OPS Staffing

Dec 7, 2017 |
Mitchell Riley

Best Practices to Improve Employee Retention

As a manager, one of the worst things that can happen is a valuable employee unexpectedly walking out the door and leaving a void that’s likely difficult to fill immediately and possibly encouraging other employees to follow suit. Granted, sometimes there’s nothing that can be done to prevent an employee’s decision to leave abruptly, but many times workers leave for reasons that can be avoided by thinking ahead. Check out these five best practices to improve employee retention so you can keep employees happy and keep your organization running smoothly.

1. Make Sure Managers Know How to Connect With People

Effective communication skills and an understanding of teamwork are key for managers. Consider having managers attend a leadership training program to help them understand the value of leading a team and learn how important it is to be supportive and tuned-in to employee concerns. Training can only go so far, however. For best results, choose managers for training who have demonstrated an ability to make a connection with the people they supervise.

When you invest time and money into manager training, employees will feel more valued and perform better. They will feel as if they can approach their manager when they have concerns or struggles, and they will be motivated by the praise and support they receive.

2. Set Employees Up for Success

For an employee to feel indispensable to an organization, he has to be in a position where his talents can have the most impact. Take the time to find out what each employee’s interests and talents are so that you can leverage them in the most effective way. This retention strategy will give employees a clear understanding of how they contribute to the company’s mission and purpose, and will foster their loyalty.

In addition, make sure employees have access to the ongoing training and education they need to succeed in their roles. Although they may have a natural aptitude in a certain area, that doesn’t mean there isn’t room for improvement.

3. Compensate Competitively and Provide Extra Bonuses or Benefits

Employees have dreams and lives outside of work — lives that likely include a family to provide for and some type of hobby or activity that costs money. When an employee knows that his job is not simply a way to pay the bills, but a pathway to do things like earn extra money, save for specific purposes or enjoy paid leisure time, it can take his loyalty to a new level. Compensate employees fairly for the level of work they do, and then consider giving them periodic bonuses for achieving specific, measurable goals that you discuss with them in advance.

Also try to tailor your benefits package to meet the needs of all employees. Traditional benefits that might appeal to a veteran worker might not mean as much to a millennial. Consider non-traditional benefits, such as tuition reimbursement, flexible working arrangements, free snacks and drinks, wellness stipends, paid time off to volunteer, and parental assistance.

4. Recognize Employee and Team Efforts on a Grander Scale

While a pat on the back and encouraging words should be given as frequently as deserved, sometimes employee and team achievements warrant more than a private moment of recognition. You can do anything from a congratulatory banner in the breakroom to making special announcements in meetings. Or if your budget allows, consider gift cards, catered lunches, or celebratory outings for employees and teams who meet their goals.

5. Give Employees Opportunities to Offer Feedback and Voice Concerns

It’s easy to get caught up in the day-to-day grind where each workday flows together, but it’s a dangerous habit. You need to check-in with employees on a regular basis to gauge the workplace climate.

Use a combination of communication strategies such as company-wide surveys, brief phone calls or emails or weekly sit-downs. Be sure to always address any concerns or questions that are raised to foster trust between you and your employees.

Overall, no matter what strategies you choose to use to improve employee retention, periodically revisit them to make sure that your efforts are well-placed. Sometimes, a little tweak here and there can make a huge difference.

Jul 20, 2017 |
Employers,  |
Mitchell Riley

The more interviews you conduct the more often you’ll get the feeling that candidates answers to opinion based interview questions are rehearsed and extremely polished. With information becoming readily more accessible how do you get yourself ahead of the candidate to determine if they have the intangibles to thrive within your organization. The answer isn’t as simply as anyone would like it to be, but utilizing behavioral based interviews can help increase your chances of making a good hire.


What are behavioral based interview questions? A behavioral based interview question (also known as STAR Interview Questions) help determine a candidates behaviors during specific work situations. How someone behaved in the past can give you a good depiction about how they will respond during similar situations in the future. You should be looking for the following results when they are answering a behavioral based interview question, and it may take some follow up questions to guide them to this formulated response.


