Posts in category Recruiting & Hiring

Free Job Postings for Non Profit Organizations Continue in 2012

Dec31
2011 Leave a Comment Written by Jason

Free Job PostingsBeginning early in 2011, our team at Masiello Employment Services decided to offer free online job postings to non profit organizations that serve our community.  Throughout the year we had about a dozen organizations take advantage of this great offer.

In 2012 we are very happy to continue this service.  Our goal is two fold:

  1. People are looking for work and our mission is to match people with great jobs.  By offering free postings to non profit organizations, our belief is that more people will have access to the jobs that are available. 
  2. Non profit organizations work hard to raise enough money to achieve their goals and often times the bulk of the funds are spent on salaries.  We don’t think that these organizations should have to spend hundreds or even thousands of dollars simply to advertise their job openings.

How does this work, and how does the posting benefit an organization?

  • Simply send your job opening information, including a description of the job and of your organization, and how a person may apply to jobs@masemp.com.  You can also post your job on our Contact Us form here.
  • This is a benefit because jobs posted on Masiello Employment’s website are syndicated to over 10,000 job boards throughout New England and the U.S.  In 2011 we had over 80,000 job seekers view one or more jobs on our website.  This coverage for free is of tremendous benefit to companies looking for the best talent.  For more information on our job board, read this post.

Posted in Business Leadership - Tagged , , , ,

Where Are Masiello Employment’s Candidates From?

Dec27
2011 Leave a Comment Written by Jason

Over the last few months I have been asked by several employers where our applicants and candidates are from.  This is a great question, and the answer is important.  Employers need to attract the best candidates, and they know that by extending their reach beyond the immediate area, they will bring in a larger group of qualified applicants…increasing their chances of finding the right fit.

At Masiello Employment Services we use a large array of recruiting and sourcing methods, but our most visible way of attracting candidates is through our web based job board.  The Masiello Employment Services Candidate Portal has had over 80,000 visits from job seekers in 2011.  By using our advanced applicant tracking system, we are able to post job openings that not only display on our website, but they are syndicated to Facebook, LinkedIn, Twitter, and to well over 10,000 job boards nationwide.  Our jobs are also shown on Indeed.com and SimplyHired.com.

The results of our efforts have paid off in big ways for our clients.  Below are screenshots showing where the majority of our candidates and applicants are from.

Job Seekers in New England

  • Massachusetts – 28,000 visits – 35% of our visits are from Massachusetts
  • New Hampshire – 26,000 visits – 33% of our visits are from New Hampshire
  • Vermont – 12,000 visits – 15% of our visits are from Vermont
  • Connecticut – 4,000 visits – 5% of our visits are from Connecticut
  • New England – 90% of our 80,000 visits are from job seekers in New England

You no doubt noticed that our job seekers come from all over New England.  This is a source of pride for our employees because they work hard to match the best candidates with our clients.  Attracting this number of job seekers ensures that we are serving our clients and candidates to the full.

For more information about our recruiting strategies, or to become a client, please contact us today.

Posted in Business Leadership - Tagged , , , ,

Birds of a Feather…How to Ensure a Match With Your Culture

Oct13
2011 Leave a Comment Written by Jason

Ever made a bad hire that wasn’t quite…bad? On paper, some candidates look like perfect hires. They may even ace their interview, and say all the right things. Then they join your team full-time, and people end up asking…

Who hired that guy?!

Sometimes candidates seem great throughout the hiring process, like perfect additions to your team. But then they come aboard and things just don’t work out. Technically, the candidate is skilled and, well, perfect. Something is just…missing.

A fit with your company culture is essential.

Some professionals are excellent, technically, but they simply do not fit in with your organization. And when there is a lack of cultural fit, an employee is doomed to fail. The cost to hire a typical employee is twice that employee’s annual salary. Can you afford to lose that much on a bad hire?

Ensure a cultural fit, and a better hire, by adding these questions to your interviews:

  1. What books have you read lately? This question is typically a good ice breaker, and it still may be, but the answer can help show whether a candidate will fit in with your team. If a candidate answers “Wordsworth and Coleridge,” and a vast majority of your team prefers sci-fi geek fiction, you may not have a good fit. This is not a knock on English Romantic Literature, but sometimes a bad fit is a bad fit!
  2. Do you volunteer in the community? If your organization spends one month volunteering locally as a team, you may want to hire employees who have a similar community-oriented spirit. Any ideas based on this information should avoid any political connotations, but should give you an indicator whether a person will fit in with the group.
  3. What do you think of [insert random trait]? Think of something. A TV show. An 80s one-hit wonder. And ask a candidate what his or her take on that “something” is. Even better, ask your team to make suggestions. It’s a great way to involve your team in the hiring process, and a fun question can bring about many different responses – gauge a candidate’s response as a tool to determine cultural fit.

