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Provisional Blog

4 Tips to Turn Down Internal Job Applicants

March 13th, 2018

Giving negative feedback to an employee is hard. Rejecting them for a promotion or internal job they applied for can be downright scary.

But at the end of the day, if you don’t handle the situation right, you could wind up with a disengaged worker who eventually leaves. Instead, be grateful for the internal candidates you have stepping forward to fill your job openings. Also, make sure you’re transparent with them so they understand why they didn’t win the roles they applied for.

To help you in the process, here are some tips from Provisional – one of Coeur d’Alene, Idaho’s top staffing services – to keep in mind:

Tip #1: Do it in person.

Don’t simply send an email or make a quick call to the internal candidate. They are an employee after all, and deserve more care and attention in this kind of difficult situation. So schedule some one-on-one time with them so you can break the news, answer their questions and also provide them with the feedback they need to learn from the experience.

Tip #2: Avoid vague cliches.

In other words, don’t say things like “the search committee went in a different direction” or they decided to hire someone with “qualifications that more closely aligned to the position.” This will leave your employee not only rejected, but also completely confused about where things went wrong. As a result, they might end up pursuing external opportunities so they can continue to advance their career.

Tip #3: Be straightforward.

Being honest is tough, but also brave. You don’t want to tell an existing employee that they “lacked vision” or “weren’t strategic enough.” However, if you’re vague when it comes to the feedback you give them, then you’re doing them a disservice. While you don’t have to be harsh, do be honest and let them know specifically where they fell short. It’s easy to shy away from the truth when you don’t want to hurt someone’s feelings, but being frank will actually pay off for you both in the long run. That’s because your employee will understand where they fell short.

Tip #4: Offer actionable advice.

Another aspect of this process is to offer your employee advice they can act on. For instance, if the candidate you did hire had a certain skill set or knowledge base, let your employee know what that is and how they can go about acquiring those abilities. However, before you dig into this level of feedback, you might want to wait a few weeks. That way, you can give your employee some time for the sting of rejection to wear off, so they can truly listen and learn from the situation.

Need help finding great-fit employees for your job openings?

Turn to the experts at Provisional. As one of Coeur d’Alene, Idaho’s top staffing services, we know how to source, screen, interview, test, and vet top-quality candidates, all so you get the talented people you need to join your team. Contact us today whether you’re ready to learn more or get started.

What to Consider When Setting a Summer Time Dress Code

May 17th, 2016

Hot weather is just around the corner. But as a leading Coeur d’Alene, Idaho staffing services firm, Provisional knows just because the temperature is heating up outside doesn’t mean your employees should take time off from looking their best each day. Professional attire – and making a professional impression – are important for success on the job 365 days a year.

So how can you make sure your people are comfortable at work in the summer, yet still properly dressed? Here are 3 key factors to keep in mind:

Consider culture.

Ask yourself: How will a more casual summer time dress code impact culture? Do your clients expect you and your employees to be dressed more formally throughout the year? Do employees typically wear a suit and tie, or does the company have a more laid-back work environment? Do some employees work outdoors, so need to dress differently in the summer time?

Whatever the case is for your particular company, you need to consider the culture – and especially what clients and customers expect – when you’re setting your dress code policy. If your customers don’t see your team members in person, then a casual summer dress code might be appropriate. However, if you regularly have clients in the office and they expect everyone to be dressed in a suit, relaxing wardrobe standards may send the wrong impression.

Consider safety.

Are there any health or safety issues that could come into play with a more casual dress code? For instance, could sandals result in more trip and fall accidents? You want to ensure that relaxing your dress code standards doesn’t open the door for increased liability.

Consider setting specific rules.

Be sure you set some rules when defining what is appropriate summer attire. For instance, your dress code policy should specifically state what causal means. Does it mean dress slacks and a polo shirt, or jeans and flip-flops? Also, if there are certain items you do not want employees to wear – such as tank tops and shorts – explicitly state that in your dress code policy.

By thinking through the above factors and planning in advance, you can be ready to communicate your policies and address questions related to seasonal dress codes.

Do you need help hiring for your team this summer? Call the experts Provisional. As a leading Coeur d’Alene, Idaho staffing services firm, we have an extensive network of staffing experts ready to deliver the professionals you need, whether on a full-time, part-time, or temporary basis. Contact Provisional today to learn more.

4 Mistakes Managers Make When Firing Employees

October 11th, 2011

As one of the leading staffing services firms in Coeur d’Alene, Idaho, we know that firing an employee is never something an employer looks forward to. However, sometimes, it’s simply a necessary evil in order to make the company more efficient and profitable.

With that said, there is a right way and a wrong way to go about terminating an employee. The right way involves being direct, confidential, and compassionate; the wrong way, on the other hand, involves the following 4 mistakes, which could lead to hurt feelings and ill will:

Mistake #1: Not documenting bad behavior.

You may need to let an employee go because you simply can’t afford to keep them on staff. Or you may need to let them go because they’re not performing well. If it’s the latter, then be sure you’ve been documenting specific instances of the employee’s poor performance in order to protect yourself in case of a lawsuit. These should include copies of performance reviews and any disciplinary actions taken, as well as any notes or emails that document the behavior at issue.

Mistake #2: Not getting to the point.

When an employee is called into the boss’s office, they know something is up. So don’t beat around the bush and make them squirm by engaging in small talk. Get to the point as quickly as possible.

Mistake #3: Not giving them easy access to resources.

Once the deed is done, be sure to give your now former employee access to the resources they need to make the transition. For instance, put them in touch with HR to obtain information about the continuation of their benefits. Not only will this help ease the pain for the employee you’ve fired, but it also shows your existing employees that you are caring and compassionate.

Mistake #4: Going public.

If an employee has really screwed up, you could be tempted to make an example out of them by letting everyone know what they did and that they were fired. But it’s not necessary and will likely backfire in the form of hurt feelings and retaliation. So don’t talk about why you fired the employee to the staff at your office or gossip about him or her. Simply state that the employee is no longer with the company. Also, don’t escort the employee out of the building like a criminal, unless absolutely necessary. Doing so will create a sense of anger toward your company.

And if you’ve recently had to let an employee go, and are looking for a replacement, Provisional can help. As one of the leading staffing services firms in Coeur d’Alene, Idaho, we know where to look to find top candidates in Couer d’Alene and beyond, and we have the processes in place to properly screen them and uncover weaknesses. As a result, you can reduce your risk of making hiring mistakes in the first place. Contact us today to learn more.

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