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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.

Anonymity

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.

How Long Should You Keep Documents?

August 11th, 2016

Your human resources department produces a large number of documents, all related to employees and their relationship to the company. Needless to say, these documents are important to the operation of the company, both legally and financially.

So, it is also important for the company to have some type of policy on document retention. If you do not have such a policy, human resource employees have no guideline for when to destroy documents. As a result, they may keep some documents too long, and destroy others before they should. This could lead to problems if the company becomes involved in litigation. If you hold onto the documents for too long, you may have to produce them, even though you should no longer have them. If you get rid of the documents too soon, you may expose yourself to additional legal problems, namely, destroying evidence.

How long you keep records will depend primarily on the statute of limitations for statutory discrimination claims in your state. The statutes will vary among different states. For this article, Ohio will be used as an example. The statute of limitations for Ohio is six years. You should consult with legal counsel for advice on this.

Here is a list of documents and how long you should retain them based on Ohio law, as recommended by legal officials.

1. Resumes, applications, interview records and notes, and other employment documents – six years from date of termination for employees
2. Background checks, drug test results, company employment verifications, letters of reference – six years from the date of termination
3. Written contracts – eight years after expiration
4. Employee handbooks – six years after expiration
5. Collective bargaining agreements – six years after expiration
6. Compensation and time records – three years after termination
7. Performance appraisal and disciplinary records – six years after termination
8. Benefits records – six years after filing date
9. Workers compensation records – 10 years after the injury or illness or the close of the claim, whichever is later
10. OSHA and other employee safety records – five years after termination
11. Affirmative action plans – two years after the close of the affirmative action plan year

If your company is looking to hire and retain employees, you need to see the people at Trinity Staffing. Trinity is one of the leading staffing firms in the Lone Star state, with the expertise to help your business find the people you need. Give Trinity a call today.

Unconscious Bias in Hiring

August 4th, 2016

If you ask a hiring manager, he or she will tell you that he is being as objective as he can when looking at job candidates because he obviously wants to hire the best person for the job. He may believe that, but he may be biased toward certain people or groups of people without even being consciously aware of it.

These are biases that are so ingrained in our culture that we pretty much adopt them without realizing it.
Here are a few.

1. Bias toward a name.
Often, we make assumptions about people simply based on their name. If we see a name like Emily Walsh, for example, we simply assume white. But if we see a name like Jamal Jackson on a resume, it is difficult not to draw the assumption that the person is black.

And it has consequences – studies have shown that black job candidates have to send out five times the number of resumes as white candidates to get an interview. To avoid this kind of unconscious bias, it might be helpful to cover up the names on resumes before reviewing them.

2. First impressions
This is an unconscious bias just about all of us are guilty of. We form an impression of a person within the first few moments of meeting them, and this colors our perception of them. This happens to hiring managers as well. If a hiring manager instinctively dislikes a person, he may look negatively on the person no matter what his or her qualifications.

There are other problems with relying on first impressions. If first impressions are positive, they can lead the hiring manager to not even consider that the person is wrong for the job, to ask easier questions, to play up the candidate’s strengths and minimize his weaknesses.

On the other hand, if a hiring manager relies on a negative first impression, he might err in the opposite direction – not paying attention to the candidate’s good qualities, asking more difficult questions, and focusing on the candidate’s weaknesses.

3. Culture Fit Bias
This is where the hiring manager is more concerned about whether a candidate will fit in with the culture of the company, and less concerned about the person’s qualifications for the job. Ideally, the hiring manager needs to consider both.

Trinity Staffing has the experience and expertise to avoid bias traps in hiring, so we can send the best people to you. We are one of the leading staffing agencies in the San Antonio area. Give Trinity Staffing a call today.

How to Manage Your Reputation Online

June 30th, 2016

In this age of social media, companies need to be more PR conscious than ever before. Just about anyone now can publish something online. And if a former employee or someone else puts something critical of your company online, you need to know about it and do something about it. If you don’t, your company’s reputation could be affected, and that will affect other things, like hiring.

It’s no secret that job seekers now get most of their information about companies online. If they see things they don’t like, they will cross your company off their list of potential employers. So companies need to push back against online hit jobs. Here are some tips on how to do that.

1. Know what people are saying about you online.
You cannot respond to something if you don’t know it’s there. You need to have some arrangement in place to monitor online traffic to see what people are saying about your company. You need to know what people who are looking for jobs look at online.

The ideal situation would be to establish your website as the place where people go to learn about your company. If you have the resources, you can work with a PR or marketing firm to structure your website so that it is the one search engines rank first.

2. Know how to respond
When you know what is there, you then need to come up with some kind of response to it. You will need to have some kind of response to give to job candidates who ask you about some criticism or issue they saw on a social media site.

3. Have a strategy in place for handling bad publicity
You need to have some kind of ongoing procedure set up to keep tabs on what is happening online. You need to stay current on the news and gossip that is moving online. This could be a job that human resources might handle. Then also you need a procedure set up for responding quickly to what appears online as well.

One of the best ways of handling negative publicity is to prevent it from happening in the first place. You should take steps in your company to minimize the chances of disgruntled employees venting their frustrations online. Employees often go online when they feel they have no other alternative, when they feel there is no way to address the problem inside the company.

So, you need to establish an atmosphere of open communication within the company, where employees feel comfortable expressing their criticism and giving feedback. This will often prevent negative information from appearing on the web.

If your company is looking for people to monitor its online reputation, Trinity Staffing can help your business. We can help you find qualified people for a variety of positions. Give Trinity a call today.

Some Pervasive Efficiency Problems

April 14th, 2016

You want your business running as efficiently as possible. It doesn’t always happen. Some reasons for this may be unique to your particular company, however, there are some very common problems that many different kinds of businesses experience that are a drag on their efficiency. Here are a few of them.

1. A sales department not on the same page
This happens when everyone in sales is kind of doing their own thing. There is no uniformity in the operation as far as how people are selling and pricing the products. Each person is selling the products in their own way and the pricing is being determined much of the time through negotiations with clients.

This a recipe for problems down the road. Without the uniformity, it will be difficult to keep track of all the different agreements worked out with different clients. And it could cut into your profit margin as well. There should be a consistent process used by all sales representatives as far as how they present the product and the pricing framework they use. They should not be able to go off the grid and make their own arrangements.

2. Not keeping track of inventory
When your sales people are making sales, they need to know what the current inventory situation is. It becomes a problem when they promise delivery of a certain amount of product and it cannot be delivered on time because of inventory problems.

You need to have some kind of process in place so that your sales people always know what you have in stock. Some business experts recommend using an order to cash software system, so you get an up-to-date information on inventory, production schedules, and when orders will be filled.

3. A stovepipe organization
This is where each department runs without knowing what other departments are doing. There is little communication among different parts of the organization. This naturally can lead to all sorts of problems.

4. Too many meetings
One survey found that people spend about 40 percent of their work week in meetings. That is a lot of time devoted to talking and planning. In addition, other studies have shown that it takes another 25 minutes for employees to get focused again on their work after a meeting.

Clearly, companies need to cut back on meetings, and make sure meetings are absolutely necessary.

Is your company looking for reliable, qualified people in the San Antonio area? Then you need to call Trinity Staffing, one of the premier staffing agencies in the Lone Star state. We work to match people’s skills and background to the right job, and stay with them to make sure they are successful. Give Trinity a call today.

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