Tag Archives : Kelowna Okanagan Headhunter

Employee Motivation in 2019

employee motivation

Employee Motivation in 2019

Whether you’re an employer, or an employee, you probably have some idea of how motivation contributes to great work. We often do our best work when we feel motivated and energized to tackle projects ahead of us. On the flip side, most of us have experienced moments when a lack of motivation for a particular task or job has gotten in the way of achieving success.

As an employer, it’s clear that tapping into employee motivation can help your business succeed, but just how do you do this? And how do you identify new hires who are going to be motivated to succeed?

What Motivates Employees?

Motivating employees can seem like a daunting task, and can require different approaches for different people. Employee motivation often depends on an individual’s personal goals and needs, both inside and outside the workplace.

Some of the most typical employee motivators include:

  •      Praise and acknowledgement from colleagues and managers
  •      Financial rewards
  •      Flexibility
  •      Opportunities for advancement
  •      Handling tasks that meet or challenge skill sets
  •      Being involved in decision making
  •      Believing in the company mission
  •      Simple love of the work

The best way to discover what motivates your employees is to actually have a conversation about their drives and needs. Start by taking notes of their answers, and see if, and how, your business can accommodate them. Having that conversation does two important things. It shows that you are listening to your employee, and care about their role in the company, and their success – this attentive listening is a big motivator all on its own. But more importantly, this conversation will help you understand how to get the most out of your employees.

Hiring for Motivation

Another important way to ensure employee motivation is to hire the right person for the job from the start. The first step in this process is to make sure your job posting is clear, detailed, and true to the role. This will encourage the right kind of candidates to apply.

Once you’ve filtered your candidates and invited your top picks in for an interview, make sure to ask them what keeps them motivated on the job. It’s also good to know why they want to work for your company, and what their future goals are.  These questions will help you assess their personal drives and if they have a real passion for what your company does. If you want to learn about their self-motivation skills, you can also ask about their least favourite tasks in past jobs and how they pushed themselves to complete them.

You also want to ensure that an employee’s skills and experience match the needs of the role.  One of the biggest motivation-killers can be repeated failure. While failure can be a tool for developing resilience and an opportunity to learn and improve, if someone just isn’t equipped to do a job, they will quickly lose heart. This doesn’t mean you should rule out keen learners who are a little bit under-qualified for a role – remember a lot of people are motivated by challenge and learning – but you’ll want to ensure you can provide them with mentorship and guidance, and/or that they have a personal learning plan in place to help their success.

The Power of Listening

What you might have noticed is that motivating your employees is a lot about the power of listening. That is, asking the right questions, and discovering how you can work together with your staff to ensure success. If you hire smart, actively listen to your employees’ needs. By providing the right environment,  you’ll be able to retain long-term motivated and passionate employees.

Conclusion

Do you need help finding motivated employees? Platinum Personnel can connect you to some of Kelowna’s best employees and will screen and find the best fit for your staffing needs!

 

 

 

Why December is the Best Month to Hire

best month to thire

Best Month to Hire

With the year winding down and the holiday season fast approaching, many offices tend to slow down on recruiting once December hits. But if you have a role to fill, it’s important not to put it off until January.

In fact, there are several reasons why December is one of the best months to hire new recruits! Here are four reasons why you shouldn’t wait:

Beat the rush

In January, recruitment firms get inundated with new resumes. More applications may sound like a good thing, but it is that much harder to pick out good candidates from the bad.

Not only that, there are more companies hiring in January. This means that by the time you do find the right candidate, they might already have a secured position with another company!

Find better candidates

Candidates who are looking for work in December have different motivations than those who wait until the New Year. Applicants who wait until January may be in a rush to secure a job due to financial stress from the holidays. That means they are more likely to apply to and accept roles that are not the right fit for them or for your company.

For this reason, you can avoid wasting company time and resources simply by hiring in December instead of January.

Start the year off on the right foot

Even if you don’t have it in the budget to bring a new hire on board until January, that doesn’t mean you can’t source and hire candidates in December with a start date for January! Instead of scrambling to fill a position at the beginning of the year, end the holiday season knowing you already have a star player lined up to kick off the new year.

Be better prepared for unforeseen staff changes

December tends to be a popular month to resign. Don’t be surprised if one or two of your current staff members decide to part ways just before Christmas.

It’s an attractive time to quit because people enjoy having a few weeks off over the holidays to spend time with friends and family, before they start looking for a new job in January.

Conclusion:

Obviously, the best time to hire is when you need staff. But it’s just as important to look ahead and anticipate staffing needs before they become urgent. If you foresee that you may need staff for the New Year, don’t wait!

