Northwest Staffing Blog

From drama queens to pragmatists, there are a whole host of different personalities at work. So how can you effectively manage each to create the most productive team possible? Here’s some information you may want to consider.

The Two Categories of Personalities – Introvert & Extrovert
Generally speaking, most people fall into either one of two personality categories – introvert or extrovert.

An introvert is someone who gets their energy from themselves, rather than from other people. Introverts tend to be a little quieter and more reserved. People that fall into this category are usually more drained by social situations, even if they have good social skills, and need time alone afterwards to re-energize. Introverts are typically detail-oriented and perfectionists. They excel at handling one task at a time, on their own terms, rather than as part of a larger group.

In contrast, an extrovert is energized by social situations. They get bored fast when they’re alone. If given a choice, an extrovert would much rather be surrounded by people. Extroverts tend to be at their best when interacting with others. They are typically assertive and risk takers; oftentimes, they show visible leadership capabilities.

Managing Introverts & Extroverts

While these two personality types seem like polar opposites, they actually complement each other quite nicely – if you manage them properly.

For instance, both personalities react differently to various work situations, such as meetings. An extrovert is typically energized by a meeting, seeing it as a forum for open discussion. An introvert, on the other hand, can become stressed and drained by meetings.

As a manager, you need to meet the needs of both types of personalities. Before a meeting, make sure to hand out a meeting agenda so that the introvert has time to prepare and is more comfortable coming to the table. Extroverts will also feel more energized by the contributions offered by the introverts – and the meeting will be more productive.

Here are some additional tips for managing introverts and extroverts:

• Since extroverts do well in social situations, be sure to put them in a role at your company that includes a lot of interaction.

• Extroverts tend to display a lot of confidence. But, since they’re not the most detail-oriented group of people, they’re not always right.

• Introverts, on the other hand, tend to be perfectionists. As a result, they will take more time to complete projects. Encourage them to not think about every single detail before moving forward with a task.

• Introverts like to perform tasks on their own. So hand off projects to them for which they can take full responsibility.

To be a successful manager, you must take different personalities into account. If you do so, and nurture the strengths of each, you’ll ultimately be able to build a stronger team and improve productivity.

There are certain people in this world who make success look easy. They make more money, climb the corporate ladder faster, and become the “go to” person at their company regardless of the poor state of the economy – all without batting an eyelash. So what are they doing differently? And how can you achieve that kind of success? Here are some tips:

Add value.
By far, adding value is the most important characteristic that successful people have. What does adding value mean? It means that instead of fixing an error in the company’s filing system, you create a new system that eliminates future errors. It means going a step further (or a few steps further) in order to make life easier for your employer.

Become an expert.
Whether it’s going back to school to get your MBA, or simply reading a new trade journal every week, it’s critically important to always be learning – another mark of a successful person. So what subject can you become an expert in for your employer? Just pick one – and pick something you are passionate about. This will make your pursuit of knowledge a lot easier. Also, don’t be shy about letting the boss know about your endeavors. A little self promotion never hurt.

Be consistent.
This sounds like a no-brainer, but so many employees fail to be consistent in their performance. So make sure you’re on time at work and consistently deliver when it comes to the tasks you are assigned. By being consistent, you will stand head and shoulders above the crowd – and your employer will surely take notice.

Stay positive.
A successful individual sees an opportunity, where somebody else might see a problem or an issue. So why the different perspectives? It’s all about attitude, really. A negative attitude can be limiting. But a positive attitude keeps the doors of opportunity open, no matter how difficult the challenge.

By following the advice above, you can make yourself more valuable to your employer. The benefit? It could lead to a bigger raise and faster promotions down the line.

Were you the “go to” person or in-house expert at your company, but recently laid off? Let us know. At Northwest staffing, we help candidates from in and around Seattle find rewarding job opportunities.

View our current job openings or contact us today to learn more.

The purpose of drug testing is to lessen the impact from drug abuse in the workplace, including tardiness, absenteeism, turnover, decreased productivity, and theft. Why is it important? Consider these statistics:

• Drug use in the workplace costs employers $75 to $100 billion dollars annually in lost time, accidents, health care, and workers compensation costs, according to estimates from the U.S. Department of Labor.

