Founded in 1989, TriStarr is a high-level staffing, recruiting, and consulting firm serving Central, PA - Lancaster, Harrisburg and York, PA. Their management team has more than 60 combined years of recruiting and hiring experience, and our operations staff average more than 10 years in the staffing industry.
Class of 2019 college graduates are entering the best job market in years. The National Association of Colleges and Employers says that companies plan to hire about 10 percent more new graduates from this year’s class than they did last year. Employers are opening up positions to them that might have once gone to more experienced professionals. And overall, these grads can expect higher salaries than those in 2018.
But despite their initial excitement over landing their first professional job, many won’t remain in their first jobs long. The US Bureau of Labor Statistics reports that more than half of recent college graduates leave their first job within a year, most citing a bad fit.
Some of this turnover could be prevented by employers adopting different recruitment strategies from those they use for experienced professionals. Even career-focused students with impressive GPAs don’t know all about the industries they’re entering, nor will they be familiar with corporate policies and procedures.
Each new graduate is essentially a blank slate of professional experience but presents an opportunity for employers to develop young potential. Investing in their youthful virtues—trainability, potential for growth, fresh perspectives, and tech know-how—can be beneficial and even profitable for your company in the long run.
Recruitment strategies to attract and land recent college grads
Here’s how to recruit new college grads—adopt these recruitment strategies:
Training opportunities – More than 80 percent of new grads expect formal training from their first employer, according to a recent survey by Accenture Strategy, a business and technology consulting firm. This could take the form of a structured orientation program or mentorship.
Internship program – Companies that provide internships to college students not only give students real-world experience but can evaluate them as potential hires after graduation.
Ongoing communication – Staying in touch with students after career day events or who show interest in your company keeps your firm top of mind on their list of preferred employers.
Social media – Maintain your company’s visibility among college students and recent grads on social media, primarily Twitter and Instagram.
College relations – Keep in contact with college career offices and professional student organizations to arrange for speakers from your company and to post job openings.
What to look for in new grads with little or no professional experience
With a lack of professional experience to consider, how can companies best select these new employees? While prospective employers can’t rely on resumes listing past work achievements, they can look for evidence that new grads would have a high probability of success at their company:
College achievements and experiences – High GPA, excellent grades in their major, involvement in extracurricular activities, volunteer service, internships, and part-time or summer jobs
Soft or transferable skills – Experiences where they learned skills not formally taught in school, e.g., leadership, organization, communications, time management, and problem solving
Personality and compatibility – Assessing for these traits can be as important as evaluating skills and qualifications. We use a behavioral and personality assessment to ensure the best fit between clients and candidates. Our assessments can reduce turnover by 30 to 40 percent.
Recruiting employees can be tough, but it’s what we do best
The recruiting process from beginning to end takes substantial time and effort. That’s why the help of a job recruiter can lessen your stress, time, and even money. A recruiting agency can find candidates who are high performers as well as good fits for your company, raising your odds of a successful hire. Read about how we stand by our placements with our Good People Guarantee.
TriStarr is a recruitment employment agency in Lancaster, PA. Our experienced recruiters find candidates who are accomplished in their professional areas and compatible with our hiring companies. Contact us today through our website or call us at 717-560-2111.
In the broad outlines, it’s clearly a mutually beneficial relationship. But in the day-to-day execution, it’s prone to misunderstandings and misconceptions.
As a job seeker, you get significant benefit from working with a recruiter. They make job searches more efficient, getting you a better opportunity in a shorter period time than you can achieve on your own. Still, a distance sometimes exists between the people looking for work and the professionals trying to place them.
This fact leads to a lot of myths about the services recruiters perform and about where they put their allegiances. It’s a frustrating experience for recruiters, who face skepticism and doubt even as they work tirelessly to place people in situations that will enhance their long-term career prospects.
