ACCENT' Blogger

Employment Industry News
May 6, 2014

Looking Beyond Skill Sets: What Makes a Great Candidate?

Skilled candidates are easy to identify: they’re the ones who can produce and verify a specific, measureable list of qualifications related to the technical requirements of the job. If you need an employee with HTML expertise, the best candidates will provides links to the websites they’ve created. If you need specific programming skills, they can pass a quick test. If you need artistic skills, they can produce a portfolio. But savvy employers are beginning to recognize that skilled candidates don’t always make effective employees.

In order to choose a candidate who do more than the minimum and execute more than the technical requirements of the position, modern managers need to keep an eye out or traits like the ones below. These can be revealed with an accurate screening process and carefully scripted set of interview questions.

1. Curiosity.

Look for candidates who function as information sponges. They may not know much about your business model at the beginning of the interview, but by the end, these candidates will be experts. They ask questions, they listen to the answers, and they actively link what they learn into the growing network of what they already know.

2. Positivity.

The most promising candidate can tell a story about a team that fell apart, a project that failed, a dismissal, and a ten-month job search, and somehow this story will sound like the growth experience of a lifetime. In this candidate’s worldview, a terrible boss becomes a lesson in humility. A bout with uncertainty becomes a professional journey. And every rainstorm leads to a rainbow (eventually).

3. Honesty.

If you ask how many hours a week your candidate can devote to the job, a mediocre applicant will say “How many hours are there in a week? I never want to leave!” But an honest candidate will simply provide an honest answer. The same applies to questions like “How do you feel about public speaking?” “Where would you like to take your career in five years?” and “What is your preferred salary range?”

4. Emotional control.

If your candidate knows how to laugh, how to put problems in the past, and how to how to hold a calm conversation about an emotionally charged topic, you’ll know you’re on the right track. Watch out for candidates who dissolve under pressure, and any sign of anger or hostility should be considered a bold red flag.

For more on the kinds of qualities that signal a great addition to your team, not just a technically proficient candidate, reach out to the staffing experts at Accent Hiring Group. If you are looking for recruiting agencies in Scottsdale, contact our team today.

Apr 22, 2014

Highest Paying Jobs in Arizona

According to data gathered by the Arizona Department of Administration in 2009, some of the highest paying positions in the state are centered in the healthcare industry, including dentistry. In 2014, many of the same positions continue to be the highest paying. Other industries that make the list of the top 30 highest paying Arizona professions fall into legal, IT, and pharmaceutical categories.  General management positions come next.

If you’re responsible for staffing, selection, payroll decisions, or HR management in any of these high paying areas, consider the average rates for talented professionals in the state. These rates are listed per hour, excluding insurance and other benefits:

Anesthesiologists $108.66

Orthodontists $107.14

Obstetricians and Gynecologists $100.47

Surgeons $95.03

Physicians and Surgeons $89.01

Psychiatrists $86.47

Dentists $80.84

Chief Executives $80.38

Family and General Practitioners $76.44

Podiatrists $59.82

Optometrists $57.40

Engineering Managers $56.80

Lawyers $54.27

Pharmacists $51.38

Computer and Information Systems Managers $51.07

General and Operations Managers $50.23

Computer and Information Scientists, Research $50.03

Psychologists $48.60

In general, cost of living in the state of Arizona is rising, but still comparatively low when measured against coastal and Midwestern metro areas. The economic slowdown had a strong negative impact on hiring rates, open positions, and business growth, but job opportunities and the pace of staffing seem to be returning to pre-recession levels.

As this shift takes place, job seekers (especially those at the high end of the demand spectrum) will hold more of the cards in the employer-applicant balance, which means salary offers will need to rise in order to attract the highest level of talent. But so far, this hasn’t created a serious impediment to growth for most employers. At this point, talent is affordable and available to recruiters and managers who know where to look.

The most effective sourcing, staffing, and selection strategies are those that take full advantage of professional networks, industry sponsored events, social media and other online tools and platforms, and outside contracts with industry specific staffing experts. For more information on how to use these tools to your advantage, and to arrange a consultation with a staffing company that has the reach and experience to meet your needs, contact the experts at Accent Hiring Group. If you are looking for employment agencies in Scottsdale AZ, contact our team today.

Apr 16, 2014

Employee Compensation Costs Across Multiple Regions of the U.S.

Regardless of the salary details outlined in an initial job offer, how much do employers actually pay for each hour of employee time, on average? A job that pays 20.00 dollars per hour doesn’t necessarily cost 20.00 dollars for the company— the cost may be far lower when accounting for the value added and revenue generated by the employee’s efforts. And of course, the cost may rise again when accounting for the overheads (heat, electricity, etc) and materials used by employee to complete her work (computers, vehicles, other tools.)

