Find Out What People are Saying about Your Business

Before you can get a conversation started with potential employees about the benefits of working for your organization, you need to know what others have to say about your business and how you conduct your business. Fortunately for you there are several social media tools in place that help you do that already. One of these resources, Glassdoor.com, deals specifically with what former employees are saying about your business. Google Alerts is another great way to gauge what people have to say.

Come up with a Solid Plan of Action

You have a plan for almost every aspect of how you operate your business. Your social media campaign should be no different. It’s important to have clearly defined objectives and a step by step plan of action to help you achieve those objectives.

When you’re trying to attract employees to your business that represent the cream of the crop, your mission needs to be to come up with a social media strategy that makes your company stand out as an employer. You want to play up the benefits of working for your organization. Do you have a relaxed corporate culture? Do you promote personal as well as professional development in your organization? What is it about your company that potential employees will find attractive?

Finally you need to have a plan for the specific social networks you intend to utilize as part of your strategy. There are many social networks out there at the moment and new networks are cropping up every day. Some of the most widely used for business purposes at the moment include: YouTube, Facebook, LinkedIn, and Twitter. These are the bare minimum you’ll want to utilize as part of your overall social media marketing strategy to attract new employees to your company.

Using Social Media Wisely

There are right and wrong ways to use social media when you’re trying to project an image of a professional environment that will attract modern workers with modern attitudes about work and which work environments are most positive.

Some of the tools you might use to show the world what life is like as an employee in your organization include videos, photographs, and tweets about events, awards, etc. that are happening for your employees. Things like company picnics, family days at the office, bring your pet to work day, birthday parties, awards ceremonies, etc. are ideal photo and video opportunities to show just how well you treat the people who make your business the success it is.

Top Mobile Job Apps – You Should Be Using These

Mobile job apps can help you to get your resume in faster. They can alert you to a new posting or help give you ideas of where to send your cover letter. If you are not using your phone to find jobs, consider using the following top rated mobile job apps.

• Monster.com’s Mobile Monster – This app is simple to use and highly effective for anyone with an account on Monster.com. You can use it to search for jobs or manage your resumes. You can also use it to fill out job applications no matter where you are with this app on your iPhone or iPad.

• LinkedIn’s Mobile App – LinkedIn is a popular professional network. It has an excellent app that works on most smartphones. With this application, you can create a profile that allows you to have a virtual resume online. This allows you to connect with others easily and from anywhere. You can do virtually anything on the mobile app you could do on the site directly.

• Bump – This application works on most smartphones. It is a unique product and worth checking out. What makes it fun to use is that it allows you to network anywhere. Simply bump your phone against another person’s with the same app to exchange phone numbers and contact information. It’s safe to use, too.

• TweetMyJobs – Use this on any phone with text messaging. You can use your current social network connections to help you to find jobs. It allows you to connect with others easily through the networks you already have in place. Hiring managers also benefit from using it since they can let others know they are hiring.

• ResumeBear – As its name implies, this tool is one of the most effective for managing your resume. You can track and send your resume using this app. It works on iPad, iPhone and Droid devices. A nice feature about this particular app is that once you send your resume to a potential employer, it will track it and alert you through a text message when the resume was read.

With these mobile apps, you can begin to market yourself just about anywhere. Applicants today are more social than ever, but doing it on the go is also getting easier. You still need to be aware and that means participating in social networks. Keep up with these apps and you may find you are applying to jobs more readily. For more support with your job search, be sure to sign up with Davis Staffing today!

Where’s the Balance?

Social media websites and tools do help candidates land jobs. You should use sites like Facebook, LinkedIn and even Twitter to find positions and to network with companies you would like to work with in the future. Social media does have some rules you will need to follow in order to make it work for you.

• Realize that anything you say in social media because an element of your relationship with a prospective employer, even if they legally cannot use it to not hire you. If you sour a relationship because of the bad language or behavior on a social site, do not expect that connection to think highly of you.
• Offer something of value rather than just saying, “Hi” all the time. If you find a news piece you think is valuable to the business or you want to congratulate a contact about an award, do so. Do not make small talk without any value over the social media wires, though.
• Get to know your social contacts at the level they wish to get to know you. Do not force yourself on them. For example, you may be able to meet for drinks or lunch but do not insist on doing it every month. By meeting for a quick coffee, you will still be fresh in their mind if a position opens up, but you are not trying to sell yourself in the process.
• Do not force yourself on those who are your enemies. Not every network connection is going to be someone that you like or get along with in person. If you do have a problem with someone, keep it professional. Do not use social media as a way to convince them that you are a good guy. If they do not like you already, networking with them will not lead to a good recommendation for you in the long term anyway.