Situation: The situation is a brief description of the context of the story they will be explaining.

Task: They should explain the task they completed highlighting any challenges or constraints they faced.

Actions: They will describe the actions they had to take to overcome the task they were presented with, and highlight any desirable traits without outright stating them.

Results: Finally they’ll finish with the results of their actions highlighting any accomplishments they achieved.


So what are some examples of behavioral based interview question?

·         Describe a situation where you disagreed with a supervisor.

·         Tell me about a time you had conflict at work.

·         Give me an example of a time you motivated others.

·         Tell me a time when you missed an obvious solution to a problem.

·         Tell me about your proudest professional accomplishment.

Once you’ve asked the following questions to set up the Situation you’ll need to ask some improvised follow up questions to fully understand the entire context of the story. At that point guide them through the STAR acronym asking them about the actions they took to overcome this obstacle and the results of their actions.

Obviously there are plenty of behavioral based interview questions you can formulate or look up, but what are some of the most meaningful behavioral based interview questions? We recently read an article written by Jeff Haden, 4 Important Behavioral Questions, where he explains 4 behavioral interview questions that can tell you what a candidate is really like. You’ll want to read this article because he will explain the warning signs, and positive signs you’ll be looking for when asking these questions.

1.)    Tell me about the toughest decision you’ve had to make in the past six months.

2.)    Tell me about the last time a customer or co-worker got mad at you.

3.)    Tell me about a time that you knew you were right, but still had to follow direction.

4.)    Tell me about the list time your work day ended before you were able to get everything done.

We think you’ll find that these 4 questions can help you determine if a candidate is going to thrive in your organization. Keep in mind when evaluating their response what are the characteristics that make an A level employee in your organization, and what are the habits that you’re looking for in your next hire. Candidates that have worked within your industry have more than likely been successful themselves, or been around successful professionals, so they tend to know what skill set you’re looking for and can fake their way through that stage of the process. However, it is extremely difficult to fake their way through several follow up questions and formulate a real-life example on the spot for a behavioral based question. This is why it’s imperative to take your interview to the next level and begin to analyze the candidate’s personality and habits they formed throughout their career.

Jun 19, 2017 |
Employers,  |
Mitchell Riley


If you consider the 80/20 rule (also known as the pareto principle) that says 80% of your sales comes from 20% of your sales force, how do you avoid hiring from the 80%. I hired sales people for 15 years in the staffing industry. I was fortunate to hire some great people during those years but I willingly admit I hired my fair share of people whose performance was mediocre. If you are going merely on “gut instinct” more times than not you are probably fishing in the shallow end of the pond and hiring that 80% you are trying to avoid.

Here is a list of traits I look for when hiring great sales people.

* Character – You can’t teach it or coach it but you know when someone has it. A successful sales person is always honest and demonstrates a high level of integrity.

*Empathy for your customer. When you sincerely care about your customers success you will in turn be successful.

*Self-Disciplined – Must be above average in determination and motivation.

*Intensely goal oriented – They must be willing to set goals and track metric’s  to achieve them

*Does not take rejection personally – Sales people will hear the word no more than yes. They can’t take that personally.

*Intense ambition to succeed

When you interview candidates ask behavioral based questions to uncover whether they have the character traits you are looking for. For instance, ask the candidate to give you an example of some personal goals they have set for themselves, and what they have done to achieve them. Remember you can teach someone about your industry but you cannot teach them intangibles.

It’s always tempting to hire a “plug-n-play” sales rep, but you still need to make sure you are evaluating them on the character traits they need to have to be successful. Keep in mind when looking at experienced sales reps the frequency of job moves they’ve made and the length at each position. Are they a grass is always greener person, or are they willing to stick with you through tough times. When evaluating frequency, you should consider how many different competitors have they represented, and are their contacts beginning to get weary of them constantly selling their new company as the best at fulfilling their needs.

