Hiring an Intrepreneur for your Entrepreneurial Venture

Lexi MorganUncategorized

You started up your own company last year, and you are surprised by your own growth…it’s going well! You actually need help! But, wait…this is your baby. You’ve been the one up nights worrying about how things are going, if you are going to make it, how you can achieve your sales goals. What if you hire someone and they screw it all up?

You took a risk to get here. You’ll probably have to take more to move forward.

Hiring an Intrepreneur means that you find someone who shows just as much investment in your “baby” as you do. They will fight for your company and show the energy and responsibility you need in that confident and trustworthy employee that you desperately need. They will be innovative, comfortable taking risks, and ready to begin running with new ideas. Here are some questions you can use when screening for this vital person.

  1. Why would you want to work for a company that is just starting up?
  2. What are some of your ideas on how to grow this company?
  3. What sets you apart from others when it comes to using technology/social media?
  4. Who do you see as a competitor for this business? How could we market ourselves differently than them?
  5. Are you willing to work hours outside the 8-5 timeframe on a regular basis?

Obviously, anyone can answer these in the ways you want to hear, but often, you can gauge their energy for a growing company by the way the candidate answers it. If they are showing a lot of initiative just through the interview process, chances are the candidate will be excited to grow with a new company. If they appear to be searching for an answer and unsure, then you know this is probably not the right candidate for you. If you have a recruiter interview your candidates, they may have a more objective view about who may be the perfect fit. Experienced recruiters know how to dig deeper in the interview process to find those qualities you are looking for.

Growth is awesome, and hiring your first employee can be daunting. However, there are many candidates out there looking for a place to shine. There are many qualified, talented people who do not want the responsibility of business ownership; however, they are more than happy to support those who are!

Interview Follow-up

Lexi MorganUncategorized

Interview Follow-up: Staying Top of Mind and not an Annoyance

So, you just nailed your interview with the top accounting firm in town. You are going to get this position, you think. It’s now nine days after your interview and you have heard nothing. What do you do? What should you have done in those nine days? Here are some of the ways to stay top of mind with your recruiter or future employee, without being a pesky gnat.

  1. When the interview is ending, ask good questions and about the timeframe . You can definitely ask: What is the timeframe for a decision on this position? There is nothing wrong with asking this question, because the person interviewing you understands that you want to know where you stand, either way. If they say, you won’t hear anything for two weeks, then there you go. This doesn’t mean you can’t do some important things to stay in their mind during that time, but you won’t be sweating it out for 14 days.
  2. Send the “Thank You” immediately. A well written email is accepted today but it is always nice to add an extra touch and send a hand written note. Be aware of the timeframe for the position as sometimes a handwritten note will not make it in time. Here is a quick example:

Dear Jack,

Thank you so much for the opportunity to talk about the accounting position. I enjoyed the conversation, and I am looking forward to hearing back from you. When you mentioned that you are thinking about going to California, I thought about a great resort I have stayed at there, and I thought I would include the website here so you can check it out! Thanks again for the time, and let me know if you think of anything further you need from me.

Best Regards,  Sue Johnson

  1. Stay in the game. As the two week timeframe comes to a close, it’s appropriate to send an email to show you are still interested and want the position. You don’t have to ask, “Are you going to pick me?” Obviously, don’t be desperate. However, you can say, “Hi Jack! I hope you are doing well, and I know you are nearing the time of making a decision on the accounting position. I was thinking about how we were talking about the trends with accounting technology, and I came across a great article this week, and I wanted to share it with you. Have a great day!” What if Jack was deciding between you and one other person, and sending this email tipped the scales? It’s possible.
  2. Didn’t hear back in the timeframe? Call. The two weeks have passed, and you have done your due diligence with following up in smart ways and being patient. If you haven’t heard anything, call and ask if a decision has been made, and if not, what is the updated time frame. No matter way, the recruiter/employee sees your level of interest and notes it.

Stay top-of-mind if you really want the position. Advocating for yourself is a must during your job search!

Building a Culture of Trust and Encouragement Through Flexibility

Lexi MorganUncategorized

You may be the employer who is trying to allow flexibility at work, but maintain great productivity. Perhaps you offer alternative hours or even a telecommuting opportunity, and you’ve turned a blind eye to time spent on social media or texting throughout the day, but sometimes you feel like you don’t have a great handle on each of your employee’s work time. However, sometimes you feel as though employees are taking advantage of you.

What to do?

