Pinnacle Staffing Blog

You make a hiring decision, extend an offer, and get the new recruit in the door as soon as possible. Then what?

If your company is like many, you expect the candidate to hit the ground running, without a comprehensive onboarding process. But, as a leading Winnipeg staffing agency, Pinnacle Staffing knows that doing so can be a big mistake. In fact, not giving new hires adequate coaching and support significantly increases the chances that they won’t last very long.

Other mistakes employers make when it comes to training and onboarding include:

• Having poorly run training programs. When an HR rep is running around in search of a projector or handouts, it gives your new recruits the impression that you don’t care, or are unprepared.
• Jamming two months worth of information into a single day training session. As a result, new hires are too overwhelmed to process any of the information.
• Creating a dull training session. Even though you’ve already hired a candidate, you still want to demonstrate that you’re a dynamic organization and that they made the right decision to come work for you.

So if all this sounds all too familiar, what can you do to ensure your new recruit is well prepared to succeed in their new job?

• You should have a formal onboarding process in place so you don’t have to re-invent the wheel each time. To develop your process, you may want to have a brainstorming session with existing staff to garner ideas of what would have helped them most in their first days on the job.
• That said, the process should also be fun and interesting – not dull and overwhelming. One way to do that is by using a blend of teaching tools, such as video, social media, and classroom activities. Also, invite existing employee in to share their experiences with the new hires.
• While your formal onboarding process may last two or three months, continue to extend support throughout the new hire’s first year and beyond.
• Assign all new hires mentors or coaches whom they can turn to for questions and guidance.

Need Help Finding New Hires to Onboard?

If you’re looking to hire, Pinnacle Staffing can help. As a leading Winnipeg staffing agency, we’re committed to exceeding customer expectations. That’s why our Recruitment Consultants go the extra mile to deliver superior results with every assignment. Contact Pinnacle Staffing today to learn more.

Your first thought is because they don’t want to hear negative feedback – and this is certainly true to some extent. But, as a Winnipeg recruiting firm, Pinnacle Staffing knows there’s a lot more to the disdain that employees have for performance reviews. Here’s a look at some other reasons:

• Employees don’t think feedback is relevant to the job they’ve done (i.e. vague or non-existent).
• Most managers conduct performance reviews as if they are the teacher and the employee is the student, rather than having an adult-to-adult conversation.
• Employees think high performers should get more rewards and recognition when compared with low performers, but that oftentimes they don’t.

So if any of these reasons sound familiar to you, what can you do to improve your performance review process? Here are some quick tips:

Prepare for the Review.

Don’t just schedule the time and place for the review and plan on winging it. You’re doing a disservice to your company and to your employee if you take that approach. Instead, spend the time to gather and review necessary support information, production numbers, significant achievements, etc. Also have an agenda for points to cover during the review and give it to your employee ahead of time so they know what to expect.

Make the Review a Conversation.

A performance review should be a discussion not a monologue or a list of all the things an employee has done wrong over the course of a year. And keep in mind that just as you are reviewing an employee’s performance, you should make it clear that you want to know what you can do as a leader to help them improve and achieve success.

Don’t Treat All Employees the Same.

In other words, don’t just evaluate each employee and close the book on it until next year. For instance, if after the reviews, there are certain employees performing at a sub-par level, then schedule more frequent reviews or training opportunities for them. For those who are performing exceptionally well, create a rewards program that demonstrates your gratitude towards them.

At the end of the day, you need a process in place to help you evaluate the effectiveness of your employees. But by viewing all your employees the same, offering only vague feedback, and treating them like children, you will compromise the value of your review process.

Need Help Hiring Exceptional Employees?

And if your review process has demonstrated that you need to hire more star performers, let us know. With more than 10 years of experience as one of the top Winnipeg recruiting firms, Pinnacle Staffing has the knowledge and expertise to help you recruit, hire, retain, and manage the very best Winnipeg has to offer. Contact Pinnacle Staffing today to learn more.