However,  end of year operations can be a very busy time for a company. We can help you find and vet candidates so that you can focus more on closing the books for 2018. Contact us today to learn more about how we can help with your staffing needs!

How to Jump-Start Your Executive Career in Kelowna

Kelowna Recruiter

The path to becoming an executive isn’t an easy one. You need to have a proven track record and the drive to succeed. But even if you have those things, finding a place to start your executive career search can be intimidating. Especially, if you are new to the Okanagan area.

If you’re ready for the next step in your career and want to zero in on an executive role, use the following strategies to kick off your job search:

Research

Do the groundwork on the industry you’re trying to break into. Investigate any companies you might apply to. If you’re aiming for an executive role, you only want to focus on companies whose mission and values align with your own.

Know your selling points

You need to identify what your advantage is over other the candidates who are applying for executive roles. Not only that, you need to be able to succinctly communicate your strengths and be able to give examples of your professional accomplishments.

Stay Current

Give yourself an edge over the competition by being well-versed in the latest industry news in Kelowna. Subscribe to a few newsletters, follow the top industry leaders on social media to find a pulse on what’s trending. Making an effort to stay current can help you gain experience and identify new opportunities more easily.

Overhaul your social media profiles

It’s imperative that your professionalism extends to your social media profiles. You could do everything else right, but if a prospective employer looks you up on Facebook and finds old college pictures of you partying with your friends, you’re not likely to get the job.

 

Keep in mind that LinkedIn is the preferred tool for recruiters to find candidates and referrals, so get an account if you don’t’ have one already. Be thorough when completing your profile so that recruiters and employers can get a clear idea of your experience and strengths.

Network

Networking is an especially important skill for the aspiring executive. Building and maintaining your network will help you integrate yourself within the industry and open up the potential for new opportunities. If you’re new to the Kelowna area, go to local industry events or use a service like meetup.com. Keep in mind that networking should be mutually beneficial, so make a point of helping those you network with in any way you can. They will be eager to return the favour when the opportunity arises!

Work with a Recruiter

Among those in your network should be a recruiter. At Platinum Personnel, we know the Kelowna job market, and our comprehensive skill-evaluation system can help match you with the perfect executive job.

5 Ways to Improve Employee Engagement and Reduce Turnover

Kelowna Recruiter

Some amount of turnover is to be expected in every business, but many organizations struggle with keeping a steady roster of seasoned employees. In fact, One study found that nearly one third of new hires leave their job within the first six months! But a high turnover rate can become a costly drain on a company’s time and resources.

The key to retaining employees is by improving their job satisfaction. Satisfied employees are eager and enthusiastic to bring their very best to work each day. This is what’s referred to as high employee engagement.

Here are the top five ways to improve employee engagement at your company and mitigate turnover in the process:

Ask, then listen

Communicating with your employees is paramount to achieving high employee engagement in the workplace. But more importantly, a large part of that communication should be asking employees for their opinions – and then carefully listening to their responses.

Regular one-on-one meetings with your employees is a great way to get to know your reports and get familiar with their strengths and motivators. Group meetings and brainstorming sessions are another way to give your employees a chance to share their thoughts and ideas.

Conduct a survey

Another option is to run an annual employee survey. If done correctly, it can provide valuable insight that you can’t get by speaking to your employees directly. Invest in a third party survey service that can conduct a comprehensive employee satisfaction survey. This gives your employees a chance to express their opinions honestly and anonymously.

However, it’s not enough to just conduct the survey. You need to analyze the results and take action. Even small changes can be big wins for your employees and make them feel like they’re being heard.  

Implement a collaborative hiring process

It’s important that new hires are selected with the work culture in mind. Even if they have all the skills and qualifications to do the job, they may not be the right fit for the team. Involve your employees in the hiring process by including them in the second interview. Select a few employees to meet with the candidate in a more informal setting, like the break room or a cafe.

Afterwards, get feedback from your team about their impressions. This also makes your employees feel like they are part of the decision-making process, which gives them more ownership of their role within the company.

Invest in a positive and fun environment

The team that plays together, stays together! Find ways to infuse fun into the workplace to boost employee morale and encourage collaboration. Arrange a company barbecue, potluck lunch, or charity event. Better still, ask for volunteers to form an events committee to take the lead on arranging these events.

Recognize your employees

Good employees are career-driven and crave recognition. Many organizations don’t understand just how important this is! In fact, one survey of 1000 participants found that 75% employees who were recognized at least once a month by their employer’s reported feeling satisfied with their jobs. Weekly recognition and satisfaction boosted their satisfaction by another 10%. In other words, the more recognition, the greater the employee satisfaction and engagement.

