June 2013 – Trillium Staffing https://pubblog.in.trilliumstaffing.com Your Partner at Work Fri, 16 Aug 2019 16:03:40 +0000 en-US hourly 1 https://wordpress.org/?v=5.0.4 Construction Jobs and Skilled Trades Jobs In Arizona! /blog/construction-jobs-and-skilled-trades-jobs-in-arizona/ Mon, 24 Jun 2013 15:53:19 +0000 /blog/?p=1145 Continue reading ]]> Are you looking for a construction or skilled trades job in Arizona? We may have your job! Trillium Construction Services is excited to announce the opening of our newest location in Phoenix, Arizona!

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As national leaders in construction staffing, our team partners with some of the busiest and most respected contractors in the country. We are excited to announce that the demand coming from these leading contractors has prompted us to open a location in Phoenix!

Our team is now hiring experienced:

  • Journeyman Electricians
  • Electrician Helpers
  • Electrician Apprentices
  • Sheet Metal Mechanics
  • Sheet Metal Helpers
  • Plumbers
  • Journeyman Plumbers
  • Plumber Apprentices
  • Plumber Helpers

If you are seeking construction job in Arizona with great income potential, full time hours including overtime possibilities, and the chance to get a foot in the door with the areas leading contractors; register with Trillium Construction today!

Click here to begin the process!

Want to learn more about how you can gain access to Trillium’s national network of experienced construction workers? Contact us today!  If you are a stand out skilled trades worker seeking short or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide.Trillium is privately owned by Oskar René Poch.

]]> Maintaining A Strong Rapport With Your Staff /blog/maintaining-a-strong-rapport-with-your-staff/ Fri, 21 Jun 2013 12:54:22 +0000 /blog/?p=1109 Continue reading ]]> When was the last time that you connected with your team on an individual level? Do you take time outside of your usual performance review process to acknowledge and connect with them? If not, you should. Maintaining a strong rapport with your staff is a critical part to managing and advancing your team and their efforts.

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A strong rapport with your staff can reveal inefficiencies in the organization, departmental processes, and help to identify issues within your staff that may result in turnover if adjustments are not made. Communicating openly and regularly with your staff also allows for the generation and implementation of new ideas, guidance opportunities, and employee recognition. Not sure where to start or how to fit it in with your other countless duties? Here are a few quick tips:

  • First and foremost you have to make it a priority. As with anything on your to-do list, if you don’t make it a priority chances are you won’t make time to meet with your staff. Mark it on your calendar as any other important appointment and stick to it.
  • Keep it simple. Sometimes informal meetings can be even more productive and revealing than a structured meeting or progress meeting. Step outside of the office to a mutually comfortable setting such as a restaurant or coffee shop and make yourself available and free from distractions such as your phone and email.
  • Prepare for the discussion and remain open minded. Do your homework. Be sure to acknowledge specific accomplishments your employee has achieved since your last meeting. Be open to their feedback, both positive and negative. Often times the best ideas, changes, and suggestions come from those who work in the trenches day in and day out. Remain objective and avoid becoming defensive of any constructive criticism.
  • Make a follow up plan. Did you discuss ideas or changes that may need to take place? Are there things that you may need to investigate further or additional tools that may be helpful to the team? Be realistic and up front with what your team member can expect from you. Give them a timeline in which you plan to consider the points of your discussion and when they will hear back from you. Create an action plan for simple executable items to get the ball rolling.
  • Thank them. Make sure your employee understands that you appreciate them making the time to meet with you and let them know the best times for them to reach out to you if they have things that they would like to discuss further. If your staff feels that the meeting was something done out of obligation rather than a genuine interest in their development at the organization, they’ll be less likely to engage with you in the future.

Even the best leaders and managers can experience failure if they don’t have the support and dedication of a strong team behind them. Keep in mind that every member of your staff brings an added value to your organization and deserves recognition and acknowledgement on a regular basis. For more information on employee recognition, click here.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

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Achieving A Great Work-Life Balance /blog/achieving-a-great-work-life-balance/ Thu, 20 Jun 2013 14:30:58 +0000 /blog/?p=1084 Continue reading ]]> Do you find yourself struggling to find a fair balance between your work and your personal life? You are far from alone. Changes to the traditional workforce following the recent recession, have resulted in employees handling more of a workload than their roles had required in the past.

