Successful Onboarding: The Connection to the Big and Small of It
Chris Rogers
Regional Vice President – Midwest
Hire Up Staffing & Healthcare Services
March 18, 2021
Our Hire Up Staffing & Healthcare Services team is in the business of creating and maintaining connections with people. Whether we are collaborating with you to find perfect quality candidates for your large organization or supporting you, an individual jobseeker, with position placement, we value each of our connections made with all customers. No client is too big and no request of us that is too small.
The success of our connections and how we work to consistently support our clients, both big and small, boils down to how well we serve their specific and individual needs.
We have gained the trust of our clients through offering consistent support in big ways, including:
- Utilizing our 100+ years of collective expert experience
- Offering an array of top-level candidates
- Committing to our hire guarantee
- Extending community support through sponsorships, fundraisers, and annual charitable drives
We maintain positive client connections through consistency in the details of our everyday support services. These small details make big impacts and include:
- Vetting Top Candidates
- Comprehensive background checks
- Integrity built into our pre-employment drug screenings
- Onboarding Compliance
- Thorough verification of work authorization documentation
- Accuracy with all new hire paperwork
While our role of support varies based upon each client’s individual need, some things remain constant. Our team is here to support you every step of the way. From placement to onboarding, we have your back!
For Employers
Your newly placed employee likely took many steps to get to you. Once they have the job, they too, have expectations, just as you do of them. Our most successful clients understand that placement is just the start of the journey and that onboarding and training are the best opportunities to show their new employees that they are in the right place.
How do you, an employer, proactively ensure the best possible journey for your new employee?
Showing your new employee that they are in the right place comes down to both the big things and the smallest of details. When creating and maintaining a connection with a new employee, preparation makes everything better! The big components to successful onboarding include planning and some forethought.
The Big Things
- Work to build connection— immediately.
- Know their name, a bit about their background, their interests
- Have a formalized Onboarding Process
- Be sure to cover the Who, What, When, Where, Why
- Whenever possible, point out the What’s In It for Me (WIIFM)
- What are the benefits to them, the new hire, to know this information/to do this process this way, etc.
- Create a Buddy/Mentor Process
- Identify a buddy/mentor for your new hire and share your expectations of the Buddy with them BEFORE the new hire starts.
- Include a Training Plan/Calendar from Day 1 through the first few months on the job
- Schedule time with subject matter experts (SMEs) and place time with the new hire on the SMEs Outlook calendars, as well as on your new hire’s training calendar
- Schedule time on their calendar to meet with the Buddy/Mentor, too.
- Include important milestones, when possible
- A 30-Day lunch with the team, etc.
“Onboarding new hires at an organization should be a strategic process that lasts at least one year, staffing and HR experts say, because how employers handle the first few days and months of a new employee’s experience is crucial to ensuring high retention,” SHRM contributor, Roy Maurer, writes.
The Small Details Set the Stage
Preparing for a new employee takes effort. It takes forethought to consider how things might feel from a new person’s point of view. Think it through from their eyes, from the start of day 1 through their first month or two. What key information, actions, items will they require? The more you can show that you have thought through each detail, the more welcome your new hire will feel. These small things build trust. Trust builds connection, and connection builds engagement with your new hire.
By paying attention to the SMALL details, you show them that they matter in a BIG way.
Here are some of the small details you may want to consider:
Entry to Location
- Parking Access
- Where to park
- Parking sticker
- ID Badge for Building Access
- Other access locations needed?
Entry into Office
- Location to store personal items, purses, wallets, keys, etc.
- Computer (access-ready)
- Mouse
- Chair
- Pens, lined paper, copy paper, folders, fresh tabs for labeling hanging folders, stapler, staples, staple remover, tape
- Business cards
- Resources Binder or Online Version, to include:
- Job Description
- Company Mission Statement, Brand Values, Org Chart, Goals
- Telephone List of Extensions
- Job Aid for Voice Mail Use/Telephone Functions
- Safety Information/Map of Building
- An Onboarding Schedule/Calendar of Events for the first 30 days
- Training Plan/Calendar, to include:
- Meeting with company leadership to align on mission and goals.
