Final Rule: Overtime Update

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On September 24, 2019, the U.S. Department of Labor announced a final rule to make 1.3 million American workers newly eligible for overtime pay. In the final rule, the Department is: raising the “standard salary level” from the currently enforced level of $455 per week to $684 per week (equivalent to $35,568 per year for a full-year worker); raising the total annual compensation requirement for “highly compensated employees” from the currently enforced level of $100,000 per year to $107,432 per year; allowing employers to use nondiscretionary bonuses and incentive payments (including commissions) paid at least annually to satisfy up to 10% of the standard salary level, in recognition of evolving pay practices; and revising the special salary levels for workers in U.S. territories and the motion picture industry. Disclaimer: This final rule has been submitted to the Office of the Federal Register (OFR) for publication, and is currently pending placement on public inspection at the OFR and publication in the Federal Register. Only the version published in the Federal Register is the official final rule. The final rule is effective on January 1, 2020.

Read More: Overtime Update

Identify & Combat Job Burnout

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If you’re perpetually exhausted, annoyed, and feeling unaccomplished and unappreciated, you’re probably burned-out.  “Burnout” is now an official medical diagnosis, according to the World Health Organization. Ignored or unaddressed burn out can have harsh consequences such as fatigue, insomnia, irritability, alcohol/substance misuse, weakened immune system, high blood pressure, and Type 2 Diabetes. The Areas of Worklife model (drawn from research by Christina Maslach and Michael P. Leiter) identifies six areas where you could experience imbalances that lead to burnout:

1. Perceived lack of control. Feeling like you lack autonomy, access to resources, and a say in decisions that impact your professional life can take a toll on your well-being. If you find yourself feeling out of control, step back and ask yourself, “What exactly is causing me to feel this way?” For instance, does your boss contact you at all hours of the day and night? Are the priorities within your workplace constantly shifting so you can never get ahead? Or do you simply not have enough predictability in terms of your physical or people resources to effectively perform your job?

2. Workload. When you have a workload that matches your capacity, you can effectively get your work done, have opportunities for rest and recovery, and find time for professional growth and development. When you chronically feel overloaded, these opportunities to restore balance don’t exist.

3. Reward. If the intrinsic rewards for your job don’t match the amount of effort and time you put into them, then you’re likely to feel like the investment is not worth the payoff.

4. Community. Who do you work with or around? How supportive and trusting are those relationships? In many cases you can’t choose your colleagues and clients, but you can improve the dynamic.

5. Fairness. Think about whether you believe that you receive fair and equitable treatment. For example, do you get acknowledged for your contributions, or do other individuals get praised and your work goes unnoticed? Does someone else get regular deadline extensions or access to additional resources when you don’t? Are you compared to others doing a different job?

6. Values mismatch. If you highly value something that your company does not, your motivation to work hard and persevere can significantly drop. When you’re assessing this element of burnout, you need to think carefully about how important it is to you to match your values with those of the organization. Also, consider whether the leaders in your company have shifted their values. Look around you and ask yourself: How does my boss, my team, and my organization make decisions and invest resources? Do I feel good about those underlying motivations? Do they seem open to change?

Tips to Combat Burnout

Burnout isn’t simply about being tired. It’s a multifaceted issue that requires a multifaceted solution. Mayoclinic.org has tips on how you can combat job burnout: 

  1. Evaluate your options. Discuss specific concerns with your supervisor. Maybe you can work together to change expectations or reach compromises or solutions.
  2. Seek support. Whether you reach out to co-workers, friends or loved ones, support and collaboration might help you cope. If you have access to an employee assistance program, take advantage of relevant services.
  3. Try a relaxing activity. Explore programs that can help with stress such as yoga, meditation or Tai Chi.
  4. Get some exercise. Regular physical activity can help you to better deal with stress. It can also take your mind off work.
  5. Get some sleep. Sleep restores well-being and helps protect your health.
  6. Mindfulness. Mindfulness is the act of focusing on your breath flow and being intensely aware of what you’re sensing and feeling at every moment, without interpretation or judgment. In a job setting, this practice involves facing situations with openness and patience, and without judgment.

