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How to do a Skills Gap Analysis

September 14th, 2017

One of the biggest problems companies face is the divide between the skills they need to achieve their business objectives and the skills that their employees actually have.

Before your company can make any progress toward its goals, it is necessary to analyze this divergence between what you need and what you have. Such an analysis will help you to get a clear picture of the skills your employees have, enabling you to make a decision whether to train them or hire new people. And you will see where the disparities are and what you need to focus on. Here are the steps to take.

1. Determine your objectives
You cannot know if employee skills are adequate until you know what they need to accomplish, and for that, you need to know your goals and objectives.

2. Make a list of functions
List all of the positions in the company, and then group together those that require similar types of skills. This will enable you to determine the different functions each job performs within the company.

3. Determine the skills needed for each group of jobs
You are now looking at the skills that are needed for each type of job to enable the company to achieve its goals.

4. Find out what skills your employees have
How do you do this? Experts recommend testing them. If this is not feasible, you can ask them to answer questions about their job and how they do it, or even administer simple kinds of tests.

5. Analyze the differences
Now you can look at the skills you need to achieve your business goals, the ideal set of skills, as it were, and compare them to the actual kinds of skills your employees have. You will see a gap between the two, and it is this divergence that you need to address.

6. Develop a plan to deal with the skill differences
There are different ways to handle the problem. You can give your current employees more training to develop the skills you need, or you can hire new people with the requisite skills. The first order of business, however, is establishing priorities. Which skills are most important and urgent for your business? It is those skills you need to address first.

Trinity Staffing has the experience and expertise to find the people with the skills your company needs. Give Trinity a call today.

How to Recruit on Social Media

August 24th, 2017

These days, when companies advertise job openings, they have many more options than in the past. Because of technology, there are more platforms available.

With all of these choices, however, comes more uncertainty. The new opportunities present new challenges in knowing how to use the platforms to your company’s best advantage, as well as knowing which platforms to use. You want to avoid a scattershot approach that will result in a deluge of applications, many of which are from people who are not remotely qualified. With different platforms, you can target your audience with more precision.

Here are some tips for recruiting effectively on social media.

1. Work with the marketing department
The job of the marketing department is to sell your brand, create a message, and find an audience for it. They can help you put something together more quickly, as well as making sure the job advertisement delivers a message consistent with the business objectives of the company.

2. Make the content interesting
The boilerplate job descriptions on career websites are not the best way to attract candidates. Your advertisements need to be interesting and persuasive. Place a tagline on the social media site with a link to a more complete job description.

3. Make sure your message is accessible by mobile devices.
Around 30 to 50 percent of job candidates these days are looking at job posts on smartphones or tablets. So, you need to make sure your post is in sync with them.

4. Determine which social media sites you want to use
This is important for reaching the right people. Research the demographic for each site. Look at employees in your company that have a job similar to the one you are advertising. What web sites do they look at?

Keep track of the responses you are getting and what results they are yielding to see if the particular websites are working for you. You can start on a small scale and build up gradually.

5. Use a question to screen applicants
If you want to further narrow the pool of applicants applying for the job, you can use a screening question. For example, the question could assess whether a person would be a good fit with the culture of the company, or assess a person’s level of interest in the job, or even screen for something like minimum level of education.

6. Transparency is the watchword
These days, you need to keep candidates informed about the hiring process and their situation as it relates to the process.

If your company is looking for reliable, qualified people, Trinity Staffing can help you. We are one of the leading staffing agencies in the San Antonio area. Give Trinity a call today.

Mindfulness and the Bottom Line

August 17th, 2017

Although some still view it as a kind of squishy new age fad, mindfulness has been gaining more recognition and more converts in the business world. And recent research appears to back up the bottom-line benefits of mindfulness among employees.

Where mindfulness is practiced, research has shown that it improves concentration, helps people handle stress more effectively, and improves employee cooperation, according to an analysis by Case Western Reserve University.

Traditionally, people have cultivated mindfulness through the practice of meditation. And companies such as Google, Aetna, the Mayo Clinic and the US Marine Corps all now use mindfulness training.

Mindfulness helps people to be more aware of the present moment, which is important for business leaders who have to handle different kinds of problems that require decisions under pressure.

The Case Western study looked at 4,000 papers written about mindfulness to develop an outline of its benefits and its impact on how people think, feel and perform in a work environment. From the research, the investigators found that there is really no negative effects from practicing mindfulness.

Benefits of Mindfulness

They did find that mindfulness improves people’s overall performance. Research conducted in the fields of psychology, neuroscience, and medicine all support claims that mindfulness enhances attention, thinking, emotional awareness, performance and bodily functions.

