Checking references can be hard and time-consuming. However, as one of the leading staffing agencies in Spokane, Washington, Provisional knows that when you consider the negatives of hiring the wrong person, it’s certainly worth the effort.

Think about it this way. If you’re deciding between five candidates and get stellar remarks from reference sources for three, but vague or negative comments about the other two, your decision just got a whole lot easier.

And in fact, according to a CareerBuilder survey:

“69% of employers said that they have changed their minds about a candidate after consulting a reference, 47% have a less positive view of the candidate and 23% had a more positive view of the candidate; with just 31% saying the references didn’t make any difference.”

While going through the reference checking process isn’t always going to yield conclusive results, it’s pretty clear that it’s still well worth the effort. To help you in your quest to check references and hire the right candidate, here are some tips to keep in mind:

Get Specific With Your Questions.

When it comes to getting a good reference, it can be difficult thanks to legal and HR departments not allowing managers to offer more than basic information. But sometimes, if you ask the right question, you can get the insight you need into who a candidate really is. For instance, ask questions like “would you hire this person back?” If there’s a long pause, that could be an indication that the candidate didn’t leave on the best terms.

Also, be as specific as possible. Rather than asking about strengths and weaknesses in general terms, ask something like “I believe this candidate is overstating his experience with ABC software. He said he’s worked with it for the past five years at your company. Is that true?”

Gauge Enthusiasm.

If an employee was truly extraordinary, then it will be hard for the reference source not to speak positively about them and the work they did. However, be wary of overly enthusiastic references that aren’t also able to offer specific examples to support their praise.

Don’t Forget the Basics.

While asking specific questions about each candidate’s skill set and experience is certainly the most effective way to get the information you want, don’t forget to ask about the basics – job titles, years with the company, and duties and responsibilities. Some candidates will exaggerate these essentials, leading you to wonder what else they’re not being truthful about.

Ready to Outsource the Reference Checking Process?

Or the whole hiring process for the matter? If you are, let Provisional know. As one of the leading staffing agencies in Spokane, Washington, we can handle the hiring process for you from start to finish – from sourcing candidates to interviewing and testing to checking references – all so you get one great hire. Contact us today to learn more about how we can help you.

In today’s world, many employers tend to conduct phone interviews before inviting a candidate in for a face-to-face interview. It’s really a win-win situation because both you and the employer get a chance to feel each other out without wasting a lot of time if it’s not a good match.

That said, some candidates have it in their minds that a phone interview is no biggie; that it’s just not as important as the real deal face to face one. But, as one of the leading staffing firms in Spokane, Washington, Provisional is here to tell you that it is. In fact, you won’t move forward in the interview process if you don’t ace the phone screen.

So now that you understand the importance of a phone interview, what are some mistakes you could be making during yours that could push you out of the running? Here’s a look:

Mistake #1: Eating during the interview.

Just because a hiring manager can’t see you does not mean they can’t hear you. And the sound of chewing in their ear is going to get annoying pretty fast. It’s ok to keep a glass of water nearby in case your throat gets dry, but avoid all other food and beverages during a phone interview.

Mistake #2: Putting the hiring manager on hold.

If you’re in the middle of an interview and you hear your call waiting click, ignore it (unless it’s an emergency, of course). If you don’t, you’re sending the message that you don’t really take the interview that seriously and you might not take the job seriously either.

Mistake #3: Talking to a hiring manager while driving.

If a hiring manager calls you while you’re driving, even if you’re using your hands free device, tell them it’s not a good time and schedule a time to talk later. The last thing you want to do is break up or drop the call while you’re driving. So if possible, use a landline. That way you avoid the whole “dropped call” scenario altogether.

Mistake #4: Chattering mindlessly during a pause in conversation.

You can’t see it because you’re on the phone, but the hiring manager is likely taking notes during the interview. So if there’s a pause, it’s probably because they’re just finishing writing something down. There’s no need to fill the silence with mindless chatter.

Mistake #5: Conducting the phone interview at home with your children in the same room.

Make sure you have a time set aside for your phone interview when you can be alone and give the hiring manager 100% of your attention. You might think it’s ok if the kids are home, but you’ll be distracted as a result…and that will come through during the interview.

Are You a Highly Qualified Professional Looking for a Great Job?

If you are, we want to know! As one of the leading staffing firms in Spokane, Washington, Provisional has employed over 14,000 contract workers and placed over 6,000 direct-hire professionals with area companies. Contact us today if you’d like to learn more.

