Provisional Blog

Does Your Tech Company Have the Right Talent to Endure an Economic Downturn?

July 28th, 2020

Wondering how to survive this latest economic crisis? Worried about your bottom line profits? If so, you’re not alone. Most technology companies have their eyes laser-focused on the numbers, even ones that are still going strong.

With a global pandemic, it will be months or even years before the economy completely recovers. In the meantime, you want to do more than survive in the tech industry, but thrive. How can you get there?

The key is in your people. Good is no longer good enough. You need tech talent who has shown a willingness to go the extra mile, get creative, and remain persistent even in the face of these unprecedented challenge.

So if you’re looking to trim your staff or revamp it so it’s more efficient, how can you ensure you’re putting all the right people in place? Here are a few ways to tell:

Look for team players.

Now more than ever, you need people who are willing to work together and collaborate to complete projects and solve problems. Complaining and finger pointing isn’t going to cut it when margins are thinning. Instead, look for those workers who are dedicated team players and willing to work alongside their peers for the good of the company.

Say “no” to negative.

Those employees who have bad attitudes can bring the whole team down. Whether they’re constantly complaining, whining or gossiping about others, there isn’t time for this kind of behavior. You need professionals who are willing to remain hopeful, encouraged and work hard to achieve project and company goal.

Focus on the creatives.

While IT is a technical job, it takes a lot of creativity and problem solving to get it right. And when an employee has both sides, in terms of their technical and creative skills, you’re going to want to hang onto them for the long run. So make sure you’re giving them opportunities to their diverse skill set to use, enabling them to go outside the box to sharpen your tech company’s competitive edge.

Consider outside talent.

Now, more than any other time in recent history, you have your pick of highly skilled, recently laid off developers, IT specialists, engineers and other tech professionals. So if there is a skill gap at your company, one you can’t easily fill, then consider bringing someone new on board and adding fresh talent and new value to your team.

Get help from information technology recruiters.

If you’d prefer to hand off the hiring to information technology recruiters, Provisional Recruiting is here for you. We have a network of IT talent that’s skilled, creative, dependable and ready to go to work for you. Find the remote, contract, and in-house IT talent you need by contacting us today.

How to Attract Qualified Skilled Laborers

July 21st, 2020

There’s a surplus of job candidates on the market. And yet, when it comes to finding skilled labor that’s qualified, it’s a challenge for many companies. Whether you work in construction, warehousing or another similar industry, sourcing and recruiting those who are capable, dependable and safety-conscious can be a tall order.

The good news is that by being more strategic with your approach, you can attract the skilled laborers you need. Here are a few ways to do that:

Promote your perks.

When it comes to skilled labor jobs, there are misconceptions that they don’t offer good pay or benefits and other compensation. But the reality is that many skilled labor positions are stable, secure and well-paying. In fact, the average salary for a skilled laborer in the trades is over $65,000 a year. So make sure you promote these kinds of perks in your skilled labor job description.

Create an apprenticeship program.

One good way to create a funnel of future skilled labor for your company is with an apprenticeship program. This allows candidates to work for your seasoned skilled tradesmen on a part- or full-time basis, learning from them, getting working done, and potentially becoming your next top performer as they do.

Get connected.

Make sure you have relationships with local recruiters, labor unions, career colleges and other types of technical institutions that can feed you quality and hard-working candidates.

Avoid stereotypes when hiring.

While many skilled laborers are men, that doesn’t mean your next skilled laborer needs to be male. Be open-minded and willing to depart from the traditional to find and hire the talented people you need. This makes sense now and in the future, as women are expected to make up nearly 25% of the construction industry this year alone.

Keep a file for second-chance candidates.

If you interviewed a candidate who seemed promising but wasn’t quite ready to perform the role you needed them to, create a file for them. Down the line, as you need to hire skilled laborers, you can return to this file and reach out to them. By that point, they’ll likely have more skills and experience under their belt.

Offer flexibility.

Today’s workers need more flexibility with their scheduling, whether it’s due to having young children or elderly parents. Whatever the case, the more flexibility you can give, the more likely you’ll be able to recruit and retain top skilled laborers.