Generally, the Bureau of Labor Statistics uses a simplified equation when calculating the cost to the employer of maintaining a work arrangement with an employee. And this equation includes salary and wages, plus total benefits. Benefits can be broken down into three categories: 1.) insurance benefits including life, health and disability, 2.) legal benefits, including Social Security, Medicare, Workers Compensation Insurance, Unemployment Insurance, and 3.) paid leave benefits, including holiday, vacation and sick leave.

Employer Costs by Region

In 2013, The Bureau of Labor Statistics recorded the lowest costs per employee in the south, where employers paid an average of 26.93 dollars per hour for each employee on their payrolls. In the Northeast, the numbers were the highest by region at 33.87 per hour. In the west, employers paid an average of 31.44 dollars per hour per employee. And in the Midwest, average employer costs totaled 28.44 dollars per hour.

Across the United States, the total compensation costs per employee for private industry employers averaged 29.63 for every hour worked. Broken down by category, this included 20.76 dollars for wages and salaries (70.1 percent of the total amount) and 8.87 for benefits (29.9 percent).

If you run a business or manage your company’s payroll budget, how do your hourly costs per employee stack up against the averages in your region and your industry? For guidance that can help you keep total costs under control while avoiding the risk of underpaying your employees and losing access to top talent, contact the staffing and business management experts at Accent Hiring Group. If you are looking for staffing agencies in Scottsdale, contact our team today.

 

Apr 8, 2014

Employee Onboarding Toolkit

When you introduce a new employee to your workplace, you’ll need to take extra steps to make sure she feels welcome and her presence feels necessary. First impressions go a long way, and the welcome mat you lay out for your new employee can mean the difference between a hiring failure and a lasting relationship that brings huge returns on your upfront investment.

So to strike the proper tone and launch this partnership on the right foot, you’ll need these items in your first-day tool kit.

1. A workstation.

Don’t bring your employee aboard and make her wait for half a day while you find an open cubicle and a computer she can use. Make sure her space is functional, clean, complete, and ready for use immediately.

2. A schedule.

From the first day onward, your new team member should have a schedule in hand that lets her know where to be and with whom to meet during her entire first week, at the very least. Orientations, training sessions, introductions to department heads and coworkers, sit-ins, ride-alongs, and all other events you expect her to attend should be clarified with times and locations.

3. A list of her most important names and contact details.

It’s natural to forget a few names when you’re being introduced to dozens of people per day. So make this process easier and less embarrassing for your new hire by handing her a list of the people she’ll be reaching out to the most often. Include the company C-level executives, department leaders, HR personnel, most important vendors, and close coworkers.

4. A handbook.

Present your employee with a binder that contains all the company policies relevant to her role. The handbook should also include a clear job description for her position. Make sure she also knows where to find the same document online or on the company network.

5. Password access.

The faster the new employee can gain access to relevant databases or document management systems, the faster she can begin completing work and contributing to the enterprise. Don’t let days go by before she can enter the system on her own.

For more information on how to make your employee feel welcome, settled, and ready to work, contact the staffing and management experts at Accent Hiring Group. If you are looking for recruiters in Scottsdale AZ, contact our team today.

Apr 1, 2014

The Job Market: Top Industries in Arizona

The recent recession is on the way out, a brutal winter is almost behind us, and the rest of 2014 looks bright for both the consumer economy and the job market. Across the country, bitter cold and tight budgets have kept people indoors with a close eye on their spending habits. But now that some of those restrictions are starting to lift, spending is up. Which means businesses are starting to expand, companies are taking more risks, and hiring is on the rise.

In the meantime, industries like manufacturing that have been moving offshore in recent decades are starting a reverse migration. Companies are no longer seeing the cost savings they once gained from overseas labor, so those businesses and distribution centers are moving back to the US.

Overall, here are five of the top Arizona industries for hiring and job growth in the year ahead.

1. Service Providers: Service industries in Arizona employed 2,195,100 people during January of 2013. Private service providers employed 1,782,500 workers during the same period.

2. Trade, Transportation and Utilities: In Arizona, this sector employed 475,200 workers in January of 2013.

3. Government: Government jobs and contract hiring held a strong position in the labor market during 2012 and 2013.

4. Education and Health: Education and health have been strong priorities for Arizona over the past few years, and hiring in this sector has been on the rise.

5. Private Business: Private companies and small businesses have made a comeback following the economic slowdown, especially in retail trade, wholesale trade, construction, manufacturing, and durable goods.

