Josephine's Personnel Services, Inc.

How to Create a Strong Employee Recognition Program

April 18th, 2017

Are you giving your workers enough employee recognition? The startling lack of employee engagement in today’s business world not only puts a damper on overall productivity in the workplace, but it also can create hostility and stress for both employers and their team members. What most people don’t see is that the simple, cost-effective solution for increasing employee engagement is to show your workers you appreciate them.

Encourage employee engagement by recognizing your team members!

However, this doesn’t mean that buying boxes of donuts, offering more paid time off (PTO) and giving out monetary bonuses will solve all of your problems. According to the Towers Watson Global Recognition Study, “In order for recognition to be effective, managers must clearly define performance expectations and, with equal clarity, convey to employees what shape the rewards for performance will take.” What does an employee recognition program look like? Here are three steps to take when creating one. Read the rest of this entry »

4 Types of Employment

December 9th, 2014

There are many different options for workers when considering what types of employment arrangements to pursue throughout their career. The relationship between an employee and an employer is solidified with an employment contract. But what types of employment arrangements are available to you, and which works best to suit your lifestyle? Here are 4 different employment types, and benefits of choosing each option.

Photo Courtesy of: Dan Moyle

Photo Courtesy of: Dan Moyle

4 Types of Employment

  1. Independent Contractor

An independent contractor is a worker whose trade is conducted independently and offered to the public. Examples are dentists, doctors, accountants and contractors. Independent contractors are considered self employed for tax purposes. If you have an employer-employee relationship (for example a dental assistant), then you are an employee, not an independent contractor. Read the rest of this entry »

HR Trends for 2015

August 19th, 2014

Human resources is a constantly changing, ever-evolving field.  I know it’s August but that doesn’t mean we can’t look ahead to 2015.  The New Year will bring with it new ideas.  Let’s take a look at the five biggest HR trends for the coming year.

1.  Making Data Personal

At its core, HR is the practice of understanding and helping people.  Data plays a major role in hiring new employees but numbers don’t tell a story.  HR professionals are learning to combine their analytic tools with a more nuanced understanding of each employee.  This interplay builds a stronger, more community-oriented workplace where every individual feels valued. data HR

2.  Generational Diversity

HR has been leading the way in creating a diverse workforce.  However, the knowledge gap between younger and older employees is still an issue.  One of the more interesting trends is reverse mentoring whereby a younger employees helps an older one learn new technologies.   Read the rest of this entry »

On the Job: Creating a Work-Life Balance

July 30th, 2014

“The idea that everyone needs to work frantically to meet people’s needs is just not true.” – Larry Page, Google The concept of a work-life balance has always existed; however, the most recent generation to join the workforce is insistent on it. Millennial employees are determined to work for a company that understands that they are not just cogs in a machine producing product, but instead, real people who have lives outside of work. work life balance While some businesses have taken to the four-day work week to allow for more personal time, others have simply started incorporating “development periods” to ease the stress of five day work weeks. Targetprocess is one of these. CEO Michael Dubakov has created a program that allows employees to devote the last day of the week to development activities. He calls it “Orange Fridays.” His employees use this day to participate in online courses, read articles or try out new things that they have an interest in. Some even, “form development teams and work on various products like mobile apps and games,” says Dubakov. “It is time during the week that people can dedicate to learning or interesting projects that they normally wouldn’t have time to do.”  Read the rest of this entry »

Social Media & the Workplace – 3 Tips for Success

March 26th, 2014

We live in a world driven by technology. Our Twitter accounts and Facebook pages have us connected almost instantly across the world, but with the freedom that social media platforms provide, it is essential to understand how these technological resources should and should not be used while at work. In this blog post, we identify three tips for appropriate workplace social media activities.

Three Workplace Social Media Tips for Success: 

JPS.SocialMedia

 1. Keep it professional: Social media is a great resource for doing some networking, getting your news, and just about everything in between, but keep in mind that as a professional, everything you post on your personal pages could come under scrutiny at work. Keep your content appropriate and friendly, never complain about work, supervisors or coworkers, and use it as an opportunity to convey positive messages.

 2. Utilize it on your own time: Social media platforms are literally available at our finger tips, and while they are easily accessible, this doesn’t mean that they should be accessed any time you feel   like it. Try to keep your online activities work related while at the office, and if you do feel the need to update a status or send a tweet, do so only on breaks.