Mindfulness has proven to be especially effective in improving concentration. Scientists estimate that the mind actually wanders half of all the time that we are awake. But people who meditate and increase their mindfulness can focus longer in tasks that involve seeing and listening.

Studies have also shown that people in a group that practices mindfulness work better together and have more productive relationships. Some have speculated that mindfulness can help to enhance the empathy and compassion people have for each other, and that is why it improves the performance of teams.

Growing Interest

Interest in mindfulness is growing. More companies are getting involved in mindfulness training both in the United States and around the world. In fact the British Parliament has recently begun a mindfulness program called “Mindful Nation UK,” which is intended to help improve national health and well being.

Trinity Staffing is the place to go if you are looking for skilled workers in the San Antonio area. Trinity works with our job candidates individually to determine their skills, interests, and experience, so that we can match them with the right employer. Give Trinity a call today.

Diversity Programs — What Works and What Does Not

July 20th, 2017

Many companies these days have diversity initiatives. But recently their effectiveness has come into question.

Some researchers contend that such programs are not really increasing diversity. Companies are using the same methods they have been following for years, which often create more problems than they solve.

And statistics seem to support the claim. From 1985 to 2014, the number of women and minorities hired by companies with more than 100 employees has barely changed. The number of women and blacks in management ranks barely changed during that time as well.

Not only that, such initiatives seem to be having unintended consequences as well – making white men feel besieged. White men interviewing at companies that tout diversity expect that they will receive more unfair treatment and experience more discrimination.

Why They Don’t Work

Diversity programs seem to break down for several reasons. One is that companies require employees to participate. Making these programs mandatory creates anger and resistance among workers, making them feel more hostile to people of different backgrounds.

Another is that companies use heavy-handed tactics, such as warnings and threats against those who discriminate. A third reason is that employees tend to forget what they have learned in diversity training sessions very quickly.

What Does Work

To really encourage diversity, companies need to make such efforts voluntary. People show a greater willingness to participate under such circumstances. One way of introducing diversity in a more relaxed manner is through a mentoring program. Assigning younger minority employees to more senior mentors has been proven to increase diversity. Such efforts increase the diversity of management by nine to 24 percent.

Another way to increase diversity is simply by exposing people of different racial, cultural or ethnic backgrounds to each other and having them work together. This helps to break down the stereotypes that people have of others of a different background.

Yet another way of increasing diversity is holding people accountable socially. For example, at one company, black employees in some departments received smaller raises than white employees even though the black workers had the same performance ratings as their white counterparts. The company then began publicly listing employees’ performance ratings and pay raises, which showed those departments that discriminated. This was very effective in ending the discrepancy in pay increases.

If you are searching for employment, Trinity Staffing is the place to go. We give you the personal attention you deserve as one of the leading staffing firms in the San Antonio area. Give Trinity a call today.

How to Make Your Workplace Stand Out to New Graduates

May 11th, 2017

If your company is trying to attract the best new graduates, what do you need to do? These graduates are part of the Millennial generation, and knowing what matters to them can help.

1. Provide training
Most companies provide some type of onboarding, but for Millennials, you need to do a little more, namely, helping them to develop their soft skills to enable them to succeed in the workplace. This is all part of providing development and growth opportunities, which is something Millennials value highly and are looking for from employers.

It is also a good idea to have some type of mentorship program for the new graduates. Again, this is the kind of thing they are looking for. Mentoring will help these younger people gain a better understanding of your organization and how it operates, as well as benefiting from someone with many years of experience.

2. Opportunities for advancement.
This is something else that Millennials value. They value communication and a lot of feedback on their performance. A recent survey of Millennials showed that 61 percent of those surveyed wanted more meetings with their supervisors. They look for coaching.

They want to join organizations that enable them to grow in their careers. Organizations can do this by providing things like networking opportunities, along with other training opportunities.

3. Flexibility
This is another thing that Millennials want. They like having flexibility as far as when they work and where they work. They want to be evaluated not just on the number hours they put in, but what they accomplish as well.

They are also looking for opportunities outside the workplace to establish relationships with their coworkers. These opportunities can be anything from meeting at a local pub to recreational activities.

In short, Millennials are looking for a good work/life balance and the opportunity to make an impact. So, while money is important to new graduates, developing and growing in their career, and doing meaningful work, are important to them as well.

If your company is looking for qualified, reliable employees in the San Antonio area, Trinity Staffing can help you. Trinity has the resources and the expertise to find the people you need for your business. Give Trinity a call today.