With that in mind, here are four things recruiters wish candidates would know about their roles:
Recruiters Want to Find the Perfect Match for Both Candidate and Client
People sometimes assume a recruiter cares only about the corporate client. After all, most staffing agencies get paid by the company looking for workers, not by the workers themselves. Therefore, the theory goes, they don’t have any incentive to care about the candidates’ long-term needs.
That’s just not true. Recruiters work hard to create the ideal match between candidate and company. A happy candidate makes a happy worker, which in turn makes a happy client. Meanwhile, a dissatisfied candidate might leave the placement before it’s over, or might not give their full effort. That reflects badly on the recruiter.
Finding the Right Fit Can Be Complicated
Here’s how people assume the process works: Clients provide a list of skills they need for a position. The recruiter sifts through the resumes they have on file looking for those skills. Once they find them, the match is made.
But recruiters aren’t just human keyword-matching algorithms. A lot goes into the placement process. Not only do recruiters have to find a candidate with the right skill set, they have to find someone who will fit into the overall placement.
Culture matters. Schedules matter. The candidate’s preferences and long-term goals matter. A good staffing specialist will leverage all the information they have about a candidate (and about the placement) to discover the perfect match.
Long-Term Relationships Matter Most
Recruiters don’t just throw people at positions to see what sticks. They don’t just fill job orders in the fastest way possible. They are looking to build long-term relationships, both with their corporate clients and the candidates they work with.
Fundamentally, a staffing firm exists to build connections. They want to keep their clients coming back again and again. That means they want to place the best candidates and provide the best possible service.
Meanwhile, a strong pool of talent gives the recruiter their best chance of satisfying the customer. That means putting candidates in positions where they can succeed and giving them all the support they need to achieve their goals.
As such, a staffing specialist will do what it takes to keep both the candidate and the client happy. They hope to work with both for years to come.
Recruiters Can Provide Significant Additional Information
Beyond just pairing them with potential job opportunities, recruiters can provide additional resources that can improve a candidate’s prospects, both within a particular placement and for the long term.
When you get a placement, your staffing specialist can provide significant information about the company. They can give you insights about culture, management and corporate operations, so you’ll start out with a detailed lay of the land.
Meanwhile, the recruiter can also help you long term. They can help you polish your resume, improve your interview skills and target your development, in order to maximize your career growth.
Recruiters are people too.
By talking to a staffing specialist, you can gain insight into the recruiting industry and learn a lot about your own prospects. Ready to start an in-depth conversation? TriStarr has a specialist ready to talk you through the process. Contact TriStarr today to learn more.
Businesses have depended on job descriptions to define work for employees for generations. And even though technology has drastically changed the work environment over the years, job descriptions in 2019 remain as important as ever.
Good job descriptions can prevent the wrong person from applying for a job and better ensure the right person does apply. In other words, they can help prevent employers from interviewing and maybe hiring someone who isn’t right for the job.
Every job description needs to be thorough and updated each time you’re recruiting someone new for the position. The following list details information that should appear on most job descriptions.
Work location (if working remotely is an option, note that here)
Job summary including key objectives and goals
Job duties (mention opportunities for training or professional development)
Experience required (skills, education, years of experience)
Employment type (full time or part time)
Work hours/travel requirements
Salary range and benefits (bonus program, retirement plans, health insurance)
Job descriptions done well can help you with recruiting employees
Job descriptions also must attract great candidates and encourage them to apply for open positions. For that reason, the descriptions have to be clear and compelling as well.
Here are a few guidelines to help prepare job descriptions to 1) attract and find candidates you want and 2) give them information needed to decide whether to apply:
Briefly describe what your company does, using facts and figures.
Describe your company’s work culture or environment, and explain your company’s brand.
Relate the position’s summary or objective to the company’s goals.
Be specific when describing duties of the job.
Use descriptive language, action verbs, and words known in your industry.
Use language that is gender neutral and age neutral.
Highlight any benefit that could make you stand out from your competitors.
Here’s a bonus tip: Make your job descriptions available online and mobile friendly, particularly if you’re looking for younger workers.
