Do you create a welcoming environment for new employees?

July 31st, 2011

Finding and attracting top candidates can be difficult. And when you manage to bring in top talent and make them an offer of employment, helping them adjust to their new surroundings can be crucial to their long-term success.

Your company culture can make an impact on how employees fit in.

A formal plan can help new employees adjust to your company; however, basic training and policies should be a given. To stand out and truly welcome new employees, helping them adjust to their new surroundings, your company culture should foster the right environment.

Here are 3 areas where your company culture should stand out:

1. Be supportive of questions and opinions.
Even the most experienced new employees have questions from time to time. And your tenured employees will have questions as well. Your company should have a culture where questions or opinions are not only encouraged, but valued. Even if they fall outside of their specific department or role.

2. Understand, and even welcome, mistakes.
Let’s face it, we all make mistakes! Does your company understand when employees make honest mistakes? Do you welcome an opportunity to learn and grow from mistakes. Yes, we all make mistakes, but they are more likely with new employees. It’s intimidating enough starting with a new company. Don’t make it harder by creating an environment where mistakes are something to be feared.

3. Make all employees feel like part of the team.
How do you treat your employees?  All team members, and in particular, new employees, need to feel valued. Fitting in can be difficult for most people. We all hate being the “new person.” Take simple steps to make employees feel welcome, whether it’s asking what someone did over the weekend, or making small talk by the water cooler.

By taking these steps, you’ll not only help your new employees fit in, you’ll be creating an environment where your employees are happy to be – for the long haul.

Searching for your next top employee?
Contact Gage Personnel today.



July 22nd, 2011

Gage Personnel is recruiting for a national Fortune 500 Company. Positions in a state of the art manufacturing facility include all industrial and technical skill levels.  Pay rates starting at $17.25/hour.  Two year degree post-high school or equivalent training.

Please apply on Monday, July 25, 2011 from 8am to 6pm at our offices:

Gage Personnel
101 N. 7th Avenue
West Reading, PA 19611

Resumes may be submitted to:



Best Practices: Declining a Job Offer

July 21st, 2011

Are you currently searching for work? Or have you searched for work in the past? If so, it’s most likely that you applied to several (or more) employers at a time. And you might have even received several job offers simultaneously. It can be pretty awkward!

Turning down a job offer correctly can have big ramifications down the road.

Taking the time and courtesy to politely decline a job offer today can impact you down the road. A recruiter or manager at Company A today could be a director at Company B tomorrow. Plus, it’s just the right thing to do.

Here are some tips for turning down job offers:

  • Turn them down as soon as possible. If you know you’re not going to accept the position, notify the business right away. This gives them time to pursue other top candidates (before they get other offers too!).
  • Call first. With the “as soon as possible” idea in mind, call employers to notify them, so that you don’t waste any time. Politely, and quickly, notify them that you have accepted another position (or simply that you are declining their offer). Then,
  • Follow up with a letter. Keep it to one page, but send a polite, detailed letter explaining why you have declined an offer of employment. This is a courtesy that allows businesses to evaluate their hiring process and other areas of their business.
  • Be grateful. In all communications, thank businesses for their interest. You can soften the blow of your decision by showing some poise and gratitude.
  • Explain (generally). Try to avoid referencing salary or benefits (unless asked), as businesses tend to avoid discussing these terms directly. Focus your letter on the culture, responsibilities, management framework…keep it to areas of the business that don’t meet your needs or goals.

Looking for your next career opportunity?
At Gage Personnel, we work with employers across Reading, Ephrata and beyond. Search our currently available jobs or contact us today to take the next step in your career.


July 18th, 2011

JOB FAIR ANNOUNCEMENT – Gage Personnel is recruiting for a national Fortune 500 Company.  Positions include all industrial and technical skill levels.  Pay rates starting at $17.25/hour.  Two year degree post-high school or equivalent training.

Please apply in person at one of our job fairs:

Tuesday, July 19, 2011 from 8am to 6pm at our offices located at: 101 N. 7th Avenue West Reading, PA  19611 610.376.1771.


Wednesday, July 21, 2011 form 3pm to 6pm at the Crowne Plaza Hotel, 1741 Paper Mill Road Wyomissing, PA


Thank you!




