Tag Archive | Hiring Temporary Labour

Hire Diverse Personalities

“Diversity” is a crucial word in workforce.  In fact, there are many companies promoting diversity in their policies. Monroe Personnel Service, LLC & Temptime also accepts various people as our employees.  Even in this small office, each person has quite different personality and we often influence each other in good ways for work.  It’s probably easier to hire and manage employees who have the same kind of personality.  Still, the reason that hiring various kinds of people is said important is that there are several benefits of having them in the workplace.  Today, we’ll share the following article to maximize their potential.

The Secret to Successful Hiring and Retention: Embrace Diverse Personalities
by Linda Finkle (Incedo)

No two people are exactly the same. We all have our own traits, attitudes, and capabilities. You may be able to do one thing better than another person, but it doesn’t mean that you are absolutely better—we all have varying strengths and weaknesses. Everyone is unique in his own way. Given this fact, every business must understand this as they go about the process of hiring and retention of their staff.

Working with people of diverse personalities and work habits may be a challenge. A manager must be able to maximize each one’s potential in a way that one person will compliment the other, thus allowing a team to work in harmony. You can never expect everyone in your team to be exactly the same, to work in the same pace, and exhibit identical behavior. Though, you can set your expectations high in terms of work quality, you need to understand that each employee may be better in one area than another and vice versa.

Managers need to look at staff diversity in a positive way and embrace each one’s uniqueness to compliment the entire team. But this does not mean tolerating bad behavior. No. It only means accepting each one’s strengths, weaknesses, and skills and using it to everyone’s advantage. This is a very important consideration in staff hiring and retention rate.

Different Personalities of Employees and How to maximize their Potentials:

  • The helper type. These are staff who are always ready with a helping hand, they enjoy the feeling of being needed and appreciated for their service. Their personality tends to bring out the best in their co-workers. Managers must be generous with kind words of affirmation to keep this type of people in helping others and performing well at work.
  • The creative type. They explore their deepest passions and pour it into their work. They may seem sensitive, but they just want to be understood for what and who they are. They can stimulate other people’s creativity in projects and activities. A manager must learn to maximize their creativity and accept them for their uniqueness.
  • The quiet-observer-type. They are the quiet ones who would just sit in meetings, intensely listening and paying attention to details. They are self-motivating, are often really creative, and even brilliant with their craft. Managers must learn to see through their quiet behavior and appreciate the brilliance that lies beneath. They don’t need to be forced to speak-out in a big group, just allow them to quietly learn and perform at their best. As a consequence of their shy and quiet behavior, these types of employees may also harbor negative emotions, instead of speaking to their co-workers, or yourself, to straighten out a problem. Make sure you talk to them once in a while, and encourage them to speak up about difficulties and problems they may have.
  • The aggressive type. They want to be the best, and thrive on leadership and challenges. They may seem to boss people around, so managers need to look out and keep them guided without killing their enthusiasm to get things done. They can also be confrontational and exhibit a strong personality.

All these traits are gold in the hands of a good manager, but it may be destructive otherwise. During the process of hiring and retention, managers and business owners must learn to understand the personality of their employees and how they can complement each other.

Advertisements

Creating an Effective Job Description

human_resources2

By Kayla Bayens

The first step in making sure you hire the best candidate for the job is to make sure you have a clear and effective job description. This will allow for those applying to know exactly what is expected of them and will help to begin to weed out those who wouldn’t qualify for the position. Contact your HR department to see if they have a template they would like to use. Normally though HR will just want the most complete job description you can give them that they will later use to create a job posting that goes with a uniformed look the company uses. Taking the time to do this work at the beginning of the process will make shifting through the piles of applications later on a lot easier when selecting candidates. Here are some things to do and keep in mind to create the most effective job description possible.

Gather the right Team

The supervisor of this position, people who work with someone in that position, and people currently in this position or a similar one. This will allow you to be able to work out what exactly the details of this position are as well as getting an idea of how this position will interact with others in the company. If this position is a brand new one the manager or company owner can create the job description on there own.

Do a Job Analysis

Data, its always all about the data. Gather as much of it as possible at this point. Look at the job responsibilities of current employees, sample job descriptions from websites, analysis the things that need to be filled by bringing on an employee in this position, and solidify the outcomes and contributions most needed from this position.

