Meet Keith – Our Recruiting Manager in Austin!

Meet Keith, one of our Recruiting Managers in the Austin branch! Before starting at Hire Up Staffing, Keith was a creative director for over 20 years. One of the work-related accomplishments that he is proud of occurred when he was able to teach dance to children in Japan with a language barrier. Now, one of his goals is to become a significant role and asset to the company and become financially free!

Keith is excited to work at Hire Up because he loves the idea that he will change people’s lives. When he is outside of the office, you can find Keith shopping, relaxing at home, bowling, spending time with his daughter, and traveling.

An Employer’s Counteroffer: Too Little, Too Late?

Lauren Milam

Regional Vice President – West Coast

Hire Up Staffing & Healthcare

April 5, 2022

Why You Should Think Twice About Accepting Your Employer’s Counteroffer When Giving Notice

It is not unusual, especially in today’s market, for employers to offer you more money to stay when presented with the news you are leaving. As tempting as dollars or additional rewards can be, it is important to remember why you chose to consider other options in the first place. This blog will identify ways to remain true to your needs and desires and avoid the temptation of hasty enticements.

When is a counteroffer too late? A counteroffer may be too late if:

There is No Room for Growth.

If you have already had conversations with your leader(s) about your desire for growth and nothing actionable came of it, it may be too late for them.

Being upfront with your employer about your career aspirations is important, and it is ideal to have this conversation well before you give up and begin looking for other opportunities. Allow them the opportunity to collaborate with you on a career plan. Share your career goals and ask your leader(s) what you can work on to get there. Based upon their feedback, set goals for yourself, and ask for their support with check-ins on your progress.

However, if you have already done this and there is little movement, that counteroffer might be too little, too late.

Your Values Do Not Match with those of the Company.

The idea of a counteroffer may seem tempting. Many would agree that extra cash for a job you know how to do inside and out is ideal. However, if one of the reasons you were looking elsewhere is because your personal values are not in line with that of the company, the money may not be worth sacrificing your integrity. If there are ethical or moral issues at play, those will not go away just because the dollar amount on your paycheck increases. This proves that the counteroffer might be too little, too late.

The Company Culture Has Changed since New Leadership, and/ or You Feel Uneasy about the Direction of the Company.

Change can be hard, and it takes time to adjust and accept new ways of doing things. However, if you simply cannot buy into the changes, it is time for you to move along. An offer of more money does not change the fact that you are not on board with the changes long term. In a recent SHRM article, Toxic Culture Top Reasons People Quit, Roy Maurer writes, “having a healthy culture is 10 times more important to employees than pay.” Is that true for you? If so, that counteroffer is too little, too late.

You Do Not Feel Respected by your Boss.

The saying, “people don’t quit jobs, they quit people,” is true. If your current work environment is one in which you do not feel respected or valued for your contributions, it is time to find another environment with leaders that do. A counteroffer to work for a boss that does not respect you means that the offer is too little, too late.

Accepting a counteroffer for more money, coincidentally, often comes at a price. Many are faced with this decision at least once in their professional life. Those who end up taking the counteroffer, often realize soon after that the money simply served as a pair of temporary blinders and their core concerns are ever-present. Thomas Davis writes in his Post Grad Survival Guide, “9 out of 10 employees who accept a counteroffer quit within 12 months.”

If the money with a counteroffer is just too good to pass up, and you are willing to overlook the deal-breaking reasons you had when you started looking in the first place…consider this:

Choosing to Accept an Employer’s Counteroffer Can Come with Additional Consequences

Your Employer May No Longer Consider You Loyal.

By providing your notice, the cat is out of the bag. They know you were not happy working for them. They may question your loyalty and wonder how much longer you will stay.

Their Trust in You May Lessen.

After their initial pleasure in winning you over, an employer may feel some sense of betrayal that you were looking elsewhere.

Your Performance Expectations May Change

Given the additional dollars you are making, there may be additional expectations of you, your work, and the number of hours expected from you.

Your Coworkers May Feel Cheated

If those working around you catch on that you were quitting and now you are not, they may put two and two together. Resentments can build in workplaces where coworkers interpret preferential treatment.

Bottom Line: Be True to YOU.

No one is going to know what you need to do any better than you do. Stay true to your wants and desires and stick to the course. Do not allow temporary incentives, like a counteroffer, to deter you from a happy and fulfilling career.

