Provisional Blog

You know that employee turnover can be costly for high level positions. But did you also know the cost to replace an entry level employee can also be quite high? According to the Society for Human Resource Management (SHRM), replacing an entry level employee, on average, costs anywhere from 30-50% of that individual’s salary.

Here’s an example:

An entry level employee at your company is making $24,000/year. They decide to leave. It could cost your company anywhere from $7,200 all the way up to $12,000 to replace that employee. These costs include sourcing, screening, hiring, and training the new employee, as well as any losses in productivity.

So what can you do to retain and manage entry level employees? Here are some tips:

Pay a higher wage.

It may be tempting to pay entry level employees less, but doing so may cost you more in the long run in the form of turnover. So if you can, stretch your budget some to pay the highest salary possible to entry level employees.

Interact with your employees.

When you get to know your employees, you’ll have a better understanding of what makes them tick. As a result, you’ll be able to better motivate and manage them.

Give rewards for above-and-beyond work.

Entry level employees – and all employees for that matter – should be rewarded when they go above-and-beyond the usual call of duty. Give them an extra day off, a gift certificate, or even a small cash bonus. Not only will your employee feel valued, but they will also be more motivated to continue doing a good job.

Include financial assistance for education in the benefits package.

You can encourage employee growth by offering to pay for all or part of an advanced degree. If you’re worried that the employee will leave as soon as they earn their degree, then tie the financial assistance to their longevity with your company. For instance, they are only eligible for the assistance if they stay with your company for at least five years.

Let them know you value their input.

Just because an entry level employee is a rookie, doesn’t mean they won’t have good ideas. In fact, they may be able to offer you a fresh perspective since they are so new. So encourage them to come to you with ideas and suggestions. Even if you don’t take their input, explain to them why and let them know you appreciate their feedback.

And if you need help recruiting entry level – or any level – employees, please contact Provisional. As a leading Northwest staffing services firm, we know where to look to find high quality candidates in a variety of fields.

So how can you tell if it’s time to move on from your current Seattle job? Here are some signs to look for:

1. Your job is beginning to impact your health.

You’re so stressed about work that you’re suffering from symptoms such as:

• Weight gain or loss
• Frequent illness
• Sleeplessness
• Depression
• Chronic fatigue

2. You feel bored and uninspired.

Everyone goes through natural cycles in their jobs where they may feel motivated and excited one week, and uninspired the next. However, if you feel consistently bored and unchallenged, you may have outgrown your position.

3. Your job is interfering with your family responsibilities.

Most companies, nowadays, understand that employees who lead balanced lives are ultimately happier and more productive. However, if your employer is not among this group, then it may be time to move on.

4. Your potential for advancement seems limited.

Your company’s management may have pigeon-holed you as an expert in one area, though you know your skill set exceeds that area. It’s therefore up to you to convince them that you can take on new tasks and responsibilities. If they’re not open to the idea, then you may want to start looking for a new job.

5. You keep thinking about changing jobs.

If the thought of changing jobs is always on your mind, then it’s time to start asking yourself some questions, such as:

• What don’t I like about my current job?
• Has something happened in my work environment that is causing my unhappiness, such as a change in management or industry downturn?
• Are there any steps I can take to make things better?

Managing your payroll is a pain in the neck. Especially if you’re a small to medium size company that doesn’t need a full-time bookkeeper or accountant.

So what can you do to make the task easier? Simple. Outsource it! Here’s why:

Outsourcing payroll can help save you money.

First, do the math. To figure out whether you’d save money by outsourcing your payroll function, determine how much money you are currently spending on payroll management. Don’t forget to figure in costs such as completing tax forms and printing checks. Now, compare those costs to a firm that offers payroll services, like Provisional. Which is less?

Outsourcing payroll can help improve productivity.

Payroll management takes a lot of time if you do it right. So by outsourcing your payroll, you and your employees can focus on core tasks that actually generate revenue for your company.

Outsourcing payroll can help you to tap into expertise.

Employment and tax laws are always changing and many employers don’t have the time to keep up with them. If this is the case for you, then a company that offers payrolling services will have the knowledge you need to ensure you remain in compliance with the laws – all without having to spend the money on a full-time payroll expert.

Outsourcing payroll can help enhance accuracy.

Payroll mistakes can get you into trouble with Uncle Sam. But when you outsource this critical function, you don’t have to worry about inaccurate paperwork and late filings.

Outsourcing payroll can help enhance flexibility.

When you have an in house employee handling payroll, you may get into trouble if that person suddenly quits or goes on vacation. By working with a payrolling provider, you don’t have to worry about situations like these. There will always be someone available to manage your company’s payroll.

If you have any questions about outsourcing payroll management, or would like to know more about our payrolling services, please contact Provisional. As a leading staffing services firm in Seattle, we have the expertise and experience to manage your payroll with ease. Contact us today to learn more.

