5 Signs Your Best Employees May Want to Leave

October 19th, 2017

Your brightest, most ambitious employees keep the company moving forward, but there’s no guarantee they’ll stay on staff for the long-term. The only thing worse than losing them is being caught off-guard by it, but if you read between the lines, there’s usually plenty of foreshadowing.


If you’re able to recognize these clues early enough, you might be able to intervene before the person submits a resignation letter. Learn five telltale signs your best employees are thinking of heading out.


  1. Calling in Sick a Lot

When they’re under the weather, top employees often have to be forced to go home and rest. If your previously always-present staffers have started taking a notable amount of sick days — but never actually seem ill — something is up. They’re either interviewing with another company or just really don’t want to come to work.


  1. Contributing Less in Meetings

Until recently, your best workers had so much to say in meetings, they frequently talked over one other. You didn’t even have to ask them to suggest innovative ideas or offer feedback because they were always ready with it. More than a coincidence, if they’ve become oddly silent in meetings, it’s likely a sign they’re checked out.


  1. Submitting Lower Quality Work

Your best employees worked hard to get to the top, so if the quality of their work has declined, this is highly suspect. Intelligent, motivated people don’t just stop caring about their future for no reason. There’s a good chance they’ve simply stopped focusing on -term opportunities with your company and are now putting their effort into a job search.


  1. Becoming More Active on LinkedIn

More so than other social platforms, LinkedIn is the place to make business connections. The world’s largest professional network offers seemingly countless opportunities to get noticed by employers, so if your best workers are unusually active on the site, they’re probably trying to get on another company’s radar.


Separating From the Group

Navigating a job search is a huge life event, so it’s hard to keep it under wraps. Consequently, your previously social staffers may disengage, because they don’t want to spill the beans. Feelings of guilt and discontent can cause them to decline invitations to group lunches, happy hours, and other outings with colleagues they previously never missed out on.


Join forces with ECS to add more time back into your day to focus on your employees. We provide compliant professional payrolling and independent contractor services to companies of all sizes and industries, including Fortune 500 companies, defense contractors, information technology, accounting, and engineering firms. Let’s discuss a partnership!

Top Tips to Recruit Executive-Level Candidates

October 12th, 2017

Executives have high-powered jobs that hold a lot of weight, but recruiting them is an even bigger initiative. Whether your company is growing and added a new top position or a former leader moved on to something else, this task must be taken very seriously.

You’ve probably hired plenty of employees, but attracting executives is another story. Use these three tips to make the most successful professionals in the field want to be part of your company.

Focus on the Candidate

When interviewing lower-level staff, you probably steer clear of those who push their own agenda, but recruiting executives is a different story. Instead of focusing on ways they could benefit your organization, place the emphasis on what the company can offer them.

Top executives have their choice of employers, so you have to convince them your company is the best move for their career. These people have clearly made very strategic decisions to climb atop the corporate ladder, and you can be certain they won’t make another move without the same due diligence.

Sell Your Company

Your company is a great place to work, so let executive-level candidates know what makes it so special. Share recent accomplishments, detail exciting projects in the works, and brag a little about your amazing employees. Highlight flexible working options, unique company perks, and ways the organization gives back to the local community. More than just a job, make them realize how rewarding it would be to stand at the forefront such an incredible team.

Don’t Delay

The best executive-level candidates are in high demand, so you can be certain other employers have their sights on them. Streamline your interview process to make it quick and efficient, because dragging your feet too long will likely cause them to go with another company. Since these professionals have the power to lead your company to greatness or sink it, push everything else aside and make the hiring process your top priority.

Recruiting executive-level candidates takes a great deal of time and energy, so allow ECS to lighten your workload. For more than 20 years, we’ve been helping employers and recruiters optimize and simplify the process of providing and utilizing contract workers. Find out how we can assist your company with our efficient, compliant, cost-effective services!

