In a time where companies must keep increasing costs to a minimum, employees are expected to do even more with a lot less. This can impact morale and energy levels for even the strongest employees. If an organization must give its employees more responsibility, they better have a plan in place to make it worth their while.

Employee engagement and retainment is at the top of the list of concerns for many companies. Without the interest and energy of your employees, who you brought on because of their talent and skill, the ship can fall apart.

Keep your employees motivated by engaging them, and keeping them in the loop. Make them feel like their place on the team is increasingly important, because it is.

Action Groups
One of the best ways to get employees involved and let them know their opinion matters is by forming employee action teams. These teams are assigned to certain red-flag sectors, such as poor communication in certain departments, customer service issues, issues of trust at divisional headquarters, etc.

To form a group, nominations start at the bottom level from fellow employees, not political appointments at the top. Each group has a senior-level advisor. The group will reflect different management levels, experience, background, bringing diversity to the issues.

Members have defined roles and responsibilities and are trained on identifying issues and developing action plans to tackle these issues.

These roles empower employees that might not otherwise get a chance to be heard, letting everyone feel that they are part of the success of the company.

Executive Face Time
Leaders of companies are busy, and to everyday employees, rarely seen or heard. This can make an employee feel very detached from the main lines of the company, dipping their morale and wondering why they should care if they never see their superiors working or engaging.

Senior leaders need to devote time to getting out there and listening to the concerns of the employees and working alongside them to resolve issues. When everyone understands each other’s jobs and what they do every day, a level of respect and knowledge is reached.

You have to let senior level executives know that their sincerity and interest in what the rest of the company is doing, helps to boost employee morale and engagement, resulting in a better business driver.

Measuring Engagement
After you put these various programs in place, how can you see or measure a difference? As with any program, you must develop an evaluation process. Some of the items you may want to look at can include:

• Investment of time and effort from leaders and managers
• Immersion that includes the frequency and quality of connections between work groups
• Interest by the workforce in their workplace
• Improvement of overall workplace morale and product

Measurements don’t have to be done in some time-consuming formal process either. A simple informal poll sent out to employees or done in the workplace can work just as well.

Remember, the more you interact with your employees, consider their feedback and make changes based on that feedback, the more they will trust and respect each other and the organization.

Clark Personnel Service can help you find the most engaged employees for your workforce. Contact us today!

Interesting article about social media and recruting. Hope you gain some insight on this topic.

http://www.staffingtalk.com/use-social-media-to-recruit-or-die/

It’s important to fill vacant positions. It’s also important to hire the right employees. It’s not enough to throw someone into a position, just because you need the help at your office. It’s more important to bring someone in with the proper skills and the possibility of them growing and becoming even better within your organization.

Your business can only get better by the people that get better within it.

There are ways to find the right employees and decipher if they could become “upward bound.” Growth potential and professional development is something almost every employee wants, but doesn’t always have the nerve to ask or discuss.

So open the conversation and try some of these questions, as suggested by the Young Entrepreneur Council, a nonprofit organization started by and including some of the world’s most successful young entrepreneurs.

1. How do you handle change? Adaptability is extremely important in any organization–startup to corporate juggernaut. Technological change, systematic change, day-to-day job changes—handling stress, learning from it, and making something better is an important part for a great employee.
2. Can you work independently? The future of organizations does not lie in micromanagement. Many companies do not have the time to sit down and look over your shoulder at what employees are doing all the time. The best employees can take a project and make it shine on their own from start to finish, while not being afraid to ask for input when it is most dire.
3. What would you like to learn more about? Learning is key to continued growth. It doesn’t even have to be something business related, but asking this question can open up a lot about a person. Reading and keeping up with whatever hobby they may be interested in shows dedication and a desire to be successful.
4. If you could have any job, what would it be? This also tells a lot about a candidate. It can showcase their spirit and value, as well as their commitment to the career at hand. If you can find out what an employee enjoys and is good at, it can help you to put the employee on the right path in the organization, to allow them to do the best job they can, and love it at the same time. It can also show how hard they are willing to work, and if they are a good fit for your company.
5. Have you ever been self-employed? Freelancers and consultants show a lot of chutzpah. Self-starters have already shown that they can handle the ups and downs, as well as do a lot of things that maybe they weren’t interested in doing on their own (accounting, human resources, etc.). These are the folks that will bring roots to your organization, and provide dependability.