Elliana Vaughn joined The Temp Connection team in February 2017. She currently serves The Temp Connection as our Sales & Marketing Coordinator and a Recruiter.

She can be reached via email at elliana@thetempconnection.com.

The Impact of Feedback: How Reviews Lead to Change in the Workplace

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Just a few years ago, businesses had a difficult time finding out how their employees felt about their positions, their management team, and overall, their company.  Of course, there might be tidbits of information heard over the water cooler, between employee’s chatting in the restroom, or even an “anonymous survey” hosted by HR. But if owners wanted honest, unfiltered, candid responses — there wasn’t really anywhere to go. This left owners and managers in the dark about their company’s true culture, working conditions, and loyalty of their staff.

Like millions of other things, the internet, more specifically, social media platforms, have changed the ambiguity and awkwardness of leaving honest feedback. Do you want to learn what your employees really think?

Business owners, be warned. In some cases, you may learn more than you barged for. After all, the online world can be a wild place. But it’s also a captivating place, a gold mine of information for your company. Yes, you may come across an unpleasant review from a disgruntled, ex-employee, but many others offer constructive feedback and express endearing stories regarding their personal experience.

Start by reviewing your company’s landing page on Glassdoor, LinkedIn, Google, or Indeed. You’ll have a new insight regarding employee’s opinions on their work/life balance, senior management, compensation/benefits, and their growth opportunities.

Why is this important?

This feedback may have an impact on whether job seekers decide to submit their resume to your company. Positive employee reviews will encourage top-notch talent to apply! Negative reviews may discourage those same applicants. Additionally, these reviews will have an impact on your local search engine rankings and could affect landing a new client or customer.  

How to encourage feedback and implement change

1.    Educate

Shaunda Zilich, Global Employment Brand Leader at GE says:

“Educate current employees on what candidates are seeing out there before they walk into the company.  Let them know the numbers (traffic, reach, engagement) on reviews (example: over 80% of candidates now look at reviews before making a decision on employment). I am still amazed at how many of our employees are not aware of these sites or don’t realize how popular they are.”

2.    Encourage

Phil Strazzula, Founder of NextWave Hire says:

“Many times reviews on employee sites are from disgruntled people since there isn’t a mechanism to get reviews from the typical employees in your company (hotels have done a great job of getting their patrons to leave reviews on TripAdvisor by emailing everyone after their stay, so it’s not just the people who had bed bugs).  So, my advice to companies is not to over think it, and simply remind everyone in the company every 6-12 months that reviews are a good way to attract talent and if they have a few extra minutes to please take time to write something.”

3.    Remember: Timing is everything

As mentioned above, angry employees are typically the first to leave a review. These individuals may feel as if something is unfair, and they want their opinion to be heard. On the opposite side of the spectrum, individuals overcome with joy and thankfulness typically want to share their story with others as well.

Will Staney is the Founder & Principal Consultant at Proactive Talent Strategies and says:

“The idea is to get your employees to review the company around various company milestones. One of the ways I’ve done this in the past as a TA leader is to incorporate Glassdoor into onboarding practices by asking employees in each new hire class to leave a review of their interview experience.”

“Other ways I’ve done this is while congratulating an employee on their work anniversary (“Congrats on 1 year at ABC Company! Now that you’re a veteran here, do you mind sharing your experience working here on Glassdoor?”) or when someone is promoted (“Congrats on your promotion! As an example of an employee that is truly making an impact and exuding our values, we would love if you’d take a moment to share your experience and what’s made you successful here on Glassdoor).”

“Finally, as a follow up to a company event you could send an email out encouraging employees to upload photos from the event to the company Glassdoor page. You might find that while they are there, they leave a review as well.”

4.    Implement Change

If change is needed, discuss it as a team and formulate a plan. Having a plan that involves people early on is important. Be transparent about the upcoming changes; define the process and desired outcomes and share this with your team. Convey that their participation and ongoing feedback is critical for the success of your change initiative.

