Oct 10, 2018

Lack: The Reason Your Employees are Quitting

Far too often, your star employees — the small percentage of your employees who complete the highest percentage of the work — are handing in their resignation notices without warning. You rely on these team members to inspire others, pick up the loose ends, come up with the best ideas, and hold the workplace together. But for some reason, you struggle to hold onto them. What’s going on? How can you change your culture, procedures, or leadership style so you can stop losing your most valuable assets?

Chances are, your problem can be summarized in one word: lack. It’s not what you’re doing; it’s what you AREN’T doing that’s pushing your teams out the door.

Lack of flexibility

Your employees may be workers and assets, but they’re also human beings. And as human beings, sometimes they need to take to take time off beyond their available PTO days. Sometimes they need to work remotely. Sometimes they need a break or a word of encouragement. Sometimes they need additional training or performance improvement plans, not threats of termination. If you can’t build flexibility into your workplace, hire robots. Otherwise, your employees will leave as soon as the opportunity arises.

Lack of trust

Again, you hired people to run your business, not machines. And you hired them because their educations, knowledge, and skills allow them to make smart decisions. So if you don’t trust them to make decisions, use their judgment, or work without hovering supervision, you’re just wasting your own money. You’re also making your teams feel alienated and undervalued. A little bit of trust goes a long way. Step back and let them apply their hard-earned skills and experience.

Lack of promotion chances

If your best employees can’t leverage their hard work and dedication into promotions and growth opportunities, they’ll probably seek these opportunities elsewhere as soon as they’re ready. If you’re a small company with limited positions, but you want to hold onto an ambitious employee, consider giving the employee a change in title and salary without removing her from her current role. For example, if she’s a “manager” in charge of your only other five employees, promote her to “senior manager” and increase her salary, even if her actual place in the company system doesn’t change.

Lack of leadership

Employees who feel abandoned, manipulated, mislead, unsupported, or exploited by their leadership will likely have an eye on the door as soon as their patience expires. If you sense that your teams don’t trust their managers and leaders, make some institutional changes or provide leadership training before they decide to go.

Find the right employees for your team in Scottsdale

For more on how to regain a lost sense of trust, flexibility, and autonomy in your workplace, contact the top recruiters in Scottsdale at the ACCENT Hiring Group.

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Oct 3, 2018

What Information Should a Recruiter Provide to Reduce Time on Your Hiring Decision?

When you work together with a recruiter to find well-matched candidates and staff your open position, you find a fast track to checking this important job off your to-do list. Recruiters remove some of the heaviest burdens of staffing and selection from your shoulders, including initial sourcing and first-round screening interviews. And they bring a deep background in staffing and behavioral profiling that some employers (often experts in their own industries) don’t necessarily have. Recruiters are knowledgeable and well connected, and they can help you find a well-qualified job seeker who can step into your workplace and contribute.

But to move the process forward, your recruiter will need to know what YOU need, and they’ll need to give you information that can streamline and shorten your decision process. Here’s what that information will entail.

A review of qualifications

Before presenting them, your recruiter will make sure prospective candidates pass a basic review of their qualifications. Need a four-year college degree? Check. Need a person who can lift 50 pounds? Need a person who lives within the state? Your recruiter will take care of this stage.

A pre-interview behavioral profile

At the ACCENT Hiring Group, we conduct a pre-interview with each candidate to assemble a behavioral profile. Then we schedule an interview to gather more detail about their intentions, history, qualifications and goals. After both sessions, we provide valuable information that’s designed to save you time and help you make smart decisions. Unlike some recruiters, our pre-check process provides information on salary history, past jobs, reasons for having left those jobs, and explanations for resume gaps.

A performance-based background check

Reference checks and calls to previous employers also take time, and they can sometimes result in awkward conversations or non-valuable information. But don’t worry; your recruiter can face this task so you don’t need to. They’ll call the candidate’s submitted references and make sure his workplace track record meets your needs and expectations.

Work with a top staffing agency in Scottsdale

When you need the right candidate at the right time, trust the team at the ACCENT Hiring Group. We’ll make a difficult process easier by gathering the data that can help you add talented new employees and keep your business in motion.

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Sep 26, 2018

Increase Productivity and Reduce Stress: Four Ways to Make it Happen

If your employees are stressed and unhappy and your culture seems to be making these burdens worse, not better, there’s no need to passively accept this as if there’s nothing you can do about it. Shrugging off the problem won’t fix anything, and neither will giving in to a sense of helpless resignation or pushing the solution onto your employees as if they’re the ones to blame for a toxic workplace.

And yet, when faced with this confounding, productivity-draining problem, that’s exactly what most employers do: Nothing. They throw up their hands, blame their employees, and get back to businesses…while absorbing the cost of high turnover, low productivity, and lost work hours. Don’t be one of those employers. If you take pride in solving problems, not ignoring them, take pride in solving this one. Here’s how.

First, demonstrate that you care.

Show, don’t tell, your employees that you recognize their burdens and you’re working on finding a fix. This might mean redistributing workloads, hiring more staff, keeping executive pay in check so workers can get their due, or any of the above. If you simply show that you’re taking steps to change the culture, your employees may surprise you by giving you the benefit of the doubt. An employment relationship is often like a marriage; you can sometimes pull back from the brink by simply showing that you want to.

Then, follow through.

After you’ve shown that you’re trying, commit to your attempts. If you want to foster work-life balance, try something. Anything. Develop a new program or policy and see how it works. If it doesn’t work, alter course and try something else. But keep moving.