Ever hired a candidate, only to find out later that the person was not the star performer you thought they were? As an experienced Northwest recruiting and staffing firm, we hear this from clients all too often. A candidate looked great on paper, sounded even better during an interview, and turned out to be a major under-performer.

The good news is that there are steps you can take to help you hire the winners – and turn away the losers. Here are the top four:

Step #1: Get referrals.

Your best employees probably hang around with other high achievers. Therefore, asking them for referrals is a great way to source candidates.

Step #2: Test candidates.

Pre-employment testing can help you uncover the true skills of a candidate, and better predict on-the-job performance. There are a variety of tests you can give candidates, including behavior tests, abilities tests, and character tests. Whichever test you decide on, be sure to conduct a benchmark study first. Give the test to some of your top-performing employees as a way to find out how they perform. This way, you can compare candidates’ scores to the scores of your star employees.

Step #3: Use your best employees as your guide.

Take a look at the backgrounds of your best employees. What do they have in common in terms of work experience or education? For instance, do your star performers all have excellent customer service skills? Do they all hold MBAs? Do they all have a track record of overcoming challenges? Once you’ve found the commonalities, look for those same traits and experiences in candidates.

Step #4: Offer candidates a realistic job preview.

Turnover of new hires can occur quickly when they are unpleasantly surprised by an aspect of their job. Therefore, it’s important to offer a realistic job preview. These are meant to provide candidates with information on both positive – and negative – aspects of the job.

If you need help hiring winners for your company, contact Provisional. As a leading Northwest recruiting and staffing firm, we can help you source, screen, test, and hire star talent for your company.

LinkedIn offers a variety of advantages to job seekers. It provides invaluable networking opportunities, it’s a great way to promote your skills, and you can even search for jobs in Seattle, Spokane, and throughout the Northwest.

So if you’ve never used LinkedIn before, here are 7 tips for getting started:

Tip #1: Create a profile.

Your LinkedIn profile is similar to an online resume. On it, you can list your employment history, education, and other skills and qualifications. When creating your profile, make sure you include keywords – like “Seattle accountant” – so that prospective employers can find you easily. Also, if you have a professional looking headshot, consider uploading that as well to your profile.

Tip #2: Develop a network.

The larger your network, the more potential opportunities you’ll have access to. With that said, don’t try to connect with everyone out there. Keep it simple and connect only with those professionals that you already know and trust.

Tip #3: Reach out.

Contact the people within your network to let them know you’re searching for a job in Seattle. Many job openings aren’t advertised to the general public, so you may find some interesting opportunities this way.

Tip #4: Ask for recommendations.

Recommendations are like testimonials. They can truly position you in the best possible light and are therefore invaluable. Ask a variety of your contacts – former bosses, colleagues, and subordinates – for recommendations for your LinkedIn profile.

Tip #5: Use the “Find Jobs” section.

In the “Find Jobs” section, you can search for Seattle jobs that may interest you using a title, company name, and other keywords.

Tip #6: Get involved.

LinkedIn has a section entitled “Answers.” Here you can post questions you may have about your job search or about your professional field. You can also respond to questions other LinkedIn users may have. Doing so will not only increase your visibility among potential Seattle employers, but it will also help you build your credibility.

Tip #7: Check company profile pages.

Many Seattle employers have their own profile pages on LinkedIn. So if you have a company in mind that you’d like to work for, see if they have a page on LinkedIn. If they do, check out their “New Hires” section. If you notice a lot of new people have recently joined the company, then that company may still be hiring.

Also, review the company’s list of current employees. You may know someone on the list and be able to make a connection. Ask them the scoop on getting hired at the company and to forward your resume to the hiring manager. A hiring manager is more likely to review a resume that comes from someone he or she already knows.

Searching for a new Seattle job can be both challenging and discouraging. Therefore, you have to use every tool available to you – including social media – in order to get positive results. And if you’d like some additional help in finding a job in Seattle, or anywhere in the Northwest, please don’t hesitate to contact Provisional. As a leading Seattle employment firm, we can give you access to a variety of exciting and rewarding job opportunities.

As a leading Northwest staffing firm, we know that great hires help you develop a strong and productive company. Bad hires, on the other hand, sap time, energy, and resources. So how can you prevent a poor hiring choice? By avoiding these five mistakes:

Mistake #1: Hiring someone for the wrong reasons.

This is a common mistake. But don’t hire someone because they are a friend of a friend or because you went to the same college together. Make sure you stay focused on hiring the very best candidate for the position.

Mistake #2: Overlooking candidates without advanced degrees.

It’s easy to be impressed by candidates who hold advanced degrees, however there’s no substitute for real world experience. So unless an advanced degree is crucial for the position, don’t overlook those candidates who don’t have a bunch of fancy letters after their name, but who do have a proven track record of success.

