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Job interviews bring a range of emotions, from being ecstatic for getting it scheduled to terrified of going through with it. The days leading up to it can be filled with both preparations and anxiety. While you consider your outfit and your answers, try these three ways to mentally prepare yourself for your next interview.

Rid yourself of the negative.

It’s common in your worry to be overcome with negative thoughts and emotions. Your self-talk can turn from encouragement to doubt, telling you there’s no way you’re good enough to get the job. The level of intensity can vary, but if your brain is telling you anything that will hold you back, you need to get rid of it.

Whether you decide to journal out the negativity and confront it that way or speak them aloud to a trusted friend or counselor, make sure they aren’t simply brewing in your head. The longer you listen, the more you might start to believe, making you defeated before you even show up to be interviewed.

Practice makes perfect.

You can’t know what the interview will hold, but you can try to visualize it in practice. Use your past experiences and resources from the internet to assemble a mock interview structure, either mentally or on paper. Run through it and practice until you feel prepared.

In doing this, you’re giving yourself a sense of control over a situation you can’t control. You’ll become more confident in your answers and feel like you’re walking into something you’ve done before when you enter the interview room.

Try and relax.

Ultimately, you need to find ways to help you calm down. All the practice and ridding yourself of the negative in the world can’t save you if you can into the interview as a jumble of nerves. Being prepared helps, but it can’t erase the stress and anxiety from being in the situation.

Focus on your breathing and practice new techniques that can calm you down when the anxiety levels begin to build. This way, you’ve practiced techniques that work, and you can carry them confidently into the interview.

Take the next step in your job search.

Before you can nail the interview, you need to find the right job! Workbox Staffing is here to help. Our unique approach to staffing means we offer more than the other companies and can help place you in the office, warehouse, manufacturing, and light industrial jobs perfect for you. Search our job board today to see the available opportunities!

When you need additional support, but you can’t or don’t want to bring on additional full-time employees, you can choose part-time staff. These employees are there to provide the help you need when you need it, without becoming a long-term burden. While they can be a gift, they bring their own management challenges. Here are five strategies to help you manage your part-time employees.

1. Don’t view them differently

Even though an employee isn’t part of your permanent, full-time staff doesn’t mean they don’t have value. Treating them differently, or like they’re second to the rest of your staff, can cause problems. Always keep the mindset that they’re there to help your company, just like everyone else, and you’ll maintain much better relationships.

2. Give them a job to do

There’s a temptation when you bring on part-timers to just send them wherever you need help, but this can hurt the quality of your hires and the work completed. The work may not be full-time, but you still need someone with the right skills and experience. Write an actual job description and hire a person to do that specific job.

3. Attach them to specific projects

While the work is specific, they don’t necessarily need to be aligned with one department (role dependent). Sometimes, it might be wiser to bring them on for a job on a specific project where they’ll work cross-departmentally and potentially more productively as a result.

4. Meet with them

As a manager, you should take time to meet with everyone on your team, including part-time workers. In these conversations, you can find out how the work is going, how they’re adjusting, and anything you can do to support them in their role. By taking this time, you’re developing a better relationship and they’ll feel more dedicated and like they’re a real part of your company.

5. Include them during relevant meetings

Like earlier points is the fact that they need to be included in all relevant staff activities, regardless of status. When you don’t invite them, especially to a meeting related to their work, you’re sending a negative message to both them and the team, like they don’t really belong.

Let Workbox do the heavy lifting for you

When you need extra support in your office, light industrial, warehouse, or manufacturing setting, look no further than Workbox Staffing. We’re an employment agency with your mind, dedicating our work to finding the right employee for you – not just a body to fill the void. Through thorough vetting and thoughtful hiring, we make sure we’re delivering the right candidates every time. Call or stop into any of our locations to get started today!

As an employer, you know how detrimental turnover can be to your company. You don’t want to lose employees, but you aren’t sure of a magic formula that can make them stay. While there isn’t a secret key to keeping them and occasionally some will leave, there is an easy imitative that can reduce turnover: employee appreciation. Here are 10 ideas your staff will enjoy to get you started.

1. Thank you notes

Sometimes the simplest solution is one of the best. When your employee deserves thanks, don’t just say it or shoot off an email. Take the time to specifically acknowledge what they did in a handwritten note. It may be more old fashioned, but your employee will appreciate the effort.

2. Celebrate birthdays

This is a great way to bring your team together, provide them with a treat, and make sure they know they’re noticed. Depending on your team size, you can do it individually or monthly, just don’t forget the card!

3. Peer-to-peer recognition

Appreciation doesn’t need to come from only the top. Give your team a way that they can celebrate each other.

4. Team recognition

You want to acknowledge individuals, but you don’t want to neglect the efforts of a team. Celebrate and recognize their milestones and what they’ve been able to accomplish. Not only are you encouraging them, but you’re also providing insight for other teams to learn more.