Clark Personnel Service can provide you with some of the best candidates. Contact us today!

Summer Fridays.

These are two of the most coveted words in any job-seeker’s list of needs and wants.

Flexible scheduling and summer benefits are some others.

For many employees, summertime is a constant battle of work-life balance. In between fishing trips, boating, golfing, barbeques and pool time, there is that eight hour stretch from sunrise to sunset that hampers time for fun in the sun. If you live in a climate which experiences four seasons, this time is especially precious.

Over 400 employees and 500 human resource managers were polled in a new study conducted by OfficeTeam. Forty-one percent of workers expressed an interest in flexible scheduling and 28 percent wanted half-day Fridays during the summer months.

A majority of employers surveyed were found to be giving employees what they want:

• 75% of employers surveyed allowed flexible scheduling
• 63% enabled half-day Fridays during the summer
• Over 50% of employers enabled a more casual dress code
• Over 25% offered a company picnic or activity day
• 6% offered no benefits

Many companies find the benefits to be a morale booster, as employees need more flexibility to juggle their busy summer schedules, said Robert Hosking, executive director of OfficeTeam.

How can your company introduce these summer benefits? Will it decrease productivity? Will it cost the company?

Another survey says no. Employees are actually more apt to work harder and more efficiently during business hours when they are promised early leave on Fridays. The study, conducted by Patron Spirits, surveyed 1,200 people. Seventy-five percent of those surveyed agreed that a Summer Friday initiative would boost morale and increase productivity.

Employers take note: You could be missing out on some great potential employees, just by the seasonal benefits that are definitely considered and noticed!

Call Clark Personnel Service to connect with some of the best job candidates today!

A long time ago the pre-hire screening process had the essence of Dick Tracey—private investigating companies doing background checks. Filing cabinets. Black-banded fedoras and khaki trench coats.

Times have changed.

Now the whole world lives online, and with that, so does most of their information. Doing a background check on a potential employee is simply as easy as pushing a button.

There are some items to pay attention to when doing background checks in the digital age. As states and cities continually update their processes in accordance with national EEOC and FCRA regulations, your company should too.

Automated Pre-Hire Background Checks

Many companies are turning to computer applications or “apps” to speed up and regulate their hiring processes. These programs are wonderful for increasing pre-hiring human resources efficiency. However, the chance for inaccurate data is possible.

To avoid errors, consider teaming up with an experienced background-checker who can double-check any tricky inconsistencies.

Social Media Analysis

This has become a tricky topic, mostly because some employers asked potential employees for passwords. Many states are working on passing laws to protect applicants’ privacy.

Honestly, the best site to check your applicant’s employment history and background is LinkedIn. LinkedIn hosts wonderful features including not just the applicant’s CV, but references from other coworkers and project examples as well.

Sites like Facebook and Twitter are for social use in many cases (unless an applicant has an online portfolio and utilizes these tools). Most applicants will keep them private (if smart).

State Laws and Credit Report Checks

Many states are passing laws to limit or prevent credit report checks for potential employers. A 2012 Society for Human Resources Management survey (SHRM) found that 13% of businesses check the credit score, and 47% order credit reporting when conducting background screening.

More than 31 cities and 6 states currently restrict the use of credit histories in background checks, and these numbers are scheduled to rise.

EEOC Scrutiny

We live in a society where privacy is becoming scarcer on a daily basis. The Equal Employment Opportunity Commission’s (EEOC) job is to enforce rights and anti-discrimination laws for all workers. The EEOC is checking into companies that reject candidates based on criminal background checks.

The agency will continue to conduct public meetings to consider if pre-employment background checks constitute discrimination.

Keep these screening topics in mind, and call Clark Personnel Service if you have any candidate screening questions!

The first six months of a new employee’s tenure are extremely important. From proper management to detailed onboarding, this is the time when an employee really learns about the company and its processes. During this time employees establish working relationships with the team or department involved.

Unfortunately many companies have high turnover rates for new employees. For a second, take a look at what you, the company, is doing, rather than the employees themselves. In a lot of instances, it can be an internal issue.