Band-aids can work wonders.

You need employees to put in unpredictable hours during peak seasons, and this pushes them close to burnout. You don’t have a choice on this; peak seasons mean a rush of orders and the order must be filled. But consider compensating with bonus pay, flexible schedules, remote work options, or allowing employees to bring children or pets to the office. Supply lunch every Friday. It may not fix the core problem, but it can make employees feel better, and that’s a good place to start.

Cut conflict at the source.

Bad relationships often lead to chronic stress for employees. So, get to the root of these problems and solve them where they begin. Bullying? Personality mismatches? Creative differences? Wherever the issue may start, root it out and keep the workplace harmonious. Harmony can keep a host of other problems from developing later. Take interpersonal conflict seriously.

Work with a top staffing agency in Scottsdale

Listen when employees share or show signs of burnout and take meaningful action based on what they say. When you need to supplement your staff with short-term or long-term help, contact the recruiters at the ACCENT Hiring Group.

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Sep 19, 2018

Need A Specific Skill? Why Your Job Description Should Say Exactly That

You’re in the process of tailoring your job post, and you’d really like to cast a wide net. The way you see it, the more resumes you receive, the better. The larger your pool of applicants, the more options you’ll have, and the more control you’ll exercise over the outcome…right?

Not exactly. In theory, a larger and wider applicant pool puts the cards in the employer’s hands. But in actual practice, you’ll be better off with a smaller pool of applicants, if those applicants hold skills that align with your needs. It may seem like you’ll limit your options if you load your post with narrow and specific requests, but you won’t; you’ll just save time and avoid hassle for yourself AND your candidates. Here’s how.

Just ask for what you need.

Be direct in your post. And yes, though it seems counterintuitive, be specific. Instead of asking for a “tech-savvy candidate” with “coding skills,” just list the skills necessary for success on the job. If you need JavaScript, ask for JavaScript. If you need XTML, just say so. If you need Advanced Photoshop, be clear, upfront, and narrow in your request. Yes, some candidate will self-select and exit the pool, but were prepared to hire these candidates despite their missing skills? If your answer is no, don’t waste their time (or your own).

What about skills that are hard to define?

If you need excellent writers, public speakers, client relationship management experts, or conflict resolvers, use terms that hew as closely as possible to the tasks your candidate will face on the job. For example, what kinds of conflicts will require resolution? What kinds of speaking engagements will the candidate step into? Without creating a job post that’s 10 pages long, try to give your candidate a sense of what her day will look like and how she’ll find success in this position.

Anticipate questions

Since a very specific request (“We need high-level budget management skills”) can lead to predictable counter questions (For example, “What does “high-level” mean?”), anticipate and address these questions in the post. The more accurate your responses and clarifications, the stronger your candidate pool will be. If you start with a strong pool, you’ll elevate your chances of ending the process with a truly winning candidate and an excellent long-term employee.

Work with a top staffing agency in Scottsdale

For more information on how to frame and draft your post in a way that attracts the best applicants and improves the outcome of your recruiting efforts, contact a top staffing agency in Scottsdale at the ACCENT Hiring Group.

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Sep 5, 2018

Can You Be Prepared for Everything a Candidate Could Ask For?

Your candidate selection process is winding down, and you’re on the verge of making an offer to your top applicant. As an experienced manager or HR pro, you know better than to expect an immediate, unqualified “yes” followed by tears of joy. An offer doesn’t seal the deal; sometimes it just opens the floor to negotiation.

Since you have an approved budget in hand, you know how far you’re able to go if the candidate asks for a higher salary. But what if she requests something else? What if her terms are unexpected and you aren’t sure how to say “no” or “maybe” without driving her away? Consider these tips.

What do candidates ask for?

Your candidate may surprise you by requesting

  • 1. a preapproved salary boost in a year or six months if certain goals are met.
  • 2. Commuter benefits
  • 3. Childcare benefits
  • 4. A flexible schedule or the opportunity to work remotely full or part-time.

Sometimes candidates request the option to bring a support animal with them to the office, and sometimes candidates simply like to have their pet dogs with them as they work. Some candidates need or prefer to bring children to the workplace periodically, and some request certain accommodations that extend beyond those required by the ADA. (Of course, you’ll need to do everything in your power to provide accommodations to disabled candidates). Any or all of these are likely, and it’s wise to keep in mind that before an agreement is signed, candidates are certainly within their rights to ask for anything they choose.

Don’t express dismay.

The quickest way to alienate a top candidate is to demonstrate judgment or hostility in response to a simple request. If a candidate asks to work from home on a preapproved schedule, listen and consider before reacting. Even a bemused smile can boost the lure of a competing offer. If the answer is no, say no respectfully.

Be ready to gather answers quickly.

You candidate may request a salary increase in one year based on specific performance metrics. If so, know beforehand who you’ll need to turn to with this request and how you might extract a yes from upper managers. Know in advance how you expect to evaluate performance for this specific role.

Expect candidates to ask for flexibility.

In 2018, most candidates place a high premium on time (in some cases, candidates value time as much as money.) So be ready to field requests for more annual PTO days, accommodating daily schedules, and the ability to work from home. Know exactly how far you and the company are willing to go to go on this point. Consider asking the candidate to submit all requests before you make your offer.

Work with a Top Recruiter in Scottsdale

Are you looking for the right candidates? Contact the team at the ACCENT Hiring Group today to get started!

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