Provisional Blog

6 Do’s and Don’ts to Keep Your Team Motivated at the End of the Year

October 23rd, 2018

It’s almost the end of the year. As a result, your team might be dragging in the motivation department. How can you get them back on track, especially with so many different personalities motivated by varying factors? Here are some do’s and don’ts from Provisional – one of Spokane’s top staffing agencies – to help you:

Do be clear about goals.

If employees are becoming unmotivated and disengaged, it’s time for individual meetings to talk about year-end goals and expectations for each employee. When they’re clear on what’s needed from them through the end of the year – including what’s a priority and what’s not – they’ll be more likely to succeed in getting the job done.

Don’t schedule time-consuming meetings.

These can be an energy suck during any time of the year. But they can be especially wasteful at the end of the year, when employees are trying to complete projects before deadline or wrap up loose ends. Instead, schedule meetings only on an as-needed basis and invite only those who truly need to be there. Send out meeting notes for the rest of the group afterwards.

Don’t hover.

One of the biggest ways to kill motivation is through micro-managing. When your team members feel like you’re constantly nearby, hovering over their shoulders, it destroys trust and loyalty. Instead, make sure you give your staff clear directions for your needs and expectations. Then let them go about meeting them in the way they think is best.

Do offer rewards for team success.

If you’ve got an important project or initiative that needs to be completed before year’s end, then motivate your team with a reward for achieving it. It doesn’t need to be monetary in nature. However, it should be something that will entice and motivate each personality on your team to work together, such as visibility and recognition within the company or a chance for more career growth.

Don’t punish mistakes.

If you want your team to be innovative problem solvers, then you need to leave room for mistakes. Not that you have to welcome them. But when a failure does happen, don’t punish your employees. Instead, talk about what was learned from the situation and encourage your team to try again.

Do cultivate a happy culture.

When people want to come to work each day – because they enjoy the culture – they’ll be far more motivated to achieve and succeed. Not only that, but they’ll be happier on the job, an attitude that can spread to other team members and create a more positive place to work.

Need help finding motivated team members for your organization?

Connect with the experts at Provisional. As one of Spokane’s top staffing agencies, we’ll learn the ins and outs of your hiring needs, then get to work meeting them with high-quality, hard-working people. Contact us today to learn more or get started.

How to Put Your Job Postings to Work for You

September 11th, 2018

When it comes to hiring, your job postings play a vital role. They’re the first impression a candidate will have of your company and they need to successfully sell the opportunity, as a result. However, as one of Spokane’s top staffing agencies, Provisional knows if yours are long-winded, complicated, or vague, then you’re not going to attract top candidates. To help you boost the impact of yours, here are a few tips to follow:

Discuss what daily life is like at the company.

In addition to the list of requirements and responsibilities, make sure you paint a picture of what life is like at the company. What’s the office environment like? What kinds of personalities work successfully there? What’s the schedule like? Is there any travel required? This way, candidates can gain a better sense of whether the opportunity is the right fit for them.

Use clear language.

Skip the corporate jargon and legalese. Instead, make sure that the language you use is simple and straightforward. You don’t need to include details about every aspect of the opening, just the highlights. Also, make sure your job posting isn’t too long. Otherwise, top candidates will lose interest and move on.

Be candidate-centric.

Don’t simply focus on your hiring needs in the job posting. Also be sure to talk about the perks and benefits of working for your organization. Discuss the corporate culture and the leadership team. Talk about technology, innovation and awards. In addition, discuss anything special or unique that will make your company stand out as an employer.

Get help from experts.

If you don’t have the time or resources to write a strong posting, turn to experts who do. At Provisional, we’re one of Spokane’s top staffing agencies and know what local candidates look for most in job openings. We can work with your company, get to know your hiring needs and the corporate culture, and craft a persuasive job posting that gets noticed by top candidates.

Interested in learning more?

Give Provisional a call today. Since 1994, we’ve been Spokane’s leader in specialized recruiting and staffing services, employing over 15,000 contract workers and placing over 8,000 direct-hire professionals with area companies. We can help you with every aspect of the hiring process, from job posting to candidate sourcing, interviewing and more.

