How to Be a Better Boss

The job search is as much about the candidate finding a great opportunity as it is about the client finding a great candidate. The interview process is all about compatibility. As soon as the job requirements and skill sets are met, it becomes a matching of personalities to create the best team possible. A manager’s primary job is to ensure that the team is harmonious, and there are a lot of ways to go about that. When an employee feels their direct manager is on their side, long term stability is the result. Here are three tips to make sure you’re the best boss to each employee you manage.

1.  Be a great listener. Make sure that your employees know that you will listen to anything they want to share, without rushing to judgment. Periodically check in with each of your employees to give them an opportunity to share things that might be on their minds about their jobs or the company environment. Don’t have an immediate solution. Make sure they know you are really listening and that you will use this information to formulate the best possible answer to their concerns.
2. Discover what people do best. Each employee has a list of job duties and they may be competent at all of them, but to really encourage each employee to be their very best you need to find out what they excel at and direct their performance toward it. The first step in this process is to understand how each employee functions – how they learn, how they react to stressful situations and what kind of work satisfies them. You will find that your team is more effective and efficient if each member is working to their full potential.
3. Effectively communicate. If your employees don’t understand what is expected of them, they will not be able to live up to your expectations. When asking for a task to be completed, be sure to communicate that clearly. Be firm and consistent, but also include your team in major decisions that will affect their performance or work requirements. Delegate where you can. Manage time and resources. Most importantly, be available.

Looking to add the next great member to your staff? Contact Gage Personnel to find the right fit for your existing team.

Encourage your Employees to Be “Hackers”

A trend in technology and engineering companies is to encourage their employees to be “Hackers”. That doesn’t mean their employees are stealing anyone’s identity or finding their way onto top secret government sites. Rather, companies will set aside “Hack Days” when employees are encouraged to work on things that don’t fall into their daily job duties to help the company improve. Even non-technology companies are beginning to implement Hack Days in order to leverage their employee’s talents to drive workplace innovation.

Here are three ways to implement Hack Day events in your own office

1. Encourage employees to explore their passions. The idea of a Hack Day gives employees a way to engage in things that they enjoy doing which may also benefit the company. Have a plan and allow employees to volunteer for portions of that plan based on what it is they truly love to do and think they can excel at. You may be surprised what your accounting staff prefers to dedicate their time to or that your IT department has been considering ways to make things more efficient and is delighted at the opportunity to share them.
2. Encourage Participation. Make sure everyone taking part in Hack Day understands that there is no final evaluation on the ideas they might come up with. Empower your employees to explore every idea even knowing that not all the concepts are going to be good right out the gate. Some employees might be hesitant to make suggestions because they are afraid of criticism, but a manager must ensure this will not be the case. All good innovation has a failure rate, don’t be afraid of it.
3. Boost Employee Morale. When the team is actively engaged with improving the company, everyone benefits. When that improvement is implemented each employee feels their individual participation made a difference. Make Hack Day an event. Celebrate the accomplishment with something fun at the end of the day. Be sure to incorporate the final development into everyday business to whatever degree makes sense. It is very important for everyone involved to see an end result.

Looking for “hackers” for your company?  Gage Personnel can place innovative individuals on your team who can make a real difference.

Find Top Talent before They’re Stars

Last summer, the American Express Small Business site featured an article by Penelope Trunk, owner of the company Brazen Careerist. In it, she describes the way in which small businesses can dig top talent out of the employee mine and polish those diamonds into stellar candidates. Businesses and hiring managers can use these indicators, and other tried and true business practices, to determine if new talent will be a good fit for their growing company.

1. Evaluate their performance in school. Contrary to conventional thinking, Trunk doesn’t believe that in order to hire top performers you need to hire the top students. Look at the students who ran with the middle of the pack. Sometimes the mediocre student has a different sense of priorities that allow them to work smarter, not harder. Finding an easier or more efficient way to complete a task doesn’t necessarily mean an employee is lazy. It can often be a path toward innovation. Their motivation may not have been for grades but money changes the game for them.
2. Ask about their reading habits. Trunk suggests this is a “Quantity over Quality” question. Someone who reads a lot, no matter the subject, is someone who can absorb information well. Ask a candidate what they like to read and how much they read in a day or in a week. Also, according to Trunk, don’t dwell so much on the subject matter of the books, magazines, or websites but focus on depth of information. A thirst for knowledge is a surefire way to gage a top performer.
3. Good Employees Refer Good Employees. Referrals and networks are always the best way to find new employees. Labor statistics have shown that up to 60% of jobs are filled through referrals. Companies tend to trust the referrals of current employees and those employees are unlikely to refer someone they believe would reflect poorly on their own performance. Staffing companies leverage these networks by reaching out to successful employees on a regular basis and encouraging referrals.

