Making Your Company a Best Place to Work

June 23rd, 2017

Some companies have no trouble attracting and retaining top talent. In fact, the best and brightest professionals actually seek out jobs at these organizations, because they have a reputation as a best place to work.

At present, your company is a solid workplace. People seem relatively happy and your bottom line is healthy enough, but you want more. Climbing to the ranks of the top employers won’t be easy, but it will be well worth your effort.

Four Ways to Make Your Company a Best Place to Work

Help Employees See Their Impact

Many people have trouble seeing the big picture. They don’t understand why they have to complete certain tasks or how their work impacts the rest of the team. Change this by helping them realize how their contributions tie into the success of the organization. When employees are able to understand their purpose, they’re happier and more energized.

Build a Robust Culture

It’s hard for employees to get excited about work when they’re not engaged. Change this by building an outstanding culture that makes people truly enjoy being part of the team. This is a multifaceted endeavor, but some of the main initiatives involve redefining the company’s mission and values, being transparent with employees, developing a strong sense of team and hiring people that perfectly embody your culture.

Recognize Outstanding Efforts

Most employees don’t do great work for the sole purpose of being recognized, but having your efforts go unnoticed doesn’t feel great. If you make a habit of taking employees for granted, they’ll leave, so make your gratitude known. Grand gestures are nice, but all it takes is a few kinds words from the boss for a staffer to feel appreciated.

Treat Employees Like Humans

Your employees aren’t robots. They need nights, weekends, holidays and vacation time away from the office to relax and spend time with loved ones. The best companies understand the value of encouraging people to have a fulfilling life outside the office. Well-rounded employees are more productive and creative. They also have greater levels of job satisfaction and company loyalty, because they know they have a good thing going.

Make your job a little easier by joining forces with ECS to help with the management and deployment of your contract workers. We provide back-office, funding and employer of record service to recruiters, and professional payrolling and independent contractor management services to companies. Contact us today to find out how we can assist you!

How to Implement a Mentoring Program to Pass Knowledge and Experience Throughout Your Team

June 16th, 2017

You’ve worked hard to build a roster of talented, effective employees. Many have been on staff for years, while others are relative newcomers. Consequently, each person has a wealth of experience that could benefit others on the team.

A mentoring program is a fantastic way to transfer knowledge among employees. Not only will this help everyone do their jobs better, it’s also a safeguard to retain valuable skills and information when people move on to opportunities outside your company. Find out how to implement a mentoring program that really works.

Five Steps to Create an Effective Mentoring Program

Define Your Objectives

Figure out what you hope to achieve from this initiative. For example, you might want to help employees improve leadership skills or ensure your entire staff has a certain skillset. Either way, setting a specific objective adds much-needed structure to the program. It’s easier to develop an effective agenda and measure results when you have a defined end goal.

Choose the Right Mentors

Some people have what it takes to be a mentor, and others don’t. The sharpest, most experienced person on your team might have a ton of knowledge to share, but if they don’t have the right personality to mentor, they won’t be effective. Keep this in mind, and remember that great mentors aren’t just people with 30 years of career experience. Younger employees also have a lot to share with their more seasoned counterparts, so don’t rule them out because of their lack of tenure.

Provide Training

Educate your entire staff on the benefits of mentoring. Explain the value of the program and make sure people are clear that participation doesn’t equal a promotion. You’ll also want to have a training session for mentors, so they know the best way to structure their program. Ultimately, you’ll want to give them the freedom to guide as they see fit, but this will provide ideas to plan a successful initiative.

Make Thoughtful Pairings

Initially, you might assume pairing employees based on similar personalities is the best approach, but it’s not. Of course, you want the mentor and mentee to get along, but the purpose of the program is to transfer knowledge — not make a new best friend.

Closely Monitor Progress

Make sure the program isn’t a waste of everyone’s time by keeping tabs on its value. Find a way to evaluate the progress toward your goal and periodically survey participants to gauge their thoughts on the experience. This will help you learn what’s working and what isn’t so necessary adjustments can be made.

Add valuable time back into your workday by partnering with ECS to manage your contract staffers. Contact us today to learn how we can be of assistance!

How to Amp Up Your Productivity: Get More Done…and Be Strategic About It!

