Provisional Blog

Like it or not, your attitude is assessed by everyone you meet. But is it really all that important when it comes to your job search?

It is, according to research by Leadership IQ, a research and leadership training institute. In a study tracking 20,000 new hires, they found that 46% failed within the first 19 months. Even more surprisingly was that 89% of the time the failure was due to attitude, while only 11% of the time it was due to lack of skill. Attitudinal deficits ranged from low levels of emotional intelligence to lack of coach-ability (the ability to seek out and learn from feedback).

The lesson here?

As one of the leading employment firms in the Northwest, we know that companies are searching for people who are the best fit – in terms of both skills and personality. As a result, you must go beyond showcasing your ability and experience, and also display the right attitude to get hired. Here are some quick tips to help you:

• Don’t include negative statements in your cover letter or resume. For instance, don’t vent about your frustrating job search or ponder whether your resume will end up in a recruiting black hole. Or worse, don’t belittle a previous employer. Be polite and professional. And remember, people want to work with others who are easy to get along with, not those who are difficult and high maintenance.
• Don’t nitpick the rules. If the hiring manager is telling you about the company dress code during an interview, don’t respond with “I don’t do dress codes.” If you do, you will be perceived as someone who can’t follow the rules and will have a hard time interacting with peers who have divergent opinions.
• Show some enthusiasm. Your enthusiasm, or lack of, will show during your interview. So be positive and energetic. Also, demonstrate your passion for the company or position by doing some research ahead of time and discussing how your skills and background can help meet their needs. On the other hand, sighing and looking at your watch constantly will indicate to the hiring manager that you’re not really that interested.
• Ask for an outside perspective. If you’re not sure whether you’re displaying a negative attitude, ask a friend or family member for an outside perspective. Also ask them to review your cover letter and resume. You might simply think you’re being honest and realistic, while others perceive you as being more negative.

If you’d like some additional help with interview prep or your job search, let us know. As one of the leading employment firms in the Northwest, we have the knowledge, experience, and industry connections to help you find terrific job leads and prepare for your interviews so you can land a position that’s right for you. Contact us today to learn more.

As one of Spokane, Washington’s leading employment agencies, we know that wage-and-hour disputes have become one of the most common sources of employment-related liability. But if an employee complains verbally about such a dispute, but doesn’t file a formal Fair Labor Standards Act (FLSA) complaint, could you still be found liable?

It’s possible, according to a recent court case.

A medical technologist in Virginia, along with several of her co-workers, complained to the firm’s COO that their supervisor was regularly altering time sheets in order to avoid showing overtime that the employees had worked. As you probably know, this is a direct violation of the FLSA. Shortly after, the medical technologist was fired, with the firm stating that there was “too much conflict with (her) supervisors and the relationship just (wasn’t) working.”

So the medical technologist sued, alleging that she’d been fired as retaliation for making an FLSA complaint. Her formed employer countered in court that she had not made a formal FLSA complaint, instead making an informal, internal, verbal complaint. Therefore, she wasn’t protected under FLSA. The lower court agreed and dismissed the complaint.

However, an appeals court has now reversed that decision, citing a Supreme Court case decision that ruled a verbal complaint was protected under FLSA if “it’s sufficiently clear … for a reasonable employer to understand it … as an assertion of rights under the statute.” The case is now back in the lower court and will likely result in a drawn out – and expensive – legal battle.

In addition, in early 2012, the Department of Labor’s Wage and Hour Division released a fact sheet, providing general information about the prohibition of retaliation against an employee who files a complaint under FLSA. The fact sheet states that employees are protected regardless of whether the complaint is oral or in writing.

The lesson here?

For employers, even the most casual mention of a wage-and-hour dispute may qualify as a claim. In addition, any disciplinary action, including termination, could be viewed as retaliation in the court of law.