• Sixty-five percent of all accidents on the job are related to alcohol or drug use.

• Substance abusers use 16 times as many health insurance benefits and are six times more likely to file workers compensation claims than are non-abusers.

Types of Drug Testing Programs

The easiest and most common type of drug testing program is a pre-employment drug test as a condition of employment. Pre-employment testing weeds out applicants who may have drug abuse problems and such a program can be set up with minimal effort. Before testing someone though, make sure you obtain consent and clearly indicate that drug testing is mandatory for employment.

There are also a variety of types of post-hiring drug tests you can conduct on your current employees, including:

• Random testing
• Testing due to suspicion
• Testing after an accident occurs
• Testing that is legally required in certain industries

For post-hiring testing, be sure to develop training and education for supervisors and employees, as well as guidelines for discipline in the event of a positive test.

Also, keep in mind that although the Americans with Disabilities Act (ADA) and similar state laws provides protection for people who are in rehab for drug problems, it does not provide protection for people currently using illegal drugs, nor does it impact drug testing.

If you’re looking to implement a drug testing program at your company, contact Northwest Staffing. Our experience with our own temporary employees gives us in-depth expertise on this complicated issue. We can also help ensure you comply with appropriate employment laws and regulations.

Many job seekers are hesitant to work with a staffing company. However, their opinions of staffing companies are, many times, based on myth vs. reality. Let’s take a look:

Myth #1: Staffing companies only fill temporary jobs.

Reality: There are some staffing companies that do only specialize in temporary employment. However, many firms offer a variety of positions, from temporary to temp-to-hire to full-time.

In addition, many of the largest employers in the Northwest use staffing agencies to fill open positions. As a result, staffing companies can give you access to positions that you may not otherwise learn about.

Myth #2: Jobs available from a staffing company are all low paying.

Reality: Different positions mean different wages, salaries, and benefits. The amount a position pays is really dependent on the skill level and experience required for that position. So while some positions pay better than others, that has nothing to do with the staffing agency since the hiring company sets the wages and benefits.

Myth #3: Staffing firms only fill entry level or administrative positions.

Reality: This may have been the case a couple of decades ago. But nowadays, it’s no longer true. In fact, there are hundreds of staffing companies around the country that specialize in recruiting for executive level positions only. Likewise, there are countless firms that focus solely on recruiting for industries such as IT, healthcare, and financial.

At Northwest Staffing, we fill an assortment of job openings in many different industries. So whatever your skill level or experience, chances are, we can find positions that will be a fit for you.

Myth #4: All jobs are short term, only lasting a few weeks.

Reality: This may be true for certain temporary or contract assignments. But staffing agencies like Northwest Staffing also fill many long-term temporary positions that may last months, as well as many full-time, permanent positions.

Myth #5: Benefits aren’t available when you work with a staffing company.

Reality: This is not necessarily true. Many staffing companies offer a comprehensive benefits package to their temporary or contract workers that includes things like health insurance and paid vacations.

If you’re unemployed and uncertain about your job prospects, consider getting in touch with a staffing company. We work with some of the leading employers in Seattle, Spokane, and throughout the Northwest. As a result, we can give you access to a variety of rewarding opportunities. Contact Northwest Staffing today to learn more.

The Northwest job market is more cutthroat than ever, which can make the task of finding a good position seem overwhelming. It can be done, but don’t sabotage your efforts by making these common job search mistakes:

Mistake #1: Ignoring the basics.
Be sure to include your name, address, phone, email, work history and education on your resume. These are the basics and every potential employer is expecting them.

Mistake #2: Using an inappropriate email address.
As an employment agency serving the Northwest, you’d be surprised by the number of resumes we see with emails like pookybear102@aol.com. Don’t make this mistake. Instead, create a simple and professional email address that includes your first and last name.

Mistake #3: Sounding unprofessional in your voicemail.
If you’re sending out resumes and know that employers will be calling you, make sure that your voicemail greeting reflects the professional that you are. “What up?” doesn’t cut it.

Mistake #4: Not proofreading your resume.
Proofread your resume every time you send it out. Don’t simply rely on spell check to do the job for you. Why? Because your computer’s spell check program will ignore mistakes like using “untie” instead of “unite.”

