Find a Career Mentor

May 2nd, 2017

Whether you’re just starting off in your career or are further down the road, everyone can benefit from a career mentor. A career mentor is someone who can give you guidance, advice, and teach you valuable skills that are directly related to your career of choice. If you’re looking for a career mentor, here’s how you can find one:

Attend Networking Events

Attending networking events in your given field is one of the best ways to find a career mentor. First of all, you’ll be associating with people who are on the same career path as you but who are in different steps of the journey. Try to make an effort to speak to those who have more experience so you can determine whether or not that person would make a good mentor.

Ask a Former Boss

If you have a boss for whom you particularly enjoyed working, consider asking him or her to be your career mentor. The chances are that your boss remembers being in your shoes several years back and would be happy to pass on tips and tricks to help you in your career endeavors. Plus, you already know that the two of you work well together.

Get Recommendations from Family and Friends

If you want a career mentor but don’t know where else to turn, you can always get recommendations from family and friends. There is a good possibility that at least one person you know will have a friend or family member in your chosen profession who would be open to mentoring you. All you would have to do is ask for an introductory call or e-mail to solidify the working relationship.

If you have a career mentor and s/he has hinted that you should find a new job, contact Olympic Staffing. We excel in meeting candidates who are currently transitioning from one role to another or even one field to another. We would love to help you figure out your niche and assist you in obtaining the best position possible in your field.

Be A Team Player!

April 25th, 2017

Every employer wants team players onboard. You know – those individuals who place team goals and accountability higher than their personal agenda. Whether you work alone or in a group; frontline or behind the scenes; cultivating a personal team-player attitude is essential to your career growth and success. Here are ten of the top skills/attitudes/traits that define a true team player.

  1. Communicator: Consistently sharing essential information with each player – and doing it clearly and concisely. When everyone knows what they need to know, everything runs smoother
  2. Active Listener: The second half of communication. Teamwork depends on players who listen, taking the time to understand and consider various points of view – without debating every point.
  3. Avoids Negativity: Stops gossip before it gets a foothold and focuses on the positive angle. If there is an issue – they deal with it face-to-face with tact and honesty.
  4. Trust Builder: Consistently reliable, assessable, and adaptable – a player the team can depend on when things go right and when they go wrong.
  5. Appreciates Diversity: Recognizing that different ideas, methods, cultures, etc. blend to make a better, more complete big picture.
  6. Willing Worker: Accepts assignments and follows through until the end – even when they “drew the short straw.”
  7. Passionate Participator: A self-motivated player with a “can-do” attitude who makes it happen.
  8. Flexible: A player who calmly adapts to changes – even the unexpected.
  9. Deadline Respecter: The guy/gal who finished their responsibilities on time – or early, recognizing that each person’s work affects the rest of the team.
  10. Gives/Receives Praise: Takes the time to recognize and appreciate the accomplishments of others as well as receiving accolades with grace.

Feeling overwhelmed? Relax – you probably already shine on a few of these points. Pick out your weak areas and work on one or two at a time, adding more as you grow. Before long you will gain the reputation of a great team player – just the candidate that our clients are seeking.  Contact Olympic Staffing today – we’ll match your team playing skills with a job where you can thrive.

 

 

 

 

 Make Your Company Meetings More Productive

April 18th, 2017

Company meetings are meant to be productive, but often become frustrating and possibly damaging to your employee culture. As management personnel, it’s your job to make sure company meetings are as productive as possible. Consider the following tips.

 Set an Agenda.

 The first and easiest way to have your company meetings be more productive, is to set an agenda – and send it to those attending.  This also allows your employees to know what to expect. It will also help you stay on topic and fulfill the purpose of the meeting.

 Have Them at the Same Time Every Week.

 If you have regular meetings, holding them at the same time/place every week/month, etc., will increase productiveness.  There are several reasons for this. First, your employees will know to expect this, and therefore, be prepared with questions and feedback in preparation for this meeting. Second, your employees won’t be caught “off-guard,” so they will be more receptive to items discussed in the meeting.

Allow Your Employees to Submit Feedback.

 The last and best way to have your company meetings to be more productive is by allowing employees to submit feedback. A meeting isn’t effective if you’re just talking at your employees the whole time; you should be talking with them.  Allow your employees to submit feedback before the meeting, so you can address their concerns, and seek more feedback during the meeting.

If you’re looking to hire employees who can contribute to or lead meaningful company meetings, contact Olympic Staffing. We can help you find employees who are invested enough in your company that they care about the process and outcome of the company meetings.

How to Deal with a Performance Review

April 11th, 2017

Some jobs issue performance reviews on a regular basis as a way of keeping track and informing their employees how they’re doing in their roles. Anytime you receive a performance review, whether it’s good or bad, you should always take the time to reflect on the information that you’re being given. Here’s how to deal with a performance review:

Pause Before Responding

Before you react positively or negatively, pause and let yourself simmer down (or celebrate) in response to your performance review. This will help you take your performance review in perspective and view it objectively so that you can listen to what your employer is saying.