Therefore, as one of Spokane, Washington’s leading employment agencies, we know that in order to protect your company, it’s important to implement a strict policy requiring documentation of ALL complaints, both written and verbal. If you are taken to court, having this kind of strongly enforced policy in place – and the documentation to back it up – will only add to your credibility in front of a judge and jury.

As one of Coeur d’Alene, Idaho’s top employment agencies, we know that many people – especially in today’s economy – have gaps in their work history. Whether it’s due to a lay off or taking time off to raise children, those gaps can be a red flag for a potential employer. So how can you handle them and still keep yourself in the running for a job? Here are some tips to consider:

Explain the gap in your cover letter.

Don’t let a glaring gap in your employment history do all the talking to a potential employer. Offer an explanation for it in your cover letter. It doesn’t need to be long. Just state that you were out of work for whatever reason and that you are eager to return to the workforce. However, if the gap in your employment happened ages ago, don’t even mention it.

But don’t stop there.

Also include your explanation under the “Employment” section on your resume. The reason? Cover letters don’t always get passed along with resumes to key decision makers.

Tell the truth.

Whatever the reason for your gap, be honest. If you’re dishonest on your resume, you’ll probably live to regret it. It’s easy for employers to verify your work history and if you put inaccurate information on your resume, they can find out in just a phone call.

However, that said, it’s also easy to de-emphasize the amount of time between jobs without lying. One way is by including years of employment, rather than months and years. For instance, there’s a difference between being employed somewhere between “2009 – 2010” and being employed there between “November 2009 – January 2010.”

Focus on what you have been doing.

Don’t focus too much on why you were out of work. Instead, talk about the new skills you acquired thanks to your time off. For instance, if you’ve been home with your children, have you done any volunteer work, like with the school PTA? If you were laid off, have you been spending some of your time freelancing, consulting, or volunteering?

All of these experiences are work and can be included on your resume to fill any gaps. Even if you simply enrolled in a class to expand or sharpen your skill set, it gives you a good answer to tell employers when they inevitably ask what you’ve been doing during your hiatus from work.

Also, keep in mind that employers may be more understanding about your gap given the recent economic conditions. So don’t be too hard on yourself and try to focus on the positive during your interview.

If you need some additional help with your job search, let us know. As one of Coeur d’Alene, Idaho’s top employment agencies, we can give you access to rewarding job opportunities with the area’s leading employers. Get started now.

As one of the leading temporary staffing agencies in Spokane, Washington, we know that many of today’s employers are in a state of limbo. While they may be experiencing steady or increased demand, they’re fearful of hiring due to economic uncertainty…and so they wait.

Sound familiar?

The problem with this approach, though, is that there are orders to be filled and customers to service. So if you actually are experiencing an uptick, but don’t want to commit to hiring full time, what can you do? To help you increase capacity…not costs, here are some ideas to consider:

Educate.

• Make your employees aware of the numbers. Explain to them where you are in terms of productivity and where you need to be. Tell them how they each fit into that equation.
• Offer continuing education or training programs that enable employees to enhance their skill set to fill a gap.
• Train your supervisors on productivity tools and techniques.

Offer rewards.

• Incentivize teams to meet certain productivity goals by offering tangible rewards.
• Incentivize individuals to increase their own productivity, again by offering tangible rewards.
• Ask employees for ideas on how to increase productivity, cut costs, and streamline processes. Create a program that rewards the top three ideas.

Modify schedules.

• Ask employees to come in ½ hour early each day or stay ½ hour later.
• Increase productivity by allowing employees to work overtime.
• Reduce sick days and vacation time.
• Cut down on meeting time.

Get help.

• Evaluate every process and procedure and eliminate low-value work. Where possible, outsource those tasks to vendors.
• Bring in contract consultants for projects requiring a specialized skill set.
• Tap into the power of temporary staffing to cover peak periods, vacation time, sick or maternity leave, or seasonal demands.

And if you’d like to get more done with the help of temporary workers, let us know. As one of the top temporary staffing agencies in Spokane, Washington, we can give you access to the people you need, when you need them. Learn more now.

