Small Companies – Should I Accept their Offer?

July 18th, 2017

When you’re involved in a job search one of the most difficult choices you may have to make is whether to accept an offer from a small company. Big companies have name recognition, entrenched sources of income and heavy management structures that can lead to promotions down the line. Evaluating the pros and cons of a small company is a little more difficult.

Small Companies May Result in Bigger Roles

Big companies can afford to specialize employees, but small companies often take an “all hands on deck” approach to work. This means employees can gain more new experiences in a smaller company. The lack of specialization can be a problem for some employees though. Being pigeonholed as a jack of all trades, master of none in career tracks that value highly specialized skill sets is a real disadvantage that may need to be balanced with learning or certification opportunities to keep employees current.

Smaller Teams.

Smaller companies mean smaller teams are handling projects. This can be a great benefit because you develop a real comfort level with the people around you. As Kate Thora of UpHours notes, “You will see the direct results of your efforts on the company, which gives greater job satisfaction.” Of course, smaller teams can magnify friction between employees when it does occur, and smaller management means the company needs to grow to open up promote from within opportunities.

Innovation.

Small Companies are better at innovating than large ones. Ideas travel through them faster and as Brian Hill mentions, small companies, “can make quick decisions rather than having to maneuver through layers of bureaucracy to proceed with an idea.” On the other hand, big ideas can have big price tags, something larger business can more easily take on without finding expensive investors who will want equity in return.

Whether you choose the small company or the big, contact Olympic Staffing. We specialize in connecting candidates with companies every day.

How to Foster Creativity in Your Job

July 11th, 2017

Some people think creativity requires special skills, training, or talent to come out. Nothing could be further from the truth. Most people are problem solvers with individual thinking. Coming up with creative solutions in the workplace is simply building a process that allows creativity to flourish. Here’s how to foster creativity in your job:

If You Need New Ideas, Ask for Them.

The best way to get people to do something is to ask them. Simple as that. If you want new ideas, put up a whiteboard and tell people to write their ideas on it. Or highlight specific problems and ask people to suggest new solutions within a set time. Meet Advisers founder Adam Fridman notes “in a brainstorming session it often pays to put certain limits in place to help foster innovation, as constraints can actually help people to think more laterally.”

Reward Creativity.

It isn’t enough to ask employees for ideas; they have to see some benefit from the effort. Rewards can be tangible, like a bonus or gift, or recognition of their efforts. The best reward for creativity is often implementing an employee’s ideas and recognizing them for their contribution. This kind of positive affirmation can only encourage others to feel their suggestions will be equally valued.

Diversify Your Office.

Teams of like-minded people will often have a narrow approach to problem-solving because their thought processes are too similar. New perspectives will often foster new ideas by giving you more ways to look at the issue. According to Allison Quirk of State Street Corporation“there’s also a term for this — the Medici Effect, which posits that a diverse team has a better chance of generating groundbreaking ideas thanks to the varying ways it approaches a problem.”

If you need to hire more employees who will help contribute to your companies creative environment, contact Olympic Staffing. We are trained to look for problem solvers who have track records of producing and implementing creative solutions.

How to Market Yourself as an Employee

July 3rd, 2017

When you are looking for new opportunities, you need to make sure employers know the right things about you. Marketing yourself can be the difference between getting the right job and just another paycheck. Using a little strategy can get the right info in front of the right companies with your name attached. Here’s how you can market yourself as an employee.

Build Your Network.

Most of us have a personal network on social media. Don’t neglect your professional presence. Make sure you have a full profile on sites like LinkedIn, Twitter and Facebook. Having a professional looking profile isn’t enough by itself. You have to be active, reach out to people, and engage in conversation. Diane Gottsman recommends you “start by sharing recent company articles and other compelling content.” This is a great way to jumpstart your presence and connect yourself with the issues that generate interest.

Remember networking has to be targeted and relevant to you. You also need to make sure you are relevant to the people you are reaching. Highlight the strengths you have that are in high demand and can discuss issues intelligently with potential employers or colleagues.

Control Your Online Presence.