Finding just the right job opportunity can seem akin to searching for a needle in a haystack. But, as a Winnipeg recruitment firm, we know that many job candidates make the process even more daunting by committing the same major blunders over and over again.

So what are they – and how can you avoid them in your search for a new job? Here’s a look:

#1. Having a closed mind.

Job candidates, especially entry level ones, tend to close their minds to certain opportunities if the job description in the posting doesn’t sound perfect. Unfortunately, there’s no such thing as a perfect job. So even if a job sounds less than intriguing, apply for it if you’re qualified and learn more during the interview process. It could be a great opportunity for you, but you won’t know until you learn more.

#2. Giving friends or colleagues as references.

When a potential employer asks for references, they typically are looking for you to give them access to people who have managed or supervised you in the past. They don’t want references from your best friend or next-door neighbor. If you supply several references, one from a colleague is ok, but not more than that since they don’t carry as much weight as a manager does.

#3. Not seeing the big picture.

If you’re rejected for a certain position you wanted, you may be resentful. It’s normal to feel that way, but don’t let your emotions impact your actions. Still send along a thank you note to the interviewer or hiring manager thanking them for their time and wishing them well. Not only will you come across as gracious, but you’ll also make a positive impact that could help you in the long run should another position at the company become available.

#4. Coming across as unprepared or messy.

Image is everything in today’s society and if your shirt is un-tucked, your briefcase messy, or your answers frazzled, then chances are you won’t win the job. So do everything you can to look and act the part, even if you’re incredibly nervous on the inside.

#5. Thinking it’s all about you.

The interview and hiring process isn’t just about finding a terrific job opening for you. For the employer, it’s about accessing the talent they need to run a successful company. So think about things from their perspective. Then approach the job search and hiring process in a way that will entice them to want to hire you.

Need help with your job search?

If you do, let us know. As a Winnipeg recruitment firm, we can help you take the next step in your career. Our Recruitment Consultants will listen to your needs and learn about your capabilities, career goals, and personal aspirations. We’ll then match you with an opportunity that’s a fit for you background and your life. Learn more now.

When evaluating potential job opportunities, you may only look at what the position entails in terms of duties, as well as the overall success and reputation of the prospective employer.

But are you also evaluating each company’s culture, as well?

If not, then you’re making a big mistake that could impact your future on-the-job success and your career track in the long run.

So what exactly is company culture? And why is it so important to evaluate during a job search?

As one of the leading Manitoba employment agencies, we know that just like people have personalities, so too do companies. For instance:

• Some are more conservative and reserved; while others have a more “fly by the seat of your pants” approach to doing business.
• Some have lots of red tape and rules, while others really have none at all (which is not always a good thing, despite what you might think).
• And some companies place a high value on things like environmental stewardship or community involvement, while others focus their resources on mentoring programs or continuing education.

That said, there’s no one culture that will align perfectly with your own background and personality; however, there are most certainly cultures that you will fit into more seamlessly than others. And when you fit in well with a certain work culture, then you have a much better chance of being happy and successful on the job and at the company.

While culture is very hard to measure, it’s much easier to see in action. So how can you evaluate it during the hiring process, when you’re not actually working at a company yet? It’s all about asking lots of questions, such as:

• How would you describe the company’s culture?
• What do you like most about working here? Least?
• How does the company recognize employee accomplishments?
• How is performance measured?
• What kinds of traits do the most successful employees at your company have?
• Can you describe the management/leadership style at the company?
• What’s the company’s stance on educational or professional advancement opportunities?

Besides asking these kinds of questions, also be sure to evaluate how you were treated during the process.

For example, did the receptionist seem friendly or cold? Was the interviewer prepared? How you were treated can be an accurate reflection of what your future interactions may be like at the company. So if something doesn’t sit right with you, pay attention to those instincts.

Finally, if you’ve interviewed with multiple interviewers at the same company, make sure their answers jive.