Looking to add to your flock?
At Masiello Employment Services, we help employers across New Hampshire, Vermont and Massachusetts hire the right candidates – for the job and for their organization. Contact us today to learn more.

 

Posted in HR Essentials - Tagged , , , , ,

Stop Hiring Losers! 6 Tips for Weeding Out Unqualified Candidates

Oct11
2011 Leave a Comment Julie Written by Julie

Posted many jobs lately? You may have found that the quality of some candidates is…well…lacking. And unqualified candidates aren’t just annoying. They can cost you time and money. Sifting through hundreds of resumes isn’t much fun, and when a majority of them are unqualified, that is a waste of your time.

Weed out unqualified candidates!

Take these six steps to successfully weed out unqualified candidates, so you can focus on recruiting the talented, experienced professionals you need:

  1. Clearly define the job requirements. Defining the skills and experience needed for the job – clearly – is essential to weeding out unqualified candidates. Use strong language to ensure that applicants understand they will not be considered without meeting the defined requirements.
  2. Impose a strict application process. Use an online application that does not allow walk-in candidates, or unsolicited resumes. You can also prevent undesired applications by using the services of a staffing or recruiting firm. With their own employee portal, they can weed out undesirable candidates and present you with only the most qualified professionals for the job.
  3. Conduct thorough assessments. A range of technology is available to test potential candidates on a range of specific skills. These assessments can be sent to candidates as Internet links, so their interview is contingent upon candidates achieving a desirable score. This can save you considerable time and cost in the long  term.
  4. Perform background checks. Before making any job offers, conduct a thorough background check.  Use a reputable background checking company or online service to inspect a candidate’s background, including any criminal history, workers’ compensation claims and employment history.
  5. Gather references (and check them!). Reference checks can provide additional insights and information beyond a candidate’s resume. Ask each candidate to submit at least three professional references (Grandma doesn’t count!), and be sure to speak with all of them.
  6. Conduct multiple interviews. Sometimes a candidate can “woo” one particular member of a recruiting team, but when interviewed by multiple team members, a more well-rounded picture emerges. Try including a direct manager or co-worker in the interview process. These people will be working with the new employee side-by-side, and can identify critical personality traits or other identifiers that are integral to success in the position.

Searching for better candidates?
Contact Masiello Employment Services. We have an extensive network of top talent across Massachusetts, New Hampshire and Vermont, and we’ll find the right fit for your business.

 

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Help, I’ve hired the wrong employee!

Aug30
2011 Leave a Comment Written by Jason

It’s happened from time to time – sometimes employees just don’t work out. Maybe the hiring process was rushed, or the expectations weren’t clearly defined. Whatever the reason, you’re organization is stuck with an employee who is not a good fit for the job.

Now what do I do?
Here are some steps you should take if you have made a bad hire:

  1. Identify why. Did you hire a new employee, only to throw him or her into a role with little direction, expecting immediate results? Or maybe the employee was a great fit, skills-wise, but simply doesn’t fit into your corporate culture. Take the time to understand exactly why an employee did not work out. It’s crucial to understand the “why,” so that you don’t make another bad hire.
  2. Document Issues. If a hire turns out to be belligerent, a bad seed or someone who makes critical errors, it is essential that you document any and all incidents and discussions. Employees who are fired are sometimes inclined to sue for unfair treatment. Most of us hate to think it could happen to us, but it is more common than you might think. Assess the performance (and/or issues) of an employee regularly and formally (in writing), particularly during the first few weeks and months of employment. If you decide to terminate an employee, this documentation can protect you from liability if you are taken to court.
  3. Talk to the employee about any issues. Besides documenting issues internally, take the time to talk to the employee about issues you’ve noted. This will reduce the surprise  factor if an employee is fired, and will also give them a genuine opportunity to resolve the issues and maintain employment.
  4. Keep an eye on the law. Employment law can vary from state to state, so make sure you are aware of any special items of note in your state. Laws can vary regarding vacation time, final paychecks, and other elements. Make sure you’re adhering to all applicable laws.

