So is there an easy answer to avoid becoming one of those “toxic bosses”?  

According to a recent study, there is. Published in the Journal of Business & Psychology, a study from Northern Illinois University found that bosses who work out are typically less abusive toward their employees. Researchers involved asked 98 employed M.B.A. students to rate their boss’s behavior (for instance, asking questions about whether their boss put them down in front of others); they also asked the 98 bosses to complete a survey about their exercise habits, levels of stress, and amount of free time.

Not surprisingly, the results showed that employees rate stressed supervisors as more abusive. The research also revealed that moderate levels of exercise minimized nasty behavior towards employees, even as those bosses remained stressed. According to the study, the kind of exercise the bosses engaged in didn’t matter, whether it was running, biking, weightlifting or yoga; just that the bosses exercised one or two days a week.

Obviously extreme cases of workplace bullying can’t be fixed at the gym. However, if you’re a boss who’s under a lot of pressure and misdirecting that stress onto your employees, then a few hours of exercise each week certainly couldn’t hurt. In fact, exercise is known to help people cope with stress by improving their mood and lowering their anxiety.

And if part of your stress is coming from staffing issues at work, let us know. We can help. Over the past 20 years, our staffing agency has successfully placed more than 150,000 people in temporary and full-time positions. Learn more about our patented, 6-step hiring process, which can ensure you get the best fit candidate.

That’s the bad news.

The good news is that finding a great job in a new city can be done. In fact, as a recruiting agency with 25 years of experience, we see candidates do it all the time. So to help you on your journey, here are some tips to keep in mind:

Do your homework before selecting a city.

It’s one thing if you’re planning on moving back to your hometown. However, if you want to move to another city where you’ve never lived before, do some research ahead of time to ensure that city is really a good fit for your career. Just because they have a good economy in one sector, doesn’t mean opportunities abound in your field.

Ask for help.

What good is all this social networking if you can’t tap into it in situations like these?! So reach out to people in your social network who live in the cities you’re interested in. They’ll be able to give you the real scoop on the local economy, the top employers, and the cost of living. They can also keep you in mind should they hear about any job leads.

Don’t expect employers to pay you to relocate.

Some employers will pay a new hire to relocate. However, it’s typically because that person’s skill set is in high demand or they work in an extremely niche specialty. Otherwise, you’re likely on your own.

But keep in mind, hiring is an expensive process for employers. And the last thing they want to do is pay to fly candidates out for interviews and pick up the tab for moving expenses. So be clear about the fact that you will be paying all associated travel and moving expenses should you get hired.

Put your target relocation date on your resume.

If you’ve got your heart set on moving to a new city, regardless of whether you find a new job there ahead of time, then put your target move date on your resume. That will signify to potential employers that you’re already committed to moving to the city.

Obtain a local phone number.

Invest in a new cell phone and get a local number for the area you’ll be moving to. Potential employers will be more likely to call you if you have a local number, rather than a long distance one.

Contact a recruiting agency.

One of your best resources for finding a job in a new city is a recruiting agency. They can help you conduct your search and also offer you additional feedback and guidance about job opportunities in your field.

If you’re interested in learning more about how a recruiting agency can help you, let us know. Since 1987, we’ve provided thousands of candidates all over the country access to top jobs with top employers. And we may be able to help you too! Find out how we do it.

In addition, cost-per-hire:

Doesn’t factor in quality.

Hiring the best-of-the-best is going to cost money. But when you’re totally focused on cost – and hiring fast and cheap – you’ll overlook many of the best candidates who require an investment of time and money to get them in the door.

Doesn’t factor in that quality offers a better return on investment.

Sure, you’re going to have put in some resources to hire top tier candidates, but once you do, the ROI will be significant in the form of better performance and higher productivity. And typically that higher productivity will make the cost of hiring them seem miniscule.

Slows down the process.

Focusing too much on cutting costs can actually increase costs because it tends to slow down the speed of hiring.

With all that said, don’t ignore the costs altogether. Measuring these expenses can be worthwhile when hiring large numbers of employees with similar skill levels.

However understand that in order to hire great people, you have to spend some money. So if you’re in a position to hire, but are being pressured to keep it “cheap,” then show your manager or CEO the evidence of the high performance/productivity of those you’ve hired in the past.

And if you’d like some help with hiring process, let us know. As one of the leading recruitment agencies in the U.S., our patented, six-step candidate evaluation process, Assurelink, allows us to dig deeper and obtain more information about each candidate – so you get the people you need more efficiently. Learn more about our process today.

In fact, according to a 2010 poll conducted by the Society for Human Resources Management (SHRM), approximately 47% of its members ran credit checks on select job candidates, while 13% ran checks on all candidates.

So with the likelihood of credit checks increasing, here is some information you need to know if a current or future employer asks to run one on you:

Employers need your permission.

Employers can run credit checks, but only with your written permission, as prescribed under the Fair Credit Reporting Act (FCRA).

Employers don’t see everything.

