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Provisional Blog

Don’t Make These Reference Checking Mistakes

February 27th, 2018

As a leading staffing services firm in Spokane, WA, Provisional knows that when it comes to the hiring process, it can get lengthy and stressful. As a result, you might be looking for areas where you can streamline your efforts. But if you’re looking to cut out the reference-checking portion, you might want to think again. Checking references is your last opportunity before you make an offer to ensure the candidate is being honest about their background. During the process, just make sure you don’t make any of these mistakes:

Inconsistent efforts.

When you’re checking the references for a few different candidates, be consistent with your efforts. Don’t check three references thoroughly for one candidate, then not check the references of another. Also, make sure you ask similar questions when talking to references. While candidate backgrounds vary – meaning you’ll need to ask questions specific to each individual – taking a similar approach to each phone call ensures you’re better able to compare candidates and make the right decision moving forward.

Not asking for references from past bosses.

A reference from a colleague isn’t a bad thing. But you should require that each candidate gives you references from at least two bosses. After all, you want to check on their job title, responsibilities, hard and soft skills, and performance over time. A boss or manager is going to be able to speak to each of these issues much more thoroughly, providing important details you need to know. So if a candidate offers you a list of references and not one from a past manager, ask for a revised list with at least two bosses.

Offering the job on a contingent basis.

Don’t offer the job and state that it’s contingent upon a reference check. Rather, this step should happen earlier in the process and you should check the references of your top two to three pick candidates. That way, if one has poor or weak references, you still have options. You also won’t go too far with one candidate only to find out they lied or were dishonest in some way about their background and experience.

Only asking yes or no questions.

When it comes to calling a reference, you have an opportunity to thoroughly vet a candidate and ensure they’re the right fit for you. You can’t do that if you only ask yes or no questions, or if you don’t dig deeper to learn all you can about the particular candidate. Even if the reference-giver isn’t forthcoming with information, don’t give up. Keep asking follow up questions until you get the information you need.

Good reference checking takes time and patience. If you don’t have enough to devote to the process, consider outsourcing it to Provisional. As a leading staffing services firm in Spokane, WA, we can handle every aspect of hiring for you, from sourcing and screening candidates to vetting them through background and reference checks. Contact us today to learn more.

How to Deal When You Have to Fire Someone

August 1st, 2017

As one of the leading staffing services firms in Spokane, Washington, Provisional knows that firing an employee is not an enviable task. Even if they have poor performance and don’t make any effort to change, it can still be awkward and uncomfortable. You may even have feelings of guilt afterward. However, if someone isn’t contributing – and is actually harming team morale and productivity – it’s time to cut the cord. Here’s how to do it:

Document the situation.

Before you make a move, make sure you document everything. This includes the performance improvement plan, warnings that were given and when, and any emails between you and the employee. Even if you had past meetings face-to-face, it’s important to document when they happened and what was communicated.

Create a plan.

Once the decision has been made to terminate an employee, it’s important to have a plan in place beforehand. For instance, you need to make a list of all the company property they have access to and make sure their passwords are de-activated and security badge turned in. Likewise, you want to ensure you have an employee or multiple employees in place to handle the increased workload until a replacement is found.

Act quickly.

Firing someone is uncomfortable. But don’t put it off because you don’t want to deal with it, or in the hopes that their performance will turn around. The longer you wait, the more time the person will have to continue dragging the whole team down.

Get to the point.

When it comes time to terminate an employee, don’t sit around, making small talk. Instead, get right to the point and be straightforward. Let them know you’ve got some bad news for them and then tell them they’re being let go. Be clear about the reason and avoid making any justifications about the situation.

Go over the essentials.

Once the news has been delivered, your employee is likely in shock. But it’s still important that you go over the essentials – including final pay and termination of benefits, unemployment, unused vacation time and how co-workers will be told about the situation.

Be respectful and gracious.

While you should aim to keep the emotion out of the equation, it’s important to be gracious and respectful during the process. Even if the termination stems from poor performance they weren’t willing to correct, it’s still a devastating experience for the employee. Be sensitive and keep that in mind during the conversation.

If you need more advice on staffing and recruiting for your team, contact the experts at Provisional.

As one of the leading staffing services firms in Spokane, Washington, we can help you quickly source, screen, and hire temporary talent for a variety of positions. Just give us a call today to learn more.

The 3 C’s That Will Undermine Your Team Building Efforts

February 18th, 2014

As one of the leading staffing services firms in Spokane, Washington, Provisional knows the best teams can accomplish more as a whole than they can individually.

But building a great team takes more than just throwing a group of people together and hoping they can work it all out. You have to invest an enormous amount of time and effort to develop rapport and support, establish guidelines and goals, and become a champion for your team.

Unfortunately, though, when it comes to team building, we see many companies make the same mistakes again and again. To help ensure yours isn’t one of them – and you can create a high performing team – here are a few mistakes to avoid:

Lack of Clarity

When people are placed on a certain team or in a certain department just because they have a particular skill set, but they don’t understand goals and expectations of that team, confusion will ensue.

It’s important to ensure everyone on the team – the manager included – has a crystal clear understanding not just of the big picture, but also of the small details. That includes who is responsible for which daily tasks and when and how to report progress.

After all, if people don’t know what their individual roles are or where they’re going, how are they going to achieve anything at all?

Lack of Chemistry

Not everyone needs to be best friends. But when it comes to building a strong team, chemistry does matter. So when selecting members for your team, do your due diligence.

Understand what each person can bring to the table and why they should be a part of the team. Know their core behaviors and learning styles and how those fit with the role and the team as a whole. The last thing you want is to have to serve as a referee rather than a manager.

Lack of Communication

Creating an environment where every member feels like their voice is heard and their opinions matter is vital for the success of any team. Otherwise, problems will arise and spin out of control before you even learn about them.

But when you regularly solicit feedback and input from your team, you have the opportunity to cut issues off at the pass and identify new solutions for building an even stronger team and achieving your business goals.

Need more help hiring for your team? Call Provisional. As one of the leading staffing services firms in Spokane, Washington, 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.

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