At Masiello Employment Services, “bad hire” is a 4-letter word.
That’s because we have extensive screening and hiring techniques in place to ensure we provide your business with only the most qualified and best fit employees available.

Now open in Northampton, MA!  Find more info about this office location here.

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Is Your Company Culture Attracting Top Candidates?

Aug30
2011 Leave a Comment Written by Jason

It’s becoming increasingly challenging to attract the best candidates. And with calls to decrease costs, it can be downright difficult. How can you keep your organization competitive in the drive for top employees?

Make your company culture stand out from the pack.

It’s hard these days to find ways for your organization to really stand out from your competitors. Company culture has been mentioned frequently by job seekers as an important factor in their ultimate career decisions. So, it’s time to look at your organization and see if your culture is in tip-top shape.

Here are 3 questions you should ask yourself to see if your company culture is among the cream of the crop:

1. Does my company offer opportunities to share?
Top employees are looking for businesses where they can share ideas and voice opinions. Even if they fall outside of their specific department or role. To be desirable to top talent, your company should foster a culture where asking questions and making suggestions are encouraged.

2. How does my management team react to mistakes?
The truth is, we all make mistakes. But, how you handle on-the-job mistakes can say a lot about your company’s culture.  Do you accept mistakes as an opportunity to learn?

3. How do I treat employees?
No – seriously. How do you, and all of your managers, treat employees. Like valued members of the team? With respect, something that is due to each and every one of us? If you can’t remember the last time you asked a co-worker how his weekend was, or where they went for lunch (small steps that go a long way), you might want to look at tweaking this attitude in your organization.

Help your organization get to the next level.
At Masiello Employment Services, we devise custom solutions to help organizations decrease cost and increase productivity.

Now open in Northampton, MA!  Find more info about this office location here.

Posted in HR Essentials - Tagged , , ,

Interview Better. Hire Better.

Jun22
2011 1 Comment Written by Jason

Tell me about yourselfInterviewing doesn’t necessarily have to be an art…or a science, really. But, there are ways to conduct interviews more successfully. And ultimately, more effective interviews lead to better hires, and just as importantly – fewer bad hires.

Keep your interviews effective and efficient.

Improve your interviews and make better hires by ensuring you get the following information during your interviews:

  • Previous compensation. Be sure to get a detailed history of your candidates’ compensation history. This will help your business prepare a competitive salary package, and can help you refrain from bringing in potential hires who are outside of your target salary range.
  • Information about their career goals. All applicants should have an idea of their ultimate career goals. Understanding candidates’ ultimate goals will help you ask the right follow-up questions, and can also help you determine whether a candidate is a good cultural fit for your organization.
  • Where else they may be interviewing. If you’ve identified your top candidate and are ready to make an offer, it’s a good idea to know ahead of time whether a candidate has been interviewing with another company. Imagine spending all that time interviewing and screening candidates, only to have the rug pulled out from under you when you discover your top candidate has already accepted a position somewhere else.  Ask up front whether a candidate is interviewing elsewhere, and even if they are anticipating an offer (or two). It can save you in the long run.
  • If it’s a good cultural fit. Let’s face it, a candidate could have the most pristine and stellar professional background imaginable, but if there isn’t a cultural fit, you can classify that hire as a bad one. Culture is an integral part of your business, and can factor heavily on a new hire’s chances of success. Take the time to learn about your candidates, and determine whether they would be a good fit for your office.

Need help finding qualified candidates?
Masiello Employment Services can help! We work with some of the most talented temporary and direct hire candidates across New Hampshire and Massachusetts.

 

 

Posted in HR Essentials - Tagged , , , ,

Looking for Your Next Great Employee? Consider Recent College Grads!

Jun09
2011 Leave a Comment Written by Jason

Finding the next superstar of your organization can be stressful and time-consuming. And in today’s economy, a single job posting can result in hundreds of resumes and applications.

How do you know who will be the best fit for your organization?

Some businesses place a high amount of importance on experience in the field when making a hiring decision. Traditionally, years of experience equaled results within an organization. This ideal has started to change as recent graduates have joined organizations with more skills and “experience”.  And they’re making a big impact.

Here are just a few of the top reasons to choose a recent grad over a seasoned pro:

They have more to prove.
Recent grads understand that they are lacking in traditional, hands-on experience. As a result, they are more likely to come in ready to make an immediate impact and mark on your organization. Who wouldn’t want to take advantage of having employees wanting to prove their value?

