Successful Blog

Should I Hire From Temp Agencies?

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When it comes time for your company to hire a new employee, it’s fair to assume you’re looking for nothing short of the perfect match for the job, right?

Well, if you’re on the fence about going through a temp agency, there are some pros and cons to take into consideration that might influence which side of the fence you land. Most employment agencies are great about vetting and providing the perfect candidate, while others miss the mark.

Here are just a few benefits as well as drawbacks when it comes to your company hiring through a temp agency:

The Pros

Considering a temp agency’s purpose is to match employees with employers, it’s sometimes better for companies to hire through an agency rather than advertise positions to the general public and for good reason:

* Avoid Hiring Mistakes – When you hire through a temp agency, your company can rest assured the candidate is not only pre-screened, but tested for the job at hand. This is a great way to avoid poor hiring decisions that ultimately result in lost productivity and wages.

* Eliminate Unemployment Claims – Temporary employees are hired with the full knowledge that their time at your company is short-term. Because of this, your company avoids any unemployment claims that may arise. If you decide to let go of a temporary employee, it’s the temp agency’s responsibility thereafter.

* Reduce Recruiting Efforts – When hiring through a temp agency, the vetting process is done for you. So, instead of wasting time, money, and energy on the legwork that goes along with the recruiting process, your company can cut to the chase with temp employees that are apt for the job.

* Decreased Benefit Costs – Employee benefits cost companies a ton, but with temp employees, your company isn’t required or expected to pay benefits as long as that employee is on a part-time schedule. Likewise, if it’s a full-time position your company needs to fill, consider hiring two temp employees to cover the same job.

The Cons

Before making the decision, there are a couple drawbacks your company needs to consider before going the temp agency route:

* Employee Buyouts – Although finding the perfect fit through a temp agency is a huge benefit, the contract buyout that goes along with hiring that employee full time is a major drawback. And, most temp agencies require a significant buyout depending on the length of the remaining contract.

* Agency Screening – Most temp agencies take the screening process very seriously in order to provide companies with the best possible match. But, unqualified employees sometimes slip through the cracks, especially in the case of larger temp agencies.

* Lack of Strong Relationships – Employers like long-term employees because they are able to form strong relationships with the company as well as other employees. Temporary employees on the other hand don’t have the chance to develop any real relationships. This results in a loss of team spirit and, in some cases, a lack of commitment from the temp employee.

As you can see, weighing the good with the bad is an important step when deciding whether or not to hire through a temp agency.

Photo credit: writeforhr.com

About the Author: Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including personal health, roofing repair, and small business.

How Do I Hire the Right People?

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Judging a book by its cover probably is not the best way to find the right candidate for your company. These days you have to at least open the book and read the first chapter.

Luckily, there are ways to ensure your company hires the right people without sitting them down in an interrogation room first.

The following tips will help you get the most out of your first encounter with potential employees and ensure you pick the perfect candidate.

Screen Resumes

In an attempt to streamline the interview process, resume screening is a great way to cut out candidates that don’t meet the requirements. Sure, resumes are naturally screened as you read them, but they should be accompanied by a detailed checklist.

The job specific checklist can work as a 1 to 10 scale broken down into categories ranging from candidate qualifications, experiences, and whether or not they should move on to the interview process.

By doing this, you, the employer has a tailored checklist that’s easily compared to other checklists based off the competition’s resumes. Additionally, it’s wise to have dedicated screeners during recruiting periods to act as candidate experts.

Interview for Attitude

Before you hire any employee, it’s important to know whether their knowledge and skill level is up to par. But, another essential facet to any potential candidate is their inner office attitude. That’s where the interview comes into play.

Don’t spend too much time grilling the candidate on information already stated in the resume. Instead, try to gauge their personality. Ask questions concerning work habits, how they function under stress, and their opinion on working long hours.

This is also where your ability to read body language plays a huge role. If the candidate becomes uneasy or makes a seemingly harmless joke at the mention of possibly working nights and weekends, it’s probably because they’ll ultimately have a problem with it.

Quiz References

If and when a candidate reaches the reference checking stage, it’s the perfect time to dig deep into the potential employee’s work past. And, if the reference is strictly professional, it’s also a great chance to gather unbiased opinions about the employee in question.

Once questions concerning the candidate’s abilities are out of the way, transition directly into their people skills. Questions like whether or not the candidate works well with others, their day-to-day attitudes, and their willingness to go above and beyond what’s asked of them are all fair game.