Have you ever hired someone who looked great on paper, knocked it out of the park during the interview, and then fell apart on the job?

As one of the top staffing agencies in the Northwest, we know this scenario has happened to many employers. They rely on ineffective and outdated recruiting and interviewing techniques – and then pay the price after they hire the wrong person.

The reason that many of the these techniques prove insufficient are varied, including:

• Interviewers going with their “gut” when they hire someone.
• Many interviewers aren’t properly trained to conduct job interviews.
• Many job candidates exaggerate their experience or skill set to get the job.

So how can you avoid making these same mistakes – and hire high caliber talent who can hit the ground running? Here are some steps to take:

Do your homework.

Make sure you understand the key elements of the job before conducting any interviews. If you don’t, work with other employees who are in similar positions or who are familiar with the necessary responsibilities. Screen resumes and develop standardized questions for all candidates based on this knowledge.

First impressions count.

The most talented professionals are going to have their choice between job opportunities. So you should be looking to make a favorable impression on them during the interview process, starting with the moment they walk through the company doors.

Ask a mix of questions.

To give all candidates a fair chance, interviews should follow a structured format that is the same for each one. During the interview you should be asking a mix of both behavioral- and situation-based questions.

Some examples include:

Situational:

Example #1: What would you do if your boss asked you to lie for him or her?

Example #2: What would you do if you found out an employee was stealing?

Behavior-based:

Example #1: Tell me about a time when you took a risk and it paid off.

Example #2: Give me an example of a time when you faced a major crisis or challenge at work. How did you handle it?

Evaluate people skills.

People skills are tough to evaluate during an interview. Just like on a date, candidates are putting their best foot forward and aren’t necessarily showing their true colors. But understanding who they are – their personality and motivations – can help you significantly improve the hiring process. One way to do that is by conducting personality profiles of a few select candidates. Through these, you’ll get a better sense of a candidate’s behaviors, attitude, interpersonal skills and how they will interact with customers and co-workers.

And if you’d like some help with the hiring process, just give us a call. As on of the top staffing agencies in the Northwest, Provisional specializes in identifying, attracting and recruiting top-tier professionals to create strategic leadership teams with the experience, vision and character to improve business performance. Contact us today to learn more.

As one of the top employment firms in the Northwest, we know that searching for a job is hard work. And it’s no surprise that candidates make a lot of mistakes during the process. Some are subtle, while others are glaring – and can have a negative impact on a candidate’s ability to get hired.

So what are they? And how can you avoid them? Here’s a look 6:

Mistake #1. You immediately discount imperfect positions.

This is where if they job description doesn’t sound completely ideal, then you immediately disregard it. However, look at the big picture. For instance, if the company posting the job has a terrific reputation as a generous employer, then it could be a huge boon to your career to get your foot in the door there – even if the position is less than perfect. Just look at Carly Fiorinia, former CEO of Hewlitt-Packard. She started her business career as a secretary, even though she had an undergraduate degree from Stanford.

Mistake #2. You ignore Northwest temporary jobs.

The same goes for temporary jobs in the Northwest. If it’s with a great employer, and you’re not doing anything at the moment other then sending out resumes and sitting by your phone, then it can’t hurt to take on some temp work.

Mistake #3. You don’t check your references.

Only give out references after you’ve spoken with them and let them know a company representative will be contacting them. Also, while it’s ok to offer one reference from a colleague, also offer two or more from managers as well. Colleagues don’t hold as much weight with employers as managers do.

Mistake #4. You use your work email on your resume.

If you’re looking for a job, and you’re still employed, don’t use your work email. This sends the message that you have no problem using an employer’s systems or equipment for personal use. In other words, it says you’re dishonest.

Mistake #5. You don’t research yourself online.

A potential employer is most likely going to Google or Bing you. So do it first, and deal with any negative information before applying for Northwest jobs. Clean up where you can, set your social media profiles to private, and if there’s something negative about you that you didn’t post, ask the person who posted it to take it down. If they refuse, contact the company directly.