Need help with writing job descriptions? Contact our recruiting agency
Many managers dread writing job descriptions, knowing the time and effort they entail. That’s why companies often engage a professional job recruiter or recruiting agency to help prepare their descriptions. A recruiter can also help you find the best candidates and handle the initial phase of your interviewing process.
If you’re considering outsourcing of recruiting, interviewing, or preparing job descriptions, talk with us here at TriStarr, a staffing and recruiting agency and HR consulting firm in Lancaster, PA.
We back our recruiting with our Good People Guarantee. If you aren’t pleased with a new employee within the first few months, our guarantee takes effect. We will replace the person with another candidate at no cost or provide an agreed-upon, prorated refund. But our clients rarely request that, because we know how to find candidates who are a great fit.
Recruiters get people jobs. You know this. However, you might assume that finding you a position effectively ends the staffing firm’s involvement. From then on, you’re on your own.
That’s a common myth about staffing firms: They find you a job, and then leave you to take care of yourself. Not true. A recruiter provides support during the transition to your new position and beyond.
It’s time to reset expectations about your staffing partner’s role in your ongoing assignment. Here is how a recruiter will continue to offer outreach and assistance as you start your new position:
When You’re Hired
Your recruiter has found a position for you. You might expect this to consist solely of giving you the name and phone number of your contact at the company; then, the staffing associate will move on to other tasks and forget all about you.
Not so. Securing a placement for you involves more than just blindly sending you to your new gig. Instead, your staffing associate will provide you with key details about the placement and walk you through the process of starting your new assignment.
With the gig economy taking over a larger share of the job market, the contacts and information a recruiter can provide become even more valuable. This insider info will set you up for early and sustained success at your new placement.
Your First Day
In the traditional hiring process, you don’t get to know much about a new employer the day you start a position. You’ve probably interviewed a couple of times, done your due diligence with the information publicly available (e.g., their website or social media feeds), and you’ve talked to the firm’s HR representative who’s facilitating your hiring.
When you consider it, that isn’t a lot of input, a fact that can cause a lot of stress in the lead up to your first day. It would be like marrying someone after talking to them once or twice, looking at their Instagram, and then arranging marriage details with their best friend. That process wouldn’t bode well for a smooth honeymoon.
A staffing firm provides a better situation. They work closely with their clients leading up to your placement which gives the recruiter detailed knowledge of how the company works. Your staffing associate can clue you in on all the preferences and foibles of the individual companies.
That way, you can go into your position with more information, which will give you confidence and peace of mind.
Athletes and actors have agents to look out for them. If something goes wrong in the locker room or on the set, the client always has someone to call.
A recruiter provides that role for you. If questions, complications or concerns come up, you can turn to your staffing firm for support. It gives you a lifeline if a problem arises.
Moreover, like an agent, your recruiter will be there to guide you into your next role. When your placement ends, or if you feel you need another assignment that fits you better, your staffing associate will be there to help you find a perfect opportunity.
New Opportunities Await
Ready to take the plunge? Teaming up with a strong staffing partner, like TriStarr, allows you to fast-track your career and take some of the guessing out of the job market.
Time and money. Most companies can’t afford to lose either by hiring the wrong person. While making a bad hire may happen on occasion, employers can minimize it with background checks of promising candidates.
Background checks help ensure a job candidate is qualified for a position and poses no threat to the safety and security of others in the workplace.
Most employers run some type of background check on every single hire. To do so, they need a candidate’s signed consent. If they decide not to hire someone based on a background report, they must notify the candidate in writing and provide a copy of the report.
Because background checks can be labor-intensive and time-consuming, companies sometimes outsource them to companies specializing in these services.
The most common pre-employment background checks used today
Former employment checks are used to verify a candidate’s claims about education, work history, and professional license. Recruitment employment agencies can fulfill these background searches to confirm the facts as presented on the resume.
