3 Perks that Every Employer Should Offer their Staff

Due to the state of the economy, the last few years have been an employer friendly job market. In the midst of job loss and high unemployment rates, employees have felt lucky just to hang onto their jobs.  However, as the economy improves, employers must be concerned about retaining their star employees and attracting new talent.   In order to make their organization more attractive, many companies have started offering more employee perks as a cost effective way to reward current and potential employees.  Here are 3 perks every employer should offer in order to keep employees excited to be at work and remain competitive with other employers.

  1. Built Free Vacation Time.
    Even though most employers offer vacation time, many employees don’t use all the vacation time they earn because their managers won’t approve the time off or because they’re afraid if they do they’ll be seen as a slacker.  Establish a culture where employees are encouraged to use their vacation time because they have worked hard to earn it.  One way many companies are starting to do this is by offering flexibility in paid time off.  Instead of having a set amount of vacation time and a set number of sick days (that can only be used if you’re sick), employers are combining all of those hours into a time bank.  Employees can choose how to best use their PTO bank to fit their needs.

  2. Flexible Schedules.
    Today’s workers are looking for a better work/life balance and some employers are responding by allowing good workers to work nontraditional schedules so they can be at home with kids in the afternoon or go to school in the early evening.  Allowing workers to choose their own schedules, within reason, is a great way to attract and retain strong employees

  3. Education and Career Development.
    A recent survey by Accountemps showed that some of the most popular incentives to employees are those that aid in career development.  Because one of the first budgets to get cut at most companies during the recession was the one for training and development, employees have been expected to produce high results with little to no training.  Providing training and educational opportunities shows employees you value them by investing in their future.

Small rewards such as a free lunch or a team outing also keep the workplace exciting and help foster a better culture.  Encouraging high performance is often as easy as rewarding it. Do small things to show employees how much you appreciate them, and you’ll not only motivates employees, but increase employee retention.  Happy employees are a crucial element to the success of your organization.

Looking for superstar employees to join your team? Let the experienced recruiters at All Team Staffing help. For more than twenty years, All Team Staffing has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line. Our staffing divisions deliver workforce solutions specializing in the Food Service, Hospitality, Admin & Clerical, Labor & Light Industrial, and Healthcare industries. Contact us today to see how we can help your organization.

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3 Ways to Motivate Recent Graduates in the Workplace

When you’re looking for new talent with innovative ideas, hiring employees fresh out of college can be a great option. However, it’s important to keep in mind that a first job out of college can be a scary experience for any college graduate.  To help them better adapt into the real world and get excited about their new career, it’s important to provide a little extra motivation for these young employees.  Here are a few ways to keep recent graduates enthused about their work.

Explain the company vision.
Today’s new graduates are a part of the millennial generation.  While millennials are the most educated and culturally diverse group than any generation before them, they have different values.  Millennial employees look for meaning and impact in their work.  They’re not satisfied by simply punching a clock and getting paid.  Because of this, it’s extremely important to explain the company vision and help them understand their role as part of the bigger picture.  If you’re passionate about the company vision, and ensure that that passion can be seen and felt by employees, they’ll in return be much more productive.

Use intrinsic motivators.
Many management principles of the past are not effective when it comes to motivating recent grads.  Extrinsic motivators such as employee-of-the-month, staff away-days, and incentive plans, are no longer cutting it.  Millennials don’t value these short-term motivators.  Today’s young workers would rather receive constant praise for their work, have a better work-life balance and time to pursue their goals, and a more social workplace. 

Provide training and development.
According to a survey by Adecco, 68% of recent graduates mentioned good growth and development opportunities as one of their most important priorities in a job. They want to succeed and advance quickly.  It’s important to support millennials’ learning at work, or they will get bored and jump ship.  Experiential learning is a great motivator for young employees, so provide practical application during training.  Bring in industry leaders and other relevant speakers to keep them inspired and passionate in their work. 

With milennials now making up 36 percent of the United States workforce, these recent grads are the next leaders of your organization.

If you’re looking for new graduates to fill  open positions at your company, let the experienced recruiters at All Team Staffing help with your hiring process.  Since 1989, All Team Staffing has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line.  Contact us today for access to the top talent in the Food Service, Hospitality, Admin & Clerical, Labor & Light Industrial, and Healthcare industries.

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What’s Your Biggest Weakness? | Answering Difficult Interview Questions

At some point in almost every interview you have, you’ll come across the dreaded “strengths and weaknesses” question.  You’ve got the strengths part nailed down, but like most people you tend to stumble on the “What is your biggest weakness?” side of the question.

