Win the Job Search  

February 13th, 2018

It might be a talent-driven market, but the job search road can still be full of bumps and potholes. If you want to smooth out the ride and win the race (there are other seekers who want that same job), then you have to prepare, work hard, and never give up. Here are some Olympic tips for you – after all, we’re on your team.

Build a support network: You need people – to offer help, connections, and accountability. Attend events. Connect with old friends, while building new connections. Don’t forget, genuine networking is as much about helping and giving as it is about receiving.

Conduct a self-evaluation: Make a list of your strengths and identify your skillsets. Find ways to hone them. Take a class, volunteer, attend a seminar. There are multiple ways to build your value.

Clean up your digital image: It’s easy to post a pic in the moment of enthusiasm with your friends or spout off a hot response to a situation or comment from the security of your home, but unfiltered postings can come back to haunt you. Pay attention. Pause and ponder before posting.

Tackle your LinkedIn profile: Update. Update. Update. Have you won any awards, completed any classes, scored any special achievements? Include them in your profile. Pay attention to keywords and phrases that pertain to your industry and include them in your headline, summary, and experience sections – in appropriate ways, of course.

Refresh your resume: Keeping your resume updated and ready to go gives you one up on the candidate who is scrambling to add all their latest achievements, correct their contact info, etc. Of course, being ready to go means having your resume ready to customize to a specific position – a must-do if you want to get the best position for you.

Sign up for automatic job alerts: You can do this on LinkedIn, as well as various job boards.  Choose selected job titles and keywords to narrow your alerts to pertinent openings.

Prepare for Interviews: Research. Rehearse answers to typical questions. Arrive on time. Dress appropriately. Be courteous and respectful – to everyone. Have a few questions ready for the interviewer. End with a verbal thank-you and follow-up with a written one.

Partner with Olympic Staffing: Together, we’ll create a strategy that leverages your career goals, education, and work experience.  We work with a variety of companies and industries to maximize your exposure and opportunities.  Helping you achieve your career goals is Olympic’s priority. Contact us today.

Research the companies who have openings. Read the reviews, news articles, history, etc.  Get a glimpse of their culture. It will be easier to prepare for an interview.

 

 

 

Managers and Employee Engagement – Part II

February 6th, 2018

Last week we posted part I of our discussion on “Managers and Employee Engagement. We talked about saying no to favoritism, trusting your employees, and being consistent. These are all critical aspects for managers to utilize if they want to create healthy employee engagement, but they aren’t the whole picture. . . So, let’s continue.

Keep an Open-Door Policy

Engagement involves interaction from two directions. Keeping yourself available to your employees is a crucial pillar to vibrant employee engagement.

  • Be warm, friendly, and respectful – to everyone.
  • Unless your workforce is too large, get to know your employees by name. If it is too large, at least know your department heads, team leaders, etc. by name.
  • Smile – a lot. Don’t just walk pass employees – stop when you can for a brief word.
  • Encourage feedback – listen to it – apply it when appropriate.
  • Express appreciation – verbally, in written form, and in tangible
  • Encourage company fun – such as once-month-doughnut breaks, pizza lunches, company picnics, friendly competitions between departments – the list is endless.

Offer Training and Opportunity

Don’t inadvertently send your employees away by failing to give them a reason to stay. Most people want to grow in their career, to increase their skills and responsibilities.

  • Offer in-house training opportunities. When possible personalize it to their current abilities, work personalities, and career
  • Give them access to online training, webinars, etc.
  • Provide incentive – and financial support toward earning certifications that will enhance their skills.
  • Promote from within first, whenever possible.

Building strong employee engagement among your staff is hard work and takes intentional action, but the ROI is high. Engaged employees tend to stay employees. And that’s a big plus. The cost of turnover is high – reducing it makes a notable difference in the bottom line.

Olympic Staffing understands the importance of strong employee engagement. We know it begins with great hires. As your strategic partner, we do more than fill positions. We work to identify your needs and then find the individual best suited to fit those needs. Our professionals work closely with you to ensure your complete satisfaction. Contact us today.

 

 

 

 

Managers & Employee Engagement – Part I

January 30th, 2018

Employee Engagement – how do you make it more than one of today’s buzzwords? Best answer: management! This is where walking the talk comes into play.

We’ve put together 5 win/win management must-dos for cultivating A+ employee engagement among your workforce. We’ll discuss three of them today. Be sure to return next week for the rest in part II.

Say NO to Favoritism

Sure, we all enjoy certain personalities more than others. When we find an employee who’s thought train and work methodology matches is in sync with ours, it’s easy to build a work relationship and . . . admit it, to look the other direction when they mess up. We also tend to give them more work opportunities. On the other hand, the worker who, at least in your opinion, is from another planet is not so easy to praise and encourage. While this may be understandable, it’s an absolute crusher to employee engagement. So,

  • Treat every employee equally. Extend respect, kindness to everyone.
  • Recognize that people are different and embrace their diversity.
  • Uphold company rules and regulations. Never excuse in one worker any behavior that isn’t forgiven across the board.

Trust your Employees

Yes, you are a manager – which also means you are a delegator. Delegate and step back – micromanaging is not the way to prove your trust your employees. Rather,

  • Assign responsibilities and expectations.
  • Provide the proper tools and instructions.
  • Ensure that authority level matches responsibility level.
  • Stand back and let them do their work.

Be Consistent

Don’t be continually changing the priority list, rules of the game, and level of expectations. It’s confusing and frustrating to your employees.

  • Don’t let a particular behavior slide, and then suddenly “make an example” of someone who commits it.
  • Don’t be lackadaisical about reports, and then suddenly critique them with a magnifying glass.
  • Don’t move item C on the priority list up to top position without first communicating why you need to make the change and expressing a vote of confidence in your employees.
  • Don’t allow Dr. Jekyll and Mr. Hyde leadership. (It’s a great way to turn your workforce into a horror story.)

If your company is struggling with employee engagement, Gather your management team together and start brainstorming. Dig for answers among this group. Changes are in order? Are some departments more engaged than others? What are they doing differently? How can you implement their styles across your organization? Finding answers together is the first step to a fully-engaged workforce.

Start applying the above three principles and return to our blog next week for insight on open-door policies, as well as offering training and opportunities.

Meanwhile, remember Olympic Staffing understands the value of employee engagement; the connection between it and higher productivity, which of course, improves your bottom line. That’s why we work hard to match our clients with the best employees for the position. Contact us today for great matches – the kind that make employee engagement that much easier to obtain.