How to Onboard an Introverted Employee

October 5th, 2017

New hire training sets the tone for the employee’s tenure with the company, so getting it right is crucial. Unfortunately, many traditional onboarding methods are catered towards extroverts. There’s nothing wrong with these techniques, but extroverts aren’t wired to adhere to them. Forcing them to conform will get them off to a rocky start, and likely cause them to question their choice to accept the job in the first place.

Often miscategorized as shy, introverts prefer solo work over group activities, so create an onboarding program that plays to their strengths.

4 Tips to Onboard an Introverted Employee

Skip the Buddy System

During the first few days and weeks on the job, employers frequently pair new hires with tenured staffers to help them get acquainted. This typically works like a charm for extroverts, but it’s a nightmare for introverts.

Rather than formally teaming an introvert up with another employee, simply let them know who to go to with questions, comments, and concerns, and leave the ball in their court.

Focus on Self-Guided Learning

Introverts don’t want to spend all day being trained by other employees. Offer as much self-guided learning as possible, because this will produce the best results. Due to the way their brain works, introverts become exhausted easily when working with others, so they’ll have a lot more energy if you provide as much solo training as possible.

Provide Regular Breaks When Training With Others

All training cannot be completed alone, so it’s inevitable that introverts will have to learn some of the ropes directly from others. When this happens, balance out the influx of human interaction with regular breaks. For example, if you have them train with a colleague for an hour, make sure the next hour is occupied by alone time.

Opt for Virtual Check-Ins

As a caring boss, you probably stop by a new hire’s desk several times per day to see how things are going. You mean well with this gesture, but this much face-to-face time can be an overwhelming for introverts. It’s great to visit them in person once or twice per day, but check in over email or instant messenger the other times, so they don’t become uncomfortable.

Running a business is hard work, so allow ECS to make your day a little easier. We work with recruiters to provide back-office, funding, and employer of record service and offer payrolling and independent contractor management services to employers. Get started today!

How Social Media Impacts Your Hiring Process

September 27th, 2017

Social media has definitely changed the hiring landscape. These days most employers are using sites like LinkedIn, Twitter, and Facebook to find candidates and learn more about them. In fact, 92% of recruiters use social media in some form during the hiring process, according to the 2015 Jobvite Recruiter Nation Survey.

Find out how social media is changing the way you source candidates.

4 Ways Social Media Impacts Your Hiring Process

Gain More Information on Candidates

Before hiring a candidate, you want to learn as much as possible about them, and it’s never been easier. Social media sites reveal a wealth of information about people, ranging from what they did last weekend to their favorite restaurant.

This makes it easier to determine if a person would fit into your company culture and learn other tidbits that help you decide if this is someone you want on your team. Employers have gotten so used to having this information at their fingertips, that 57% are less likely to interview a candidate they can’t find online, according to a 2017 CareerBuilder survey.

Of course, with all this available knowledge, you have to be careful not to violate state and federal discrimination laws, because some information is protected and can’t be used to make a hiring decision.

Reach a Broader Network

When you announce job openings on social media, anyone who follows your page or someone who shares the post instantly learns that you’re hiring. Many people might not check your HR site or job boards utilized, so this allows the post to get more exposure, increasing your chances of finding your ideal hire.

Your Company Falls Under Closer Scrutiny

It can do great things for your hiring process, but if it isn’t used properly, social media can also be a detriment. Every piece of content published on your social sites is carefully examined by your follower base. If people don’t like something posted, it can easily go viral, impacting both your reputation and your ability to attract top talent.

Adds Time to the Hiring Process

You can spend hours researching one candidate on social media, which adds up fast when multiplied by all top contenders. It’s easy to go into information overload, due to the sheer volume of available data out there. If you don’t know where to stop, this can extend your hiring process past an unreasonable time period.

Need more time in the workday to focus on your most important tasks? Partner with ECS. 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 discuss your needs!