- New hire buddy lunch(es)
- Schedule a 30-day check-in with the manager
- Schedule important training sessions with Buddy or SME, including:
- How to navigate company intranet
- Shared files/drives
- HR Time-keeping software
- Direct Deposit
- Payday info
- Buddy/Mentor
- Job Duties Clarified
- What are the role’s specific responsibilities?
- Review internal processes and workflow
- How to get IT and HR support, as needed
- Tour of Facility/Introduce to Others on route.
- Employee Parking
- Restrooms
- Breakroom/Refrigerator
- Approved Smoking Locations
- Emergency Exits
- Conference Rooms
- Manager/Supervisors Office
- HR Forms or Benefits Location
- Office Supply area/how to order supplies
- Within First Week: Manager Meet Up
- Manager’s goals for new hire
- Manager’s preferences and expectations
- Review new hire’s goals and expectations
- Set up 30,60, 90-day formalized check-ins
- Review annual performance review and goal-setting practices
- Leave plenty of time for questions and discussion.
- Introduce new hire in a leadership meeting, when possible
Additional Small Personal Touches that Further Build Connection
- Having business cards ready and on their desk upon their arrival, if applicable
- Provide company swag on their desk, if available
- Create a Welcome sign on their door, or within their cubicle, as a welcome to the new hire, as well as for others to see and introduce themselves to them throughout the week(s)
- Send a welcome email featuring new hire, photo, bio to the company/department.
- ENGAGE! Check-in with them often. Ask your new hire for feedback on their experience.
- Use feedback gathered to adjust the current training plan, as well as note for future new hire plans.
- Include them in helping you build upon your Onboarding Process and Training Plan/Calendar for the next new hire
By considering your actions, both big and small, you have the best opportunity to make the most of your investment in this newly hired employee. When you can showcase your organization in the best light, the new employee only benefits. In addition to making their transition easier, it also underscores the level of professionalism and respects you expect within the workplace. The smallest details can often make the biggest impression.
Do you have questions about how we might be able to help support you with creating your Onboarding Plan? Contact us! Let us talk about how we can work together to make your next hire a successful one!
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There is no doubt that 2021 will bring forth opportunities to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with various topics to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!
Sources:
New Employee Onboarding Guide (shrm.org)
5 Tips To Make Sure Your Employees Have The Best First Week At Work | WorkBright
Onboarding New Employees: Maximizing Success (shrm.org)
Chris Rogers, Regional Vice President – Midwest |March 18, 2021|
As the Regional Vice President of the Mid-West operations, Chris focuses on the mentorship and development of his Hire Up staff to ensure they are equipped to provide the best service to both our candidates and clients. Chris’ extensive knowledge of the staffing industry lays the groundwork for his teams to always deliver top-caliber talent to great organizations. His expertise includes experience in all disciplines from commercial and professional staffing to executive placement. Chris and his teams strive to improve the lives of their candidates and improve the businesses of their clients. Chris’ over 15 years in the staffing and recruitment industry includes the successful management of highly performing sales and recruiting teams throughout the Southwest. Chris would love to speak with you so he can help your business reach new heights.
Getting Through Q1 2021: General State of Staffing
Rebecca Kirkman
President
Hire Up Staffing & Healthcare Services
March 16, 2021
Staying on top of industry trends is vital for the Hire Up Staffing & Healthcare Services team as we work to support the needs of both the job seeker and the employers placing them. Monitoring national employment situation data serves as a benchmarking tool for us to ensure we are best serving the diverse needs of our customers. Add in the tumultuous time of a pandemic, and the importance of keeping a close eye on the ever-changing climate is more important than ever!
With Hire Up, we have your back. Whether you are one of the 6.3% of the population out of work or are working to fill temporary and/or permanent positions, we are here to support you. Our recent analysis shows favorable job increases within specific industries. Want to learn more?
In January, employment in professional and business services rose by 97,000, with temporary help services accounting for most of the gain (+81,000). Job growth was also seen in management and technical consulting services (+16,000), computer systems design and related services (+11,000), and scientific research and development services (+10,000).