Looking to find a rising star to hire for your open positions?  Gage Personnel can screen and present the best candidates for your company.

Job Market Recovery: Off To a Great Start in 2012

All across the country the job market is seeing small signs of improvement. Though the growth isn’t as fast as most job seekers or employers would prefer to see there are some indicators that show 2012 is off to a great start. Clients are beginning to open up their hiring process and candidates are able to see more results to their job searches.

• Fewer Unemployment Applications. In recent reports from the labor department we see that new unemployment applications fell to just 12,000 in January. Fewer new applications signal economists that there has been some improvement in the hiring landscape. The Department of Labor indicates that there has been a steady decline in applications since the fall of last year and concludes that the increase of hiring in the last 5 months has driven down the need for new unemployment applications.
• Layoffs Less Than National Average. Published at the end of 2011, an analysis on the State of Pennsylvania’s Economy by Jim Glassman of JP Morgan/Chase provides some very detailed figures in regards to the job market within the state. The document is packed with great information on the financial state of Pennsylvania but on page 7 a graph shows that layoffs have been falling in the state of Pennsylvania faster than the national level. According to Glassman’s analysis they are back to pre-recession levels. This is a good indicator that the economy is on an incline and once current jobs become more stable, new jobs will be able to be added.
• Growth in Temporary Staffing. According to the American Staffing association, half a million employees were added to the job market between 2009 and 2011 due to the temporary help services industry. It is no surprise that many businesses turn to non-permanent workers to help with growth as they begin to regain confidence in the market. Companies are not yet ready to make hiring decisions but need employees to handle the increased workload. Government data has shown that the cyclical nature of the staffing industry is a leading indicator of employment improvement especially at the end of an economic recession.

Looking to find your new opportunity in this growing economy? Contact your local Gage Personnel branch and talk to a recruiting specialist today to find out what new positions we have available.

Should You Consider Out-of-State Talent?

You may receive hundreds of qualified resumes for a single job posting, but how much time do you spend weeding out unqualified candidates who are desperate for jobs? Today’s economy has made it a challenge for candidates to find jobs; however, it has also had a negative impact on HR and recruiters. Spending hours trashing unqualified resumes isn’t exactly the most time-efficient way to hire.

Are you looking outside your standard talent pool?

By the time you weed down your resume pile, you may have very few qualified candidates in your area. And if you’ve specified that you’ll consider local applicants only, you’re making it especially difficult to make a qualified hire! Out-of-state candidates have received a bad reputation over the years…they can seem “undesirable” to hiring managers. But why? Forget what you thought you knew. Here are three reasons why you should consider out-of-state candidates for your next job opening:

1. They’re not expecting a relocation package. Yup, the economy is tough, and people are struggling to find jobs. And with that struggle, most candidates expect to have to do some extra legwork to find the right job. Candidates who are applying for out-of-state jobs more likely than not expect to pay for their own moving and transportation costs. Many even expect to pay their own travel costs for the interview. So if cost is your number one reason for discounting out-of-state candidates right off the bat, put that fear to rest.
2. Many jobs can be done remotely. If you aren’t interested in having someone pick up and move across the country to work for you, have you considered having employees who work remotely? Technology has made it so that a home office is nearly the same as a “real” office. Skype and Facetime have made video conferencing a synch, and most home offices have the same quality technology, if not better! This will not only save you onboarding costs, but the cost of equipment, added utilities, etc.
3. They are eager to get started. Candidates who are searching for jobs out of state are eager and enthusiastic to get started with your company, perhaps even more so than a local candidate. Whether their primary reason for applying is to move to a new area, or they are simply incredibly excited about your company, they will come to your company ready and eager to make an impact. Who wouldn’t want someone enthusiastic working for their company?

Searching for great talent?
Contact Gage Personnel! We have an extensive network of qualified candidates who are ready to make an impact on your business.

Are You Using Google+ For Your Business?

Here at Gage Personnel, we’ve discussed the importance of social media in your job search. If you haven’t heard, the latest entry into the social media fray is known as Google+ (or Google Plus). Working along with your Google account (which you may use for Gmail, Picasa or other Google tools), Google+ offers a new way to connect with friends, co-workers and other professionals (plus great talent!).

Reviewing the trend of social media in today’s business landscape, it’s only logical to conclude Google+ will have a profound impact on the way you interact with job seekers and clients. As of October 2011, there were more than 40 million users! Let’s take a look at some of the ways Google+ is different than Facebook, and how that impacts you:

• People already expect you to have a profile. Now that businesses can set up their own pages on Google+, top talent and potential clients expect you to have an active profile. Google+ is the latest tool, and it came out of the box with a clamoring for invites. Now that the floodgates are open, you had better have a profile. If you’re not sure how to set one up and use Google+, here’s an excellent online tutorial to help you get started.

