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Provisional Blog

When You Keep Hiring the Wrong Person

June 21st, 2016

Everything looked great on their resume. They aced the interview and seemed like the perfect fit for the job. But then they showed up late their first day, kept making the same mistakes, and didn’t seem eager to learn.

Sound familiar?

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional knows if you keep hiring people and they don’t work out, then there’s likely a problem with your hiring process. How can you fix the situation? Look at the following:

The Job Description

Job descriptions are a critically important component of the hiring process. Every discussion, interaction, and communication a candidate and new hire has with you is going to be viewed through the lens of the job description. So if it’s not totally accurate, you’re going to wind up with a frustrated new hire.

Jobs can certainly change over time. However, when a new hire expects to be handling certain tasks and responsibilities – based on the job description – but ends up doing something totally different, it’s going to cause major problems. So dig into the job description and make sure it accurately depicts what the job is really about.

The Interview

Interviewing sounds like no big deal. You ask the candidate a few questions, they provide answers and you evaluate them based on the details they offer.

However, in reality, interviews can be tricky. In many instances, a candidate will come off great during an interview, only to fall flat once on the job. That’s why it’s important to ensure you’re offering the job to someone who is the best fit; not necessarily the person with the most charming personality.

Another issue to consider is how you’re promoting the job to the candidate. If you’re only telling them about the perks, and nothing about the mundane tasks or challenging assignments, you’re setting them up for failure. You have to communicate the full picture of what the job is about.

The Onboarding

Don’t have a formal onboarding process? Then it’s time to get one that goes beyond a co-worker showing the new hire to their desk, or taking them out to lunch on their first day.

Instead, you need to create a well thought out plan of how you’re going to train new hires and integrate them into your team. Without a proper onboarding program, even the most sophisticated, intelligent candidate is going to feel overwhelmed and grow disengaged.

Hiring is a hard job for every company. And if you’re having trouble with your hiring process, then it’s time to take a closer look at the three areas above. And if you’d prefer to outsource this function to hiring experts, call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of hiring – from crafting effective job descriptions to sourcing, screening and hiring top candidates.

Just give us a call today to learn more about how we can help you.

Hiring? Be on the Lookout for These Types of Employee

November 3rd, 2015

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional knows if you don’t have the right people in place at your company, your company will suffer. So if you’re hiring, make sure you take the time to source and screen candidate, so you hire the best people for your positions. During the process, be on the lookout for the following types of personalities. When combined together, they have the potential to build a strong and successful team:

Leaders

Leadership ability is innate in some people; in others it’s developed. Regardless, to create a profitable company, you need good leaders. That means those who can build strong teams, communicate effectively and lead people toward success.

Encouragers

Those who are encouragers are the ones that always look on the bright side. They have an optimistic attitude and are certain they can find solutions to even the toughest challenges. They rally behind others and are major contributors to boosting morale among the team as a whole.

Go Getters

The go-getters are driven, ambitious, and willing to do whatever it takes to succeed. That doesn’t mean they’re the ones with the highest IQ; however, they often have the strongest work ethic, aren’t afraid to take a calculated risk, and are hungry for opportunities to prove themselves.

Creatives

In order to stay innovative, your organization needs people who think differently, approach problems in fresh ways, and can help your organization achieve new heights. Working with them isn’t always easy because they can be less dependable; however, the ideas, solutions, and perspectives they can provide often make up for it.

Thinkers

Unlike creative, thinkers are practical. They like to turn problems over in their heads and develop solutions based on facts and logics. These are highly detail oriented people who tend to be able to spot the flaws or issues that many others have overlooked. They are also able to quickly assess situations and think on their feet to deal with issues.

Many candidates will certainly demonstrate more than just one of the traits above; however, there’s likely one area in which they truly excel. When you’re hiring, it’s important to keep in mind that the strongest teams are often the more diverse ones, so having a cross-section of different personalities is certainly a good idea.

Do you need more help hiring for your company? Call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of hiring – from crafting effective job descriptions to sourcing, screening and recruiting top candidates for your company.