To prevent identity theft, employers don’t see all the same information as a creditor would see. For instance, there aren’t bank account numbers listed. However, they do see negative reports, like late payments and accounts in collection.

Understand your rights.

Employers are prohibited by law (Title 11 of the US Code) from discriminating against job candidates who have filed for bankruptcy. That said, other issues – such as a high debt to income ratio and repossession of cars or other goods – can certainly be a big red flag for employers.

Also, if you are denied employment because of details from your credit report, then by law the employer has five days to notify you. If that’s the case, then you also have the right to see the credit report (for free) on which the decision was based.

Review your credit regularly.

You may think you’ve got great credit, only to find out there’s actually a black mark on your credit history. Don’t let a prospective employer be the one to find it. Check your credit report regularly (you are entitled to one free credit report per year from one of the three major credit reporting bureaus) and deal with any inaccuracies immediately. If you have a problem getting an inaccuracy removed from your credit history, then consult an attorney.

Be honest with the employer.

If you’re asked to sign a consent form allowing an employer to run a credit check, ask why and how the information will be used. If you know your credit isn’t great, then it might pay to be upfront about it. By showing that you’re honest and forthcoming, you can perhaps overcome a bad credit report.

And if you’d like some additional tips and help in your job search, give us a call. Peoplelink is a nationwide recruiting agency dedicated to helping people like you find great jobs. Get started now.

Reason #1.

Monster recently predicted that temporary hiring is likely to be strong well into 2012, which bodes well for staffing agencies like Peoplelink. This also indicates that even though employers are cautious about hiring full-time, they are experiencing an increase in demand – and need more workers as a result.

Reason #2.

Similarly, the American Staffing Association reported that the staffing index has been slowly increasing since February 2011, and is now where it was at the end of last year. The staffing index is a measure of temporary and contract employment trends.

Reason #3.

According to CareerBuilder, one in four employers plans to add full-time staff in 2012; while that’s approximately the same number as in 2011, at least it’s holding steady, not decreasing.

Reason #4.

Consumer confidence in December surged and was at its highest level since April. The holiday spirit may account for some of the rise, but there’s also evidence that employment prospects are brightening and that Americans are gaining some faith in the economy.

Reason #5.

According to the U.S. Labor Department, employers took on 4.15 million workers in November 2011, up 107,000 from the prior month. In addition, the number of jobs filled in the three preceding months was the highest since the period from March to May 2010.

Reason #6.

Since June 2010, the number of new jobs that have been created each month has been over the 100K mark. While this is slow, at least it’s still growth and a significant improvement over 2010, when six of the 12 months of the year had job cuts.

Obviously we’re not out of the woods yet when it comes to our economy. But there are some signs of life and reasons to believe the worst is hopefully over.

And if you’re a job candidate looking for a new job, or a company interested in temporary workers or full-time staff, Peoplelink can help. Since 1987, our staffing agency has consistently been able to provide a link to the top talent and the top jobs throughout the country.

Learn more now about how we can help you.

Robert Puckett, Jr.

Peoplelink is happy to announce that Mr. Robert Puckett, Jr. has been chosen as January’s Shining Star employee.  Robert works at Rx Technology in Joplin, Missouri. He reports to the Joplin Peoplelink branch.

Robert started his employment with Peoplelink in July of 2008 as a Boxer/Helper in the Packing Department of Rx Technology. Over the past 3.5 years, he has worked his way up to Printing Press Operator, the highest level in the production area. He is responsible for printing pharmacy labels, training new temporary employees, and maintaining the printing press he runs. He enjoys his co-workers and the sense of accomplishment he has at the end of each day.

According to his current Supervisor, LeeAnn Hartman , “Robert is always willing to do whatever it takes to meet the goals and objectives for customers. He is one of the best Peoplelink employees we have ever had.”

Robert resides in Joplin with his son Rayden, 5. They enjoy camping, car shows and races, and traveling. He has been watching Joplin rebuild after the May 22 tornado and is grateful to the volunteers and donors that have helped in Joplin’s time of need.

Congratulations to Robert for being Peoplelink’s Shining Star in January!

Find your shining star! Contact Peoplelink at 574.232.5400.

Here’s a look at some of our top posts from 2011:

1. Clever Office Halloween Costumes - Halloween is a fun time of year – even for us adults! To help you stand out and look cool for Halloween, this post covered some clever Halloween costumes for the office.
2. Employment Outlook – Job Growth and Labor Statistics July 2011 - In this post, we took a look at the most recent statistics from the Bureau of Labor Statistics (BLS) to examine job growth and labor statistics for the market.
3. Searching for the Best Talent? Look for These Top 3 Traits of Overachievers – Making bad hires is costly for businesses – both in time and money. Rather than waste your time sifting through the pile of mediocre talent, this post helps you spot true overachievers.
4. The True Cost of a Bad Hire - And to look at bad hires even more closely, we also took a look at the true cost of making one. This post breaks down just how those bad hires can take a toll on your business – and your profits.
5. 5 Ways to Help You Manage Needy Employees – Ever encounter a needy employee? These people may need some hand-holding, but they might not be a total loss. This post includes five tips to help you manage these unique employees.