Recognition doesn’t have to be monetary. Publicly acknowledge an employee for job well done in front of their peers, or write them a thank-you note for going above and beyond on a certain task.

Conclusion

At the end of the day, engaged employees are the ones who feel appreciated and a part of the company’s success. Make the effort to boost employee engagement in your organization and it will benefit your business just as much as it benefits them!

How to Deal with a Difficult Employee

difficult employee

There’s no such thing as the perfect employee. For that matter, there’s no such thing as the perfect employer. We’re all human, and we all make mistakes. 

But if you have a difficult employee, whose behaviour is continually affecting the business, you have a problem. Whether the issue is related to work ethic, attitude, punctuality, or competence, the following checklist can help you handle even the most difficult employees.

Address problems early

The longer you leave a problem, the more difficult it will be for you to address it. Don’t silently stew for months if they are arriving twenty minutes late for work nearly every day. If you let the behaviour continue, they will simply assume that it is okay with you.

As soon as you notice a pattern or behaviour that is causing problems, address it with them immediately to nip it in the bud. Make sure they are clear on company policies, and then be consistent in enforcing those policies to prevent any relapse into old habits.

Listen to them

Before you can help a difficult employee who is displaying a problem, you need to fully understand the reason behind it. Ask them why they think the problem is occurring, and then listen carefully to their response. They may reveal an underlying problem that you previously knew nothing about.

For example, if they are missing deadlines, it is easy for a manager to assume that the employee is not managing their time well. But perhaps they are struggling with excess workload or have some other valid obstacle that is preventing them from performing as expected.

At the very least, listening to your employee can help them understand that you want to help them succeed. It’s a step to show that you’re trying to work with them, not against them.

Provide Actionable Feedback

Depending on the issue, employee may not realize they’re doing something wrong, or know how to fix it on their own. Provide constructive feedback that the employee can act upon. Set a date to follow up with the employee to review with them how well they followed through on your direction. Always do this in a one-on-one setting, not on the floor in front of other colleagues.

Document All Reprimands

Even if it’s the first time you’re addressing an issue with an employee, make sure you document all reprimands and write-ups from the start and keep them in a file for that employee. It sounds harsh, but if it ever gets to the point where you need to fire them, having the documents to prove that the discussions happened can facilitate the termination without risking legal trouble down the road.

Be Transparent About the Consequences

Although there’s nothing wrong with being diplomatic when you’re addressing problems with employees, make sure they understand what the consequences are if they fail to improve.  If it ever gets to the point where you need to fire an employee, it should come as no surprise to them.

Conclusion

Handling difficult employees is one of the toughest parts of being a manager. But if you do the best you can to rectify the issues and follow through on a predetermined process, you will always do what’s right for both the employee and the business.

Need a new perspective on your new employees? Click here to check  out some of the services we offer to help your company succeed!

 

5 Pro Tips for Okanagan Graduates to Ace The First Job Interview

first job interview

Acing the First Job Interview

Graduating from university or college can be a disorienting experience. After spending years learning new skills and honing them, you’re suddenly out in the real world and need to find work!

The good news is, it’s never been a better time to find a job as a graduate in the Okanagan area. The economy is strong and job opportunities are plentiful. But once you’ve got your foot in the door with a strong resume, you need to ace that first interview in order to stand out from the competition.

Here are five pro tips for impressing your potential employers in the first interview:

Do your homework

There’s nothing more disappointing to an employer than an interviewee who doesn’t know anything about the business! These days, with nearly every business being represented online, it’s easy to research the company you’re interviewing at and internalize a few fundamental facts.

How long has the company been in business? What do they specialize in and how are they unique from their competitors? What is the company’s vision? Work this information into your responses and show your employer that you’re interested in not just the job, but the company brand.

Know what you bring to the table

The first job interview is your chance to sell yourself as the perfect employee! Once you’ve researched the business and the role you’re applying for, take a good look at your resume. Which of your skills will your potential employer be most interested in? What separates you from other candidates in Kelowna? Determine your biggest selling points and make sure you emphasize them during your interview.

Prepare for the common questions

Know in advance how you will respond to the most common interview questions. Questions like:

  • Tell me about yourself.
  • What is your biggest strength/weakness?
  • What are your long term goals?
  • Why do you want to work here?
  • Why should I hire you?

Giving advance thought to these questions will help you answer confidently and succinctly when they come up.

Prepare Questions to ask

There may be a point during the interview when the interviewer will ask, “Do you have any questions for me?” Use this opportunity to ask genuine, well-thought out questions about the role, company, and work culture.