Elements of a Job Description

Below is a list of things you need to know in order to create an effective job description. These are the list of things that once completed can be turned over to the HR department.

  • General Description of the Position
  • Position TitleHumanResources
  • Department of the Position
  • Who do they report to? Who reports to them?
  • Work Status & Term of Employment
  • Primary Job Functions with examples
  • Responsibilities – overall and key areas
  • Required qualifications
  • Desired qualifications 
  • Education and Experience
  • Travel
  • Physical Demands
  • Work Environment

How to Build a Meaningful Career

by Amy Gallo

Everyone aspires to have purpose or meaning in their career but how do you actually do that? What practical steps can you take today or this month to make sure you’re not just toiling away at your desk but you’re doing something you genuinely care about?

What the Experts Say
Unfortunately, most of us don’t know how to make the job decisions that lead to satisfaction. Nathaniel Koloc, the CEO of ReWork, which provides recruiting services to companies that offer purposeful work, says that’s because no one really ever teaches us how: “Very few parents, teachers, and mentors urge us to think about this or give us mental models to use,” he says. “We tend to only get nibbles of what meaningful work is in our twenties.” As a result, we often pick jobs for the wrong reasons, says Karen Dillon, coauthor of How Will You Measure Your Life. “We look for things that we’re proud to talk about at a cocktail party or look good on a resume.” But rarely are those the things that translate to satisfaction. Here are principles you can follow to find a career — and a specific job —­ you don’t just enjoy, but love.

Know what “meaningful” means to you
Am I respected by my colleagues? Am I being challenged? Am I growing? Do I believe in the mission? “These are the things that are going to make the difference between being ok with your job and being truly happy,” says Dillon. But “meaningful” means something different for each individual. “Don’t just look to obvious things, like salary, title, or prestige of the company,” says Dillon. Koloc identifies four categories to consider:

Legacy
This is about the concrete outcomes of your work. What do you want to achieve? Sure, you may spend a lot of your day responding to emails or attending meetings — most jobs entail at least some of that ­— but what evidence do you want of your work? You might find it rewarding to advance the math skills of 80 students in one year, or build six desalination plants over the course of your career. This is often a question of how close to the frontlines you want to be. Some people want to help sick people directly while others aspire to help pass the Affordable Care Act.

Mastery
These are the strengths that you want to improve. For example, if you enjoy connecting with people, you could use that skill to be a psychologist or a marketer. Similarly, if you’re a strong writer, you could use that skill to write fiction or copy for advertisements. The key is that you are using these strengths in a way that you find rewarding. “Being good at something you don’t enjoy doesn’t count,” says Koloc. “It has to be something you love to do.”

Freedom
This is about the salary, benefits, and flexibility you need to live the life you want. For some people, this may mean a high paycheck that allows you to take exotic vacations. For others, it could be the freedom to work when and where you choose. Here you need to know the lifestyle you want and ask whether your job is helping you fulfill that.

Alignment
This last category covers the culture and values of the place you work. This is not the same as mission, warns Koloc, but is about whether you feel like you belong. What are the beliefs and priorities of the company and the people you work with? How do people treat each other? Do they hug? Have lunch together? “It’s important to enjoy spending time with your colleagues and your manager,” says Dillon.

The content of these categories will vary by person. Dillon suggests making a list of all the things you value, and then prioritizing them. This list will help guide your decisions and can be used to evaluate specific opportunities like a new assignment in your current role, a job at a different company, or a new career path.

Form hypotheses
If you’re unsure what matters most to you, think through a given day or week at work. Ask yourself: what made me most happy? What did I find most frustrating? Then, Koloc suggests, come up with a few hypotheses about what is most meaningful to you. I want a job where I create something that people can use everyday. I want a job that allows me enough flexibility to pick up my kids from school. I want a job where I’m directly interacting with people in need. “Be careful not to overcorrect for a particularly bad job experience,” says Dillon. “When you have a micromanaging boss, for example, it’s easy to think that your biggest priority is to work for a manager who doesn’t smother you, but if you seek out that one thing, you may end up being unhappy for slightly different reasons.”