We currently have openings within these industries across the country. Job seekers, we can help! Click here to see our list of available positions.
Trends
Skills to Bring to the Table in 2021- What Employers Want
The Hays Salary and Recruiting trends report suggests that employers will be placing more emphasis on technical skills and soft skills in 2021. Of the soft skills most sought after, communication is at the top of the list.
- Technical Skills: Given the increasing demand for the use of technology, technical skills in 2021 is something many employers may seek.
- Soft Skills: Employers are wise to look for capable communicators able to navigate effectively through the changing needs of today.
Employers, are you looking for technically driven communicators able to roll with the punches? We have a host of qualified candidates looking to put such skills to work for you. Click here to learn more!
Organizational Offerings in 2021- What Employees Need
While 2021 is requiring employers to seek out specific characteristics and skills of their employees, jobseekers are also finding a reason to seek work with companies able to offer benefits that meet their needs and the changing needs of their families.
- Flexibility. Given the challenges parents face with changes in school arrangements, flexibility ranks high on the list of priorities for job seekers.
- Mental Health Resources. Now more than ever, job seekers rank employee wellness and mental health support as a benefit they value from a prospective employer.
- Safety, Security, and Health. Working to meet/exceed employee expectations during COVID-19 is vital. Ensuring workplace cleanliness, maintaining a safe work environment, and a consistent pre-screening protocol is particularly important to employees.
Hire Up is partnered with countless employers who can offer such solutions for the specific needs of job seekers today. All are mandated to meet the COVID19 guidelines outlined by the CDC, both on a local and national level. And most all employers we work with offer flexible schedules-including temporary arrangements and employee assistance programs for wellness. Interested in learning more? Check here for more information on temporary opportunities in your area.
Employer Challenges
A Workforce Plan During a Pandemic?
Employers have had to remain nimble, learning on the fly, all while struggling to plan during a time of global uncertainty. Add in the need and desire to create new safety policies, stay on top of all mandated workplace COVID19 protocols—it is a lot. This challenge is further compounded within many industries when trying to find a skilled employee looking for a permanent position. It can feel impossible.
While unemployment numbers highlight joblessness, many employers report finding it difficult to fill their available positions. Some companies continue to attempt to entice permanent workers by offering additional incentive pay per hour and/or sign-on bonuses. However, the extra pay has not paid off for many of the organizations looking to fill these permanent positions.
Why is it that employers are finding it difficult to hire for permanent positions? Some of the reasons identified include:
- Perhaps the most obvious, extended, and increased unemployment benefits.
- Many laid-off restaurant and retail workers are not skilled for the industries in need of workers.
A “Temporary” Solution?
Many businesses are finding temporary workers to be the solution for remaining nimble in the current climate. By turning to temporary and contract workers, “Businesses can ramp up operations quickly to meet client and consumer demands without the fear of bringing back permanent employees who might have to be laid off if the recovery is not proved to be sustainable,” says Richard Wahlquist, CEO of the American Staffing Association.
Other benefits to employers when hiring temporary help:
- Save time, money, effort
- Access to a larger candidate pool
- Increase hiring speed
- Flexibility
- Vetted candidates: screening, credentials, reference checks completed
There are also plenty of benefits for the temporary worker. Some of those include:
- Flexibility
- A faster hiring process
- Show continuous employment on a resume
- A chance to try out something new
- Build a professional network
If the adage is true and that eating an entire elephant is best done one bite at a time, temporary help may be the best bet for getting through this beast of a pandemic. Temporary workers have the expectation, and quite often the desire, to have their employment be just that– temporary. Temporary workers are often attracted to such work because they have found a way to construct flexibility within their work roles right out of the gate.
Are the organizational benefits of adding temporary positions of interest to you? Do you think this “temporary solution” can satisfy the immediate needs of your organization? Many employers are finding that creating temporary positions is key for meeting their workforce challenges so far this year. Remember, 81,000 temporary help positions were created in this country within the month of January alone.
Interested in making this happen for your team? It can feel overwhelming facing these unusual workforce challenges on your own. Allow us to help! Call our team and together, let’s create a workforce plan to best fit the needs of your business today.