Mistake #6. You think it’s all about you.

Your job search is about you to a certain degree. After all, you want to find a rewarding and well-paying job you enjoy. However, it’s also about the employer and what you can do for them if they hire you. So when applying for Northwest jobs, focus on how you can help an employer streamline processes, save money, or enjoy some other kind of valuable benefit.

And if you’d like some more help finding a new job, give us a call. As one of the top employment firms in the Northwest, we work with leading organizations throughout the region and can give you access to a variety of opportunities. Search for Northwest jobs now.

Did you know that federal law requires that companies with 15 or more employees have an employee handbook? What’s more is that failure to comply with this law can be expensive, especially in today’s litigious society.

The good news is that, as one of the top staffing services firms in Spokane, Washington, we know that creating an employee handbook isn’t rocket science. There are a few steps you can take to streamline the process, while also ensuring your employees have access to the information they need.

Here’s a look:

Step #1: Use clear language.

Some employers have a tendency to write out their employee manuals as complex legal documents, only decipherable by highly trained attorneys. The problem with this is that the handbook is for your employees – and unless your company is a law firm, this approach won’t get you anywhere. So be succinct and use everyday language.

Step #2: Include policy information first.

Most questions from employees typically revolve around policy issues – like health care benefits, holidays the office is closed, vacation and bereavement time, sick leave, and payroll procedures. So put that information first so it’s easy to access.

Step #3: Communicate your expectations.

Use your handbook to outline important work rules, such as rules of conduct, dress code, terms of probation or termination, and policies relating to electronic communications and confidential information. Although most employees don’t like to read about causes for termination, it’s much worse for you if you don’t inform them of your expectations, before an issue arises. In addition, employees come from a variety of work environments and it’s important to define your standards to ensure consistency in your particular work environment.

Step #4: Don’t forget the legal stuff.

Use your employee handbook as the place to put important legal information, such as how to file a complaint and the company’s policies on sexual harassment, discrimination, and workplace violence. You may want to work with your attorney or an HR expert in order to iron out the details.

Step #5: Don’t let fear of forgetting a detail stop you.

Keep in mind that your handbook is a work in progress; it will go through many changes in the future, but you have to start somewhere to get anywhere.

And if you need help creating your employee handbook, give us a call. As one of the top staffing services firms in Spokane, Washington, we can take some of the hassle out of your staffing and HR duties, so you can focus on running your company.

As one of the top staffing agencies in the Northwest, we know that there are a plethora of good candidates out there; unfortunately though, there are also many willing to lie on their resumes or in the interview to get the job.

While many of these can be easy to weed out through effective hiring and screening techniques, sometimes a bad candidate makes it through the process and winds up on your payroll.

In certain cases, the situation can be rectified with proper training and performance management strategies; however, often times, a bad hiring decision results in lost productivity and lower morale, while also increasing your cost of doing business. That’s why it’s so important to spot a sub-par performer early on – so you can take steps to rectify the situation and keep your team moving forward.

To help you, here are some signs of trouble:

They have a bad attitude.

Starting a new job is a stressful experience. So if your new hire seems a little stressed during the first few days on the job, don’t take it to heart. But when they seem personally insulted when you ask them to take on a project or perform a certain task, then you’ve got problems.

You can start off by talking to them. Make him or her aware of their attitude with specific examples. Sometimes being made aware of their attitude is enough to induce better behavior in the future.

They don’t ask any questions.

This can mean a variety of things:

• They’re in over their heads and don’t even know what to ask.
• They don’t care that much.
• They’re not good communicators.
• They’re afraid of looking silly.
• They think they have all the answers.

Any way you slice it, it’s not good. To deal with this situation, strongly encourage your new hire to ask questions. Pair him or her up with a company veteran who you think is a good match for them personality-wise. Your new employee may simply feel more comfortable asking a co-worker for answers rather than the boss.