Staying connected through social networking is a fantastic way to ensure you remain fresh in the minds of those who may have a job position open for you down the road. In many situations, the goal here is not to consistently ask for the job. Rather, it is just to keep your name in their mind’s eye so that when a position opens up, they think of you first.

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9 Employment Laws Impacting Business in 2012

Employment Wage Laws – Many US states are being backed by the US Department of Labor to create new employment laws that will clarify and set standards in the overtime and minimum wage requirements. These laws are to help employers better explain to workers what they are owed.  Now may be a good time to update your minimum wage and overtime posters company-wide.

Employee Classification – Now is the time to review your employee classification system, because several US states are enacting stricture guidelines and fines for companies that misclassify workers, or appear to use disparaging wage tactics to cut costs. Take the time to review job descriptions, salary vs. non-salaried workers, and employee vs. contractor, mandatory work hours, and overtime rules.

Health Insurance Reform – The Affordable Care Act of 2010 got things changing in terms of how health care insurance works, including how businesses provide access to group benefits. Be aware of these laws by visiting http://www.healthcare.gov/ for updates on these laws. This includes the new dependent care laws that require insurance coverage for young adults up to age 26. Additionally, employers filing 250 or more W-2 forms in the past year will need to include the cost of employer-sponsored health coverage on the 2012 W-2 form.

Hiring Incentives and Entrepreneurialism – As President Obama continues to focus on bringing tax credits to small businesses as well as tax cuts to ordinary working citizens, we will keep seeing legislation geared towards job creation in America. Consider making some of your temporary workers into permanent employees to see these benefits. Also, there will be more funds available for those who wish to start their own businesses in 2012.

Unemployment Insurance – Congress is working on reinstating the federal unemployment surtax, which could cause businesses to see increases in unemployment taxes going into 2012. This is to offset the burdens of a national average of just under 9 percent unemployment nation-wide, and to cut down on unemployment insurance fraud.

401(k) Retirement Savings – In 2012, employers will also have to provide additional fee disclosures to employees who participate. Reforms in 401(k) laws will also restrict how many loans employees can take from their funds for emergencies and hardships. Look for alternatives to 401(k) plans to give employees more options when it comes to saving for retirement.

Immigration Reform – This is a big one with many states and the federal government, that will be cracking down on the hiring of illegals and employers who don’t pay minimum wage or provide benefits to green-card carrying immigrants. More use of E-verify will become mandatory in the USA as a way to identify illegals.

Debt and Deficit Reduction – Going into 2012 be aware that Congress has a focus on reducing the national debt in big ways, starting with tax reform for businesses and individuals. While the recent extension of payroll-tax cuts for an additional two months  benefits many, expect that some of the tax credits you enjoy now may be gone by the end of this election year, and plan accordingly.

Business Security and Privacy – With  cybercrimes on the rise in recent years, many businesses are ramping up privacy and security in a big way going into the New Year. This means you may need to review your current safety and security policies to make sure they comply with state and federal laws, including the way you store data about your employees.

If you are looking for more ways to stay on top of HR and employment laws for your company, be sure to come back often to the Davis Staffing blog for up-to-the-minute advice and resources. We encourage you to reach out to us if you have questions about temporary staffing or employment updates.

• Amp up security. Every year heralds a brand new set of Internet viruses, hackers and more. Make sure your business is ready to face 2012 with an updated set of anti-virus software, firewalls, and secure servers to protect your most important business data. Consider the advantages of upgrading your windows or mac OS to something that includes the latest in security patches.
• Choose mobile apps. Businesses today are learning how to customize user experiences with special mobile applications that allow for personalization and movement between mobile devices. Add your company logo to give your customers something unique that’s branded to your business. Use mobile applications to share information, create more connections and increase business productivity in a big way this year.
• Create a backup system. When is the last time you have backed up important files and information for your business? If you are like many business professionals, you have this automated by your computers. However, if you forget how and where this data is stored, and your system crashes, what good does it do you? Choose a cloud-computing model to back up and store data off of your hardware, that way you have it anywhere there is an Internet connection.
• Encourage collaboration. This year’s game plan is communication that is more efficient and collaboration on projects to improve teamwork. Use technology like mobile devices, over the internet video conferencing, smart boards, and voice applications to make this happen. You will be surprised at how just a simple document sharing and collaboration system can improve teamwork and productivity in just one meeting.
• Update your website. No company would be complete without its corporate website, but the only way you will project the right image is by making sure yours is up to date and functioning well. The end user experience is critical to business success, because this is how potential customers first do their research for you. Give your website a makeover if it’s been more than 2 years since it was last updated.