There is no doubt that 2021 will bring forth opportunities to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!
Sources:
THE EMPLOYMENT SITUATION — JANUARY 2021 (bls.gov)
2021 U.S. Hays Salary Guide | Out Now | Hays Specialist Recruitment
What do employers want in 2021? | ACCA Global
The Top 10 Workplace Trends For 2021 (linkedin.com)
Rebecca Kirkman, President | March 16, 2021|
Rebecca Kirkman is the President and Founder of Hire Up Staffing & Healthcare Services. Rebecca’s mission is as simple today as it was when she started Hire Up over 10 years ago: Connecting great Employers with great Employees. Hire Up leads job seekers to their dream careers and employers to their dream team. The true belief in the human connection and that people hire people is a passion for every Hire Up employee. Rebecca was proudly named the #1 Woman-Owned Business by The Business Journal.
Record High Unemployment in the US
2020 introduced a new high in unemployment rates, and everyone knows why. The current variation of coronavirus, COVID-19, has made for unprecedented times in our society that no one could have prepared for, but despite what the rate is on paper, plenty of companies are still hiring, and recruiting partners like Hire Up are bridging the gap between industries and the unemployed workforce.
What Exactly is an Unemployment Rate?
Economists use several methods to determine the health of a country or economy. The unemployment rate, which shows who, out of the active workforce, is unable to land a job, gives economists a clear indication of how the economy is doing.
The unemployment rate in the US is calculated as the percentage of people out of work, out of those who can work and are actively seeking jobs. The labor force in the US economy only includes those who have been actively applying to jobs or those currently employed in full-time, part-time, or temporary jobs in the last month.
It’s worth mentioning that this doesn’t take into account those individuals who are not applying to jobs due to believing that they are not qualified for the roles available in the current economy. This group of people within the economy are called “Discouraged Workers.” As a company looking to hire, providing on-the-job training programs could target more of these individuals.
Unsurprisingly, the unemployment rate has varied throughout time; it’s not difficult to determine the reasons for each fluctuation by studying the current affairs of that time in history. What we can determine from each trend is that there are always new roles and new industries being introduced; the unemployed workforce needs to be made aware of them. For example, new technology could render a whole workforce redundant, or the decline in the demand of a certain industry could force companies to layoff workers.
How COVID-19 has Affected the US Labor Force
With a number of industries unable to operate fully, many workers have been made redundant, seen a reduction of their working hours, or been let go from their jobs.
January 2020 saw a reduction in the unemployment rate, with only 3.5% of the labor force out of work. By April 2020, the rate had drastically increased to 14.8%, the highest it has been since the Great Depression in the 1930s (accounting for inflation). From February to April, the unemployment rate had quadrupled in less than two months.
At the beginning of this pandemic, we saw a decline in the travel industry, forcing airlines to shut down and travel agents to layoff staff. The hospitality industry soon followed. Social distancing implementations and the lack of tourism meant that hotels couldn’t operate fully; restaurants, gyms, and bars had to close due to social distancing measures; and companies that aren’t deemed as essential told their employees to work from home, reducing commuters in cities and the need for coffee shops, offices, and venue spaces. In April, over 23 million workers were let go of their jobs.
A report from the Bureau of Labor Statistics shows that, in December 2020, over 25 million individuals had seen a reduction in pay or hours due to COVID-19, with over 10 million of these individuals now unemployed.
With industries slowly getting back on their feet and many individuals finding new roles within rising and more stable companies, between November and December, there was only a slight change in the unemployment rate. This could show that the economy is adjusting to the situation, and we are being introduced to a new way of working. Partners like Hire Up Staffing Services can help fill the positions left open during this time of unprecedented unemployment.
A Brief History of Unemployment Rate
According to the Federal Reserve, all economies have some form of unemployment. A healthy, natural rate sits between 3.5% and 4.5%, accounting for the progression of individuals between jobs or entering the workforce after education, taking sabbaticals, or retiring. Since 1929, the Bureau of Labor Statistics has recorded the rate as it helps economists determine what a healthy economy is.