3 Ways to Answer Difficult Interview Questions

Share something you have overcome.
An interviewer knows that not everyone is perfect, so don’t try to fool them into thinking you don’t have any weaknesses.  Instead, give an example of something you’ve struggled with in the past, but have made a strong effort to overcome.  If you can give an honest example of a time when you noticed the weakness in your work and what actions you’ve taken to improve on it, you’ll come across as strong, capable, and in charge of your career development.  For example if your weakness is public speaking you might say:

“When I first started my internship at Company A, I struggled with public speaking while delivering presentations.  Realizing that public speaking isn’t my strong suit, I enrolled in public speaking classes and asked for more leadership opportunities for a chance to practice speaking in front of people.  I’ll probably always have room for improvement in this area, but I’m now more comfortable when addressing a crowd.”

A similar tactic is to address something that was once a weakness, but that you now point to as an accomplishment for having figured out how to overcome it.

Giving an honest answer with supporting evidence is a great way to win over the interviewer’s approval.

Address uncertainties in your skill set.
One of the reasons interviewers ask about your weaknesses is to help weed out candidates that may not be fit for the job.  Therefore, your answer shouldn’t be a big flaw that could make someone not want to hire you.  However, if you already know an employer has a doubt about parts of your background experience, use this question to address those

If your background doesn’t completely match up with the requirements in the job description, you can talk about something they already know is an obstacle.  For example, if the job description is looking for someone with inside sales experience and your background is mainly in fundraising, talk about how while you don’t have direct sales experience, the skills you’ve gained in fundraising are the same skills required to do inside sales.

Put a weakness in a positive light.
Choose a weakness that can be explained with positive words.  If you’re stubborn or have trouble delegating, explain it in the following way:

“Previous coworkers would say I’m very particular in my work and tend to have a hard time letting a project leave my hands until it’s completely finished.  However, I’ve found that sometimes it’s better to get feedback on a project before it’s complete to help create a balance between doing it right the first time and being more open to input”.

This answer shows that you are self-aware and recognize an area you need to improve on, but at the same time are very diligent and like to make sure only the best work is delivered.

The secret to answering the weakness questions is to be honest, sound genuine, and always end on a positive note.  Give your answer quickly and smoothly to avoid taking too much time talking about your flaws.  The last thing you want to do is dig yourself into a hole.

Are you currently in the market for an exciting new career?  Let the experienced recruiters at All Team Staffing help with your job hunt.  From food service and concierge, to painters and plumbers, clerks and data entry… All Team offers opportunity for candidates seeking temporary work or full-time permanent employment! Contact our team of expert hiring professionals today, and you’ll be done with talking about your strengths and weaknesses and on the job in no time.

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How to Explain the Supplementation of Temporary Staff to Your Employees

Hiring on temporary staff offers great benefits to your organization.  However, temporary staff can leave your full-time staff asking a lot of questions.   It’s important to get employee support when deciding to hire a contract employee.  Before pursuing the new hire, hold a meeting with staff to explain the necessity.

4 Tips to Communicate the Supplementation of Temp Staff to Your Full-Time Employees

Explain your decision.
In order to get your permanent staff on board with temporary employees, you need to explain why you have decided temporary staff is the best route.  Whether it’s to staff up for a busy season and avoid a round of layoffs in a few months, or because you need to reduce labor costs, be honest with your employees.  If you’re honest, you’ll gain their trust and help them see the benefits from your point of view.  

Communicate how temporary staff will make their job easier.
Your employees’ biggest concern is how temporary staff will affect them.  Let permanent staff know that you’re hiring temporary staff to alleviate their workload.  If employees understand that the temporary employees are going to benefit their work-life balance, they’ll be happy with your decision to bring on extra staff.  

Assure full-time staff that the temporary employees are not a threat.
Because permanent employees know that hiring temporary staff is cheaper than hiring permanent staff, they often see temporary employees as a threat to job security.  Assure employees that the temporary employees are being hired to help with workflow, not take their jobs.  If employees are threatened by temporary employees it’ll create conflict in the workplace and cliques will ensue.  In order for temporary staff to be effective in your organization, your permanent staff has to be willing to consider them a part of the team.

Give employees a say in the hiring process.
If your permanent staff will be training temporary employees, it’s important to make sure they’re a part of the hiring process.  When you interview candidates, give your staff a chance to interview the person that will be a part of their team, just like you would in your regular hiring process.  Doing so will help make sure the temporary employee that’s hired makes a seamless transition into your organization. 

As long as you’re honest with your permanent staff and educate them on the value temporary employees bring to the table, you should have no problem gaining employee support for hiring contract workers.

If you’re looking to hire temporary staff, let the experienced recruiters at All Team Staffing help.  Since 1989, All Team Staffing has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line.  Contact our team of experienced national recruiters today to talk about customized staffing solutions for your organization.

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