Provide quality compensation and culture.

To recruit and hire the best workers, you have to offer them a rewarding place to work along with competitive wages and benefits. According to annual reports by the National Center for Construction Education and Research, the average salary across 17 skilled trades occupations increased by almost 15% between the years 2012 an d 2018. Beyond compensation, the culture too needs to be one that’s safe, supportive and promotes employee wellness.

Deliver on-the-job training.

The best skilled laborers want to continuously learn and grow, advancing their craft and their careers as they do. That’s why providing continual training and professional development to help them sharpen existing skills and gain new ones is so important.

Ask for referrals.

One of the best and most effective ways to recruit new skilled laborers is by asking existing staff for referrals. You’ll not only get fast access to an entire pipeline of talent, but do so in a way that’s more cost-efficient. You can even offer a formal referral program that incentivizes employees to offer referrals.

Work with a recruitment firm.

Instead of investing the time and resources into finding skilled labor on your own, let a recruitment firm handle the job. You can gain faster access to pre-qualified people, all while spending more time focused on other business priorities. You can also use a recruitment firm to fill positions for temporary employment, as well as temp-to-hire and full-time jobs.

Ready to learn more? Contact Provisional Recruiting today.

Why You Should Hire a Gen Z Accountant

July 14th, 2020

When it comes time to hire an accountant, their generation makes a big difference in terms of how to approach the recruitment and interview process. A Baby Boomer or Gen X executive is going to have different attitudes, habits and values than a Gen Z candidate.

How can you connect with and understand this newest generation just graduating and entering the workforce, so you can recruit the next wave of accounting talent you need? Here are some tips to keep in mind when you’re hiring those in Gen Z:

Know their characteristics.

Gen Z includes those candidates who were born anywhere between 1996 and 2020. They are truly the first group of people who are digital natives and grew up with easy access to WiFi, laptops, tablets and every kind of technology right at their fingertips. As a result, technology isn’t just a tool but a way of life for them. This is different from previous generations who view it as a resource to manage work and get it done more efficiently.

Know their expectations.

This generation has a unique set of career expectations when compared to past ones. For instance, many believe that curiosity and open-mindedness are more valuable than a certain skill set or area of expertise. What’s more is that many don’t want more traditional Baby Boomer or Gen X managers, but prefer a Millennial who is more closely aligned to their attitudes and experiences.

Know the value they can offer.

While you might not be currently looking to hire entry-level, Gen Z accountants, you will be eventually. And when you do, rest assured that they’ll come to you with the latest insight and ability when it comes to how to leverage technology in order to make advances in your firm. On top of that, they’re still entry-level, so you’re able to hire them at a cost that is more affordable than a more seasoned accountant.

Know what they’re looking for.

In the past, candidates were most interested in the role and the duties it entailed. Today’s Gen Z candidates want know more about culture. They want to work in a place that’s friendly with high morale and a heavy emphasis on work-life balance. They also want opportunities for training and mentoring so they can get ahead in their careers. When you’re aiming to recruit and hire accountants from the Gen Z crowd, it’s therefore important to focus on these kinds of perks your culture offers.

Get more tips conducting new grad interviews or hiring the Gen Z accountants you need with Provisional Recruiting. We understand the expectations and attitudes of this generation and can put you in contact with top talent who can sharpen your competitive edge. Contact us today to get started!

Tips for Interviewing Nurses Virtually

July 7th, 2020

In today’s world, virtual interviewing is far more common than it was just a few months ago. Conducting these kinds of interviews can therefore be a challenge for both you and the nursing candidates you’re looking to hire. When you’re focused on nursing recruitment, how can you interview someone online? And how can you ensure your candidates are well-prepared for the experience? Here are some tips to keep in mind:

Send instructions ahead of time.

To ensure each candidate is prepared for their online interview, send them instructions several days ahead of time. This should not only include the time and date, but also a link to whatever software platform you’re using for the virtual interview. This will give them a chance to click on it and troubleshoot any technical issues they’re having before the interview.

Explain what to expect.

