Provisional Blog

Should You Hire Someone Who’s a Family Member or Friend?

November 12th, 2019

Thanksgiving is just around the corner and you’re in an especially generous frame of mind. But if you’re also in the hiring process, does that mean you should hire a family member or a friend of they’re looking for a job?

The answer: It depends.

If they’re highly skilled, qualified and the exact-right personality you need, then you should definitely put them on your short list to consider. However, if you know they’re not a match, but simply want to help them out, then hiring them can spell trouble.

Either way, the decision is up to you. But you could face some challenges, even if they are the right fit. Here’s a look at three of them, so you walk into the situation with eyes wide open:

Challenge #1: Goals and expectations.

When it comes to hiring someone you know and that you’re close with, there’s a lot more at stake than if they were a stranger. It’s why you need to be especially careful when it comes to defining goals and expectations, making sure you’re being clear and that they fully understand what you need from them.

Challenge #2: Rules and regulations.

If your company is like most, it likely has many formal processes and policies in place. You need to make sure your friend or family member follows them in the same way as everyone else. And if they get off track or step out of line, there should be specific consequences just as there would be for any other employee.

So, for instance, if they’re five minutes late every day, don’t give them a break because they’re a friend or family member. You need to have a conversation with them, so they understand what you expect and why their behavior isn’t professional or appropriate.

Challenge #3: Conflicts and performance issues.

What happens if your new employee, who also happens to be a family member or friend, doesn’t get the job done? What if there are performance issues or behavioral problems? How will you approach the situation? Before you extend an offer to someone you know, you need to consider these kinds of circumstances and whether you’d be able to hold this person accountable in a fair and effective way. If you can’t, then maybe they’re not your next great hire.

Need help finding skilled and reliable people that are an ideal fit for your company?

Turn to one of Spokane, WA’s leading staffing agencies: Provisional. We can handle all aspects of the recruiting and hiring process, so you can focus on other priorities. Contact us today to learn more.

4 Scary Phone Interview Mistakes Companies Make

October 29th, 2019

Phone interviews are a great way to get to know candidates without investing a lot of time into the process. You should walk away from one with a clearer sense as to whether a particular individual is a good fit for the job. If, however, you make some of the following common mistakes, you won’t get the most of the opportunity and instead could wind up regretting your hiring decision. Here’s a look at 4 to avoid:

Mistake #1: Lack of preparation.

Just because this is a phone interview, not an in-person one, doesn’t mean you can or should wing it. This will get you in trouble because you won’t ask the most insightful questions or be able to thoroughly assess each candidate. It’s therefore important to take some time before the screening to identify the exact traits and qualifications you’re looking for, as well as learning as much as you can about each applicant.

Mistake #2: Conducting it in a place that’s too noisy.

If your desk is in the middle of an open office environment or you work in a warehouse environment, then it’s going to be tough to concentrate on what a candidate is saying to you. You’ll have a hard time focusing and could potentially miss out on some red flags or important points. Instead, make sure you’re in a quiet place where you can offer 100% of your attention.

Mistake #3: Checking your phone or answering texts.

Get rid of any distractions during a phone interview. This means ignoring calls and texts, and fighting the urge to check Facebook while you’re on the call. Hiring a new employee is a critical decision and you want to ensure you give every candidate your complete focus.

Mistake #4: Talking too much or not enough.

Keep in mind that a phone interview is a conversation. You shouldn’t be doing all the talking; nor should you expect the candidate to keep the conversation going. Instead, it should be more balanced with both you and the candidate talking in approximately equal amounts. You should be giving the candidate a good deal of background information about the job, while also carefully listening to the interview question responses.

Another topic to be sure to cover in the phone interview is next steps. Make sure you inform the candidate about what to expect and when, so there aren’t any surprises.

Don’t have the time or resources to devote to hiring?

Turn to the team who does: Provisional. As one of Spokane, WA’s leading staffing agencies, we can handle the process – start to finish – so you get the exact right people you need.

Are You Making These Common Meeting Mistakes…And Wasting Your Team’s Time?

March 12th, 2013

Inefficiency in the workplace can have a negative impact on your company’s bottom line. And, as one of the leading staffing agencies in Spokane, WA, Provisional knows that one of the biggest time wasters in the office can be the meeting. That’s not to say meetings aren’t necessary; but they tend to eat up time and interrupt workflow without producing positive results.