Want more tips for improving your business in 2012? How about adding some new quality staff to your roster? Get in touch with Davis Staffing for more great ideas on increasing business productivity and efficiency, through technology and a better-managed workforce.

Get Your Name Out There

It’s not enough to simply apply for a few jobs here and there. You need to let people know that you’re in the market for a new job. Social networking is the best way, by far, to accomplish this.

LinkedIn, Twitter, Facebook, and other social networks are great choices for reaching out to friends, family members, and former coworkers who may know some position that is well-suited for your particular talents. More and more businesses are turning to social networking to meet their staffing needs.

Do Your Homework

Prospective employers like to know that you’re the type of employee who really takes initiative. Take a little time to learn as much as possible about the company you’re applying to work for. You should also investigate the specific position for which you are applying and what it means with that company.

Write a unique cover letter for each prospective position and “wow” them with the details of how you would benefit them. Let them know reasons your resume will never reveal about why you are such a great fit for their company and the position you’re applying to hold within their organization.

Make Your Own Opportunities

Economic downturns and periods of widespread unemployment have traditionally been the times when successful businesses and companies get their start. The Great Depression is a prime example of difficult economic times that gave birth to many new businesses that ultimately helped the US pull out of the depression.

The world is changing more rapidly than ever before. If you’re a “problem solver” this is the perfect opportunity for you to stand out in your own right by starting a business of your own.

Not everyone is able to start a brand new business. Some people lack the ability to solve problems that is necessary to be a success in this industry. But those who do have the necessary skills and inclinations, there is no better time to begin a business of your own so that you never need to worry about finding a new job again.

Whether you decide to make the most of social networking to find a job, standing out in the interview process by getting to know the company better, or beginning a business of your very own, 2012 is a bright new year that’s filled with possibilities for your job search. Look to the support of a staffing agency, like Davis Staffing for help in finding a new career this year!

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In this second installment of Davis Staffing’s series on successful performance evaluations, we’ll provide more helpful hints and tips to make your job a lot easier as the HR person.

Focus on Positive. As you begin to conduct annual performance reviews, it may be tempting to have a narrow focus on what each employee has done wrong instead of looking at what the employee has done right. This can make performance reviews seem threatening to employees instead of constructive, which is what they are intended to be. Remember to provide plenty of positive feedback, which serves to motivate rather than discourage employees.

Rate for performance, not popularity. A big mistake that many HR managers make when conducting annual reviews is forgetting the basic fundamental that employees should be rated on performance, not attitudes and personalities. Giving employees higher ratings based on their popularity or great attitude is not an accurate representation of what they actually produce on the job, outside of warm feelings. Instead, review each employee’s job description and then point out areas they need to perform better in, as you compare their work for the year.

Encourage employee ideas. For many HR managers, taking the time to listen to employee ideas seems foreign during the annual performance review. However, this can be the best time for employees to share ideas on how they may improve their performance through small changes. By giving employees the chance to provide new ideas, this empowers them to want to do better. Additionally, being given the opportunity to speak freely about ideas helps to alleviate any stress associated with this process.

Provide incentives for top performers. An employee performance evaluation system without incentives is like a birthday without cake. If you want your performance to increase, then you need to provide incentives to give employees something to work towards. Think about what your employees would respond to in terms of bonuses and incentives to go above the call of duty. Make sure you have a progressive recognition program in place to reward your best performing employees. Follow up after the review process to see how well it’s working.

Looking for more ways to make your workplace a productive and positive environment? Consider all the advantages of working with a professional staffing agency like Davis Staffing.

As part of Davis Staffing’s two- part series on successful performance evaluations, we’ll start out with a few helpful tips to make your life easier as the HR administrator.

Create a simple evaluation system. One good way to reduce the stress of a time-consuming employee evaluation is to keep it simple from the start. While a long and detailed spreadsheet of employee metrics may seem like a brilliant idea, it actually turns into a nightmarish process of trying to document every little thing – which only serves to bog HR down. Instead, create an evaluation system that covers the basic categories of work performance and a 5-star rating system to measure employee performance accordingly.