Reference checks can be challenging and take more time. Job candidates tend to supply “safe” references—people whom they believe will vouch for them. So, can hiring companies go beyond these references to ask about skills, past performance, and personality? Yes, companies can contact previous employers as long as candidates give permission. But companies shouldn’t speak to anyone on a candidate’s “do not contact” list. Nor should they check with the current employer without the candidate’s consent.
Getting information from former employers can be difficult because many allow managers to provide only dates of service and salary, and possibly job title and duties. Though companies are legally permitted to give more information, they can choose otherwise to protect against legal action by former employees.
Criminal background checks help companies guard against a new employee putting other employers, customers, and the company at risk. They check candidates’ criminal records to identify major convictions, mainly felonies. While lesser crimes can be searched, an employer in Pennsylvania may consider an applicant’s conviction when hiring only if it is relevant to the job.
At TriStarr, when we do criminal background checks, we access national criminal databases; sex offender registries; and federal, state, and county criminal records.
Be aware that some states and cities have enacted “ban the box” protections. These forbid employers from asking job applicants to check a box if they have been convicted of a crime. Generally, employers may ask about a criminal record only after the first interview or, as in Philadelphia, only following a conditional offer of employment. Pennsylvania is not a ban-the-box state at this time.
Additional background checks that recruitment employment agencies can handle include credit histories, driving records, drug screenings, fingerprint background checks, and E-verify background checks (for legal authorization to work in the U.S.).
At our recruitment employment agency, we screen candidates by doing background checks, providing personality/behavioral assessments, and conducting initial interviews. Our employment specialists can assist you in finding the best candidates and hiring the most qualified employees.
TriStarr is an employment agency in Lancaster, Pa., also serving Harrisburg, York, Lebanon, and Reading. Contact us online, or give us a call at (717) 560-2111.
We often think of our careers as somehow separate from ourselves. As if we leave our true selves at the door when we walk into work.
But that’s not the way it works. You can’t separate personal development from career development. Becoming a better person helps drive career success. Meanwhile, your professional advancement should come paired with inner growth as well. That’s true work-life balance: the two feeding into each other.
Successful people realize this fact instinctually. They don’t see the work-life relationship like a teeter-totter, constantly swinging in and out of balance. Instead, they see it as an intertwined thing, like a rope, made stronger by the way the two twist together.
So, improving your career involves improving yourself. With that in mind, here are four life lessons successful people have learned to achieve both personal and professional growth.
Every business book advises its readers to concentrate on networking. Getting a job and moving up through the corporate ranks are tasks that rely heavily on personal connections. Ultimately, careers are made by people, not by impressive diplomas or by world-changing ideas.
Early in your career, find mentors who can help you navigate your chosen industry (and maybe show you some life lessons along the way). As your career matures, build relationships with colleagues and bosses. Create a wide peer network that can help you find opportunities and fuel your further development.
Finally, later in your career, give advice freely and help others when you can. Pay forward the help you received when you were starting out.
Don’t Fear Failure
If you try, you’ll eventually fail. Everyone knows that fact on a basic level, but the key lesson comes when you flip the sentiment around: If you don’t fail, you haven’t been trying.
Don’t get daunted by a slow pace of achievement. Reaching your goals might take time, as well as a few wrong turns. Treat failure as an opportunity to learn. Those mistakes and missteps just make success more likely next time.
It’s the old Thomas Edison quote: “I have not failed. I’ve just found 10,000 ways that won’t work.”
Careers are long and the world keeps changing. Your working life could span four or five decades. In order to advance, you’ll have to continue to develop throughout that time, adapting and updating skills to keep up with changing times and evolving standards.
Think of someone who started their career in the 1970s, and is getting ready for retirement soon. Now, imagine if that person never developed their skills or learned how to operate new technology. Think of them – dressed in a wide-collared, brightly colored suit – clicking away on their electric typewriter and asking you where the telefax machine is.
Don’t become the future version of that corporate dinosaur. Make learning an ongoing priority.