3. Be familiar with your company policy: Every company will have a different set of rules in relation to their social media activities. The best way to prepare yourself is to have a thorough understanding of your individual organization’s policies. If your company has a ban on all social media sites, don’t risk updating that status as it could cost you your job.

Social media is exciting; it allows us to remain constantly plugged into the world and those around us, but keep in mind that there is a time and a place for everything, and social media may not always be an appropriate workplace activity. Use good judgment and always be professional, and you will be on your way to social media success.

About Josephine’s Professional Staffing

Founded in 1988, Josephine’s Professional Staffing has nearly 25 years of business success and is continuously committed to providing superior quality staffing solutions to companies in the Bay Area. We proactively and consistently search for avenues to provide staffing solutions in the field of administrative, accounting, healthcare, light industrial, technical and professional services while taking pride in each of our employees. Josephine’s Professional Staffing is a Certified Small Business Enterprise (SBE), Underutilized Disadvantaged Business Enterprise (UDBE), and Minority Woman-Owned Business Enterprise (MWOBE). We can be reached at jps@jps-inc.com or 408.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131

Photo Credit: Jason A. Howie

Employee Engagement: How to Motivate Your Staff

March 19th, 2014
How are you engaging your team?

How are you engaging your team?

How motivated is your staff? The more productive they are, the more efficient they are, which is why employee engagement is such a big deal in the workplace. As a manager, how can you inspire your employees to perform well? Keep reading for six methodologies to consider.

6 Ways to Boost Employee Engagement

Here are six ways to boost employee engagement in the workplace:

  1. Partner with them. Instead of just telling them to “do this” or “do that,” treat them as a partner. Listen to their ideas and feedback, give them the freedom to decide how they’ll do their job and treat each and every one of them as an important team member.  Read the rest of this entry »

Employee Motivators – Five Ideas to Help You Understand Your Team

March 4th, 2014
What motivates you?

What motivates you?

When trying to create a cohesive work environment, understanding what makes your employees tick is especially important. In this blog post, we identify five common workplace motivators for employees in hopes of helping managers and employers gain a sense of the most common desires their team members have.  Read the rest of this entry »

Employees & Subcontracting – Battling the Rising Cost of Labor

February 25th, 2014
Are you utilizing subcontracting?

Are you utilizing subcontracting?

In business today, the rising costs of labor can be overwhelming. Not only are wages getting higher, but employees want more benefits to go with a higher pay grade. These demands can easily break a smaller company; even large companies can feel the pinch. Subcontracting out a position to a temporary staffer can easily solve this problem. In this blog post, we identify 3 ways in which subcontracting can keep you from breaking the bank during a time when rising costs can cost a company much more than dollars.

Three way subcontracting can cut labor costs with employees:  Read the rest of this entry »

Hiring Managers – 8 Secrets They All Know (Part 1)

September 3rd, 2013
Do you know the secrets?

Do you know the secrets?

Whether you are a seasoned professional or breaking into the business of your choice, interactions with hiring managers are intimidating and nerve wracking to say the least. We have all experienced an interview that left us with an urge for more information. In this two part blog post series, we will uncover eight secrets that hiring managers generally don’t share with employment applicants. Here are the first four:

1. Most interviewers are nervous too: This may not be the juiciest of secrets, but it is true that most interviewers have a case of the butterflies before walking into a candidate’s interview. It is also not unusual that many hiring managers consider themselves to be somewhat unskilled when it comes to conducting an interview.

2. They want you to let your guard down: Hiring managers are being intentionally kind and exceedingly friendly throughout your interview in hopes that you will become a more candid applicant, allowing them to get a better depiction of who you are as an individual and how you   might contribute to their company culture if offered employment.

3. If you don’t fit in, it will matter: You could be the most qualified candidate for a position, but if you do not fit into the company culture or identify with the general mindset of the current employees, the hiring manager may pass on offering you employment. Keep this in mind when applying for positions and be sure to only apply to companies in which you would enjoy working for.