Test for Success

After the candidate checks out on paper and face-to-face, it’s wise to request they take an abilities test.

Whether it’s to get a sense of the candidate’s general knowledge or gauge skills particular to the job, if the potential employee is all they say they are, they should have not problem taking the test and more importantly, receiving an adequate score.

So, when it comes time to fill your next open position, take some of the above tips into consideration and find the best employee for the job.

As an employer, what have your hiring experiences been like to date?

Photo credit: ABC15.com

About the Author: Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including business, invoice software, and personal health.

How to Cut Down on Business Travel Expenses

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As a small business owner, you or your employees may need to do quite a bit of business travel.

So, it should not come as a surprise that this can add up to be a hefty expense, leaving you to maybe think it’s one area where you could cut some spending.

Over the past years, travel expenses, from airlines to hotels to dining, have increased.

But how can you cut travel expenses while still meeting the needs of your clients?

Check out these ideas to help you do both:

1.     Air Travel

*  Carry on your bags instead of checking them. Often airlines charge a fee for checked bags and you can save a bit here, plus it saves time in the airport.

* Use the long term or off site parking at the airport instead of the high cost hourly parking.

* Check around for flight differences and book the cheapest, even if it’s not the most convenient. Often midweek travel is cheaper than over a weekend (though that is not necessarily true of hotels). See if flying into a close by airport is worth it to save money even if it’s not the absolute closest.

* Join frequent flyer clubs.

* Think about special airline benefits. Airports offer special rooms for airline members that can be earned or purchased. Maybe you have to pay for these, but could it benefit you because you and your employees can get quality work done there or possibly have meetings?

2.     Ground transportation

* Though renting a car seems like a big expense, it’s cheaper than taxis and more efficient than public transportation. Join loyalty programs with rental car companies and gain some benefits here, too.

* If you don’t have a rental car, see if your hotel provides shuttle service to nearby locations and the airport – again, taxis add up, best to avoid them.

* With a rental car, fill it up yourself before turning it in. If you don’t, the car company can charge an arm and a leg to fill it up.

3.     Hotels

* Just like with airlines, check around for deals and specials. Often depending on when you check in and out, your rates will differ substantially. Hotels run specials, and if you join their loyalty groups, you can also sometimes get special treatment.

*  If your hotel offers free breakfast – take it! Not only is it convenient, it will save you the cost of breakfast and transportation.

4.     Have clear, stated policies

* Your employees need to know what they can spend and how it needs to be turned in. It’s best to have these written out and on hand so there is no discrepancy.

* Do you require receipts from taxis and restaurants? Do you have a maximum per diem or do you want to set a price per meal? Do you need to okay arrangements before final booking?

* Be clear in what is reimbursable and what’s not. Can employees have a drink with dinner or is that not part of your expense plan? What is the policy for taking clients out to meals?

Travel is an important, often necessary, part of running a business. It’s costly, though, and you have to make sure it’s not costing you more than it’s worth.

Keep your spending in check and you should be able to keep your customers happy and your expenses from going through the roof.

As a business traveler, what do you do to save some money?

Photo credit: apex-portal.com

About the Author: Heather Legg is a writer who covers topics from small business to how to remove news articles from Google.

Do You Have The Skills to Lead?

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Whether you run a large corporation or one of the smallest businesses in town, how would you rate your leadership skills?

There are probably a large number of individuals who would have trouble answering that question, with some being too modest to even take a stab at it. Either way, knowing what kind of leader you are, especially how effective you can be in leading your employees, is important.

You have probably read a book or two, perhaps perused an article or two, on what it takes to be a great leader.

So, did you learn anything from those readings? If the answer is no, don’t feel like you wasted your time. In fact, having what it takes to be a great leader really varies from person to person.

Keep in mind that not everyone is blessed with or born with leadership skills. Some acquire them over time, while others never seem to quite get to that point of having what it takes to lead a team of one, dozens, hundreds or even more.

In order to be a great leader for the company you own or the one you work for, consider these following attributes:

* Commitment – First and foremost, do you have the commitment to lead others? Leading others on a daily basis means that not only are you responsible for overseeing your work, but also the work of others. The key here is to be able to do that without being a micro manager, someone who can’t help but literally stand over others while they do their work. Keep in mind that you were chosen or chose to be a leader not to babysit other individuals, but to help guide them so that your company is second to none. Being a leader means going past the normal day-to-day duties, working harder than everyone else, and making sure the buck stops with you. Ask yourself, are you committed to this principle?