If each person gives a different description of the culture and values at a particular company, then that’s your cue to bow out of the running for the job.

If you’re just not finding job opportunities and company cultures that are a fit for you, we may be able to help. As one of the leading Manitoba employment agencies, we’ll take the time to learn about your skills, strengths, background, and personality – all so we can match you with a position and an employer that’s a great fit for you. Get started now.

Spring is here and graduation is just around the corner. And if your company is hiring – particularly for entry level positions – then you’re sure to receive an influx of resumes from recent university graduates very soon.

However, as one of the leading staffing agencies in Winnipeg, we know it can be a challenge hiring individuals from this demographic since many don’t have an extensive work history for you to evaluate. So how can you ensure that you properly assess them – and make the right hiring decision for your company? It all starts with asking the right questions. Here are some tips to get you started:

Ask questions about communication skills.

Regardless of the industry you work in or the position you’re hiring for, strong communication skills are an absolute must. So make sure you ask lots of questions that force candidates to answer beyond a simple “yes” or “no”. Also ask questions that showcase a candidate’s power (or lack of) of persuasion – for instance, “You don’t have a lot of experience. Why should I hire you?”

Ask questions about organizational abilities.

Time management and the ability to prioritize are important for any position. To ensure your fresh-faced candidate can stay organized on the job, ask questions about how they organize their day, or how they balanced university course work with extracurricular activities or internships.

Ask questions about problem solving abilities.

The last thing you want to do is have to hold the hand of a new recruit for an extended period of time. You want to ensure the person you hire will be able to take a pro-active approach to problem solving…but doing so with a recent grad is tough if they have limited work experience. So ask about their university experience instead. For instance, “What was your biggest challenge in school and how did you overcome it?”

Ask questions about drive and determination.

One area in which a recent graduate may have a leg up on more experienced competition is in the motivation and enthusiasm department. And depending on the position, this eagerness and willingness to learn can offset a lack of technical skills and experience. So ask questions that allow you to assess a candidate’s drive; for instance “Were you involved in any sports or clubs?” or “Tell me why you want to work for this company?”

Besides asking the right questions, it’s also important to communicate the job responsibilities and how performance will be measured. If, when you’re doing so, you see a candidate glancing at their watch or their focus drifting, then perhaps it’s time to move on to the next candidate.

If you need some additional help with the hiring process, let us know. As one of the top staffing agencies in Winnipeg, we have the resources and the expertise to recruit, evaluate, and place the ideal candidate for your organization. Learn more now.

When it comes to preparing for job interview questions, it’s easy to get overwhelmed. As one of Winnipeg’s top employment agencies, we know that you never really know what questions you’re going to be asked. For instance, will you have a more traditional interview with straightforward questions, or will you be asked some out-of-the-box questions, like “if you were a car, what kind of car would you be?”

When you think about it, it’s really impossible to be prepared for every kind of question that comes your way…or is it?

We’re here to tell you that you can prepare for every question…if you think strategically. At the end of the interview, you need to have answered the #1 biggest, most pressing question every hiring manager wants to know – “why should we hire you?” – regardless if the interviewer came right out and asked this actual question.

And if you answer every interview question you are asked – from the classic questions to the crazy ones – without that end game in mind (why you are better, what unique value you bring to the table, etc.), you will offer much more effective answers as a result.

Spin-offs of the “why should we hire you?” question include questions about what you can do for the potential employer – e.g. “how can you help us increase sales, lower costs, build a stronger team and a better business?”

But the bottom line is that when you shift your focus from “it’s all about me” to “here’s what I can do for you,” your next job interview becomes much easier to prepare for.

And if you’d like some additional tips on preparing for job interviews or help finding job leads, let us know. As one of Winnipeg’s top employment agencies, we can help you locate top jobs that are a fit for your background and personality. Get started today.

