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Provisional Blog

How to Avoid Hiring a Candidate with an Attendance Problem

July 18th, 2017

When it comes to your employees, the most skilled and talented individual just won’t cut it if they don’t show up consistently, or if they regularly call in sick to work. As one of the Northwest’s leader in specialized recruiting and staffing services, Provisional knows the trick is to avoid hiring someone like that in the first place. So how can you spot a potential problem employee – who has issues with attendance – before you extend an offer? By asking these questions:

If I called your last boss, what would they say about your attendance record?

You don’t want to put a candidate on the spot. At the same time, you need employees who will be able to show up on time, when you need them. So asking this question will give you a good indication of what the candidate’s attendance has been like in past positions. If they pause and stutter, it’s a sign you have someone who could end up being unreliable.

Our attendance policy is X. Would you have any problem meeting that?

Another way to assess a candidate is by discussing your attendance policy. Not only will their answer to this question be a good indication of what to expect if you hire them, but also their body language too when you’re talking about the company attendance policy. If they’re listening attentively, it’s a good sign. However, if they start to squirm or avoid eye contact, it could signal a level of discomfort with your attendance policy.

In addition, the Equal Employment Opportunity Commission offers a few other questions that you can legally ask to address the issue of attendance, including:

  • How many Mondays or Fridays were you absent last year on leave other than vacation?
  • How many days were you absent from work last year other than vacation?
  • Did you violate any previous employer’s attendance requirements?
  • Have you ever been disciplined or counseled at any previous job in the last x years for violating attendance requirements?

Beyond asking the questions above, another sure-fire way to check on attendance is to call references. That way, you can be sure the candidate you’re considering hiring didn’t have an attendance problem in a past position.

Ready for professional help recruiting and hiring talented and dependable employees?

Call the team at Provisional. Since 1994, we’ve been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire and temporary professionals with companies in Seattle, Spokane, and Coeur d’Alene. Contact us today. We’re ready to help you find the people you need, whether on a part-time, temporary or full-time basis.

5 Quick Tips for Managing Seasonal Employees

June 6th, 2017

Summer is nearly here – and so is an increase in demand. For many business owners and managers, it’s also crunch time for finding and hiring seasonal employees. But once they’re on board, the work isn’t over. In fact, it’s just beginning.

As one of the Northwest’s leaders in specialized recruiting and staffing services, Provisional knows that while seasonal employees are a great way to meet an uptick in demand, keep your customers satisfied, and grow your business, it’s still vitally important that you manage them properly. If you don’t, they could actually wind up harming your business and your reputation.

With that in mind, here are 5 quick tips for managing seasonal employees this summer:

Tip #1: Hire right.

If you want the best people, you need to have a properly structured hiring process. That means posting a clear and detailed job description, conducting thorough interviews with behavior-based questions, and checking references. Also, during the hiring process, make sure you’re clear about expectations. This includes the nature of the work, hours, dress code, and start and end dates for the position. If a candidate is truly looking for a full-time job, it’s important to set clear expectations from the start.

Tip #2: Treat workers well.

It’s important for morale that you treat seasonal employees like you would any full-time employee. Just because they’re only working for you for a few months doesn’t mean you schedule them for shifts or duties that no one else wants, not invite them to company or team events, or avoid praise and recognition. That’s a recipe for an unsuccessful relationship. Not only that, but clearly drawing a line between full-time employees and seasonal ones will make it harder for all your workers to bond and build camaraderie.

Tip #3: Don’t skip training.

It doesn’t make sense for a seasonal worker to go through the same six-week training period you put new full-time hires through. However, you can offer an abridged version. When you do, you can ensure they get up and running faster and also know how to deal with any challenges that come their way. This is especially important when you consider summer is often the busy season, which means added stress for employees, whether temporary or full-time. You don’t want workers who are poorly trained or don’t understand what they’re doing to hinder your team.

Tip #4: Know the law.

When it comes to hiring seasonal employees, it’s important to know and adhere to the law on issues from ranging from minimum wage to overtime pay. It’s also important to have all the proper state and federal paperwork filled out and if a worker is under 18, to know age-specific guidelines for employment.

Tip #5: Confront conflict immediately.

If there’s a problem with your seasonal worker, confront it immediately. Don’t hope it will work itself out. Instead, pull them aside and ask about any issues or challenges they’re facing. If you can, create a buddy system where they’re paired with a more experienced employee. Help them to feel comfortable and confident coming to you with issues and concerns. That way, you can head off minor problems before they escalate into major ones.

Hiring seasonal employees can be tricky. But with proper planning and preparation – along with following the tips above – you can get the team you need to handle your busy summer season.

Need help filling seasonal roles for your company? Call in the experts at Provisional.

Since 1994, we’ve been the Northwest’s leader in specialized recruiting and staffing services, placing skilled temporary and temp-to-hire workers with companies in Seattle, Spokane and Coeur d’Alene. We can help you with every aspect of hiring, from sourcing and screening to interviewing and reference checks.

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

Are You Losing Your Top-Pick Candidates? Here’s Why

September 20th, 2016

After months screening resumes and conducting interviews, you think you’ve finally found your perfect hire. But alas, they turn down your job offer for the competition’s. Everything seemed so promising during the hiring process. Where did it all go wrong?

As one of the Northwest’s top recruiting and staffing services, Provisional understands it’s a frustrating experience…even for the most seasoned manager. Here’s a look at a few areas that could use some improvement – so your top-pick candidate says ‘yes’ next time:

How you’re selling the opportunity.

Of course, it’s important to discuss the details of the job. The daily tasks and responsibilities; the short- and long-term goals and expectations; and the challenges a new hire might face.

However, don’t focus 100% on yourself. Remember, you’re trying to attract top talent – which is why you also need to talk about what makes you a unique employer or why a candidate would want to work for your company.

Is your organization a known industry innovator? Do you offer telecommuting options? Can employees take a month away from the office and work from wherever in the world they want to? Whatever the case for you, be sure candidates understand what makes your company a great place to work.

The communication process during hiring.

Getting turned down for a job is disappointing. But when it’s done properly and handled in a sensitive manner, most candidates will walk away still having a positive impression of your company.

What’s a problem for them is when they’re left in the dark. They had a great interview, but don’t hear from you for three weeks. Or you ask them when they’re available for a second interview, but then you’re MIA for a month.

When you keep candidates in the dark throughout the hiring process, you’ll lose their interest. Keep in mind, they’re interviewing and talking with other employers – not just you. So you need to keep them informed every step of the way, even when things change.

Your compensation package.

You might have the most exciting opportunity in the most dynamic workplace. But if your salary and benefits aren’t up to par with the job, then top candidates will look elsewhere. So before you start the hiring process, do your research so you can ensure your compensation package is both fair and competitive.

Would you like expert help recruiting exceptional candidates? Call Provisional. Since 1994, we’ve 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.

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