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Preparing Your Staff for the Addition of Temporary Employees

November 4th, 2016

Your new temps are on the way! Which is to say, you’ve sourced, reviewed, and hired a team of temporary employees who will step into your workplace at some point during the next few weeks. Your temps won’t stay long—by nature—but while they’re here, they will be making important contributions and keeping the gears of your enterprise in motion. They might be replacing staff members who are on leave, or adding extra pairs of hands for the busy holiday rush, but no matter what roles they fill, everyone will be happier and more productive if their presence in the office is understood and respected. Here’s how to make that happen.

Provide your current employees with clear timelines.

Your teams should know exactly what day the temps will arrive, and your best estimate of how long they’re going to stay. New coworkers, temporary bosses, direct reports, or office mates should never appear by surprise.

Generate some hype.

Before a new temp arrives, share a few details about the person with the members of her team. Let them know a little bit about the temp’s background and interests, and encourage them to find common ground and icebreaking conversation topics.

Pave the way.

Every new employee should step into a functional workspace on day one, but this is especially important for temps, since the ramp-up period may be very short. If the temp will only be contributing to the company for three weeks, you don’t want the first week to be swallowed up by paper work delays, unavailable work stations, and computers that aren’t functioning yet.

Clarify assignments.

In order to welcome, onboard and train your new temps properly, you’ll need the help and cooperation of your current teams. So make sure each person knows exactly what to do and how to do it. Who will be meeting the new person in the reception area? Who will be taking them to lunch on day one? Who will sit with them to explain the company database? And who will fill in for each of these people while they’re temporarily pulled away from their own responsibilities? Make your expectations clear.

Thank your teams in advance.

The onboarding and transition process can be unpredictable, so thank your teams in advance for their patience and cooperation. While you’re at it, thank them (also in advance) for their welcoming and friendly approach to the newcomers.

Thank them again in retrospect.

Working with temporary employees can be time consuming at first, since they often have questions and require assistance during their first few days and weeks. Thank and reward the full-time team members who go the extra mile to answer these questions and provide this assistance.

No matter how long your temporary employees stay with you, encourage and cultivate a climate of mutual respect. For tips and guidance, reach out to the Connecticut staffing experts at Merritt.

Soft Skills Top Candidates Possess

October 14th, 2016

The best candidates in your applicant pool are likely to demonstrate a set of skills that are difficult to measure (often called “soft” skills for this reason). These skills can serve as a strong predictor of long term success, and if you’re watching carefully, they’re often easy to spot. If you see a candidate who can handle the day-to-day demands of this specific role while also bringing these intangible benefits to the table, don’t let that candidate get away.

Listening skill.

For almost any position, you’ll want candidates who can speak boldly and articulate their thoughts and opinions. Employees who can charm, persuade, and motivate using words can boost your reputation as well as your sales numbers and can help any company grow and thrive. But there’s one thing that’s more important—and harder to find—than good talkers: good listeners. Listeners are the candidates who understand your words, process your intentions accurately, and remember the things you say. They can read nuance and inflection, and they truly care about the success of any given interaction.

Friendliness and approachability.

Again, skilled communicators all have one thing in common: They really want to want to understand and be understood. They have a personal desire for connection, and they work hard to reach out and to make themselves available to others.

Executive functioning skill.

Great candidates can do several things at one time (multitask), and they have strong memories. They can break off one conversation, pick up another, and return to the first where they left off without missing a beat. They can handle the complexities of scheduling, budgeting, teamwork, and leadership all on the same day, and sometimes during the same minute.


The best candidates can read a person’s mood, but they also read the mood of a room, or an entire workplace. They know the difference between a toxic conversation, culture or mission, and a healthy one. And they know how to set a personal example and steer the ship in the right direction.


When change needs to happen, the best candidates face it head-on. They aren’t afraid to speak up for what’s right or stand up for a person or an idea. Ask your candidate to describe a moment from the past in which she demonstrated courage by taking action against the status quo.

Resilience and determination.

What happens to your candidate when she experiences a setback? What happens when he doesn’t get what he wants or doesn’t experience immediate results? Choose the candidates who get up when they get knocked down—the ones who aren’t phased by minor obstacles and who don’t take rejection personally.