As one of the leading employment agencies in Coeur d’Alene, Idaho, Provisional knows that when it comes to career happiness and success, it’s not all about the specific job you’re doing. Where you’re doing it is just as important.

For instance, if you hate the culture of your employer, you’re simply not going to be happy regardless of how much you like your job. On the flip side, if you mesh well with the culture, you’ll feel more comfortable, more secure, and do a better job as a result.

And when it comes to workplace cultures, large corporations and small businesses seem to be on the opposite ends of the spectrum. So if you’re looking for a new job, how can you tell which culture is right for you? Here’s a look at some pros and cons of each:

Large Corporations

Pros

• Better pay and benefits. Larger companies can typically afford to offer their employees more in the way of compensation.
• More opportunity for advancement. There are simply more positions in a large company, which means more opportunities for you to get ahead. Likewise, a larger company may be able to compensate you for earning an advanced degree or obtaining additional certifications.
• A more diverse workplace. In a large company, there are simply more workers, which means you have an opportunity to network with a broader range of people, collaborate more often, and grow as a result.

Cons

• More red tape. As a result, projects usually move slower and taking personal initiative to get something done without getting prior authorization is typically out of the question.
• More people working on each project. This means it’s harder to be heard as an individual and you have to go the extra mile to really stand out.

Small Businesses

Pros

• Less competition. There are less people at a smaller company, which means you have fewer people to compete with when it comes to promotions and job advancement.
• More responsibility. At a smaller company, you’re expected to wear many hats. As a result, you’ll gain more knowledge and experience along the way. In addition, you can make more of an impact on the company and its bottom line.
• More autonomy. Unlike their larger counterparts, small businesses generally don’t have the same level of bureaucracy. You can therefore take initiative and do your job in a way that suits your skill set and personality, rather than one dictated to you.

Cons

• More work for less pay. At a smaller company, you may be expected to take on roles beyond your job title and you may not be paid extra salary for doing so.
• Not as much room for promotion. If you work at a company with only a handful of people, there’s not a lot of room for growth.

Are You a Qualified Candidate in Search of Your Next Opportunity at a Company – Big or Small?

If you are, let Provisional know. As one of the leading employment agencies in Coeur d’Alene, Idaho, we’ll work with you to get to know your skills, background, and personality. We’ll then match you with rewarding jobs that are a great fit for you. Search our Coeur d’Alene jobs now or contact us today.

Inefficiency in the workplace can have a negative impact on your company’s bottom line. And, as one of the leading staffing agencies in Spokane, WA, Provisional knows that one of the biggest time wasters in the office can be the meeting. That’s not to say meetings aren’t necessary; but they tend to eat up time and interrupt workflow without producing positive results.

So how can you make your meetings more efficient and productive? Start by avoiding these common mistakes:

Mistake #1: Meeting because it’s Monday.

It’s Monday morning! That means it’s time to spend the first two hours of your day in a meeting! What a way to start the week.

Practical tip: Unless there’s a specific and ongoing project that requires regular, weekly meetings, skip the Monday “meet just to meet” meeting.

Mistake #2: Meeting without a purpose.

Before you meet, you should know why you’re meeting and what you’re trying to accomplish during the meeting.

Practical tip: Create a meeting agenda for each meeting. Not only will it help you stay focused on the key topic during the meeting, but it will also ensure you don’t forget to discuss any important points.

Mistake #3: Walking away without a plan of action.

The end goal of your meeting should always be to walk away with actionable next steps for each person involved. So if you’re leaving a meeting without these steps ironed out, then you’re wasting everyone’s time.

Practical tip: At the end of each meeting, go around the table and review the responsibilities each person is expected to handle. Not only does this ensure everyone’s on the same page, but it also gives your team a sense of accountability.

Mistake #4: Scheduling two-hour meetings.

Face it. People don’t have the attention span to make two-hour meetings an efficient use of time. You’re going to lose their focus in less than an hour.

Practical tip: Set a start and end time for every meeting. Not only will it keep your meetings running efficiently, but when participants know when the meeting will end, they will better be able to plan the rest of their day.

Mistake #5: Requiring non-essential people to attend.

It’s one thing if you ask a new hire, whom you want to educate about the inner workings of the company, to attend a meeting they don’t need to participate in. However, for other employees, it’s simply a waste of time.

Practical Tip: Require only people who can contribute and will benefit in some way from the meeting to attend. When it comes to meetings, the smaller the better.

