Josephine's Personnel Services, Inc.

Fostering Employee Engagement in Your Company: 4 Tips

January 27th, 2015

Do your employees come to work because they have to, or do they seem interested to be there? Engaged employees see their workplace as more than a place to sit for 8+ hours a day: They see their workplace as an area to communicate and foster relationships. There are many ways to push employee engagement without monetary incentives. Here are 4 tips for encouraging your employees to be more engaged in their work.

Photo Courtesy of: MSLGROUP Global

Photo Courtesy of: MSLGROUP Global

Encouraging Employee Engagement: 4 Tips         

  1. Strategize

Fostering engagement of employees should be part of your business’ management strategy. Focus on finding quality, interested employees and then work on creating an environment that is positive and productive. Engaging your employees is an ongoing process and you should continually revamp your strategy to keep up to date and people-friendly. Read the rest of this entry »

Workers Compensation – Myths, Facts and FAQ’s (Part 2)

January 14th, 2014

glovesIn part one of our blog post series, we conveyed the idea that worker’s compensation remains one of the most misunderstood aspects of employment. We began by introducing four important facts for understanding the concepts associated with worker’s compensation, and today, we uncover four myths that frequently cause confusion among management and employees alike.

The myths are: Read the rest of this entry »

Hiring Managers – 8 Secrets They All Know (Part 2)

September 10th, 2013
Do you know the secrets of your hiring managers?

Do you know the secrets of your hiring managers?

In part one of our two post series; we introduced the first 4 secrets that most hiring managers have been keeping to themselves. With the anxiety surrounding job interviews being so high, interactions with hiring managers can be intimidating to say the least; but what about  after the interview? Today, we delve deeper and will uncover the final 4 secrets that all hiring managers keep from employment applicants.

5. They underestimate time constraints: The time it takes to fill a position can vary, but in many cases, the hiring manager will expect a position to be filled long before the actual process will allow. Be sure to keep this in mind in the days or weeks following your initial interview.

6. Rejections letters are meant to be vague and lacking in detail: No one enjoys receiving a rejection letter, but remember that their lack of detail is intentional and that any real or honest explanation pertaining to why you were not offered a position will likely never happen. In fact, it is likely that the letter you receive is a drafted form letter sent out to the entire group of applicants.

7. They know the real meaning of “we will keep it on file:” Legally, companies must keep your application on file for a certain period of time, but it is increasingly rare for those files to be accessed for future opportunities. Keep this in mind when looking  openings later down the line.

8. They know that, “We will call you,” might mean that you’ll never hear from them: We all hope that when we hear a hiring manager say, “We will call you,” it actually means that they will call us, but it is important to understand that when those four words are spoken, we may or may not ever hear from that company again. 

The secrets uncovered throughout this blog  series are only a few that may be forever kept in silence by hiring managers; and while the idea of being kept in the dark is less than reassuring, the success or failure of an interview will always lie in the preparation. Be sure to check back in the coming weeks for tips, tricks and insider methods for ensuring success in your next interview!

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: bpsusf

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

Underperforming Employees: How To Manage Them

June 6th, 2013
Do you know how to handle underperforming employees?

Do you know how to handle underperforming employees?

No business can run the risk of keeping underperforming employees. This is especially true for small and medium sized companies where every employee is valuable and needed at their full potential in order for the business to keep competitive. If you have been noticing some lagging employees at your office, here is a how-to guide to help you get them back on track.

Have your facts straight.  Documenting all the information necessary is an important part of this process. It is much easier to talk to the under performing employee when there is the “evidence” to clarify your reasoning for meeting with them.

Set clear expectations.  Meeting with these types of employees requires that it be done in a confidential setting. Doing so in a private area, like an office rather than in front of everyone, can help the employee feel more comfortable which facilitates open channels of communication.

Provide step-by-step guidance. After meeting with your employee you may realize that some individuals only need direction and assistance in order to improve. This is where your business can create a loyal and dependable employee by Read the rest of this entry »

Hiring a Staffing Agency – Benefits for Companies

March 5th, 2013
Certified as Small Business and Minority Woman Owned since 1988

Certified as Small Business and Minority Woman Owned since 1988

Finding the right employee can be difficult task, especially when companies don’t have the available time or resources. There are three core reasons why using a staffing agency is a far better choice for your organization.