Just give us a call today to learn more.

4 of the Worst Job Interview Mistakes Managers Make

August 18th, 2015

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional knows that when it comes to interviews, there’s a lot at stake. A good interviewing process oftentimes results in a strong short list of candidates and ultimately an effective new hire. A bad interviewing process, on the other hand, can lead to a company’s worst nightmare – the hiring mistake.

Considering what’s on the line, investing in an effective interview process is a must for every company. Where can you start? By avoiding these 4 mistakes:

Mistake #1: Not having a plan in place.

Sometimes hiring managers think they’ll just wing the interview and get the best results. But the problem with this approach is that there is no strategy behind the interview to ensure you elicit the information you need. Likewise, there’s no consistency, making it difficult to compare candidates.

Instead, make sure you prepare a list of questions ahead of time – based on the role and its requirements – that you will ask each candidate. Also, be sure to review each candidate’s resume before their interview and make a note of any specifics you want to ask.

Mistake #2: Asking illegal questions.

You think you’re just being friendly and trying to get to know the candidate. But really when you inquire about marriage and kids, you’re asking illegal questions. Whether intentional or not, doing so could land you in legal hot water if the candidate doesn’t get the job. Instead, stick to your agenda and keep the conversation focused on professional details, not personal ones.

Mistake #3: Not selling the position and the company.

Sure, you want to know what a candidate can do for your company. But if that candidate is smart, they’ll also want to know what your company can do for them and their career. Considering that top candidates have choices of work they want to work, it’s important to promote the selling points of the position and the company.

Mistake #4: Looking only at hard skills.

A candidate must be able to perform well in the job to get hired. But if they’re not a good fit for the company’s culture, then they may not stay long once hired. That’s why it’s so important to go beyond hard skills when evaluating a candidate, and look at soft skills too. When you do, you’ll be able to a hire a candidate who’s a better fit.

Avoiding the mistakes above will help you avoid a bad hire and find great candidates. However, if you don’t have time for the process – and you’re ready to outsource – turn to the experts at Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of hiring – from crafting effective job descriptions to sourcing, screening and recruiting top candidates for your company.

Just give us a call today to learn more.

How to Retain Your Best People

March 17th, 2015

Some turnover is good, even healthy for a company. In fact, if you have a 100% retention rate, then you’re not gaining access to new people with new ideas and fresh perspectives. That said, if you’re experiencing a higher than usual percentage of turnover, what can you do retain talent – and make your company a place top people want to remain at? Start by focusing on these areas:

  • Flexible work schedules. More and more, employees want options in terms of where and how they’re working. Thanks to technology, most people can work anytime, from anywhere. So if your company is rigid when it comes to telecommuting or offering flexible hours, then consider relaxing your rules and offering more flexibility to your employees.
  • Opportunities for advancement. Most employees don’t want to stay where they are indefinitely. But in order to grow and advance their careers, they need access to appropriate training and development. That’s where you, as an employer, come in. By learning new skills and advancing in the company, you’ll have a more knowledgeable – and more loyal – workforce.
  • Fair compensation. For many employees, salary and benefits aren’t the most important factors when it comes to their job. But it’s still important. The amount of money an employee is paid will have a big influence on an their loyalty to your organization. Make sure your compensation package is fair and competitive for each position in your company.
  • Financial perks. Besides salary and benefits, another financially related area to focus on is bonuses. These are usually linked to achieving specific performance goals. But offering them is a great way to retain your top performing employees.
  • Culture. If it’s all work and no play all the time, employees won’t feel bonded to the company. That’s why it’s important to host events like holiday parties and company retreats. Not only does doing so enable your people to feel more connected to the organization, but it also helps them build stronger relationships with their co-workers. A true win-win.
  • Management. One of the primary reasons employees leave is because they don’t like or get along with their immediate supervisor. Making sure all your managers are properly trained on management best practices is key to creating a better workplace for your staff.

Need more help hiring and retaining top level talent? Call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you create a staffing strategy and hire the right people to help you boost your bottom line. Just give us a call today to learn more.