 5. Surprise treats

Birthday celebrations are a must, but there’s also value in a surprise treat in the breakroom from time to time just to say thank you and I appreciate you. Think about donuts, bagels, pizza, cookies, or anything else your staff will enjoy.

6. Acknowledge anniversaries

Don’t let a work anniversary pass without at least saying something to an employee. Even if it’s not a major milestone, just a simple congrats and thanks will let them know you see them.

7. Staff lunches

Take the time to have lunch as a staff, whether it’s on-site or off. This is a great way to bring people together, reward your team, and get to know them better.

8. Additional training

Investing in their professional development is an excellent way to show your employees they’re appreciated. You’re telling them they’re worth the investment.

 9. See what they do outside of work

Celebrating accomplishments on-the-job is important, but don’t forget to see what they’re doing outside the office. Whether it’s volunteer work or personal accomplishments, pay attention and let them know you value all they contribute, not just what happens inside your company.

 10. Mentor programs

Similar to training, setting up mentor programs is a way to help advance careers. If you start by pairing new team members with seasoned leaders, you’re already showing appreciation from day one.

Workbox Staffing is your employment agency

We can find you highly qualified employees in industries like manufacturing, office and admin work, light industrial, and warehouse operations. Find a location near you to get started today!

 

When you’re ready for a new job, it can be tempting to just blast your resume out everywhere and hope for the best. This tactic seems wise because you’re giving yourself a lot of opportunities, but in reality, you could be wasting time and missing the right jobs. Here are a few ways to fine-tune your job search and give yourself the best chance at finding the perfect role for you.  

Match Your Background and Interests 

This seems obvious, but when you’re desperate for something new, it’s easy to compromise both what you can do and what you want to do. In order to find a role that truly works for you where you will be content, you want to make sure you’re qualified and actually want to do the work.  

Take some time to consider what you’ve done before, what you can do, and what you want to do. Use that as your guide when go through job posting to give you the best chance of connecting with an opportunity that will work for you.  

Network as Much as You Can 

Both online and in-person networking can help lead you to the right role. You never know who you’re going to meet and what connection they have and how that might get you an interview at your dream company. Find events in your area created for professionals in your industry or even just a general networking opportunity.  

Find people on LinkedIn that have a job you’re interested in or work at a company of interest to you. Don’t just add them to your network – start a conversation so you can learn more about what they do and how they like their roles. Not only are you growing your professional network, but you’re also growing as a professional.  

Work With a Staffing Agency 

Ultimately, one of the best ways to connect only with jobs that meet your skillset and interest is to have the help of a recruiter. They’ll know your field almost as well as you and work to connect you with the perfect opportunities. Plus, they’ll know about jobs you’ve never even seen, giving you an edge in your search.  

If you’re looking for a career in manufacturing, warehouse operations, light industrial work, office or administrative help, then Workbox Staffing is the employment firm for you. We’ll pair you with a personalized career coach to make sure we know exactly what you can and want to do and work hard to make your dream a reality. Find one of our locations near you to get started 

It’s normal to dislike delivering bad news. Most people don’t delight over the fact that they get to reject someone. During the hiring process, you’re likely to encounter some amazing options and some that aren’t so perfect. After everything, you can only hire one which means you have to say no to everyone else.

Even when the internal ‘no’ comes easy, you still don’t relish the prospect of potentially crushing a candidate’s dream. Instead of avoiding the responsibility, because you should be telling a candidate they didn’t get the job, here are three tips to help make rejection easier.

1. Start with generic emails to first-round cuts

These are the applicants who didn’t make it to the interview stage. These emails often get sent late in the game, leaving job seekers wondering about the status. They may even follow-up directly with your company to see what’s happening.

Instead of leaving them hanging, send a prompt rejection email where you thank them for the application, acknowledge their accomplishments, and explain other candidates fit the position better. The goal is to let them down without making them feel inadequate.

2. Send personalized emails after first interviews

While the first rejection email can be automated, you want a more personalized approach for those who don’t advance to round two of interviews. They’ve taken the time to come in and interview and have a right to an email that is written for them.

Try to include some detail that makes it clear you didn’t simply send the canned response. Even if it’s only a few changes, this is a better approach to letting them know you valued their time and experience, even though they ultimately weren’t the right choice.

3. Finish with phone calls

Once you’ve advanced past the first-round of interviews, you want to reach out directly by phone to each of the candidates who aren’t getting the job. This is about more than being considerate-you want to maintain a good relationship with these candidates.

Even though they weren’t your final choice, there was a reason they advanced as far as they did. Give them a call and explain what happened and let them know, if it’s true, that you’ll keep them in mind for future opportunities. This way, you’re building a pipeline of potential candidates instead of burning bridges.

Let Workbox Staffing do the heavy lifting for you

We know how stressful the job search can be, from screening to interviewing to rejecting. When you partner with Workbox, we take on the bulk of the responsibility and just leave the decision-making to you. Our mission is to provide you with qualified and productive employees. Find a location near you today!