Look for Constructive Feedback.

Now, take another look at your performance review. However, this time, you need to check for constructive feedback. Constructive feedback can come in the form of suggestions, comments, or notes. It’s important not to get defensive and realize that feedback is usually constructive and voiced with the intent of helping you get better.

Give Yourself Actionable Steps.

Once you’ve taken the feedback into account, you need to give yourself actionable steps to remedy or fix that specific feedback. This can be done mentally or through a list, but we recommend writing these steps down so that you’re more accountable for them and don’t forget the actionable steps.

Be Proud of Yourself!

Most importantly, be proud of yourself after a performance review! No matter the outcome, receiving a performance review means that you have held a job for an extended amount of time and are likely learning the necessary skills and requirements to excel in that particular job. If you received commendations in your performance review for a specific task that you’ve completed, take pride in and build on those traits/skills.

Ready to move on? Contact Olympic Staffing. We can help you take the feedback you received in performance reviews and apply it to helping you find the best job possible for you.

How to Ask for a Reference

April 4th, 2017

If you’re looking for a job, you should have one to three references ready in case your future employer asks for them. If you don’t currently have any references, don’t fret – they’re easy to obtain if you know the right steps. Here’s how to ask for a reference:

Determine Your Past Professional Relationships.

When you ask people for a reference, you need to make sure the people you’re asking are professional references as opposed to personal references. It doesn’t look good if you only list personal references, as your new employer might assume that you have burned bridges with all your past employers. When you’re looking for who to pick, think a manager or superior who was directly impressed by your work.

Put Together as Much Information as Possible.

When you ask a professional connection to be your reference, you need to provide them with as much information as possible, so they’re not caught off guard when your potential employer calls them on the phone. It could be a good gesture to compile information in an e-mail or on paper in regards to what the job is, which of your accomplishments should be highlighted, and what else you want them to address.

Just Ask!

Don’t get hung up on asking other people for a reference because you “don’t want to inconvenience them.” Yes, respect and appreciate their time, but remember that everyone has had to or will have to ask someone else for a reference at some point.  Just do it so you can advance your career as soon as possible.

If you’re happy with your references and are looking for a job, contact Olympic Staffing. We will be able to help you find a job that is a good fit for your current career goals while still taking your past experiences, education, and other factors into account.

Online Reviews – the Negative (Part II)

March 28th, 2017

Last week we discussed the power of positive online reviews and how to generate them. But, there is always the other side of the coin – negative reviews. It happens to every business sometime. In today’s blog we’ll share helpful tips for deflating even the nastiest comment.

One of the best ways to combat negative reviews is to have a good defense…without getting all defensive.

  1. Don’t take it personally. Stay calm, professional, and polite. Reviewers will respect you for that, even if they still disagree.
  2. Designate a person high up in the company to manage reviews. Reviewers want to know that an executive cares about them.
  3. Respond quickly to every Inc.com says, “Businesses that respond to reviews have an 86% higher rating compared to those that ignore them.”
  4. Listen to the reviewer, and examine the problem. If the problem doesn’t exist, provide evidence, and ask the reviewer to remove their review. If the problem is real, thank the reviewer for their feedback and let them know what steps you’re taking to correct the issue.
  5. If this could become a long conversation, ask to move it off the public site. Request that the reviewer email or call you, so you can solve the problem together and in private.

When you show how much you care for reviewers and give personal responses, unhappy reviewers may amend their review after talking with you. Potential talent, as well as your current employees and your customers, are watching to see how you treat people and how you solve problems. Look at negative reviews as an opportunity to demonstrate your professionalism and caring toward other people.

Building a team of caring staff who appreciate the value of great customer service is a positive step toward combatting negative reviews. That’s where Olympic Staffing steps in. Contact us today. We’ll connect you with staff who bring out the best in your company.

The Case for Hiring Millennials

June 14th, 2016

Today’s workforce is Millennial. This incredible generation is an asset for every business and here’s why.

Millennials are Tech Savvy.

Millennials are great to have in a company because they’re extremely tech savvy. They are social media masterminds with a complete grasp not only on creating original content but also on being able to share it across different platforms in different mediums to reach the optimal audience. Millennials have grown up using social media and successfully translate their skills into business growth.

Millennials Know the Importance of Building a Brand.

Branding is extremely important. No matter what type of company you own or manage, you do have a brand, and your customers are counting on you to be consistent with it, so they know what they’re getting from you at all times. Many Millennials believe strongly in a company because they identify with the brand and subsequent lifestyle they’re building as opposed to the actual product or service. By bringing Millennials into your company, they will help you figure out your company’s proper branding and put it into use so that you can build up the trust of your customers first and sell your product or service second.

Millennials Aren’t Afraid to Follow Their Passions.