June 9th, 2017

In your current state, you’re accomplishing enough to get by at work. However, simply getting the job done isn’t your style. You want to maximize your productivity so you can be your very best self at work.

Thankfully, a few simple tweaks to your daily routine can majorly increase your productivity. Follow these five tips to make the most of your day.

Eliminate Distractions

It’s hard to get anything done when you’re constantly interrupted. Turn off your email notifications, set your cellphone to silent and shut your office door. If you work in a noisy cubicle, head to a quiet conference room or slip on a pair of noise-cancelling headphones. Make this a habit for at least a couple of hours each day and watch your productivity skyrocket.

Stop Multitasking

On the surface, multitasking seems like a great way to accomplish multiple things at once, but it’s not that easy. The quality of your work suffers when you’re only paying partial attention to each task. This makes you extremely susceptible to mistakes, which means you’ll have to start over again anyway. Accomplishing one thing at a time is a much better solution, because you can get it right on your first attempt and be done with it.

Take Breaks

You might think stopping to take breaks is counterproductive, but it actually helps you work better. Stopping every few hours for a few minutes of rest relaxes the mind and helps keep the creativity flowing. Burnout happens when you work yourself to the bone, so take 15 minutes for a coffee break or accept that lunch date you don’t really think you have time to take.

Keep Your Desk Clean

When you’re crazy busy, papers have a way of piling up on your desk. You say you’ll organize them later, but this date has a way of getting pushed back. Before you know it, your desk is in a state of chaos and you have no idea where to find anything. Avoid this by keeping your desk clean in the first place. When you need something, searching through mounds of paper takes forever, so eliminate the need altogether by maintaining order at all times.

Take Care of Yourself

If you want to give 100 percent effort at work, you need to be physically able to perform. Even if your job isn’t labor-intensive, you still have to be awake, alert and in good health to reach your potential. Try to get eight hours of sleep each night, eat healthy and do things that make you happy in your off-hours, so you can come into the office each day energized and ready to work.

Managing a contingent labor workforce requires a great deal of time and effort, so allow ECS to assist. We’ve been providing compliant professional payrolling and independent contractor management services to companies in a wide variety of industries for more than 20 years. Our team is eager to support your company, so contact us today!

How to Bridge the Gap Between Mature and Younger Employees

May 24th, 2017

Millennials have been the largest generation in the workforce since 2015, according to data from the Pew Research Center, but they’re certainly not the only group in the office. Chances are, your staff is an eclectic mix of baby boomers, Generation X, millennials, and maybe even a few members of Generation Z.

Managing a team of diverse personalities is hard enough, but add a generational gap into the mix and chaos can ensue. Even with the same shared goals, it can be hard for cross-generational teams to function, because different age groups often have a difficult time relating to one another.

Thankfully, it’s possible to bridge the gap with a little time and effort. Follow these tips to get your mature and younger employees on the same page.

Open the Lines of Communication

Each generation has a standard way of communicating, which isn’t always understood by those from another age group. It’s easy for well-intentioned messages to be misinterpreted, causing tensions to rise. Avoid this by encouraging your team to ask for clarification if they’re unclear on words or actions from a colleague of a different generation.

Often times, it’s hard to see things from the perspective of someone mature or younger, so acknowledge the differences of each generation. Creating a dialogue puts these disparities out in the open, making it easier to understand and work past them.

Find Common Ground

Trying to get millennials to function like baby boomers — and vice versa — won’t work and isn’t productive. Instead, help your employees create new ways to work together that pleases everyone. Each age group will need to give and take a little, but when a shared rhythm is established, it will be smooth sailing. Starting fresh will allow everyone to feel like part of the solution, instead of like they’re being forced to adhere to the values of one particular demographic.

Encourage Employees to Learn From One Another

Rather than allowing staffers of different generations take sides, help them see what they can learn from one another. Mature, more seasoned, employees have decades of wisdom to pass down to younger staffers. On the other hand, those newer to the workforce offer a breath of fresh air to liven up stale processes and are more tech savvy.

Creating a mentoring program and pairing employees of different age groups together could be a great start. This will promote the transfer of knowledge and foster a mutual level of respect.

Lighten your workload by delegating the management of your contract staffers to ECS. Contact us today to discuss a partnership!