If we account for inflation, studies show that people living through the Great Depression in the 1930s experienced the highest recorded rate of unemployment. The rate never went below 14% in that decade, with a high of 24.9% in 1933. In the US, from the 1950s to 2020, the unemployment rate has averaged at 5.77%. During the Financial Crisis of 2008, the highest recorded unemployment rate was 9.9%. 2020’s unemployment rate reached its peak at 14.8% in April. Between February to April of the past year, the unemployment rate had quadrupled in less than two months.
Other factors that can also alter the unemployment rate include tax increases, implementation of laws such as minimum wage, droughts, and, most notably, wars.
Reasons for an Increased Unemployment Rate
Customer Preference
A lack of interest in a product or service reduces the need for supply and, as a result, forces companies to let go of employees.
E.g. The decrease in the demand for dairy, due to citizens’ interest in their carbon footprint, has led to a decline in sales of milk, cheese, and butter.
Technological Advances
Although advances in technology create plenty of benefits, they can also create an environment in the workspace that no longer requires human presence.
E.g., The digitalization of news on the internet has meant that sales in newspapers have declined, leading to a 51% reduction in newsroom employment from 2009 to 2019.
Trade and outsourcing
Globalization has caused many manufacturing jobs to move from high-wage to low-wage countries. With laws to protect American workers, such as the Fair Labor Standards Act of 1938, some companies use other countries to avoid paying their workers overtime, for example.
E.g., Sweatshops in developing countries are used constantly by the fashion industry to drive the cost of fast fashion down and keep up with consumers’ needs.
Relocation
Churn from moving from one job to another leads to temporary unemployment. This is natural in both healthy and struggling economies and is needed for a country’s development. A very low unemployment rate can actually be worse for the economy, with effects such as rising wage inflation.
E.g. An individual could change industries, leaving a position in their previous company unfilled.
Training
Most high-wage careers have years of training before an individual is deemed qualified for that role. As a company looking to hire during a high unemployment season, providing on-the-job training helps as a way to broaden the scope of who can apply to each role. Hire Up Staffing Services can help those looking for a job find work in their area of expertise.
E.g., It takes at least seven years to become a doctor. Although the need for doctors is ever-present, when COVID-19 increased the need for healthcare workers, hospitals cannot just hire individuals without the right credentials.
Re-entering the workforce
Each individual has their own path, which leads to breaks and changes within the workforce as a whole. Again, just like relocation, this is part of a healthy economy.
E.g. New mothers and fathers taking leave to look after their child or someone recovering from an accident or surgery might take an extended leave from the workforce.
Recessions
Firms lay off more people and go through a hiring freeze during a recession, and these individuals have to spend less as a result. When coming out of recession, firms have a hiring frenzy which lowers the rate of unemployment.
Natural Disasters
A pandemic isn’t something that can be predicted and has the same effect as a natural disaster. The result of COVID-19’s impact on unemployment has come from a combination of factors, such as industry demands changing as individuals are no longer free to spend money on holidays, restaurants, or leisure.
How the Unemployment Rate Differs Between States
During 2020, 19 states experienced their lowest unemployment rate and the highest unemployment rate in history. 46 of the 50 states experienced their highest unemployment rate between April 2020 and July 2020, showing just what COVID-19 is capable of in terms of damaging the economy.
Each state has different industries that they specialize in, which impacts the rise and fall of unemployment rates. Infrastructure and educational institutions, housing prices, and innovation are just some of the factors that drive each state’s decisions to develop certain industries.
Healthcare
Minnesota is home to the Mayo Clinic, a non-profit healthcare organization. It makes sense that Minnesota has the largest number of healthcare employees in the US, employing around 500,000 people.
Tourism
The Silver State Nevada’s main attraction is Las Vegas, which employs over 90% of the state’s workforce. Most of these employees are in the service industry, which means, heartbreakingly, Nevada saw the highest state unemployment rate the country has ever seen in April 2020, at 30.1%.
Government and Military
In New Mexico, government employment outweighs the private sector. They have a number of institutes, including laboratories and air force bases.
Agriculture
Over 75% of Vermont’s income from agriculture is gained from selling dairy products. The agricultural industry, the state’s highest employer, accounts for more than 64,000 jobs.
