Does One Word Lead to True Employee Engagement?

How many of your employees like working for you? Probably not as many as you may think, and definitely far fewer than you would want: Gallup reports that worldwide, a full 67 percent of workers are “not engaged,” with 18 percent actually “are actively disengaged.”

And these numbers are nothing new; employees have Not. Liked. Working. At. Their. Employer. For. Years!

And we don’t have to spell out why this is a bad thing for your company’s bottom line: you already know so.

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Many reasons exist for this disengagement. Your employees may feel:

  • Their boss is mean.
  • The workplace is hostile/threatening.
  • They toil in hazardous or unpleasant conditions.

In addition, they may feel all of these things and also feel too afraid to speak up.

And what do all of the above have in common? What is the one missing thing that ties them all together?

Kindness.

Think about it: when it comes to engaging employees aren’t we really talking about respect, motivation, workplace relationships, teamwork, shared goals, genuine connections?

And how does one create these connections, motivate others, build strong relationships, share goals? By being nice. Follow the golden rule and treat others as you would want to be treated.

Yes, you can cajole, force, make employees do that which needs to be done. But you can also help them eagerly perform their jobs well by making it an absolute top-down, company-wide culture of respect, kindness and support of employees.

Understand, also, that this won’t be easy. Being understanding and compassionate when others around you are disagreeable or even mean (and there will be at least one instance each day when someone at your company will be mean or at least “not nice” to a colleague or subordinate in some way), is difficult. No workplace is perfect, just as no human within it is perfect.

But because a workplace is the sum of its parts, with its employees being the greatest “part’ of its whole, a simple, concerted effort by everyone to respect, build trust and show care for one another will go a long way to creating a workplace in which employees:

  • Feel appreciated.
  • Trust management.
  • Get excited about company goals and mission.
  • Enjoy coming to work/absenteeism declines.
  • Take responsibility for their failures and accomplishments.
  • Work efficiently, meeting deadlines.

Don’t believe us? It’s true: kindness in the workplace works!

When looking for terrific – and kind – individuals for your Orange County company’s temporary, temp-to-hire and direct-hire opportunities, look to Helpmates  to help you find them.  Contact the Helpmates branch nearest you today.

Why Soft Skills Still Matter

Have you noticed how companies, hiring managers and recruiters are screaming “Where are all the skilled workers!?” It seems everyone working to fill a position is looking for skills, as in skills in technology, engineering, digital, coding, nano-tech, accounting and so on.

But what if you don’t have those particular skills? What if you’re a great writer? You get along well with others and help alleviate conflicts among colleagues when things get testy? What if you work well alone as well as in a team? What if you’re good at training others in sales, or WordPress?

What about you? Are you sunk, lost, never to be noticed by an employer again!

Hardly! Yes, certain skills are highly valued by employers, but the best coder in the world isn’t going to be highly prized by his colleagues or his supervisor if he’s a loner who makes snide remarks when he’s interrupted.

Instead, as technical skills become more and more important, so are soft skills raising their profile among hiring managers because the more impersonal the workplace becomes, so grows employers’ need to hire people who have the skills necessary to answer yes when someone asks “Can’t we all just get along?”

This post discusses how you can showcase your soft skills to an employer. Take a look below.

Jobs in Irvine

The Three Top Soft Skills.

As our workplaces become more automated and technical (and therefore impersonal), employers are going to be looking people who:

  • Have the ability to collaborate with others (also known as a knack for teamwork).
  • Can think critically.
  • Are able to communicate well.

“Hard” skills may get you an interview, but unless you have soft skills, you won’t get the job – and then promoted within it. Tech, accounting, coding, marketing skills, etc. are what employers specify in job descriptions, but you will need to let your soft skills shine by being personable in your job interview, communicating well, asking questions, sending sincere thank you notes, negotiating salary, and so on in order to receive an offer

In addition, once you’re on the job, your people skills, your positive attitude, a strong work ethic, emotional intelligence, etc. will help you move up the ladder. They are, in fact, crucial skills to have if you want to succeed in any capacity.

To showcase your soft skills in a job interview, follow these tips:

  • Give specific examples of the times you went “above and beyond” for an employer and how doing so benefited the project on which you worked. (Soft skill: work ethic.)
  • Bring examples of written work you created to showcase your communication skills. In addition, tell the hiring manager/interviewer how you helped diffuse a tense situation, how you were able to move a skeptical prospect into a buyer, and so on.
  • Explain how you prioritize your to-do list, how you delegate to others and/or speak to managers when too many of their competing must-dos need to be coordinated among them. (Soft skill: time management.)
  • Dress appropriately for the job interview. Look the interviewer directly in the eye. Give her a firm handshake before and after the interview. Keep fidgeting to a minimum. Ask questions that show you’ve researched different aspects of the company and how the job opening fits into helping the company meet its goals. (Soft skill: self-confidence.) Practice these skills with a trusted friend or family member, if possible.