Take a look at these instances to see if that’s why your new employees are failing:

1. Recruitment: Many times employers look to hire as fast as possible. They may hire someone who seems to fit but lacks the exact skills or personal interest, which sets both parties up for failure.
2. Introduction and Onboarding: The company does not do a great job at explaining what the company does and its internal processes. Oftentimes this is a result of staff not welcoming the new employee in an open manner.
3. Communication: Some companies are not clear in the job description or introduction what is expected of the employee.
4. Management: There can be confusion as to who to report to, and multiple managers can give mixed signals. This is not only confusing to new hires, it doesn’t allow them to be productive.
5. Code of Conduct and Rules: These are not identified or explained, which is a disadvantageous to both employees, and employers.
6. Management (again): Employees aren’t given adequate guidance. If they get off track or no help or feedback, they can lose sight of goals.
7. Job Description: The job expectations and parameters change, and if the employee is not made aware of these changes, then they will not be able to conform to the new duties.

The majority of new employees want to do well and succeed. If you can find the right match and provide them with the right tools and guidance, they will. Keep lines of communication open in your organization. Don’t be afraid to change your recruiting and onboarding structure.

If you want to find the best employees for your position, contact Clark Personnel Service today!

In the summer, the sun shines through the windows, beckoning employees to take a lunch break, daydream about hitting the links, or ultimately, take a sick day. It can be difficult to keep employees on task and to keep achieving the goals at hand. But by showing that you care about employees by making the workplace more livable and summer-friendly, you can keep their loyalty and their attention.

1. Set Goals: Keeping people in the loop on what they are supposed to accomplish will keep everyone on task without any concrete input or engagement from supervisors, employees may be apt to let their mind wander to their 5:30 p.m. softball game.
2. Celebrate Achievements: In keeping in line with these goals, celebrate employees that are going the extra mile. Reward them with half days off or extended lunch periods. They’ll be sure to keep going when there is a reward.
3. Casual Attire: The summer can be hot and stuffy. If your work environment is stagnating, the output will be too. Unless there is an important client meeting or presentation, relax the dress code for the summer. Obviously short shorts should not be an option, but allow khakis and crops instead of ties and suit coats.
4. Summer Fridays: Many companies opt for summer Fridays, where employees can take the rest of the day off at Noon or 1 p.m. This allows for more productivity in a shorter amount of time, so people can achieve their goals, yet still catch a ride out to the lake house.
5. Company picnic: Take a day out to thank your employees by holding a company picnic at a local park or amusement area. Show your employees how much they mean to you.
6. Involve company in 5ks, biking fundraisers, volunteer work: Summer is the prime time for all sorts of fundraising activities and races. Boost pride for the company by signing teams up for community events. Taking home a first place trophy in a kickball game or bike race will mean that much more to an employee.

Summer is a great time to show employees how your company values work/life balance. Clark Personnel Service is proud to work with some of the best companies in this area.

Many companies are starting to realize the importance of digital brand management, also known as a company’s online reputation and identity. This is another arena for employers to attract prime candidates without the restrictions of traditional media.

However, with the openness of online brand management comes more monitoring and responsibility. The internet allows individuals to say anything they would like about a company—personally or anonymously. Even the greatest companies can have unhappy employees and clients. The best that you can do is to be prepared and build out your own online reputation.

There are many employer forum websites out on web. Some examples include JobBrite and GlassDoor. Any internet user can log on and leave an anonymous comment on a company. Occasionally these posters can be spam bots or competitors spouting false information.

The acknowledgement of the existence of sites as these can be overwhelming for an employer. However, there are some steps that you can take to protect your online identity.

1. Do a digital media audit of what people are saying about the company online. Search Google for your company name as well as high-level representatives within the company. Set up Google Alerts for these identifiers as well as well.

   If your company is on social media, use monitoring software such as Hootsuite or Tweetdeck to search keywords relating to your company. These searches will allow you to see the conversation in your industry.You may also come across digital impersonators-an online realm of identity theft. Make sure to circumvent these issues by always registering your trademarks and copyrights.

2. Introduce your employees to your social media and digital channels. Happy employees will speak freely about the awesomeness of your company, especially if they are given the free time to do so. Some may not even realize that the company has a Twitter account or LinkedIn page if you don’t show them.
3. Create a social media policy. Not every employee will be happy all the time. If you establish some rules and guidelines for mentioning the company on social media and other web pages, you may be able to prevent any online issues. Some good examples of policies can be found easily through a Google search.
4. Build out your digital real estate to attract candidates. Managing your digital reputation is essential for recruitment. Your company has to be out there to attract the best candidates. Most employees will do a search before pursuing or deciding on a company.
5.  Continue to monitor and build your presence.