Mistake #5: Posting unflattering photos online.
Nowadays, many prospective employers will receive your resume and then Google you. If that’s the case, then you better hope there’s nothing racy or inappropriate posted about you, like those drunken pictures from your bachelor party. Either set your profiles on social networking sites like Facebook and MySpace to private, or better yet, use this rule of thumb – if you don’t want an employer to see it, don’t post it.

Mistake #6: Using just one tool, like big name job search engines.
Big name job websites are a great way to search for a new position; however, you shouldn’t depend 100% on them. Many smaller companies don’t advertise on these sites, so you could be missing out on some rewarding opportunities. It’s also important to take other steps to finding a job, like attending a job fair, networking with others, and working with a staffing agency like Northwest Staffing.

Mistake #7: Sending your resume to every company and recruiter under the sun.
You’re setting yourself up for failure if you do this. Instead, take a targeted approach to submitting your resume. Only submit your resume for those positions that you truly qualify for and be sure to tailor your resume and cover letter for each position.

Mistake #8: Not following up.
Once you’ve had an interview, send a thank you note or an email to the person that interviewed you. Even if the interview didn’t go so well, or you realized you are unqualified for the position, you always want to make a good impression. After all, you never know what could happen in the future. A position you are qualified for could open up at the company or the person that interviewed you may refer your resume to a colleague at another company.

Whether you’re just beginning your job search, or you’ve been at it for a while, the employment recruiters at Northwest Staffing can help. We work with some of the leading companies in Seattle and Spokane and can give you access to a variety of exciting opportunities. Best of all, our job search service is free for candidates.

Contact Northwest Staffing today to learn more or search our current job openings now.

Using temporary employees can deliver a variety of benefits, including flexibility, reduced liability, and time and cost savings. Whether you have a job lasting just a few hours, or one lasting several months, temporary employees allow your company to adjust quickly and operate at peak efficiency – even during the busiest times.

But in order to take full advantage of the benefits offered by a more flexible workforce, you must partner with a temporary staffing agency that’s right for your company. In fact, the stronger the partnership between you and your staffing company, the better the results.

Here’s how just one company, a client of Northwest Staffing for more than 13 years, benefited from partnering with us:

“In the past 13 years, with three different manufacturing companies, I have used Northwest Staffing as a temporary staffing partner. I have found them to be reputable, attentive to our needs, responsive to our requests, and cognizant of our resources. Whether it has been a need for seven laborers ‘in the next four hours’ or a specific skilled CNC machine operator ‘by tomorrow night,’ they have performed with the greatest professionalism.

“The best endorsement of any product or service is the continued purchase or use. My using Northwest Staffing for 13 years should say enough! I tend to be impatient with poor customer service and expect high standards in that regard. I can say without exception that my accounts have always been handled efficiently and effectively by Northwest Staffing.”

- Vern L. Marschall, PHR, HR Manager, HCI Steel Building Systems, a Blue Scope Steel Company

If you’re interested in learning more about how your firm can directly benefit from a partnership with a staffing agency like Northwest Staffing, please contact us today or visit our website.

The cost of hiring the wrong person can be steep. Yet, as an employment firm serving the Northwest, we see many employers make the same mistakes again and again when it comes to recruiting. So how can you improve your odds of hiring a winner? Here are seven steps:

Step 1: Develop a Profile for the Position
Create a list of your expectations, including the specific results you are looking for a prospective employee to deliver. Next, develop a list of qualities or characteristics needed to accomplish those expectations. For instance, if you’re hiring a new salesperson, they not only need to be able to sell, but they also have to have good time management skills.

Step 2: Start Recruiting
Finding qualified candidates can be a challenge. Nowadays, you can’t just count on the traditional recruiting avenues, like running an ad in the paper, for delivering the people you need. So start thinking about other ways to recruit, such as:

• Referrals from your current employees
• Online recruiting
• Advertising in a trade journal
• Connecting with an employment firm

Step 3: Screen the Resumes
As you are screening resumes, look for patterns of accomplishments that are similar to your candidate profile. If you’re uncertain about a candidate, give them the benefit of the doubt and put them in the “yes” pile for a phone screen.

Step 4: Conduct Phone Screens
The next step is the phone screen, which is like a mini interview to see if you want the person to come in for a face-to-face interview. Gather as much information as you can during the phone screen to determine if you want to set up a second interview.

