ACCENT' Blogger

Employment Industry News
Nov 14, 2018

Are Candidates Ghosting You? Here’s How to Keep Them Involved

In 2018, a few interesting trends are leaving their mark on the job market. For example, unemployment numbers are low, and managers appear to be hiring. But at the same time, many of the “jobs” on offer are not full-time jobs that pay a competitive market wage. These roles are often part-time or contingency positions, which is great news for candidates and employers who seek flexible, easy-come-easy-go relationships. But it’s not so great for managers who need reliable, dedicated candidates who show up on time…or at all.

“Ghosting”, the act of simply exiting the relationship with no warning and no notice, appears to be on the rise. Candidates in 2018 are more likely to walk out of interviews, not show up, or accept job offers and then fail to appear on the scheduled start date. To managers, this behavior can seem rude and odd. But to candidates, it may simply be a natural side-effect of weakening commitments between employee and employer. Regardless of the reasons, the trend is on the rise. Here’s how to keep it from happening to you.

Keep candidates close.

If you review resume and decide to schedule an interview, do it quickly. If you like the interview, let the candidate know. If you need two weeks to make a decision, keep the candidate informed. If two weeks become three, send the candidate a message. Keep them in the loop, and if you experience a delay, explain and provide updates.

Treat others as you’d like to be treated.

Don’t want to be ghosted? Don’t ghost your candidates. Respond to all resume submissions with a form letter at a minimum. Thank every candidate who attends an interview. And always provide closure and a yes-or-no answer after you make your decision. Don’t just disappear. Your reputation on this point will precede you.

Respect the position.

If you want your candidates to take the position and the offer seriously, demonstrate the same attitude.  If you don’t seem to care about this job and you plan to offer a low salary, no benefits, and very little in return for this person’s labor, don’t expect reverence on the candidate’s part. If they feel like showing up, they will. If not, who cares? Respect yourself, your company, your time, and the candidates who respect you enough to apply.

Don’t drop the façade once the papers are signed.

Too often, hiring managers radiate warmth and smiles until the offer is accepted. Then they treat their new employees like cattle. Don’t do this. Under at-will agreements, employees aren’t obligated to stay on board a single minute longer than they choose. If your relationship sours after one week, expect the candidate to be gone by week two. Again: In order to get respect, give respect first.

Work with a top staffing agency in Scottsdale

For more on how to attract and retain talented team members, contact the team at the  ACCENT Hiring Group.

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Nov 7, 2018

Arizona’s Economy is Growing: How Big Is the Growth Since 2007?

While Arizona’s economy lags behind the rest of the nation in some respects, including a higher unemployment rate, and wage growth still stagnates at about $48,621 statewide per year, many economic indicators suggest that Arizona lies in a very healthy position for future growth.

According to Arizona’s Joint Legislative Budget Committee, government revenue reached 10.1 billion this year, just over the prior record of 9.6 billion in 2007, immediately before the recession. This indicates that over the past 11 years, Arizona has officially climbed back from the global economic downturn.

So, what does this mean for job opportunities in the state? Plenty! Hiring is on the rise across the state in both the public and private sectors, and signs indicate that healthy wage growth may soon follow. Hiring managers are taking on new staff in almost all industry sectors, from agriculture to infrastructure development, and job opportunities are available and growing.

Are you looking for work or expecting to hire during the coming year? Here are a few things to keep in mind.

Contingency staffing is a winning bet for both parties.

Staffing on a part-time or temporary basis can help employers grow their businesses while keeping costs low. And flexible schedules allow employees to stay in control of their time as they search for full-time work and lifestyles that protect work-life balance. Do you need employees to handle short-term projects or one-time rollouts? Consider taking on staff members who can be reassigned once your project comes to an end. If you’re an employee looking for new opportunities, contact a staffing agency that can keep you connected and busy.

Staffing agencies manage talented, skilled employees in every field.

Are you looking for web developers, coders, cybersecurity pros, trained instructors, marketing managers, leaders, engineers or creative experts? If you’re having trouble finding the skills you need, a professional staffing team can help. Our talented pros can handle skilled tasks at every level of training and experience. In an earlier era, contingency staffing suggested low to middle-skill talent only, but that’s no longer the case.

We have a wide reach and a strong network.

Are you looking for a full-time, part-time, or flexible job in a field that supports your career goals? Talk to our team! You can always sift through job posts on your own, but when you add the power of a staffing agency, you travel farther and reach your goals faster. We can connect you with the employers you’re looking for.

We do the heavy lifting so you don’t have to.

Are you ready to find the right talent to help take advantage of the Arizona economic growth? Contact the ACCENT Hiring Group and we can help you find and maintain the talented employees you need.

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Oct 31, 2018

Elevating Digital Capabilities Can Improve Company Retention

Here’s a study we found interesting, but not at all surprising: https://www.randstadusa.com/about/news/a-companys-reputation-as-a-digital-leader-greatly-impacts-their-ability-to-attract-and-retain-talent-randstad-us-study-finds/. According to the results of this Workplace 2025 survey conducted by Randstad, only 10 percent of enterprises are considered “digitally superior” by employees, potential employees, and C-suite executives. This means that only one company in 10 can truly impress these study subjects with fully implemented modern technological platforms, including appropriate forms of automation, AI, and workplace collaboration tools. This 10 percent figure also includes companies that invest in strategies that train workers to be digitally savvy.

Why does this matter? Because the companies in this narrow category reap significant benefits in terms of reputation, and employees feel greater confidence in their present and future success. Survey respondents perceived these companies as far more likely to achieve business goals, build revenue, save cost and see returns on their investments.