In addition to technical instructions on where to go and when for the virtual interview, explain what to expect during the process. For many candidates, this experience is a new one and can be somewhat intimidating and more stressful than a face-to-face interview. Acknowledge the situation and also outline any steps to take if their are technical difficulties during the interview.

Keep age and experience in mind.

While you might have a nurse who has extensive experience, they’re also likely older and might not be as comfortable with the virtual interviewing experience as a younger candidate. As a result, their interview performance could suffer. Keep this in mind as you’re interviewing nurses across different age and experience levels.

Start off with some small talk.

Job interviews are notoriously stressful experiences even for the most seasoned nurse. That’s why it’s important to put your candidates at ease, especially during an interview that is so different from what they’re used to. To do so, acknowledge it, make some small talk, and start off with an ice breaker, such as a mutual connection you have. This will make everyone feel more comfortable and get the interview off to a better start.

Ask smart questions in your nursing interview.

Once the interview is underway, ask the same questions as you would during a face-to-face interview. For instance, some to consider include:

  • Why did you decide to become a nurse?
  • What’s most rewarding about the job?
  • What’s your greatest skill or asset as a nurse?
  • How do you handle the stress of the job?
  • What do you do when a patient isn’t satisfied?

Stay focused during the interview.

Just as you would during a more traditional interview, make sure you stay focused during a virtual one. Make eye contact with the candidate, don’t check your phone or email, and conduct the interview in a quiet and private place without distractions.

Get help from a nursing recruitment firm.

If you’d prefer to leave the nursing recruitment in the hands of professionals, Provisional Recruiting is here for you. We have the in-house experts who can source top candidates, interview them thoroughly online, and rigorously vet them, all to ensure you get the new hires you need. Contact us today to learn more or get started.

How to Hire a Web Developer That Fits Your Company’s Specific Needs

June 23rd, 2020

You want the best talent for your IT team. However, in today’s economy, with ever-evolving technology, the competition is fierce. How can you go about hiring a web developer that is an excellent fit for you and your needs?

Leading companies are willing to pay a premium for the best tech talent. So if you’re on a shoestring budget when it comes to hiring, consider a freelance web developer or contract-to-hire employee instead. This will enable you to get the specialized skills you need, whether it’s for full stack, front end, javascript or php, without adding to your fixed overhead.

What’s the difference between freelance & contract-to-hire?

With a contractor or freelance web developer, you’d simply use them for a set period of time; for instance to complete a defined project, like building a new website or piece of software. Once it’s done, they are released and move onto their next assignment.

For contract-to-hire developers, you’d essentially be testing out the candidate for an agreed upon time period, at the end of which you would decide whether or not to extend a full-time offer. This cuts down on the risk of hiring mistakes, while enabling you to determine whether you truly need a full-time employee.

What if you need to hire full-time now?

Then you have to consider the fixed cost to hire a web developer to ensure you’re able to offer a competitive compensation package. It depends on the skill set you’re looking for and whether you’re hiring a new graduate, a junior developer or a senior one.

For instance, a senior full stack developer in Washington State can demand anywhere from $120,000 to $140,000. An entry level one will cost from $52,000 to $82,000 a year.

If you want to hire full-time, you also have to go beyond salary to attract a solid web developer. Tech candidates place a high values on other perks, such as flexible scheduling, working from home, vacation time, and advancement opportunities, all on top of generous pay and traditional benefits.

What skills should you look for?

Regardless of whether you’re looking for an entry-level developer or a veteran one, you still need to rigorously evaluate their skills to ensure they’re right for you. To do that, here are a few tips:

  • Evaluate their open source portfolio on sites like GitHub or their own portfolio website.
  • Conduct behavioral interviews where you ask about specific projects they’ve worked on and situations they’ve dealt with.
  • Ask them to complete a small coding project so you can see their work first-hand.
  • Assess them for soft skills, such as communication, problem solving and collaboration, to ensure their personality is a fit for your company culture.

Want to outsource your efforts to hire a web developer?

Provisional Recruiting is here with the knowledge, abilities and networks to source and recruit candidates for a range of positions, from .net developers to javascript ones. These are pre-qualified and rigorously screened candidates who can get up and running quickly with your most pressing IT projects. Contact us today to get started.

