Meet Smith Richardson at Gallman Consulting

The one thing you should know about us is that our number-one priority is helping you. It doesn’t matter if you’re a job seeker or a hiring manager—we have the experience, the expertise, and the resources to provide you with the solutions you’re seeking.

We’ve been in the search and placement business since 1985. We believe strongly in the importance of relationships, and that’s why we want to introduce one of our team members at the Gallman Consulting:

Meet Smith Richardson

Smith Richardson, Regional VP of Sales

With GPS since 2008, Smith has touched many facets of human resources during his career in the staffing industry, including recruiting, business development, employee relations, training and project management. 

As Regional VP – Sales, Smith supervises the sales staff for GPS’ South Carolina offices. In addition, he manages client accounts, sales and growth opportunities for all divisions of GPS. 

As a Recruiter within GPS’ Direct Hire Division, Gallman Consulting, his focus is on helping our clients’ save time, effort and dollars on attracting, screening, and retaining top quality candidates.

Previously, Smith worked in public relations and marketing for a well-known retail real estate development company. He is also a past Affiliate Liaison of the SCMGMA – Lexington Chapter and a member of the Chamber of Commerce in Columbia and Lexington, SC and is a graduate of the University of South Carolina with a Bachelor of Arts in Journalism and Mass Communications.

Maximize New Hire Success

The First 90 Days: Maximize New Hire Success to Prevent Turnover

Are your employees flocking to greener pastures?

Employee turnover can often be discomforting for employers, especially when it worsens over time. With so much attention on effective recruitment and hiring practices, it’s easy to forget that retaining top talent can sometimes be more challenging than finding high-quality workers in the first place. And the COVID-19 pandemic made things even more complicated, with many employees choosing to remain unemployed rather than return to work or find new careers entirely in some cases.

According to Michael Watkins, author of The First 90 Days, “Employee orientation centers around and exists to help the individual employee, but it is the company that ultimately reaps the benefits of this practice.” In other words, your bottom line and productivity are directly affected by your ability to retain every employee on your team.

Recent studies recognized by Sapling found that a negative onboarding experience results in new hires being twice as likely to look for other opportunities. Remember that the average U.S. employer spends around $4,000 and 24 days to hire a new employee — if your new hire walks out shortly after coming on board, that’s a lot of wasted time and productivity.

On the other side of the coin, research discovered that organizations with strong onboarding processes improved their new-hire retention by 82%, and productivity went up by 70%. Statistics like these reinforce the importance of investing in an employee retention strategy that begins as soon as employees sign on the dotted line.

With nearly one-third of new hires quitting during the first three months, you need to do everything possible from day one to ensure they get off to a great start.

Ready? Let’s do this:

Focus on your communication.

Too often, employers get wrapped up in the technical parts of onboarding and end up dismissing the power of positive communication when welcoming new employees. Every aspect of communication — from the time you make a written job offer to an employee’s first week on the job — can influence your new hires’ perceptions of you as an employer.

Taking the time to communicate in a way that’s both professional and friendly will set the right tone as your new hires get acclimated to their new jobs. This involves clearly articulating your company’s procedures and protocols in all your training materials, as well as demonstrating positive verbal communication during orientations and introductions.

Furthermore, never underestimate how the simplest gestures can enhance employees’ onboarding experiences. For example, a “welcome note” from a manager or an informal “first day” lunch with new teammates can do wonders to help employees ease into their new responsibilities.

Train your managers on best onboarding practices.

When it comes to retaining your talent, remember your temporary employees deserve just as much attention as your permanent workers. Your managers are essentially front-line ambassadors for your organization and ultimately shape the employment experiences of your workers.

Assignments are often a gateway for securing full-time employees; therefore, how you treat your temporary workers can greatly affect hiring outcomes in the future. Managers can be instrumental in creating an atmosphere in which temporary employees have the guidance and resources to excel in the company for the long term.

One of the best ways to make a positive impression on temporary workers is by engaging your managers in the onboarding process. Training your managers on how to properly communicate and manage contingent workers should be an integral part of any onboarding strategy for a few reasons:

  • First, managers are directly involved in helping new employees adapt to their new work environment and learn on the job.
  • Second, stronger relationships with managers will ensure your temporary employees are properly trained and productive, improving the quality of their work experiences and attracting them to long-term opportunities within your company.