Leave Your Work at Work

September 20th, 2017

Let’s face it, work can be stressful. No matter how much you enjoy — or despise — your job, you can’t allow it to take over your life. Having a personal life is the key to a healthy, balanced life, so don’t let your job encroach on your time.

If you’ve been doing a lot of work during your off-hours or have trouble shaking off the strain of the day when you walk through the front door, use these tips to put an end to this once and for all.

Set Boundaries

Sometimes you can’t get out of doing a little work during your personal time, but make these instances the exception, not the standard. As a general rule, let your team know that after you leave the office, you shouldn’t be disrupted unless a true emergency occurs.

Many employees are hesitant to take this step because they don’t want to appear lazy, but there’s no need to feel guilty about protecting your personal time. Time away from the office is necessary to relax and recharge, so draw a clear line in the sand.

Stop Checking In

Technology makes it easy to stay connected to the office 24/7, so you have to make an effort to keep your distance. Checking your work phone in the middle of a relaxing evening only takes a second, but the calls, texts, and emails you find can easily dominate the rest of your evening.

You can’t truly disconnect from the office if you’re constantly using your personal time to deal with work matters. Unless a legit crisis occurs, all work correspondence can wait until the start of the next business day.

Use Your Commute to Unwind

Whether you take public transit to work or drive yourself, use your commute home to transition your mind away from the office. Listen to music or a podcast, phone a loved one, read a book — listen to one on tape if you’re driving — or simply enjoy the scenery on the other side of the window. This time is all yours to relax, so make the most of it.

Channel Stress With a Hobby

Even the best jobs come with a certain level of pressure, so find a healthy stress reliever. Take up painting, go for a run, join an intramural sports league, or any other activity you enjoy that you can get lost in for awhile. It’s a lot easier to separate from work when you have a positive way to leave the tensions of the day behind.

Team up with ECS so you can stop putting in so much overtime. We offer compliant professional payrolling and independent contractor services to companies of all sizes and industries, including Fortune 500 companies, defense contractors, information technology, accounting, and engineering firms. Contact us today to lighten your workload!

Tips on How to Measure Training Effectiveness

September 13th, 2017

For your team to learn and grow, training is imperative. Of course, it’s also a huge investment, so make sure it’s worth your time and money.

It’s important to find out as soon as possible if training isn’t working, so you can minimize losses and find a new approach. Find out how to evaluate the success of your training program.

3 Tips to Measure Training Effectiveness

Ask Employees for Feedback

One of the best ways to gauge the usefulness of training is to go straight to employees themselves. Letting them know there are no wrong answers, find out how they felt about the trainer, the information provided, and the way the material was delivered. You might discover many found the trainer helpful and engaging or considered the session irrelevant to their job.

Both positive and negative feedback will help you assess the usefulness of the training, so you can make any necessary adjustments for next time. While you’re at it, ask your team for suggestions of what they’d like to learn and their preferred delivery method — visual, auditory, reading/writing, and kinesthetic.

Measure Short-Term Results

In the days and weeks following the training, pay close attention to changes in employee behavior, relevant to the instruction provided. Determine if they’re applying the lessons learned to their jobs and the outcome.

This is telling because if they’re applying the knowledge gained during the training, they clearly learned something. On the other hand, if they went back to work as if the training never happened, it clearly wasn’t effective.

Assess Long-Term Benefits

It’s great if employees are impacted by the training right after the session, but make sure it has staying power. Keep a close watch on your team after the newness of the training has worn off to see if they’re sticking with the lessons learned or falling back into old habits.

Training isn’t effective if it doesn’t produce long-term changes, so make sure your investment is made to last. Keep a close watch on both employee behaviors and performance to find your answer.

Need more time in your day to focus on training? ECS has been helping employers and recruiters optimise and simplify the process of providing and utilizing contract workers for more than 20 years. Contact us today to learn more about how our efficient, compliant, cost-effective services can benefit your company!