For more on how to recognize signs of success in your applicants, turn to the staffing and hiring experts at Merritt.

The Benefits of a Temporary Position

March 20th, 2015

You’re stepping onto the job market and you need to find work as soon as…yesterday. Ideally, of course, you’d like to land the perfect job—one that will take your career to the next level while paying the full time salary and benefits you need. So you’re following every lead and turning over every stone as you struggle to begin the next chapter of your working life. You’ve posted online profiles, reached out to your network, and scanned every job board you can find online. But have you also considered stepping into a temporary position? Here are some of the benefits of partnering with a temp agency during your job search.

Temp Work Often Leads to full time Employment

When you connect with a temporary staffing agency, you won’t just be filling your workweek and collecting a paycheck. You’ll be making connections with a potential new full time employer, one who may be able to offer a specialized position that matches your skills and sets you up for success in your chosen industry. If your relationship works out, you may have the option of shifting to full time work when your contract period expires.

Temporary Work Keeps Your Skills Fresh

Accepting a temporary position in your field can help you stay in circulation and keep your skills sharp while you continue looking for long term opportunities. You’ll also have an easier time keeping up with new trends and software tools that can help you excel no matter where your future takes you.

Temp Work Brings Low Risk

If you accept a temporary position with an employer who can’t meet your needs or a workplace that can’t accommodate your schedule, don’t worry; the agency can simply reassign you to another client. There’s no need for drama, and you can move from one position to the next with minimal gaps in between.

Temp Work Means a Steady Paycheck

Years ago, the word “temp agency” conjured up images of low skill work at low pay. But times have changed, and temp agency professionals now maintain client relationships with a wide variety of industry employers looking for candidates with every skill set at every level, including technical, executive, and professional positions. We serve clients in every corner of the marketplace, from healthcare to hospitality to IT. If you’re looking for a position that can help you keep your career and skills on track, contact the staffing team at Merritt and arrange an appointment today.

Employee Handbooks: Protect your Employees and Your Company

January 9th, 2015

If you’re not handing a comprehensive, updated employee handbook to each of your new hires during their first week on the job, you may want to consider drafting and distributing one in 2015. A well written employee handbook can help you clarify general workplace rules that are sometimes misunderstood or taken for granted. And if your workplace involves any safety hazards or unique HR requirements, a handbook can clarify these issues from the outside.

Employee handbooks can also help new hires understand the exact nature and requirements of their positions, which can keep the annual performance review process clear, effective, and on-track. As you sit down to draft and edit your handbook, keep these tips in mind.

Do some research first.

If you’re starting the process from scratch, lay the ground work before you begin drafting and editing the text of your handbook. Solicit feedback from all affected employees, and gather general length and content recommendations from your HR department and legal team before you move forward.

Keep job descriptions limited to one or two pages.

If you produce your handbook as a three ring binder, you can insert these pages into each specific employee’s copy upon his or her first day.

Obtain buy-in on each section.

Create a section for safety rules, a section for your dress code (if applicable), a section covering the performance review process, training requirements, a staff listing, an emergency phone tree, hiring, coaching, referral and termination rules, and any other section applicable to your workplace. But for each section, you’ll need to obtain approval from HR, legal staff, and upper management.

Be ready to update the handbook as necessary.

Company rules and policies evolve, and the handbook should be ready to evolve as well. Each page should be removable and replaceable, so when you distribute a new page, you can ask employees to remove and throw away the outdated section.

Keep a copy online.

Keep a tab on your webpage or internal intranet that takes employees directly to an updated online copy of the handbook. This way employees will still have access to necessary information even if they lose their binders.

For more information on the content and distribution of your new handbook, reach out to the staffing and management experts at Merritt.

Hiring Top Administrative Talent: Tips

September 26th, 2014

You’re facing a stack of admin resumes or applications for a personal assistant position, and you realize that the outcome of this decision can have a powerful impact on your own work performance and the success of every project under your purview. In order for you to complete your own work and manage your responsibilities, you need to hire a person you can trust, and you need someone who can stand beside you and provide the right tools and support exactly when you need them. Here are a few moves that take some of the risk and expense out of the process and streamline the path to a successful decision.