How to Keep Your Employees Motivated through the Summer Months

May 17th, 2017

Summer is on the horizon and your employees couldn’t be happier. They can’t wait to spend as much time as possible basking in the sunshine, lying poolside, and soaking up the warm weather. As the boss, you’re also excited about summer, but are concerned production levels are going to tumble. You can’t afford for people to spend the season slacking off, so follow these tips to keep them inspired.

Five Ways to Keep Employees Motivated This Summer

Offer Summer Hours

Encourage your team to work their hardest all week by allowing staffers to leave a couple hours early on Friday — if their work is done. Everyone wants to shave a few hours off the end of the workweek, so this is a great way to entice people to put in extra effort, instead of growing sluggish daydreaming of summer vacation.

Let People Work From Home

Summer is the most relaxed season of the year, so allow employees to kick back a little by working from home one or two days per week. People will be able to swap their commute for some extra sleep and parents can enjoy some added quality time with kids home from school for the summer. This inspires top performance, because employees know you won’t continue to trust them working from home if they don’t keep submitting fantastic work.

Make Time for Fun

All work and no play makes for a dull office environment, so plan some fun summer activities for your team. Form a staff intramural sports team, take everyone out for ice cream or host a summer picnic for employees and their families. Having a little fun will bring your team even closer together. No one wants to let down colleagues they respect, so extra bonding time will keep motivation levels up.

Take Meetings Outdoors

It’s hard for employees to concentrate on meetings when all they can think about is the warm, sunny weather outside. Combat this by moving meetings outdoors. The change of scenery will allow people to feel rejuvenated, encouraging an influx of innovative ideas.

Grant as Many Vacation Request as Possible

Everyone wants to take vacation time in the summer, which can make coverage very tricky. It’s probably tempting to allow only a select few to take time off during these months, but that will cause a serious decrease in morale. Ask employees to submit requests as far in advance as possible, so you can plan ahead. Consider hiring temporary staffers to fill the gaps, if needed.

For more than 20 years, ECS has been providing compliant professional payrolling and independent contractor management services to companies in a wide-variety of industries. If you need a little help managing your contingent labor workforce, contact us today to discuss a partnership!

What Not to Do When Interviewing New Grads

May 10th, 2017

Graduation season is in full swing, so you’re probably receiving an influx of resumes from new grads searching for their first ‘real’ job. Fresh-faced and enthusiastic, these young workers can be a very welcome addition to your team, but first you’ll need to find the right fit.

Interviewing new grads is very different from established candidates, because this is likely their first foray into the professional world. Many of these young job seekers will have an internship or two under their belt, but that’s it.

During the interview process, you’ll use some standard criteria to evaluate them, but you’ll need to take a different approach in other areas. Take a look at four major offenses you don’t want to commit.

Don’t #1: Make an Entry-Level Job Sound Glamorous

Every job at your company is important, but entry-level jobs tend to be a bit more tedious than others. When you’re excited about finding a dynamic new team member, it’s easy to inadvertently make a job sound more alluring than it is. This might help you attract your ideal candidate, but if the job is presented as something it’s not, they’ll be out the door before you know it. Be honest about the responsibilities associated with the job, and keep searching until you find a talented young candidate excited to make it their own.

Don’t #2: Write Off an Overly Nervous Candidate

Most people get nervous for job interviews, but this is all new territory for those just graduating college. You might be a little weary of an established professional shaking in their dress shoes, but cut a newbie some slack. Do your best to help the person calm down and make them feel comfortable, so they can have their best possible interview.

Don’t #3: Weigh Skills Fit Heavier Than Personality

It’s never wise to hire for skills instead of personality, but even less advisable for new grads. Choose a candidate who has the basic abilities to shine, with a personality that perfectly blends with your culture. ‘Green’ employees are actually easier to train to your liking, because they haven’t developed bad habits from other companies. Candidates that fit into you will be more eager to learn and likely to stay put longer, because they know they’re in the right place.

Don’t #4: Look Past Red Flags

Most new grads aren’t going to be perfectly polished candidates, but don’t avoid telltale signs of a bad hire. Anyone who shows up late, doesn’t have a professional appearance, or seems to be primarily searching for a paycheck from any company willing to hire them isn’t a good idea. Certain mistakes can be excused, but turning a blind eye to others will cost you.