How to Create a Staffing Budget

March 16th, 2017

Coming up with a budget for staffing, for permanent or contingent workers, can be a bit of a guessing game. The key is to get into the ballpark for your expenses, and then make sure you have enough in reserve to cover anything unforeseen. Here are some tips on how to budget.

1. Look at previous years.
A good way to get some idea of what your spending may be is to look at what you spent in past years. But don’t just look at numbers. Look also at how you have classified your jobs and whether you have adequate data on your hiring numbers.

If you have not included all job categories in your business, such as independent contractors, you may not get an accurate accounting of your expenses. The same is true with a lack of data. Make sure to include hires made by staffing firms and executive search agencies.

2. Check in with your hiring managers.
Find out who your hiring managers hire and why they hire them. Some may like to hire just temporary people for certain projects, while others may hire through a Statement of Work. Do any of your departments make temporary or permanent hires outside the normal procedures?
You should also find out how long they hire people for.

3. Create labor pools
Divide all the types of jobs you hire for into broad classifications. This will help to give you a better handle on your hiring, enabling you to better see what you may have more control over and what you may be more familiar with.

This will help you to better manage various areas of hiring, rather than trying to look at everything at once.

Break down jobs into groups, such as critical skill positions, high volume positions, corporate positions and remote positions. This will help you get a handle on where you make your hires and why.

So, using your estimates from previous years, information gleaned from hiring managers, and labor pools, you should be able to get some idea of what you need and what not. Then try to quantify the information, estimating the number of workers you will need, where you will get them from, and how much they will cost.

If your company is looking for top talent, Trinity Staffing can help you. We have the expertise and the network to find the right people for your business. Give Trinity a call today.

How Routine Drug Testing Can Help Your Company

January 26th, 2017

Many companies require new hires to undergo a drug test. But that is usually as far as it goes. Companies don’t really want to get involved in routine testing of employees. Businesses may be wary of how such a policy would be perceived by employees, feeling that it may come off as being too intrusive and heavy handed, that the company is overstepping its bounds and playing the role of Big Brother.

But there are actually a number of good reasons to conduct routine drug tests. Drug testing actually benefits employees as much as the company, and employees may be more amenable to them once these benefits are explained.

1. Maintaining productivity
Habitual drug use will eventually affect a person’s energy and alertness, and he will likely have trouble keeping up with his work. This will in turn have an impact on productivity. Moreover, it will also impact the work of other employees in the company both directly and indirectly.

It will be frustrating to other workers if the drug user cannot pull his or her own weight and becomes unreliable.

2. Maintaining a safe working environment
If someone comes to work under the influence of drugs, he may pose a danger to himself and others. And, even if he is not directly under the influence, he may still not be as alert as he needs to be and thereby still pose a risk.

3. Trust
Most businesses have policies forbidding the use of drugs, and employees are expected to abide by those policies. It is assumed that employees are abiding by the company policies. A person using drugs, however, is not following company policy, and therefore is abusing the trust placed in him by the company and other employees.

A person like this is untrustworthy and dishonest, and you wouldn’t want someone like that working at your company. So drug testing will enable you to remove the person.

4. Containing health care costs
People abusing drugs are more likely to have health problems and higher medical expenses, and this becomes a concern for a company if the business offers healthcare insurance to its employees.

5. Providing help
If you can identify someone abusing drugs, there is an opportunity to offer help and support to the person, to work with him or her and help him kick the habit and get control of his life again.

If your company is looking for qualified and reliable employees in the San Antonio area, Trinity Staffing is the place to go. Trinity has the experience and expertise to find the people your company needs. Trinity is one of the best in the area. Give Trinity a call today.

How to Prioritize

December 8th, 2016

Sometimes we feel like we are very busy and working hard. But at the end of the day we don’t seem to have accomplished very much, and we wonder what happened. The thing to remember here is that there is a difference between just being busy and actually getting the important stuff done.

If you find yourself in this situation, it could be that you are not prioritizing your tasks in the most effective way possible. Here are some tips on how to do that.

1. How urgent and important are your tasks?
You want to assess the things you need to do based on how important and how urgent they are. This approach was first used by President Dwight Eisenhower. He made a little four box grid, and he labeled each box using the twin criteria of importance and urgency. A task was either important or not important, and urgent or not urgent. So, one box was for tasks both unimportant and not urgent, one for important but not urgent, one for unimportant but urgent, and one for both important and urgent.
It was the things in that last box, the one for tasks both important and urgent, that took priority, and they should take priority for you too.