At The Temp Connection, every review is shared with our team. We look for patterns and themes in our reputation. If a specific person, process or outcome is mentioned in a review, we take the time to sit down and discuss the presented concerns or to celebrate whatever/whoever was mentioned. This gives our team confidence that what we’re doing is working, or that we need to redirect and fine tune our approach.

We sincerely hope you can utilize these tips in your business practice, and hope your experience with The Temp Connection has been positive.

We’d appreciate you taking the time to review us! Click here to be rerouted to our Google page.

Elliana Vaughn joined The Temp Connection team in February 2017. She currently serves The Temp Connection as our Sales & Marketing Coordinator and a Recruiter.

She can be reached via email at elliana@thetempconnection.com.

Bad Hires: Moving Onward & Upward

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So you or your company made a bad hire. I bet you’re thinking, what happens now?

Sooner or later, even the most seasoned HR professionals have made a bad hire during their career. There are numerous reasons for this. Maybe the candidate fizzled out on the job, even though their top-notch credentials suggested a perfect fit with your organization. Maybe you recently stepped into an HR role and a particular employee isn’t the right for their position anymore. Whether it’s a financial advisor or an entry-level position, the lasting effect of a bad hire on an organization and its team can be devastating.

Unfortunately, bad hiring is more common than you think.

A CareerBuilder survey found nearly 74% of HR professionals said they’d made a mistake in hiring.

Here at The Temp Connection, we hear it all the time. “We’ve made a bad hire and need to replace them. Can you help us find the right person this time?”

In our experience, “bad hires” are often candidates that were hired without being properly screened and fully vetted. If a company is in a desperate need to fill a vacancy, they sometimes turn to a candidate that has the potential to do the job, but not the exact qualifications.

This is one reason why working with a staffing agency is beneficial. At The Temp Connection, we screen and personally interview the candidate, giving you an additional level of objectivity in your hiring process. We administer assessments to ensure solid skills, perform reference checks and, as appropriate, conduct background checks and drug testing.

What makes someone a bad hire?

According to CareerBuilder, managers spot bad hires when they notice at least one of three red flags:

  • The new employee could not produce the quality of work needed or did not have the skills he or she claimed to have
  • The hire couldn’t get along with the team or had a negative attitude or
  • They wouldn’t show up for work consistently

To determine the cause, managers should take a few steps back and reflect on the beginning stages of the hiring process for this position. A few questions to reflect on are:

  • What did we want this person to do?
  • Are they still performing the agreed upon job, or have duties changed?
  • What job duties/responsibilities did we clearly communicate? What did we not communicate?
  • Is the job what we anticipated?
  • Did we do all we could to make sure they’d succeed? (ex. Provided: Detailed job descriptions, initial training, coaching, improvement plans, mentoring, etc.)

The Lasting Impact

According to the Society of Human Resources Management (SHRM), a bad hire can result in additional recruitment fees, relocation and training for a replacement, a negative effect on team performance, disruption of work and of projects, lost customers, weakened employer brand and sometimes, litigation fees.

What To Do

Option 1: Reforming a bad hire

If the bad hire is just not a cultural fit for the company, the appropriate response may be more conversational. Sit down with the employee and discuss attitude, appearance, cell phone use or punctuality. Clearly articulate that these issues need to be addressed and could have consequences, regardless of how well they are performing their actual job duties.

Is this bad hire’s performance suffering? If you believe there may be hope for this employee to improve, sit down with them and put together a performance improvement plan. Be straight forward about all expectations in terms of tasks and timelines.

Option 2: Say good-bye

A lot of managers delay letting an employee go. Even if they’re not the right fit for the position, the candidate may be friendly or fit in with the established team. Some managers avoided firing due to logistical reasons, while others may think that it reflects poorly on their leadership and mentoring abilities.

If an employee has been coached on specific performance issues and has been given the resources, support and education needed, yet still fails to improve, it’s time to let them go.