Looking to Hire Qualified Employees Who Can Contribute to Your Team?

If you are, Provisional can help. As one of the leading staffing agencies in Spokane, WA, we’ve been placing top professionals in temporary, temp-to-hire and direct hire positions for over 20 years. Contact us today to learn more about how we can help meet your staffing needs.

If you’re like most hiring managers, when evaluating a job candidate, you look at hard skills. In other words, specific and teachable skills that can be measured.

But what about soft skills?

You know, those skills that enhance a person’s job performance – like a strong work ethic, a good attitude, and an aptitude for organization – but are much harder to see, evaluate and measure. If you’re not analyzing these because it’s simply too hard, then you’re missing out on an important opportunity to find the best candidate for your job opening.

The good news, though, is that you can test for these skills; you just have to know what you’re looking for, use the right techniques, and ask smart questions. Here are some tips to help you:

#1: Communication skills.

As one of the leading staffing firms in the Northwest, Provisional knows that most jobs, across the board, require strong communication skills. That’s why it’s so important to evaluate them.

When it comes to written skills, use each candidate’s cover letter and resume as your guide. Were the documents well written? Were they error free? Was the candidate articulate in explaining why they’d be a good fit for the position?

For verbal skills, simply ask candidates questions beyond the “yes” and “no” that encourage a more detailed explanation. For instance, “Tell me about your most challenging project,” “Tell me about a time you made a mistake on the job,” or “Tell me about your biggest professional accomplishment.”

#2: Interpersonal skills.

If you ask a candidate “Are you a people person?,” or “Do you like working with people?,” most candidates will respond in the affirmative, regardless of the truth. That’s why you need to dig a little deeper and ask questions that will help you uncover a candidate’s true nature; for instance “How would your co-workers describe you?” or “What was your relationship like with your last boss?”

#3: Integrity.

Clearly, integrity is an important personality attribute for any candidate you want to hire, whether entry level or executive. To evaluate a candidate’s level of integrity, ask questions like “What would you do if someone asked you to do something unethical on the job?” or “Are there any types of business situations in which you think honesty would be inappropriate?”

#4: Personality.

Conducting personality tests, also known as behavioral assessments or predictive tests, are a good way to measure whether a candidate will be a fit for the job and for the company’s culture. The results of these tests can help you tell whether a particular candidate is easy to manage, driven, a team player, and good at building relationships.

Need More Help Evaluating Soft Skills?

If you do, let Provisional know. As one of the leading staffing firms in the Northwest, we partner with several strategic companies to offer a full range of employment screening solutions to ensure the highest quality employees. Contact us today to learn more about how we can help you make smart hiring decisions.

Did you know that 92% of employers were using or were planning to use social networks for recruiting in 2012, according to a survey released by Jobvite, a provider of applicant tracking software?

What does this mean for you?

If you’re searching for jobs in Spokane, Washington, or anywhere else for that matter, and you’re not on sites like Twitter, LinkedIn, and Facebook, then you could get overlooked.

That said, when it comes to social networking – and Twitter specifically – things can get a bit overwhelming due to all the “noise” on the site. In fact, if you’re like most people, you created a Twitter account when the site first became popular, used it for a few days, and haven’t revisited it since.

If this sounds familiar, the good news is that you can still leverage the power of Twitter to help you find jobs in Spokane, Washington if you take the right approach – even if you haven’t been actively on the site in a few years. And that right approach involves using effective hashtags.

What are Hashtags?

According to Twitter.com, “the # symbol, called a hashtag, is used to mark keywords or topics in a Tweet. It was created organically by Twitter users as a way to categorize messages.”

So essentially once you create (or re-visit) your Twitter account, you can embark on a targeted search for jobs in your field and area by using hashtags.

Examples of Hashtags to Use in Your job Search:

1. #job
2. #jobs
3. #HR
4. #hiring
5. #(insert your field here – e.g. #legal, #designer, #accounting, #finance, etc.)
6. #(insert the type of job you’re looking for here – e.g. #salesjobs, #accounting jobs, #healthcarejobs)
7. #jobposting
8. #jobpostings
9. #jobopportunities
10. #jobopportunity
11. #jobsearch
12. #joblisting
13. #jobhunt
14. #recruiting
15. #career
16. #nowhiring
17. #employment
18. #joblisting

Besides actually plugging in the above hashtags in Twitter’s search field, you can also use one of the services associated with the site (like TweetMyJobs) to get automatic updates of new job openings specific to your field or location.

