Why You Should Consider Additional Offers

June 21st, 2016

You’re in the process of interviewing for jobs and ready to accepted one, but wait – there are more offers on the table. Don’t immediately reject them – take the time to consider the whole package before making your final decision. Here’s why.

They Might Present Benefits or Perks You Didn’t Originally Anticipate.

Perhaps another offer has perks and benefits, which you didn’t originally anticipate. Even though you may think you know everything about what you want, take some time to consider these offerings. For example, if a company allows you to work from home one day a week, that’s something you would want to take into consideration depending on your commute time and/or what your family responsibilities are. Don’t be so quick to say yes to your “ideal” company that you don’t take the full picture into account.

They Want You to Work for Them.

Don’t underestimate the power of being really wanted by a company. First of all, this shows that they need you, which could be good from a responsibility standpoint. You will likely be given a large amount of responsibility, which can lead to an immense amount of personal fulfillment and sense of accomplished if you can move into a role that is a good fit for you. Plus, when the company wants you to work for them that badly, you will likely fit into their company culture and be surrounded by other individuals who have the same level of motivation and career goals as you.

You Have Bargaining Power.

When you are extended a more than one, that means you have bargaining power. If you like some of one offer’s terms but are still leaning more toward your initial gut feeling, you can always counter the priority offer. The worst that they can say is no, but likely, you will end up somewhere in the middle. This tactic can be used for anything that’s up for negotiation, including (but not limited to): salary, working from home, benefits, and job responsibilities.

Do you enjoy the thought of great offers? Contact Olympic Staffing. We will be able to place you in a series of interviews that are well-suited to your interests and skill sets to ensure that there is interest for both parties involved.

 

How to Stand Out at Job Fairs as an Employer

March 29th, 2016

Job fairs can be a great way to recruit outstanding employees. You’re able to meet with multiple people at once and expedite the candidate vetting process. However, you will probably be joining multiple employers, so you’re going to need to stand out to have your first pick of candidates. Here’s how you can stand out at job fairs as an employer:

Have a Friendly Representative.

First impressions matter, so make sure you have a friendly representative greeting prospective candidates. A smile and a firm handshake go a long way, and your candidates will certainly remember that at the end of the day.

Give Take-Home Goodies.

With all the excitement surrounding a job fair, it’s common that the companies start to blend after a while. You can avoid this by giving your employee take-home goodies such as flyers or small gadgets so they can remember your company.

Ask the Candidate About Themselves.

A lot of the recruiters will be focusing on their companies as opposed to focusing on the candidates. You can stand out by asking the candidate about themselves as opposed to telling them about your company. If they’re a good fit, there’s always time to tell them more about the company later, but you will have left a positive impression on them.

Follow Up.

Many recruiters fail to follow up with prospective employees after a job fair because they either forget or get too busy with their everyday duties. Always follow up with potential recruits, or else the time you spent trying to “woo” them was essentially wasted. It’s always a good idea to follow up the day after a job fair so that you’re fresh in their minds.

If you’ve identified that you are in need of new staff or employees, contact Olympic Staffing. We can help you determine if attending job fair as a prospective employer – and which one – is a good recruiting tactic for your specific needs. Meanwhile, we can help you with the staffing process on our end so you are matched up with employees who can help get the job done.

 


 

Ways You Can Customize Each Cover Letter

March 22nd, 2016

If you’re currently applying for jobs, there’s a good chance that some of the companies will require a cover letter. Though it might be tempting to write a boilerplate cover letter for all jobs to save time, you should take the time to customize each letter. Doing so will tell the employer that you are that much more serious about working for their company. Here are the ways you can customize each cover letter:

Talk About Employees Whom You Admire.

If you know and admire one of the company employees, reference them in your cover letter. Not only does this let them know your cover letter is specific to their company, but it also will often give you a one-up over other applicants.

Talk About Some of the Company’s Past Successes.

Another great way to customize your cover letter is to talk about some of the company’s past successes. This will let the hiring manager know what kinds of accomplishments are impressive to you and will be able to gauge the kind of work ethic and quality s/he can expect. It will also show that you cared enough to do the research on this specific company.

Imagine How You Would Fit into the Company.

Of course, take a few sentences or a paragraph to talk about how you specifically would fit into the company. Make sure to approach this with the angle of how you would help the company, and not the other way around. If the hiring manager can see the inherent value in your application, it’ll make it that much easier to call you in for an interview.

If you customize your cover letter, you will find a noticeable difference in the number of call-backs and interview requests you receive.  Contacting Olympic Staffing. We will be able to provide you with a few application options to help hasten your job search.

Reducing Interview Performance Anxiety

March 15th, 2016

Interviewing for a new job can be nerve-wracking, especially if it’s a job that would represent a pivotal point in your career. There are a few steps you can take in the moments leading up to your interview to calm yourself down. Here’s how you can reduce interview performance anxiety:

Take a Deep Breath.

Don’t underestimate the power of breathing. That sounds silly to say, but often people forget to breathe under moments of deep stress or pressure. If you take a deep breath before entering the interview room, you will be able to slow down your heart rate and think with a clear head.