Whether employees are temporary, full-time, or anywhere in between, onboarding has changed since the pandemic. You’ll need to adjust your process now that the new hire isn’t in a physical office and can’t connect face-to-face with their peers and supervisors. Here are a few tips:

  • Plan the first week. Keep the first week full so the new hire isn’t left wondering what to do next.
  • Assign a “welcome buddy.” Pair the new employee with an established one to foster a connection and advise the new hire on a successful start.
  • Have frequent touchpoints. Checking in frequently is key to success in a remote environment.
  • Provide access to essential resources. Ensure the new hire has access to people and systems that they’ll need to be successful during their onboarding and training.

Conduct regular check-ins with employees.

A big misconception about onboarding is that it should only take a week or month to complete. This couldn’t be further from the truth. Effective onboarding should ideally be an ongoing process that actively engages employees long after their first few days on the job.

Conducting regular check-ins with your employees will allow you to regularly address their questions and concerns and rectify any issues they may be having — before they start seeking employment elsewhere! For example, you may implement monthly one-on-one meetings in which employees speak privately with their managers about their performance and how they can improve. This gives your managers an opportunity to hear from workers firsthand and make necessary adjustments to improve their employment experiences.

Ready to reduce turnover at your organization?

Building a relationship with a staffing partner is one of the most powerful ways to proactively reduce turnover within your organization while at the same time improving the quality of your workforce. Through strategic planning, your staffing partner will work closely with your team to meet key hiring and retention goals, as well as ensure optimal productivity and performance in every aspect of your organization’s operations.

Better Meetings, Happier Team

Sometimes it seems like the biggest obstacle between you and productivity is the very thing that’s supposed to make you more productive.

That’s right: meetings.

Whether you’re the one planning them or the one required to attend, workplace meetings can seem like a giant waste of time. Of course it’s important to keep everybody informed, but do you really have to spend two hours on a Thursday morning listening to the long-talker; avoiding the glance of the eye-roller; or getting interrupted as soon as you try to put in your two cents?

The answer is no.

But, that doesn’t mean you can skip the meeting. It means you can make it better. You might even be able to make it fun.

Not running the show?

If you’re not the one in charge of the meeting, your control over the format is limited – but you can improve the quality of your own participation.

First, prepare.

Take a minute or 10 prior to the meeting to review the agenda and consider what you have to contribute to the topic at hand, or what concerns you might like to share. Prepare some questions. If you have a point you’d like to make, gather some facts so you’re ready to make the most of your moment when you have the floor.

Bring a pen and paper, and take notes.

Practice engaged listening – that’s where you really think about what’s being said. Try to speak up at least once during each meeting, but make your comments brief and to the point – people will love you for it. And they probably won’t interrupt you.

In charge of the meeting?

If you’re the one who called the meeting, a few tweaks to your meeting format could make a big difference in what’s accomplished. Here are some ideas:

Start on an up note.

Set an upbeat tone at the outset by asking everyone to share a recent success, large or small.

Set ground rules.

You’re the facilitator; promise your people that you’ll keep the conversation focused. Ask their help in staying on track. Hand out an agenda. Set up the goals, but don’t talk too long – you don’t want to lose people before you’ve even begun.

No devices.

Have the participants put away their phones so their eyes won’t be straying to the screen every time it lights up or vibrates.

Be clear about timing.

What’s the goal of the meeting? When will it end? Everyone likes a meeting that begins and ends on time. Some supervisors inject some energy by using a countdown clock. It sends the message that the end of the meeting is a deadline. Let’s get this done!

Reward participation.

You might throw each speaker a mini Milky Way. Or maybe, later, you give her a pat on the back and thank her for her contribution. Everyone likes to be noticed and valued.

Schedule breaks.

Any meeting longer than an hour must include a break. Make sure you get people out of their chairs and moving. Give them five minutes for a phone check or bathroom visit, then engage them for another five in something active and fun: thumb wrestling tournament, anyone? If you have a little more time, try a team-building challenge like the human knot.

Make time for thinking.

