06 December 2010
As we gear up for a great 2011, we are adding key people to our team. I would like to introduce three team members that joined us most recently:
Robert Walker joined as a Business Development Manager. He is located in Dallas and has extensive creative staffing experience both in DFW and nationally. Broad experience across multiple industries including healthcare, finance, pharma and retail. - Robert.Walker@paladinstaff.com
Pam Maret is our new Regional Manager for Paladin NYC. Pam was a top producer for a competitor before relocating from Charlotte to New York. Prior to entering the staffing industry, Pam was a Manager and sales executive in corporate advertising. - Pamela.Maret@paladinstaff.com
Don Schneider has joined as an Executive Recruiter. He will focus on senior level direct-hire roles in Marketing, Creative and Communications fields. He has over 15 years of experience in marketing managing account, creative and production teams on both the client and agency side. - Don.Schneider@paladinstaff.com
We are excited to provide Robert’s, Pam’s and Don’s expertise to you, the Paladin community. We believe that they will be invaluable partners to clients and candidates.
Please join us in welcoming all three to our team. And look forward to more new talent to join Paladin as we grow in 2011.
09 November 2010
I’ve just returned from a managers meeting at our corporate HQ. While there, we covered lots of the topics expected - sales, management, hiring, best practices, how to grow and mentor a team etc. But one of the most surprising topics covered was - vacations.
I am one of those managers who is guilty of putting off vacation time until the end of the year and then not being able to use it. l do like folks that put in tons of hours and are fully engaged in their roles at work. But also I have also seen the effects of burn-out. I have learned over time - that taking time off is, in fact, an important element in keeping employees performing at their best. So I thought I would share the research finding I received from our communications team.
If you’ve been handing out an unspoken pat on the back to employees that work more than 40 hours each week and rarely take vacation, you’re likely not alone. According to the American Workplace Insights survey conducted by Harris Interactive:
It’s time to rethink your strategy. All work and no play may or may not lead to dull employees, but it will directly and negatively impact your bottom line. The following are a list of eight reasons to encourage your employees’ regular use of paid vacation:
Put a cap on accrued vacation payables. When an employee’s unused vacation time is allowed to accrue for an extended period of time, employers are left holding the bag if that employee leaves the company or suddenly decides to take many weeks at one time. A “use-it-or-lose-it” policy encourages employees to use their earned vacation time within the calendar year, and protects your balance sheet from an unlimited or unexpected payout.
Rested workers result in reduced premiums. The hallmarks of workaholism include fatigue, poor health, and stress, all of which lead to an increase in worker’s compensation and health insurance costs. Keep your employees healthier and safer while minimizing the premiums you pay, by enforcing necessary breaks in engagement and regular time off.
Increase output with higher productivity and accuracy levels. Studies have shown that productive, successful employees are those who take vacation and occasional time off to relax, rejuvenate and refresh. Upon return from vacation, their renewed sense of drive and determination can provide both short-term and long-term boosts in productivity. Additionally, the necessary rest and replenishment will help them avoid costly mistakes, which overworked employees are more apt to make.
Employees that get away are more likely to stick around. When you consider the total cost of recruiting, hiring and training new employees, turnover expenses can be devastating. Help improve employee morale when you facilitate, and even encourage, employee retention through the use of vacation time and an environment that supports employee-centered work hours.
A change of scenery promotes ingenuity. Hum-drum routine rarely leads to inspired thinking. When on vacation, we often find ourselves in a new environment, and going through different routines. By being forced to behave and think differently for a period of time, we gain fresh perspective, creative inspiration, and new ideas. It is impossible to put a dollar value on the innovation and ingenuity that will result for your company when you encourage your employees to take vacation as a sabbatical.
Happy employees minimize risk and adversity. The ever-elusive office culture – you tout it to recruits, but do you really understand its value? Overworked employees are cranky employees, and are often the cause of infighting as well as office politics. They are more likely to berate their boss, resent coworkers that don’t work as hard as they do, and even resent the job itself. Your entire office, and its work product, suffers the effects of an overworked employee. You can prevent unnecessary crankiness on your team by simply making it clear that working long hours and foregoing vacation are not the way to get ahead.