Manufacturing
Florida might be seen as the Sunshine State, but tourism isn’t the only industry that Florida is an expert in. The state is among the top ten for manufacturing, with over 18,000 companies hiring around 317,000 employees.
Technology
Virginia has many key agricultural industries due to its land diversity. Despite this, Virginia is home to the largest data center market and the second-highest employer of tech workers in the U.S, which is somewhat ironic, considering this career doesn’t tend to require the outdoors. In contrast to Nevada, Virginia’s diversity has meant that it achieved the lowest unemployment rate in the history of the US in November 2000, at 2.1%.
Are Companies Still Hiring?
The short answer is yes. Despite the increased unemployment rate on paper, in reality, a great deal of companies have not only stayed afloat but actually benefited from this pandemic.
A workforce being made to work in their own homes changes the mindset of a whole society: what can we live without? Family and communication are given a newfound appreciation, increasing the need for better virtual solutions; companies still need to find ways to keep morale and stay productive; the fitness industry had to rethink their marketing strategies from promoting a beach body to emphasizing holistic health, all while their customers of active gym-goers are forced to think bigger than walk from their living room to their bedroom.
Industries that have benefited from people working from home include remote working solutions like Zoom and team management software like Trello, Notion, and Google Drive. E-Learning has become more accessible, SkillShare and Edmodo have opened up new ways of learning for people who would normally be out for the duration of the day. E-Learning isn’t limited to education either; the fitness industry has benefited from going online, running workout classes, and meditation sessions from the comfort of the living room.
COVID-19 has illuminated the need for healthcare workers in the US. Even before the effects of a pandemic, it was predicted that there would be a shortage of 1.2 million registered nurses in the US by 2022. Hospitals all around the country need more support from the local community, with on-the-job training and a higher wage offered for unsociable hours (weekends and night shifts).
Many companies are still hiring during this time. There are a few ways to find out who, such as using platforms like Otto and Hire Up. Another great way to find which companies are still hiring is LinkedIn. The social media platform regularly updates the article “Here who’s hiring right now” to widely advertise the fact that the world is still turning, and roles are still available to apply to.
What Can Businesses Do When Hiring During the COVID-19 Pandemic?
Having a moderately low unemployment rate benefits the economy as a whole. Employed individuals have more money to spend, supporting the companies that then sell more and, as a result, need to hire more people, creating a cycle of confidence in the market. It’s predicted that by 2022, the unemployment rate still won’t be back to what it was in January 2020. Despite what these statistics show on paper, companies are continuing to hire, and it’s important for the unemployed workforce to be made aware of the vacancies and to be given the confidence to apply to them. To speed up the process of achieving a lower unemployment rate and a healthier economy, companies can continue to hire by using a few tips and tricks.
Broaden the number of potential employees
Requiring a certain degree or asking for a minimum number of years in a certain field can limit the number of fast-learning, prospective employees that could be assets to a company. Instead, companies can increase their number of potential applicants by broadening the specificity of what they’re looking for.
E.g., Instead of requiring a degree in Journalism, a digital news company can hire someone who has had experience managing their old company’s social media.
Team up with the community
Creating links between educational institutions and companies can shorten the transition time between student and worker for many individuals.
Collaborating with other companies to create a hub of opportunities for academic institutions can increase the quality of potential employees and increase the likelihood of new graduates applying to these companies. Partnerships between multiple small businesses and institutions will lead to a more cost-effective way of hiring and provide overall advantages for the community.
Use recruitment partners to gain new applications
Unemployed workers looking for jobs can sign up to agencies like Hire Up Staffing Services to help move their employment process along. Hire Up closes the gap between job seekers and employers. Agencies have a large database of potential applicants and can provide the first filter to locate prospects at the caliber a company desires.
Provide training courses
A company is more appealing if it provides the ability for its employees to learn. This also ensures that the company can tailor the employees’ education to fit the product or service.
E.g. Instead of requiring three years in supply chain management, a business could host a two- week, on-the-job training program for its employees.