Somewhere deep within a counteroffer is an ugly truth, and that is…your employer may value what you can do for them and not want you to leave. However, they also are not interested in doing the work necessary to keep you in a meaningful way, nor are they interested in doing the work to find your replacement. It can be easier to throw money at the problem, rather than any arduous work on their part.

When dealbreakers present themselves and you begin to look for another opportunity, do not lose sight of your WHY. Why were you looking in the first place? What is most important to you?

If offered a new opportunity that seems to fit within the parameters with which you were seeking: more room for growth; a culture more aligned with your personal values; a fun and engaging work environment; a more respectful leader— follow that path! Chances are your future employer is seeing potential in you that your current employer does not see. Step out of your comfort zone and step into getting what you know you need for your professional growth.

Not sure of your next career move? We can help! Call our office to make an appointment with a recruiter. Our team of professionals can assist you with finding an employer that best aligns with your values and a position that complements your expertise. We are connected with the best of the best and employers within a multitude of industries near you.

Let us help you!

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There is no doubt that 2021 brought forth opportunities with which 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!

Toxic Culture Top Reason People Quit (shrm.org)

Why You Should Never Accept a Counteroffer from Your Job | by Thomas Davis | The Post-Grad Survival Guide | Medium

Why You Should Never Accept A Counter Offer When You Resign (forbes.com)

Lauren Milam, Regional Vice President – West-Coast | April 5, 2022

As the Regional Vice President of the West Coast operations, Lauren focuses on the development of each Hire Up team member and office to ensure they have the tools and ability to meet the needs of all the clients and candidates. Lauren’s vast experience in the staffing industry and her passion for people, results, and success is what drives her daily. This experience includes leadership, management, employee development, sales, marketing, recruitment, client retention, and candidate retention. Her goal is to ensure every client and candidate receives excellent service through every aspect of the process. Lauren would love to speak with you so she can help your business reach new heights.

Meet William – Our Recruiting Manager in Houston!

Meet William, our Recruiting Manager in the Houston branch! Before starting at Hire Up Staffing, William was a lifeguard, coach, swim instructor, and worked in sales. A work-related accomplishment that William is proud of is being a successful coach and role model in a young career. Now, one of his goals is to become indispensable for a company that he values.

William is excited to work at Hire Up Staffing because of all the new opportunities that will come his way. When he is out of the office, you can find William listening to music, reading, writing, exercising, and being outside.

Meet Monica – Our MA Major Accounts Manager!

Meet Monica, the Major Accounts Manager in the Major Accounts branch! Monica was previously the Human Resources Associate at a food, beverage, and spirit manufacturer. She was responsible for all the recruiting, on-boarding, filing, employee concerns, investigations, and benefits of the company. Monica’s work-related accomplishment that she is proud of occurred when she worked in Admitting. She was the top cash collector for the majority of the time she spent working there.

Now, Monica is excited to work at Hire Up Staffing because it will be an excellent opportunity. Everyone in the company has been amazing and the atmosphere feels great. Some hobbies Monica likes to do in her free time include karaoke, reading, and shoe shopping. A fun fact about Monica is that she knows all the words to almost every song!

Meet Sonya – Business Development Manager in Bakersfield!

Meet Sonya, the Business Development Manager in the Bakersfield office! Sonya gained experience working in sales in wholesale giftware and home decor and ended up loving it! A work-related accomplishment that she is proud of is always reaching her sales goals and exceeding them.

Now, she is working at Hire Up Staffing and is excited to learn about a new industry and excel in a new environment. Her new professional goal is to make the Bakersfield office the best office in the company! When Sonya is out of the office, you can find her traveling with her fiance and family.

5 Reasons to Partner with a Staffing Agency

Lauren Milam

Regional Vice President – West Coast

Hire Up Staffing & Healthcare

February 18, 2022

Many business professionals have experienced the benefits that can come from partnering with a reputable Staffing Agency. In today’s competitive candidate market, recruiting, hiring, training, employee engagement, and retention has never been more important. If your organization is struggling with recruiting these days, you are not alone. You are not alone two-fold:

You are not alone in the struggle, as many organizations are feeling the pain of recruiting, hiring, training, employee engagement, and retention.

And, more importantly, you are not alone when it comes to the support available to you within a staffing partnership.

