Not really. Sarcasm is simply a way to cover up a person’s contempt for another and it comes from a variety of sources, including:

• Stifled anger. Many times, sarcasm can be a passive aggressive way for someone to assert control over a situation. They don’t want to discuss their real feelings and so they disguise them with sarcasm.
• Feeling insecure. Some people use sarcasm in order to avoid confrontation. They’re afraid to ask for what they really want, so they veil their request with sarcasm.
• Lack of social sophistication. In addition, people employ sarcasm when they’re uncertain how to carry on a conversation in an uncomfortable situation. They are hoping to come off as playful, but instead come off as annoying.

So when you have a sarcastic employee, how can you handle their subtle attacks? Here are some tips:

Address it head on. 

The next time the employee makes a snide remark, call them out on it immediately – even if it’s publicly. Not only will this hopefully jolt the person into better behavior, but it also demonstrates to your employees that you find the behavior unacceptable.

Take their comment at face value. 

When your sarcastic employee makes a remark, take what they say as a genuine comment. For instance, when they roll their eyes and say sarcastically that something is a “great idea,” then respond that you agree…it is a great idea. In the process, you’ll burst their bubble and hopefully they’ll get the hint.

Meet with the employee. 

Have a private conversation with your employee and ask them about their sarcasm. Inform them that you feel it’s disruptive in the workplace and to tone it down. Remain respectful and reasonable so you don’t get dragged down into their negativity.

If all your efforts are to no avail, then perhaps it’s time to replace the sarcastic employee with someone who’s more interested in being a team player. If that’s the case, let us know. As a New England Human Resources firm, we can give you access to professionals with the skills needed to get the job done, and personalities that fit your corporate culture. Learn more now.

The problem is that many job candidates do stand out – but for all the wrong reasons. In fact, as one of the leading employment agencies in Central Connecticut, we know there are plenty of resume mistakes candidates make that take them out of the running for great job opportunities.

To help you avoid the same fate, here are six tips to keep in mind:

1. Don’t include your current work phone number and email.

You’d be surprised at how many candidates make this mistake. Instead, put a personal email and your home or cell phone number on your resume. Otherwise, you’ll look dishonest because you’re using company resources for your job search.

2. Don’t put a vague objective.

An objective that says, “To obtain a position that puts my skills to use” doesn’t really say anything of value. After all, don’t we all want a job that puts our skills to use? So be more specific. If you’re having trouble, then skip the objective altogether.

3. Don’t include every job you’ve ever had.

For some reason, there are candidates out there who feel compelled to put every single job they’ve ever had on their resumes, making it cluttered and hard to read. So get rid of all those jobs from high school and college (unless of course, you just graduated and that’s your only work history), and highlight experience that is highly relevant to the job to which you’re applying.

4. Don’t include personal details.

You might be tempted to send a photo or tell the potential employer all about your kids and husband. But don’t do it. Nix the personal information. This goes for things like social security numbers, religious affiliation, political ideology, etc.

5. Don’t lie.

You may think that a little white lie about your times of employment or college degree is not a big deal. But all it takes is one phone call to catch you. And then you can kiss that job opportunity good-bye.

6. Don’t say anything negative about past jobs/employers.

Even if your last job stunk, don’t talk about it in a negative light. Prospective employers do not respond well to trash-talking past employers and positions. Plus it only makes you look bad, not the company you’re dissing.

If you’d like some additional tips on creating an effective resume or help finding a new job, let us know. As one of the leading employment agencies in Central Connecticut, we work with some of the top employers in the area and can give you access to a variety of rewarding opportunities. Get started now!

According to a 2011 CareerBuilder survey, more and more Americans say it is. In fact, according to the survey, about 40% of employees said they had dated someone they worked with at some point during their career.

Though it’s becoming more common, especially considering that many employees are spending longer hours working together, office romances bring a host of challenges with them – including the potential for legal claims. In fact, a significant number of sexual harassment claims stem from romances in the office gone bad.

As one of the top human resources firms in Springfield, Massachusetts and Southern New Hampshire, we know there are other repercussions associated with office romance, including the impact on morale created by a perceived favoritism. In fact, courts have found employer’s liable in cases where a manager’s romantic relationship with a subordinate resulted in favoritism.

So what should you do if an office romance comes to your attention? Here are some ideas to consider:

Be pro-active. 

If the relationship is between two co-workers, make it known that you will not tolerate any disruptions in productivity. If, on the other hand, the relationship is between a manager and a subordinate, evaluate whether you should change the reporting structure. Don’t, however, automatically reassign the female in the relationship; otherwise it could be viewed as discrimination.

Create a policy against sexual harassment. 

You can significantly reduce the likelihood of a claim with a comprehensive sexual harassment policy in place. One vital component of such a policy is an effective procedure for reporting and dealing with claims of sexual harassment.