What to Do When the Best Candidate Flounders in an Interview

November 4th, 2014

You’ve spent countless hours reading through resumes and conducting phone screens. You’ve focused on a few candidates you think could be real contenders for the job. But one in particular stands out among the rest – until you interview them in person and they fall apart.

Should you set their candidacy aside and move on? Or do they deserve another shot?

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional can tell you: It depends on the situation. If after interviewing the candidate, it’s clear that not only do their interviewing skills need work, but they’re also not the right fit for the job, then the solution is easy. Tell them “thanks, but no thanks.”

But what if things are a little more complicated – namely, the candidate’s background and skill set are the ideal fit? Some terrific candidates are terrible interviewers and it’s up to you to think about the job you’re hiring for and whether their weaknesses would hinder their ability to succeed in it. For instance, if the role requires giving presentations before a crowd on a regular basis, then that doesn’t bode well for a candidate who can’t interview effectively.

Keep in mind, too, there might be a reasonable explanation for the poor performance. If a candidate had to travel a great distance to get to the interview and is jet lagged, then their fatigue may have sabotaged the interview. Or there could be a personal crisis going on their lives that impacted their performance, but they didn’t want to cancel for fear of losing out on the opportunity.

Another factor to think about is your own performance. In other words, if the interview was badly structured, the candidate had to wait an excessively long time for you, or you were texting or answering calls during the interview, then it certainly could have thrown them off their game. Spend some time evaluating your interviewing approach – and whether you think it could have impacted the candidate’s performance.

Other factors to consider when deciding whether or not to give a candidate a second chance include:

  • Is their background a good match for the job?
  • Did they show in-depth knowledge about the company?
  • Did they ask insightful questions?
  • Does their personality seem like a fit for the culture?

If you answered “yes” to these questions, then give the candidate another chance. But if you’re not sure, or answered in the negative, then it’s time to consider other individuals.

And if you need more help uncovering quality candidates for your job openings, call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of hiring – from crafting effective job descriptions to sourcing, screening and hiring top candidates.

Just give us a call today to learn more about how we can help you.

Is a Candidate’s Reference a Phony?

August 5th, 2014

If you’re like most hiring managers, you assume the information a candidate supplies you with is accurate. Unfortunately, in today’s tough job market, that isn’t always the case.

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional knows candidates are increasingly fudging, exaggerating and outright lying on their application materials, including in the list of references they supply.

What’s even more distressing is that many employers make hiring decisions based on references. For instance, if two candidates are in the running for a position with equally strong skills and experience, positive reviews from a reference can be the boost to secure the position for one candidate over another. But beware. There are companies out there that will offer phony references…for a fee.

So how can you spot a fake reference and ensure you hire the right candidate?

Don’t make assumptions. Don’t simply assume because a candidate comes across as professional that they’re always going to be honest with you about their references. Thoroughly vet each candidate and verify their experience.

Ask the right questions. When calling a reference a candidate has listed, be as specific as possible with your questions. The more specific you are, the better the chance you have of catching a fake reference in a lie. You can use information directly from your interview with the candidate or from their resume. For example: “Mike told me part of his job was to respond to requests for proposals. About how often did he do that?”

Do your own research. If you’re suspicious that a company is a fake, then do some digging on your own. Google the company’s name and see what you find. If there are no results – or websites dedicated to warning you about the company – then that’s a sign the candidate is lying about their references.

• Outsource reference checks. One of the easiest ways to ensure references are always properly verified is to outsource the work to a company that conducts background checks. Such a company will not only be able to verify references, but other background information, as well, ensuring you hire the best person for the job.

Need more help screening job applicants? Give Provisional a call. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you reduce your risk of making a hiring mistake, so you can access the top talent you need. Just give us a call today to learn more about how we can help you.

Employee Breaks – and How They Can Boost Your Bottom Line

July 15th, 2014

Want to increase productivity at your company? Encourage your employees to take breaks.