4. The courtesy you give your current employer is a green light or red flag:  Hiring managers look at a multitude of details when speaking with applicants; this includes how they interact with others when the conversation is related to their current place of employment. When a manager asks when you could start at their company if hired, a candidate that gives a date prior to the appropriate two weeks’ notice could in fact put up a huge red flag for that manager. You may ask, “Why?” Well, regardless of your personal feelings towards your current employer, a lack of professional courtesy could be a foreshadowing of how a hiring manager would see you treating their company in the future. With this in mind, keep all discussions concerning your current employment positive and professional.

These four secrets are only the tip of the hiring manager’s secret iceberg. Be sure to check back next week as we uncover four more secrets and give even more insight into the mind of your next potential interviewer.

About Josephine’s Professional Staffing

Founded in 1988, Josephine’s Professional Staffing has nearly 25 years of business success and is continuously committed to providing superior quality staffing solutions to companies in the Bay Area. We proactively and consistently search for avenues to provide staffing solutions in the field of administrative, accounting, healthcare, light industrial, technical and professional services while taking pride in each of our employees. Josephine’s Professional Staffing is a Certified Small Business Enterprise (SBE), Underutilized Disadvantaged Business Enterprise (UDBE), and Minority Woman-Owned Business Enterprise (MWOBE). We can be reached at jps@jps-inc.com or 4008.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131.

Photo Credit: USDAgov

Employees & Job Applicants – Law Changes in Recruiting & Hiring for 2013 (Part 1)

August 12th, 2013
Do you know California law?

Do you know California law?

Searching for quality employees can be a tough feat and as if it wasn’t already a challenging process, the addition or revision of recruiting and hiring laws within the state of California make it even more difficult.

In this multiple post series, we will introduce the changes that occurred in the recruiting and hiring laws during the 2013 calendar year. This includes but is not limited to, new wage information rules for temporary service employees, hiring reporting and more. Today, we begin by introducing the changes relevant to the ever growing technological resource we know as personal social media accounts.

Social media is part of our everyday lives, and while every professional publication or development seminar has told us the importance of keeping our social media profiles professionally acceptable, the idea of social media privacy rights are often times overlooked, until now.

Effective as of January 1st, 2013, employers must follow new rules in relation to requesting social media account information from job applicants both internally and externally.

Social media accounts as defined by the law are “an electronic service or account, or electronic content, including, but not limited to, videos, still photographs, blogs, video blogs, podcasts, instant and text messages, email, online services or accounts, or Internet web site profiles or locations.” This can include, Facebook, Twitter, LinkedIn, Vine, Path, Foursquare and any other site including one or more of the aforementioned aspects of online information. As an employer or hiring manager, you should be aware of the following changes when conducting interviews with potential employees and/or candidates.

Personal account login information: According to California state law, it is now prohibited to request or require the personal login information to any social media platform associated with a job applicant. Accessing an applicants personal social media profile is strictly prohibited.

Access to personal social media: While conducting an interview, it is now disallowed to request that a candidate access their personal social media pages or profiles in your presence. This is important to keep in mind when talking with new applicants as it is considered a violation of privacy.

Disclose any personal social media web addresses: According to the new hiring and recruiting laws of California, it is illegal to require job applicants and current employees to divulge any personal social media handles, web addresses or usernames. This includes Twitter handles, Facebook addresses, Instagram pages and LinkedIn profile links among others. Keep in mind that exceptions to all of the above mentioned changes can occur in relation to workplace investigations and office issued communication devices.

Understanding California recruiting and hiring laws is an essential component in effectively managing growth within the workplace. Here at Josephine’s Professional Staffing, we have a vast knowledge of California employment laws and programs and are prepared to use that knowledge to benefit you and your business. Contact us today to learn more and be sure to check back next week for part two of our blog post series on law changes related to recruiting and hiring.

About Josephine’s Professional Staffing

Founded in 1988, Josephine’s Professional Staffing has nearly 25 years of business success and is continuously committed to providing superior quality staffing solutions to companies in the Bay Area. We proactively and consistently search for avenues to provide staffing solutions in the field of administrative, accounting, healthcare, light industrial, technical and professional services while taking pride in each of our employees. Josephine’s Professional Staffing is a Certified Small Business Enterprise (SBE), Underutilized Disadvantaged Business Enterprise (UDBE), and Minority Woman-Owned Business Enterprise (MWOBE). We can be reached at jps@jps-inc.com or 4008.943.0111 and are located at 2158 Ringwood Avenue, San Jose, CA 95131.

Photo Credit: Prayitno