Onward and Upward: How to avoid future bad hires

If given the foresight, we would all avoid making a bad hire in the first place. How do we ensure that making a bad hire doesn’t happen again? Experts suggest employers or managers should:

  • Have a robust interview process with multiple people, diving deep into experience that is critical to the role
  • Use assessments related to the job
  • Thoroughly check references and criminal background
  • Articulate the company culture
  • Have a structured onboarding process, setting up the new employee with a mentor or coach
  • Have frequent, regular performance conversations to communicate what’s going well and areas to work on, particularly early in the process
  • Spend time with the employee, investing in the relationship and determining what the employee needs and is interested in
  • Consider utilizing a staffing agency that can provide candidates and complete the above tasks on your behalf

We sincerely hope you can utilize these tips in your business practice, and hope you’ll allow us to assist with your future employment needs.

Click here to learn more about The Temp Connection and how we can be an asset to you and your company!

Elliana Vaughn joined The Temp Connection team in February 2017. She currently serves The Temp Connection as our Sales & Marketing Coordinator and a Recruiter.

She can be reached via email at elliana@thetempconnection.com.

Arizona ranks 4th in the nation for GDP growth

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According to data released by the U.S. Bureau of Economic Analysis, Arizona’s real gross domestic product (GDP) increased by four percent in 2018, the fourth fastest growth rate in the nation. Arizona’s GDP growth outpaced that of 46 other states including California (3.5%), Florida (3.5%), and Texas (3.2%). Sectors including construction, health care, and social assistance; finance and insurance; professional, scientific, and technical services; and administrative and waste management service contributed the most to Arizona’s GDP growth over the last year.

“A growing economy means more job opportunities, bigger paychecks for Arizonans and more investments in the things that matter, like education, child safety and public safety,” said Gov. Doug Ducey. “Our growth continues to be driven by Arizona’s hardworking employees, job creators and innovators. We remain focused on creating the best economic environment and ensuring sustainable, responsible growth.”

Not only is Arizona’s economy growing at one of the fastest rates in the nation, Arizona’s median household incomes recently reached a record high of $61,125. Arizona also recently ranked third in the U.S. for economic momentum, fourth for population growth and fifth for personal income growth. Maricopa County, Arizona’s largest county, led the nation with the largest population increase of any county in the nation in 2018.

More than 298,000 new jobs have been added in Arizona since 2015, and the state is projected to add another 165,000 new jobs by 2020.

Read More: AZ GDP growth

6 Cover Letter Tips & Tricks

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Think no one reads a cover letter? Wrong. The small things really do make a difference. Read The Temp Connection’s Cover Letter tips and tricks below:

1.     Send a customized cover letter for each application you submit. 

The letter can be similar to other jobs you have applied to, but you want to change the company name and job title in each cover letter. You also want to show that you have done some research on the company and why you would make a great fit. Complete the statement “I like your company because….”. Compliment the organization on what they have done right and what you admire about them. This shows you’ve done your research and that you’re already invested.

2.     Make sure you connect the skills and experiences… not necessarily your education.

Try matching your skills to the qualifications listed in the job description. Make it easy for them by highlighting exactly what they are looking for. New grads, especially, often make the mistake of over-focusing on their educational backgrounds. At the end of the day, what hiring managers care about most is your work experience and what you can walk through the door and deliver on day one.

3.     Don’t apologize for your missing experience. 

When you don’t meet all of the job requirements, it’s tempting to use lines like, “Despite my limited experience as a manager…” or “While I may not have direct experience in advertising…” But why apologize? Instead of drawing attention to your weaknesses, emphasize the strengths and transferable skills you do have.

Here’s what that might look like: “I’m excited to translate my experience in [what you’ve done in the past] to a position that’s more [what you’re hoping to do next].”

4.     Your cover letter should complement, not duplicate your resume. 

Don’t make it terribly long and just repeat what you have on your resume. Less is more! Get right to the point. You only need three to four paragraphs with three to four sentences each. Discuss your soft skills and strengths, and discuss what makes you passionate about your career and this particular position.

5.     Keep it conversational and show your personality off.

We can’t tell you how many cover letters we’ve seen from people who are “absolutely thrilled for the opportunity” or “very excitedly applying!” Yes, you want to show personality, creativity, and excitement. But downplay the adverbs a bit, and just write like a normal person. This is the opportunity to slightly brag about yourself and mention achievements that didn’t make it into your resume!