Work Towards a Goal
Driving from New York City to San Francisco is just under 3,000 miles. A long trip. But look at the odometer on your car. How many miles does it have? 100,000? 150,000? And where did you go with those miles? Back and forth to work. To the store.
The point is, you rack up miles whatever you do. Put those miles together, all going in one direction, and you can travel a great distance … go somewhere special. Or you can just drive around the block 6,000 times
Having clear goals helps you put those miles together. You aren’t just going to work and earning a paycheck. You’re building a career.
Your goals may change. In fact, they almost certainly will. But the accomplishments you achieve (even if you later wonder why you bothered to achieve them) will inform future decisions and help open the door to new opportunities.
Ready To Improve?
If you’re ready to start putting those miles together and move your career further down the road, teaming with a strong recruiting partner, like TriStarr, can provide the direction you need. Their expert and friendly staff can steer you to the best opportunities to reach your goals.
Searching for just the right candidate demands more time and patience than it did just a few years ago. In particular, recruiting employees who are high performers in their field can be tough, especially for positions requiring certain specialized skills.
Even with new college and trade school graduates entering the workforce, an increased labor supply in some fields can’t meet the demand at a time of nearly full employment.
If recruiting employees takes too long, internal projects can be delayed and workers picking up the slack can become resentful. So, word to the wise: don’t wait too long for the perfect candidate who may never turn up.
Sometimes, great candidates aren’t too far away
Though you might not realize it, your best available candidate may already be under your roof, plugging away and doing excellent work. Don’t overlook talented employees who could be ready for more responsibility, or an expanded skill set, with a little training or development. With their proven loyalty and knowledge about your organization, they may be able to make a seamless transition to another position.
Employees capable of taking on additional duties and authority are not always the ones who immediately come to mind. Identifying just the right person for your open position can require some deep digging. Talk with managers, review attendance records and performance evaluations, and look for examples of outstanding achievement.
Opening positions to current employees—particularly with a promotion’s higher pay and greater responsibility—can boost overall morale and job satisfaction among those who advance. But as well as receiving increased compensation, most employees are enthusiastic about the prospect of professional development and mentoring opportunities. People who are rewarded for doing exceptional work are also happier on the job and more likely to continue their employment.
Not only could existing employees be a great fit for other jobs, but you might also prevent them from being wooed away by competing firms. When the market is tight, your competitors are experiencing the same challenges and also looking for candidates for their open positions.
Need new high performers? Talk with our star recruiters
As much as you want to keep your best employees, you may lose some from time to time and you won’t always find their replacements within your ranks. So, talk with us here at TriStarr. By finding, screening, and negotiating with top candidates, we can save you time and help you through every step.
TriStarr is a staffing and recruitment agency in Lancaster, PA. With years of experience in administrative staffing services, we can find candidates who are a great fit for your employment needs. Our recruiting agency stands by our Good People Guarantee. If a client isn’t pleased with someone we have recruited, we will replace the person with another candidate at no cost or provide a refund.
If you would like help with recruiting employees in a tight job market from professional recruiters, contact us online or call us at (717) 560-2111. TriStarr serves the Lancaster, York, Harrisburg, Hershey and Reading employment markets.
Working with a staffing firm brings significant benefits. A recruiter can shorten the length of time needed to find an opportunity. They can help you sharpen your ability to land better positions and they will help you prepare for a placement, so you feel confident from day one.
Still, many people remain misinformed about how staffing firms work. They worry about how an agency’s business model will impact the way it treats the candidates it’s looking to place.
No one wants to be treated like an anonymous product. However, recruiters are incentivized to care about their candidates. It’s not just the right thing to do; it’s good business as well.
Here are some of the top myths about working with a staffing agency, as well as the truth about what you should expect:
Myth: A Recruiter Will Throw You Into Any Open Position
A recruiter won’t just cycle you through open positions until you find one that sticks. Clients get annoyed when a staffing firm sends a candidate that doesn’t fit the situation.