5 Job Interview Myths to Ignore

July 14th, 2011

Interviews are stressful. Really stressful. And a lack of information about job interviews can cause you to have additional stress – who needs that?

Here are some job interview myths to ignore.

Forget additional stress and watch out for these five popular interviewing myths:

1. You had better know the “right” answer.
Believe it or not, the interviewer is not likely to be searching for a particular answer during your interview. Interviewers are typically paying attention to how you respond and react to the question, rather than your actual words.

2. If you don’t have the most experience, don’t bother.
If this were true, why even bother with the interviewing process? The truth is, there are likely dozens, if not hundreds, of people applying to a single job position. If it came down to a matter of qualifications only, the hiring process would be much simpler. Most employers are searching for a combination of skills, traits and education. Personality and corporate culture can also figure into hiring decisions.

3. Always accept coffee, tea or water when offered.
Imagine you’ve interviewed six candidates in the last eight hours, asking many of the same questions each time. Interviewing can be very draining, and most interviewers want to be done with the process. When you’ve entered the office, ready to begin, and you’re offered a beverage, do you really think that interviewer wants to get back up and prepare you a cup of coffee?

4. You are being interviewed by a trained, professional recruiter.
You may be interviewing with a human resources professional, but in all likelihood, you are interviewing with a manager or co-worker from within the department. How can you use this to your advantage? Give concrete, specific details and examples in your responses, not long-winded, canned responses.

5. Don’t give long answers.
Many job seekers think that it’s best to keep their answers short in interviews, so that the interview moves quickly. In reality, interviewers likely hope that your answer will be long and informative, so they don’t have to come up with another question! Don’t squander an opportunity to sell yourself for the position. Now is the time to put all your research and background information on the company to use. Experts suggest interviewees should be talking during about 2/3 of the interview, so make sure you have plenty to say once you get there?

Searching for your next career opportunity?
Gage Personnel can help! We partner with some of the top employers across Berks County and beyond.


Five Things to Ignore on Social Media Profiles

July 5th, 2011

Social media is becoming a large factor in the hiring process for many businesses. Still, it can be hard to know what information to use (or can be used), and which to ignore.

Every aspect of a social media profile isn’t part of a resume.

When reviewing social media profiles for your job candidates, there are a few items that you may want to ignore:

1. Improper spelling or grammar.
The reality is, many of us have had our speech and writing evolve into a hybrid of professional, texting, and Facebook. Respected dictionaries are adding words like “lol,” making it difficult to know where slang ends and “real” language begins. Take this into consideration if you review a social media profile as part of the hiring process. If you’re looking for a professional in a position where writing is a critical component of the job, review a portfolio of pieces as part of the recruitment process. Social media sites are places for many people to share casual news and observations with family and friends, so don’t put too much credence in spelling and grammar.

2. Rude remarks.
Take any remarks posted on a public wall with a grain of salt, particularly if they’re too other members of the candidate’s “friends” list on Facebook or “followers” on Twitter. When you wade into personal profiles, you risk entering into personal conversations. A good-naturing ribbing on Facebook does not mean that a potential employee will bash you. Negative remarks about prior employers may require some additional digging, though.

3. Pictures from vacations.
It’s safe to say most of us go on vacation from time to time. Resist the urge to look at a job candidate’s personal photos and if you do, it’s best to keep any observations completely separate from the hiring process.  Appreciate the scenery, but don’t let personal opinions on vacations cloud your judgment in the hiring process.

4. Information about job history.
Some people may share minor tidbits about their professional histories on personal Facebook profiles. Try not to take professional information shared on a personal profile as representative of a candidate’s qualifications. The most beneficial and accurate information, relevant to an interview, should be found on a candidate’s professional resume.

5. Prohibited Information.
Federal Equal Employment Laws prohibit employment discrimination against qualified individuals with disabilities, and prohibit bias based on race, color, religion, sex, or national origin, age, as well as other considerations. State and Local laws may impose even stricter rules depending on where your business operates.  If you are concerned that prohibited information could impede your ability to make a fair hiring decision, it may be best to avoid social media profiles altogether.

Need talent?
Gage Personnel offers a range of strategic staffing and recruiting services, designed to help you maximize productivity and reduce costs.