Run experiments
Once you’ve nailed down your hypotheses, it’s time to test them. There are a variety of ways to do this. First, you can try things out within an existing job. “You might try to convince your manager to let you work remotely for a month,” he says. Take on a new assignment that allows you to try out new skills. “Look for opportunities to enhance your job. Sign up for a new cross-company initiative or propose taking something off your boss’s plate,” suggests Dillon. “I’ve never known many managers to say no to people offering to help out.” If you can’t run experiments within the constraints of your job, look outside the company. “Join industry groups, go to conferences, volunteer for a nonprofit,” advises Dillon. The third way to test your hypotheses is to have conversations. Find people who are doing what you think you want to do and ask them lots of questions. Listen carefully and critically, so that you don’t just hear what you want to hear.

Form a personal board of directors

Don’t go it alone. Work with others to kick the tires on your hypotheses and share the results of your experiments. Invite four or five people to serve as your informal board of directors. You might tell them, “I’m doing some exploring about what I want from work and I’d love to talk with you on occasion to get your feedback on my direction.” Include any mentors and trusted professional peers. And if your manager is receptive include her as well. “Not all bosses may be supportive,” says Dillon, “but if you have a manager who you can bounce career ideas off of, take advantage of that.

There are a few people you shouldn’t include, says Koloc. “Family members can be tough,” says Koloc. “Spouses, for example, need to know what you’re doing but they may not be best positioned to help you figure it out.” And don’t be afraid to dig deep into your past, Dillon says: “I have people who I haven’t talked with in years who call me when they’re considering a job change or a career transition.” Check in with this board of directors on a regular basis to update them on your thinking and ask for input.

Think long term
This work shouldn’t just be in service of getting your next job. “Career design is different than a job-search strategy,” says Koloc, and the question you should be asking yourself, he advises, is not “What job do I want?” but “What life do I want?” Think about where you want to be in five, ten, 20 years. Of course, you have to answer more immediate questions about what you want in your current job or your next, but do so only in the context of your longer, larger career goals.

When you’re already deep into a career
Even mid-career professionals can and do make big changes. “Your ability to turn the ship is no different but the speed at which you turn it is going to be slower,” says Koloc.“If you’re 35 and have two kids, it’s going to take longer to explore.” There’s good news though, he says: “You have more clues as to what you want and enjoy.” The important thing is to not feel stuck. “You may feel locked into a job, a higher salary, a higher title because you have more responsibilities, like a mortgage and kids, and sure, you may need to take fewer risks, but you don’t want to settle for a job or career you’re not happy with,” says Dillon.

Buckle down on your finances
One of the main reasons people give for staying in a job or career they don’t love is money. “Take steps to give yourself a financial cushion and a little psychological freedom,” says Dillon. Make a budget if you don’t have one. Look for ways to lower the amount of money you need each month: downsize your house, move to one car, and be more disciplined about saving. Having a financial buffer will make it more likely that when you find something meaningful, you’ll be able to act on it.

Make the time
“I have yet to meet anybody who wouldn’t benefit from setting aside dedicated time to sit down and think about what they want from work,” says Koloc. Schedule a time in your calendar to reflect on your career. Even if it’s just an hour every other week, you’re going to make some progress. “Sometimes just thinking about it will get the ball rolling, and then, often, the change becomes inevitable,” says Koloc.

Principles to Remember

Do:

  • Make a prioritized list of what a meaningful career would look like to you
  • Invite four or five people to serve as a board of advisors as you explore what you want
  • Experiment with different elements of a job that you’d want either in your current job, outside work, or by talking with people

Don’t:

  • Focus on your next role — think about what you want from work over the long term
  • Let the stage of your career hold you back — even those deep into their careers can make changes
  • Neglect your finances so that when you want to make a change, you don’t feel able to

Case study #1: Turn to those who know you
Deirdre Coyle had reached a point in her career where she knew she needed a change. She has been the SVP of communications at the Initiative for a Competitive Inner City for eight years and while she believed in the mission of the nonprofit, she just couldn’t picture herself in the role forever. “There was something else out there for me. I have high expectations of myself and wanted to push forward into new territory,” she says.

Still, the question was: What did she want to do instead? “I started by thinking options through and vetting ideas in my mind.” Did she want to go back to school? Did she want to pursue her passion for landscape architecture? Did she want to take her one-of-a-kind fashion accessory business to the next level?