Staffing 101: Understanding the Different Types of Staffing

March 22nd, 2016

Looking for your next top performer? Want to evaluate an employee before making a full-time hiring decision? Interested in outsourcing some of the paperwork associated with being an employer?

Staffing services come in a variety of forms to meet many different business needs, including the ones above. But as one of the top staffing agencies in Spokane and the Northwest, Provisional knows that if you’re new to the world of staffing, it can be difficult to know where to begin. To help you in the process, below is a quick primer on the different types of staffing – and how your business can benefit from each.

Direct Hire Staffing

Direct hire is a service in which a staffing agency helps you recruit and hire a full-time employee. With direct hire, the agency typically manages all the hiring details, so you and your core team can stay focused on other priorities in the business. In addition, thanks to the robust candidate networks agencies often have in place, you can gain faster access to higher quality candidates.

In this type of arrangement, the staffing agency is responsible for:

• Evaluating the job requirements and developing a job description that best promotes the position and your company.
• Sourcing qualified candidates through job postings, advertising, and direct recruitment of both active and passive candidates.
• Conducting phone screens, interviews, and skills testing, as well as coordinating the hiring process.
• Conducting reference and background checks, as well as drug tests and any necessary skills testing.
• Helping to negotiate the job offer.

Temp to Hire Staffing

Temp to hire staffing is a little different from direct hire staffing in that an employee works for you for a trial period of time. At the end of the probationary period, you then decide whether or not you want to extend a full-time offer to the individual. The staffing agency provides pay and benefits until the candidate is hired full-time.

Why select temp to hire staffing? This arrangement offers you an opportunity to test out a candidate before hiring them on a permanent basis. As a result, you can make a more educated hiring decision and reduce the risk of an expensive hiring mistake.

Payroll Services

With payroll services (also known as “payrolling”), you choose the worker, but the staffing agency arranges their pay and manages all the official paperwork involved with hiring. Outsourcing payroll can offer a variety of benefits to your company, including freeing staff to pursue more important value-added and revenue-generating tasks.

Would you like to learn more about how your company can benefit from partnering with a local staffing agency? Connect with Provisional. With over 20 years of experience as one of the top staffing agencies in Spokane and the Northwest, we can help you find the right talent – and the right staffing solutions – for your company’s unique needs. Contact us today to learn more.

When a Job Candidate Has an Online Degree

June 26th, 2012

Imagine this scenario:

You’re looking to hire for an important position. You post a job, receive a flood of resumes, and start the screening process. You come across one candidate in particular that seems like the perfect fit in terms of skill set and experience…there’s only one catch: they have an online degree.

So should you run the other way, or dig a little deeper? And if it’s the latter, should you give equal weight to that candidate’s education as you do to a candidate with a degree from a brick-and-mortar institution?

As one of the leading staffing agencies in Spokane, Provisional knows that if you’re like most HR professionals, you would give the candidate a second look, as long as the candidate has the right experience. In fact, according to a survey conducted by the Society for Human Resource Management (SHRM), many HR professionals are demonstrating an increased level of acceptance toward online degrees. Here’s a look at the survey’s findings:

  • 87% believe degrees from online institutions are viewed more favorably than five years ago.
  • 79% said they had hired someone with an online degree within the last 12 months.
  • 73% think that taking individual classes online are just as credible as courses taken at a traditional institution.
  • 49% agreed that online degree programs are equally credible as traditional degree programs.

An online degree may still not be viewed as favorably by all as a degree from a traditional college. But with college costs rising every year, it’s likely that more and more students will enroll in online programs versus traditional ones. As a result, you’ll probably have an influx of job candidates with online degrees in the years to come.

The good news is that many online degree programs are offered by accredited institutions. Being accredited means that the online program has had to prove that they adhere to the same level of academic standards that’s required at a brick-and-mortar school.

Need Help Hiring Qualified Talent?