That said, keep in mind that Twitter is just one tool in your job search arsenal. It’s still important to engage in face-to-face networking, prepare thoroughly for job interviews, and follow up via a letter or email. In other words, traditional job search etiquette isn’t dead; it just has a modern edge to it with the likes of Twitter and other social media sites.

Are You a Qualified Candidate in Search of Your Next Opportunity?

If you are, let Provisional know. We’ll work with you to get to know your skills, background, and personality. We’ll then match you with rewarding jobs in Spokane, Washington that are a great fit for you. Search our Spokane jobs now or contact us today.

As one of the leading employment agencies in Spokane, Washington, Provisional knows that when it comes to career advancement, everyone faces challenges and struggles. But did you know you might be your own worse enemy? In other words, you might be doing things that are making it hard to land that promotion you desperately want, or make a name for yourself at your company?

The good news, though, is that you can overcome bad habits that are hurting your career. You just have to know what they are – and how to avoid them in the future. Here’s a look:

Bad Work Habit #1: Sloppy emails.

This sounds like no big deal. However, considering that so much of office communication happens over email, you’re really impacting how people perceive you with your words. So if they’re rife full of misspellings and bad grammar, then co-workers and managers are going to view you as disorganized and sloppy.

Bad Work Habit #2: Never saying “no.”

Ambition is a good thing in the workplace. However, it can get ugly if you don’t know how to turn it off and just say “no” to certain projects. Overestimating your ability to get work done not only will leave you exhausted, it will leave the impression you can’t deliver when you miss a deadline because you’re swamped.

Bad Work Habit #3: Getting emotional.

Whether it’s being the workplace diva or getting defensive whenever constructive criticism is offered, emotions can get heated in the workplace. This can be difficult if you’re a naturally emotional, passionate person. However, you must keep your feelings in check – and doing so will only serve you well in the long run. After all, no one wants to work with someone who has temper tantrums that rival a toddler’s.

Bad Work Habit #4: Not putting yourself out there.

Having a bad reputation is, well, bad. But having no reputation is equally negative. If you never take a risk or put yourself out there, you’re not going to stand out to your manager and peers. As a result, when it’s time for promotions, you won’t even be on the radar.

Bad Work Habit #5: Not learning new things.

Even if you’re highly experienced, you need to always be learning. Whether it’s acquiring a new skill, learning the latest technology, or studying important industry trends, the more you know, the more valuable you’ll be in the workplace. So when an opportunity comes along to learn something new, don’t resist it, as many workers do. Instead embrace it and see where it takes you.

Ready for a New Career Opportunity?

If you are, let Provisional know. As one of the leading employment agencies in Spokane, Washington, we’ll work with you to get to know your skills, background, and personality. We’ll then match you with rewarding opportunities that are a great fit for you. Search our Spokane jobs now or contact us today.

For you, bringing a temporary on board is no big deal. You need to supplement your core staff for a period of time in order to ensure your business runs smoothly.

As one of the leading temporary staffing agencies in Spokane, Washington, Provisional knows that for the temporary employee, though, a new assignment is akin to a new job; it’s a little scary and stressful.

So what can you do to ensure you get the most use out of them – and get the most return for your temporary staffing investment? You have to take some steps to help them hit the ground running. Here’s how:

Step #1. Streamline Paperwork.

Don’t waste your temporary employee’s first day with paperwork. Instead, have them fill out necessary forms ahead of time or online so that when they arrive at your company, they’re ready to get to work.

Step #2. Give Your Staff a Heads Up.

You know that using temporary employees offers your company a host of benefits; your employees, however, may see them as a threat. So before bringing temporary employees on board, prepare your staff ahead of time. Explain why you’re using temporary employees and the value they bring to the table.

Step #3. Communicate Clearly & Regularly.

Give your temporary employees a play-by-play description of what they’re supposed to do and how you will measure their performance. Make sure they know where to direct questions and concerns. And check-in with them on a regular basis to see how things are going. The more effort you put into communicating with your temporary employees, the better the results will be.

Step #4. Require Orientation for Temporary Employees.

You may think that orientation for temporary employees is a waste of time. But you may want to think again. Even though they’re not permanent, full-time employees, they still need to know about your safety regulations, expected conduct, workplace policies, and other important rules and regulations.

Step #5. Offer Training & Support.

If a temporary employee is working with a software program or piece of equipment they’re not familiar with, make sure they’re properly trained before they start their assignment. By taking the time to ensure temporary workers know what they’re doing, you’ll minimize errors and maximize productivity.