As business owners or companies look to increase their employability, broadening their talent pool by providing training programs, collaborating with their local community, and using staffing partners like Hire Up to close the gap between applicants and employers. It’s crucial for the workforce to be aware of what jobs are still available to apply to, like remote working solutions, supply chain logistics, and healthcare. An inclining unemployment rate can be disheartening for many workers, but the trend that the workforce can be sure of is that the unemployment rate will decrease and average out with time and confidence in the economy.
Meet Lauren – Our Recruiting Manager in our San Ramon Office
Meet Lauren, our Recruiting Manager, in our San Ramon office! As a Recruiting Manager, Lauren’s responsibility is to help job seekers find a career that makes the most of their unique talents and sets them up for long-term success. She is currently working in the East Bay branch and would love to connect with you!
Lauren recently graduated from California State University, Chico, with a Bachelors in Public Health. It has always been her passion to help others and make a difference in people’s lives. Lauren has held multiple customer service positions and absolutely loves working, where she can build relationships and impact people’s lives.
When Lauren is not at work, you can find her spending time with family and friends, at the gym, adventuring to new places, catching a sunset, taking her pups for a walk, reading, or most likely shopping!
Meet Amy – Our Modesto Recruiting Manager
Meet Amy Mendoza, one of our Recruiting Managers in our Modesto office. Amy is a dedicated professional with an extended Human Resources and Recruiting background. Amy’s experiences with client relations and high volume employee onboarding have brought her great successes in the staffing field. She strives to provide our candidates with a perfect position and provide our clients with quality employees who are ready to work.
Amy is a strongly driven recruiter, ready to assist others in their journey to employment. She is always open to expanding her knowledge and growing professionally. Every day is a chance for greatness; let’s do it together!
Bailey Spriggs – Our February Pillar of the Month
During the month of February, our internal staff members were given a social media task that helps us share our core values publicly. Our February Pillar of the Month was “Dedication to Success,” and the staff was told to post about their biggest success yet. Someone who embodies this core value can be someone who stays dedicated to their weekly goals, someone who is encouraging their branch to reach their numbers, and someone who is thoroughly knowledgeable of their branch’s numbers, what they have going on, and is constantly up to date on the operations of their branch.
Our Pillar of the Month is “Dedication to Success” because we want to help people reach new heights and give them a career that will take them to the next level. We want to give companies employees that will help their company advance and become better! Someone who fully embodies the DEDICATION TO SUCCESS core value is Bailey Spriggs, out of our Houston office.
Bailey Spriggs has worked hard since her start at Hire Up Staffing & Healthcare Services. When Bailey first started, she came right out, jumping in to help, wanting to learn, and asking questions. Bailey has shown it in her actions, not only to her teammates and clients but also through her public image as well.
We are so happy to award Bailey our First Pillar of the Month Award, “Dedication to Success.”
The Do’s and Don’ts of Asking for a Raise
So, you need more money, but you’re not sure how to do it? Read on for tips on how to ask for a raise properly. This process requires careful preparation, impeccable timing, impressive skills, and a backup plan (just in case). It’s important to remember never to base your request just because of personal issues. People who successfully get a raise are superstar workers – they are the best of the best, the elite when it comes to doing their jobs exceptionally well.
Do: Ask for a Raise
It’s nearly impossible to get a raise without asking for it. Speak up when you feel that you have a case and the timing is right. Chances are, if you do deserve it, they will give it to you.
Don’t: Threaten Your Boss with Another Job
It’s all about proper negotiation. If you start threatening a company that you’re leaving because there’s “another job waiting” (whether it’s true or not), you might as well state the reason you’re leaving is that your boss is probably going to give you the boot anyway. No leadership in their right mind would ever make a counteroffer because they were threatened an employee is taking another job.
Do: Find Out Your Value
Figure out what you’re worth, even if it means using online resources, salary surveys, cost of living comparisons, or even going on interviews elsewhere. If it’s possible and ethical depending on the company you’re with, look at compensation rates within your organization as well. Take a look at the job market and see how similar positions or people with like skills get compensated.
Don’t: Argue That Your Co-Worker Earns More
To begin with, most companies keep salaries confidential. And the main point? Your pay reflects your own work, so therefore it wouldn’t make sense for your boss to pay you more based on your co-worker’s performance.