Each time you introduce a new topic, someone will be tempted to dive right in, possibly diverting the conversation to their narrow concerns. Instead, throw out a question… and require 30 seconds of silence before anyone can speak.

Practice redirection.

The skills for managing problem participants can be learned. Got an interrupter? Hold up a finger. “Thanks, Mitch. I’d like to get to your concern. But first let’s let Jose make his point.”

What about that guy who drones on and on? Some people just have trouble stopping, once they’ve begun to talk. Go ahead: interrupt. “You’ve made a great point, Joanne. Now I’d like to hear how others react.”

Shake things up.

Does everyone always sit in the same place? Make them switch. Better yet: remove the table. Changing the setup for your meeting can change the dynamics of the group.

An unproductive, hour-long meeting with eight people in attendance equals eight hours of lost productivity. With just a little preparation and planning, you can turn that around and use your meetings to increase productivity – and, quite possibly, increase morale as well.

Pressing the Reset Button on Wellness

Your career is important but it should never come before your health. Otherwise, stress, anxiety, depression, and other mental health issues can crop up. These issues can affect your ability to perform your best at work. They can also make it virtually impossible to enjoy your time outside of work. And, if left unaddressed, mental health problems can lead to body pain, headaches, and other physical health issues.

The bottom line: you need to prioritize mental and physical wellness. Now, let’s examine five of the key dimensions of wellness, along with tips you can use to recalibrate your life and live better than ever before.

1. Emotional

Expressing your emotions in a safe, healthy manner is paramount. Yet, many people choose to “bottle up” their emotions, despite the fact that doing so can cause serious harm.

Those who suppress their emotions may struggle to deal with challenging situations at work and home. They also face a greater risk of heart disease, stroke, and other chronic illnesses than people who can effectively manage their emotional wellbeing.

To improve your emotional wellness, find constructive ways to express your feelings. For instance, meditation or deep breathing exercises have been shown to help people minimize negative emotions. Or, you can go for a walk or perform other physical activities that promote emotional wellness.

2. Intellectual

Having opportunities to engage in mentally stimulating activities can make a world of difference. In fact, those who nurture their curiosity can become lifelong learners who are well-equipped to thrive in any work environment at any time.

To foster your intellectual well-being, capitalize on any learning opportunities that come your way. For instance, you can read books or take up new hobbies. You can even visit a museum or art gallery to help get your creative juices flowing.

Don’t forget to take advantage of learning programs at work, too. If you are ready to take on more responsibility at work, ask your manager about any available learning opportunities. And, if you are on the job hunt, search for free courses on LinkedIn, Skillshare, and other learning websites.

3. Occupational

Everyone deserves to feel good about their work. However, there may be times when work problems escalate to the point where they cause people to feel bad about themselves. There may also be instances when employees are overworked, resulting in an unhealthy work-life balance.

To optimize occupational wellness, network with industry peers. This allows people to build professional relationships and grow them over time.

In addition, pursue professional development opportunities. Those who continuously look for opportunities to accelerate their professional growth can develop the skills required to accomplish their career aspirations.

4. Physical

How you take care of your body can have far-flung effects. If you constantly eat fast food and avoid exercise, your body can wear down quickly. The result: you may feel physically exhausted day after day, and you face a high risk of severe health problems.

A daily exercise routine can be beneficial. Engaging in 30 minutes of moderate daily physical activity can help you feel your best and extend your life.

Along with daily exercise, healthy eating and consistent rest are crucial in terms of physical wellness. Consume foods rich in vitamins, nutrients, and minerals whenever possible. Also, try to get at least seven to nine hours of sleep every night.

5. Environmental

You should feel safe, comfortable, and calm in your everyday surroundings. However, if your surroundings make you feel panicked and worried, your overall well-being may be at risk.

To enhance your environmental wellness, assess your home and work environments. Remove any clutter and eliminate any distractions from these settings.

Furthermore, volunteer in your community when you can. Volunteerism can help you connect with your community and foster new relationships. It can also help you build an emotional attachment to your community.

The Bottom Line on Wellness

There is no “magic bullet” to achieve true wellness. Instead, ongoing practice of the wellness dimensions mentioned above can help you feel your best now and in the future at work and outside of it.