6.     EDIT!

We shouldn’t have to tell you to run your cover letter through spell-check (you should!), but remember that having your computer scan for typos isn’t the same as editing. Set your letter aside for a day or even a few hours, and then read through it again with fresh eyes—you’ll probably notice some changes you want to make. Keep an eye out for small mistakes that spell-check can’t catch, such as “manger” in place of “manager.”

Tip: Have a friend take a look at your cover letter. Ask him or her two questions: Does this sell me as the best person for the job? and Does it get you excited? If the answer to either is “no,” or even if you receive a little hesitation, go back for another rewrite.  Remember, one spelling or grammar mistake can be all it takes to turn off the hiring manager—especially if writing skills are an important part of the role you’re applying for.

 

Elliana Vaughn joined The Temp Connection team in February 2017. She currently serves The Temp Connection as a Recruiter and Sales & Marketing Coordinator. She can be reached via email at elliana@thetempconnection.com.

Arizona Becomes First State To Establish Universal Recognition Of Occupational Licenses

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Governor Doug Ducey, joined by Representative Warren Petersen, Arizona legislators, members of the business community and many more, signed H.B. 2569, making Arizona the first state in the country to recognize occupational licenses for new residents. 

Arizona is ranked a top-three state for economic momentum and the fourth-fastest growing state in the country. Yet as new residents move here, they often face daunting hurdles imposed by state government to start a job, even though they were licensed, trained and qualified for the same job in another state.

To help these new Arizonans get to work faster, Arizona’s licensing boards and commissions will now be required to recognize occupational licenses granted in other states during the licensing process, something already done for spouses of military personnel deployed to Arizona. The bill ensures public health and safety protections for jobs that require background checks or other safety requirements.

“With this bill, Arizona’s sending a clear message to people across the country: if you’re moving to Arizona, there’s opportunity waiting for you here,” said Governor Ducey. “There’s dignity in all work. And we know that whether you make your living as a plumber, a barber, a nurse or anything else, you don’t lose your skills simply because you moved here. The bill we signed today protects public health and safety while eliminating unnecessary and costly red tape. It’s an Arizona original and should be a model for other states for how to work together and do the things that matter.”

Governor Ducey made passing universal recognition of occupational licenses a top priority in his State of the State address, saying, “100,000 people will move here this year. There’s a job available for every one of them.”

Read More: AZ Universal Recognition Of Occupational Licenses

Forecast: Arizona To Add More Than 165,000 New Jobs By 2020

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The Arizona Office of Economic Opportunity released a report projecting Arizona will add 165,691 jobs over a two-year period. From the third quarter of 2018 through the second quarter of 2020, Arizona’s employment is expected to increase from 3,015,242 to 3,180,933, representing an annualized growth rate of 2.7 percent — an increase from last year’s projection of 2.6 percent and more evidence of Arizona’s continued acceleration over the last 12 months.

Arizona is projected to see the highest job growth rates in Construction (5.8 percent) and Manufacturing (3.6 percent). The largest job gains are expected in the Education and Health Services (37,126 jobs) and the Professional and Business Services (26,177 jobs) sectors, although gains are projected across all 11 of Arizona’s top industries.

In addition to the projected job growth, Arizona also saw positive gains in its median household income from 2016 to 2017, according to data from the United States Census Bureau. Arizona’s median household income rose 4.8 percent — more than double the national growth rate of 1.8 percent. According to the data, Arizona’s median household income reached $61,125, a record high.

“Arizona’s economy is booming,” said Governor Doug Ducey. “Not only is Arizona projected to add 165,000 jobs over the next two years, Arizona families are taking home more dollars and incomes are rising at one of the fastest rates in the country. This is positive news that affects our entire state — and we have Arizona’s hard-working entrepreneurs, business leaders and employees to thank. We will continue to focus on advancing Arizona’s business-friendly environment to bring even more jobs and opportunity to our state.”

Read more: AZ Forecast 

5 Tips for After Your Interview

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So you were invited to interview for your dream job! I’m sure you spent quite a bit of time picking out an outfit to wear and researching the company/position beforehand. After the interview, you think you did a pretty darn good job! What’s next?