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Employees who struggle to find balance between their professional and personal lives can suffer from poor work performance, stress, exhaustion, illness, and depression. Often times employees who are unhappy with the balance between their work and personal lives are likely to experience turnover in their careers. Finding a suitable balance for yourself and your employer may be easier to do than you think. Here are a few tips to get you started:

  • Have a clear understanding of your professional obligations. Make sure that you are aware of what your employer expects of you and what they consider as above and beyond. Chances are some of the added stress and responsibilities that you find yourself overwhelmed with are not expectations for someone in your role.
  • Find out what workplace flexibilities are available to you. Does your employer offer flex time? Do they allow employees to work remotely on occasion? Today’s workplace offers more flexibility than ever before. With the technology available, employers are able to allow more staff to work from home with the same capabilities and accountability as working in the office.
  • Determine if you are working as efficiently as possible. Do you find yourself working overtime regularly? Chances are there are process improvements or delegations that could significantly cut down on your need to work over. The average worker spends as much as 28% of their day working on email! Set specific times of the day to check and respond to email, allowing you to be more efficient throughout the day. Unless your role requires you to be available after hours, consider turning off your email on mobile devices during your personal time. Remaining focused on your personal activities during your off time can help you make the most of your down time.
  • Create and maintain priorities for yourself. Realize and accept that you can’t always be involved in everything. Determine work and personal life priorities and create a plan to help you accomplish those tasks before taking on additional obligations. Communicate to those around you that while you’d love to be involved in everything that’s not realistic for you right now, you are setting priorities that will allow you to dedicate yourself to certain important events or projects.

While admitting to yourself and others that you cannot do everything is difficult, the ramifications of a poor work-life balance can be far worse. Be honest with those around you about what you are available for and accept the things that you cannot handle at the moment. Remember to take time for yourself. Most positions provide  vacation or personal time off, taking the time off that you have earned is important and can allow you to return to work refreshed and refocused.

Are you a stand out professional, skilled trades person, or technical professional seeking contingent, temporary, or long term career opportunities?  Visit our job seekers section for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

 

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What Are The Most Popular Interview Questions? /blog/what-are-the-most-popular-interview-questions/ Tue, 18 Jun 2013 19:47:57 +0000 /blog/?p=1074 Continue reading ]]> Most job seekers take the time to mentally and emotionally prepare for an interview. Do you research and prepare to answer basic interview questions? If not, you probably should. Not only is preparation the key to acing an interview, it also is important to fully understand yourself as a potential employee before you can decide what positions or organizations would be the best fit for you.

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Taking the time to practice answering the questions and being fully honest with yourself can prepare you to determine what type of roles may be the best suited for your future career plans. It’s just as important that the career is a good fit for you as it is for you to be the right fit for the company. If you have to lie, deceive, or change your responses to obtain the position; chances are it won’t be the right position for you in the long run. Take some time to review the most popular interview questions and analyze your responses. According to Forbes the most popular interview questions are:

  1. What are your strengths?
  2. What are your weaknesses?
  3. Why are you interested in working for [insert company name here]?
  4. Where do you see yourself in 5 years? 10 years?
  5. Why do you want to leave your current company?
  6. Why was there a gap in your employment between [insert date] and [insert date]?
  7. What can you offer us that someone else can not?
  8. What are three things your former manager would like you to improve on?
  9. Are you willing to relocate?
  10. Are you willing to travel?
  11. Tell me about an accomplishment you are most proud of.
  12. Tell me about a time you made a mistake.
  13. What is your dream job?
  14. How did you hear about this position?
  15. What would you look to accomplish in the first 30 days/60 days/90 days on the job?
  16. Discuss your resume.
  17. Discuss your educational background.
  18. Describe yourself.
  19. Tell me how you handled a difficult situation.
  20. Why should we hire you?
  21. Why are you looking for a new job?
  22. Would you work holidays/weekends?
  23. How would you deal with an angry or irate customer?
  24. What are your salary requirements?
  25. Give a time when you went above and beyond the requirements for a project.
  26. Who are our competitors?
  27. What was your biggest failure?
  28. What motivates you?
  29. What’s your availability?
  30. Who’s your mentor?
  31. Tell me about a time when you disagreed with your boss.
  32. How do you handle pressure?
  33. What is the name of our CEO?
  34. What are your career goals?
  35. What gets you up in the morning?
  36. What would your direct reports say about you?
  37. What were your bosses’ strengths/weaknesses?
  38. If I called your boss right now and asked him what is an area that you could improve on, what would he say?
  39. Are you a leader or a follower?
  40. What was the last book you’ve read for fun?
  41. What are your co-worker pet peeves?
  42. What are your hobbies?
  43. What is your favorite website?
  44. What makes you uncomfortable?
  45. What are some of your leadership experiences?
  46. How would you fire someone?
  47. What do you like the most and least about working in this industry?
  48. Would you work 40+ hours a week?
  49. What questions haven’t I asked you?
  50. What questions do you have for me?