This not only demonstrates your enthusiasm for the job opportunity, but you will benefit from it as well. You want to make sure the company is as good a fit for you as you are for them!

Watch your body language

First impressions are important, and body language plays a large role in making the right one. Wear professional attire, and keep your posture straight. Have a firm handshake to demonstrate confidence. Make regular eye contact and smile to show that you are trustworthy. Wait until you’re invited to take a seat, and avoid putting anything on the table except your portfolio or resume.

Conclusion

If you are called for your first job interview in Okanagan, the employer already believes you have the skills and qualifications for the job. All you need to do is live up to your resume, and show your enthusiasm by arriving to the interview well-prepared. Not sure where to start? Contact us to help you ace your first job interview.

 

Temporary vs Permanent Placement : 3 Questions Kelowna Employers Should Consider

permanent placement

Perhaps you already know that using a recruitment agency might be one of the best things you can do for your Kelowna business. You get a hand-picked shortlist of qualified candidates to choose from, saving precious time and resources finding the perfect hire.

But there’s one more decision to make when hiring through a recruitment agency.  Will you choose a temporary hire or a permanent placement?

Consider these three questions to determine which type of placement is right for your business:

Is the role a long term opportunity?

Temp hires are perfect if you’re not sure the role will be required for the long term. But if there is a potential for long term employment, both the temp and employer can benefit from a contract. If the temp learns the job well and develops a good working relationship with the other team members, the employer can then hire them on full time.

Permanent placements are ideal if the employer is certain that the role is a long term opportunity from the start. Someone who joins the company with plans to stay long term will be more likely to show commitment to the company’s brand and vision for the future.  

Even with permanent placements, there is still a 90 day probationary period where the employer can re-evaluate if the new hire is working out or not.

How much experience does the role require?

The downside to temp placements is that they typically require someone who is willing to work in a temporary capacity. Temps usually know that their potential for future employment with the company is less secure. Candidates who are already working are as likely to leave their current job for a temp role. As a result, many of the employees who are available for temp work tend to have less work experience.

A permanent role is seen as a more secure opportunity that will attract experienced candidates, since they might then be willing to leave their current position to pursue it.

How quickly do you need the help?

Temp hires can be placed quickly, and are best utilized when you need immediate help for your team. For example, a temp is perfect for covering for an employee who had to take a sudden leave of absence.

Permanent hires typically take longer to onboard since they are often leaving another company. Also, they  need to leave a minimum of two weeks notice with their former employer.

Conclusion

Whether you are looking for long term employee, or just looking for extra help during your peak season, a Kelowna recruitment agency can help you find the perfect candidate to suit your needs.

 

Top 5 Employee Skills Okanagan Employers are Looking for 2018

okanagan employers

Kelowna and the surrounding area has been exploding with new growth and job opportunities the past few years. 2018 is shaping up to be no exception! With recent graduates and job-seekers flocking to Okanagan, the competition for jobs can be pretty stiff when facing Okanagan employers.

So what traits, skills, or characteristics will separate you from the crowd? Here are the top 5 skills that Okanagan employers are on the lookout for:

Ambition

With lots of tech startups in the area, an entrepreneurial spirit will go a long way with many Okanagan employers. Employers are looking for hires who will show dedication, drive, and loyalty, not someone who views the position as “just a job”. A candidate who demonstrates ambition will reassure the employer that they are willing to learn new skills, systems, or processes. They might even become someone who will help the employer build the company!

Adaptability

The ability to embrace change is a crucial soft skill to many employers. Adaptable employees are more likely to rise to tackle new challenges head-on, and be willing to perform tasks outside their job description. They can easily cross-train on other desks when the need arises and often become indispensable in their departments.

Precision

Work output that is riddled with errors and omissions can become a huge expense for a company. Therefore, the ability to conduct duties with accuracy is one of the most important skills an employee can have. Detail-oriented employees will produce quality work that will save the company time and money.

Critical-Thinking

Employers are looking for employees who can take direction but also solve problems on their own. Employees who are able to troubleshoot and prevent issues will streamline workflow and free up management to focus on other tasks.

Cultural Fit

Lastly, an employer wants to know that their new hires have good interpersonal skills and will work well with the rest of the team. A good team-player will increase efficiency and help create a positive work environment. Cultural fit means also means the employee understands and shares the company’s core values and vision.

Conclusion

Education and work experience are important and will likely always play a factor in an employer’s hiring decisions. But it’s the other employee skills and characteristics that will often make or break a candidate’s chance of making the short list! Not sure which skills to put on your resume? Contact us for a skills assessment. 