Let’s face it, technology makes it much easier to work anywhere, literally. Our phones offer us and our employees the ability to access work email, and our tablets and laptops with wi-fi allow all of us to work as we wait for the next plane. And, if we don’t have wi-fi available, you can hook up to a hot spot through your phone. Your employees may feel like we should be trusted to get work done anytime, anywhere, so do we have to have them in the brick and mortar office from 8-5? How do you handle that mindset without losing a handle on what your employees are really doing with their time outside of the office?

Make the expectations clear.

Make the list of expectations for the week or month (whatever is appropriate) for your teams or individual employees. Create a clear reporting form that employees can use to show what they are getting done. No matter where your employees are working, they are accountable. And, employees will feel more secure knowing that they are checking in with their progress. Both sides may see the level of productivity increase. Creating a reward system for exceeding goals is also a fantastic way to ensure that work is getting done, and employees feel encouraged to work hard!

Flexibility may trump raises.

When you feel guilty you couldn’t offer bonuses or raises for the year, perhaps look at the offer of flexibility. If the current productivity isn’t getting you the revenue you hoped for, maybe you’d see more growth by talking to employees openly about the opportunity to work from home some days or working different hours. It’s amazing how employee dedication, loyalty, and trust can be positively impacted by showing them you are offering a perk. There will always be the employees who love the 8-5 timeframe, going home, and leaving work behind, but will still appreciate the offer. For others, a flexible schedule may just make them feel like working more and harder for you.

Take the time to let it work or not.

If you’ve given it one week and decided to pull the plug on flexible scheduling, you probably need to give it more time. Or, if you have given it three months and things are not getting done, you may need to reevaluate. No matter what, make sure you know it’s working or not before you make any long-term decisions. If your employees feel like they have been offered trust, they hopefully will work hard to keep that going. It may even be that you see which employees shine anywhere, anytime, and which ones may need to be replaced.

Protecting clients- HR Services

Lexi MorganUncategorized

With the tax season gearing up, many of you will be meeting with clients, helping them prepare for Uncle Sam’s bill. As a confidant to your clients, you may be the one they turn to for advice in times of trouble or prosperity. Because of this, it is important to be aware of business solution services like the risk-management based HR services at Elite Staffing.

We provide guidance to business owners and leaders on EEOC claims, unemployment issues, conflict resolution, management training, succession planning, employee discipline and termination, and more. By doing so, we allow decision makers the opportunity to boost productivity and focus more on their organization. Your clients can partner with us to protect and grow their business.

For example,  perhaps the leader of an organization wants to retire, but is struggling with their transition and exit strategy. They are unsure about how to leave gracefully and how to replace their position in the organization, as well as a variety of other factors related to their retirement. Implementing a succession plan offers a viable solution to the leader of this organization, helping make the dream of retiring a reality. Or, say your client has a consistent issue with an employee. Elite Staffing will train managers on how to set clear expectations, properly document employee issues, conduct fact findings, and implement proper progressive discipline.


Contact our Business Development team to schedule a meeting. 712.224.4208

Get Un-Stuck in 2017!

Lexi MorganUncategorized

Is your New Year’s Resolution to get out of the rut you are in? Perhaps you are feeling stuck? It could be a change in your professional life is the answer! If you are waking up each morning and going to work with the feeling of dread and boredom, it may be time to shape up your resume and look at your options. Chances are the skills you have attained at your current position can translate into other careers.

For example, if you have worked as a bank teller for five years, there is a strong possibility that you have gained skills in these areas:

  • Communicating well with all types of people.
  • Solving problems when they arise with customer’s accounts.
  • Computer skills.
  • Accounting skills.

There are probably many other things you have learned that are not listed here. We can help you take that list and apply it to many open positions. here are companies looking for good communicators, problem solvers, who can work with a team, and have accounting and computer skills. We will help you take your old resume and add in key statements about what you have learned through your current job and make you a viable candidate for a number of different positions that fit your personality and career goals. You may be a perfect fit for a College Admissions office, where you work with incoming students and families. Perhaps you would make a great Accounting Assistant for an insurance company. Getting inspired and excited? That’s what we do!

If you sense you are feeling stuck, know that there are options for you to re-create yourself for a new position in this New Year. It may be that the best career move you ever made was in 2017!

Hire for Personality, Train for Skill.