Of course, a recruiter can help alleviate stress as you search for new career opportunities, too. Recruiters can offer expert tips and guidance to help you find a job that complements your life.

Innovative Ideas for Upskilling, Reskilling, and Closing Last-Mile Gaps

A global human talent shortage plagues businesses around the world. According to management consulting firm Korn Ferry, if left unaddressed, the shortage could reach more than 85 million people by 2030. At this point, the shortage could result in about $8.5 trillion in unrealized annual revenues, too.

Your business needs skilled professionals on staff. Yet, identifying, attracting, and retaining talent remains difficult. Fortunately, options are available to help you strengthen your workforce, regardless of your recruiting strategy. These options include upskilling and reskilling.

What Are Upskilling and Reskilling, and Why Should Your Business Use Them?

Upskilling involves learning new skills or enhancing existing ones. For instance, an employee can complete a training program that allows them to add new skills or improve current ones to further contribute to their company’s success. In this instance, the employee and their business can reap the benefits of upskilling.

Comparatively, reskilling involves developing new skills for a new role. For example, an employee who wants to move into a management role may enroll in online management courses. Upon completion of these courses, the worker will possess a wide range of management skills. Plus, the worker can transition into their management role without a steep on-the-job learning curve.

Ultimately, there is a lot to like about upskilling and reskilling. Key reasons why businesses utilize upskilling and reskilling across their workforces include:

1. Increased Employee Engagement and Retention

Upskilling and reskilling provide businesses with myriad opportunities to invest in their employees. Meanwhile, workers can leverage upskilling and reskilling programs to bolster their skill sets. These employees can feel great about the fact that their businesses are committed to their success. The result: companies that leverage upskilling and reskilling can maximize their employee engagement and retention levels.

Struggling with turnover or employee motivation, ? GPS can help you build a more engaged, loyal workforce.

2. Improved Customer Satisfaction

Skilled employees can deliver exceptional contributions across a business — and customers are likely to notice. So, if a company implements an upskilling or reskilling program, it can help its workers become better in various areas. These workers can then apply their new knowledge and insights to assist customers like never before. This can lead to improved customer satisfaction, along with increased revenues and exemplary customer loyalty.

3. Talent Recruitment

Businesses want to attract top job candidates, regardless of role. With upskilling and reskilling programs, a company can distinguish itself to superb candidates. A company can use these programs to show job seekers it is willing to invest in their futures. This can help the business promote itself to candidates. And it may allow the company to recruit candidates who want to stay with it long into the future.

How to Close the Skills Gap Across Your Workforce

Your business can use upskilling and reskilling programs at any time. However, to get the most value out of these programs, it helps to plan. This ensures your upskilling and reskilling programs empower you to close skill gaps across your company.

Now, let’s look at five tips to help you optimize the ROI of your upskilling and reskilling programs.

1. Establish Skill Adjacencies

Identify skill adjacencies across your workforce. To do so, look for workers who possess skills that align with those required to perform various tasks. Next, you can provide these employees with training to help them advance their skills.

2. Create Training Programs for All Types of Learners

Set up training programs tailored to different types of learning styles. For instance, some educational programs can leverage microlearning, which involves short videos and other media that cover topics in short increments. On the other hand, in-person and workshop classroom-style learning sessions can cater to workers who prefer hands-on learning. You can even offer online training sessions that employees can complete anywhere an internet connection is available.

3. Reward Workers Who Engage in Your Programs

Celebrate workers who upskill and reskill. You can offer bonuses, gift cards, and other financial rewards to employees who complete upskilling and reskilling programs. Or you can recognize these workers’ accomplishments during business meetings.

4. Provide Multiple Program Options

Give workers the flexibility to choose upskilling and reskilling programs that correspond to their career goals. Offer multiple programs, and employees can select ones that can help them accelerate their career growth.

5. Make Your Programs Accessible to Everyone

Ensure workers across all departments can access your upskilling and reskilling programs. This enables employees to gain the skills they want to accomplish their career aspirations.

Need Help Bridging the Skills Gap Across Your Business? Partner With a Recruiting Company

Upskilling and reskilling programs can deliver tremendous value. And, if you use these programs in combination with an effective talent recruitment strategy, your business can avoid a skills gap that can otherwise hamper its growth.