1. Make the most of your current employee.

If your current admin is still working for another few weeks, make sure your leverage his help and support before you no longer have the opportunity to do so. Ask him to document each of his daily, weekly, monthly and annual responsibilities and provide a written list of the steps he takes to execute them. If at all possible, schedule some overlap between his departure and the arrival of the new employee.

2. Refine your interview questions.

If you have 30 minutes to chat with a candidate, don’t waste a second of this time. Cut questions from your interview script if they add no value. For example, skip empty bureaucratic questions like “are you a strong leader/well-organized person/ punctual?” These all have easy answers. You can also cut silly “personality” questions like “Which five items would you take to a desert island?” Let these go and get to the heart of the matter.

3. Focus on skill sets first.

This doesn’t mean that skill sets will hold more weight or serve as a better predictor of candidate success; it simply means that these are easier to assess than personality traits. Determine exactly which software systems and specific capabilities the candidate will rely on most (budgeting, scheduling, records management, etc) and assess these with tests and clear questions about her level of experience in each area.

4. Focus on behavior second.

Ask open ended questions to gain a sense of your candidates working style, problem solving strategies, and approach to written communication. Ask her to describe specific challenges she’s faced in the past, listen to the answers, and let her know how the challenges of this workplace will align with or vary from what she’s seen before.

For more information and personal guidance as you conduct your admin candidate search, reach out to the staffing experts at Merritt Staffing.

Five Tips for Hiring Accounting and Finance Personnel

February 28th, 2014

Accounting, controlling and financial decision-making are all critical roles that can be challenging to source and retain, even with the most sophisticated staffing strategy in place. At the highest senior levels, these positions often require vast amounts of institutional knowledge, so an effective strategy will require pipeline building and a program of grooming and hiring from within. But what about the entry level? When you reach out to the general public with an open post for a junior accounting or finance position, what steps can you take to attract and select the best candidates? Here are a few tips to keep in mind.

1. Keep long term growth and development in mind.     

Again, if you choose the most promising contenders at the entry level, then bring them aboard and cultivate a long term relationship, you’ll be better poised for success with your senior level staffing challenges. You’ll be reducing risk and setting yourself up for strong cultural matches with minimal guess work.  Script your interviews with plenty of questions that assess  behavior and cultural alignment, not just accounting-focused skill sets.

2. Choose candidates who learn, not those who already know.

A sparkling academic track record and a history of relevant coursework can be great, but if you have to choose, lean toward candidates with natural curiosity, open minds, and the ability to unlearn or relearn as necessary in order to thrive within your company.

3. Don’t let the best contenders slip away for foolish reasons.

Ivy League schools are nice, and an unbroken record of work (no gaps, no travel, no career changes, etc) can suggest focus and commitment. But be careful. Don’t be drawn in by assumptions or stereotypes. Consider each candidate as an individual, not a collection of data points. And realize that a little self- direction and life experience can be a powerful asset to your company.

4. Choose candidates who can see the big picture.

Is your candidate here because she loves this business, has a true head for numbers, and has carefully researched your company and its mission? Or is she only here because she needs a job? A little evidence of enthusiasm and personal investment can forecast a brilliant long term relationship.

5. Don’t be afraid to test.

Accounting and aptitude tests can support your selection process and can provide huge returns for minimal investment. Just make sure you choose the right ones. Don’t rely on testing alone to help you find the most valuable match. For additional guidance, including specific sourcing and interview scripting tips, reach out to the financial staffing experts at Merritt.

Support Innovation and New Ideas: Don’t Kill Them!

November 30th, 2012

When it comes to business trends and buzz-speak, “creativity” is one of the most discussed and least understood words in the modern world. It’s followed at a short distance by “innovation”. While self-described business experts love using these words and claiming to support a culture of spontaneity and ingenuity, the same experts tend to end their speeches by returning to their cubicled workscapes and actively smothering the creativity out of everything around them. There’s a reason for this; most business decision makers depend on the status quo for their security and success, and new ideas—brilliant, impractical, nascent, polished or raw– always represent a threat to the status quo.

So if you’re responsible for supporting business growth and encouraging a thriving culture of ideas, how can you balance that desire with the perfectly natural urge to curtail change and mitigate risk? How can you actually—not just superficially– support creativity and bring out the spark of unconventional genius in each of your employees? More to the point, how can you make sure aren’t crushing that spark every time it shows a sign of life?

