Facebook, Twitter, LinkedIn, blogs, and other forms of social media – they’re here big time and your employees are on them, often at work.

Do you have a social media policy in place? If not, it’s not a matter of “if” a big gaffe, blunder or headache will occur as a result of your employees’ use of social media, it’s only a question of “when.”

Are you ready?

If you haven’t yet developed a policy on employee social media use, read the tips below for some ideas.

1. Be aware that even if your workers aren’t using your computers to access these sites, they’re probably visiting them via their smartphones. (Research firm TNS Digital Life found that those who use smartphones spend a bit more than three hours a week on social networking sites. This is compared to a bit more than two hours on e-mail.)
2. As you create your policy, aim to create it in a way that reads “positive” rather than “negative.” Instead of telling employees what they can’t do, tell them what’s allowed.
3.  Decide whether employees may access social media at all while at work. If you allow this will employees be able to use the sites for their personal networking, or only for professional/business outreach?
4. Make sure employees understand that they, and they alone, are personally responsible for what they post on social media sites.
5. Remind workers (and keep reminding them) that everything and anything they post online will be there…forever.
6. Develop guidelines regarding what company information is OK to share and what is not. Be sure employees understand these guidelines.
7. Stipulate that employees must be respectful at all times online. No name calling, offensive comments, etc.
8. Be very clear on what type and to what degree disciplinary action will be taken if an employee doesn’t follow the policy.

When it comes to finding great employees for San Bernardino and Riverside county employers, Arrow Staffing has been in the trenches delivering great results for going on 40 years. Contact us today so that we may help you “find the good guys.”

When the economy gets tough, the tough get… nice.

That’s right. When it comes to surviving a struggling economy, your customer service methods march front and center. Ace this important part of your business and reap the rewards. Muff it up and you risk losing customers and revenue.

Below are some tips on how to create a great customer service culture.

As Steven Covey wrote in The 7 Habits of Highly Effective People, “begin with the end in mind.” That is, hire right right from the start. Take a look at your current successful customer service staff members. What attributes to they tend to share. As you hire more CS staff, hire more of your successful and happy current customer service pros.

“Rules? We don’t need no stickin’ rules!” We hope John Huston and his actors in The Treasure of Sierra the Madre forgive us, but we think appropriating and changing the famous “badges” quote works here: get rid of rules. Customers hate rules. Never let a CS staff member say, “I’m sorry, but that’s against company policy.”

Instead, give your CS staff the authority to make decisions about whether or not to accommodate a customer’s request. Empower your employees to do the right thing. They often will.

A little extra goes a long way. Imagine the delight of a customer when he or she gets an upgrade or a special discount. The goodwill your company receives far outweighs any money you may have lost.

Beat your customers…to an apology. If a mistake has been made, own up to quickly. Apologize sincerely. Offer to fix whatever went wrong. If you know a mistake’s been made before the customer comes back to you with it, take responsibility for it.

Underpromise and overdeliver. Or, to put it another way, give your customers more than they expect. Are rooms in your hotel empty? Upgrade a traveler to a better room. Warranty expired on a part or service? Replace it for free anyway. Get creative in your surprises…but don’t be surprised when see a big improvement in your bottom line as you beef up the quality of your customer service.

Test Arrow Staffing’s customer service skills and contact us when you need terrific people for your Inland Empire company for temporary or direct-hire assignments. We look forward to exceeding your expectations!

If you own or manage a manufacturing business, here are some tips to help your employees improve their productivity.

• If you’re not already using such strategies as Six Sigma and/or Lean Manufacturing, consider implementing them in your company.
• Take a look at your work flow. Look at your processes and technology and how your employees engage with them to see where improvement may be made.
• Watch your communication procedures, as well. Where in the pipeline does miscommunication tend to occur?
• Consider “stream mapping,” a method that analyzes and/or designs the flow of information and materials in your company. This way, your managers can make priorities and create new processes that can fix problems
• Document your processes either/or on paper or electronically.

Your company’s finances often are tied directly to how satisfied your customers are with your service and your product. Study the data regarding your customers’ satisfaction and your finances. Find where the two are lagging. For example, if you see that your customer satisfaction data is sinking below 50 percent satisfaction, consider surveying your customers to get their feedback regarding their problems with your product/service.

Study closely data such as how many times customers call for support, your monthly sales volume, how many products you make each month and how many of them are sold.

Don’t forget to measure how happy or satisfied your employees are by studying your employee “churn” each month: How many people leave and how many stay with you month in and month out. If they leave, why? Did they receive a promotion? More pay? Shorter commute? Were they just dissatisfied with your company?

If you do start putting process improvement changes into place, measure their results so that you can see if they are, indeed, improving your customers’ satisfaction, productivity, product quality, etc.

Partnering with a staffing service such as Arrow Staffing can go a long way to improving your hiring process for your Riverside or San Bernardino county company. Contact a recruiter today so that we may learn more about your facility’s staffing needs!

Certified Forklift, Double Pallet Jack, and Electirc Pallet Jack Operator openings now available for our client’s warehouse located in Ontario CA. Please apply on line

Job Title: Systems Technician

Location: US-CA-Redlands

Pay:            $17

Overview:

Serve as a liaison between our colleagues, the Information Systems and Technology

Division, and Corporate in this vital position maintaining PC hardware/software, mobile device and telecommunication equipment order processing, deployment, and auditing. 