If a company is interested, they may check your LinkedIn account for professional background and associations. Make sure you are posting info about your education, skills, and past projects online. Offer to write a guest post for a blog covering your field. Tune into groups and forums where your colleagues discuss issues. Come up with an e-mail signature that sells your skills and use it for e-mail or when you answer forum or blog questions. You need to be search-savvy. Online search is all about keywords, make sure your name is returning with info relevant to the kinds of keywords prospective employers are seeking. Specific education and job skills, companies in the field, even specific projects you have worked on if they are well known.

Bring in Help.

Don’t be afraid to ask others to market you. Call people you have worked with before and ask them if they have leads. Ask them to name drop you. When you get leads, follow up. Research the person and company online first and call. Tell them your friend thought they might be able to give you some advice and listen to their ideas. Ask them if they know anyone else you should be talking to, so you have more opportunities to network.

If you are interested in marketing yourself as an employee, contact Olympic Staffing. We can help you get your name in front of the right people in companies that are hiring now. We will help you market your skills to employers and enable them to see you as the next opportunity for their firm

Should You Drug Test Employees? 

June 20th, 2017

If you are covered under Federal Department of Transportation regulations, drug testing is mandatory, but for many businesses drug testing is optional. Deciding whether or not to drug test employees can seem like a difficult decision. Consider the following.

Laws

The laws regulating drug testing for these businesses vary from state to state and compliance can be complicated. Knowing why you should maintain a drug testing program and how to manage your program legally are key to improving your workplace.

Benefits

The benefits of drug testing are real. Employees who use drugs can be unproductive, expensive health risks, and dangerous to themselves and others. Drug testing programs can also benefit the employees who use drugs. By forcing them to confront their problem and providing real consequences for mistakes you can help them face their problems and get their lives on track.

Semantics

Employees who are abusing drugs will miss more work days and are more likely to have medical conditions. They are more prone to having accidents that can cause injuries to themselves, other employees, or even members of the public. Employees who abuse drugs can be overly lethargic or manic at work, have difficulty communicating, or become confused when attempting even simple tasks. This can make them unproductive and interfere with the employees around them.

Expenses

Employees who use drugs incur four times the healthcare expenses of sober employees and are more likely to incur a workers’ comp claim. Most states won’t honor workers’ comp claims when drug use is considered a cause, but without a testing program, you can’t take advantage of that.

Risks

The only real risk is staying inside the legal guidelines in your state. This is why it makes sense to outsource your program to a company with specific expertise in both carrying out testing and compliance with regulations.

Once you have the right partner to keep your drug testing program safe and legal, you can get started on building a cleaner, safer more productive workplace.

If you’re looking for reliable employees, contact Olympic Staffing. We can help find you an employee who is a good fit for your company culture, goals, and overall advancement.

Why You Should Let a Staffing Agency Handle Your Job Search

June 13th, 2017

Hiring new employees is stressful and disruptive. It takes a lot of time out of your already busy schedule, and a bad hire can hold your whole business back. There are real advantages to bringing in the outside professionals of a staffing agency for your next job search:

Time

A job search isn’t just one extra task; it’s an extra job added on top of your other duties. You have to come up with a job description, write and place ads on job boards, search for candidates, read through resumes, contact candidates to set up interviews, go through the interview process, conduct background checks, verify references, and make job offers.

A staffing agency can take most of this extra work off your shoulders so you can focus on selecting the right fit from the prospective employees the agency sends them to you.

 Advertising.

Writing and placing advertising on job boards is time-consuming and expensive. It can also be a difficult skill to pick up on the fly.

A staffing agency will know how to write the most effective job posts. They will also know where to place ads to make the biggest impact. Finally, they have a deep network of potential candidates.

Screening.

One of the most frustrating parts of a job search is narrowing down the applicants to a manageable amount.

A staffing agency will help you set the parameters and then prescreen candidates accordingly. This way you only talk to people who match your need.

Filling Interview Slots.

Wasting time talking to the wrong candidates can be frustrating. Not having any candidates to talk to can be even more frustrating.

A staffing agency will go the extra mile to find good candidates to fill even the most difficult position.

Temp to Perm.

Even after all the work you put into screening and interviewing prospects, you can’t be sure how well they will fit into your business until they show up for work.

A staffing agency can offer candidates a temp position through the agency and transition them to full-time once you get to know them a little better.

If you’re looking for a new employee, contact Olympic Staffing. We can help you find an employee who is a good fit for your company goals, culture, and overall advancement.