• Don’t worry about making “friends.” Ever have an awkward moment where you receive a Facebook friend request from someone who isn’t really a friend? Google+ circumvents this issue with “circles.” In your Google+ “circles,” you can organize all your connections. Each circle can have access to different pieces of information. Someone (including job seekers and clients) can add you to his or her circle without permission; however, you can control what these people see.

• You should still consider privacy. Privacy settings come into play on all social media sites, most notably with Facebook and it’s frequent privacy updates. With Google+, your privacy settings allow you to set certain information as a public “share,” so even someone who isn’t in one of your circles can still keep tabs on relevant information. This can be a great way to include clients, job seekers or current employees, without having to give access to more personal information than you’d like. Google+ blurs the line in our online “worlds” more than any other social media site. Use your privacy settings to your advantage.

• Google+ is more about “conversations” than “posting.” Facebook and Twitter are excellent resources for sharing information, and the occasional short conversational exchange. Google+ is made for conversations – in other words: relationship-building. “Hangout,” a group video chat function, allows you to speak to multiple friends (coworkers, staff at clients, etc) using your webcam. Hangout doesn’t require additional software like Skype, and is an easy way to assemble multiple people (across different locations), quickly. “Sparks” is the Google+ news function (similar to your Facebook news feed). Use Sparks to share information and stories (and start conversations) with members of your various circles.

For more information about Google+, visit the official Google+ website.

Searching for talent in Berks County?
Contact Gage Personnel. We’ll search our extensive network of talented professionals to find precisely the solution you need.

Don’t Be a Stepping Stone Employer!

Ever decide on a candidate, confident that he or she was going to make a long-term impact on your business, only for that candidate to move on a few months later? That is a prime example of a dreaded business affliction – stepping stone disorder!

Although not technically a disorder, being labeled or seen as a stepping stone to potential candidates can have a dramatic impact on your organization. Lost productivity, decreased morale, dour company culture…the effects can lead to long-term losses for your business.

Be more than a stepping stone – be a great choice for job seekers!

Hiring new employees is costly and time-consuming, and no one wants to be used as stepping stone to bigger and better things. Here are three ways to avoid being a stepping stone and instead be the long-term employer for your team:

1. Ask candidates about their long-term goals. From the very beginning, ask prospective employees where they see themselves in 5 or 10 years. Find out why they applied to your company, and what they hope to achieve in their careers. If they hesitate, or if their responses seem a little too rehearsed, you might have to probe a bit more to see if you are the goal for candidates, or a mere stepping stone. But, better to ask during the interview, than get burned down the line!
2. Give candidates an idea where they’re going. When you’re hiring new employees, make it very clear where they can take their careers within your company. Provide a clear path of ascension, with attainable goals. If your employees know that they have a long-term plan of action within your company, they are far less likely to see their jobs as stepping stones.
3. Give them opportunities to learn and grow. If you’re employees are eager to learn more and grow as professionals, be the one to give them those opportunities! Providing opportunities for growth and learning shows an investment in them, and if your employees know you see them as a long-term investment, they’re much more likely to invest in your organization.

Looking for top employees?
Here at Gage Personnel, our extensive network of candidates includes qualified professionals ready to make an impact on your bottom line.

3 Leadership Lessons From Steve Jobs

It doesn’t matter if you’re a Mac or a PC. A Droid or an iPhone. You can learn from Steve Jobs. Jobs was one of the greatest innovators of our generation, and the products he helped create have made an indelible impact on our society, and our day-to-day lives.

Your organization can benefit from Steve Jobs.

You may not be searching for the next big tech gadget, but your organization can still learn from Steve Jobs. His leadership lessons can be implemented–and make an impact–on any organization. Here are three lessons you can start applying now:

1. Take some risks. Ever hear of a tablet device before the iPad? Industry analysts thought Apple was crazy for delving into a marketing that was seemingly unnecessary. Jobs ignored the naysayers, was a non-believer in market research, and believed that people didn’t know what they wanted…until they were shown something so great they had to have it.  How’d that work out for the iPad? More than 25 million iPads sold as of this summer. The lesson? If you believe strongly in an innovative idea–and have the support of your team–don’t be afraid to task some risks from time to time. At the very least, you’ll earn the trust and respect of your team. And at the most – you could revolutionize your industry.
2. Create a clear succession plan for your business. Jobs’ health had been declining since the early 2000s, and began declining rapidly in 2010. His successor, Tim Cook, had been groomed to take over for Jobs early on in his health battle – Cook joined Apple in 1998. For your organization, the lesson is simple. Although things may appear to be in order now, the reality for every organization is that people leave, for whatever reason. Identify future leaders of your organization, or if you don’t have any clear leaders, find ways to get them. Then, develop a clear succession plan. You’ll help retain your top performers, and you’ll also protect your organization in the long-term.
3. Never settle. The truth is, we all aren’t perfect (earth-shattering news!). Just because perfection is difficult to attain; however, doesn’t mean that your organization should ever settle for less. If you aim for perfection and follow through on your plans, setting your signs on your goals, you’ll inspire your team to reach higher, think bigger and get to the next level. Mediocrity is deadly to any organization, and it should never be accepted. You’ve assembled a team of talented professionals who want to help you company succeed – now it’s up to you to motivate them to do their best.