When we take on an assignment to find a sales person we’re evaluating their background and skill set first to ensure they will be a good fit for the position. Secondly, we dig deep into the candidate’s character traits to ensure they have all the intangibles that make up a top-notch sales person. Finally, we ask colleagues and clients within our industry to try and confirm their book of business and reputation. Following all three of these steps will give you the best chance of hiring top notch producers.

Jun 2, 2017 |
Job-Seekers,  |
Mitchell Riley

So, you want to apply for a job - but you haven't written a resume in years!  Not to worry... we here at OPS Staffing are looking for good, qualified candidates to fill top positions in the restoration and construction industry.

However, we also understand that even though you may have all the qualifications we are looking for, sometimes you need a little help getting things together before that first job interview. Namely, your resume and cover letter.  To help, here are 5 tips on creating the perfect resume.  

  1. Keep your resume to no more than two pages... preferably just ONE page.
  2. Your name should be BIG & BOLD at the top of the page, with your phone number and email address just below it.
  3. Long gone are the days of "Objective" at the top of the page.  Everyone knows your objective is to GET THE JOB! - Rather than "Objective", write "Summary" and summarize your job-related experience in 3 or 4 sentences in the first section on your resume, highlighting your accomplishments.
  4. Use key words that are used in the job ad itself.  No longer are HR reps shuffling through thousands of resumes. They only look at the few resumes that are filtered for them by robots, which pick and choose resumes based on the keywords they are programmed to find.  (which so happen to be the same keywords that are often used in the job ads themselves)
  5. Highlight what you have done for a company. For example: If you are in Business Development, you might say, "Generated over $500,000 for XYZ company within the past 6 months."  
May 1, 2017 |
Employers,  |
Mitchell Riley


5 Inbound Marketing Strategies to Bolster Your Web Presence

If you don’t have a website these days, people can’t find you.  But with every business having a website, how can you get people to visit yours? The answer is Inbound Marketing.  

Inbound Marketing is a process which organically draws visitors to your website, and helps you convert them into leads, paying customers, and referrals. Think of Inbound Marketing as your “behind the scenes” marketing team, working 24/7 to help grow your business.

Here are 5 tools for an Inbound Marketing Strategy which, if implemented properly, are a surefire way to turn your website into a virtual magnet for new clients.

Customer Relationship Management (CRM)

A digital Customer Relationship Management System (CRM) is something that every business should have. Although a CRM is not a component of Inbound Marketing, it is definitely a tool that should be utilized to get the most out of your Inbound Marketing Strategy.

Most restoration companies’ office managers and production teams use one for new jobs. However, these CRMs are not created specifically for marketing and sales. At the very core of a good Inbound Marketing Strategy is a good marketing CRM. Restoration and Construction Marketing experts at Simpedia llc. have experimented with many CRM's on the market and have found that Contactually, built specifically for relationship marketing, is best suited for your industry.

Search Engine Optimization (SEO)

Google, YouTube, and Yahoo are 3 of the top Search Engines that are used when someone is searching for something on the internet. When a person goes onto Google and types in “How do I fix a leaking pipe under my sink?”, Google sends out “web-crawlers” or “spiders” that basically crawl the web, searching for answers to this person’s question.

When you optimize your website with key words and phrases, and add in frequent, consistent, and relevant content, your site will attract these spiders. This is an example of on-page SEO. Your site also becomes optimized when authoritative websites have links that point back to yours, again attracting the web-crawlers. This is considered off-page SEO.  By optimizing your website for search engines through on-page and off-page SEO, you help bring your site closer to page one when people search the internet for something that is relevant to your industry.

Content Marketing  

Think of Content Marketing as a way to educate and entertain potential customers, which helps you earn their trust. Being a thought leader and educating the public via content marketing costs 62% less than traditional marketing. It also generates 3 times as many leads (Source: Demand Metric). Content can be in the form of videos, blogs, e-books, and webinars. When writing a blog, or making a video, its important to use key words and phrases that are relevant to your buyer’s interests.