Most often times your gut instinct is the most accurate and true. If you have questions that you struggle to answer, now is the time to identify your true strengths and passions. If you continue to question your responses, consider speaking with someone who is familiar with your work who can share with you an objective opinion. Sometimes we forget our biggest strengths and our greatest assets because they become second nature to what we do.

Keep in mind interviewing can be a difficult process. For more information on interviewing, resume writing, and follow up tips visit our job seekers section.

Are you a stand out professional, skilled trades person, or technical professional seeking contingent, temporary, or long term career opportunities?  Visit our job seekers section for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

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Oil And Gas Industry Jobs On The Rise! /blog/oil-and-gas-industry-jobs-on-the-rise/ Mon, 17 Jun 2013 19:09:56 +0000 /blog/?p=1059 Continue reading ]]> Are you looking for a job in the oil or gas industries? Now is the time! Almost half of the U.S. hiring managers in the industry are anticipating job growth including many full time positions yet this year!

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A recent survey conducted by Rigzone,  reported that more than a quarter of oil and gas employers planned to use more staffing agencies to fill positions in 2013 than they had in the past. Obtaining a position in the oil and gas industry through a construction or skilled trades staffing firm can provide additional security and benefits for an employee. An established construction staffing agency will often provide more overtime opportunities, traveling positions, workplace flexibility, and more job stability as most work with multiple contractors in the industry and can keep tradesmen employed going project to project.

The areas with the most anticipated growth for 2013 in the oil and gas industry include:

Mechanical Engineers

Design Engineers

Petroleum Engineers

Electrical Engineers

Reservoir Engineers

Pipeline Engineers

HSE Managers

Finance and Accounting

Production Engineers

Production Operators

Process Engineers

Heavy Equipment Operators

Refinery Specialists

If you are interested in a new position in the oil and gas industry, now is the time to act! With a larger than usual opportunity for full time positions, these positions will fill quickly!

If you are a contractor seeking to add additional staff, anticipating your future needs sooner rather than later can help you in the search for talent. With approximately half of the contractors in the industry recruiting for the same types of tradesmen and engineers, the top level talent will likely be hired for positions earlier in the season. Also, consider partnering with a staffing firm that specializes in your line of business but services a multitude of positions. Creating and maintaining a relationship with a staffing partner that understands your needs and your company profile without reinventing the wheel each time, will save you a large amount of time and resources.

Want to learn more about how you can gain access to Trillium’s national network of experienced tradesmen and construction workers? Contact us today!  If you are a stand out skilled trades worker seeking short or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

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2013 Health Care Reform Compliance Checklist /blog/2013-health-care-reform-compliance-checklist/ Fri, 14 Jun 2013 20:01:24 +0000 /blog/?p=1011 Continue reading ]]> trillium

2013 Health Care Reform Compliance Checklist

Brought to you by Kapnick Insurance Group

In light of the Supreme Court’s June 28, 2012, decision to uphold the health care reform law, or Affordable Care Act (ACA), employers must continue to comply with ACA mandates that are currently in effect. Employers must also prepare to comply with ACA changes that will go into effect in the future. To prepare for upcoming changes, employers need to be aware of the ACA mandates that will go into effect in 2013.

This Legislative Brief provides a compliance checklist for employers for 2013. Please contact Kapnick Insurance Group for assistance or if you have questions about changes that were required in previous years.

 

GRANDFATHERED PLAN STATUS

A grandfathered plan is one that was in existence when health care reform was enacted on March 23, 2010. If you make certain changes to your plan that go beyond permitted guidelines, your plan is no longer grandfathered. Contact Kapnick Insurance Group if you have questions about changes you have made, or are considering making, to your plan.