Keep reviews consistent and fair. The most critical aspect of conducting performance evaluations is to treat all employees fairly, with a completely objective rating system and comments. This involves the development and use of a performance appraisal that accurately measures the same guidelines for all employees, regardless of their actual titles or duties. This is to make sure all employees get an unbiased evaluation that will help them to achieve more over time.

Conduct reviews the same time annually. The best time to conduct reviews may vary from one company to another; however most do theirs during the last quarter of the fiscal year. This keeps things consistent so that employees know what to expect year after year. However, a more constructive way to handle performance reviews is throughout the year, during regular staff development meetings. Try stepping your reviews out once every 3-4 months, then using this information to decide how to reward employees more often.

Give employees a chance to reflect. The purpose of employee performance reviews is to help employees become better at their jobs, thus increasing on-the-job performance. A great way to manage the performance review is to allow employees to self-evaluate beforehand. This will get them thinking about ways in which they can improve, as well as find ways to demonstrate their skills for further development. Hand employees a copy of their past employee review and ask them how closely they have met their annual goals.

As you prepare for this year’s employee performance evals, remember that the goal is to give employees something tangible to work towards in the upcoming year. Be sure to return to the Davis Staffing blog for part two in our series on making performance evaluations more successful.

Annual Review Time

If you are dealing with an annual review, it is time to consider your future goals and desires. Where do you want to be at the end of 2012? Considering this information, look at your annual review is an evaluation of your ability to reach those long-term goals. Here are some things to keep in mind.

The Right Position

Are you in the position you are most qualified for and desire to be in at your job? If not, during your annual review, tell your employer this. Let them know where you would like to be at the end of the year or beyond. The review is a good way for you to learn what you need to do to get into that position.

Know the Goals

Do you know the goals set forth by your employer for your position? Do you have a quota to meet or do you have a specific sales potential to hit? If so, how are you doing working towards those goals? You should know where you stand heading into the annual review. Most importantly, you should use this opportunity to learn how to exceed your goals next year.

Don’t Overwhelm Yourself

Some people head into an annual review with the expectation of perfection only to become frustrated when they hear small things they could improve on. It is the job of the reviewer to provide you with not only good information but also areas where you can improve. Don’t fret over the small stuff, but do plan to work towards improving those areas for next year.

Know Your Previous Reviews

Have you looked at last year’s performance review? If not, now is a good time to do just that. Have you improved in the areas the company told you to improve on? Have you met this year’s goals based on last year’s annual review? You may want to have information to back up this information in your review this year. Also, make note of what your personal goals are for improving your work performance. Present these during your review.

By showing initiative and showing that you really do want to improve, any performance review can be turned into a positive experience. See it as an opportunity to prove where you want to be next year and how you plan to get to that point through the changes you make. Be receptive about the information provided by your reviewer. Use this information to shape your career during 2012.

Worried about your annual review, and want more tips on how to handle your career better? Consult with the career experts at Davis Staffing today!

Be Prepared

What you believe your annual performance review will contain and what the company’s will actually include may be two different things. Rather than considering what you think you’ve done well, look at it from the employer’s vantage point. That way, when they ask, “How do you think things have gone this last year?” you can answer with plenty of details.

• Have you done anything throughout the course of the year to increase the company’s profits? This could include increasing sales, contributing to successful marketing plans or cutting out wasteful spending.

• Are you a team player? Specifically, when working with co-workers, do you encourage rather than compete? Do you help boost everyone in the office’s success?

• Do you promote what the company stands for? Are you willing to go the extra mile? If so, how can this be measured in the work you have done for the company?

The annual performance review will likely include details about your year’s worth of work but often times, the company will use this as an opportunity to help you to grow and improve, too. By pointing out, with numbers and figures, what you have done well, it is easier for the company to agree to a raise.

What Else You Can Do

As you prepare for that meeting, take a few steps to ensure you have the information and data to back you up. Here are some things to keep in mind.

• Take a few minutes to go through your calendar. Which projects did you contribute to that were a success?

• Keep track of any feedback you have received from previous projects, managers or supervisors.

• Note changes you have made since your last review based on what your employer or reviewer noted?

• What milestones have you achieved in the last year? Which are you actively working towards daily? Where are you in that process?

In addition to these steps, also use your annual performance review as an opportunity to gain insight. What does the company want and expect you to do moving forward? You should also have an annual plan in place for your next year with the company. For example, the reviewer may ask where you would like to go within the company. This is the perfect time to have that answer ready to go.

The annual performance review may bring on some anxiety, but chances are good the company wants to use it as a way to help you to grow and develop within the company. Do not be over sensitive to what the reviewer says, but take it to heart.