A fresh perspective.
Many businesses can get stuck in the proverbial rut. Recent college grads can offer a fresh perspective on old problems and processes, which can lead to dramatic impact or improvement within your organization.

They are willing to learn.
Seasoned professionals can tend to be set in their ways; and they may not even be aware of it. But, recent graduates come in with a keen willingness to learn. They did just come from college, after all! When you hire recent college grads, you’ll have an opportunity to help mold employees to adhere to your specific standards and practices – not try to change bad habits.

Their starting pay is typically lower.
This is a fairly obvious benefit, but a benefit nonetheless. As a general rule, a recent college graduate will cost your organization less than a five-year pro. In times of economic uncertainty, those savings matter.

Looking for top talent to add to your organization?
Masiello Employment Services provides talented professionals to employers across New Hampshire and Massachusetts.

 

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Checking out job candidates on social media? 5 things to let slide.

May17
2011 Leave a Comment Written by Jason

So, you’ve decided to check out potential new employees on social media sites.  Social media can be a useful part of your recruiting strategy, but it’s important to be careful when perusing personal profiles.

Not everything online is part of a resume.
When reviewing social media profiles for your job candidates, there are a few items that you may want let slide:

  1. Poor Communication/Grammar
    In today’s society, most of us have developed a hybrid of text / Facebook talk. Even Oxford University has added “lol” to its dictionary, further bleeding the line between slang and professional communication. So, when you’re reviewing profiles, don’t let poor grammar sour your impression of a candidate. If you’re looking for a professional in a position where writing is a critical component of the job, review a portfolio of pieces as part of the recruitment process. Social media sites are where many of us go to let loose and share things with our family and friends – and the language used reflects that notion.
  2. Disparaging Remarks
    Take any remarks posted on a public wall with a grain of salt, particularly if they’re to other members of the candidate’s “friends” list on Facebook or “followers” on Twitter. When you wade into personal profiles, you risk entering into personal conversations. A good-natured ribbing on Facebook does not mean that a potential employee will bash you. Negative remarks about prior employers may require some additional digging, though.
  3. Vacation Pictures
    Haven’t most of us gone on a vacation once in awhile? Resist the urge to look at a job candidate’s personal photos and if you do, it’s best to keep any observations completely separate from the hiring process. Maybe some candidates like to wear mouse ears and have their picture taken with 6-foot rodents. Maybe others like to go rock climbing or backpacking through Europe. Appreciate the scenery, but don’t let personal opinions on vacations cloud your judgment in the hiring process.
  4. Notes about Job History
    Some people may share minor tidbits about their professional histories on personal Facebook profiles. Try not to take professional information shared on a personal profile as representative of a candidate’s qualifications. The most beneficial and accurate information, relevant to an interview, should be found on a candidate’s professional resume.
  5. Legally-Prohibited Information
    As we examined more closely last month, Federal Equal Employment Laws prohibit employment discrimination against qualified individuals with disabilities, and prohibit bias based on race, color, religion, sex, or national origin, age, as well as other considerations. State and Local laws may impose even stricter rules depending on where your business operates.  If you are concerned that prohibited information could impede your ability to make a fair hiring decision, it may be best to avoid social media profiles altogether.

Find talented professionals for your organization.
Masiello Employment Services offers a range of strategic staffing and recruiting services. We can customize a solution to help your organization succeed.

Posted in HR Essentials, Legal Issues - Tagged , , , , , ,

4 ways staffing saves your company money

May05
2011 1 Comment Written by Jason

It’s a safe bet that every business is looking to control costs. In a tight economy, opportunities to reduce cost without negatively affecting productivity, are scarce. Staffing agencies can offer a reliable solution to help you find top-tier talent, increase your productivity and decrease costs.

Sounds great – but how can it help my business? READ MORE »

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Favorite Quotes

"If we don’t get the people thing right, we lose; it is THE most important thing in all our business."

—Jack Welch, CEO General Electric

“The ability to make good decisions regarding people is one of the last reliable sources of competitive advantage, since very few competitors are good at it.”

—Peter Drucker

"The toughest decisions in organizations are people decisions - hiring, firing, and promoting people. These are the decisions that receive the least attention and are the ones that are hardest to "unmake.""

—Peter Drucker

"Those who build great companies understand that the ultimate throttle on growth for any great company is not markets, or technology, or competition, or products. It is one thing above all others; the ability to get and keep enough of the right people.

- Jim Collins
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