If a person shows up with the wrong skills, or if they leave before the end of the placement because they are dissatisfied with the situation, it reflects badly on the recruiter.
Therefore, it’s in the best interest of the staffing firm to fit every person into the ideal placement. Happy candidates mean happy corporate clients. For that reason, a good recruiter will think deeply about the perfect situation; meaning you can be assured that every placement is a good placement for you.
Myth: You’ll Get Treated Like a Product
Some workers worry that a staffing firm will see them as little more than a resume, a name paired with a skill listing. But matching candidates with opportunities isn’t like setting a fantasy football lineup.
Finding the perfect fit between candidate and company requires more than identifying a minimum qualifying skill set. It means thinking about how a candidate will fit into a company’s culture. It also includes consideration of the worker’s preferences. If they don’t stay until the end of the placement, it creates problems for both the client and the recruiter.
So, a good recruiter will look out for your interests. They want to put you in a position with an ideal cultural fit, as well as one that fulfills your longer-term career goals.
Myth: A Recruiter Only Cares About the Corporate Client
It’s true that recruiters are paid by the company that hires the worker. That offers a benefit to the candidates placed through an agency, as they don’t suffer any financial downside from using a staffing firm’s services.
But some candidates worry that the financial structure biases the recruiter towards their corporate clients. This theory insists the staffing firm won’t care about the workers and won’t fight for things like higher salaries or top-quality working conditions.
Recruiters care as much about their candidates as they do about their clients. Without the best possible workers, the staffing agency doesn’t have a service to perform.
They need to keep your salary competitive (without pricing you out of the market) and insist on the best possible working conditions. Otherwise, they won’t be able to bring in top talent, which is the main thing their clients really care about.
After all, the name of the business is “recruiting,” not “placing.” The life’s blood of the business is finding and keeping high-level candidates who can bring their creativity and talent to the companies that hire the agency.
Ready for a new career?
Ready to take the plunge and start working with a recruiter? TriStarr can get you started on the next stage in your career journey. Contact TriStarr today to find out more about what they can do to place you in the perfect opportunity.
Everyone thinks they know the most forward-looking industries. Web development, marketing, biotech, even media – all sectors people see as dedicated to constant, rapid change; sectors where executives live with unrelenting, extreme FOMO. They can’t miss out on the next big thing and survive.
Accounting, meanwhile, seems comparably stable. To an outsider, the industry looks relatively stable – the pleasant Victorian mansion set among the city’s steel-and-glass skyscrapers.
You know that’s not really the case. With your view from inside the industry, you understand the world of accounting is constantly changing. You need to be as attuned to changing market conditions as anyone in the technology or drug development fields.
With that in mind, here are five trends to watch out for in the accounting industry going into the 2020s:
You’re used to getting exactly what you want every time you walk into a store or log in to your favorite retailer. That expectation has overwhelmed the accounting world as well.
Your clients demand customized service. They want micro-targeting and increased communication, allowing them to achieve a result more well suited to their particular concerns and long-term development.
This means you’ll need skills beyond vanilla accounting acumen. Expect a role with a lot of slashes in the title … accountant/salesperson/customer service rep/project coordinator. It allows you to serve your clients with more specificity.
High-powered accounting software seems destined to turn you into an over-qualified data entry drone. You fill in the numbers. The computer spits out the finished product.
However, automation really just creates an opportunity to shift emphasis. On the one hand, effective software only comes with expert advice. Qualified accountants have to lend their knowledge to the automated programs to make them operate. Developing these products opens up a whole new aspect of the profession.
Meanwhile, the people-facing part of the accounting profession will always require individuals with multiple talents. A computer can’t talk to clients (well, at least not yet). And a computer can’t keep a client’s goals and concerns in mind. Communication and customization work best when people are involved, especially people with diverse and multilayered skill sets.
The types of insights people expect from their financial statements have become more diverse. The world of big data has trained people to expect “eureka!” moments that are both highly specific and extremely far-reaching.
