Tag Archives: Coaching Corner

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

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

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

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 momentumfourth 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

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.

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

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

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.