As a Winnipeg recruitment firm, we know meetings can be hugely helpful in brainstorming ideas and making sure your team is on track toward achieving company goals. Or they can be big time wasters. As a manager, it’s your job to make sure that meetings fall into the former category, not the latter. To help you do so, here are 5 mistakes you should avoid making:

Mistake #1. Meeting just to meet.

When scheduling meetings, make sure you really have something to meet about. If all you need are status updates from a few key people, then ask for them via email and distribute them accordingly. Don’t just meet on Monday at 10 am because you always meet on Monday at 10 am.

Mistake #2. Not sending out an agenda.

You might think that agendas are boring and old-fashioned, but they’re also critical to the success of your meeting. They can ensure you stay on target with your topics and don’t forget to discuss any important issues. Also, by sending them out ahead of time to meeting attendees, you are giving them a chance to properly prepare for the meeting, helping to ensure it’s time well spent.

Mistake #3. Not setting an end time for the meeting.

You probably set a start time for meetings, but do you also set an end time? As a Winnipeg recruitment firm, we know that most people begin to lose focus after about an hour and half, so don’t make your meetings much longer than that. Also, by setting an end time, your team can properly plan the rest of their day, after the meeting.

Mistake #4. Requiring people attend who really don’t need to be there.

Don’t require people who can’t contribute or who won’t benefit from the meeting to attend it. If you do, those people will simply become bored and frustrated. Instead, keep your meetings as small as possible.

Mistake #5. Not keeping official meeting notes.

You might have had an incredibly productive meeting, but if no one is keeping an official set of meeting notes, that productivity will go down the drain. So make sure someone in the meeting is in charge of taking notes and emailing them out to meeting participants afterward.

You post a new job opening at your company. The good news: within hours, you’re inundated with dozens – or more! – resumes. The bad news: most of them are from unqualified candidates. It’s resume overload…and you’re in the driver’s seat. What can you do? Here’s how to cut through the resume clutter and find the person you really need:

• If your company has resume parsing software, use keywords to weed out the candidates you’re interested in…and discard the rest.
• Create three folders: one for candidates you know you want to interview, one for candidates you might want to interview, and one for candidates you will reject.
• If a resume has a ridiculous error on it, or seems too boilerplate, reject it. If a resume don’t have a cover letter or the candidate clearly didn’t follow directions (e.g. didn’t include a salary history when you asked for one twice in the job posting), ditch them too.
• If a candidate seems overqualified, put them in the “might want to interview” folder. Look at them later, after you’ve gone through the rest of the resumes. They may not be right for the position you’re advertising, but they could be a good fit for the company in the future or for a different opening.

If, after all this, you still have too many resumes/candidates to interview, start to hone in on the details.

• Evaluate resumes and cover letters for incorrect spelling and/or grammar…even if it’s just a small error.
• Look for red flags, like gaps in employment, a decrease in responsibility (that isn’t well explained in a cover letter), job hopping (four jobs in six months), and numerous shifts in a career path.
• Review each candidate’s cover letter and resume carefully to see how well they fit with the job and with your company. Focus on those that have clearly provided you with customized information.
• Compare candidates against each other; only keep those resumes that truly impress you.

At the end of this process, you should have a handful of candidates (4-6) you want to interview via phone. Based on those phone screenings, you will then likely want to bring 2-3 candidates in for an interview and go from there.

If this all sounds like a lot of work, that’s because it is. But there is an easier way – working with one of Manitoba’s top staffing agencies. A staffing agency can save you time, money and hassle, not to mention they can cost-effectively find those few top-tier candidates on your behalf, while you focus on your other priorities.

When you’re looking to avoid staffing headaches – like resume overload, we can help. As one of Manitoba’s top staffing agencies, we can handle the hiring process for you and deliver a few, top candidates for you to choose from. No more resume overload!

Learn more now…

The chances of you experiencing a setback during your career are high. In fact, as one of Winnipeg’s top employment agencies, we know that most people do at one point or another. What differentiates us is how we deal with that setback and move forward toward re-building a successful career and hopefully coming out ahead in the process.