Have employees sign on the dotted line. 

To protect your company further, you may want the employees involved in a relationship to sign a contract that states the relationship is consensual and that both parties understand the company policy regarding office romances and sexual harassment.

Train your supervisors. 

Another way to protect your company in the case of a lawsuit – and demonstrate your company’s good faith attempt to comply with the law – is to train your managers on the issue of sexual harassment. Topics that should be covered include the seriousness of the charge; the policy your company has in place; and the responsibilities of the managers should they learn of alleged sexual harassment.

If you’d like to learn more about creating a sexual harassment policy, or any other kind of policy for your company, let us know. As one of the top human resources firms in Springfield, Massachusetts and Southern New Hampshire, we know that human resources is becoming an increasingly complicated function; and yet, many companies can’t afford to hire a full-time HR professional – which is where we come in. We offer a full range of HR services that can help you remain compliant and gain peace of mind. Contact us today to learn more.

Congratulations Christina Kielb for being our Temp or the Month for January 2012!

Can this be you next month?

But do these “out-of-the-box” approaches really work?  

Well, it depends on the industry. As one of the top employment agencies in New England, we know, for instance, if you’re applying for a job at a law firm, then they probably won’t work since law firms are looking for more serious-minded candidates. However, if you’re applying for work at an advertising agency, a smart direct mail campaign targeting the hiring manager or creative director could certainly work in your favor.

Here are some other tips to help you get noticed, without going overboard:

Be bold.

Rather than being wacky or wild, be bold. Many employers don’t want unpredictable, off-the-wall job candidates. What they do want is someone who is innovative and who can communicate their ideas in an effective way.

For instance, if you’re applying for a job as a graphic designer, then design a website detailing reasons you’d be a great fit for the position and what you can offer the company. Employers are looking for people who go above and beyond – and taking this kind of initiative will show them that you are just such a person.

Don’t pester the hiring manager.

Some candidates want to show their enthusiasm for a particular position by pestering the hiring manager with phone calls, emails, or even waiting outside their offices to talk with them. But taking this kind of approach will only hurt your chances of getting the job offer. Not only that, but if you annoy the hiring manager enough, you can also kill any chance of being considered for future opportunities.

Whatever strategy you do think about, it’s important that you consider the professional consequences before employing it. While trying something out of the ordinary can give you the edge, it can also make you memorable for all the wrong reasons…if you’re not careful. Also keep in mind that the very best job search strategies are those that put you in contact with the hiring manager, so you can demonstrate your value to them directly.

And if you’d like some help finding a job that’s right for you, let us know. As one of the top employment agencies in New England, we work with leading employers throughout the region and can give you access to a variety of rewarding job opportunities.

Submit your resume now.

Here’s how the new law works: 

Hourly workers will earn an hour of paid sick leave for every 40 hours they work, up to a maximum of 40 hours of sick leave per year. To qualify for the leave, though, employees must have worked for a company for at least 680 hours.

They must also have worked at least 10 hours per week during the previous quarter. That means if an employee works an average of nine hours per week from September through December, they are not entitled to sick leave from January through March. On the flip side, if that employee averages 15 hours per week from January through March, then they are entitled to paid sick leave from April through June.

Who it impacts: 

The legislation requires that service-sector employers with more than 50 workers provide paid sick leave. As one of Connecticut’s top Human Resources consulting firms, we know that service employees are defined as hourly workers, such as cashiers, fast food workers, hair stylists, security guards, nursing home aides, and waiters and waitresses, among others. It’s estimated that anywhere from 200,000 to 400,000 workers could be covered under this law.

Who’s exempt: 

Temporary workers are not included in the law. Temporary workers are those who perform work for a company on a per diem basis or on occasional basis for a specified period. Temporary workers can either be employed by an individual company or by a temporary staffing agency. Also exempt are manufacturers, non-profit organizations, as well as salaried workers, independent contractors, and day laborers.

While San Francisco, Washington D.C. and Milwaukee have passed mandatory paid sick leave legislation in recent years, Connecticut is the first state in the union to require certain employers to provide paid sick leave.

What about you? Do you think the new sick leave law is a boon for hourly workers, or could it leave employers going bust?

As one of Connecticut’s top Human Resources consulting firms, we know it can be hard for businesses to keep up with ever-changing employment laws. So if you have any questions about this new law – or other employment laws – and how they can impact your business, give us a call. We’re here to help.

If you’re not, then you’re in the minority.

In fact, over 80% of managers said they avoided giving feedback because they were afraid of the employee having a bad reaction, according to a study by Leadership IQ. What’s ironic is that the majority of workers – 51% – said they feel they don’t get enough feedback from their bosses.