Diversity is Powerful, and so is its Absence

Start by looking around your workplace. You should see people from every age group, and these people should represent both genders, multiple ethnicities, and every imaginable size, shape and back story. You may not be leading the United Nations, but the more your employees vary in background, the more they’ll learn from each other, which means the smarter they’ll be, and the stronger your company will become. If you see too much similarity, make some targeted changes to your staffing strategy.

Don’t Rush Things

There’s no faster way to kill new ideas than by forcing them. Be careful how you ration resources, especially time. Brilliant and risky ideas sometimes result from intense deadline pressure….but they usually don’t. Instead, unrealistic deadlines tend to produce assembly line ideas that look just like all the previous ones.

Regulate Product if you Want, But Not Process

Be flexible and allow employees to work in their own way. Just because you read a management article that says employees work best in teams, or in the morning, or when encouraged to compete, doesn’t mean it’s true. Some processes work well from some employees and not for others.

Most Important: Don’t Withhold Support

The best way to keep an employee from suggesting an idea (or even considering the idea in the first place) is to reflexively reject, deny, or ignore unsolicited suggestions. Especially in a public setting. The second best method involves taking the idea and putting it into action without providing appropriate credit or compensation. Give employees incentive to think outside the box, and when they do it, thank them and give them support, whether the idea has merit or not.

Reach out to the Connecticut staffing and business management experts at Merritt for more ways to encourage creativity in your workplace. We can help you remove obstacles to innovation and bring out the best in your team.

Shine a Spotlight on Your Job Posting

July 27th, 2012

According to survey data, about 20 percent of successful new hires, or one in five, report that they decided to make contact after finding the job posting through an online listing. So even while experts push the benefits of real world networking, the job board venue remains very popular among talented applicants.

What does this mean for recruiters and hiring managers? First, it means job boards offer a great way to target the applicants you’re looking for. But it also means the competition in this venue is tight, and you’ll need to find ways to draw attention to your posting if you want to attract a broad pool of qualified candidates. What makes a candidate pause on your listing and click for more information? And as she reviews that information, what aspects of the posting encourage her to find out more about your company and ultimately decide to apply?

Highly Effective Job Postings: Tips

1. Make sure your posting is searchable. The job title you choose should be clear and specific, since this is the phrase your candidates will type into the search bar. Use terms like “Technical Document Editor” or “Bedding Sales Manager.” Avoid job titles and post headings like “Talented Change Driver”, or “Brilliant Superstar Needed.”

2. List the job requirements and qualifications as short, bulleted phrases. Be clear and specific as you do this. After you’ve generated a list, remove all meaningless entries suggesting the candidate will be required to “maintain regular work hours”, or “support the company as needed.”

3. Let the job seeker know what’s in it for her. If possible, simply state the salary you intend to offer, or at least provide a range. Mention some of the perks your company offers and list any awards or public mentions you’ve received that showcase your office as a positive place to work.

4. Focus on tone, graphics, and visual layout. Make sure the text of the post sounds fluid and compelling (no clunky prose or poor grammar), and include embedded links and video clips if possible. Ideally, employers should maintain an individual blog for every open position, and the job posting should provide a link directly to the blog. On the blog site, feel free to offer testimonials, visual graphics, company information, photographs, and video interviews with the applicant’s potential boss.

5. Think like a job seeker. Put yourself in the position of your ideal candidate. If you stumbled upon this posting, would you be interested in learning more? Would you feel excited about the company and inspired to apply? Or would you be bored, confused, and ready to move on to the next entry?

For more guidance on creating a knock-out job posting, contact your local Connecticut recruitment agency at Merritt Staffing. We can help you cast a wide net and bring in the talented applicants you need.

Hiring Blacklists: Do They Exist?

July 20th, 2012

As they reach out to employers, polish their resumes, and prepare to shine during interviews, job seekers often wonder about the consequences of falling short. How badly can an interview really go? What can happen under the most damaging or humiliating circumstances, in which, for example, a candidate is caught faking a reference or lying on a resume? Job seekers may be passed over for a specific position, but can they actually be blacklisted or formally closed out of future opportunities with that company? Or worse still, can a bad candidacy set an applicant up for automatic rejection with other companies throughout the industry?