Mistake #3: Not checking references.

This is one easy step that too many companies fail to take. But by carefully checking references, you can help avoid hiring mistakes. One critical question to ask each reference: “If you could hire or work with the candidate again, would you?” Any hesitation is a telltale sign.

Mistake #4: Having a long, drawn out decision making process.

Hiring is a big deal and the last thing you want to do is make a bad hiring decision. However, if you told a candidate you’d be making a hiring decision by the end of the week, stick to your schedule. If you don’t, you’ll lose the respect of the candidate and gain a bad reputation in the process. So whether you’re ready to hire, or want to cut a candidate loose, it’s important to make a timely decision.

Mistake #5: Rushing the hiring process.

On the flip side, you don’t want to rush your hiring decision either. Before you start interviewing candidates, set a reasonable time schedule in which you’d like to complete first round interviews, invite a small group back for second interviews, and ultimately make your final hiring decision. It can be tempting to just “go with your gut” about a certain candidate, but a hiring mistake can be a nightmare if you don’t follow proper protocol and meet with at least 4 or 5 candidates first.

If you’re not feeling overly confident about your hiring abilities – or if you simply don’t have the time to put into sourcing, screening, interviewing, and recruiting – then it may be time to hire a staffing firm. Since 1994, Provisional has been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire professionals with companies in Seattle, Spokane, and Coeur d’Alene.

Contact us today. We’re ready to help you find the people you need.

Small Business Research Services EquityNet can perform a range of research service reports on your emerging venture including a market analysis, competitive analysis, intellectual property analysis, technology analysis, opportunity assessment or a tailored combination of topics.

	Small Business Research Services EquityNet can perform a range of research service reports on your emerging venture including a market analysis, competitive analysis, intellectual property analysis, technology analysis, opportunity assessment or a tailored combination of topics.

After your job interview, all you have to do is sit back and wait for the telephone to ring, right? If that’s what you think, then you’re sadly mistaken. The period after a job interview is critical – and can truly set you apart from the other Coeur d’Alene job candidates, if you handle it right.

Here are some action steps you should take after the interview:

Action Step #1: Make notes.

Write down the details of how the interview went. Also, write down some of the positive areas you can reinforce in your thank you note.

Action Step #2: Send a thank you note.

Many times, candidates don’t think they need to send a note if the interview went well. But that’s simply not true. The post interview thank you note provides you with an opportunity to thank the hiring manager (a little apple polishing never hurt!) and to reiterate why you’d be a good fit for the position. If you don’t send a thank you note, you’ll miss out on this additional opportunity to sell yourself.

With that said, when writing a thank you note, make sure it’s short a sweet. Hiring managers are busy people and a long and windy note will annoy them.

Action Step #3: Alert your references.

Contact any references you gave to the hiring manager. Give your references some information about the particular job and the company. You may even want to ask your references to contact you once the hiring manager gets in touch with them to find out how the conversation went. If a reference is contacted, make sure you send along a thank you note letting them know how much you appreciate their time and support.

Action Step #4: Follow up, but don’t harass.

If the hiring manager doesn’t get back to you within the specified time period, it’s perfectly acceptable to contact them in order to inquire about the status of your application. Simply thank them again for the opportunity to interview and then ask when a decision will likely be made. Be professional, though. Don’t flood the hiring manager with voice mails and emails.

Action Step #5: Continue your job search.

Even if you think you’re a shoo in for the position, keep looking. You never know when a better job opportunity could come along. Plus, you don’t want to put all your eggs in one basket until you’ve actually been extended the offer.

If you’d like more interview tips, or need help finding a job, please contact Provisional. As a leading employment agency serving Coeur d’Alene, Idaho and the Northwest, we can offer you access to a variety of rewarding job opportunities in accounting, healthcare, legal, technical, and office fields.

Contact Provisional today to learn more.

You just got word that your bid was accepted for a huge new project in Spokane. But now you’re worried that you don’t have the necessary staff in place to get the job done. What can you do?

Consider contract staffing.

Contract staffing offers an effective strategy for controlling costs, reducing risk, and accessing the specialized skills you need to complete your project.

When to Use Contract Staffing

Contract staffing is ideal when:

• You need a very specific skill set on a temporary basis
• Your organizational capacity is strained
• You need help for a limited amount of time
• You don’t have time for a full recruiting effort
• Your turnaround time for a project is tight

Benefits of Contract Staffing

• Tap into specialized skills fast. You can gain access to the expert you need almost immediately.

• Eliminate risk. You don’t have to worry about things like payroll taxes, unemployment benefits, liability insurance, and workers compensation since the contractor works for the Spokane staffing firm, not for you.

• Try before you buy. You’ll be able to try out talent on a contract basis; if things go well, you may want to consider hiring the contractor full time.

• No fixed costs. There are no fixed costs associated with a contract employee. Once the project is complete, simply release the individual.