So if you’re in the midst of a professional disaster, how can you turn the negative into a positive? Here’s a look:

Take a step back.
A career setback can tell us something we need to know about ourselves or our career. However, to learn from the experience, it’s essential that you view the setback in an objective way so you can accurately determine what went wrong and why. By doing so, you’ll hopefully come to understand where you got off track.

For instance, were you in the wrong position? Or working for the wrong kind of company? Perhaps you’re someone with strong interpersonal skills and were promoted into a more technical position that wasn’t right for you. Whatever the case may be, it’s important to be honest about your strengths and weaknesses so you can move forward in a productive way and not make the same mistake twice.

Build your self esteem back up.
Many people derive much of their self esteem from their professional lives. As a result, when things go wrong, it can be a big blow to our confidence. But understand that to get back in the game, you have to stay positive and recognize that most everyone has failed at some point in their professional lives. If you need further inspiration, read books on the power of positive thinking or about famous people who failed their way forward (i.e. turned setbacks into successes).

Prepare for awkward questions.
If, for instance, you were fired from a position, then you’re going to have address the situation in your job interviews, whether you like it or not. But do so in a positive way. Don’t trash your former company or boss, or yourself. Instead, present your setback as an experience that you were able to learn and grow from as a result. If, on the other hand, you try to deny it, then you’ll paint yourself into a corner and out of the job offer.

If you’d like some further assistance in getting your career back on track, let us know. As one of Winnipeg’s top employment agencies, our personalized service, consultative approach, and innovative attitude can enable you to bounce back from a career setback – and help you realize your career goals. Contact us today to learn more.

Ever hire someone who looked great on paper, but nearly sunk the ship once they were hired? As one of Winnipeg’s top recruitment firms, we know that, many times, this can be due to a candidate who commits resume fraud in order to beef up their backgrounds. And in fact, it’s been reported that a near majority of people lie or mislead on their resumes.

One way to sniff out fraud is by conducting a background check. However, doing so during the resume screening process would get expensive…fast. But there is a simpler way to avoid hiring a bad candidate – and it involves being on the lookout for these 6 resume red flags:

1. Not following directions. 

You asked for a cover letter, resume, a salary history, and three work samples. You got a resume. Clearly this applicant can’t follow directions, so promptly hit the “delete” button.

2. Multiple employers in a short period of time. 

Today, most people don’t stay with the same company for 30 years. That said, when a candidate has three different employers in less than a year, you know that person is likely a) unqualified, b) difficult to work with, c) uncertain about their career path, or d) all of the above.

3. Gaps in employment. 

Nowadays, many good candidates have gaps in their resumes. However, when the gap is significant and the candidate hasn’t done anything to fill it – i.e. volunteer work, consulting, or enrolling in school – then it could be a sign of a bigger problem.

4. Not enough detail. 

For instance, you get a resume that includes an overview of the candidate’s education, but doesn’t include the year they graduated. This could be because 1) they are a seasoned professional and don’t want you to know their age for fear of ageism or 2) they never graduated and hope you won’t notice. In these cases, if you’re interested in the candidate, a quick phone call to the registrar’s office can confirm a graduation date.

5. A decline in responsibility. 

Be wary of a resume that shows a decline in responsibility or leadership roles. Don’t discard it altogether, though, if the candidate seems worthwhile. There may be a good explanation. For instance, perhaps the candidate cut back on their workload to care for a small child or sick parent and are now ready to take on more responsibility.

6. Failure to customize. 

A well-qualified candidate will customize their cover letter and resume to showcase the skills and accomplishments most relevant to your job opening. However, when an applicant has a boilerplate cover letter and resume, that’s an indication that they know they have little chance of getting an interview, so they’re not going to spend a lot of time on their resume.

If you’d like some additional tips on resume red flags, or help with your hiring process, let us know. As one of Winnipeg’s top recruitment firms, we have the resources and the expertise to recruit, evaluate and place the ideal candidate for your organization. Contact us today to learn more.