Here at Peoplelink, we’d like to thank you for visiting our blog in 2011. Be sure to check back in 2012 for more great tips and tools!

Effective strategic planning can elevate your organizational success!

Get the most out of your strategic planning, and achieve more in 2012, with these tips:

1. Be sure you have the right team. Yes, strategic planning will impact your entire organization, but that doesn’t mean you should include everyone in the planning. Include those employees who you can count on to be solid contributors, people who can provide insight, objectivity and depth to the conversation. Be sure to also include key team members who are essential to the implementation of your plan.

2. Don’t treat it like just another meeting. Some organizations take an entire day, or even a week, for strategic planning. However long your organization needs, keep in the back of your mind that your thoughts and ideas should be actionable and realistic. The real “meat and potatoes” of strategic planning is the implementation, so be sure to clearly define the goals and steps now, so you can focus on the heart of your plan.

3. Don’t waste time. Be sure that everyone is prepared to contribute to your strategic planning by identifying core areas to be addressed, and encouraging team members to brainstorm ideas – prior to the planning session(s). Let your team know that they will be expected to discuss these ideas during strategic planning.This will help you maximize your meeting time by having pre-identified targeted areas for discussion and planning.

4. Spread the word about your plan. Everyone shouldn’t be involved in the planning, but everyone should be involved in the plan! Once your team has clearly defined a strategic plan for the year, share that strategy with your full team. After all, they will be largely responsible for its implementation!

5. Get to work. You spent a great deal of time and effort developing an actionable strategic plan – now it’s time to start the action. Involve your employees in developing the actual steps necessary to implement the plan, then follow up and check in regularly to ensure each step is being followed. Quarterly meetings (more or less depending on your schedule and needs) can also help keep your team focused and enthusiastic about your short- and long-term goals.

Searching for ways to maximize your talent investment in 2012 and beyond?
Peoplelink Staffing is dedicated to helping you reach your organizational goals. We offer a range of strategic staffing services to help you get there. Contact us today to learn more.

New Year’s Resolutions Can Have a Dramatic Impact on Your Career.

Set your career into motion for 2012 and plan for your future success. These three tips will help you set and stick to career New Year’s resolutions:

1. Be specific. Notice anything about those popular New Year’s resolutions above? “Lose weight,” “Make more money” …these are incredibly vague. How do you know when you’ve accomplished your goal? When you’ve lost five pounds? 10? 25? For any resolution – personal or professional – you should set a specific goal and timeline. For example, “I will lose X pounds by [date].” When you have a concrete goal and timeline, you are much more likely to achieve your goals.

2. Be realistic. If you’re currently a mail clerk and you want to become the company CEO, it’s highly unlikely you’ll be able to accomplish that goal within one year. While it may be your ultimate goal (and it certainly is a good one!), instead focus on what you can realistically achieve in one year. Maybe you have 150 pounds to lose, but to do that in a year, you’d have to starve yourself and spend four hours a day working out…it’s highly unlikely you’re going to stick to that. When it comes to your career goals, think along those same lines. What can you accomplish in the next year? Don’t shortchange yourself, but be sure to set goals that are attainable within the designated period.

3. Set incremental goals. Sticking with the weight analogy, say that your specific goal is to lose 40 pounds by December 1, 2012. That can seem like an overwhelming amount, and you may lose interest with the prospect of such a daunting task. While keeping the ultimate goal in your mind, focus instead on setting incremental goals that will help you achieve the big one. And set these incremental goals while you’re working on your initial resolution plan – you’re much more likely to be realistic and clear when your resolutions are fresh in your mind and you’re motivated.

Searching for a new job in 2012?
Peoplelink has jobs! Search our available opportunities today to get started.

Supervisor Jeff Schnitz and Wanda Carroll

Peoplelink is happy to announce that Ms. Wanda Carroll has been chosen as December’s Shining Star employee.  Wanda works at Acument Global Technologies in Rochester, Indiana.  She reports to the Plymouth Peoplelink branch office.

Wanda started her employment with Peoplelink in October of 2010. She is a Sorter responsible for checking the quality of thousands of nuts and bolts before they are shipped out. Wanda’s work quality is excellent and she has an outstanding work ethic.  Every day, Wanda enjoys challenging herself to sort more parts than the day before.

According to her current Supervisor, Mr. Jeff Schnitz, “Wanda is a class act. If I have an important job, I ask her to complete it. She is not scared to do anything. She steps up to the plate.” 

Wanda resides in Argos where she enjoys baking fudge, working in her flower gardens, and singing at her church. She is the proud mother of two grown sons and grandmother of four. 

Congratulations to Wanda Carroll for being Peoplelink’s Shining Star in December!

Find your shining star! Contact Peoplelink at 574.232.5400.