How to Prepare Your Warehouse & Employees to Return to Work

June 16th, 2020

Your warehouse is ready to get back to work. But what about your employees?

They’re not going to be returning to the normal environment they were used to pre-pandemic. Instead, there will be many more safety precautions and measures taken to ensure another spike in COVID-19 cases doesn’t happen.

How can you help your skilled labor and other team members return to work in this age of COVID-19? Here are some tips to keep in mind from the Washington State Department of Labor and Industries:

Mandate social distancing.

If employees regularly work together in large groups, you need to take a different approach before they can return to work. You must be able to keep them at least six feet apart when feasible.

If that’s not practical for your environment, then consider barriers to block germs from spreading, as well as improvements to your ventilation system. You can also stagger the work day, close the break room, use floor markings and tape to define appropriate spacing, and move workstations further apart.

Use face coverings when necessary.

When employees aren’t able to stay socially distant, then require face coverings or masks instead. This is especially helpful if they’re regularly interacting with others, such as customers, suppliers, and vendors. It will protect against the spread of germs, while still enabling them to do their jobs.

Encourage frequent hand washing and sanitation.

Require employees to wash their hands before they get to work each day. Make sure there is an adequate supply of sinks, soap and hand sanitizer. Also, encourage them to wash hands before and after break times and especially before the eat. Consider providing gloves to those whose hands are irritated by frequent hand washing.

Schedule regular cleanings.

Make sure your warehouse and office space is being regularly cleaned and disinfected. This includes having adequate cleaning supplies in supply or having a cleaning service scheduled to come in on a routine basis. In addition, regularly wipe down those surfaces that are high touch, including desks, floors, counters, work vehicles, and other areas that often harbor bacteria and germs.

Conduct daily symptom checks.

Know the signs and symptoms of COVID-19, which can include anything from a high fever to a dry cough, aching, chills and more. If you can, take the temperature of each employee before they enter the building. Educate them too on the signs to look for and if they exhibit any, send them home immediately.

Finding skilled labor and getting them to return to work can be a challenge, especially with the current unemployment benefits. If you need help with the process, Provisional Recruiting can help. Our team can source, screen and help you hire warehouse and office workers, whether on a full-time or temporary basis. We’re simply a call away for skilled labor staffing.

How to Recruit & Hire the Best Accounting Candidates

June 9th, 2020

Hiring the right accounting candidates is all about balance. You need new employees with strong technical abilities along with the good communication skills.

How can you screen for both, so you make the best hiring decision possible for your organization? Here are a few tips to help you hire an accountant:

Know what skills and qualifications to lookout for.

To hire the best talent, you need to attract them with the right opportunity. This all begins with crafting a solid job description. But before you begin writing one, make sure you know what’s most important for the role you’re trying to fill.

For instance, the qualifications for a seasoned CPA are going to be different than for an entry-level accountancy recruitment position. So define what the role looks like, what skills and level of experience are essential, and what kind of personality would be a fit for your culture. When you start focusing more on the type of individual you need for the job, rather than just describing tasks and duties, you’ll have a better chance of identifying with potential talent who are a match.

Offer compensation that’s competitive and attractive.

Again, this is going to vary depending on the role you’re trying to fill. The compensation for a new graduate will be vastly different than a senior-level accountant.

In Washington State, for example, the average pay for an entry-level accountant is $43,995, while the average pay for an experienced CPA is $69,712. So whatever level of position you’re hiring for, you have to do your research for it and find out what’s appropriate and competitive.

Not only that, but consider other perks too. For instance, when you’re hiring younger workers or new graduates, benefits like telecommuting, flexible scheduling, and offering to pay off a portion of college debt in return for a certain number of years of service are all attractive for this age group.

In addition, when you want to hire the best accountants, they’re going to be looking for companies that offer advancement opportunities. In your job description and during interviews, focus on how they can potentially move ahead at your company if they choose to accept your offer.

Consider new graduates in addition to seasoned veterans.