  • If you have a grandfathered plan, determine whether it will remain its grandfathered status for the 2013 plan year. Grandfathered plans are exempt from some of the health care reform requirements. A grandfathered plan’s status will affect its compliance obligations from year-to-year.
  • If you move to a non-grandfathered plan, confirm that the plan has all of the additional patient rights and benefits required by ACA. This includes, for example, coverage of preventative care without cost-sharing requirements.

 

ANNUAL LIMITS

Effective for plan years beginning on or after Jan. 1, 2014, health plans will be prohibited from placing annual limits on essential health benefits. Until then, however, restricted annual limits are permitted.

  • Unless a health plan received an annual limit waiver, its annual limit on essential health benefits for the 2013 plan year cannot be less than $2 million. (This limit applies to plan years beginning on or after Sept. 23, 2012, but before Jan. 1, 2014.)

SUMMARY OF BENEFITS AND COVERAGE

Health plans and health insurance issuers must provide a Summary of Benefits and Coverage (SBC) to participants and beneficiaries. The SBC is a relatively short document that provides simple and consistent information about health plan benefits and coverage in plain language. A template for the SBC is available, along with instructions and examples, and a uniform glossary of terms.

Plans and issuers must provide the SBC to participants and beneficiaries who enroll or re-enroll during an open enrollment period beginning with the first open enrollment period that begins on or after Sept. 23, 2012. The SBC also must be provided to participants and beneficiaries who enroll other than through an open enrollment period (including individuals who are newly eligible for coverage and special enrollees) effective for plan years beginning on or after Sept. 23, 2012. 

    If your plan has an open enrollment period beginning on or after Sept. 23, 2012, confirm that the SBC is included with the open enrollment package. For participants and beneficiaries who enroll outside of the open enrollment period, confirm that the SBC will be provided to these individuals beginning with the plan year starting on or after Sept. 23, 2012.

o    If you have a self-funded plan, the plan administrator is responsible for providing the SBC.

o    If you have an insured plan, both the plan and the issuer are obligated to provide the SBC, although this obligation is satisfied for both parties if either one provides the SBC. Thus, if you have an insured plan, you should work with your health insurance issuer to determine which entity will assume responsibility for providing the SBC. Please contact Kapnick Insurance Group for assistance.

60-DAY NOTICE OF PLAN CHANGES

A health plan or issuer must provide 60 days’ advance notice of any material modifications to the plan that are not related to renewals of coverage. Notice can be provided in an updated SBC or a separate summary of material modifications. This 60-day notice requirement becomes effective when the SBC requirement goes into effect for a health plan. 

PREVENTIVE CARE SERVICES FOR WOMEN

Effective for plan years beginning on or after Aug. 1, 2012, non-grandfathered health plans must cover specific preventive care services for women without cost-sharing requirements.

    The covered preventive care services for women include: well-woman visits; gestational diabetes screening; human papillomavirus (HPV) testing; sexually transmitted infection (STI) counseling; human immunodeficiency virus (HIV) screening and counseling; FDA-approved contraception methods and contraceptive counseling; breastfeeding support, supplies and counseling; and domestic violence screening and counseling.

    Exceptions to the contraception coverage requirement apply to certain religious employers. The preventive care guidelines for women are available at: www.hrsa.gov/womensguidelines/.

$2,500 Contribution Limit for Health FSAs

Effective for plan years beginning on or after Jan. 1, 2013, an employee’s annual pre-tax salary reduction contributions to a health flexible spending account (FSA) must be limited to $2,500. (The $2,500 limit will be indexed for cost-of-living adjustments for 2014 and later years.)

Health FSA plan sponsors are free to impose an annual limit that is lower than the ACA limit for employees’ health FSA contributions. Also, the $2,500 limit does not apply to employer contributions to the health FSA and it does not impact contributions under other employer-provided coverage. For example, employee salary reduction contributions to an FSA for dependent care assistance or adoption care assistance are not affected by the $2,500 health FSA limit.

W-2 REPORTING

Beginning with the 2012 tax year, employers that are required to issue 250 or more W-2 Forms must report the aggregate cost of employer-sponsored group health coverage on employees’ W-2 Forms. The cost must be reported beginning with the 2012 W-2 Forms, which are issued in January 2013. 

    ACA’s W-2 reporting requirement is optional for smaller employers until further guidance is issued. Also, the reporting is for informational purposes only; it does not affect the taxability of benefits.