In fact, according to a study from Staples, 85% of employees think taking regular breaks throughout the day would make them more productive. What’s more is that 59% of those surveyed said more breaks would improve their work happiness and 43% said it would boost their personal happiness. Additionally, 37% said regular breaks during the day would improve their health.

However, many employees don’t take breaks out of a sense of guilt, despite working longer hours. As a result, they wind up feeling more burnt out and less productive. And job-related stress is on the rise, costing companies hundreds of billions of dollars each year.

“It’s important that employees understand the value of taking a quality break,” said Tom Heisroth, Senior Vice President, Commercial and Enterprise Sales, Staples Advantage. “Disconnecting can increase their happiness, health and productivity. This survey indicates employers are encouraging employees to take a break, but they need to back that up by providing a well-stocked breakroom that encourages employees to step away and not feel tied to their work.”

To boost your business’s productivity – and encourage your employees to step away from their desks – consider these tips from Staples:

• Feed employees. Offer healthy snack options, such as fruit and granola bars, that employees can nosh on when they need an energy boost.

• Offer a comfortable place to rest. Create an employee break room with comfortable furniture where employees can relax and unwind with their snacks and socialize with co-workers.

• Encourage employees to disconnect completely. Thinking about work projects won’t let employees mentally recharge. So encourage them to leave their laptops and smart phones at their desks while taking a break so they won’t be tempted to check their email.

• Embrace breaks in your workplace culture. Reduce any guilt an employee might feel about taking a break by maintaining a break-encouraging culture. Don’t allow employees or managers to shame coworkers and direct reports into skipping breaks.

So while it may seem counterintuitive, encouraging breaks can actually help your staff be more productive and happier. And the happier they are, the harder they’ll work.

If you need more ideas on how to boost productivity at your company, contact Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you create a staffing strategy and hire the right people to help you boost your bottom line.

Just give us a call today to learn more.

Are You Committing These 5 Hiring Offenses?

June 3rd, 2014

Don’t make hiring more difficult than it has to be. Start by avoiding these 5 hiring offenses and you’ll be well on your way to reducing the risk of a bad hire and finding the top performers you need:

Offense #1: Looking for the “Perfect” Candidate

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional knows there is no such thing. There are great fit candidates, solid candidates, strong, high performing candidates. But the perfect one? No, they just don’t exist.

So if you’re searching for him or her, you are wasting your time. You will not find the exact ideal person who checks every single box for you. Rather than perfection, look for someone with a proven track record and clear growth potential.

Offense #2: Hiring Too Quickly

You need to fill an opening fast. So you skip the reference checks, don’t perform the usual skills testing, and do a quickie phone interview. You may wind up with a great candidate. But chances are you’re going to make a hiring mistake.

Offense #3: Hiring Too Slowly

On the flip side is the hiring process that drags on for months, consists of seven interviews, multiple rounds of testing, and Secret Service level background checks.

When your hiring process looks like this, you will lose out on good candidates. They won’t wait around for you or for you to call the 15 different references you asked them to provide. The more time your hiring process takes, the more time there is for candidate to get other offers.

Offense #4: Not Having a Final Selection of Candidates

At the end of the hiring process, you should have at least two candidates to choose from. If you don’t, then you really don’t have a choice at all.

In addition, many companies get into trouble when their first pick winds up taking another offer and then they feel like they have to start the process again. This doesn’t happen when you have two strong candidates to select from.

Offense #5: Not Promoting the Job or the Company

When it comes to hiring, it’s not all about you. Candidates want to know “what’s in it for them” should they choose to work for you. So don’t make the mistake of only talking about your company during the interview. Candidates will lose interest.

But do talk about what your company can do for them. Do you offer training and room for advancement? A flexible schedule? Opportunities for giving back in the community? It’s up to you to get your candidates excited about the job and the company. You’ll attract the best ones that way.

If you’re guilty of these hiring offenses and need some help polishing your process, call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of hiring – from crafting effective job descriptions to sourcing, screening and hiring top candidates.

Just give us a call today to learn more about how we can help you.