What you do after the interview can make as much of a difference as what you do during the interview. Don’t miss these key steps to making a positive, memorial impression, and hopefully, getting a job offer.

1. Get Their Contact Information

The first most important thing you can do during an interview is asking for your interviewer’s contact information. Even if it’s awkward, you are meeting this person and you never know how your paths might cross in the future.

So, after interviewing, ask your contact for a business card. If they don’t have a card handy, ask for their email address and write it down.

2. Send a Thank You Email Immediately

A simple ‘thank you’ email can make a huge difference and differentiate you from other candidates. So many people forget about this one really simple last step, and therefore, the candidates that take the time to do this really stand out of the crowd!

The best way to follow up is to send an e-mail within 24 hours after the interview. Reiterate why you’re the best choice for the job and thank them for taking the time to interview you. Even if you aren’t interested in moving forward with that position/company, I’d still suggest sending a simple “thank you” email. You never know what affiliations that company has, or what contacts are in the interviewer’s network. This simple step may benefit you in the future.

3. Send a Thank You Letter

To show the interviewer how serious you are, utilize snail mail. While emails and phone calls can occasionally come across as somewhat cold forms of communication, handwritten notes are warm. In your note, thank them for their time and address a few things you discussed in the interview. Make sure to tailor the letter to each company.

Typically “snail mail” will take 2+ days to be delivered. This will bring their attention back to you, and give them an opportunity to recollect their thoughts regarding your interview and qualifications.

4. Keep Notes

After the interview, write down who you met with and the date of the meeting, what you talked about, what you learned, your impressions, and any concerns you have. It’s important to keep track and to stay organized with the contacts you made.

5. Call for a Status Check

Contact your recruiter! Ask if they can provide you with any feedback and/or coaching so you can fine-tune your interviewing skills.

We hope you can utilize this information in your job search! Check out The Temp Blog’s Coaching Corner next month for more tips & tricks.

 

Elliana Vaughn joined The Temp Connection team in February 2017. She currently serves The Temp Connection as a Recruiter and Sales & Marketing Coordinator. She can be reached via email at elliana@thetempconnection.com.

Job Openings Reached 7.1 Million, Exceeding Number of Unemployed Americans

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When you look at the numbers, you can’t help but think everyone must be working and where are companies getting the new employees that they desperately need? U.S. employers posted the most jobs in two decades in August, and hiring also reached a record high as reported by Rugaber of The Associated Press. This means that companies are desperate to increase their payrolls in the midst of an unemployment rate of a nearly five-decade low of 3.7%. And yet, pay raises have still lagged behind. When will companies learn? What is holding companies back from increasing their starting pay of jobs they need to fill?

Average hourly earnings rose 2.8% in September compared with a year earlier. That’s higher than several years ago, but below the roughly 4% gain that is typical when unemployment is so low. Employers hired 5.78 million in August. About 5.71 million people lost or left their jobs, including 3.6 million who quit. The quits rate was unchanged at a 17-year high of 2.7% among private-sector employees according to Bartash of MarketWatch. The percentage of the workforce that found jobs in August ticked up to 3.9% from 3.8% in July. That matched an 11-year high first reached in May.

Job openings rose in August in professional and business services, which include mostly higher-paying positions in engineering, accounting and architecture as well as temporary help. Postings in that category jumped 27% from a year ago. Pay increases still need to happen here. Let’s move on to construction. Construction firms have been desperate for workers all year and currently the industry is posting 298,000 jobs. In Tucson, construction firms are having to hire 2 inexperienced workers for every opening that requires experienced workers since they can’t find them and then spend much of the time training.  Job openings also increased in government, financial services, and health care. Let’s finish with the trucking industry. Oh my, any drivers out there? At least this industry is paying more, some companies doubling the starting pay. Trucking fleets have added more than 33,000 jobs in the past 12 months according to the U.S. Bureau of Labor Statistics. Overall payrolls climbed to their highest level in more than a decade in September.

Anyway you look at it, if you want to work, there’s a job for you, maybe three or four jobs for you. Ask for an increase in starting pay and maybe you’ll get it. Something has to give.