Lexi MorganUncategorized

So, your recruiter found you a fabulous candidate. Their personality fits your company’s culture like a glove; however, his/her skillset is not quite what you need at the moment. Through the interview process, you have determined you want to hire this person, but you can see holes in their experience and knowledge for the position you need to fill. What to do? Well, one way to look at it is: you can’t change who they are, but you can change what they know. It may be worth taking the chance on a candidate with a dynamic personality and offering in-depth training to be successful. Here are some reasons why:

Follow my lead. If you offer this person skill-training and education, it is probable that they will follow your lead and work the way you want them to. There are no bad habits, or “this isn’t the way I’ve done it before.” It’s like learning how to play golf for the first time as an adult. There are no bad habits to get over, because you are new to the game.

See the Light. As your new hire is learning how to do the job, they may see ways to be more creative, be more efficient, and even do the job better. As they learn, they’ll bring new ideas to the position, which may make you see things in a new way for your company, shedding new light on how things should look in the future.

The More you Grow. Taking a chance on someone new and seeing it work out may create growth in other areas. Perhaps you ask your recruiter to find dynamic people who will fit your culture. With many positions, culture match is equally important to skill set. Soon, you may have a company filled with a dynamic team of people who are creating growth that you never imagined.

Sweat Equity. Chances are, if this person is a go-getter and willing to learn new skills to work for you, they are going to work hard to show that they can be successful. Putting the hours in on education and training is never easy, and this person now has a stake in the position and the company.

Using a recruiter to scan candidates offers you a great way to have a bank of candidates at the ready to interview. Your recruiter will take the time to understand the culture of your company and the personality traits you are looking for in a candidate. As your company is growing, your recruiter is there to find you great candidates in the background. Not only does that make your life easier, it helps you grow in smart ways, and that’s something any business leader strives for each day!

Now, we are not saying to hire a Marketing Director for a Senior Tax Accountant. You also need to look for candidates with transferrable skills.

Read our article next week on how to identify transferable skills in candidates.


Organizing your Job Search

Lexi MorganUncategorized

When you are actively looking for a job, whether you are unemployed or trying to transition from the job you already have, it is important to get organized. Looking for employment should be treated like a job in itself. Here are five tips for organization.

  1. Go to the professionals. Meet with one of our recruiters who can look over your current resume and help you revise and improve it for your search. Often, you have a few different versions of your resume for different types of positions. Recruiters do not charge you to help you in your job search, and why not go to an expert for help! They know the market, and they know how to make you shine.
  2. Practice interviewing. Again, our recruiters can help you with this. Attend our free interview work shop to polish up your interviewing skills. In addition, you can look through potential questions through an online search. Write down and practice your answers to some general questions that might be asked of you. Think of examples of projects and accomplishments of yours to reference when answering questions.
  3. Create your look. If you have one or two “power” outfits that make you feel confident, that is fine. Just make sure they are pressed and ready to go for your interviews. And, don’t forget to polish your shoes!
  4. Make an Excel spreadsheet of all the places you are applying, calling, emailing, or even considering. You’ll want to put their phone numbers, people you talked to, what the conversation has consisted of, whether or not you sent over a resume, and when you followed up with them. As your search gets busier, it is very easy to forget who you talked to and when, and it definitely will not help you if you call the same person you spoke to yesterday by accident and ask the same questions. There are many ways to stay on top of your search. In fact, there are several apps you can use right on your phone. So, do your research, and find the one that works best for you. If a notebook with a pen is your way, then that’s fine, but make sure you are keeping track of your efforts and conversations.

Great Resource for Job Search Apps: http://www.businessnewsdaily.com/5992-best-job-search-apps.html

  1. No matter what happens, after the interview, send a note of thanks for their time and consideration. Even if you know it’s not a good fit for you, keep those relationships in good standing. You never know when your paths might cross again!

Contact us today to get started on your path to a great career move. You deserve to have the best future, and we will help you get there!

The First Two Weeks

Lexi MorganUncategorized

The First Two Weeks

So, you got the job! Congrats! Now, onto being “the new person” at the company. It can be a little overwhelming as you are meeting many new people, becoming acquainted with your boss’s expectations, getting to know the culture of the group and how to find your niche. There are ways to get through those first few weeks without too much anxiety. Don’t run out the door yet! Here are a few tips to survive the first couple weeks:

  1. Who, what, where when, why?

    Ask a lot of questions. You don’t want to be annoying, but you do need to take time to find out what your co-workers do, how you can be of help to them, as well as how things are done at your office. Remember that people are not sure what you know or don’t know, so they may not just tell you things at random. Make a list of questions as you have them, and then go to your superior or a co-worker and ask them for the answers. People will understand you are new, as well as appreciate your willingness to learn how things work.