My team and I have witnessed firsthand the impact the current market has had on employers around the country. Here are 5 of the Top Current Struggles for Employers and the 5 Corresponding Reasons to Partner with a Staffing Agency:

Current Employer Struggle: A loss of hiring muscle.

The job market has shifted to a Candidate’s Market. Gone are the days when you would post a job online and receive a flood of applications overnight. This candidate market is much more passive than the days when employers had the job market’s upper hand and hiring muscle. This shift in position means that candidates now simply post their resume online and wait for companies to call them. This places more time and work on the employer, resulting in recruiting process delays, which can mean once the candidate has been contacted by you for a screening interview, they have already found another job. Employers are now faced with having to actively recruit and source to find the best available candidate for the job.

Staffing Agency Solution: Let us be your extra hiring muscle. When you partner with a staffing agency, like us, we serve as experts within your individual market. An experienced recruiting team knows your industry and your local job market and can assist with matching you with pre-qualified and screened candidates ready to work at a moment’s notice. More hands-on-deck means more candidates at your fingertips.

Current Employer Struggle: It takes TIME to actively recruit.

Because of the shift in the job market, it takes much more time for organizations to find the right employee. Hiring Managers, Human Resources Reps, and Supervisors have their everyday jobs to do, and now, in this market, must also find the hours needed to actively source and find candidates for their organization’s current job openings. Most people within these positions do not have the time to do that, as they are both full-time jobs. If you are spending hours looking at resumes and interviewing, which parts of your primary job are being neglected?

Staffing Agency Solution: Sourcing and interviewing IS the full-time job of a staffing company, like ours – let us save you time!

Current Employer Struggle: It takes MONEY to spend the TIME to actively recruit.

The hours it takes to create a job posting, wait for applicants to submit their interest, then scan through and pre-screen these candidates, only to often find they are no longer interested, takes time—YOUR time. As you know, YOUR time = money. Also costly, are job posting sites and other tools many organizations use to find candidates. Resume databases and job posting sites are not cheap.

Staffing Agency Solution: With saved time, comes saved money. The cost of using a staffing company ends up saving your organization money because skilled recruiters serve as experts with expert tools and resources. This allows for faster sourcing and fewer hours wasted trying to source on your own.

Current Employer Struggle: Old Recruiting Methods No Longer Produce the Same Results.

What used to work for employers when recruiting is not as effective now. This has created more time and trouble for organizations trying to find the solution to their current staffing concerns. In addition to the time and money needed to attempt to solve this issue, results are still elusive.

Staffing Agency Solution: A strong Staffing Agency, like ours, has access to more candidates—and more importantly, quality candidates. Staffing companies have partnerships and access to most, if not all, job boards and resume databases out there, giving us access to more candidates than other companies. With access to more, we have a better chance of finding your star employee!

Current Employer Struggle: All the extra work necessary to interview, hire and train, and then…what if this hire does not work out?

Staffing Agency Solution: In addition to finding your perfect candidate faster when using a Staffing Agency, there are so many other things that a staffing company will take off your plate. Our Staffing Agency offers the following advantages for our valued clients:

Completes all pre-employment backgrounds and screenings
Processes payroll
Covers payroll taxes
Covers workers compensation, as the candidates go on our policy
Covers paid sick leave
Covers health benefits
Will cover unemployment if the candidate doesn’t work out
And, as an Added Bonus: Using a staffing company allows you to “try out” an employee for around 90 days to ensure they are a great fit for your company before you hire them as a permanent employee

There are many reasons to partner with skilled experts, especially when it comes to your Employment and Recruiting practices and strategies. Seeking supplemental support for something as important has your hiring needs is a decision worth considering. A partnership with a staffing agency does not need to be a lifelong commitment. This is an unusual time for employers. This type of partnership can be a helpful guide through uncertain times like these.

Staffing agencies like ours wake up every day with our clients in mind. We stay on top of industry trends and utilize our expert tools and resources to best support organizations just like yours. Partnering with a staffing agency allows you to work side by side with recruiting experts. These experts will support you and share their knowledge, educating you and your team with tricks of the trade to help you better understand the current market and evolve your organization’s recruiting practices for the future, and beyond your current need.

Not sure where to start? Call us!

Let us get to know you and where your organization is in most need of support. We can offer suggestions to help to ease your immediate recruiting burdens and create a plan for your recruiting needs into the future. Or, if you would prefer to resume your recruiting efforts once you have a stronger footing, we can help you get there as well. Together, we can come up with a plan to save you and your organization time and money, while providing you with qualified and quality candidates who want to work.