Are Hiring Blacklists a Real Thing?

Not really. (Feel free to sigh with relief.) A formal or informal company-wide do-not-hire list can be used to help HR managers warn each other about potential mismatches and scam artist applicants, but these lists are rare, and their value to hiring managers is limited when measured against the way they can expose a company to potential discrimination lawsuits. HR managers appreciate a heads-up from elsewhere in the company if this warning protects them from an applicant who, for example, has submitted multiple resumes for multiple positions, each resume presenting conflicting information. But strange and egregious behaviors like this are uncommon, and HR managers don’t live their lives in fear of these kinds of events.

Most of the time, a thorough reference and background check can prevent a company from falling for an out-and-out scammer. And simply being surpassed by another candidate during the application process won’t earn you a company’s disgust or disrespect. Hiring managers typically respect all applicants who show an interest in their organization. Then they choose the one they like and move on. Few serious, professional companies have time for vindictiveness or blacklists unless they’re given very good reasons.

Blacklists Aside, What about Informal Badmouthing?

Here’s another scenario job seekers often fear: They fumble an interview, and the next day the interviewer has lunch with a corresponding interviewer from another company in the same field. The two hiring mangers laugh together about how awful the interview was, and now the applicant has no chance of being hired when she submits her resume to Company B.  (Or Company C, D, and E if all four managers are friends who enjoy getting together to share sandwiches and laugh at job applicants.)

Again, feel free to sigh with relief, because this doesn’t happen. Professional, legitimate companies respect all of their applicants unless they’re given an extreme reason not to. As long as you don’t lie on your resume, abuse your interviewer, or forget to wear pants on the day your interview is scheduled, most interviewers will appreciate the time and interest you show in their companies, even if they ultimately reject you. And chances are, if you interview later with Company B and Interviewer A catches wind of this, she’ll wish you well and hope that you and your future employer form a productive and positive relationship.

Have questions about the job search process? Reach out to your local Connecticut employment staffing service at Merritt Staffing. We’re here to help!


Women, Men, Staffing Policies, and Workplace Motivators

July 13th, 2012

Do men and women respond differently to different workplace motivators? What about gender-slanted wording in job postings? Are the members of one gender more likely to appreciate higher compensation or better training opportunities than the other? We frequently hear questions like these from hiring managers trying to make their workplaces more productive and conflict-free. These managers have often been deluged with confusing advice from well-meaning generals on both sides of the gender wars.

So at the risk of disappointing those who enjoy fanning the flames of gender conflict…No. In fact, recent studies (and a dose of common sense) suggest that men and women both want essentially the same things from their employers. They both value a safe and respectful workplace. They both value fair compensation, they both value opportunities for advancement, and they both value health and retirement benefits. Both men and women prefer employers who respect work-life balance and demonstrate flexibility regarding working hours and on-site task completion.

When it comes to job postings, both men and women are interested in clear information about responsibilities, requirements, benefits, and perks. If your company sounds like a financially stable and fun place to work, applicants of both genders will apply. If your company sounds sketchy and your job postings are sloppy and vague, both women and men will steer clear.

Men and Women Want the Same Things: Staffing Experts Express Zero Shock

Does this surprise us? No. But we’ve been in the employment business for a long time. Some younger business owners and start-up hiring mangers express confusion when they find out that work-life balance, for example, matters just as much to men as it does it women. But part of creating a fair, collaborative, and thriving team environment means making a concerted effort to remove gender (and ethnic and religious) bias from our approach to every task involving hiring and human capital management. Rooting out preconceived notions takes work, and it requires no small amount of self-reflection.

But the rewards may be significant. If your employees—both men and women, both current and potential—have confidence in your cool-headed and even-handed policies, you’ll earn their trust. And if they trust in your leadership, they’ll be more inclined to trust each other and demonstrate greater commitment to your company. The bottom line? Higher productivity, lower turnover, a stronger company reputation, and a growing foothold in your industry. Before approaching men and women with pre-conceived assumptions, stop and remember this cardinal rule: The best way to gain respect is to show respect. This applies regardless of gender.

Looking for more ways to increase productivity and dedication in your workplace? Contact a staffing agency in CT at Merritt and find out what we can do for you.

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