They’re disrespectful.

You need your team to operate as a well-oiled machine that delivers positive results. But when one of those components is nasty to another or treats a co-worker or subordinate with disrespect it can upset your operations. Not only can it result in reduced morale and infighting, but if the new employee is acting in a harassing or discriminatory way, it can result in a claim against your company. That’s why it’s so important to deal with this issue immediately.

Schedule a private conversation with the new employee and offer specific examples of the bad behavior, making it crystal clear that it won’t be tolerated.

In the future, if you’d like some assistance in hiring for your company, let us know. As one of the top staffing agencies in the Northwest, we know how to attract top candidates and what red flags to look out for that indicate a poor performer. Get started now.

Whether you need to expand your job search to get ahead, or simply want to make a move to a new city, finding a job in a location different from your current one can be a challenge. Even though it’s not ideal, it can certainly be done. Here’s how:

1. Research possible locations.

If you know you really need to move in order to get a good job, don’t just randomly select a location. Put some thought into it. Just because a city has a lot of opportunity in one area or industry, doesn’t mean it has a lot of opportunity in your field. So do some research ahead of time and select cities where you think you can truly advance your career.

2. Reach out to your network.

Once you know the areas you’re interested in, then reach out to anyone you know who lives in those cities. Not only will they be able to offer you plenty of tips and advice on the economy there, as well as the top employers, but they can also keep their eyes open for any job leads.

3. Let employers know you will pay relocation costs.

Some employers do pay for relocation costs if you have skills that are highly specialized or in high demand. However, if you don’t, then prospective employers will only see dollar signs when they look at your resume. So be upfront about the fact that you will not only pay for the cost to relocate, but also pay for travel costs if you score an interview.

4. Get a local phone number.

If you have one particular city you know you want to move to, get a new cell phone for that area with a local number. Prospective employers will be more willing to call you as a result.

5. Include your target move date on your resume.

Employers are always wary of hiring people outside the area. They’re fearful you’ll change your mind at the last minute. To assuage those fears, include a target move date if you have one. That way, they will know you’re serious about moving.

6. Register with local employment agencies.

Employment agencies can be especially helpful if you’re conducting a job search from afar. They can offer you a lot of valuable insight into the local job market, as well as information about job opportunities that may not be advertised.

And if you’re hoping to move to Spokane, Washington, give us a call. Since 1994, Provisional has placed over 6,000 direct-hire professionals in jobs in Spokane, Washington – and we can help you too. Contact us today to learn more.

As one of Spokane, Washington’s top staffing firms, we know that the middle of the holiday season is probably one of the least productive times for many companies. Employees have their minds elsewhere – on parties, gifts, visiting family members, vacation plans – and are probably pretty distracted.

But the week doesn’t have to be a total wash. You can get work done if you take the right approach. Here’s how:

Set a good example.

If you want your employees to actually get stuff done, then you have to do the same. You’re the manager, after all, and your employees will follow your lead. So if you take extra long lunches and leave early everyday, expect your employees to want to do the same.

Be flexible.

That said, understand that employees minds are elsewhere this week and that they may have a lot of family obligations to attend to. So be more flexible. For instance, close the office at 3 pm, rather than 5 pm each day.

Set goals and offer rewards.

Set specific goals for your employees and offer a reward for achieving those goals. For instance, if they get X, Y and Z done, they can have a ½ day on Friday.

Get the “housework” done.

Use the week to have your employees get the less important, but still necessary, tasks done, like cleaning out file cabinets, purging email inboxes, and tidying up workspaces.

Don’t start important new projects.

The week when half the staff is gone is not the time to be starting new and important projects. Instead, wait until after the New Year, when your company is fully staffed.

As one of Spokane, Washington’s top staffing firms, we know you need to face the fact that the holidays probably won’t be your company’s most productive time. But if you expect that each year, and follow the steps above, you can still get work done without feeling like a complete Scrooge.