Visualize Yourself in the Position.

If you’re nervous about not appearing confident, try visualizing yourself in the position for which you’re interviewing. This will give you the ability to be able to talk about the role as if you know you already received the job, which will give you an added sense of confidence. It will also help shape the way in which you interact with your interviewer and will be able to provide insight into how you work with the rest of the team.

Remember to Smile.

Smiling has both physical and psychological benefits. Even if you don’t feel happy, smiling can be helpful for two reasons. One, it’ll tell your interviewer that you’re excited about the position; two, it’ll convince you that you’re excited about the position. You may find that you eventually start smiling for real when your confidence is built back up to your original levels.

If you keep the above tips in mind, you will have no problem acing your job interview. If you are looking for a new job for which to interview, contact Olympic Staffing. We have a variety of job options at any given time for which we can make a personalized recommendation.

 


 

Increasing Traffic to Your Company’s Blog

March 8th, 2016

As a business owner, having a solid web presence is important. Not only will it help you to obtain new business, but it will establish that you are a resource and thought leader in your field, which will help establish trust. One of the easiest ways in which to do this is by having and running a successful company blog. Here’s how you can increase traffic to your company blog:

Use SEO Keywords.

SEO keywords are one of the easiest ways to get your blog content to start rising on the Internet. If you don’t know what that means, SEO stands for search engine optimized. This basically means that articles should be written with the intent of having them rank in the search engine. You can easily do this if you look up the applicable SEO keywords in the area for which you want to rank, and cater your article around that.

Use Backlinks.

Backlinks are another great way to get your blog content all over the Internet. Search engines are very generous with web pages that link out to other web pages because their algorithm views them as more of a resource. Take the time to link to 2-3 valuable resources for each article or blog post, and you’ll soon see the results in your blog traffic.

Post on Social Media with Hashtags. 

Hashtags are one of the best ways to get your content seen and trending in a specific category. Any time you write a blog post, it should be posted on the main social media channels (Facebook, Twitter, and Instagram) with applicable hashtags so you can reach a specific audience.

Once you have implemented the above strategies, you will see a noticeable difference in the traffic to your company’s blog. If you are in need of hiring someone who can effectively manage your blog and handle the content posting, contact Olympic Staffing. We will help you find a candidate who possesses both the skill and expertise that you need to take your company blog to the next level.

 

How to Find Exceptional IT Candidates

March 1st, 2016

If you run a successful business, you know the importance of having an exceptional IT team. Having great employees who work IT will increase your company’s productivity and will reduce the chance that you’ll ever be taken out of a work day due to technological difficulties. Here’s how you can find exceptional IT candidates:

Use LinkedIn to check people’s skills.

LinkedIn is a great resource if you’re searching for exceptional candidates. It allows you to sort quickly through a candidate’s experience and projects, see recommendations, and look at their education. You can also reach out to and contact candidates directly on LinkedIn so they can see that you’re a legitimate company with hiring needs.

Ask present employees, friends, and family for personal recommendations.

Referrals and personal recommendations can be a great way to find reliable employees. When a candidate can be vetted for by someone you trust, it adds that extra layer of protection and security before you invest your valuable time and resources into them.

Employ a practical IT test to assess skills.

When you’re hiring an IT professional, you need to see how they work under pressure and see that they can solve your company’s unique IT needs. The easiest way in which you can do this is to employ a practical IT test in which you can assess their skills. This can and should be done during the interview so that the candidate can be monitored.

 Partner with a staffing company

 Staffing companies typically have an extensive resource of candidates. They are skilled at screening and evaluating which ones will be the best choice for your company. They can connect you with candidates you would have never known about – after all, finding best-fit client-candidate matches is their specialty.

If you are in need of help for finding an exceptional IT candidate, contact Olympic Staffing. We have the necessary experience to be able to find someone who meets all of your company’s IT needs but also fits well into your company culture.

 


 

Does Your Management Inspire Commitment or Compliance?

February 23rd, 2016

When managers create a supportive environment, it can motivate workers to take initiative and be engaged or committed to their work. On the other hand, managers who don’t connect may get compliance, but very little commitment. Why not grade your management by asking these questions about your employees?

Do your employees

  • Fail to understand the reason behind policies?
  • Only fulfil the minimum requirement – nothing extra?
  • Have an attitude of obligation rather than willingness?
  • Disconnect during meetings?
  • Require reminders of even the usual tasks?
  • Need to be told what to do?
  • Rarely seek additional assignments?
  • Fail to interact more than the basics with customers?

If there are multiple yes answer to these questions, it might be time to evaluate your management style.

On the other hand,

Do your employees

  • Show enthusiasm for their work?
  • Demonstrate initiative when tasks are on schedule?
  • Anticipate problems and think of creative solutions.
  • Ask questions when they don’t understand?
  • Approach new challenges with a positive, confident attitude?
  • Understand the reason behind the methods, policies, etc.?
  • Seek upward growth and new experiences?
  • Go beyond what is required?
  • Connect at group meetings?
  • Lend a helping hand when coworkers need one?
  • Initiate connection with customers and leave a positive impression?

