Establish a Company Culture that Makes an Impression

March 9th, 2018

You want your company culture to send a positive message, and you want your employees to enjoy coming into the office every day. What manager doesn’t? But there’s one thing that attracts and retains top employees even better than a good company culture: a GREAT company culture. Plenty of employers can boast that they treat their teams fairly and maintain clean, functional and professional places of business. But can you make your own company stand out by offering more than the minimum? Can you set yourself apart and create a culture that leaves a lasting impression? Of course you can! Here’s how.

Apply visible effort.

Show your existing employees that you care sincerely about their job satisfaction and growth and show them that culture matters to you. Take frequent surveys, do regular check-ins with individual team members, supply training opportunities, and keep your door and your ears open to suggestions related to culture. If some aspect of your process or management seems to be holding back the flow of positive energy around the workplace, take care of it with speed and honesty.

Address complaints.

There are few things more frustrating than a company that boasts about its culture in ways that are clearly inaccurate. For example, an “innovative” company with rigid, arbitrary rules about process or protocol. Or a company that boasts of diversity but won’t hire a balanced mix of race or gender. Or worst of all, a company that celebrates teamwork but won’t address complaints of bullying or toxic managerial behavior. Don’t be that company. If something isn’t working, listen and resolve the issue—Don’t pretend it isn’t happening.

Don’t squash the fun.

Too often, companies back instinctively away from any activity that carries the slightest hint of “risk”, either brand risk or risk of legal exposure. This means requests with no immediate financial benefit are rejected without consideration. No funny hat day, no Saturday miniature golf outing (someone might get hurt), no onsite parties (someone might behave badly), and no ice cream socials (someone might choke on a sprinkle). No time wasters, no hack days, no tomfoolery. Don’t be that company. Lighten up and reap the benefits of stronger relationships and greater trust.

Be kind.

Giving an employee a break, forgiving a mistake, allowing an extra bereavement day, asking about a family member’s health, or letting a flu-ridden employee stay home without demanding a note from a doctor are all small steps toward a positive culture. Respecting your own humanity and the humanity of your workforce will bring financial gains over time, not losses. Be fair– don’t give breaks to some while withholding them from others– but be reasonable. Your employees will give you their best if you can accept them at their worst.

For more on how to retain your best workers and get the most out of their contributions, contact the Charlotte staffing professionals at PSU.

Jump Into 2018 With a Plan

December 15th, 2017

The new year is appearing around the bend, and every time the clock resets and the confetti rains down, we all get a chance to start over. It’s a time for new begins, a time to let go of our past mistakes and move forward with our hearts set on better decisions and a brighter future.

In the career management world, this tends to mean one of two things: Either you’re leaving your old job behind and searching for a new one, or you’re buckling down and redoubling your commitment to the job you have. Either you’re facing a transition and 2018 will bring you into a new workplace, or you’re looking for ways to reengage with your current role and bring new passion to your daily tasks.

In either case, the STAR goal-setting system can help. During the remaining days of this year, star putting together a plan based on the STAR acronym and you’ll cross the threshold into next year with your path laid and your ambitions blazing. Keep your goals:

Specific

Instead of setting countless ambiguous goals like “Become more proactive” or “Start Self-Promoting”, try shortening the list and keep each item concrete and specific. Instead of becoming “more proactive”, set your sites on the specific actions you plan to execute each day. Try: “Send out five resumes each day, 25 per week”, or “Contact three network connections by phone each week”. If your plan emphasizes engagement at your current job, try this: “Ask for feedback twice each week” or “Ask to be assigned to the Jones project”. General efforts toward self-promotion might include: “Send out three manuscripts each week to potential agents” or “Start a blog and post one entry per week.”

Trackable

Measure your progress toward your goals as you move through the year. And if this seems impossible, adjust your goals so you can attach numbers to your definition of success. If you’d like to make more sales, track your increased cold calls and presentations. If you’d like to land more interviews, start with your baseline (four per month, for example) and raise that number to five.

Achievable

Unattainable goals are a fast track to discouragement. No matter what you decide to do, break your large goals into milestones, and make sure each milestone isn’t so ambitious that it’s unrealistic. If one of your milestones feels like a stretch, break it down into two or three smaller ones.

Relevant

Keep every step of your path focused toward a realistic and meaningful vision of yourself and your career. Don’t get so bogged down in the details that you forget the larger picture and get lost along the way. For more guidance as you lay out your plan for 2018, contact the career management experts at PSU.