If you need contract help to complete an important project, please contact Provisional. We have relationships with a variety of technical contract professionals who can help fulfill your project staffing needs.

Tired of weeding through resumes from dozens of unqualified, inexperienced applicants? Dealing with a bad hiring decision? Need a top performer, but don’t have the time to source, screen, and recruit?

If you’re dealing with problems like these, then it’s probably time to hire a staffing firm. But, since not all firms are created equal, how can you find one that’s right for you? Here are five steps:

Step #1: Research

Tap into your network of business contacts and ask them for recommendations for a reputable Northwest staffing firm. After you’ve compiled a list of possible staffing firms in the Northwest, then do some research online. Check out their company websites. See if there are any online reviews written about them – either by other companies, or by candidates who have worked with the staffing firm. (You can learn a lot about a staffing firm by how they treat their candidates.)

In addition, make sure that the staffing firm is a good fit for you. Even if a particular firm came highly recommended from a friend, if that firm specializes in temporary staffing, and you’re only looking to fill full-time, permanent positions, then they may not be right for you.

Step #2: Start asking questions.

After Step #1, you should have a decent list of Northwest staffing firms. Now it’s time to call them, one by one, and start asking some questions. For example, find out what their process is for qualifying a candidate, learn about their fee structure, and ask if they have experience in your particular industry and if they offer any satisfaction guarantees.

Step #3: Make sure you’re clear about your needs.

Be sure to tell the staffing firm exactly what kind of help you need. For instance, do you need temporary employees to meet a seasonal peak in demand? Do you only need full-time employees? Or a mix of both? Do you have other needs, such as payrolling? Also, be sure to inform the staffing firm about any unique needs you may have for hiring, such as requiring a federal background check.

Step #4: Invite potential staffing firms on site.

Ask someone from each staffing firm to visit your company. They will be able to experience your corporate culture first hand and, as a result, gain a better understanding of your needs and determine whether they can meet them.

Step #5: Ask for references.

You wouldn’t hire an employee without checking references, right? (At least we hope not!) Similarly, don’t commit to a certain staffing firm without getting references first. Speaking with other companies that have worked with the staffing firm in the past is invaluable.

Hiring top performing employees is a challenge. Hiring a staffing firm that can meet your needs can seem impossible. But by following these five steps, you’re sure to find a firm that’s right for you. And, if you’d like to add Provisional to your list of potential Northwest staffing firms, please let us know. We’re happy to meet with you to discuss your needs and determine a staffing solution that’s a fit for you.

When you started your Spokane job, it seemed ideal – you were happy, motivated, and inspired. But now the honeymoon is over and you’re just not satisfied. Workdays seem longer and weekends seem to go by faster. So what can you do to reignite your career passion and improve your job satisfaction? Here are five quick tips:

Tip #1: Pinpoint the problem.

Why exactly are you unhappy at work? Are you having problems with a co-worker or your boss? Are you unhappy about working conditions or your salary? Once you pinpoint the problem, you’ll have a better idea how to deal with it.

Tip #2: Don’t be afraid to ask.

Is there an easy fix to whatever is bothering you at work? If yes, then ask for it! What are you waiting for?! Nobody at work is a mind reader and so taking that first step is up to you.

Tip #3: Stay positive.

Ever hear about the power of positive thinking? Changing your attitude about your Spokane job won’t make things better overnight. However, developing a more optimistic point of view (i.e. the glass is half full) and reversing negative self talk patterns can go a long way in making you feel more productive and less stressed at work.

Tip #4: Maintain balance in your life.

When all you do is work, work, work, it’s only natural that your stress level is going to increase and you’re going to be unhappier as a result. It’s time to assess your situation and determine which areas you don’t have enough time for, such as family/relationships, hobbies, and exercise. Now create a priorities list and take action so that your lifestyle better reflects your interests and becomes more balanced.

Tip #5: Re-evaluate your goals.

If you’re feeling unfulfilled at work, perhaps your goals and your job requirements are out of alignment. It’s time to figure out what your career goals are and how you see yourself getting there. For instance:

• Are you in field you want to stay in for the next 5, 10, or 20 years?
• If not, what would you rather be doing?
• Where do you want to be, career wise, in the next 5, 10, 20 years?

The answers to these questions should give you a general idea of what you want out of your work life. And if you want to make a major change, now is the time to do it.

Job satisfaction isn’t a destination, it’s a journey. And the bottom line is that it’s up to you to make that journey. If you’re not happy at work, there are actions you can take now to help you become more satisfied. However, if you’re completely in the wrong job at the wrong company, it may be time for a change. If so, we can help. As a leading employment agency in Spokane, WA, Provisional can give you access to a variety of exciting job opportunities in Spokane. If you’d like to learn more about us, simply visit our website or contact Provisional online.