RETIREE DRUG SUBSIDY

The Medicare Part D program includes a Retiree Drug Subsidy (RDS) to encourage employers to continue providing prescription drug coverage to Medicare-eligible retirees. The RDS is available to certain employers that sponsor group health plans covering retirees who are entitled to enroll in Medicare Part D but elect not to do so. Employers receive RDS payments tax-free. In addition, before 2013, employers receiving the RDS could take a tax deduction for their retiree prescription drug costs, unreduced for the subsidy amount.

    Beginning in 2013, employers receiving the RDS will no longer be permitted to take a tax deduction for the subsidy amount.

MEDICARE TAX INCREASES

Effective Jan. 1, 2013, the Medicare Part A (hospital insurance) tax rate increases by 0.9 percent (from 1.45 percent to 2.35 percent) on wages over $200,000 for an individual taxpayers and $250,000 for married couples filing jointly. (The tax is also expanded to include a 3.8 percent tax on unearned income in the case of individual taxpayers earning over $200,000 and $250,000 for married couples filing jointly).

    An employer must withhold the additional Medicare tax on wages or compensation it pays to an employee in excess of $200,000 in a calendar year. An employer has this withholding obligation even though an employee may not be liable for the additional Medicare tax because, for example, the employee’s wages or other compensation together with that of his or her spouse (when filing a joint return) does not exceed the $250,000 liability threshold. Any withheld additional Medicare tax will be credited against the total tax liability shown on the individual’s income tax return (Form 1040).

EMPLOYEE NOTICE OF EXCHANGE

Employers will be required to provide all new hires and current employees with a written notice about ACA’s health insurance exchanges (Exchanges). ACA required employers to provide the Exchange notice by March 1, 2013, but the DOL delayed this deadline.

    On May 8, 2013, the DOL set a compliance deadline for providing the Exchange notices that matches up with the start of the first open enrollment period under the Exchanges, as follows:

·         New Hires – Employers must provide the notice to each new employee at the time of hiring beginning Oct. 1, 2013. For 2014, the DOL will consider a notice to be provided at the time of hiring if the notice is provided within 14 days of an employee’s start date.

·         Current Employees – With respect to employees who are current employees before Oct. 1, 2013, employers are required to provide the notice no later than Oct. 1, 2013.

    In general, the notice must:

·         Inform employees about the existence of the Exchange and give a description of the services provided by the Exchange;

·         Explain how employees may be eligible for a premium tax credit or a cost-sharing reduction if the employer’s plan does not meet certain requirements;

·         Inform employees that if they purchase coverage through the Exchange, they may lose any employer contribution toward the cost of employer-provided coverage, and that all or a portion of the employer contribution to employer-provided coverage may be excludable for federal income tax purposes; and

·         Include contact information for the Exchange and an explanation of appeal rights.

    The DOL also provided model Exchange notices for employers to use, which will require some customization. The notice may be provided by first-class mail, or may be provided electronically if the requirements of the DOL’s electronic disclosure safe harbor are met. Federal agencies plan to issue more specific guidance on this notice requirement.

PCORI FEES

ACA created the Patient-Centered Outcomes Research Institute (Institute) to help patients, clinicians, payers and the public make informed health decisions by advancing comparative effectiveness research. The Institute’s research is to be funded, in part, by fees paid by health insurance issuers and sponsors of self-insured health plans. These research fees are called Patient-Centered Outcomes Research Institute fees (PCORI fees), although they may also be called PCOR fees or comparative effectiveness research (CER) fees.

    Self-funded plans and health insurance issuers must pay a $1 per covered life fee for comparative effectiveness research. Fees increase to $2 the next year and will be indexed for inflation after that.

    Fees are effective for plan years ending on or after Oct. 1, 2012. Full payment of the research fees will be due by July 31 of each year. It will generally cover plan years that end during the preceding calendar year. Thus, the first possible deadline for paying the CER fees is July 31, 2013.

HIPAA CERTIFICATION

Health plans must file a statement with the Department of Health and Human Services (HHS), certifying their compliance with HIPAA’s electronic transaction standards and operating rules. Under ACA, the first deadline for certifying compliance with certain HIPAA standards and rules is Dec. 31, 2013. HHS has indicated that it intends on issuing more guidance on this requirement in the future.

This Legislative Brief is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.