Interested in Bringing Temporary Employees on Board?

If you are, give Provisional a call. As one of the leading temporary staffing agencies in Spokane, Washington, our temporary staffing services can give you fast access to skilled and dependable people, helping you get more done – all without increasing your overhead. Contact us today to learn more about how we can help you.

Having trouble finding job candidates for your next management opening? If you are, you’re not alone.

As one of the leading staffing firms in Coeur d’Alene, Idaho, Provisional knows that more and more companies are finding that their talent pool for management positions is dwindling.

Considering that management positions were once sought after, what gives? Are employees just not that ambitious anymore? Or are companies to blame for this mass exodus off the promotion track?

Here are a few reasons why good managers are so hard to find:

1. Lack of Work Life Balance.

Technology is a double-edged sword. It enables employees to stay connected and do their work from pretty much anywhere in the world. At the same time, it also makes it harder for managers to disconnect. In many companies, they’re expected to be available day or night to respond to issues. And, as a result, their work life balance suffers greatly.

2. A “Sink or Swim” Attitude.

In many companies, there are no training programs to teach managers how to do their jobs. As a result, managers are expected to learn on the job and either sink or swim. But for many, it’s their first time managing people. So this lack of leadership training can keep them from feeling successful; in fact, it can leave them drained and uncertain as to whether they’re meeting expectations.

What’s more is that even when companies do offer training to new managers, it’s typically a generic approach. And managing a creative team takes a different approach than managing a team of customer service representatives.

3. Unpopular Decisions.

In our Facebook obsessed culture, being liked is critically important to many people. But, as a manager, you have to make unpopular decisions sometimes; you have to give constructive feedback that isn’t well received; or, worst case scenario, you have to actually fire someone. And having to make these kinds of decisions can certainly deter people from striving for a promotion. Not everyone is comfortable in that kind of a role.

That said, finding great managers isn’t impossible. You just have to know where to look – which is where Provisional comes in. As one of the leading staffing firms in Coeur d’Alene, Idaho, we have extensive experience in recruiting top candidates for management positions. And we can work with you to source, screen, and hire candidates with the proven leadership abilities you need. Contact Provisional today to learn more.

Not that long ago, the hiring process consisted of applying for a job, going to an interview, and getting a “yay” or “nay” as to whether you were hired.

Fast forward to more recent times – and the hiring process has gotten a little (ok, a lot) more complicated. From mandatory phone screens to multiple rounds of interviews with entire committees, the process is longer and more stressful.

On top of all that, employers are no longer simply evaluating skill set and work history. They also want to assess personality, as well.

Enter the personality test.

While you might not think your personality plays that big a role in your job, more and more employers are realizing how important it is to evaluate each candidate’s personality. They’ve been burned in the past by a candidate that looked great on paper, sounded brilliant in the interview, and then didn’t fit in with the culture or didn’t fit well with the job once hired.

And in fact, as one of the leading staffing firms in the Northwest, Provisional knows the majority of hiring mismatches come from a lack of cultural fit, not a lack of skills.

Sound like a big hassle?

Well, there’s a benefit for you too.

By administering personality tests, such as Myers-Briggs, employers can better assess whether you’re a good fit for the job and the company culture. That means if you don’t get offered the position, you might want to count your lucky stars. The position or the company culture may not have been well suited for you.

So despite what you think, personality tests aren’t meant to create stress and headaches for job candidates; they’re simply meant as a tool to enable employers to hire the right fit candidates.

With all that said, is there anything you can do to perform well on these kinds of tests? Here are some thoughts:

1. Don’t try to game the system. It might be tempting to be less-than-honest on a personality test in order to get hired, but you’re really short-changing yourself in the end. If you do get hired and the position or culture isn’t right for you, then you’re going to wind up miserable. Instead, answer each question candidly.

2. Take a sample test. The questions won’t be the same as on the real test an employer gives you; however, familiarizing yourself with the process will make you more comfortable with it.

3. Focus on what you can control. You can’t change your personality. What you can change are things like your resume, your interviewing skills, and whom you offer as a reference. So focus your energy on making those as strong as possible.

Are You a Talented Pro Looking for a New Opportunity?

If you are, give Provisional a call. As one of the leading staffing firms in the Northwest,, we can work with you to assess your background and personality, and then match you with Northwest jobs that are a great fit for you. Contact us today to get started or search our Northwest jobs now.