Whether you’re hiring new grads or seasoned professionals, ECS understands the importance of having the time to focus on the task at-hand. We’ve been assisting recruiters and employers for more than 20 years, so contact us today to learn how our services can benefit your organization.

Social Media is Changing Recruitment, Here’s How to Keep Up

May 3rd, 2017

More than just a fun way to market your business, social media has changed the face of recruitment. Social sites like LinkedIn, Facebook, and Twitter are making it easier than ever to connect with talent and find the right fit.

If you’re not using social media for recruiting, it’s time to make a change to your hiring process. Follow these tips to learn how to get up to speed.

Four Ways to Work Social Recruiting Into Your Hiring Strategy

Build a Robust Social Media Presence

You probably don’t have time to build a strong presence on every social site, so choose those that offer the most value. Results of the Jobvite 2016 Recruiter Nation Survey revealed 87% of recruiters use LinkedIn to evaluate candidates, 43% rely on Facebook and 22% consult Twitter. The survey also disclosed that 67% of social job seekers use Facebook in their job search, so this is definitely a platform worth focusing on.

Share pictures of your office, employee testimonials, updates on projects the team is working on, stories of the company’s charitable giving, and anything else that highlights what it’s like to be on your team. This will help generate a buzz and grow your audience, maximizing the number of people who are tuned in when you have a job posting to share.

Connect With Passive Candidates

There’s a lot of really talented professionals out there who enjoy their jobs, but would move on for the right opportunity. These people aren’t actively seeking work, so you have to find them. Social media is a great way to connect with them and build a relationship. Follow them, introduce yourself, keep the conversation going, and when a job they might be interested in opens up, reach out to them.

Post Jobs on Your Social Sites

As noted above, your social media sites are a great place to post jobs. Unlike those posted on your company website or job boards, those listed on sites like LinkedIn, Facebook, and Twitter are easy for people to share with their networks. You can also add hashtags to the postings that make them highly searchable — e.g., #softwareengineer, #copywriterjob.

Use Social Screening to Gauge Cultural Fit

Beyond advertising jobs and connecting with talent, social media can also be used to assess candidates. A person’s social media activity can be very telling, so carefully review publicly available content to determine their fit for your company. Content they’ve posted, who they follow, and what they’ve “Liked” will help you decide if they’d mesh with your culture.

According to the Jobvite survey, 59% of job seekers use social media to research the culture of companies they’re interested in, so you need to be doing the same.

Employing contract workers takes a lot of time and effort, so allow ECS assist. We offer back-office, funding, and employer of record service to recruiters and professional payrolling and independent contractor management services to companies. Contact us to discuss a partnership!

Are Your Employees Miserable?

April 28th, 2017

Once upon a time, your employees were happy, engaged, and motivated. They came up with great ideas, genuinely enjoyed each other’s company, and gave their all to every project. Unfortunately, things have changed. The same people are still on staff, but their collective work ethic and attitude has taken a turn for the worse.

If your previously happy, driven team no longer seems to care about their work — or one another — it’s probably because they’re miserable. As the boss, you need to make some serious changes — and fast — before profits tumble and everyone jumps ship.

Five Ways to Make Miserable Employees Happy

Listen to Their Ideas

Your employees are intelligent people with great ideas, but if your opinion is the only one that counts around the office, they’re likely feeling stifled. Stop barking out orders and start asking for input from your team. Being more involved will reignite the spark they once had and your company will benefit from a fresh perspective.

Promote From Within

It’s beyond disheartening to give 100% to your job, but be passed up for a promotion by an external candidate. If you rarely promote from within, your team is likely feeling discouraged. Many would probably like to build a career with your company, but feel it’s impossible because you won’t take a chance on them.

Treat Them Well

A few generous perks can go a long way. Make working for your company more enjoyable by treating your team to lunch once a week, allowing people to leave work an hour early on Fridays, or giving each person a little money to redecorate their workspace. Incentives come at every price point, so come up with a few ideas that fit your budget.

Show Gratitude

The best employees don’t do great work for the sake of recognition, but people can only exceed expectations for so long without a thank you. If you’re accustomed to being impressed by your staff, you might be inadvertently taking them for granted. Watch morale perk up when you show appreciation for a job well done.