How does your Arizona business or market sector stack up? Have you experienced a rise in hiring demand during the previous year? If your business is like most, the answer is yes, and you’ll need a strong hiring partner to keep up with your company’s growing labor needs.

Start now by mapping out your long term staffing requirements and building a training pipeline that can help you optimize the talents of your current teams. When you’re ready to bring new employees on board, contact Accent Hiring Group and find out how we can help. If you are looking for employment in Scottsdale, contact us today.

Mar 25, 2014

A Twenty-Minute Morning Routine for Successful Managers

If you’re managing a team or running an organization of your own, then you already know that the way you spend an hour of your time impacts the efficiency of your entire staff. Your hour generates dividends by making their hours and their projects easier, better, and more successful. So make the most of the time you spend at work, and start at the beginning. Mornings set the mood and the tone for the day ahead, so make the most of yours by taking these simple steps when you get out of bed.

1. Eat. Then exercise.

These are the two best things you can do for yourself—and your team—every day. And they’re easy! Down a breakfast of whole grains, lean proteins, fruit, or all three. Most of us don’t like to pile on the calories first thing in the morning, and that’s fine. But put at least a few bites in your mouth and your brain and body will know that it’s time to get up.

Then put yourself motion for ten to fifteen minutes. You don’t have to complete a full workout or exhaust yourself, but move your arms and legs and drive your heart rate up to about 112 beats per minute. This may be just about enough to break a sweat. This kind of energy expenditure will activate circulation to your brain and muscles, and it will help you create new neural pathways and protect your existing ones. Quick exercise can stabilize blood sugar, lower blood pressure, boost mood, organize thoughts, and calm anxieties.

2. Talk.

When you get into work, engage with people. A quick hello and a moment of conversation with your partner or assistant can help you turn your focus outward, which can get set your perspective and get your day off to an appropriate start. You don’t need a long gab fest—just clear out your pipes, think about someone else, and start a workplace-wide chain reaction of positive energy. Then you can buckle down at your desk.

3. Plan.

No matter what your plans look like, you’ll inevitably end up going wherever the day takes you. Interruptions, crises, surprise meetings, and serendipity will shape the day no matter what you do, but review the hours ahead and prepare anyway. This will make it harder for tasks and side issues to slip through the cracks and off your radar.

Touch base with your employees, receive your morning reports, skim through your inbox, and do whatever you need to do to organize the tasks that lie ahead. But start with these four steps and you’ll be ready for just about anything. For more simple management tips with big impact, reach out to the staffing experts at Accent Hiring Group. If you are a manager in the Scottsdale area looking for recruiters in Arizona, contact our team today.

Mar 18, 2014

How to Handle a Bad Hire in Scottsdale

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Even the most careful, measured, risk-proof hiring process can sometimes be derailed by human error, and even when both parties are honest about what they bring to the table, a promising start can sometimes lead to a disappointing dead end. If you realize that you brilliant new hire just isn’t working out, what should you do next? Whether you decide to terminate, transfer, or change the terms of your hiring agreement, you’ll need to keep your costs down and the reputation of your company in mind. Here are a few guidelines to keep in mind.

1. Act quickly.

A bad hire usually won’t get better on his own. As soon as you recognize that something is wrong, step in. Talk honestly with the employee about how he sees the situation, and if he’s as unhappy and frustrated as you are, initiate the separation immediately. If he thinks he deserves another chance or a transfer, listen to his argument before you make your final decision. But don’t wait for the situation to resolve itself. Every delay means more expensive mistakes, more angry customers, and more hassles to sort out after he’s gone.

2. Show class.

Protect your reputation by protecting the dismissed employee. Initiate the separation with tact and diplomacy, and be sure to provide as much severance as you can afford (two weeks should be the minimum). Consider covering the cost of a few months with an outplacement center or career counselling service.

3. Resolve reference issues.

Resolve your reference plans now, don’t wait until you’re sputtering your way through a call from a potential employer. Consult your HR department and determine how much you’re legally able and/or required to share.

4. Gather data from the experience.

If you can identify what went wrong, you’ll be better poised to prevent another mistake. Were your interview questions too vague? Did you miss any red flags that you now recognize in hindsight? Could you have sidestepped this error by requesting work samples, references, or any other materials in addition to a resume? Was the mismatch related to technical aptitude or cultural misalignment? Are you guilty of sending mixed signals or providing inadequate training? The more accurately you answer these questions, the more you’ll learn from this event.

For more on how to deal with a bad hire quickly, diplomatically and efficiently, contact the staffing experts at Accent Hiring Group.