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.

Building Rapport Between Full-Time and Temporary Employees

October 3rd, 2016

Maybe you need a bit of extra help during your busiest season, or maybe you need to replace a departing employee but you haven’t yet settled on a full-time candidate. In either case, you’re about to welcome one, two, or several temporary workers into your office or onto your job site. What can you do to encourage positive relationships between these temporary newcomers and your regular full time staff?

Recognize the issue.

Too often, temporary employees are ignored by busy, distracted full time workers. Since temps won’t be staying for long, regular staff sometimes don’t even both to learn their names. And even if interactions are polite and civil, they tend not to blossom into genuine workplace friendships. In this atmosphere, full-time workers hesitate to trust temps with meaningful assignments and real responsibilities, which can defeat the purpose of their employment. Fostering trust can foster productivity.

Announce arrivals well in advance.

Long before your temps appear in the office, let your full time staff know who they are, what they’re going to do, and what they’re qualified to handle. Generate some excitement before the big day. Let your staff know about some of their personal details, backgrounds, hobbies and special accomplishments so they’ll have topics to talk about.

Make all expectations clear.

Every person in the office—both temps and full time staff—should know exactly what you’d like them to do. If you want one staff member to greet the temps when they arrive and show them around, make this known. If you want certain staff members to train certain temps to use your data management system, clarify who, what and when. Too often, temps don’t know exactly what they should be doing, and they turn to the nearest full time employee for guidance. Make sure they aren’t met with a shrug.

Insist on respectful treatment.

Hold your full-time staff to high standards regarding civility and manners. Expect nothing but the very best, friendliest, and most welcoming behavior, and that’s what you’ll get. Remind your staff that your culture is the pride of your workplace.

Make sure temps know where to turn with questions.

When temps need information, make sure help is available. Creating a respectful integration process means making sure your full-time teams aren’t constantly distracted and pulled away from their work by questions they can’t answer and requests they can’t accommodate.

Don’t worry if your temps don’t acclimate perfectly within the first five minutes. Most transitions are bit bumpy at first. But if you take steps to smooth the way, you’ll soon have two sets of productive, happy employees. Turn to the Cleveland County staffing experts at PSU for more guidance.

Contact us today

What Kind of Resume Works for You?

July 31st, 2015

Traditional, business-standard resume formatting follows a time-tested set of organizational principles. This kind of resume usually extends no longer than two full pages, and it begins with the candidate’s name and contact information arranged in eye-catching way at the top of the page. The heading is followed by a brief summary of the candidate’s profile and target job, and the summary is followed by a subsection titled “education”. After describing his or her educational credentials, the candidate drafts a “work history” section, in which previous positions are listed chronologically, with the most recent at the top of the list. The resume ends with a final subsection for “special skills”.

But this is by no means a rigid format, and there are plenty of reasons why candidates may choose to vary from this well marked path. If you’re looking for work, here are some of the common alterations that might be better suited to your needs.

“Objective” instead of “Summary”

A “summary” emphasizes your most important credentials and the key aspects of your work history that employers may find valuable. But an “objective” focuses on the kind of job you’re looking for an the direction in which you’d like to take your career. Summaries document the past, while objectives focus on the future. The first may work well for experienced candidates, but the second may be the right choice for those with limited or no professional experience.

Relevance instead of chronology

While the standard work history section lists positons in chronological order, it’s also perfectly reasonable to list past positions by relevance instead. This may be useful for those who are currently working in non-relevant or stepping stone positions, paying the bills while they search for something better.

Ten pages instead of one or two

Most resumes stop after two pages. But if you just can’t find a way to tell your story in such a limited space, that’s okay. This often applies to academic positions that require long documents listing coursework in detail. These are usually referred to as curriculum vitae, or CVs. They accomplish the same goals and send the same message as a resume, but they require a little more breathing room.

Online instead of offline

Some candidates like to supplement their formal resumes with an online version, which can include supplemental material, graphs, photos, video footage, and links to completed work. If you choose this option, submit a formal resume as well. Just make sure that your contact information contains a URL that can lead employers to your online document.

For more on how to customize your resume to meet your specific job search needs, reach out to the experienced staffing team at PSU.

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