If you’re tired of screening resumes on your own, give Provisional a call. As one of the leading staffing agencies in Spokane, we can handle the hiring process for you – including verifying that a candidate’s degree is from an accredited institution – so you can focus on other priorities. Call Provisional today to learn more.

4 Common Myths About Temporary Staffing

June 5th, 2012

Let’s face it. Today’s economy is still pretty uncertain.

But you have a business to run and orders to get out the door. One of the most effective ways you can meet those demands – without adding to your fixed overhead expenses – is through temporary staffing.

If you’re like some employers, though, you may be wary of bringing temporary help into the mix. You’ve either had a bad experience or heard horror stories through the friend of a friend. But the fact of the matter is that temporary staffing is growing by leaps and bounds across the country. And it wouldn’t be doing that if it was all bad, right?

So to give you the truth on temporary staffing, here’s a look at four common myths and the real facts:

Myth #1: Temporary Workers Are All Either Receptionists or Warehouse Workers.

Fact: Yes, it’s true that many temporary staffing agencies can provide you with skilled administrative or industrial workers. But they can deliver a whole lot more than that too. Temporary help is available in pretty much every field, including IT, healthcare, accounting, legal, and even executive level consultants.

Myth #2: Temporary Staffing is Too Expensive.

Fact: The simple truth is that temporary staffing agencies can fill temporary positions faster and in a more cost-efficient manner than most companies can do on their own. This is even more so the case if you’re in regular need of temporary help.

Besides delivering workers, temporary staffing agencies can also work with you to develop a strategic staffing plan. This offers a more flexible approach to staffing so you always have just the right amount of people on hand, where and when you need them.

Myth #3: Temporary Employees Can’t Get a Job on Their Own…So They Go Through Temp Agencies.

Fact: Reputable staffing agencies have rigorous processes in place to recruit, screen, interview, and test workers, all to ensure you have access to a quality supply of talent. Many times too, staffing agencies offer guarantees on the people they provide. So if you’re not happy, you get your money back.

Myth #4: Temporary Staffing is All Agencies Do.

Fact: Most Spokane staffing agencies, like Provisional, offer a mix of services, including temporary staffing, temp-to-hire staffing, contract staffing, payrolling, project staffing, on-site staffing, and direct hire staffing. So if you find the right firm to work with, you can look to them to meet a variety of your staffing needs…not just your need for temporary help.

Interested in Learning More About Leveraging the Power of Temporary Staffing?

Let us know. As one of Spokane, Washington’s leading temporary staffing agencies, Provisional Recruiting & Staffing Services has been a trusted source of quality personnel and staffing programs for over 15 years in the Inland Northwest. Contact Provisional today to learn more about all that we can do for you!

Building Workplace Trust

December 10th, 2009

Trust is essential when building a healthy and productive work environment.  Whether you’re leading an entire department or work hand in hand with a just a few coworkers it’s important to build trusting relationships.

Here are several tips to help trust both with coworkers and your superiors:

  • Follow through on commitments.  The easiest way to lose someone’s trust and confidence is to let them down.  Make sure you meet your commitments and don’t set deadlines you can’t meet.
  • Be honest and share information completely. Be straightforward and honest with everyone and expect the same in return.
  • Stand up for what you believe in.  If you feel strongly about an issue, make sure you voice your opinion–but be sure you can share some evidence to support your view.
  • Be open to the ideas of others. Don’t dismiss an idea simply because it doesn’t align with what you had in mind.  Take everyone’s feedback into consideration before making a final decisions and let other’s be heard.
  • Learn from your mistakes.  Mistakes will happen, and when they do, own up to them.  Taking responsibility and developing a process to ensure the same mistake isn’t repeated is a great way to build trust.

By fostering a workplace of trust, you’ll discover that employees are more engaged, productive and efficient.  You’ll also discover that work ethics improve and turnover will drastically decrease.