Looking for leaders to add to your team?
Contact Gage Personnel. We’ll help you find the talent you need to reach your short- and long-term business goals.

5 Tips for a Legendary Office Holiday Party

Office holiday parties can be a great way to celebrate a great year, and gear up for success in coming year. Depending on your organization’s size and history, you may prefer something casual in the office, or an all-out formal extravaganza.

Make sure your holiday party is a success.

Holiday parties are great opportunities for teambuilding, and are also just a nice way to relax during a hectic season. Here are some tips to help make your office holiday party a success:

1. Get out of the office. Unless it is your only option, plan your office party at an outside location. It can be hard to celebrate surrounded by cubicles, voicemails, emails and other stressors. Your office party should be a time to relax. If you don’t want to go to a restaurant, be creative and think of other places where you can celebrate (art galleries, museums and golf domes are just a couple of ideas).

2. Give back to the community. It’s the season of giving, and many people like to donate to worthwhile charities at this time of year. Why not make it official, and encourage your employees to bring a non-perishable food item or unused toy as their “admission” to the party? You can designate an employee to deliver the goods after the party, and you will have made an impact on the community through your celebration.

3. Invite significant others. If your office party is an afternoon in the office, this may not be appropriate, but if you’re inviting your employees to a restaurant or bar to ring in the holidays, etiquette (and common sense) dictates that you should also invite your employees’ significant others. You’ll avoid bruising egos and hurting people’s feelings, and you’ll also give your team an opportunity to meet their coworkers’ families.

4. Involve the team. Sure, it might be easier to call a caterer or let the venue handle all the details, but ask employees to join a committee that will help ensure the party runs smoothly. Your employees will be more invested in the result, and they may also catch some small details missed by an outside vendor, providing a more personal gathering for your team.

5. Show up! Whether you’re in HR or you’re a leader within your organization, ensure you at least make an appearance at the office holiday party. Everyone is busy this time of year, and attending the holiday party demonstrates that you are a member of the team, and that you place value on spending time with your employees or coworkers.

Looking for your next team superstar?
Contact Gage Personnel. We provide talented professionals to employers across Berks County!

Motivate Your Staff for 2012 and Beyond – 3 Creative Teambuilders

Teambuilding exercises can be an excellent year-round tool to help you motivate your employees, and foster a culture where your employees excel both individually, and as a unit. But as the end of 2011 approaches, employees may tend to lose focus. The holidays can cause people to become stressed and missed days of work can cause a natural lack of production – offering a great opportunity to unite and motivate your team.

Keep your teambuilders fun and effective.

Forget the “same old, ho hum” teambuilders of the past. The following three ideas offer creative options for teambuilders that can help your team achieve more:

1. Transform the office. A retreat might not be the best idea for employees who feel that their schedules are overbooked for the holidays already. So why not offer a “retreat” right in your office! Decorating for the holidays can be a great creative outlet for your team, can create a more work-friendly environment, and can foster a friendly competition among your team. Offering a small prize can up the ante even more. Take this idea to another level by encouraging your team to bring in their favorite holiday treats and tunes, and make a “party” out of it.

2. Put on a show. This may sound like an episode of “The Brady Bunch,” but putting on a stage production can be an excellent way to bring your team together. Break staff into teams (try to create teams of employees who ordinarily don’t work closely together) to focus on an aspect of the show. Whether an original production, or more of a talent show format (be careful of copyright law if you’re using a known production), your employees can learn about each other’s unique talents, and the bonds created can have a dramatic impact on your productivity. An added bonus – sell tickets to your show, and donate any profits made to a local charity. Families of your employees can also get into the action, selling tickets, making baked goods to sell before the show…there are many great opportunities!

3. Get active. For the colder months, many indoor sports leagues will accept new teams – band enough employees together to get an indoor basketball or volleyball team started. Or, if your town has an indoor golf facility, take the team out for an afternoon of putt putt. To ensure all employees can be included, regardless of physical ability, consider a league opportunity where some employees can participate as referees or “coaches” as well.

When you take the time and small investment to engage your employees in teambuilders, the short- and long-term rewards can have a dramatic impact. And if you’re looking to add to your team, contact Gage Personnel.