Let’s use our above example for how your business could use video content to draw in a visitor to your site: 

Someone types into Google, “How do I fix a leaking pipe under my sink?” A video comes up in the search with the title, “How to Repair a Leak Under the Sink”. There were a few key words in the title, and a visual of someone fixing something under the sink.  Next, they click on the video, you introduce yourself and your business, you show them how to repair the pipe, then you give them tips on keeping things dry to prevent mold, and you end it with providing them a link to your website.

By educating the consumer and giving them something of value for free, you build trust. They may not need you now, but when the time comes that they have a big water problem, they trust you, and will think of YOU as the expert in water clean-up.

Social Media

Putting your video up on social media and posting a link to your blog will help draw social followers back to your website who haven’t visited in a while. Once you’ve posted your video, then run a FaceBook Ad to send this video out to a very targeted market in your area, reaching more potential clients in 5 minutes than 1 Marketing Rep can do in an entire month! This is a great way to stay fresh in the minds of your previous clients, while also attracting new, potential clients. 

Email Automation

Email automation does not replace the need for direct human interaction. However, it allows you to touch more people with less man-power, ultimately saving you time and earning you money.  Automation of lead management systems allows you to reach out to, and connect with thousands of people every week. Gartner Research reports that business owners who use automated lead management systems, see a 10% or greater revenue increase within 6 to 9 months.

As a business owner, work never stops at 5pm.  So why should your marketing efforts? With proper set-up of SEO, consistent posting of fresh, relevant content, and a good CRM in place, your complete Inbound Marketing strategy will be your 24/7 Marketing Team. 

For a free website analysis and Inbound Marketing consultation, contact lynne@simpediateam.com.







Aug 11, 2016 |
Employers,  |
Mitchell Riley

There is a new Wage and Labor Law going into affect that will be establishing a minimum salary threshold for any employee who works overtime. 

1.) If any salary employee works more than 40 hours they must make 47,476.00 per year.

2.) You may calculate 10% of commissions or bonuses into this figure.

2.) There are exceptions to employees who will qualify for this rule, see our blog for more details.

3.) Any HCE (High Compensation Employee) making 100,000.00 a year will be pushed to 134,000.00 per year.

There is much more information to all of the Final Rule, and our new blog will give you brief break down and provide you a link to the Wage and Labor Board's website.


Jul 7, 2016 |
Employers,  |
Mitchell Riley

Are you struggling with the idea of paying a recruiter's fee? Let us help put your thoughts at ease. For starters Forbes Magazine estimates that the cost of hiring a new employee is around $25,000.00. We can substantially reduce these costs, and with our contingency based search program it won't cost you a thing for us to look in your market for the perfect candidate. This blog will help break down all of the advantages to using a recruiter. Let us know your thoughts and opinions. 

Jun 30, 2016 |
Archived,  |
Mitchell Riley

Terrific article that we found this week on Careerbuilder.com that enlightened us to the cost that most Americans incur during their morning routine. Now personally I don't drink starbucks, because I don't like coffee, but do you realize how much that starbucks is costing you monthly? We hope you find this article as enlightening as we did.

Jun 16, 2016 |
Job-Seekers,  |
Mitchell Riley

Here's a blog we recently wrote for all of the job seekers out there, which focuses on things not to do when writing your resume. This will be beneficial for everyone to take a look at as some of the tips go far beyond formatting mistakes. Feel free to let us know what you think, and give us a call if you ever need assistance finding your next career opportunity.

Jun 9, 2016 |
Employers,  |
Mitchell Riley

Here is an article written by Brian Maher, which I absolutely love. Now I may not agree with every point exactly for instance I do believe you need to hire people with the correct experience for most positions, but the intangibles that he brings to light are fascinating. I encourage anyone and everyone to read the rest of this blog so you can gain some insight for what talented hiring managers look for when hiring top level talent. It's not all about job experience you have to ensure that their personality will fit your type of management philosophy. I hope everyone finds this as enlightening as we did.

Mar 6, 2016 |
Employers,  |
Mitchell Riley

Yahoo’s latest firing scandal and lawsuit reveals some questionable employer brand practices.

Tags: yahoo,employee,performance,reputation,lawsuit,brand,damage
Mar 6, 2016 |
Archived,  |
Mitchell Riley