So clearly there’s a communication gap – and as the boss, it’s your job to fill it. Here’s how:

Avoid cutting comments. 

As one of the top staffing companies in Connecticut, we can know it can be easy to get upset with poor performance. But don’t say things like “I’m so disappointed in you.” Not only will you alienate your employee, but you also won’t do anything productive to resolve the situation.

Don’t be overly nice either. 

Most people hate confrontation. So in order to make it as palatable as possible, we tend to offer negative criticism in the midst of overly kind compliments. But when you do so, you’re sending mixed messages to your employee and they may not get the message at all, as a result.

Let your employee speak their mind. 

Once you’ve offered your feedback, give your employee time to respond. Perhaps they’d like to explain themselves or give you their take on the situation. Maybe they simply have too much on their plate and need you to delegate tasks better or hire more people. Or they could be dealing with issues at home that are impacting their performance.

Be clear about steps going forward. 

Be very precise in your explanation of what you expect from your employee going forward and what you will do to help them accomplish agreed upon goals. Also be sure to follow up with your employee on a regular basis.

As one of the top staffing companies in Connecticut, we know that when it comes to performance problems, follow up and consistency are key components to getting your employee back on track.

And if you’d like to learn more about offering feedback to your employees, read our post about 5 Secrets to Effective Performance Reviews.

Can this be you next month?

Here’s a look at some of the things you shouldn’t do, so you can increase your chances of landing a job through a headhunter in Hartford:

#1. Don’t quit your job until you have a new one.

In a world where image is everything, those candidates that are still gainfully employed are more attractive than those that are unemployed. Fair or not, it’s the truth. So if you can keep your job until you find a new one, do it.

#2. Don’t leave out information.

Your headhunter is there to help you find a new job. So be as honest as possible about your career, your goals, and anything else that could impact your job search, including any personal obligations. Don’t wait until the last minute to tell him or her that you can’t travel regularly for work after all, for instance, or that you aren’t open to an hour-long commute.

#3. Don’t let the Hartford headhunter do all the work.

Don’t rest on your laurels just because you’re getting help from a Hartford headhunter. View the headhunter as just one tool in your toolbox for finding a new job. So continue to network and look for jobs on your own. Always keep your headhunter informed of any progress you make.

4. Don’t be inflexible.

The working world is changing. Gone are the days of easy access to full-time jobs and generous benefits. Today, many employers want to hire recruits on a contract basis to test them out before making a full-time position. Be open to these new ways of doing business; don’t box yourself in by being completely inflexible.

5. Don’t be a pest.

It’s important to keep the lines of communication open with your headhunter, especially if something changes, like you land a job on your own. However, don’t harass him or her with daily phone calls and emails about the status of your job search. If you haven’t heard from your headhunter in a while, certainly check in.

If you’d like to learn more about how a headhunter in Hartford can help you land a job, give us a call. As experienced Hartford headhunters, we work with top employers throughout Hartford and Central Connecticut, and we can help you find the company that best matches your skills and interests.

Gone are the days when temporary help was seen just as a way to fill empty seats in clerical positions or in the warehouse. Today, temporary staffing can be used strategically to help employers accomplish a variety of important goals – like meeting deadlines during busy periods – while keeping staffing costs as low as possible.

So how do you know it’s time to ramp up your temporary workforce? Here are 4 signs:

1. A high unemployment rate.

A high unemployment rate means more workers are willing to take on temporary assignments, so you can access qualified talent to keep your company flexible.

2. Rapidly increasing sales.

If your sales are increasing quickly, it stands to reason that you’ll need to match your workforce to an increased workload. However, hiring full-time can be a scary proposition in a shaky economy. But by working with a Springfield, Massachusetts temporary staffing agency, you can access the ideal solution – the people you need, only for as long as you need them. Even better, if you do decide to hire full-time, you can “try out” some of these temporary workers first before making a hiring decision.

3. A peak busy period.

If you’re about to enter your company’s peak busy period, then now’s the time to increase your temporary workforce. The beauty of temporary staffing is that you can increase your workforce only for as long as you need to – whether it’s a week, a month, or a couple months.

4. An upcoming time of uncertainty.

If your company or industry is facing a lot of uncertainty due to things like a new technology being introduced, industry-wide consolidation, or a new CEO heading the firm, then it’s important to keep your workforce as flexible as possible so you can weather the storm – and hopefully come out ahead.

The bottom line is that temporary staffing can help you increase your company’s flexibility, while also reducing labor costs. If you’re interested in learning more about how temporary staffing can help your company specifically, contact Stewart Staffing, one of Springfield, Massachusetts’ top temporary staffing agencies. We’d be happy to review your staffing needs and goals and develop a strategic staffing plan that helps ensure you save time and money, and increase productivity. Contact us today to learn more.