Millennials are passionate about life and making a difference and unafraid to follow those passions. While some employers see this as a negative trait and assume that this will cause their new millennial employees to be less dedicated to work, this is not accurate. If they can see the difference their work is making in both the company’s big picture and society in general, Millennials give their heart and loyalty freely.

Infuse your company with millennial talent. Contact Olympic Staffing. We will be able to help you reach Millennials and target them as potential members of your workforce.


 

How to Close a Recruitment Call

June 7th, 2016

When you initiated the recruiting of a highly desirable candidate, the stakes are higher than when they contacted your company. You need to act fast, lest they accept another job offer before listening to your offer. If you want to increase your chances of making the hire, here’s how to close a recruitment call.

Repeat The Positive Aspects of the Job

As soon as you have the recruit on the phone, make it a point to repeat the positive aspects of the job. If there are parts of the job duties that the recruit initially positively reacted to in the first phone call, bring those up as part of this step. This will reinforce to the recruit that they want to work at this particular job, and it will set the stage for delivering your verbal offer, while serving as a reminder why they should work at that company.

Give a Choice Alternate.

One common sales tactic is to give recruits a choice, so they don’t feel coerced into anything, but really, the two choices you are giving them are both your ideal outcomes. You do want to stack the outcome you favor slightly more first, so it seems like they have more of a choice. This will put them in the headspace of only being able to pick from those two choices instead of turning down the job overall. For example, you could ask a recruit: “Do you want to start next week or the first of the month?” instead of “When do you want to start?”

Increase the Urgency.

Close out the call with a sense of urgency, but not panic. Maintain integrity, of course, but subtle statements that let them know that there are other recruits waiting for one particular spot. By letting them come to these conclusions on their own about the timing, you are encouraging them to make the choice sooner rather than miss the opportunity.

Need help in finding those hot candidates and closing successful recruitment calls? Contact Olympic Staffing. We can do all of the recruitment pre-work and post-work for you in your efforts to build up the team of your dreams.

How to Hire a Reputable Staffing Firm

May 31st, 2016

When you need to hire employees, hiring a staffing firm to do the work for you is a wise option. Choosing, the right staffing firm, however, can be a challenge. Where should you start? There are hundreds of staffing agencies out there, and of course, you want to make the best decision for your company to ensure quality hires. Here’s how to hire a reputable staffing firm.

Do Your Research

With the Internet, it’s pretty easy to find out anything you need to know in a matter of seconds. Not only can you use the Internet to find out about staffing firms in your area, but you can also find out what their reputation is. Read online review sites to see if people have had a positive or negative experience. You can also get some insight into how they conduct business and what industries and types of hire are their specialties.

Call Up Previous Clients

It’s very important to talk to previous clients of the staffing agency you are trying to hire. It’s one thing to sound and look impressive on paper and in person, but you need to verify that they deliver on their “promises.” The best way to do this is to have client testimonials, case studies, or even in-person meetings with the staffing companies present and past clients to discuss their overall experience with that particular staffing agency from start to finish.

Ask to Be Treated Like a Client for a Week.

If a staffing firm wants to work with you, they will go the distance to prove that they want your business. One way to ensure that a staffing firm is reputable is to request being a client for one week. Essentially, this means that you would get a test run of what it would be like to work together. During this time, you could see their process and be able to assess whether or not it’s one that is a good fit for you and your business.

Taking these steps will provide a pretty good idea of whether or not the staffing agency is a reputable one you can trust. If you need somewhere to start, hire Olympic Staffing. We are a reputable staffing firm who has had experience with clients across various industries and has been able to place high-quality hires in each respective field.

Training Temp Employees Helps Prevent Accidents

May 24th, 2016

Hiring temporary employees brings many plusses to the table, but sometimes it also brings the challenge of specific experience. Taking the time to correctly training your temp employees will ensure a smooth and safe transition. Here are some ways you can facilitate this training:

Cover company policies

 Safety policies are in place for a reason –  they help prevent accidents. Explain the company’s safety guidelines, time regulations, and skill set requirements. Clearly state rules, and then actively enforce compliance. When temp employees adhere to the policies, it lessens the accident risk for everyone.

Place priority on “training the team”

When you treat your temp employees as a vital part of the team and train them accordingly, they are more likely to display care, precision, and accuracy in their work.  Training temps and then giving them sufficient responsibilities is a great way to ensure they feel like part of the team.

Show and tell

Before your temp employees start working, conduct a walk-through of the work environment. During the “tour,” point out examples of safety hazards. This enables new temp employees to have a visual of what to look out for and be aware of as they perform their daily responsibilities.

You can reduce accidents in the workplace with proper training. Of course, it can be trickier to enforce the same safety policies with temp employees, but you can meet the challenge through education and risk avoidance. Contact Olympic Staffing today – we provide high-quality temp employees who are ready to adhere to safety standards.