How to Make Your Staffing Firm Top of Mind to Employers

September 6th, 2017

Customer satisfaction is the key to success in the staffing industry, so if you want your firm to be an employer favorite, you have to deliver. As you’re well aware, staffing is a very competitive realm. Getting to the top of employers’ minds and staying there isn’t easy, but you can do it if you follow the tips below.

5 Ways to Make Your Staffing Firm Stand Out

Provide Personalized Service

Every employer is different, so if you try to apply a one-size-fits-all solution when filling open positions, you will fail. Take the time to get to know each client, so you can gain a sense of their culture and what defines a successful new hire. This will equip you with the knowledge needed to find the right person for the job, every time.

Stick to a Niche

No company can be something to everyone, including a staffing firm. Instead of trying to cater to the needs of every employer out there, find a specialty and stick to it. For example, you might focus exclusively on manufacturing jobs or only fill executive positions. When you develop a level of expertise in a certain area, employers trust your judgment.

Vet Candidates Thoroughly

Your staffing firm is only as successful as the candidates you place, so choose wisely. Develop a thorough candidate screening process and don’t be afraid to decline to work with those who don’t meet your standards. Make sure all professionals you place are reliable, hardworking, friendly, and fully equipped to perform all duties associated with the job at-hand.

Guarantee Your Placements

Even the best candidate selection process isn’t foolproof. Give employers peace of mind by standing behind every professional your place. If the person doesn’t work out within a certain time period, find a replacement free of charge. This is a smart business strategy because it displays confidence and shows clients you truly want them to be satisfied.

Build Relationships With Your Clients

Employers want to work with recruiters they can rely on, so invest time and energy into the relationship. Check in regularly when you have a new placement with the company, but also stay in touch when you don’t. Ask your clients out for coffee once a month or simply pick up the phone to see how they’re doing. This shows you truly care about them and take pride in serving their company.

Provide even better service to your clients by joining forces with ECS. We offer back-office, funding, and employer of record services to recruiters, so you can have more time to focus on your business. Contact us today to find out how we can support your firm!

How to Motivate Underperformers on Your Team

August 30th, 2017

For your team to be a success, every employee must pull their weight. If a few staffers are holding everyone else back, you need to nip their bad behavior in the bud.

It’s not fair to the rest of your hard working team to have their efforts quelled by a few underperformers. Things won’t change without your attention, so deal with the issue promptly to make a change for the better.

4 Ways to Motivate Underperformers on Your Team

Address the Situation

Some people don’t work hard if they think the boss isn’t looking. Take the person aside and make it clear you’re aware their performance isn’t up to par. This alone might be enough to kick their work ethic into high gear.

Find the Underlying Cause

Laziness isn’t the only reason for underperformance. It’s possible the person has a very good explanation for their sub par work — i.e., lack of skills or resources — so find out what’s really going on. Doing a little digging is necessary because some people won’t speak up on their own.

Set Clear Expectations

After the problem has been addressed, define your expectations so the employee knows exactly what you want from them. Set specific goals for them to achieve and explain what will happen if they fall short. Getting on the same page with the person should motivate them to step their performance up.

Recognize Little Successes

Encourage growth in your underperformers by celebrating even their smallest wins. This boosts their confidence and lets them know you’re keeping close tabs on their work. Little things like meeting a deadline or doing a task right the first time might not seem like a huge accomplishment to you, but positive reinforcement will encourage them to keep up the good work.

Certain employees just need an extra push, but some people can’t be changed. If your efforts to motivate an underperformer fail, cut your losses and let the person go. There’s plenty of talented, motivated professionals who would be excited to take their place.

When you have too much on your plate, there’s no time to motivate underperformers. ECS provides back-office, funding and employer of record service to recruiters, and professional payrolling and independent contractor management services to companies, so you can focus more energy on your team. Let’s get started today!

Are You Doing Enough to Keep Your Best Workers?

