2013 / 11

How do I Format and Draft a Job Offer Letter

by Jeanne Knutzen | November 26, 2013

0 Hiring - Best Practices, Human Resources Staffing accounting staffing agencies seattle, staffing agencies in seattle, Staffing Agencies In Seattle WA, staffing agencies seattle, staffing agency seattle, staffing agency seattle wa

After weeks of careful sourcing, resume collection, conversations with recruiters, and a long, meticulous interview process, you’re finally ready to choose a candidate. And luckily for you, the choice is easy. Your final contender has it all: wits, drive, a strong work ethic, a pleasant attitude, and affordability. So now you need to make it over the final hurdle: presenting an offer she can’t refuse. And making sure she isn’t lured away by your competitors before her start date. Just to stay on the safe side as you draft your offer letter, keep a few tips in mind: first, retain two back up candidates so you can don’t have to start over if this one gets away. And second, remember that your letter is only part of the process. You also need to reach out to the candidate by phone, and you’ll want to stay socially connected with her between the date of the offer and the day she steps onboard. Try to prevent a change of heart by keeping her thoughts focused on a future with you, not her past with the company she’s leaving behind. Here are a few ways your offer letter can send the right message and accomplish this goal.

1. Be personable. The legal language of the letter is important, but give your words a personal touch, and make sure the tone is warm, welcoming, and enthusiastic. Make it clear that her arrival is considered an exciting and positive event, not just another bureaucratic item to check off a list.

2. If the offer will be contingent on anything, from a criminal background check to a medical exam, social media review, reference check, or blood test, make each of these items clear. Arrange them not in a block of text, but in a list of distinct bullet points.

3. Provide clear instructions to the employee regarding her next step. Will she need to sign the letter and return it by mail or email before a certain date? Will she need to contact the HR office by phone to formally accept the offer? Will she need to submit any additional material to deal with the contingency items listed above? These instructions should appear in the letter’s final paragraph, right before the close.

4. The terms of employment should be made clear in the letter. If this is an at-will agreement or a defined contract, include the terms in the letter or attach them in a separate document.

5. Summarize the insurance benefits associated with the position and clearly state the annual compensation.

The requirements and recommendations associated with your offer letter will vary with the position, the industry, and the laws in your state. If you are looking for staffing agencies in Seattle, contact us today.

Medical Jobs in Demand at the End of 2013

by Jeanne Knutzen | November 19, 2013

0 Healthcare Staffing healthcare jobs in seattle, healthcare jobs in seattle wa, healthcare jobs in seattle washington, healthcare jobs seattle, healthcare jobs seattle wa

Attention recent graduates, up-and-coming 2014 graduates, and those who are just at the beginning of few long years immersed in an academic program. Here’s some news that may help you lay out your plans and plot the course that lies ahead: medical jobs are in demand right now. And some are more in demand than others. While the world will always need physicians, RNs, and surgeons, the healthcare employment field is incredibly diverse, and the positions below are experiencing regional shortages and peak demand as 2013 comes to a close. This can mean higher salaries and more leverage at the negotiating table for job seekers in these fields, and it can also mean a wider range of job options for those who are trained in these areas. Healthcare IT Experts This isn’t a clinical field, of course, but healthcare facilities need IT experts, and demand is expected to stay strong for several years to come. Along with network implementation and medical records management, health information security is a hot button concern right now. If you have the skills to help employers and medical facilities deal with their current IT challenges, you’re in luck. Clinical Support Physicians assistants and LPNs are greatly needed in underserved areas of the country, and even in heavily populated areas, healthcare facilities are becoming increasingly diverse. Patients once had two basic options when they needed care—a hospital or a private clinic. Now facilities are available that specialize in all forms of inpatient and outpatient treatment, and residential facilities are on the rise. All of these care providers will need every level of support staff in the years ahead. Pharmacists Pharmacists, pharmacy support teams, and pharmaceutical researchers all form vital links in a growing and essential part of the chain of healthcare delivery. Depending on certifications and levels of experience, both the opportunities and the salaries available to pharmaceutical experts will rise steadily over the next decade. RNs Registered nurses are in high demand almost all the time, in almost every region of the country. But highly experienced nurses with specializations in oncology, cardiology, maternity and pediatrics, anesthesiology, surgery, public education and patient outreach are experiencing growing leverage with employers as facilities expand and specialize. For more on how to enter into the fields above, which certifications to pursue, and which training programs to add to your resume, reach out to the Seattle healthcare staffing experts at Pace.  If you are looking for healthcare jobs in Seattle, contact us today.

Setting Up Your Year-End IT Reviews

by Jeanne Knutzen | November 6, 2013

0 IT Staffing information technology employment agencies, information technology employment agencies seattle, information technology employment agencies seattle wa, information technology employment agency, IT employment agencies, IT employment agency

The end of the calendar year is just around the corner, which means it’s time for colder weather, quarterly reports, and holiday related festivities and interruptions. It’s also time for performance evaluations, and like it or not, these evaluations are a required part of most standard workplace HR policies. Before you even begin to schedule and sit down for review meetings with each of your IT staff, start weeks in advance and take these important preparatory steps. 1. Choose a structure. If your HR department allows flexibility on this score (or if your own your own business and can do as you choose), you’ll need to find an evaluation format that fits your workplace and your culture. Most IT managers choose a weighted metric system, or a 1-5 scoring mechanism for a list of specific characteristics, like leadership, innovation, commitment, and timeliness. But others choose a nine box or essay style format. 2. Choose who will evaluate each employee. While traditional reviewers are conducted by direct supervisors only, modern IT departments are increasingly relying on the 360 degree evaluation method, which allows each employee to receive a rating from her supervisor, coworkers, and direct reports as well. This method can provide useful insights, but it can be very inefficient (and therefore expensive). 3. Set up self-evaluations that reflect the style of the formal review. Whatever format you choose, provide each employee with self-evaluation guidelines that reflect that format and can measure the answers the employee provides against those provided by her reviewers. Allow plenty of time to complete them and plenty of time to factor them into the formal reviews. 4. Arrange specific meeting times that account for the length of time you’ll need to spend with each employee. Some employees may need more explanation, evaluation, and coaching then others. As a side note, it may help keep the process on schedule if you place at least two managers in the room during weaker or potentially tense reviews. Make sure you allow time to complete the review, measure it against the self-evaluation, and have a detailed and meaningful conversation with the employee about his or her professional goals and milestones for the year ahead. When it comes to planning performance reviews, preparation is essential to successful execution. To learn more about laying the groundwork for a meaningful yearly exercise, reach out to the IT staffing pros at Pace. If you are looking for information technology employment agencies in Seattle, contact us today.