Step 5: Conduct In-Person Interviews
The effectiveness of your face-to-face interview is dependent upon the quality of questions that you ask. Your questions should be specific, not general. For instance, don’t ask a candidate if they work well under pressure. Instead, ask them to tell you about a specific time when they were under a lot of pressure to deliver and how they got the job done.

Step 6: Reference Checks
You’d be surprised how many employers skip this step. But conducting a thorough reference check is absolutely critical to a successful hire.

Step 7: Making the Decision
To make your hiring decision, break up your evaluation into smaller requirements and substantiate each. So, if you need someone with strong sales skills and you determine that a certain candidate has those skills, you should be able to back that up with real data. For instance, “according to her resume and interview, Mary was able to increase sales at her last company by 10%.”

The bottom line is that to hire the right person, you have to invest the necessary time and resources upfront. If you don’t have that kind of time, then consider working with an employment firm.

At Northwest Staffing, we are experts at recruiting and evaluating talent throughout the Northwest. We can help you find the people you need, without the hassle. Contact us today to learn more.

Feeling panicked, unlucky, or depressed over a job loss? Those are all completely normal reactions – and you’re definitely not alone. According to the latest data from the U.S. Department of Labor’s Bureau of Labor Statistics, the unemployment rate currently hovers around 10%.

So if you’re one of the unemployed masses in Everett, Seattle, or beyond, what can you do to survive a lay off and secure a new job? Here are six ideas:

Idea #1: Think before you act.

If you are granted an exit interview, be honest, yet tactful. Don’t put down the company and be sure to get answers to important questions, such as:

• Will I receive a severance package?
• How can I continue my health care coverage until I find another job?
• Can I get a letter of recommendation?

Whatever you do, don’t send a nasty email or message to your former employer or go around bad-mouthing them. Burning bridges is never a good idea, no matter how badly you’ve been burned.

Idea #2: Avoid jumping into a job search immediately.

Even though you’re probably feeling panicked, you may want to hold off on jumping into a job search right away. Going on an interview while your mind is reeling and your emotions are in turmoil isn’t usually a good idea. So wait a few days to calm down and get your emotions under control.

Idea #3: Sign up for unemployment.

One thing you will want to do immediately is contact your state unemployment office because there’s typically a waiting period (usually about two weeks) before you can start receiving unemployment checks.

Idea #4: Create a survival budget.

Write down all of your regular monthly expenses and rate them as either “essential” or “non-essential.” Now consider canceling some of those non-essential expenses. (Essential expenses are rent/mortgage, food, gas, electricity, and car insurance. Non-essential expenses are gym memberships, cable, and lawn care or maid services.)

Idea #5: Keep up a normal routine.

Be sure to keep a normal schedule. Get up at the same time in the morning as if you were going to work. Also, dedicate a few hours each day to your job search, whether it’s:

• Tweaking your resume;
• Practicing your interviewing skills;
• Attending seminars to update your job skills; or
• Contacting colleagues and friends at other companies to let them know you’re in the job market.

But don’t spend your entire day looking for a new job, otherwise you’ll burn out quickly. Simply set aside a block of time (say from 9 am to 12 noon) for your job search.

Idea #6: Consider working for a temporary employment firm.

Working for a temporary employment firm is a great way to sharpen your existing skills, learn new skills, and keep your foot in the job market. And you never know. If you do well, you may get an offer for full-time employment.

If you’ve been laid off and are looking for a job in Everett or Seattle, contact Northwest Staffing. Whether you’re interested in temporary employment or want to find a terrific full-time opportunity, we can help. We work with some of the leading employers in and around Everett and Seattle, and can give you access to a variety of job opportunities you may not otherwise know about.

Have you ever been laid off? If so, what advice would you share with unemployed individuals?

Your people are your greatest asset – and also your biggest expense. The more actively you manage the cost of your employees, the less money you’ll spend. However, managing your staffing function isn’t just about cutting costs. It’s about giving you the ability to overcome challenges and take on new opportunities.

So here are some ideas you can utilize to enhance profits – and grow your business – through effective staffing.