If you answered yes to most of these questions, you are on the right track and Olympic Staffing offers a round of applause. We know your management will inspire committed rather than compliant employees, and you will soon be needing more workers to meet company growth. Give us a call today. We will match you with employees who thrive under great management. .

 

 

 

Why You Should Get Rid of the “Biggest Weakness” Question

February 16th, 2016

If you’re interviewing people for jobs, the chances are that you’re going to want to ask the dreaded biggest weakness question. However, you should avoid asking this for a multitude of reasons. If you do so, you will find that your candidate pool will increase significantly. Here’s why.

It Makes People Uncomfortable

People are uncomfortable with this question because it makes them think about their weaknesses. While this is a valid thing to know, asking it during a job interview can often be seen as being inappropriate. Your candidates may act and look uncomfortable if they can sense that the question is coming.

It Provides Canned Responses

Because this question is used so much in interviews, people have had a long time to come up with a canned response. This doesn’t showcase the individual as much as it showcases their ability to research and plan for set situations. Though planning can be a good trait, it might not be the one you’re looking for necessarily by asking this question.

It Doesn’t Give You a Sense of the Candidate Under Pressure

Everyone expects this question, so they aren’t really under pressure if you asked it. If you want to see how the candidate acts under pressure, try asking them about a hypothetical situation or rewording the question, so that it’s slightly different. Even the slight variation would be enough to get them out of their canned response mode.

It Makes You Seem Unoriginal

If you ask this question, your job candidate may be questioning how much effort you are putting into the interview process. Asking about a candidate’s biggest weakness makes you seem unoriginal and like you don’t care about their answer. Once again, try asking another question if this is a part of the interview you would like to explore.

If you need help fielding candidates for interviews, contact Olympic Staffing. We are trained to do pre-screenings for you so that you only have to worry about spending your time with pre-qualified candidates. It’s our job to help you make the best hiring decision for your company.

 

When Should I Take Vacation?

January 26th, 2016

As an employee, vacation is crucial. It’s the time when you can finally press the reset button and undo all the stress that has been accruing since your last vacation. It can be hard, however, to justify taking a vacation when you’re busy. Here’s how you should determine when to take a vacation:

Take Holidays into Account.

Depending on your personal preferences, you may or may not want to line up your vacation to be in conjunction with built-in holidays such as Christmas or Memorial Day. Some people need a holiday that’s separate from these days as they have family traditions or set plans every year. Some may like to vacation during this time to escape the madness of the holidays.

Assess Your Workload.

Only you can be the judge of when the best time is to take a vacation according to your workload. If you have worked for your company for a while or are in a highly specialized field, it can be easy to tell when your workload will be a little higher than other times. If you operate at a baseline business, however, you may just need to pick a time frame at random.

Confer with Your Colleagues.

It’s always a good idea to talk with your colleagues before you schedule a vacation to make sure they don’t also have a vacation planned during that same time frame. Even if you and your colleagues want to go around the same general time, you can likely stagger your schedules, so you don’t all leave the office empty-handed at once.

Discuss with Your Boss.

If you are in the position to do so, you should discuss the timing of your upcoming vacation with your boss. This will put you in a position of power for negotiating, and your boss will appreciate the fact that you talked to him or her. S/he may be able to provide insight into internal calendar milestones of which you might not have been made previously aware.

If you are in a workplace that doesn’t allow for you to take many vacations, contact Olympic Staffing. We will be able to match you up with a company that is more flexible surrounding your vacation plans and understands your need to go on vacation.

 

Using Technology for Enhanced Employee Communication

January 12th, 2016

There are many technological-based tools available to the modern worker in 2015. While it can be easy to get lost in the clutter of the digital landscape, there is a handful of technological resources that every employee should use to improve workflow. In particular, here are four digital resources that can be used to improve employee communication:

Slack.

Slack is a desktop-based app that serves as a glorified instant messenger service. You can message your colleagues, but you can also talk about specific subjects by assigning hashtags in your company’s Slack channel. You can share files and links in the message; you also build up a chat history so you can always go back to see when someone said something.

Trello.

Trello is a notecard-based project management system. You can visually organize your company’s thoughts and priorities in a notecard flow so tasks can be prioritized and completed. You can chat with people on the notecards, assign specific tasks, and comment on whether or not the deliverables are being handled on time. You can assign multiple boards and cards to people, so they know their responsibilities.

Asana.

Asana is a great way to communicate with co-workers in the office because you can have separate side conversations based off of specific projects. You can set the notification settings, so you are notified whenever someone makes a change to a project. If you have questions about that change, you can always reach out to them on Asana to clarify.

Skype.

Skype is a wonderful communication tool for those who are abroad. You can video chat and instant message for free. You can even opt to install the Skype app on your smart phone, so you receive communication wherever you are in the world, even if you’re mobile.

You will find that your life is a lot easier with these digital resources.  Many companies appreciate employees who are savvy with these and other technological options. Interested? Contact Olympic Staffing. We have a list of technological-minded companies in your area that may be a good fit for your professional needs and goals.