2. Be goal oriented.
To help you determine how important a task is, evaluate how essential it is in helping you to achieve your goal. If a task does nothing to help you reach your goals, consider, is it worthwhile even doing? If not, eliminate it.

3. Delegate
If there are tasks that you can delegate to other people, then do it, and cross them off your to-do list.

4. Keep your to-do list short
Have no more than three tasks on your to-do list at any one time. Really. Think about it. If you have a long to-do list, what are the odds that you will ever get to those things at the bottom of the list? Pretty slim.

They are just taking up space and making you anxious as you see them every time you look at your list. Save your to-do list for things that are really important, and that you will actually do.

5. Do the big stuff first
In other words, the work that demands hard thinking and creativity, do in the morning when you are fresh and have more energy. Save the more routine stuff for later in the day.

6. Watch for time wasters
This is trivial stuff that can really cut into your time if you are not careful. For example, checking email. Some people are compulsive about it, checking email several times a day. Set aside a block of time for email, and check it only during that time.

7. Be flexible
Be willing to make adjustments when things change.

If you are looking for work, make contacting Trinity Staffing a priority. We are one of the best in San Antonio, with more than 20 years experience, working with hundreds of employers and placing thousands of people. Give Trinity Staffing a call today.

How to Get Honest Employee Feedback

November 24th, 2016

Businesses want feedback from their employees. Supervisors want feedback from their workers. The problem is that businesses are not getting honest feedback. Companies are not hearing how employees really feel about the way a business is run or how supervisors manage.

And, as long as companies solicit this feedback in the form of emails or conversation or even notes, the firms are never going to get the truth they seek. Employees don’t want to take the risk of losing their jobs or being targeted for some other reprisal.

Another big reason employees do not offer feedback is that they do not really believe it will make a difference, that the company will take any action.


What can companies do to combat this fear of speaking up? The best way to get honest answers is to make employee surveys anonymous. Giving employees anonymity will take care of the fear factor. One effective way of doing this is to use online voting tools that incorporate anonymous surveys.

Employees can say what they really feel, knowing they will be protected by anonymity. And the surveys are set up so that companies can ask about any topic of concern. Moreover, all of the responses are stored in one database, making it easier to analyze the responses.

Anonymous surveys help with more than just providing honesty.

They help improve employee engagement because workers can say what they really feel. If they have a gripe about something or frustration, they can be candid about it, making it a possibility that something will be done.

Better Feedback

Using an online survey format also enables companies to get more clear and precise answers. For example, if an employee says he or she is not happy, that does not reveal a lot because it is hard to determine how disgruntled the person is. On the other hand, if he quantifies his anger on a ten-point scale, you get a much better feel for his mood. Using scales like this are more helpful. Plus there are opportunities for more open ended responses.

One criticism of these types of surveys is that they do not allow for any follow up discussion. But that doesn’t have to be the case. After managers have reviewed the results, they can hold meetings with their teams to discuss the responses and appropriate action to those responses.

If your company is looking for top talent, Trinity Staffing can help you. We have the expertise and the network to find the right people for your business. Give Trinity a call today.

How to Onboard the Internal Hire

November 3rd, 2016

When a company makes an external hire, the new person goes through the process of onboarding. The new hire is introduced to people at the company, the person learns about the policies and procedures, he or she is welcomed officially, his supervisor reviews the expectations of the job, and other activities.

However, when a person is promoted from within to a new position, there is very little onboarding. He or she is simply expected to move into the new job with very little notice or preparation. But, business experts, say this is a mistake.

Companies know that working with new people, learning new processes and procedures, dealing with new standards can be a daunting situation, and that is why companies spend a lot of time and effort in onboarding new people. But for people who are changing jobs within the organization, they are more often neglected, put into a sink or swim kind of situation.

Companies need to do more to improve the onboarding experience for internal hires as well. It should not simply be looked at as a move, but as a rehire.

The manager of the internal hire, for example, needs to take the time to get to know the new person, to understand the person’s strengths and weaknesses, his career goals and expectations. The manager should focus on giving the new internal hire plenty of feedback in the first few months.

The manager should also set up opportunities for the new person to get to know the new team he or she will be working with. The manager should introduce the new person, make him or her feel welcome, and connect him with a coworker who can act as a guide as the new person learns new processes and procedures.

In other words, they need to treat the internal hire very much like an external hire if the company wants to get the most from the person, to make sure he maintains his engagement and productivity.

If your company is searching for new people to onboard, Trinity Staffing can help you. We can provide workers who are qualified and reliable. Give Trinity a call today.

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