And if current workers and future applicants express confidence in a company’s digital infrastructure, they’re more likely to respond with the following behaviors:

They compete for jobs with the company.

If your company falls into this exclusive ten percent, candidates will want to choose you simply because…you’re you. Just having the name of your company on a resume will feel like an accomplishment, and most candidates will expect their tenure with you to be a positive experience. This means you’ll attract more candidates and sift through more and better resumes for each open position. It also means candidates will see your name as an employment perk, which can provide leverage during salary negotiations.

When they come on board, they stay.

Digital frustrations often push employees toward the door. Especially when these frustrations prevent them from being able to achieve success with their tasks and may potentially stall the growth of their careers. Good carpenters don’t blame their tools, but if their tools are truly faulty and limiting, good carpenters leave the company in search of work elsewhere. Give your teams the platforms they need to excel at their work.

They engage more fluidly with each other.

Excellent digital platforms ease and enhance communication, which in turn can ease and enhance teamwork and relationships. Employees work harder and stay longer if their teams and coworkers feel like family, and technology helps to make this happen.

They can focus more on innovation and less on day-to-day survival.

When the company provides weak scheduling technology, employees spend too much time troubleshooting the system and finding workarounds as they struggle to plan meetings. With seamless, effortless scheduling technology, they can focus on the content of those meetings. Upgrade your systems before they desperately need it, and your teams won’t waste a moment of mental energy on the wrong kinds of problems.

Find Talent in Scottsdale Today!

For more on how to keep your workplace buzzing and your valuable employees on board, contact the experts at the ACCENT Hiring Group.

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Oct 24, 2018

Automated Interview Scheduling: Why it Saves Time and Helps You Hire Faster

Imagine yourself in the position of a job-seeking candidate. You’ve been submitting resumes and cover letters for days or weeks, scouring the landscape for job posts, and looking for ways to impress employers and align your skills with their needs. When a prospective employer calls to offer you an interview, regardless of how you feel about the job, how will you answer?

Chances are, you’ll accept the interview. And the odds are high that you won’t excessively about the time and date; you’d like to move forward, you’re already in flexible, job search mode, and when it comes to small details like this, you’re happy to be accommodating. Your answer will probably be, “Just choose a time; I’ll work around you.”

So as an employer, anticipating this response can save time, hassle, and extended communication for both of you. Automate your scheduling software and you’ll be doing yourself— and the candidate—a favor. Here’s how:

Automatic calendar review

Your scheduling software can scan your calendar and choose a time when you’re available. And as it sends an invite to the candidate, her own calendar can scan and let her know if she has a conflict in place. If she’s okay with the day, she can send a response that will automatically insert into your own schedule and close out that appointment time.

Automatic adjustments

If something more important comes up—for you or for the candidate—your automated calendar can make the adjustment easily. Simply resend her a new invitation and move quickly through the process again. The old appointment will automatically disappear from your calendar and hers.

Seamless integration

Your automated calendar feature can integrate smoothly with your candidate database or applicant tracking system. This means that your notes and the content you draw from the interview session can be connected to the date and time of the meeting. You’ll never have to scramble through your notes and resumes and piece together who you met with on which day. And your team members can share all the information you collected about—and during—your appointment.

Find the right employees for your team in Scottsdale

Do you need help with finding the right candidates? Looking for a recruiter in Scottsdale to handle the interview scheduling? Contact the team at the ACCENT Hiring Group today to get started!

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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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Aug 29, 2018

Culture Fit or Culture Adds – What’s Right for Your Team?

We all know that it’s a good idea to consider your company culture as you sift through a field of candidates in search of your new employee. Culture matters! The right pairing between the newbie and your existing workplace population can mean the difference between a successful hire and quick resignation. So, of course, you’ll need to think about culture as you hire, but which option should you pursue: a “fit”, or an “add”? Here are a few factors to consider.

A “culture add” is a fancy buzzword for a simple idea.

When you look for a culture add, you start by examining your workplace and looking for gaps, areas of weakness, or underrepresented demographics. If everyone on your team is an extrovert, look for introverts. If everyone on your team falls between a certain age range, you’ll need to shake that up a bit. If you have a room full of rigid technical types, you’ll need some creative energy to balance things out. And if you have an entire team with loads of personality type X, you’ll need a few with personality types Y, Z, and Q.

Isn’t it a bad idea to look for candidates based on race or gender?

Nope. All other qualifications being equal, you cause much more harm to your company by hiring a monochromatic, single-gender, single-age workforce than you do by actively seeking diversity. Diversity is the key to strength and prosperity. Diversity means better ideas, more perspectives, less opportunity for error, and more room for both personal and company growth. And don’t just allow diversity to happen as it will: Aggressively seek it out. Both your teams and your bottom line will thank you.

What if my teams genuinely prefer being around people like themselves?

It’s natural and comfortable to seek out faces that look just like our own, and we all have a tendency to find people more trustworthy, smart, and attractive if looking at them feels like looking in a mirror. But these assumptions are simply not accurate, no matter how naturally they come to us. Don’t build your company on a foundation of false assumptions and bad ideas. Sweep those away and replace them with reality.

Fit has a place, too.

Say your brand represents a celebration of nature and the outdoors. Your target audience (and many of your workers) are young, in shape, and outdoorsy. Of course, it’s a good idea to aggressively hire across a range of ages and physical abilities, but if you define “outdoorsy” as a state of mind and nothing more, put it in the candidate plus column. Shared faces don’t necessarily lead to harmony and success, but shared sympathies sometimes do.

Find a Top Recruiter in Scottsdale

Hire new candidates who fit the mold …. but only the parts of the mold that matter. For more hiring guidance, contact the top recruiters in Scottsdale and work with the ACCENT Hiring Group.

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