She also got advice from a small group of people she knew well. “There are about six people in my life that I consider my advisors. They come from all different aspects of my life. They don’t know me equally well but they know important parts of me and I cherish their opinions,” she explains. With their help she eliminated a lot of options, such as starting her own business. While being an entrepreneur greatly appealed to her she was afraid of ruining the pleasure she took in her hobby by turning it into a job.

Deirdre told her boss that she was getting ready to move on. “We had worked very well together for close to ten years and I felt like I owed him that respect,” she explains. Soon after that conversation, a former executive director of the ICIC came to her and her boss with an opportunity: she wanted to start a company that would encourage entrepreneurism and job growth in Middle Eastern countries, starting with Saudi Arabia. “Even though the idea wasn’t yet fully formed, I knew right away that this is what I wanted to do,” Deirdre says. It fit many of the criteria she was looking for — it allowed her to travel internationally, work in emerging markets and build an organization from the ground up. She became the co-founder of the AllWorld Network and while “there are certainly moments of angst,” she is thrilled to be doing a job she loves.

Case study #2: Get your finances in order
Tim Groves liked his job at a civil litigation law firm. But he didn’t love it. “I didn’t get up in the morning excited to go to work,” he says. “And I knew if I continued on that career path, it wasn’t going to get better either.” He was interested in mission-driven work so he started by talking to people in the nonprofit world and signed up for automated job listings. “I volunteered and served on boards, and I had friends and relatives who worked in nonprofits so I had an inkling of what I could do with a law degree in a nonprofit setting,” he says.

He also did a few informational interviews with people he respected who had made similar transitions. He was careful in how he set up these conversations. “I told people that I wasn’t miserable at my current job, but that I was looking around and would love their perspective,” he explains. “I also mentioned that I had a mortgage and a family so didn’t want to broadcast this.”

To broaden his network, he became more active in his volunteer and board work and upped the pro bono law work he was doing. “I put myself in contact with people who could connect me to an opportunity or who could vouch for me when an opportunity came up.”

Tim and his wife had supported each other through several career transitions but this time, as he says, “the stakes were higher because we had kids, school tuitions, and college looming on the horizon.” Given that Tim was going to almost certainly take a pay cut, he and his wife came up with a budget and the lowest salary figure he could take. To give themselves more financial flexibility, they downsized and moved from a one-family to a two-family house where rent from tenants could help pay the mortgage.

About a year and a half after starting the process, Tim took a job as a development officer at the Rhode Island Foundation. “The process wasn’t always easy but I feel good about where I ended up,” he says.

The Pros of Hiring Temporary Employees

bigstock_Happy_Business_People_2706069

By Kayla Bayens

Hiring temps is becoming the normal in today’s businesses. Many companies hire only temps, later bringing on the really great workers as full time employees. This practice is seen a lot and there is a reason for it. The practice of hiring temporary employees affords the companies a lot of benefits that they normally wouldn’t get. Below are some reasons that your company should start thinking about hiring temporary employees when it comes to filling your staffing needs.

Built in Screening

Hiring a temporary employee through an agency all the screening is handled for you. When you are sent a potential candidate you know that person has been screened for qualifications, had a background check, and is legally allowed to work in the state. All that work is handled for you without having to bog down your HR people. The weeding is done before the resumes even reach your hand.

Staffing Flexibilityhappy-worker

You can quickly adjust to any changes in your workload in order to maximize your efficiency. Suddenly have a large influx of work coming in, hire a few temporary employees through a Temp Agency in order to help handle it. Has your workload dipped down after a few months? Well luckily for you instead of having to now keep on unneeded employees while hoping for another large workload to come in you can just let the Temp Agency know the assignment is completed. Both you and the temporary employee can move on to other things while still having both your needs met.

Evaluate without Commitment

Alot of company’s work off of a temp to hire system because of this benefit. Sure someone’s resume might look amazing, and they might have been fantastic in the interviews. But how are they really when it comes to jumping into the job and working? Why not be able to take a few months and find that out without the headache of hiring them on full time when it might not even end up being a good fit. Sure most places have a probationary period for new hires but if that cut off date sneaks up on you without you realizing then you’re in trouble.