Responsibilities

• Evaluate both hardware and software specifications associated with computer related request
• Perform database entry and tracking of purchase requisitions associated with computer request
• Receive and record hardware, software and mobile device acquisitions
• Coordinate the scheduling and deployment of hardware and software resources 
• Work with local or international mobile device provides to perform basic troubleshooting and reconcile billing issues
• Analyze and leverage vendor related upgrade policies and discounts to support planned buying strategies
• Run asset management reporting tools and analyze hardware  and software audits for employees who have separated from the company
• Document, modify or enhance standard operating procedures

Requirements

• High school diploma
• Superior customer service skills, excellent organizational skills, and strong verbal and written communication skills
• Familiarity with computer hardware, software, mobile devices and telecommunications equipment
• Experience using database applications and business information systems
• Ability to work effectively in a team environment
• Ability to effectively analyze problems and reaches logical conclusions
• Ability to use and presents facts and data effectively

Recommended Qualifications

• College coursework or an associate’s degree
• Be motivated to learn and advance in the job

If qualified and interested please apply online and e-mail resume to sandra@arrowstaffing.com

Job Title: Customer Service Representative

Location: US-CA-Redlands

Pay:           $15/HR

Responsibilities:

• Compile and condense contracts into sales orders and prepare them for data entry
• Check orders for accuracy and completeness; research discrepancies
• Track orders at customer’s request
• Track licenses and entitlements for each customer
• Complete any returns or credits as needed
• Resolve problems concerning billing or services rendered

Requirements:

• High school diploma or general education degree (GED) with some college preferred
• Two or more years of customer service experience or equivalent combination of education and experience
• Basic knowledge of word processing, spreadsheet, and database software
• Minimum typing speed of 25 wpm

Recommended Qualifications:

• Strong communication, prioritization, and multi-tasking skills
• Enjoy working in a fast-paced environment

If interested please apply online and send resume to sandra@arrowstaffing.com

Job Description: Seasonal Sit-down forklift driver

Location: Ontario, San Bernardino areas

Requirements: Able to operate a sit-down forklift in a production environment, fast paced and long hours + weekends.

Pay: 9/HR

If you are interested and meet the minimum requirements please apply online

Seeking Accounting Clerks. Will work with A/P and A/R, Data Entry, general office work, and phones.

Skills: Knowledge of general accounting procedures, Microsoft Office, Excel, Word. Familiar with Quicken or Quick Books.10 key by touch 40 wpm. At least 2 years of previous work experience.

Type: Full Time

Location: Redlands, San Bernardino, Colton.

Pay Rate: $10.00 to $12.00 an hour depending on experience and computer skills

Additional Information:

email: sandra@arrowstaffing.com

Yes, it can be a hassle.

Yes, it can cost you to do it (or pay someone else to do it).

Yes, there are so many other things you think would be a better use of your time.

But it’s just too risky today to not conduct a background screening on potential employees.

Why? Because too many – even most – job applicants falsify their applications, leaving out pertinent information such as criminal history, embellishing skills and educational achievement and also “fudging” on former employers.

As you conduct a background check, focus on the following:

A criminal background check. A screening agency will check to see if an applicant has a history of felony or even misdemeanor charges on his or her record.

Driver’s license check. This is especially important for workers who will be driving either your company’s vehicles or even their own vehicles while on company business. This check, done on the state level, will show any moving violations, license suspensions and/or revocations, as well as DUI/DWI arrests. The check also will verify what type of driver’s license an applicant has and any restrictions on the license. A driver’s license check also verifies an employee’s birthdate and reveals any aliases the person may have acquired.

Employment verification. Too many people lie about previous jobs as well as their salaries at the jobs. A check with the applicant’s stated former employers can verify that the person did work there at the time he or she said and also verify that the applicant left the former employer at the salary stated.

A check of an individual’s credit history may be wise for those candidates applying for a position that deals with cash or finances. You must remember that any credit checks you or an agency performs must follow guideline of the Fair Credit Reporting Act.

Prefer not to spend time on background checks? Then hire workers via Arrow Staffing! Since the workers you ask us to supply are our employees, we do the important background checks….so you don’t have to! Contact us today!

There’s a rustling going on in your company. Do you hear it? It may be faint now, but it’s growing.

It’s the sound of employees, starved for new opportunities, thinking of taking their valued skills elsewhere because – hosanna! – the job market is improving and for anyone who has been itching to go elsewhere, there’s now light in the new-job tunnel.

You may be happy to see some of your employees go, the layabouts, the whiners, the dead weights.
But what about your stars? What can you do to keep them from jumping to some other company’s payroll?

You might want to follow these tips:

1. Talk to them. If they’re a star in your organization, they more than likely know it. Ask them if they feel there’s something lacking in their opportunities in your organization and if they’ve been thinking of leaving. If so, ask them why they want to go? Do they need more challenge? Do they feel they deserve a promotion that hasn’t been forthcoming? You don’t need to do everything – or anything – they ask. But this type of information is golden because it can help you…
2. …give them the challenges they say they’re lacking. You’ll want to be sure your high-profile employees have a chance to flex their talented muscles and fly. Consider pairing them with high-level mentors, rotate them through different departments, etc.
3. Give them a chance to learn. Consider offering tuition reimbursement for graduate study. If yours is an international firm, see if you can send them overseas for a few months on an assignment. Rotate them through different departments (see number 2, above), so that they can get a different feel for various aspects of your business.
4. Consider meeting with your stars regularly (quarterly, for instance) to see how they’re progressing, to get their feelings for their work and their opportunities within your firm. You might not want to wait until the employee’s annual review for this discussion.

If you’re looking for stars for your Inland Empire company, contact Arrow Staffing. We’ve been “finding the good guys” in Riverside and San Bernardino counties for more than 40 years and we intend to continue doing so for companies such as yours for 40-plus more! Contact us today!