© 2012 Zywave, Inc. All rights reserved. 10/12; BK 5/13

 

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Safety Concerns As Construction Season Booms! /blog/safety-concerns-as-construction-season-booms/ Thu, 13 Jun 2013 14:32:03 +0000 /blog/?p=998 Continue reading ]]> With construction in it’s peak for most of the country, now is a great time to assess your risks and safety protocols. As recently as this week headlines are filled with work related injuries including work related fatalities. How can you avoid putting your staff at risk?

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This week the construction of the new “Levi’s Stadium”, future home of the 49er’s was plagued with a work related fatality. A local contractor lost one of their long time elevator workers when he was struck by a falling counterweight while standing on a ladder at the bottom of an elevator shaft. Even with 43 years of experience on the job and what has been reported as appropriate PPE for the job, this 63 year old was lost. The $1.3 billion project with approximately 1,000 tradesmen on site was shut down for two days. How can you protect your team before it’s too late?

Host and engage your staff in regular safety meetings. Even the most qualified and experienced of tradesmen need to be reminded of safety procedures, cautions, and be aware of what is taking place on the job site. Regularly screen employees for PPE and question them on their safety precautions. Encourage all contractors on site to report any safety concerns or possible dangers to the on site safety manager immediately. Some of the safest sites include those who offer bonuses to those who report safety concerns and offer rewards for long periods of time on site without injury.

While maintaining and regularly evaluating your job sites for safety concerns can be time consuming and cost additional investment dollars, the return on investment is undeniable. Simple investments such as reflective vests, bright colored hard hats, additional safety fencing, and mirrors can save costly injuries quickly. Be sure to include all temporary workers who are on site in your regular safety meetings and practices. Everyone on site, regardless of their length of employment should have a part in maintaining a safe job site.

Want to learn more about how you can gain access to Trillium’s national network of experienced construction workers? Contact us today!  If you are a stand out skilled trades worker seeking short or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

 

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Managing A Poor Performing Employee /blog/managing-a-poor-performing-employee/ Thu, 13 Jun 2013 12:35:53 +0000 /blog/?p=990 Continue reading ]]> Do you have an employee who is not performing to the standards of their position? If you don’t currently, you likely have in the past and will at some point in the future. Learning to manage, guide, and assess an employee’s performance and it’s impact on your organization can be critical. Maintaining employees who are under performing in their role will have a direct impact on employee morale, productivity, customer satisfaction and ultimately your bottom line.

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The first step to managing a poor performer is to identify who that person may be. Chances are if you haven’t heard complaints from others in their department, you will soon. Conducting regular employee performance reviews, spot checking their work, and communicating with your staff in regards to their role are great ways to ensure that you identify someone who is under performing before it becomes a major hardship. Poor performers often are distant from other team members, take longer to accomplish tasks, avoid accountability, and are not goal driven.

The next step is to determine the cause of the poor performance. Reasons for poor performance can range from situational such as those who are struggling personal life issues, health issues, or lack of focus to skills related such as training and development, under qualified for the position, or those with an overbearing workload. Take the time to communicate openly with your employee to help determine the cause for their lack of performance. Sometimes the solution may be as simple as providing additional training on a process or program. Keep in mind the longer you wait to begin communicating with the team member the less likely you are to remedy the situation.

The third step is to create an action plan. After openly discussing the performance issue with your employee and hopefully identifying some of the underlying causes, you need to communicate and employ a very clear plan of action. Provide your employee with clear and concise expectations and goals for their position and performance. Implement a plan that will help them achieve those goals that directly correlates to the cause of their poor performance. Solutions may include job shadowing another employee in the department, retraining on a specific job duty, or attending additional outside training. If the cause of the poor performance is due to non-work related factors you may allow them to use accrued personal time to address these factors or share with them any professional resources that are available through their benefits package. It is highly recommended that you document and both sign off on the proposed plan of action and schedule a time in the near future to discuss their progress.

Finally, you should review and come to a conclusion on their performance status. Meet with your team member to discuss and review what progress, if any they have made since the implementation of your action plan. If you find the employee is progressing at an acceptable rate, than you may consider setting further goals and additional review appointments to continue to monitor their progress. If you find the employee is not making improvements or their performance is regressing even further you may need to consider further options. Further options may include re-assigning the employee to another position within the organization, taking disciplinary action, or even terminating their employment.