* Responsibility – Being a leader often means you get the better salary, some extra perks, and lots of commendations. It also requires that you hold yourself accountable for the performance of others. Some leaders like to take all the perks that go with being a leader, but they are missing in action at times when it comes to accepting responsibility when others make mistakes or flat out fail. In order to be a true leader, stand up and take responsibility if you report to someone higher up than you when one of your workers fails. It is easy to let them take the hit, but a true leader is a team player, not willing to throw someone else under the bus.

* Vision – Leaders should always be thinking about how to take their companies to the next level. Whether it involves improving customer service, being more active online with social media and blogging, or finding the right employees to fill each seat on the company bus (meaning each individual has a talent, finding where their seat is to best serve your company is the challenge), leaders are always required to think ahead. It is easy as a leader to sit back and just go with the flow, but that will ultimately spell doom for the company you own or work for. Always be thinking about the next day and the next day, giving you and your business the opportunity to stay one step ahead of the competition.

* Character – Lastly, what would people say about your character as a leader? Leaders need to set the tone for their offices, showing others that hard work does in fact pay off. Are you a leader who is the last one to go home at the end of the day or the first one to arrive in the morning? Are you a leader who looks for solutions to problems and does not create more problems for those around you. Finally, are you a leader who wants people to like you for being a strong but caring leader, not someone who tells people what they want to hear or does what they want them to do?

So, are you a leader or a follower in the business world?

Photo credit: task.fm

About the Author: With 23 years’ writing experience, Dave Thomas covers a variety of business and consumer topics, including the rise and fall of gold and silver prices.

Does Your Business Have a Cost-Effective Marketing Plan?

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If you run your own company, you may or may not be involved in the marketing duties.

In some instances, company owners can afford to reach out and hire a marketing specialist to work onsite with them, while others take the option of having an outside firm that specializes in marketing do the job for them

Whichever way you determine to be best for your business, there are a number of factors that you should focus on, allowing you the best possibility of succeeding with your marketing needs.

Among them:

* Don’t hit the panic button – First and foremost, you will find your business going through peaks and valleys during the course of the year, so never hit the panic button. You may get the urge to scale back your marketing budget when things are not going well, but that is likely the worst time to do that. While you’re toning down your marketing budget, your competition is likely going in the opposite direction. Reevaluate from time to time what’s working and what isn’t working, giving you the guidance necessary to move around money and efforts if need be. Remember, the day you stop marketing could be the prelude to the day you close your business.

According to research from AWeber Communications, close to 70 percent of small businesses said they would be adding to their marketing budgets in 2013, with some 97 percent planning on doing no less than maintaining their present level directed towards marketing expenses.

That being said, some well-known companies noted in the last year that they were scaling back their marketing over the next 12 months, with one even noting in hindsight, such a decision ended up costing his business customers and revenue.

Those making headlines included:

1. Campbell Soup Co. stated last summer that it would reduce its marketing budget over the next year, placing new emphasis on distribution, merchandising and product innovations. In fiscal 2012, Campbell’s marketing got a piece of $100 million of new investment the marketer put forth toward brand-building, research and development and innovation for its U.S. soup and simple meals business. That investment came as the business looked to distance itself from major discounting, which executives noted failed to lift sales volume as planned;

2. HTC (mobile phone maker) reported that less money and effort towards marketing has actually hurt its business in the last year. In comments to the Wall Street Journal, CEO Peter Chou stated that the company’s competitors proved to be both too strong and resourceful, placing lots of funding into marketing, while his company did not do as much.

While both Campbell Soup Co. and HTC continue to make money, reduced efforts on the marketing front are definitely reasons of concern for top executives.

While you may be hesitant to spend money on marketing, you can’t deny its importance.