August 23rd, 2017

Every company has a few top performers who constantly exceed expectations. By now, you’ve grown accustomed to their incredible work, but make sure you aren’t taking them for granted. Top talent has their choice of employers, so if you don’t do enough to keep them happy, they’ll have no trouble finding work elsewhere.

5 Ways to Retain Your Best Workers

Invest in Them

Some employees come to work each day to earn a paycheck, but the job means much more to top talent. These ambitious professionals truly enjoy what they do, and they want to soak up as much knowledge as possible. Feed this need by sending them to conferences, seminars and training sessions where they can grow their skills and put them to work at your company.

Pave the Way for Advancement

Talented employees are on their way up the ladder. If you don’t give them room to grow, they’ll be forced to head to another company. Avoid this by working with your superstars to find out where they want to be in three, five and 10 years, and finding a way to foster this progression on your team. You might have to create a new position, but retaining them is well worth it.

Get to Know Them

People enjoy working for a manager who truly cares about them, so take the time to get to know your best employees on a personal level. In addition to having regular one-on-one meetings to discuss their careers periodically ask them to join you for lunch or coffee. Inquire about their families, and try to remember the names of their spouse and children. This will make them feel valued and appreciated as more than just a name on your staffing roster.

Ask for Input

Top performers clearly know what they’re doing, so tap into their knowledge base. Request feedback on projects, processes and procedures, and other work initiatives, and take their advice to heart. This shows your best employees you really respect them and value their opinions.

Recognize Achievements

Your best employees outperform the rest of the team by far, so acknowledge their outstanding work. Praise their efforts regularly to let them know you’re watching and are truly grateful for their contributions. There’s no need to do this every time they do great work — as it would be daily — but periodically surprise them with a special reward for their efforts. The possibilities for this are endless but could include an early dismissal, extra day off or a gift card to their favorite restaurant.

ECS wants to help you break free from the mountain of paperwork on your desk, so you can have more time to focus on your team. We assist companies of all sizes and industries, including Fortune 500 companies, defense contractors, information technology, accounting and engineering firms. Contact us today to join forces and make a plan!

How to Get in Front of Candidates That Aren’t Actively Looking for Jobs

August 16th, 2017

Sometimes the best person for the job isn’t actively seeking new opportunities. Known as passive candidates, these professionals would consider changing jobs for the right position — but you have to find them first.

Since they’re happily employed, these people aren’t checking job boards for openings, so you have to get creative. Pursuing these professionals will take more work, but they’re worth it.

4 Ways to Meet Passive Job Seekers

Attend Networking Events

Talented, ambitious people enjoy learning, growing and connecting with like-minded peers, so attend industry events regularly. Everything from training sessions to networking happy hours are filled with motivated professionals who truly enjoy what they do. This is a great way to meet passive candidates and introduce them to your company.

Speak at Industry Functions

Raise your company’s profile by signing up to speak at conferences, seminars and other industry events. If you captivate your audience, they’ll want to continue the conversation after your speech. Don’t be surprised if passive candidates approach you to chat at the event or reach out via email afterward.

Request Introductions

Your friends, family and employees have their own networks filled with talented people. When filling an open position, ask them for recommendations and request an introduction. If you reach out to the person on your own, they might brush you off, but you’ll get their full attention if someone they know and trust tells them to listen to your pitch.

Use Social Media

They’re not actively using it to find work, but top talent is on social media. Captivate them by sharing compelling content that makes them want to be part of your team. This might include past projects and those currently in progress, the company’s philanthropic efforts or employee satisfaction stories. If they’re continuously impressed, there’s a good chance they’ll head to your HR site to inquire about joining your roster.

Partner with ECS to get more time in your day to connect with passive job seekers. We work with both recruiters and employers to provide cost-effective deployment of your contract labor force, so you can focus on other priorities. Contact us today to learn how we can be of assistance!