Making the Most of Thanksgiving Break

November 24th, 2015

As astounding as it is, Thanksgiving is here again – that special time of year when we pause and say thanks. Here at Olympic Staffing Services, we are thankful for all of you – for every client we serve and every candidate we place. We wish you all the best at Thanksgiving.

May you enjoy your friends and families, eat, sleep, watch football, and do anything else that recharges your personal battery.

And if you choose to carve out some time to plan and prep for a grand finale to 2015, here’s some tips from us to you. 

Regroup.

The holidays can be a stressful time, especially as you try to get work done before the end of the year. Use your Thanksgiving Break to regroup. This could mean mentally, physically, or socially. Take advantage of the few extra days and use it for you time or time to rest and grow. You will need it as you return back to work.

Plan for the Holidays.

The holidays will likely be a source of stress for you as you try to finish projects and tie up loose ends. Set aside some time during your Thanksgiving Break to assess what you need to do upon your return to work. This could be as simple as writing a few to-do lists or as involved as taking a few hours to actually do some of the work. Either way, this will help you to not be so overwhelmed upon your return.

Make Goals for the New Year.

When the holidays roll around, you will be busy with work and personal commitments. Take a few minutes during your Thanksgiving break to make goals for the New Year. By doing this, you will be helping yourself stay grounded during the holidays and into the next year. If you want, you can share those goals with friends and family as a way to help keep yourself accountable.

PS: Whatever you do, it always goes better with a serving of Irish Soda Bread – at least to some of the Olympic Staff! Try it – and share your story on our Facebook page.

Olympic Staffing is here to serve you – through the holidays and all year long. We make an art of matching clients and candidates. Contact us today.

 

 

When Should I Send a Follow-Up E-Mail?

November 17th, 2015

If you’ve interviewed for a position or job you really want, you’re most likely going to send a follow-up e-mail. But, when’s the best time to do that? Depending on the circumstances of the interview and your role, that answer is going to be different for every person. Here are our pointers about when you should send a follow-up e-mail:

How Did You Leave the Interview?

Sometimes, interviewers will tell interviewees that they’ll be in touch within a few days. If this is the case, you should wait until that length of time passes before you send your follow-up e-mail so the interviewer doesn’t get annoyed by you. If that length of time has passed and you still haven’t heard anything, wait 1-2 more days and follow up with them at that point. If the interviewer didn’t mention anything about following up, you should determine first if the position is time-sensitive.

Is the Position Time-Sensitive?

If the position is time-sensitive, you should send your follow-up e-mail with enough time for them to make a decision and train you on the new position. This will vary from instance to instance, but you will need to use your common sense. If a position starts on Monday and you still haven’t heard back from the employer by Thursday, of course it’s fine to send them an e-mail asking if you would be starting on Monday.

Has it Been More Than a Week?

If it has been more than a week and you still haven’t heard anything from your interviewer, you should probably follow up with them. People get busy, and a week is a good amount of time that isn’t obnoxious but also shows you’re still interested in the job. No matter how you do it, you want to make sure that you are persistent, but not annoying about it. Having too much or not enough persistence could easily cost you the job, so use your common sense and balance it out however you see fit.

By sending a follow-up e-mail, you are once again asserting how interested you are in that particular position. If you are in need of positions to interview for, contact Olympic Staffing. We will be able to suggest job openings for you that would be a good fit for your unique skillsets and qualification level.

How to Hold a Successful Interview Session

November 10th, 2015

When you’re interviewing potential applicants, there’s a lot you need to take into consideration. You need to consider whether or not they’re interested in the position, whether or not you’re interested in them, and whether or not they’re a good fit for the position. It can be easy to get overwhelmed, but as long as you focus on a couple of basic tips, your interview session will be successful. Here’s how to hold a successful interview session:

Chat about the Necessities First.

Before you can forget or get too caught up in conversation, ask your applicant the necessities that are extremely relevant to the job. These necessities could be anything from asking about the applicant’s educational background to their technical skillset in a particular field. By getting these out of the way first, you are ensuring that you give everyone an equal playing field so you can go back and compare these answers, no matter how far along the interview goes with each respective candidate.

Assess the Recruit’s Personality.

The reason why you wanted to meet your applicant is so you could figure out whether or not s/he would make a good member for your team. If you want your interview to be successful, you should be assessing the applicant’s personality from the minute they walk in the door to the minute they walk out. Take factors such as body language and tonality into account as you assess whether or not they would be a good fit. Remember, words can only say so much. If the feeling isn’t right about that applicant, then you should probably just pass on them and move on to the next person.

Take Notes After the Session

When you’re doing interview after interview, it’s so easy to have people and answers blend together. Immediately after the interviewee leaves the room, make it a point to take down notes about what you liked or didn’t like about them. You will have a more accurate assessment to look at after the interviews have finished, which will lead to you making the best hire possible for your company. If you can schedule your interviews more than ten minutes apart, that would be a good idea so you can give yourself as much time as possible to write notes.

If you are in need of qualified applicants to interview, contact Olympic Staffing. We will be able to provide you with a number of different people who meet your qualifications and would fit in well with your company. It’s important that you pre-screen the people prior to the interview, so you can focus on leading a successful session to get the information you need.

 


 

How to Appeal to and Recruit Creative Individuals

November 3rd, 2015

Creative people often don’t operate in the same way that technical or pragmatical people do. Often, they’re on their own schedule in terms of when creativity strikes and when they’re able to effectively implement their creative concepts. No matter what job description or title you’re recruiting, you will need to do things a little differently if you’re trying to attract a creative person. Here’s how to appeal to and recruit creative individuals:

Promote Independence.

This is one of the biggest attractors for a creative individual. When someone is trying to come up with a really creative idea, they need to be able to do it on their own terms and timeline. Whether this independence comes in the form of schedule flexibility or individual responsibility, it needs to be stressed in the first interview so the creative recruit doesn’t feel stifled or that they’ll be micro-managed in any way.

Ask Their Input.

When you’re meeting with the creative recruit for the first time, make sure to ask their input on a creative manner. This will help you see their train of thought and how they process things; this will also help them realize that they do have an input and that it will be highly valued in the company. You will also get their wheels turning on the types of creative requests you will ask of them in the future.

Assess Their Needs.

When you’re meeting with the creative recruit, don’t forget to ask about their needs. Creative individuals often have a specific set of needs to ensure their optimal creativity, so you will want to adhere to those needs as much as possible. This will show the recruit that you’re focused on their happiness and success within the company as you figure out your working relationship.

If your company is in need of a creative individual, contact Olympic Staffing. We will be able to find you a highly creative person who is skilled and trained in the fields you need in order to further your company. You will find that your company will run a lot smoother and will be much more innovative if you have a creative individual as part of your team.