If you’re looking to hire an accountant, you generally want someone with experience. However, don’t overlook those new graduates with freshly earned degrees. They can come with a host of skills that the existing candidate pool might not have, from the latest training on accounting laws to a more advanced skill set when it comes to technology. Not only that, but you’ll be able to save money with a new graduate salary versus hiring a more experienced candidate.

Get help from experts in recruiting accountants.

If you’d like to outsource your accountancy recruitment process instead, Provisional Recruiting can help. We can provide you with a robust source of qualified candidates whom we rigorously screen and vet for your accounting position. You’ll have total confidence in the quality of the candidates we send to you, while you also have more time and freedom to focus on other business priorities.

Whether you need to hiring an entry level bookkeeper or accountant, a CPA, an accounting manager, or a controller, Provisional Recruiting can help. Simply contact us today to get started with one of the best accounting recruiters around.

How to Hire a Nurse for Home Care

June 2nd, 2020

The latest data reports that around 90,000 deaths due to COVID-19 are linked to nursing homes. This has underscored just how important in-home nursing care is, particularly to those who are medically fragile.

Hiring home care nurses, however, can be challenging during a time when demand for them is at a high. What’s more is that the need for home care and hospice nurses is expected to continue to grow.

According to reports, including those from PHI, a direct care workforce advocacy organization, in the years from 2018 to 2028, the in-home care industry will need to fill an estimated 4.7 million home care jobs. This is just another reminder of the pressures that hiring managers for in-home care and hospice are under to find at-home nurses.

So if you’re hiring a private nurse for your organization, how can you put your best foot forward with qualified candidates? Here are some tips for home nursing care and hospice recruitment:

Make sure your pay and benefits are competitive.

In Washington State, the average pay for a Registered Nurse is $36.16 per hour, which equates to just over $75,000 a year. This is simply a baseline and what you offer a specific candidate will be dependent on their years of experience and any specialized skills and expertise they have. However, keep in mind that if what you’re offering in terms of compensation is lower than average, you’re going to have a difficult time attracting top talent for home nursing care jobs.

Look for candidates with the right qualifications.

Just because a candidate is an RN or has a lot of experience does not mean they’re right for your needs. For instance, if you’re recruiting for a hospice position, you need to focus on each candidate’s soft skills, ensuring they have the personality to fit a role that can be filled with added trauma and pressure than a typical nursing job.

Work with a professional staffing agency.

If you don’t have the time or resources to devote to hiring private nurses for home or hospice positions, work with a staffing agency, like Provisional Recruiting. Our team has an extensive network of qualified candidates ready to get to work, as well as the processes in place to rigorously screen and vet them for your position.

Ready to get started with our staffing agency?

Provisional Recruiting is here for you to help you with in home nursing care hiring, so you get skilled and compassionate nurses, all while you’re able to focus on other priorities. Contact us today to get started.

How to Conduct Interviews Online

May 26th, 2020

So you need to recruit IT or engineering candidates? The technical industry is always a challenge to hire in due to demand for top talent. However, COVID-19 has made it even harder. With the reality of this pandemic, your hiring process must change and this often means conducting remote interviews, during which you interview candidates online.

The good news is that today’s tech candidates generally expect companies to host these kinds of interviews. The bad news is that as an employer, they can be a bit trickier to conduct, not to mention harder to truly assess if a candidate is the right fit for you.

How can you handle remote video interviews in a way where you’re able to hire right, both quickly and in a way that’s cost-efficient? Here are some tips to keep in mind:

Prepare as you would for a traditional interview.

Even though the interview will feel a bit different than a face-to-face one, you still must prepare thoroughly. This means developing a list of questions that you’ll ask across all candidates, as well as specific ones to help you delve deeper into the background of each one. Also, research them online, read through their LinkedIn profiles, and send the interview time and link well before the actual video interview.

Troubleshoot to avoid any glitches.

Whatever software you’re using, make sure you do a technical check before each interview. Software can be glitchy and what worked yesterday, might hit some trouble today. So make sure that the visual and audio quality are good and you have time to troubleshoot if there is an issue. If you’re on a laptop or tablet, check that it’s also charged and ready to go ahead of time.