Save Time & Money

In most cases hiring a temporary employee is cheaper then hiring a full time employee with benefits. That is because when you go through a Temp Agency they, the agency, not you are the ones who take on the financial burden and responsibilities for recruiting, screening, testing and hiring workers; payroll expenses and paperwork; payroll and withholding taxes; unemployment and workers’ compensation insurance and any other employee benefits they may want to provide. Taking the brunt of the work, time, and money it takes to find the right employee off your hands. Allowing you to focus more on building the best company possible.

happy-workersSpecialized Skills

Sometimes you just don’t have a particular skill that you need in order for your team to accomplish a project. Temporary employees allow you to quickly find and hire on someone with that specialized skill set. Often these individuals also take less time to ramp up into full gear. Which lets your team quickly move forward rather then waiting for the sometimes tedious task of hiring a permanent employee.

High Productivity

You might think temporary employees might be a bit lacking in productivity since they know they won’t be there long. However the opposite as in fact found to be true. According to an extensive study conducted by Vox on labor markets from 1985-2008 it was found when markets were deregulated to allow for more temporary workers employment and GDP per employed person both greatly increased. So contrary to popular belief temporary workers are actually on a whole extremely productive and beneficial to a company.

7 Ways to Be a Stress-Free Workaholic

7 Ways to Be a Stress-Free Workaholic

by Steve Tobak (LinkedIn)

Stress-free workaholic

The complexity, competitiveness, rate of change, and communication overload of modern business life mean one thing: if you want to win, you’ve got to learn to manage stress. 

Saying it’s a crazy, complex world out there is putting it mildly. The rate of technological change is staggering. The constant bombardment of information and communication has us all on overload. And we’re constantly slugging it out in a brutally competitive global market.

If it seems as if you’re locked in a downward spiral of trying to do more with less, it isn’t you. It’s for real. That surprising array of macro factors creates stress on all of our businesses and on all of us. We try to manage it as best we can, but at some point, things break. Systems break. People break. That’s the nature of stress.

If you’re an entrepreneur, you’re well aware of the constant pressure to keep your burn rate down and stretch capital investments as far as they’ll go. And should the stars align and you gain customer traction, then you’ve got the not-insignificant challenges of high growth and scalability to deal with.

Either way, there are times when you feel the weight of the world on your shoulders. And that means stress, big time. Having lived through several high-growth companies, a few successful and failed start-ups, and 20 years of executive management, I have plenty of great strategies for managing stress.

1. Work your tail off when you have to, not when you don’t. Business happens in spurts. Always. Whether you’re developing a product or growing a business, those long hours don’t go on forever. It’s OK to kill yourself for a few weeks or months, as long as you chill out for a while when it’s over. If you do it constantly, you’re asking for trouble.

2. Learn to give up–sort of. When you’re overstressed, overworked, and the ideas just won’t come, try giving up. Seriously, just call it quits, go home, go for a run, whatever. Once you relax, that’s when inspiration flows–usually when you’re lying in bed half asleep or in the shower.

3. Strategize and plan. Here’s a method for managing stress you’re not likely to see anywhere else. When things seem overwhelming, they’re often the result of day-to-day inertia. To thwart the evils of the status quo, take a step back and gain some perspective. Get some time away from distractions–just you or with your team–and brainstorm, strategize, and plan. Have a nice dinner out. You’ll be amazed at the results.

4. Mix business with pleasure. Whenever you’re going through high-stress times, take your team out for dinner. Have a few drinks. Take breaks and goof around. Yes, it probably takes longer to get things done that way, but I would argue that higher morale increases effectiveness.

5. Don’t leave things for the last minute. Yes, I know you can’t always control this, but if you can–and you can more often than you think–give yourself a buffer. You’d be amazed how much more relaxed you’ll be if you plan to finish your pitch a day early or get to the airport a couple of hours before the flight.

6. Don’t take it out on others. Leaders and managers, listen up. Maybe you can function at a high level, but if you’re simultaneously demotivating your team, then what’s the point? And if you take it out on family and friends, you’re just going to end up lonely and depressed. If you can’t handle the stress, find an outlet that doesn’t include taking it out on other living things.

7. Lots of outlets work–pick one or two. Caffeine can boost your mood and performance during the day. Wine can bring you down and help you sleep at night. But you can’t keep that sort of cycle up for too long. Learn to exercise, meditate, get outdoors, build things, play Scrabble, talk to someone–whatever works, do it.

