Provisional Blog

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.

How to Get a Problem Employee Back on Track

December 21st, 2010

When it comes to an under-performing employee at your Spokane company, it can be tempting to ignore the problem or go to the other extreme and dismiss the employee altogether. But, in some cases, fixing an existing problem is less expensive than recruiting, hiring, and training a new employee. So here are some ways to help you deal with this tricky situation.

Identify the Problem

First, you should identify the problem and try to find the reasons behind it. For instance, maybe the employee isn’t in the right role and needs to be re-assigned. Possibly, the employee is having personal or family issues that are impacting their work quality. Or, as is sometimes the case, the problem could be an indication of a bigger management issue in the department or at the company as a whole. Whatever the reason, the only way to find out is to talk to the employee privately.

If the performance issue rests solely with the employee, not with management, then your next step should be to work with the employee to develop a Performance Improvement Plan (PIP). In simplest terms, a PIP is a plan to help an employee improve his or her performance. Here are the steps to take to develop an effective PIP:

  • List what performance areas needs improvement. Be as specific as possible. Don’t talk about behaviors, talk about results. For instance, don’t say “Your aren’t being productive enough.” Instead, say something like: “You’re often quite late in the morning, which is impacting your ability to get your work done.”
  • Also describe the expected standard of performance. Be very clear, using examples, about how you expect the employee to perform in the future.
  • Let your employee know what resources, training, materials, and support you will provide to help them meet expectations. For example, an employee might need to participate in a training program in order to gain knowledge and skills to perform their job better.
  • Create a plan for offering feedback to your employee. Let them know when and with whom they will be meeting to discuss performance. Be specific when it comes to the measurements you will be using to evaluate performance. Also, make clear the consequences of not meeting performance expectations.

Once you’ve developed the PIP, make sure your HR department reviews the plan to ensure it’s consistent with company policy and that it treats the employee fairly. And if, throughout the process, you and your HR department determine the employee is not making acceptable progress, it may then be necessary to take disciplinary action, such as verbal and/or written reprimands and if those don’t work, a suspension from work. If the employee is still not willing or able to make progress, then it may be necessary to terminate them.

In the future, conducting regular performance reviews can help you tackle performance issues. At the very least, conduct reviews annually, but you’d be even better served by conducting performance reviews every few months. That way, any issues that arise can be addressed quickly and don’t come as a surprise to the employee. In addition, by having frequent performance reviews, you can set smaller, more achievable goals and check in more regularly on whether goals are being accomplished.

And if you need help finding top-performing employees in Spokane, please contact Provisional. As a leading Spokane staffing agency, we can help you find experienced, reliable, and skilled employees for temporary, temp-to-hire and direct-hire positions. Contact us today to learn more!

6 Tips for Conducting Better Performance Reviews

November 2nd, 2010

The end of the year is rapidly approaching, which means it’s time to start thinking about scheduling those dreaded employee performance reviews. While most employers – and employees – are uncomfortable with the process (after all, who likes giving or getting criticism), these reviews are a great opportunity to offer feedback, and revisit expectations and goals.

As an experienced Spokane staffing agency, we’ve put together some tips and advice to help make the review process a little less painful for you:

1. Create a performance file on each employee.

At the end of the year, it can be difficult to remember the good, the bad, and the ugly about every employee you’re reviewing. To make it easier, create a performance file for each employee and make notes throughout the year about their performance. Include letters from customers, copies of work (good or bad), and notes to yourself. While it’s too late to create files for this year’s reviews, consider implementing this idea to make next year’s performance review process easier.

2. Use an evaluation form.

A week before performance reviews, hand out evaluation forms to be completed by your employees. On the form, you should ask employees to note specific objectives and goals they have achieved over the course of the past year, what areas need improvement, and what their short- and long-term career goals are. Employees are often aware of their short-comings and this form helps to open the door to discuss them, as well as the more positive aspects of their performance.

3. Get input from others.

When appropriate, get feedback and specific performance examples from other staff members or from customers.

4. Set the tone with a positive.

Always start each performance review with a positive. This is a good time to tell each employee how much you value their hard work.

5. Be specific.

When you do have a criticism to offer an employee, it’s important to be as specific as possible. Give the employee an example where they didn’t meet expectations. Don’t just say something like: “You’re not a good communicator.” Instead, consider something like: “Some of the mistakes you’ve made are a result of not asking enough questions at the start of each project.”

6. Review regularly.

Implement a policy for regular performance reviews. For instance, make sure you evaluate employees every year. For new hires, you may want to conduct performance reviews at the three-month and six-month marks, as well.

Another reason you should consider regular reviews is to avoid having to conduct a review prompted solely due to bad behavior or poor performance. This can imply that information is being collected to document the poor performance should the employee be fired.

And if you need help implementing a performance review process, please contact Provisional, a Spokane staffing agency with over 16 years of experience.