If looking for work in Southern California, bring your much-needed soft skills to Helpmates. We can help you find terrific job and career opportunities with many of the region’s top employers. It’s a candidates’ market today and our clients need you! Contact us today.

Helpmates Staffing Services Once Again Wins Two of Inavero’s 2018 Best of Staffing® Diamond Awards

Helpmates Staffing – once again! – has been named to the “Best of Staffing” list.  For the 9th straight year! We are way beyond thrilled! And honored!!

Helpmates Staffing  Services has earned Inavero’s Best of Staffing® Talent and Client Diamond Awards after winning the best “Best of Staffing” award in each category at least five years in a row.

Only 2 percent of all staffing firms in the U.S. and Canada win the Best of Staffing award and only 33 percent of the Best of Staffing Award winners also earned the diamond distinction this year.

More than 1.2 million people (staffing candidates and clients) across the country provided feedback on many of the nation’s staffing firms. Award winners are determined by the percentage of satisfaction scores of 9 or 10 (out of a possible 10) given to them by their placed job candidates and clients.

Helpmates Wins Best of Staffing Diamond Awards Again

Helpmates won in four areas:

  • Client Satisfaction Award (9th year in a row)
  • Talent Satisfaction Award (7th year in a row)
  • The Best of Staffing Client Diamond Award (4th year in a row)
  • The Best of Staffing Talent Diamond Award (2nd year in a row)

What’s particularly important in this year’s awards is the fact that our Net Promoter Score (NPS), a customer metric that measure the loyalty between a provider (Helpmates) and its customers (clients and candidates/talent). Helpmates’ 2018 NPS score was 51.3 percent far above the staffing industry average of just 9 percent.

We need to acknowledge the dedication and extremely hard work our internal Helpmates team members performed on our behalf in order to earn us these important awards. We are grateful beyond words that our clients and temporary associates appreciate the work that our recruiters, branch managers and sales professionals do on their behalf.

All of us here at Helpmates intend to continue that hard work throughout the rest of this year and beyond, committing once again to ensuring that Southern California candidates and businesses find terrific work and the top talent possible.

Finally, thank you to our clients and candidates: it’s a great honor to work for and with you and we are exceedingly grateful for your belief in us!

Is THIS Why the Candidate Said No to Your Job Offer?

Yours is a nice company filled with nice people who work hard and aim to do their best in their jobs. Your receptionists are pleasant. Your HR department is filled with people-persons. You feel your managers are professional and have great communication skills.

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Then why do so many job candidates feel they’ve been treated so shoddily?

Yes, that’s right: too many companies make the application, interviewing and job offer process tough for applicants:

  • They don’t let rejected candidates know they didn’t get the job.
  • They make candidates jump through hoops to even apply. (WHY – in this age of identity theft – are employers still insisting on online applications that applicants provide social security numbers!?)
  • They call applicants at their current job insisting on having a phone interview right then.
  • They won’t accommodate candidates who can only interview in person after hours.
  • They put them through impersonal preliminary interviews.
  • They insist on tough panel interviews.
  • An experienced candidate contacts a hiring manager directly but the manager insists the candidate contact HR first
  • Candidates with several years of experience must still take basic-level skills testing.
  • And so on.

It’s tough to find great people. But too many companies still treat candidates as if it were 2008, the peak of the Great Recession, when great people were plentiful and businesses could pick and choose among the best job candidates.

Instead, it’s 2018 and the tables have turned: candidates get to choose among the best job opportunities!

This is important when it comes to hiring top talent because 79 percent of those surveyed said they would be “unlikely” to accept a job offer if they felt they were treated poorly during the recruiting process.

And it gets worse: 27 percent of respondents said they might talk about their poor experience on their social media channels!

What’s the right way to treat candidates?  With considerable courtesy and attention. Look at it this way: it’s something of a courtship today between employers and candidates, with companies doing the wooing and candidates saying yes or no to making a commitment.

So court your candidates! How do you do so?

  • Be accommodating to their schedules: interview them after hours, if necessary.
  • Make it easy for them to apply. Allow them, for example, to simply send a resume and cover letter as application. Ask for references only once you’re thinking of hiring and individual. Leave the nitty-gritty paperwork (and asking for their SSN) when they start the job, not before.
  • Send emails – or even videos — about the company culture, dress code, directions, etc. to those people you invite for an interview. This helps them get to know you before meeting and helps them know how to dress, where to park, etc.
  • Hiring managers: welcome phone calls from candidates who have the chutzpah to pick up the phone. Most applicants won’t; doing so shows assertiveness, courage and not a small amount of self-confidence, all terrific traits to have in employees.
  • Make a decision quickly and let interviewees know when you expect to make it. In fact, explain your next steps in the recruiting process clearly. If there’s a delay, let all interviewees know of it.
  • If you interview a candidate but decide not to hire her, she deserves the courtesy of a phone call from the hiring manager letting her know so. After all, she took several hours out of one of more of her days to visit your offices. It’s simple common courtesy.
  • Let all non-interview applicants know when the job is filled. An e-mail message or snail-mailed letter is sufficient.