Partner with us!

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Lauren Milam, Regional Vice President – West-Coast | February 18, 2022

Meet Victoria – Our Recruiting Manager in DFW!

Meet Victoria, one of the Recruiting Managers in the Dallas/Fort Worth branch! Before starting at Hire Up Staffing, Victoria gained experience working in sales. While working in sales, she accomplished reaching her weekly quotas and going above and beyond. Now, Victoria has a goal of making sure that she will make it to the top of the company and become a top producer! A piece of advice that she received and has been with her throughout the years is that the mind is more powerful than people think it is. Stay positive, disciplined, and watch your life change. It starts with you.

Victoria is excited to work at Hire Up Staffing because she sees all the new opportunities and growth within the company. When she is outside of the office, you can find her working out or taking care of her children.

Empathy in the Workplace

Leah Perez

Vice President of Major Accounts

Hire Up Staffing & Healthcare

2/4/2022

Empathy. What is it? According to the Cambridge Dictionary, empathy means: “the ability to share someone else’s feelings or experiences by imagining what it would be like to be in that person’s situation.” But is there more to it than that? Psychologists have identified three types of empathy. Do you know what they are?

Emotional Empathy: This level of empathy occurs when one can experience another’s emotions with them, as if it were contagious. Think of this form of empathy in line with sympathy pains. This can be difficult to regulate, as some people feel as though they take on the feelings of another.
Cognitive Empathy: This type of empathy does not necessarily conjure an emotional response but more of a cerebral analysis or understanding of why a person thinks and feels the way they do.
Compassionate Empathy: Author Daniel Goleman defines compassionate empathy as a way in which “we not only understand a person’s predicament and feel with them, but are spontaneously moved to help, if needed.”

History might not have considered empathy as an essential skill in the workplace, however, the need for empathy has since taken center stage. By most accounts, empathy is the #1 soft skill required in the workplace these days, from both an employee and leadership perspective. How can we create a safe place for empathy in the workplace?

Here are tips and tricks to creating an organization that fosters empathy:

Remain Open: Demonstrate an openness in body language and communication style. Show you are flexible with change and interested in those around you. By showing a consistent level of genuine curiosity and concern for those around you, you are likely to build a foundation of trust. Another component to remaining open while building trust, is when leaders can show vulnerability. John Scorza, author of SHRM article, Drive Innovation with Psychological Safety, writes, “When leaders admit that they don’t know something, this micro display of humility encourages others to follow suit.” Vulnerability and humility allow for a deeper level of openness and serve as powerful traits of the best people leaders.
Psychological Safety: Trust helps to establish psychological safety within the workplace. This may be one of the most important aspects to a great organization. When a company has a culture that promotes psychological safety, people are more inclined to speak up; they feel safe to do so. John Scorza, author of SHRM article, Drive Innovation with Psychological Safety continues, “Psychological safety is a feeling that you are able to speak up, ask questions, seek help and acknowledge mistakes.”
Listen: Sounds easy enough, although most people struggle with active listening. You can evaluate your active listening skills by simply listening for silence after someone has finished speaking to you. If you are comfortable with silence in between the dialogue, it can show that you are processing the information shared with you. If you are quick to reply, and do not allow for any silence before speaking, ask yourself, “Was I really listening to what was being said, or was I simply waiting to talk?”
Do Not Try to “Fix” Anyone: When someone comes to you with a problem, it is often enough simply to be a listening ear or a shoulder to cry on. Avoid trying to fix the person or their problem unless they expressly ask for your advice.
Do Not Assume You Know the Details: If you notice someone appears to be struggling, or upset, rather than assume what is going on with them, ask questions. Talk with them, hear them out and do not assume to know why they appear to be having a tough time. By taking action and starting a conversation, you show you care. Feeling seen all on its own may help them with feeling better.
The Little Things are BIG! Maya Angelou’s famous quote, “…people will forget what you did, but people will never forget how you made them feel,” applies here. Small gestures can mean so much: a smile, a wave, holding the door open for someone, providing a quick a shout out… always remember that the little things go a long way. Showing you care is not about grandiose gestures but small ways to demonstrate you see and value them.
Make Team Building a Priority: Whether you are initiating a quick chat over coffee or gathering the team for a huddle when celebrating an office birthday, take the time to stop and talk. Engage with your team, get to know your coworkers. Work to build connections with those around you and create new and unique opportunities for teams to work together and forge new working relationships.

