
#2—Clear expectations
 
Employees who are unsure of what they should be doing, or more importantly, what exactly is expected of them, are the productivity equivalent of a ticking time bomb. Not only should they know beyond a shadow of a doubt what they are expected to do, they should also know why it’s important. This helps to further engage the employee in their job, once again increasing retention.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact Time Staffing today to find out more about our placement services for employers!