Asked to Write a Reference Letter? Here’s How

March 18th, 2014

From time to time, you’re sure to get requests to write reference letters for former employees. Sometimes you’re happy to satisfy the request; others, not so much. To help you deal with both situations, consider the following:

The first question you should ask yourself is:
Should I be writing this letter?

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional can tell you if a former employee requests a reference letter, they should be a person that you know reasonably well and can provide solid examples of past work history. However, if you knew the employee at the company but never actually worked with them – and have no first-hand knowledge of their skills and experience – then you shouldn’t be writing a reference letter on their behalf, even if you’re friends. Keep in mind this is a formal document that companies will be basing hiring decisions on.

If you do decide to write a reference letter on behalf of a former employee, it should include these basic fundamentals:

• Introduce who you are and how you know the candidate.
• Confirm any facts you know the candidate needs to supply, including job title, dates of employment and any other pertinent information.
• Describe the candidate’s skills and experience while they worked with you.
• Give a couple of specific examples of the candidate’s positive performance and accomplishments.
• Close by summarizing why you would recommend this person for the position.
• Be sure to include your contact information in case employers want to follow up.

Some Don’ts:

• Don’t write in an informal language or use humor. Also, be sure to spell check the letter before you send it. Remember that your letter holds weight as to whether the candidate gets the offer.
• Don’t include any personal information you know about the candidate, such as whether they’re married or have kids. This kind of information is not relevant to the hiring process.

When You Don’t Have Anything Positive to Say

It’s always surprising when a former employee you didn’t get along with or that left on bad terms asks you to write a reference letter. However, it happens all the time. When it does, it’s wise – albeit a little awkward – to politely decline rather than writing a half-hearted endorsement.

If you write a letter that is less than accurate, an employer might actually hire that person based on it. If the tables were turned, you’d want only honest, accurate letters of reference from candidates.

Need help hiring for your company? Call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we use a consultative approach to provide customized staffing solutions to our clients. Just give us a call today to learn more about how we can help you.

Why Would a Candidate Want to Work for You?

March 11th, 2014

For many employers, the hiring process is an opportunity to find candidates that fit. But if you’re not looking at it from the candidate perspective – and what they want in a future employer – you’re missing out on an opportunity to attract top talent.

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional can tell you that even in a still uncertain economy, the best and brightest are in demand. And if you’re not working to sell your company and your job openings to them, you can bet that your competition is.

Not sure where to start?

Ask your employees.

Conduct a survey of your current team and ask them what they like most about working for the company. You may be surprised by some of their answers; while others – like flex time or telecommuting – are a given. But at least you’ll gain a sense of what’s important to them and the types of perks and attributes you can use to sell your company to potential new hires.

Also be sure to ask them about what they’d like to have, but don’t currently. You never know. It may be something simple and inexpensive that could improve employee retention and recruiting efforts.

Sell your culture.

What sets your organization apart from others? What makes working there desirable? Many times, employers will simply stick to talking about pay and benefits. But if most organizations say the same thing, how are you going to differentiate your’s from the competition? You need to tell a story about what makes your company unique.

Share your values.

Besides culture, another way to stand out in the minds’ of candidates is through your company’s values. These can’t be empty words and catch phrases used for the sake of hiring; they need to resonate with people and make them want to work for you and share in those values.

Be transparent.

One of the worst mistakes is making the hiring process a headache for candidates. You can say all the right things to a candidate about how great your company is, but if you promise a decision in one week and they haven’t heard from you in a month, you’re going to leave a bad taste in their mouth.

Instead, be transparent, keep your word, and make sure candidates are in the loop, even when it means letting them know they didn’t get the job. They could be the perfect hire for a different position in the future. But if they’re treated poorly during the hiring process, they won’t apply again or refer other candidates your way.

Remember, the best people have a choice in where they work. You need to do all you can to make them choose you.

Need more help hiring top candidates? Call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of the hiring process – from crafting effective job descriptions to sourcing, screening and hiring top candidates.

Just give us a call today to learn more about how we can help you.

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