Do: Know Your Number
After all the research, consider all the factors in your life and figure out what you believe is a fair amount of money to ask for. Think of your current salary, what you found out about the job market, and how you’re living. Again, never mix personal issues when you do this – sharing your sob story such as needing a raise because you can’t make rent or you need to cover other personal expenses isn’t going to fly.
Don’t: Ask for Too Much
The bottom line is you must do your research. Know what your value is! In addition, it’s unethical to just tell your boss about your market research as well. Remember, it’s not the market paying you – your company is.
Do: Be Confident
Be confident, not cocky. Arrogance just won’t work. Confidence, on the other hand, is appealing and assertive. It lets the boss know you believe in yourself and your skills enough and that you’re around because you love what you do and are grateful for it. It shows that you care about the organization and your boss, and you want to witness and continue to be a part of the company’s success.
Don’t: Ask for a Raise After a Bad Performance
Performance reviews are there for a reason, so it would be seriously strange to ask for a raise around the time your boss called you in to discuss poor performance ratings. Stick to your accomplishments. Companies would gladly pay more to people who add great value to the company.
Meet Ariel – Our Modesto Territory Director
Meet Ariel, our Territory Director, in our Modesto Office! Ariel has 8 years of Recruiting experience, from Education Enrollment to Employment Staffing, with 5 years of experience in Management and Sales. She is a Dynamic, results-driven Sales Professional and Manager with a commitment to client service and creative recruitment. She has a proven track record of success locating, closing candidate talent and client negotiations. She is a motivated professional who drives new business by establishing alliances with clients and industry leaders. Ariel’s main focus is team building and operational growth.
Ariel has a Bachelor’s Degree from the University of Phoenix in Business Management and is currently pursuing her PHR Certificate. She also received her Cosmetology, Esthetics, and Barbering licenses in 2010. Before getting into staffing, Ariel once was the main stylist for the Golden State Warriors Basketball Dance team.
In her downtime, Ariel loves spending time with her family. Ariel and her husband breed and show dogs. So, on the weekends, you can usually find Ariel at a dog show with her family. She also loves to shop and has a passion for interior design and home décor.
Welcome to the team, Ariel! We are happy to have you!
Meet Andrea – Modesto Recruiting Manager
In both professional and personal, Andrea is consistent in striving for positive outcomes. Andrea has a Sales, Client Support, Human Resources, Payroll, Program Budgeting, Recruiting, and Training Development background. Her experience as a Business Developer / Office Manager of a Salon and Spa allowed for the experience of brand marketing, talent recruiting, managing staff, and coaching. She refined and developed the skills in providing strong leadership and training to new employees. This opened many wonderful opportunities into key roles of managing fast-paced and demanding positions.
Currently, Andrea has the privilege of working for one of the top Staffing Agencies, Hire Up Staffing Services, as a Recruiting Manager. With my strength of identifying qualities of the best fitting candidate to their ideal career, Andrea has found an amazing working environment with Hire Up Staffing Services. The company’s mission and reputation take a genuine approach to consistently working towards satisfying the needs of Clients and our Associates. Andrea seeks to be a supportive team member, as well as a productive and dedicated Recruiting Manager.
Central Valley’s #1 Woman-Owned Business
Meet our President and founder of Hire Up Staffing & Healthcare, Rebecca Kirkman! Rebecca works hard daily to support our teams with the necessary training and vision to elevate our company to be an industry leader for staffing. People don’t know that Rebecca started the company when she was 28 years old, with already 5 years of successful staffing experience with a major name in the industry. She has helped countless people and has a true knack for intuitively matching people with their best path, whether it be a new job or considering adding to your team. She teaches the team those strategies and pushes everyone to get out of their comfort zone and elevate how they think so that they can reach higher boundaries and then push past those as well!
Rebecca has recently been named in The Business Journal as Central Valley’s #1 Woman-Owned Business! This is such a huge accomplishment, and we can’t think of anyone who is more deserving. We are so proud of Rebecca and all that she has done for this company! Great things are to come from Hire Up Staffing & Healthcare.