  1. It Saves Time – By using a staffing agency, companies don’t have to spend hours upon hours sorting through hundreds of resumes and scheduling endless interviews with candidates.Put your mind at ease with JPS; we conduct extensive background checks and have customized screening, recruiting, orientation and performance evaluation processes to find the right employee and make the most of your time.
  2. It’s Cost-Effective – Hiring the wrong employee can cost companies time, money and resources they may not have available. Rely on the expertise of a staffing agency to find the right fit the first time around. Plus,  Read the rest of this entry »

Office Gifts for Employees

November 29th, 2012

Office Gifts for Employees

In our previous post, we talked about handling holiday bonuses and your employees. So what if your company cannot afford to give out any holiday bonuses? You still want your employees to feel valued and appreciated. A great way to get that point across is to first speak with them ahead of time and explain the situation, and to get them a little something for their efforts throughout the year.

But what is appropriate to give to your employees as a holiday present? Here are some definite do’s as well as some ideas to get you started on the right track for office gifting this holiday season. Read the rest of this entry »

5 Non-Traditional Interview Questions That Can Help You Select the Right Candidate

July 21st, 2011

Selecting the right candidate for a job opening can be tricky, especially if there are several great candidates available, yet choosing the right person for a job is critical to your company’s success. While there are no guarantees that the candidate who looks so good on paper will be as good of an employee in real life, try using non-traditional job interview questions to help bring out the answers that will help you assess your candidates on a different level.

Candidates often worry about non-traditional interview questions, which can seem like their only purpose is to put someone on the spot or trick them. But there is a method to their madness. Here are 5 non-traditional interview questions and the reasons behind asking them.

  • “Where do you see yourself in five years? This is an icebreaker question that allows the interviewer to get a peek at the candidate’s true intentions. Use this question to find out what the candidate is seeking and if their expectations match the actual job role.
  • “Tell me about a time you were treated unfairly at work, and how was it resolved?” This question nudges most candidates outside of their comfort levels. However, those candidates who are true team players and work well with others should be able to explain how being treated “unfairly” actually provided an opportunity to take responsibility and end up with a positive outcome. Candidates who take a victim stance are not what you are looking for.
  • “What’s the most adventurous or risky thing you’ve ever done?” While this may seem like a loaded question, it’s actually a good way to identify candidates who enjoy getting the most out of life in their personal life as well as at the office. Those who lead active lives are most likely to be proactive at work.
  • “If you could be any superhero for a day, who would you be?” While this question may seem to come completely out of left field, it can help you see a clear division between great and so-so candidates. The best candidates will be able to logically explain why being a superhero would be beneficial to mankind. And the stronger the powers of the superhero, the more powerful the job candidate sees himself.
  • “What are the first three things you do at work in the morning?” This is a fun question, but it has a purpose. Since much of the workday requires planning and prioritizing, what a candidate does first thing in the morning at work is actually very important. The best candidates will generally respond by explaining the use of a calendar system to stay on top of tasks, or getting the most important things done first as a priority.

Asking non-traditional interview questions allows you to observe a few things about your candidate pool: How comfortable are they with unexpected questions – can they think on their feet and not panic? Are they creative? Can they roll with the punches and maybe have a bit of fun in a stressful situation? All of these are good qualities to have in an employee, and you might not dig deep enough to find these qualities with straightforward, traditional interview questions.

 

 

Welcome to Our Workforce Management and Career Blog

November 28th, 2010

Hello and welcome to Josephine’s Personnel Services’ new Workforce Management and Career Blog. This blog was designed to help hiring managers and business leaders get answers to their most pressing employment and HR questions, and help job seekers enhance their skills and advance their careers.

Each week we will share timely and insightful information on a number of topics including:

  • Talent management
  • Recruiting and hiring
  • Employment law
  • Workforce strategy
  • Employee retention
  • Interviewing
  • Resume writing
  • Career advancement
  • News about Josephine’s Personnel Services
  • Upcoming local events
  • And much more

We hope you find this blog to be useful and we welcome your thoughts and feedback.  And, if you would like us to cover a specific topic, simply leave a comment below and we’ll address your suggestion in an upcoming post.

About Josephine’s Personnel Services
Josephine’s Personnel Services, Inc. (JPS, Inc.), established in 1988, is certified as a small, independent, disadvantaged, minority, woman-owned, full-service professional staffing provider offering the following staffing solutions:

  • Temporary/Contract
  • Temporary-to-Hire
  • Direct Hire Placement
  • Payroll Service
  • Vendor-on-Premise

We provide staffing and HR support nationwide, with a specific concentration in Silicon Valley, San Jose, Santa Clara County and Northern California.