Have a plan B in place.

What happens if technical difficulties sabotage your interview? Have a plan B in place. This can include phone screens or rescheduling interviews to when you can conduct a traditional one, once it’s safe, using social distancing guidelines. In addition, if there’s a problem with the interview software or Wi-Fi at a certain time of day due to a high level of use, then try to schedule your interviews around it.

Get rid of distractions.

Remote interviews can be tricky because any noise or outside distraction is going to cause both you and the candidate to lose focus. If you’re both currently working from home, then dogs barking, lawn mowers, kids and other noises in the background might be the norm. But try hard to limit these distractions so you can focus completely on the candidate. The best way to do that is to conduct each interview in a private room with the door closed.

Assess body language.

The positive of video interviews over phone screens is that you can still see the candidate and therefore assess their body language. This can give you some additional insight into their level of confidence and enthusiasm, as well as their interpersonal skills. So don’t be so caught up in looking at your notes or jotting down thoughts that you don’t take time to watch the candidate and listen to what they say and watch how they say it.

If you’re not experienced with conducting video interviews and would like professional help, turn to Provisional Recruitment. Not only are we experts when it comes to all forms of interviewing, whether over the phone, in person or via a video call, but we have extensive experience in the engineering and IT fields. This means our engineering and IT recruiters know where to access top technical talent, so you can quickly fill your skill gap. To find out more and get help with your remote interviews, contact Provisional Recruitment today.

Prepare to Re-Open Your Manufacturing Business Under Washington State Phase 2 Guidelines

May 19th, 2020

The economic shutdown in Washington State and across the country due to the COVID-19 pandemic has been difficult for everyone, especially employers. Thankfully, Washington’s shelter-in-place guidelines are slowly being lifted, as the state starts coming back to life.

Under Gov. Jay Inslee’s plan to reopen the economy, manufacturers are allowed to resume during Phase 2 of the plan, but have to adhere to strict new procedures. These are designed to stop workers from transmitting the disease to others, leading to another potential outbreak.

So if your manufacturing company falls within the Phase 2 reopening plan, what do you need to know? Here’s a quick overview of manufacturing facility COVID-19 requirements:

Educate workers on how to stay safe.

Employers must explain to their workers the risk of transmission and what policies the company is putting in place to combat it and keep everyone safe and healthy. This needs to be provided in a language that each employee best understands.

Social distancing among the staff.

Manufacturing facilities must also incorporate social distancing policies, keeping workers at least six feet apart at all times. If this amount of distance isn’t feasible for a certain work task, then other measures should be taken, such as limiting the number of workers allowed in that area.

Provide Personal Protective Equipment (PPE).

Manufacturing facilities must provide their employees with all the PPE that’s needed, from gloves and face shields to masks, goggles and any other equipment that is appropriate. If an employee is working with others, all must wear a face covering or mask.

Make it easy to wash hands regularly.

Whether it’s by providing frequent hand-washing breaks or giving bottles of hand sanitizer to your workers, it’s important that they are sanitizing their hands regularly. Employees should also consider using disposable gloves where it makes sense to further prevent transmission.

Clean your facility daily.

Your manufacturing facility should be cleaned and sanitized frequently. There should be a particular emphasis on those areas and surfaces that are commonly touched.

Have a plan for screening employees and dealing with sick workers.

Finally, make sure you know the signs of COVID-19, as well as how to screen your employees for the disease. You should screen employees at the start of every shift to ensure they’re healthy. If an employee is sick, require them to remain at home, or if they’re already at work, send them home immediately.

For additional details on the Phase 2 reopening for manufacturing facilities, you can read the state’s guidelines here.

If you need help reopening and operated at capacity with enough workers, Provisional Recruitment is here for you. We can help you ensure your facility is able to meet all the guidelines required, so you can get up and running as quickly as possible.

With a record 15.4% unemployment rate in Washington state in April, there are many well-qualified professionals looking to get back to work. Provisional Recruitment can also give you access to skilled manufacturing and warehouse workers on a part-time, full-time, or contract basis. Whatever you need, simply contact us today and let us get to work for you!