Hire Employees with the Highest ROI

December 1st, 2017

As you launch your staffing search, you’re looking for a candidate who knows what they need to know and has the right balance of interest and disinterest to thrive in the role at hand. A great employee will come with the proper education and a matching technical skill set. They’ll also have a personality that dovetails with the needs of the position; a solitary job will require an introverted candidate, for example. A socially forward-facing job will require a candidate with a deep well of social energy and a distaste for solitude and isolation. In addition to all of the nuts and bolts and boxes you’ll need to check, don’t lose sight of the big picture: you need a candidate who will generate returns for the company.

A truly winning profile attached to a great smile and a can-do attitude won’t amount to much if they require huge upfront training costs and then disappear in one year. A Steady Freddy who stays for ten years won’t bring high returns if they spend those years doing exactly what they’re told—nothing more—and surfs the internet for the remaining hours of the day. So in addition to checking off your must-haves, how can you make sure your candidate will be a high-growth investment? Here are a few signs to watch for.

They seem committed to this industry and career path.

Younger candidates rarely know for sure what they “want to do when they grow up.” At 22, this is not a realistic expectation, nor should it be. So when you find the rare candidate who truly knows that this is the perfect life-long career path for them—from now until retirement—scoop them up quickly. They’ll be invested in learning industry skills and seeing all sides of the field, rather than testing and asking if this is truly the field for them.

Check their reaction to the downsides.

During your interview, be clear and honest with your candidate about what most would consider the greatest challenges of the job. For example, make statements like: “You’ll rarely have a minute to yourself here”, or “We can’t afford to tolerate even minor mistakes” or “You’ll need to take apart and clean out the grease traps every single day, which some people find unpleasant”. Ask them how they feel about this challenge, and if their eyes genuinely light up, sign them on.

Check their work history and examine employment dates.

For the highest returns, look for candidates who tend to stick with roles for the long-term. If your candidate tends to drop jobs after less than three months because they don’t feel fulfilled, take a closer look.

For more on how to identify the “soft” skills that indicate team player and personality match, turn to the Cleveland County hiring experts at PSU.

Hiring Challenges You Can Overcome Today

November 3rd, 2017

As an experienced business owner, you’ve already learned the most critical lesson this process can teach you: Nothing is easy. Every stage of business ownership and management comes with hard work, uphill climbs, and the risks that come from putting your trust in others and earning their trust in turn. For every two steps forward, expect to take one step back, and it’s always a good idea to plan for trouble and think several moves into the future.

But when it comes to hiring and staffing, there are few challenges that you don’t have to face alone. Partnering with a local, highly specialized recruiter like PSU can help you overcome the obstacles that are a natural aspect of running a business. Work together with our team and take advantage of our experience, our wide network, and the hiring tools we rely on to find the right match between your open position and your next new hire.

Streamlining the Hiring Process

If you’re like most companies (even small operations), you have plenty of bottlenecks and paperwork- related hold-ups as you move through the sourcing and selection process. While you wait for your key HR pro to return from vacation, or you wait for your C-suite to sign off on a management candidate, your best potential hires may receive offers elsewhere. They may also simply become frustrated or exhausted by your slow process. So don’t let this happen. Let us handle the screening and paperwork so you don’t have to.

Gaining Access to a Talent Pipeline

Too often, small business owners without wide industry contacts simply turn to the internet to post open positions. But when you rely on huge global job boards to find your needle in a haystack, you turn an otherwise efficient process into a tedious chore—and after sifting through hundreds of resumes you may STILL end up with a candidate who doesn’t quite fit the bill. Partnering with PSU means you’ll rely on our targeted contacts and you’ll clear a direct path to the talent pool you need.

Improving Your Candidate Experience

Candidates who leave your hiring process with a strong positive impression retain that impression for a long time. That process becomes the cornerstone of a lasting brand relationship—Whether you end up hiring the candidate or not. If you do, you’ll end the process with a loyal, long term employee who embraces the company and stays for at least a year. If you don’t, you’ll send an upbeat, respectful message to a talented job seeker who may return later to apply with the company again in the future. In either case, a positive candidate experience can only help your company grow. A negative experience will do the opposite.

For more on how to form a profitable partnership with a specialized staffing agency in your local area, contact the Gastonia staffing professionals at PSU.

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