Clark Personnel Service has opportunities with companies of great brand reputation. Call us today!

The end of the college year is right around the corner. In a few weeks college graduates will flood the industry fields looking for new opportunities. However, there is another type of valuable college student that may go unnoticed: undergraduates.

Many colleges and universities require a minimum number of internship hours for graduation. This can be in various majors including communications, business, teaching, sciences, etc. College students can be a very valuable resource for your business, and you can provide them with on-the-job lessons that will last a lifetime.

A strategic plan should be considered before bringing on any intern. The proper planning will ensure a great partnership for your organization and the intern as well.

Create a well-developed position description

Vague descriptions of a job will deter the brightest candidates. Including specific skill requirements and intern duties is essential, but also remember to include a thorough description about the company, and what it has to offer.

Don’t be afraid to dig deep

Many top candidates bypass unpaid internships. No one is saying that you need to pay an intern the same as your entry-level employees, but even an offer of minimum wage can woo a candidate from taking a different unpaid internship.

Trust your interns

If you are hiring competent interns, they could turn into eventual employees. Feel free to give them at least one big project to work on during the term. Or have them jump in on a team project. Interns want to do more than just file papers and get coffee. If you are giving them real-world experience, the internship reputation for your company will skyrocket, allowing for interest from great candidates.

Create a mentor program

Starting an internship, especially at a larger company, can be very intimidating. Assign a mentor on the first day of an intern’s term. That mentor can show them around the facility, take them to lunch and foster a working relationship. A welcoming mentor allows for interns to ask questions and get more out of their internship.

Don’t be a “namist”

Many employers drool over resumes from Ivy League schools. Some of the best candidates can be found at any university. It’s not where the student is learning, but what and how they are learning that counts. Review the skill sets that you are looking for in the position. Don’t just assume a big-name school will be providing you with a better prospect than that small school you are not familiar with.

Need more tips on how to find the right interns? Contact Clark Personnel Services for more information!

As companies engage in the incredible marketing power of social media, they’re also discovering that while there are very few laws in place yet, there are plenty of legal concerns.

One of the biggest concerns? How much power do they have over what their employees post on social media sites? What about privacy, discrimination and the right of employees to discuss the terms and conditions of their employment?

Proactive Measures

To strengthen their legal rights, companies must be proactive in setting clear policies regarding employee use of social media. By establishing guidelines, companies can protect their own interests and give employees a roadmap for appropriate conduct.

Develop a plan. Companies must clearly communicate the appropriate venues for discussing workplace issues and then make sure that employee concerns are addressed. Just prohibiting workplace discussions on social media may not protect companies from action by the National Labor Relations Board.

Write a policy. If a company takes a neutral or positive stance regarding employee use of social media to discuss work, it must develop a policy to guide that use. Companies shouldn’t assume that employees know they shouldn’t post confidential information or that they should keep their posts strictly factual. The policy should spell out the rules in clear and concise language and make it clear to employees that they are company representatives and need to act appropriately in the virtual world.

Employers must be careful to define terms and provide examples to ensure that the policy is clear. Failing to do so can result in litigation.

Educate employees. As with e-mail, social media can be used effectively in the business setting. But employers shouldn’t assume that employees know all the pitfalls. The specifics of what is and isn’t appropriate should be reinforced through periodic training that focuses on particular aspects of the social media landscape.

Stress confidentiality. In addition to a social media policy, companies must incorporate references to social media into their confidentiality policies and other communications. Employees must be reminded to be hyper-vigilant regarding the information they post and ensure that the information is already in the public domain—or, at a minimum, not considered confidential or sensitive by the company.

Respect privacy. Company policies with regard to the use of Internet information in investigations should follow the law. There is no violation of the Stored Communications Act, nor are there privacy concerns, when investigations are performed with information available to the public. Therefore, if an employee’s privacy settings allow open access to material, the company can review it without issue. But if the material is password protected or is viewable by invitation only, then employers must respect those boundaries. Company representatives should carefully document how they access such information and ensure that any access is freely given.

By understanding the legal challenges posed by social media and then developing a policy to address them, companies can reap the benefits of new technology while minimizing potential problems. And if you have any further questions, contact Clark Personnel today!