Get rid of bottlenecks.
Many times, one of the biggest obstacles to growth is a shortage of skilled people. To overcome this barrier, you have a variety of options:

• Hire more full-time staff.
• Hire contingent workers temporarily.
• Train your existing staff to work more efficiently.
• Outsource certain parts of your process to another firm who can get it done quicker or cheaper.

Take on new opportunities.
There are probably times when you have a great idea for your business, but simply can’t implement it because you don’t have the resources. With temporary or contract workers, you can access the resources you need, when you need them – from temporary administrative help to a contract IT guru.

Tap into skilled talent.
Rather than trying to learn something on your own or taking tons of time to train a staff member, bring in a contract employee who already has the skills and experience you need. Once the project is complete, you don’t have to worry about the cost of another full-time employee.

Utilize temporary workers to generate revenues.
For instance, temporary workers can help you:

• Collect data and conduct market research.
• Set up sales appointments.
• Develop marketing materials.
• Manage a seasonal surge in business.
• Fill employment gaps when an employee gets sick, goes on maternity leave, or takes a vacation.

Keep your employees focused on what they do best.
Don’t give your top talent low-level tasks to complete simply because there’s no one else to get the job done. Keep your full-time staff focused on their priorities and bring in temporary employees to manage less important duties.

If you’re ready to use staffing to get more done in 2010, then please contact Northwest Staffing. As one of the top staffing firms in Seattle, we can help you anticipate your future staffing needs and then determine the most effective ways to control costs, enhance profits, and grow your business.

Question: How do you prepare your company for the eventual economic recovery without threatening your short-term sustainability?

Answer: Workforce Planning.

Workforce Planning is…

A process in which a company tries to forecast talent needs and talent supply, and then develops an action plan to meet those needs.

Why Develop a Workforce Plan?

Strategic workforce planning, also called planned staffing, can help your company to meet business goals and maintain a competitive edge by alleviating issues with problem employees, taking advantage of new talent opportunities, and improving overall access to talent. Other positive benefits of workforce planning or planned staffing include the ability to:

• Reduce labor costs
• Identify and prepare future leaders
• Fill sudden vacancies in key positions
• Maintain a flexible contingent workforce
• Increase productivity

How to Create a Workforce Plan

If you’d like to create a workforce plan for your company, here are five steps you can take to get started:

1. Contain labor costs
Identify the positions, individuals, and skill sets that will have the most positive impact on your company in the next two years. Once you’ve prioritized, you can then concentrate on retention, redeployment, and development efforts for those key positions.

You may also need to reduce labor costs and head counts for lower priority positions. One way to do this is by filling these kinds of positions with contingent labor, which you can rapidly increase or reduce depending on your needs at any particular time.

2. Don’t leave the internal movement of your employees to chance.
Develop a redeployment plan that will help you move your most talented employees into the positions where they will make the most impact. For instance, you don’t want the Brett Favre of your organization hitting golf balls when he’d have a much more positive impact as the quarterback.

3. Focus on retention.
Many companies simply forget about retention efforts, especially during tough economic times. This is a mistake. Be sure to identify what frustrates and motivates your key players. Then create a retention plan to enhance those motivators, while decreasing frustrations.

Also, since bad managers are the number one cause of employee turnover, be sure to identify those managers that may be hurting your company, rather than helping it.

4. Revive your succession plan.
If your company has undergone layoffs or hiring freezes, then chances are you’ll suffer a gap in your talent pool in the years to come. This means that once growth begins again, you’ll be a step behind because you won’t have an available pool of talent from which to choose for key positions.

To avoid lagging behind, maintain a minimal level of hiring and employee development, even during slow times. Also be on the lookout for top talent to replace your bottom or average performers.

5. Get ready for a recovery.
Once that recovery hits, you want to be ready to explode out of the box. That means working with a recruiter who can focus on things like employee referrals and branding your company as a great place to work.

Also, if you’ve had to lay off some of your top talent, develop a plan that helps you to maintain a relationship with them and immediately rehire them once business picks up.

Workforce planning helps you prepare for the best of times and the worst of times so that you’re never caught off guard. If you’re interested in developing a workforce plan, please contact Northwest Staffing. As a leading Seattle employment firm, we can help you create a plan that will improve productivity, reduce labor costs—and get the best results for your company.