 

6 Tips for Your First Time Hiring

hiring first employee

On paper, finding and hiring an employee seems like a simple enough task: Find a resume that showcases the qualities you’re looking for, bring that person in to meet them, and offer them a job.

But as a lot of new Managers quickly realize, hiring new help is much harder than it looks. Trying to find qualified resumes in a sea of applications can be like finding a needle in a haystack, and spending a few short interview sessions with person is not much to go on when hiring someone to spend so much time with you and your team.

But there are ways to make finding and hiring the right candidate easier. Try these six strategies to help you find and hire your first employee:

Know the Role You’re Hiring For

Put together a detailed job description of the role you are hiring for. If you aren’t involved in those day-to-day activities, enlist the help of someone in that department or who has a role similar to the one you’re hiring for. Make notes on what previous experience or level of education is required. This will help you create a detailed job listing that will attract the right candidates.

Determine Missing Attributes that will Make Your Team Better

Take a hard look at your department and identify the skills you wish your team had more of. Or alternately, what skills or attributes aren’t working in your group. Could you use more employees with critical-thinking skills? Someone with more years experience under their belt? Target the attributes that you believe are most important and use them as a reference point for how suitable a candidate is for the role.

Set Aside Time to Review Resumes

It’s tempting to skim resumes briefly on your computer in attempt to rush through them, but you could miss the best candidates if you don’t take your time. Print off the resumes and set aside a predetermined time in your day to go through them one by one. Expect to spend a considerable amount of time doing this; a job opening can easily yield 75 or more resumes.

Prepare Interview Questions in Advance

Bring in a list of standard questions to each interview to make sure you don’t forget to cover something important. When a candidate is highlighting their best attributes, ask them for examples of how they demonstrated those attributes.

Conduct Second Interviews

It’s difficult to get a firm grasp on how well someone will perform after one short interview. Even if the candidate made a stellar first impression, it’s good practice to have them back for a second interview. Use the second interview to introduce them to other members of the team they’d be working with. The feedback and alternate perspective provided by your team can help you make the final call.

Always do Reference Checks

These days, references are not often included on a candidates resume, but they should always be available upon request. Follow up with your candidates’ references to check facts and get a feel for their character. It’s a good idea to ask references for information as to why a candidate left their last position.

Conclusion

Finding and hiring first employee properly can be a painstaking task to say the least. If time is a resource you simply do not have, consider using a recruitment agency to do the legwork for you. An experienced agency can utilize their team of skilled recruiters to help find the ideal fit for your company.

6 Best Habits to Become a Successful Employee

successful employee

For the job-seeker, finding the right job can be a daunting task. However, it’s just as important is to perform the job well once you have it! If you want to hit the ground running at your new job and fly through your probation period with flying colours, here are these six habits you should develop as a successful employee:

Participate in the office culture

The office is a place you spend a lot of time in, so make an effort to get to know you coworkers a little and contribute to the office culture. Developing a good camaraderie with your co-workers can help you work more effectively with them and create a more productive work environment.

Be a problem-solver

It’s certainly important to ask for help when you need it. But running to your manager with every little question can be frustrating to your boss and in many cases, unnecessary. Make an effort to troubleshoot issues on your own to show your employer you’re capable of working independently.

Be a reliable successful employee

It seems simple, but it’s surprising how many employees struggle with the simple prospect of showing up for work each day. Understand that every time you call in sick with a sniffle or are late for work, you put strain on your coworkers.

Be reliable in the quality of work you produce as well. Make it a priority to meet deadlines and follow through with what you say you are going to do. Show your colleagues and employer that they can depend on you!

Proactively communicate and follow up

Today, a lot of correspondence is done over email and can be a highly efficient way to communicate. However, if you aren’t receiving the response you need to move forward with your job, follow with a phone call.

Follow-up and proactive communication skills are often critical to preventing issues and completing tasks in a timely manner.

Strive to be efficient

Be aware of your time-management and how long it takes you to complete your tasks. Keep your cell phone out of sight to reduce distractions and help keep you focused on the work at hand during company time.

For the most time-consuming tasks, try to come up with some ideas to make the process more efficient. Make suggestions to your boss if you think you find a faster or better way to do something.

Be a team-player

Help others with their workload when your own load is lighter. Be flexible and willing to take on work that is different from your day-to-day in order to help out a colleague. Listen to your coworker’s challenges and collaborate with them to find solutions.

Conclusion:

Regardless of whether you’re new on the job or a seasoned employee, these six habits can can get you noticed by your employer as  a successful employee. Show the company your dedication to the job, and you will achieve long-term career success. 

Can’t wait to become a successful employee? Check out our latest job positions here.