Provide Competitive Compensation

It’s hard for employees to feel gratified when they’re glaringly underpaid. Conduct a salary analysis using data from the Bureau of Labor Statistics to see if your team is fairly compensated. If your wages are below average, try to come up with the funds to give your staffers a boost. Offering a few extra perks can serve as comparable balance if you don’t have the budget to give pay raises across the board.

If your schedule has become a bit too hectic, get more time to focus on your top priorities by allowing ECS to manage your contract staffers. Contact us today to learn how we can make your workday more manageable.

Here’s Why Every Staffing Firm Should Blog to Amplify Their Brand Messaging

April 21st, 2017

Being a recruiter is a multi-faceted job that never stops. At some point, you’ve probably thought about starting a company blog, but lack of time led you to put that idea on hold.

It’s time to stop delaying and join the blogosphere already. Your competitors have been at it for a long time, and it’s helping them land clients that should be yours.

Four Reasons Blogging Will Boost Your Brand

Highlight Your Expertise

The staffing industry is a very competitive realm, so you need to take every possible opportunity to prove you’re the best. Blogging is a great way to demonstrate your expertise, because you can write posts on any applicable topic you desire. Whether you want to comment on a current job seeker trend or share advice to help employers reduce turnover, this is your platform to do so.

Get Your Name Out There

Blog posts are social media gold. Every piece of content you write can be shared multiple times on all your social media sites. When readers like what you have to say, they share it with their own networks. People will take note of the author and head back to your website to learn more about your firm.

Also fantastic for SEO, you can incorporate industry-relevant keywords in your posts to get to the top of page rankings. The more content you share, the more traffic you can drive to your site, so this should be a strong incentive to make blogging a regular activity.

Become More Relatable

People want to work with brands that understand them. Blogging gives your firm a voice that both job seekers and employers can relate to. More informal than your website, this is your chance to write content that really hits home and makes readers trust you. When people feel a connection to your content, you gain a competitive advantage.

Make New Contacts

Every blog post should end with a call-to-action, encouraging readers to contact your firm. This free advertising opportunity allows you to connect with someone clearly interested in what you have to say, since they made it to the bottom of the page. This is a great strategy to expand both your client list and your talent network.

Recruiting top talent is a full-time gig, so let ECS handle the rest.

We’ll take care of all your back-end processes, giving you more time in the day for what you do best. Contact us to find out how we can assist your firm!

Is Your Company Culture Attractive to the Best Candidates in Your Local Market?

April 14th, 2017

Attracting top talent takes more than a fancy job title and a generous salary. These professionals are in high demand, so they’re — rightfully — pretty selective. To get them on your roster, you need a top-notch company culture they can’t wait to be part of.

If you’re having a bit of trouble attracting the best and brightest, your culture might be to blame. Before posting your next job opening, take a look inward to find areas that need some tightening. Follow these tips to get started.

Four Ways to Attract Top Talent With Your Company Culture

Know Who You Are

Top talent wants to work for a company with a defined culture. This allows you to hire the right people and build a team that’s unstoppable. If your culture is more ambiguous than clear cut, people are probably confused about your mission, vision, and values. Take the time to figure out what your organization stands for and use this to develop a distinct culture that truly represents your brand.

Be Consistent With Your Message

Your company culture needs to have the same meaning across the board. If your website, social media pages, marketing materials, etc. have conflicting messages, you’re confusing people. Top talent doesn’t want to work for an organization in the midst of an identity crisis, so make sure your branding is coherent across the board.

Encourage Employees to Take Pride in Your Culture

It feels great to be part of a team that’s proud of who they are. Nothing shows the impact of your culture more than satisfied employees, so empower your team to post content to their personal social media accounts highlighting what it’s like to work for your company. This can include pictures of team outings and projects they’re working on or anecdotes about exceeding expectations to please a customer. Create a dedicated hashtag to include with each post to make them easily searchable.

Make Your Company a Fun Place to Work

The best company cultures are the perfect mix of work and play. Encouraging your team to let loose together helps people bond and build trust. Find group activities that fit your budget and make them a monthly or quarterly tradition. Post pictures of these fun events on your company website and social media accounts to show candidates your tight-knit team.

For more than 20 years, ECS has been making life easier for recruiters and employers by managing their contract staffing assignments — and we want to help you! Contact us today to learn how we can assist your organization.