  2. Be assertive and show your worth.

    You do not want to be a “know it all,” but you do want to show that you are an asset to this company. If someone is struggling with a computer problem that you know how to fix, step in and say, “Can I take a look? I’ve had this happen to me before.” If you know a more efficient way to do something, mention it to your boss. Obviously, you have a job to do, and you are not there to change the entire place by day 2, but if you have a tip to help the company be more productive, share it…the boss will notice.

  3. Stay late, arrive early.

    As a newbie, running out the door as soon as 4:59 PM turns over, is probably not the best idea. Come in a few minutes early and show that you are motivated and ready to work, and stay a few minutes later if possible. You want to show you are dedicated, not taking a paycheck and ready to bolt out the door as soon as you can.

  4. Show your personality, but be serious.

    Talking with others at work is a nice way to take a break, start fitting in, and get to know co-workers. However, talking consistently is not a way to impress your new boss. If you are sitting next to a Chatty Kathy, you can very kindly say, “I’d love to grab a coffee sometime and chat, but I really need this job and I don’t want to get in trouble for talking too much. I hope you understand.” If she doesn’t, oh well. You are there to work, not make a new BFF. Chances are, either way, she’ll be less talkative.

  5. Be grateful.

    Show your boss and co-workers you are happy to be at work, and that you are grateful for their time and effort to help you out as you learn everything. Welcoming new people into an office is stressful for everyone until it’s clear that it’s a great fit. If you have a few awkward moments on the first days, don’t take it personally. Instead, take a breath and remember that being the new kid on the block is hard, at least for the first two weeks!

The Art of Finding Leaders…Within

Lexi MorganUncategorized

The Art of Finding Leaders…Within

You have a growing business or a well-established one. You need more leaders to join you in running the show. Sometimes the best way to find them is to look within before you do a search for someone new. You can start by looking around at your employees, the ones who already understand the culture of your business, and may even deserve the chance to gain a promotion and develop their career.

How do you find leaders within your organization? Here are some tips.

  1. Who is consistently engaged?

    Think about the projects going on in your business or even the meetings you hold. Who are the people asking good questions? Who are the people taking the lead on various projects and following through with them? Maybe some of your employees are picking up the pieces when others are dropping the ball. These are people who take leadership well and run with it; if they can do it on the small projects, watch them soar with the big ones.

  2. Who has a great attitude?

    Watch for the people who are lifting others up, instead of tearing them down. Who are the people who never seem to complain, even when you know they have a lot on their plate, personally and professionally? They take things in stride, and make the best of any situation. This person may be the perfect person to take under your wing and mentor into a leadership role.

  3. Who creates change?

    If you have an employee that brought up a great idea and implemented it that changed the culture of your company, keep an eye on them. Perhaps they organized a walking group over the lunch hour, and it has helped with the wellness of your company. Or, perhaps this person asked if they could organize a “lunch and learn” for the people in their department about a new product, and soon “lunch and learns” became a great tool for education with your staff. People who bring great ideas to the table are definitely people you want to join you at the top.

  4. Who is accountable?

    If an employee says, “I made a mistake on that project, and I’ll take the blame and learn from it,” you may have a great future leader. It means a lot more to own mistakes than to make excuses and blame others. Obviously, if an employee consistently makes errors that hamper your business, that is not a positive thing. However, if an employee makes a mistake and is able to say what they learned from it for the future, that is a sign of a great leader and someone you can trust to be honest.

  5. Who can communicate with others?

    Who is able to talk in front of others well? Who can talk to other employees, in a way that is helpful and not condescending? Who is able to mentor others as they come in the door? Watch for empathy and compassion in the staff you have. You want leaders who can make the difficult decisions and reign with confidence, but you also need people who care about your company, your employees, and the culture around you.

Finding leaders for your company can sometimes be a nerve-wracking prospect. After all, you grew this company, and you want to keep it going. With these tips, we think you’ll find the right people. And, if you want us to screen some of your potential leaders, we’d be happy to, whether they are working for you or should be!

Sioux City GO Social Hour

Lexi MorganUncategorized

Sioux City GO Social Hour

We are hosting a social hour for Sioux City GO this Thursday from 5-7 pm.

Hors d’oeuvres will be served, beer from Jackson Street Brewing and carefully selected bottles of wine!

Event is located at our office, 1119 4th Street Suite 109