So how can you make your meetings more efficient and productive? Start by avoiding these common mistakes:

Mistake #1: Meeting because it’s Monday.

It’s Monday morning! That means it’s time to spend the first two hours of your day in a meeting! What a way to start the week.

Practical tip: Unless there’s a specific and ongoing project that requires regular, weekly meetings, skip the Monday “meet just to meet” meeting.

Mistake #2: Meeting without a purpose.

Before you meet, you should know why you’re meeting and what you’re trying to accomplish during the meeting.

Practical tip: Create a meeting agenda for each meeting. Not only will it help you stay focused on the key topic during the meeting, but it will also ensure you don’t forget to discuss any important points.

Mistake #3: Walking away without a plan of action.

The end goal of your meeting should always be to walk away with actionable next steps for each person involved. So if you’re leaving a meeting without these steps ironed out, then you’re wasting everyone’s time.

Practical tip: At the end of each meeting, go around the table and review the responsibilities each person is expected to handle. Not only does this ensure everyone’s on the same page, but it also gives your team a sense of accountability.

Mistake #4: Scheduling two-hour meetings.

Face it. People don’t have the attention span to make two-hour meetings an efficient use of time. You’re going to lose their focus in less than an hour.

Practical tip: Set a start and end time for every meeting. Not only will it keep your meetings running efficiently, but when participants know when the meeting will end, they will better be able to plan the rest of their day.

Mistake #5: Requiring non-essential people to attend.

It’s one thing if you ask a new hire, whom you want to educate about the inner workings of the company, to attend a meeting they don’t need to participate in. However, for other employees, it’s simply a waste of time.

Practical Tip: Require only people who can contribute and will benefit in some way from the meeting to attend. When it comes to meetings, the smaller the better.

Looking to Hire Qualified Employees Who Can Contribute to Your Team?

If you are, Provisional can help. As one of the leading staffing agencies in Spokane, WA, we’ve been placing top professionals in temporary, temp-to-hire and direct hire positions for over 20 years. Contact us today to learn more about how we can help meet your staffing needs.

4 Tips for Promoting Diversity at Work in 2013

January 8th, 2013

Diversity. It’s a workplace buzzword these days.

But what does it really mean – and how can it benefit your company?

First, workplace diversity means developing an environment that respects and includes people of varying backgrounds (including different races, genders, ages, and ethnicities). It also means recognizing the unique contributions different individuals can make and creating a workplace that maximizes the potential of all employees.

As one of the leading staffing agencies in Spokane, WA, Provisional can tell you that workplace diversity can offer a host of benefits to employers, including:

  • Bringing workers together from diverse backgrounds and with different qualifications and experiences can actually improve your company’s creativity, innovation, and problem solving ability.
  • Having individuals from many backgrounds can help companies more effectively market to consumers, expanding their market share in the process.
  • By recruiting from a diverse talent pool, companies are better able to hire the best and brightest candidates, enhancing their competitive edge.

So how can you go about creating a diverse workplace at your company in 2013? Here are some tips to help you:

Tip #1: Be Culturally Sensitive in Job Postings.

When writing job descriptions, emphasize details and benefits that will be especially attractive to a more diverse candidate pool, such as on-site daycare, flexible schedules, or accommodations for religious holidays. Take into account different cultures – and what’s important to them – when communicating why they’d want to work for your company.

Tip #2: Widen Your Recruiting Efforts.

Connect with local organizations, such as cultural agencies, colleges, churches, and non-profits to source minority job candidates. Use online recruiting tools to advertise your openings to the broadest base. Ask your existing staff members for referrals to their peers. Advertise jobs in publications that appeal to a diverse audience.

Tip #3: Standardize Your Hiring Process.

Develop a standardized process in which to evaluate candidates so that you avoid discrimination in the hiring process. By standardizing the process, you’re putting to use the same criteria to evaluate all candidates, reducing the chance for personal biases to cloud the process.

Also, create an anti-discrimination policy when it comes to hiring, promotion, and other HR and staffing practices. Be sure to include it in your employee handbook.

Tip #4: Get Your Existing Staff to Buy-In.

Train your existing staff and managers about the benefits of a diverse workplace. Let them know that final hiring decisions are based on the most qualified person for the job, not on hiring quotas.

Need Help Hiring a Diverse Workforce?

Give Provisional a call. As one of the leading staffing agencies in Spokane, WA, we know where to look to source today’s top talent from diverse backgrounds. Contact us today to learn more.