Managing poor performers can be a difficult task but it is crucial to supporting employee morale, company productivity, client satisfaction, and providing a profitable service to your organization. You should always consult with your HR department or Labor and Employment Law adviser if you are unsure of your company policies, procedures, or rights when interacting with your staff members.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

 

 

 

 

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How To Improve Your Interviewing Skills /blog/how-to-improve-your-interviewing-skills/ Tue, 11 Jun 2013 17:40:58 +0000 /blog/?p=985 Continue reading ]]> Have you experienced a moment during or after an interview in which you wish you would have responded in a different manner? Chances are if you are actively interviewing and haven’t experienced this yet, you likely will. It’s well known that many people face “interview anxiety” just as many people experience a heightened level of anxiety before taking a test, making a difficult decision, or beginning a new experience. What sets many individuals apart from the masses, is how they choose to deal with these experiences.

An interview can be a nerve racking experience for even the most confident candidate. You are often facing a new environment, meeting new individuals, and you are most often unsure of what their expectations are for applicants and for the position. Even the most calm and collected public speakers experience a heightened level of nervousness or anxiety in an interview setting. So how can you prepare yourself?

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As with any experience, the best way to improve is through learning from your previous experiences. Whether you wish you would have dressed more professionally, answered a question more quickly, or responded with a completely different answer; you more often than not cannot change the immediate response. What you can do is move past the decision quickly and change it for future interviews. Often, the response or reaction that you are concerned about may go unnoticed or leave less of an impact with the hiring manager if you remain confident and move on from the moment. Becoming flustered, attempting to change your answer, or trying to further justify your response can show signs of indecisiveness and draw more attention to the response.

The majority of hiring managers debrief themselves following an interview, you should plan to do the same. What do you feel went well? What do you wish you could improve upon for future interviews? Is there a question in regards to the position or the organization that you wish you would have asked? The best time to review your thoughts is within an hour of the interview. Take a few moments to document for future reference what you felt very positive about and areas that you could use improvement. Use this list to prepare yourself for future interviews by taking confidence in your interviewing strengths and preparing yourself for areas of weakness.

As with almost anything, practice and preparation can greatly ease your sense of nervousness in an interview setting. If you find that you are continuing to struggle with the interview process, consider speaking with those who are familiar with your work to ask them to identify some of your areas of strength, what sets you apart from your peers, and practice reviewing interview questions that can be found online. Some candidates greatly benefit from partnering with a recruiter or staffing firm to help prepare them for the interviewing and debriefing process. Find a process and comfort level that works best for you and remain persistent.

Are you a stand out professional or technical professional seeking contingent, temporary, or long term career opportunities?  Visit our job seekers section for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

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Do You Hire In New York City? New Law Prohibits The Discrimination Of The Unemployed! /blog/do-you-hire-in-new-york-city-new-law-prohibits-the-discrimination-of-the-unemployed/ Mon, 10 Jun 2013 18:29:03 +0000 /blog/?p=977 Continue reading ]]> Do you hire employees in New York City? If so, a new law goes into effect tomorrow, June 11, 2013 that prohibits employers from the discrimination of unemployed applicants. Whether you hire in New York City and will be directly impacted by this or not, this trend may impact your local market in the future as hiring trends become more of a hot topic in local and state politics. So who does this new law protect?

The law defines “unemployed” or “unemployment” as “not having a job, being available for work and seeking employment”. The new law was added as a recent amendment to the New York City Administrative Code and is intended to prevent employers and employment agencies from discriminating against applicants who are or have previously been unemployed. According to the law, it is illegal for an employer or employment agency to base employment decisions including hiring, compensation, conditions or privileges of employment on an applicant’s unemployment.

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While it does prohibit employers from basing employment decisions on the applicant’s unemployed or previously unemployed status, it does protect several employer based decisions. According to the law, employers may still consider an applicant’s unemployment where there is a “substantially job related reason for doing so” and still reserve the right to inquire about the circumstances surrounding an applicant’s separation from previous employment. The new amendment also prevents employers or employment agencies from implying or stating that current employment is a requirement for a position.

The new law goes into effect on Tuesday June 11, 2013 which means immediate action should be taken for those who employ individuals in New York City. A thorough review of your hiring procedures, job advertisements, employee handbooks, and policies should be completed to ensure compliance with the new regulation. Make sure that all staff members or staffing partners who are involved in the recruiting, hiring, or marketing of positions for your organization are informed of the new regulations and are in compliance. Future regulations may arise in the near future for other locations as unemployment rates continue to gain national attention following the recession recovery.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide.

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