Look, if you want to be a workaholic, that’s fine, be my guest. But at least learn how to be a high-functioning one, meaning don’t just run yourself and your team into the ground. If you’re practical, you’ll be effective.

Above all, learn to recognize the signs of burnout in yourself and your people. Downward spirals are hard to break out of. And, if you’re a leader, you’ll take everyone, and maybe the entire company, down with you.

6 Holiday Money Saving Tips to Help You Stay (Mostly) Sane

by Briana Cavanaugh

The winter holidays can be a lot of fun. But this season is certainly a lot of stress for many people – especially financial stress. Below are 6 holiday money saving tips to help you stay financially sane this holiday season!

christmas_boxes_2010

It’s fun to go to parties, but the constant pressure that many of us feel to give gifts, and attend events and social obligations, and to give money to organizations we love – happens all at once! It’s confusing at best and often leads to exhaustion, burn out, and over-spending. So how do you get it all done and keep it all together without blowing your budget?

1. Make a list and check it twice! As cheesy as it might sound, having a list of people to buy for and a calendar of “must do” events can help you create the clarity you need to make sure the important things get done. Any time you get overwhelmed you can come back to that “must do = must buy” list and ask yourself, “Is this on the list?” That moment of coming back to center can help you make the right decisions for you. Sometimes the right answer is saying “yes!” to that last minute event, and sometimes the right thing is to say “no” even if it’s hard.

2. Schedule your down time. Making sure that you eat – every day – is critical.

So is spending time at home doing your dishes, making the bed, and having time to yourself. Put it on the calendar. That way you know that you have time to do the critical self-care things. That way when you go back out into the fray, you feel grounded and refreshed!

3. Make a budget – and stick to it. Knowing your numbers and tracking your money is something I always recommend. And it can really help you stay sane during the holidays by giving you the confidence and clarity you need to make the right decisions for you. Make sure you include everything, from the trip to visit family to the present for your mail carrier. And make sure that if the numbers change that you add that last minute dinner with the friend from out of town, so you stay on track!

4. Prioritize. I know this might sound like blasphemy to some, but consider not doing it all. Consider seeing some people in January, or June so that everyone feels loved and no one feels burdened. I stopped making the trek home for Thanksgiving and Christmas because it was just too much. Instead we make a trip over the summer. It’s a lot more fun to see people when I’m not worried about money or having to slip in a work phone call between conversations with my dad and hugging my niece!

5. Put yourself first! It is your life. You are generous and you want to do the right thing. What is the right thing? I find that the right thing for my family is to have a mom who is not insanely trying to do everything and comes home grumpy and stressed out. I find that the right thing is to teach my son self-care and my values by actually living them. Two of those values are to be healthy and loving to myself and others. I can’t be loving if I’m at my wit’s end and haven’t eaten all day!

6. Breathe! Every time you have a feeling that you’re overwhelmed, take a deep breath. Then take another one. We often don’t get enough oxygen when we’re stressed which enhances the stress hormones in our brains. However, when we are under less stress we make better decisions. So help yourself make better decisions by taking some deep breaths!

Do some office yoga to feel re-energized and renewed!

Get focused at work by taking a moment to do some Office Yoga!

Here are some discreet yoga exercises you can do at your desk.a!

Deep Belly Breathing:

This three-part breath starts by softening the diaphragm, breathing deeply while sending the breath down to the belly, then out to the rib cage and up to the collarbone. The exhale releases from the  top, middle to bottom. Deep Belly Breathing will expand your lung capacity and improve your cardiovascular exchange, as well as revitalize your cells and systems.

Seated Twist:

Sit tall in the middle of the chair with your feet grounded.

Exhale, take your right hand to your left knee and twist gently to the left.

Your left hand goes behind you to the back leg or edge of the chair.

Use the hand to the knee to deepen the twist.

The hand on the chair supports the spine and helps lift the heart center and crown of the head.

Look into the right corners of your eyes as you twist.

Inhale back to center, repeat other side.

Side Stretch:

Sit tall in the middle of the seat with your feet wide.

Right hand reaches down to the right side of the chair to keep the left hip from lifting.

Inhale the left arm out to the side, up and over.

Stretch out from hip with the arm overhead by the ear; the palm faces down.

Feel the stretch from the waist to the fingertips.

Inhale back to center, repeat other side.