Reduce unplanned outages. Overworked employees may take fewer vacation days off, but the tradeoff is that they likely will require more sick days. Additionally, if your employees are nervous about how you will react to their vacation request, they will be more likely to procrastinate – leaving little time for a back-up plan – or even play hooky. Conversely, employees who feel open to use their vacation time at their discretion will more proactively plan for their outages and have fewer sick days. Foster an environment that supports your employees’ efforts to balance work and their personal lives through paid time off, and the result will be loyal employees that won’t leave you hanging.
Detect and deter fraud by interrupting individual controls. According to the Association of Certified Fraud Examiners’ (ACFE) 2010 Report to the Nations, a typical organization will lose 5% of its annual revenue to occupational fraud and abuse. Fraudulent behavior often requires complete control over an activity by one or more persons to cover up the paper trail, and is difficult to maintain while out of the office for a week or more. In fact, refusal to take vacation was one of the key red flag behaviors identified by the ACFE in their study. While the reality of these statistics is unpleasant, companies must acknowledge the need for a required vacation policy to help detect, and ideally deter, any existing or potential fraudulent behavior.
31 August 2010
We have the pleasure of welcoming our newest addition to the Paladin Team and the new voice of Paladin - Cindy-Lee Pijoos. Cindy is taking over my role as Recruitment Coordinator. She will be the point person for our working Associates and initial inquiries from Candidates and Clients.
Cindy’s story about finding Paladin is a classic case study for how social networking can help you find a job. Recruiters, mentors, bloggers, and even Forbes continuously buzz about personal branding and networking through online communities to find a job. After reviewing Paladin’s postings online, she contacted me through a direct message on Twitter. Her social media savvy gained her an interview, and her experience and professionalism won her the role.
Cindy graduated with an integrated marketing communications degree in PR. She comes to us originally from Cape Town, South Africa and has lived in various cities before settling in Chicago. She thoroughly enjoys volunteering, cooking, and networking - so be sure to introduce yourself at the next event.
As we welcome Cindy as the new face and voice of Paladin, I am personally taking the next step in my career. I have recently accepted a position in social media, which will be a new challenge I am very excited to take on. My passion for interactive, online marketing has spooled through my experience at Paladin. I am happy to have had a chance to hone my social media experience in my Paladin role and look forward to staying a part of the extended Paladin family!
14 January 2010
You know that the time will come when the “employer market” will change back to a “candidate market”. My friends, that day is fast approaching! For those of us who went through this cycle in the 90s (yes, I was there), it was a great time for qualified talent to make a change but not so good for companies who had invested thousands of dollars and years into cultivating the talent. Firms were often in bidding wars over candidates and many times there would be 2-3 offers up for consideration. Sign on bonuses, relocation packages and stock options were commonplace, not the rare exception.
There are some basic steps you can take as an employer to solidify your relationship with your employee so you don’t find yourself looking for help when you didn’t see it coming.
- Make sure your employee knows where they stand in your business. Tell them how you feel about them. Show them they matter in their pay, benefits and involvement in the decisions of the business.
- Be flexible with things like time off, work hours and virtual work when possible. Today’s workplace has changed dramatically and employees are juggling much more in their schedules and the employers who offer the most flexibility will grab more of the top talent.
- Don’t try to play the bidding game with an employee who is already looking on the outside. If they matter to you, counter quickly and decisively if necessary but be willing to let them go their own way. If their decision to leave is all about more money, the desire to get more will continue to be there.
- Promote your best people and give them a clear career path that is set in your firm. People who have been patiently waiting through the Recession for those long ago promises will not be so patient moving forward.
As a candidate looking to make a change there are also key factors for you to keep in consideration.
- Have your resume always up-to-date and references available. Some jobs will appear out of the blue and you don’t want to keep a potential employer waiting.
- Keep your social networks open and always looking for new potential matches. Remember, other people will have the same idea as you.
- Don’t just “kick the tires” to see what is out there. While as a candidate you might have the upper hand, you can burn bridges and get a bad reputation with recruiters and clients that will spread like wildfire.
The bottom line is that things are improving and the market will be much more competitive for the top talent and keeping the people you already have in place.
Now is a good time to do some “soul searching” and make sure you haven’t capitalized too munch on the current market and irreparably strained the staff relationships that your business needs to continue to be successful.