Creating an empathic workplace is one that fosters open communication, trust, and psychological safety. Knowing how to be empathetic can not only improve your communication in the workplace, but it has the power to create and sustain positive relationships, making for a stronger, more enjoyable, and more productive workspace.

Would your organization benefit from additional support with building and sustaining an empathic workplace? Looking for leaders and employees who exhibit strong and important soft skills like empathy? Let us help! Our team is capable and ready to serve.

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Drive Innovation with Psychological Safety (shrm.org)

Leah Perez, Vice President of Major Accounts | February 4, 2022

As the Vice President of Major Accounts, Leah focuses on the national level clients. Leah has over 16 years of recruiting experience in various industries from medical/clinical to administrative/accounting, all of which has launched her to being one of the most well-respected staffing leaders in California. Clients and candidates would describe her as urgent, ethical, and most importantly she takes the time to understand her client’s needs so she can properly assist them. Leah would love to speak with you so she can help your business reach new heights.

Meet Dana – Our Business Development Manager in our DFW branch!

Meet Dana, the Business Development Manager in the Dallas office. Before Dana started at Hire Up Staffing, she gained experience working in sales at her grandparent’s small business. She grew up listening to her grandmother telling stories and relating to people, and now she does the same. Dana has worked in both inside and outside sales, but says working in outside sales is her favorite. The best advice Dana has ever heard and would share with others is not to bring the office home with you. If you are having a bad day, your customers may feel that vibe and think you are covering up something about the company.

Dana is excited to work at Hire Up Staffing because she loves staffing and being able to help customers. She also thinks Hire Up is an excellent company to work for with great ratings and great people. When Dana isn’t in the office, you can find her spending time with her friends and family. It doesn’t matter if the adventure includes the lake, riding motorcycles, side by side, or RV camping because Dana is always in the middle planning with a fun theme.

The Great Resignation? More like The Great Reshuffle

Chris Rogers

Regional Vice President – Mid-West

Hire Up Staffing & Healthcare

January 11, 2022

The Great Resignation is a term often associated with a May 2021 Bloomberg Businessweek article featuring Texas A&M Professor and organizational psychologist, Anthony Klotz. In this article, Klotz offers a foreboding quote, “the great resignation is coming.” He cites the reason for this as experiences of “pandemic epiphanies—about family time, remote work, commuting, passion projects, life and death, and what it all means—that people can turn their backs on the 9-5 office grind.”

While there could be truth to the varying “pandemic epiphanies” American workers may have experienced, industry experts believe the movement seen in 2021 is more aptly referred to as The Great Reshuffle. What we have seen from a staffing perspective is that many blue-collar workers switched to better jobs in industries that are raising wages to grab new employees as fast as possible. This move is much more of a job hop, or a job shuffle, and less about a mass exodus out of the job market itself by way of resignations.
One way of interpreting these “pandemic epiphanies” could simply be that a large majority of American workers elected to reevaluate their work lives and use the pandemic as a launching pad into positions they were more interested in or that would allow for more freedom. Such freedoms likely to entice the average American worker include a better schedule that accommodates family needs, more money, or a position that better aligns with their passions and interests.

The dictionary defines reshuffling as a verb meaning to arrange or organize anew. The best advice to employers currently is to recognize ways to shuffle out old standards or policies that do not support the freedoms employees crave. Identify areas of opportunities within your organization and find new ways to re-energize old ways of doing things.

Work to become a stronger employee advocate and be consistent in your efforts.
Consider ways to offer additional scheduling flexibility to accommodate for the changes families have had to make since the pandemic.
Conduct a wage survey to see how your compensation measures up to others in your area and similar industries.
Identify mentoring opportunities to allow current employees the chance to learn new skills that may better align with their own passions and interests.

Follow the reshuffling trend and take the lead to arrange or organize anew within your employee engagement practices.

2021 placed job seekers in the driver’s seat and they used the free agency found within this candidate-driven market as fuel to get them onto new roads. These new roads prove that new ways of doing things can create new results. Change can be upsetting, however, when learning to roll with The Great Reshuffle, how you choose to play your hand is as important as ever.

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Quit Your Job: How to Resign After Covid Pandemic – Bloomberg

Chris Rogers, Regional Vice President – Mid- West | January 11, 2022

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.