If you need help bridging the skills gap across your business or want to develop and implement an effective recruiting strategy, it pays to partner with a reputable recruiting company. The right recruiting company can help you get the best results from your upskilling and reskilling programs — and get more done.

MASTERING THE MODERN JOB INTERVIEW

Do you have an upcoming interview?

Congratulations!

We want you to put your best foot forward. Whether you are an entry-level candidate or a seasoned professional, interviewing remotely or in-person, we will show you how to shine – and land a great new job.

Get this eBook by clicking this link https://resources.gpsjobs.net/index.smpl?c=52751#ebook-form

Mastering the Modern Job Interview

ASK ME ANYTHING: MASTERING THE MODERN JOB INTERVIEW

Do you have an upcoming interview?

Congratulations!

We want you to put your best foot forward. Whether you are an entry-level candidate or a seasoned professional, interviewing remotely or in-person, we will show you how to shine – and land a great new job.

Get this eBook by clicking this link http://resources.gpsjobs.net/index.smpl?c=52751#ebook-form

HUGS Drive

HUGS Drive

All donations must be in original packaging.

Newberry County Young Professionals www.nbyyp.com/ newberrycountyyp@gmail.com along with the Muller Center at Newberry College, The Rotary Club of Newberry, The Newberry Museum, Gallman Personnel Services, Inc., Newberry Dental Associates, and the Newberry County Chamber of Commerce will be hosting a H.U.G.S. drive to benefit the students of Newberry County.

Drop Off Locations:

Newberry County Chamber of Commerce
1209 Caldwell Street
Newberry, SC 29108
M-F: 8:30am-5:00pm

Newberry College
Keller Hall
2100 College Street
Newberry, SC 29108
M-F: 9:00am-4:30pm

Gallman Personnel Services, Inc.
2402 Wilson Road
Newberry, SC 29108
M-F: 8:00am-5:00pm

The Newberry Museum
1300 Friend Street
Newberry, SC 29108
Tu-Sat: 10:00am-4:00pm

Newberry Dental Associates
2306 Harrington Street
Newberry, SC 29108
M-Th: 8:00am-4:00pm

The Faces of Gallman Consulting

The one thing you should know about us is that our number-one priority is helping you. It doesn’t matter if you’re a job seeker or a hiring manager—we have the experience, the expertise, and the resources to provide you with the solutions you’re seeking.

We’ve been in the search and placement business since 1985. We believe strongly in the importance of relationships, and that’s why we want to introduce the members of the Gallman Consulting Team:

The faces of Gallman Consulting

Georgette Sandifer

Smith Richardson

At Gallman Consulting, we use everything at our disposal to help you meet your hiring needs and achieve your career goals. Gallman Consulting is an executive and professional employment search firm that guarantees quality talent. Honesty, integrity and ethics are not just buzzwords, they are the words we live by. Our goal is to build solid relationships with our clients and candidates by matching top talent with excellent career opportunities. Our parent company, Gallman Personnel Services has been in business since 1985.

As an affiliate of Top Echelon, a national recruiting organization, we follow stringent guidelines for membership related to candidate and client relationships. We are a Top Producer for, and a “Preferred” member of Top Echelon. Top Echelon holds the distinction of being the nation’s largest and most prestigious independent recruitment association. These affiliations provide access to the resources of over 2000 association members, and enable us to share in a large pool of currently employed, hidden candidates.

Our services can save your staff the cumbersome job of recruiting, qualifying and narrowing the field. We send only the candidates that we believe fit the individual job description.Gallman Consulting can provide you with candidates in the following positions:

Manufacturing

  • Plant Management
  • Quality
  • Engineers
  • Manufacturing Managers
  • Materials, Logistics, Purchasing
  • CNC
  • Design
  • Process Management

Human Resources

  • In various industries to include manufacturing, service, distribution, and others.
  • HR Generalists
  • Employee Relations
  • Labor Relations
  • Benefits Specialists

Engineering

  • Electrical
  • Industrial
  • Chemical
  • Civil
  • Mechanical

Construction Management

  • Construction Management
  • Project Managers
  • Superintendents
  • Estimators

Other

  • Administrative
  • Accounting
  • Executive Placement
  • Contract/Consulting Staffing