Trim Workforce Costs with a Strategic Staffing Model

December 6th, 2009

What business isn’t looking to control expenses? Staffing and recruiting firms offer many effective solutions for reducing overhead, managing operating costs and improving organizational performance.  Used effectively, staffing services can save you more than they cost.

 Here are some key ways you can use staffing to reduce costs in your organization:

Convert fixed expenses to variable.
Develop a plan to staff your business strategically. Minimize the number of permanent employees on your staff to the level needed to sustain your core volume of work. Proactively plan to bring in extra help when it’s needed.

Bring in expertise on an as-needed basis.
Temporaries can deliver the experience and skills you need without impacting fixed expenses. As an added benefit, temporary “experts” are often less expensive than consultants.

Lower benefits costs.
Limit benefits expense by using temporary employees. Most temporary employees receive only limited benefits which are paid by the temporary staffing service. Companies with extensive benefits programs may not want to offer full benefits to all employees. Using a temporary staffing, payrolling or employee leasing service may make it possible to offer more limited and cost effective benefits programs to these employees.

Eliminate overtime.
Use temporary employees to reduce the amount of overtime worked by your permanent staff.

Reduce training costs.
Reduce training costs and learning curves by bringing in temporary employees who are trained and have experience using the skills you need.

Streamline recruiting.
Use a permanent placement service to eliminate the cost and time involvement associated with advertising, screening resumes, interviewing, testing and reference checking applicants.

Lower payroll expenses.
Eliminate the costs associated with processing and administering your company’s payroll and benefits by using a payroll or employee leasing service.

Reduce unemployment claims.
Using a temporary in place of a short-term employee prevents an unemployment claim from affecting the client company.  Legally, payrolled or leased employees work for the company providing the payrolling or employee leasing service. All claims affect the staffing service’s unemployment rating, not yours.

Eliminate operating inefficiencies.
Inefficient functions can be outsourced to services that can perform the work more effectively. The outsourcing service should be able to reduce expenses and improve performance while allowing your company to focus on its core competencies.

Develop a Strategic Staffing Plan for Your Organization
At Provisional Recruiting and Staffing, we help clients evaluate their current workforce and develop a strategic staffing model to help lower overall employment costs and access the skilled talent they need.  Discover more about Provisional’s staffing solutions for employers throughout Spokane and beyond.

Hiring Assessment Tests

November 19th, 2009

Having the right tools at your disposal can make hiring a lot easier—and a lot more successful.  Here is a quick overview of different assessments tools you can use, beyond the basic job interview:

Qualifications Screens – simple questionnaires determine if an applicant has the minimum requirements to perform a job (availability, minimum age, years of related experience, etc.).

Job Simulations / Work-Sample Tests – These require the candidate to actually demonstrate or perform job tasks. Simulations may be conducted: as written tests, as role-playing exercises, on a computer, or even in real-life conditions. By design, they generally show a high degree of job-relatedness.

General Abilities Tests – Generally used for entry-level jobs or for applicants without advanced degrees. They measure broad mental abilities such as reasoning, quantitative, verbal, and spatial abilities.

Specific Ability Tests – Test for distinct mental and physical abilities, such as typing speed, reading comprehension, strength, and mechanical aptitude.

Knowledge and Skills Tests – Determine how much an individual knows about a very specific, advanced subject area such as software programming or mortgage laws. Knowledge tests are similar to specific ability assessments, but examine more sophisticated skills.

Talent Measures / Personality Inventories – Measure a candidate’s natural personal characteristics like: leadership and management skills; problem-solving ability; motivation; self-confidence; and communication styles.

Culture Fit Inventories –  Assess how well an applicant will fit into your corporate culture and work environment, to help ensure organizational commitment.

Background Investigations – Gather information from outside sources, such as former employers and police records. Employment, criminal record, and reference checks all help employers avoid potentially catastrophic hires.

Drug Screens – Use a physical specimen from the candidate (hair, urine, etc.) to determine past drug or alcohol use. Employers use drug screens to prevent industrial accidents, work-related injuries, and excessive absenteeism.

If you would like more information about any of the above assessments please contact our offices today.