When you need help attracting, interviewing and, yes, even courting top candidates in Southern California, let Helpmates help you source, interview, vet, and place them. Contact the office nearest you to learn how we can help you make job candidates feel like the VIPs they are in today’s tough talent-search market.

The Quick-Start Job Search Guide

Even though this definitely is a candidate-driven market (and it should continue to be so at least through all of 2018) and employers are practically on bended knee “proposing” to talent, Los Angeles-area workers could see themselves suddenly without a job: layoffs STILL occur!

If this has happened to you, you may decide to take a few days or weeks off to mourn your loss and even recharge. (“It’s a sort-of vacation!”) This can be a good idea, but we urge you to take only two or three weeks – at most – “off” before starting your job search in earnest.

Why? Because the very fact that you are unemployed – even if it wasn’t your fault – makes you much less desirable than someone who is still employed, even if you have highly sought after skills. Why? Because being unemployed makes you an “active” candidate. If you were still employed, you would be a “passive” candidate and employers prefer passive candidates because “we don’t have to worry about the circumstances surrounding their departure from their last job.” That’s right: get laid off for no reason other than because your employer decided it needed to cut back on its employee roster and you’re automatically (probably subconsciously) lumped in with ne’er do wells, thieves, folks who weren’t up to the task, “problem” employees, etc.

Is this fair? Of course not! But it is reality. So if you find yourself out of work, don’t sit around watching Hulu videos or finally getting around to painting your Huntington Beach condo. Start looking for work. Pronto!

Take a look below for 11 steps to take to get your job search started quickly. As in half a day!

Orange County Jobs

  1. Get organized.

Put on some comfortable clothes, find a quiet space in your home, get your previous resume and a cover letter handy, open up the laptop, and start contacting friends to see if they’d be willing to proofread your revised resume. Get some tea and/or coffee and settle down for the afternoon.

  1. Start thinking about where you’d like to work.

Have you always wanted to work at some particular company or companies? List them. Go to each of their websites and do some research. Jot notes about the companies’ products/services, their goals/challenges (check their blogs or news media sites for insight into these things). Look at your LinkedIn profile to see if you have any first, second or even third connections who either work at the companies or who may have connections at the companies. Check the companies’ job openings to see if there’s anything that fits your bill.

  1. Check job boards.

Don’t spend a lot of time on this. And don’t apply to any openings. Not yet. This is recon: you want to see what job opportunities currently are to be had for your background and skill set. Make notes (bookmarks, too) if anything you see particularly strikes you or piques your interest.

  1. Pick five favorite openings and/or companies.

Head back to LinkedIn and see if you know anyone with any connection. Ask them to set up an informational interview with them. (Here’s a networking email template that says it will “get you a meeting with anyone you ask.” Let us know if it works!)

Work to set up a minimum of three meetings. Set those three meetings up today.

  1. Write a cover letter and tailor it to EACH different opportunity.

Seriously: each cover letter needs to be different. You cannot use the same cover letter for each opening. You need to show how your skills, background, accomplishments, and possibly education will help the employer solve the problems the position is supposed to solve and/or reach the goals the position is supposed to reach.

  1. Beef up your resume.

Tweak/edit it so that it highlights your specific accomplishments: those problems you solved and goals you reached for your previous employers. Don’t be afraid to also tweak your resume for each position.

  1. Send the resume/cover letter to one or more friends for proofing/feedback.

You want absolutely no grammar or spelling mistakes. None!

  1. Apply for the three or so openings online.

Upload your docs and hit send.

  1. If you’ve heard back from your potential informational interviews, set up meeting times.

Mention that you’ve applied for openings at their company (if applicable). Approach friends, family members and current and/or former colleagues for coffee meetings. Let them know what type of work you’re looking for, your skills/background and make sure to ask them if they know of anyone else with whom you could meet. (Tip: don’t wait for your friend to make the intro: people are busy and may forget. instead ask your friend for his contact’s email or phone info and ask your buddy if it’s OK if you contact the person directly, saying that your friend suggested that you contact the individual.)

  1. Repeat each day until you accept a job offer.

The way to find a job quickly is look for work each day. Yes, the old saw is true: view searching for a job as your job.

  1. Consider signing up with a staffing service such as ours.

Helpmates has new temporary, temp-to-hire and even direct-hire job opportunities appearing every day. You can work with us on temporary assignments while you job hunt on your own or allow us to send you on interviews for more permanent positions.

Take a look at our job openings and apply online. Or contact the office nearest you.

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