For these reasons, utilizing advanced data mining techniques has widened the mandate of many accountants. Workers in the industry have more information than ever, and clients are expecting that different types of conclusions can be gleamed from this data.
Again, this requires developing a wider skill base and remaining open to changing expectations.
Dealing with the public has become increasingly centered in the social media sphere. This shift impacts every aspect of the industry, from the way firms recruit employees to the marketing of services to clients.
This democratizing force is good news for job candidates. You can use your social media footprint as a marketing tool for yourself. Meanwhile, services like Facebook, Instagram and Twitter allow you to research and engage with potential employers and clients.
The gig economy has permeated every industry. More and more workers operate as independent contractors, rather than direct employees of particular firms. Meanwhile, the work of accounting has long migrated to the cloud, making collaboration over wide distances possible.
At the intersection of these processes lies increased collaboration among diverse team members. Any accounting project could include input from team members (some from outside the company) collaborating from multiple sites, separated by thousands of miles.
Harness Your Potential
Fitting into the changing world of accounting requires developing diverse job skills and creating a resume that displays this multilayered talent. TriStarr can help on both counts. As an industry leader in the recruiting space, TriStarr will place you in positions where you can learn and execute the most in-demand capabilities. Meanwhile, they will also help you market those skills to your best possible advantage, pushing your career ever forward.
While some friction in the workplace is to be expected, too much is harmful to everyone involved, particularly if left unresolved. Conflicts between employees disrupt their work and that of colleagues who share the work environment. Ongoing disagreements can affect job performance and even the company’s productivity and bottom line.
While most U.S. workers report involvement in workplace strife at times, more than a third say they deal with it often or always. In a typical week, employees spend, on average, about three hours handling conflict at work. That’s just 7 percent of the work week, but in terms of productivity, the costs are staggering, resulting in an estimated $360 billion in paid hours.*
So, what’s causing all this workplace friction? Employees say mainly personality conflicts and warring egos, as well as stress and workloads. These may lead to angry outbursts and insults; nasty, behind-the-back comments; poor communications; procrastination on projects; and more.
Other than avoiding people who rub us the wrong way—which doesn’t solve and often intensifies the problem—what can we do to resolve conflict at work?
Try taking these steps to manage conflict with co-workers
Ask yourself why the person bothers you. Be aware of what is setting you off. If dealing with a specific incident, review what caused the problem.
Look at your own behavior and words. Could you be overreacting? Is it “small stuff” you can adjust to or learn to live with—or not?
Try viewing the situation from the perspective of the “problem” co-worker, rather than only through yours.
Consider the individual’s strengths. Doing so may help you better tolerate their deficiencies.
Meet with the person who bothers you. Tell your side honestly while listening respectfully to theirs. Acknowledge their thoughts and feelings without showing judgment.
Communicate in person with the individual as much as possible and not just through email.
In working out a particular problem, compromise if necessary, as neither of you may be totally right or totally wrong.
Regarding number 5, we know that many of you would rather get a tooth pulled than meet with your adversary. However, it is often the best approach and generally less painful than you expect. So, take a deep breath or two, and do it.
If you remain at an impasse, tell the other person you feel a third party’s perspective might help. Solicit the input and mediation services of an HR or department manager, who can sit down and talk through the issue with both of you.
Some department leaders are trained in conflict resolution—a skill that is useful to managers but even to front-line employees. Perhaps your company would be willing to offer training in conflict resolution to your management staff, and maybe even all employees.
TriStarr’s HR consulting services can help you manage your HR issues
Could you benefit from assistance with recruiting, interviewing, and other HR challenges? At TriStarr, an employment agency in Lancaster, Pa., we offer HR consulting services and would be glad to partner with you for a solution to your HR issues. TriStarr’s professional team has more than 60 years of experience in administrative and professional staffing, recruiting, and HR consulting services. Contact us online, or give us a call at (717) 560-2111.