Among the key facets to zero in on:

* Cohesive message – Whether you and your team do the marketing or you outsource it, make sure the message is one in the same. Your message needs to be clear and concise, meaning no confusion and questions for consumers. Make sure the foundation behind your message is solid, therefore allowing you to get a better return on your efforts. This brings us back to the question of whether or not it is better to outsource your marketing needs? On the plus side, you can put it in the hands of professionals who know the ins and outs of marketing, alleviating some of the daily tasks that you need to do to run your business. On the down side, you better than anyone else know your company, what makes it tick, and what its goals are. If you outsource the marketing, those strengths need to be conveyed to the individual or company;

* Social media – You may be the brightest and hardest working business owner going, but how involved and educated are you when it comes to social media? If the answer is not really, then you are missing out on a great opportunity to promote your company. Starting with social media, this should be a no-brainer, yet there are many businesses out there that fail to grasp how easy and effective this tool can be. Not only does having a presence on Facebook, Twitter, Google+, LinkedIn and other major SM sites give you instant access to a larger swath of consumers, but you can be tuned-in to their needs 24/7. You also can focus in on what is being said about your brand, both positive and negative. Lastly, social media is a good tool for you to put out any potential fires in the cases of negative information about you and/or your company. As more and more consumers turn to social media sites and online forums to talk about companies and their experiences with them, you want to be along for the ride;

* Blogging – Do you ever troll different business sites in your free time, only to be amazed how many of them do not have blogs? This is yet another great tool to promote one’s company, still many business owners either don’t want to take the time or fail to realize the potential of blogs. Your company blog is a great marketing tool in telling consumers what you offer, how you can stand out as an authoritative figure in your respective industry, and how you are up to speed with what is going on in your field. If you have yet to actively engage in blogging, take note that it needs to be relevant, update on a regular basis, and promoted. If you are not willing to do it right, then you’re probably best served not doing it at all;

* Relationships do matter – Lastly, how often do you reach out to your current list of customers? They may seem silly, but contacting them with a quick email or other form of communication on their birthdays, offering them special deals, and asking them if you can do anything else for them are all important. In a day and age when consumers have so many different options to choose from, building your relationship with them is key. When your customers feel valuable, they are apt to want to continue doing business with you. If you take them for granted, they may very well take their business elsewhere.

So, where are your marketing plans and budget as we head into the halfway point of 2013?

Photo credit: keyhousemedia.com

About the Author: With 23 years’ writing experience, Dave Thomas covers a variety of business and consumer topics, including convertible car seats.

It Is Your Business to Know Who You Hire

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How much time in running your small business do you devote to actually knowing who comes into your office as a new employee?

In some cases, those running companies will give input and even sit in on a number of or all interviews with prospective candidates. In other cases, however, they leave it to a staff member or members to do the interviewing and ultimately hire the individual for the needed job.

So, the question then begs if you should be more active in the hiring process, especially given how too much turnover and training of countless individuals can have a negative impact on your business finances?

In the event you decide to become more active, here are some things you should look at when considering each and every applicant who walks through your doors:

* Are they truly qualified? – While many candidates who come to you seeking a job are truly qualified, others will try and pass off their experience as suitable for the job. The danger with the latter is that you could end up hiring several times until you get the right fit. Some companies will test applicants on their knowledge of the position they would be doing if hired, while others base their decision off of the person’s work background. Either way, make sure you get the most qualified man or woman in order to hopefully fill that spot for several years to come;

* Will they fit with the team in place? – Chemistry in the office is key to any successful business, so keep that in mind when you interview candidates. Does their personality seem like a good fit for the employees they would be working with? Are they outgoing and seem like they will pitch in whenever asked? Do they have a positive attitude that will help them get through stressful times, including constant deadlines? It just takes one wrong piece to mess up the puzzle of office success that you have worked to put in place;

* Is their background too social for me? – Even though there is nothing wrong with prospective candidates being on social media, more companies are checking the social backgrounds of individuals they interview, looking for any red flags. In the event they have questionable comments and/or images on their social media pages, it should at least give you pause to think about if they’d be a good fit for your business. When you look at the judgment they used in some of their tweets or shares, should you worry that they might use similar questionable judgment when working for you? If you do have such concerns, feel free to bring them up during an interview;

* Long-term plans – Finally, while it is not uncommon for workers these days to move from job to job, this unlike the days when people stayed at a company for several decades, you do not want a revolving door at your business. That being said, question each candidate on what their career plans are, where they see themselves in three to five years, and if they feel they can achieve long-term success with you. While most candidates will say the “right thing” in order to increase their chances of attaining the job, some will be very honest and tell you what their plans are. Even though you should not discount those that can’t make a long-term commitment to you, it does give you pause to think about whether or not to hire them.

As a small business owner, what do you look for when a prospective candidate walks through your doors?

Photo credit: ehow.com

About the Author: With 23 years’ writing experience, Dave Thomas covers small business topics for a variety of websites, including Reputation.com.