We are excited to share that the results of our NPS surveys across business lines were overwhelmingly positive, which is a testament to the hard work of our teams and their leaders. 

It’s important to give context to our team’s scores, knowing they far surpass the industry’s standard. In 2023, the average NPS for HR service providers was 46, according to ClearlyRated. For the staffing and recruiting industry specifically, the average net promoter score was 36 in 2023, and candidates who were placed in new roles reported an NPS score of 30.

At FGP, our teams take the time to understand our clients’ needs, and as a company, our goal is always to provide our clients with thoughtful and effective talent solutions to help them build their business. Whether that is through a temp-to-hire candidate or a full compensation audit, our teams are here to help.  

We are grateful for the opportunity to hear from our clients and candidates, allowing us to capture feedback to help us improve our processes and enhance our customer experience. We are excited to implement our NPS survey process annually for clients, with the ongoing opportunity for candidates to give real-time feedback through Great Recruiters.  

The post FGP’s First Annual NPS Survey Results appeared first on Find Great People.

Whether formal or informal, research on current executives shows that those who had a mentor at some point in their career are more likely to earn more money at an earlier age, are better educated, are more career-driven, and are happier with their job in the long term.  

A mentor can share first-hand knowledge and career advice. A more tenured employee can be a significant source of information throughout the early years of an employee’s career, making transitions smoother and success more attainable. Many employees who have a mentor in a specific field may continue in the same path their mentor did, leading to continued growth and commitment to that field as they gain genuine insight into the field. 

Additionally, having a mentor ensures that a mentee is provided with an ally for decision making and facing challenges. When an employee is facing a difficult situation or in need of direction with a career, having an established mentor who you can consult with gives you additional insight to make informed and well thought out decisions.  

A mentor relationship can shift perspectives and allow insight into different generations altogether for both parties involved. These relationships create opportunities to grow with each other and foster a personal connection with someone who may have different ideas and experiences than your own. This can work to break down the barriers of generational divide. 

At FGP, we understand the importance of mentorship and are excited to launch a new internal mentorship program in 2025. This program, “G.R.E.A.T. Connections”, is designed to support FGP employees through shared experience and connections with more tenured employees. Implementing this program into our workplace is a milestone in our continued success and dedication to our employee growth. We look forward to seeing the impact “G.R.E.A.T. Connections” will have on our team.  

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“This accomplishment reflects the dedication of our team and their commitment to putting the candidate experience at the forefront of the job search journey. At FGP, we approach each day with a mindset of growth and a lens of gratitude, grateful for the opportunity to assist job seekers in their career growth,” said Megan Coleman, Director of Recruiting.

FGP currently has 14 Great Recruiters certified recruiters on our team, along with over 1400 reviews and an average rating of 4.87 out of 5 stars. You can read more of our reviews here!

This achievement would not be possible without our team’s hard work and commitment to their candidates & clients each day. We are grateful for their hard work and proud of their accomplishments.

The post FGP Achieves Great Recruiters Certification for 2025 appeared first on Find Great People.

As a part of this list, John was able to share his thoughts on the strengths and challenges of the state, specifically when it comes to the South Carolina talent market. Check out an excerpt below.
 

What is South Carolina’s biggest strength?  

Our biggest strength is our people, our workforce. The capabilities and readiness of our workforce create a competitive advantage for existing and future companies to be headquartered or have operations in South Carolina.  

Its biggest challenge?  

Our biggest challenge is also our strength, our people. The economic growth and workforce demand we have experienced throughout our state is a bright spot, but also comes with opportunities around employing different strategies with regards to workforce availability and meeting the hiring needs of companies.  We simply need more people!  

We are proud to have John as a leader at FGP, exemplifying outstanding leadership and inspiring the next generation of influential individuals.  

To see the full list of innovative leaders and read more of John’s interview, visit SC Biz News. 

The post John Uprichard Named To Palmetto Power List appeared first on Find Great People.

With offices in Greenville, Columbia, and Charleston, we are proud to serve clients and candidates across the state of South Carolina, fulfilling our mission to find great people to build great companies through staffing, executive search, and HR Consulting services.

“Being a Best Place to Work is all about our people, and we are grateful for every member of our team for the ways they contribute to making FGP a great place to work. Through their commitment to each other, our clients, and our candidates, we are able to make a difference in the lives around us and grow together as individuals and as a company,” Betsy Anthony, COO, shared.

Best Places to Work recognizes the top employers in the state of South Carolina who are helping grow the state’s economy, workforce, and businesses. Each year, employees complete an assessment focused on their company’s practices, programs, and benefits, as well as their culture, community impact, and inclusion efforts.

To view the full list for 2024, click here.

The post FGP Ranks in the Top 15 Best Places to Work in South Carolina appeared first on Find Great People.

A large aspect of our lens of gratitude is reflected in our appreciation for our employees. We know that our employees are what makes our organization great. Their hard work, dedication, and contributions are the driving force behind our success. So, we do our best to say “thank you” to our team and make sure they feel valued and appreciated each day, helping us maintain a positive work environment for our team.

Employee recognition goes beyond mere acknowledgment – it is a powerful tool that can boost morale, enhance employee engagement, and increase overall productivity. It can help create a more motivated and engaged workforce, which leads to higher levels of job satisfaction, improved employee retention, and a positive work culture. The best part is, these can be big or small acts of recognition – each act contributes to an overall culture of gratitude.

Here are a few ways we show our gratitude and recognize employees at FGP.

• Rock Star of the Month: Our “Rock Star of the Month” highlights an outstanding team member who has gone above and beyond their job expectations. Their hard work and contributions are celebrated on our internal Company Huddle as well as external social media platforms, giving them well-deserved recognition and appreciation.
• Anniversary Celebrations: We celebrate the loyalty and dedication of our team members on their work anniversaries. A special social media post is dedicated to honoring them, and they receive a handwritten note and gift, such as an FGP shirt, as a token of our gratitude. They are also recognized in our internal newsletter, and milestone anniversaries are celebrated on our Company Huddle and end of the year awards celebration.
• Monthly Birthday Celebrations: Birthdays are an excellent opportunity to show appreciation to team members. Our teams celebrate each other’s birthdays to make them feel valued and cherished on their special day. We also offer employees a day off for their birthday so they can recharge and enjoy time away.
• Team Celebrations for Milestones: When our teams achieve significant milestones, such as surpassing their goals or having a strong quarter, we encourage them to celebrate as a group! From massages to team dinners, we want them to know their hard work is appreciated.
• Company & Team Events: We have a variety of events throughout the year that include our team as well as opportunities for their families to join as well. Some of our events simply allow our team to gather and enjoy time together as a group, while others give more specific recognition. At our annual Holiday Party, we recognize team members for their success throughout the year with Rising Star awards, Top Biller Awards, and our FGP Impact Award.
• Random Acts of Kindness: We provided FGP notecards to all employees, encouraging them to use them internally to express gratitude for one another. Dropping handwritten thank-you notes to express gratitude for specific accomplishments – big or small – can be a simple but meaningful way to show gratitude. From helping a team member with an urgent task or celebrating a personal success, gratitude between team members make a significant impact on culture.

As you think about creating a positive workplace culture, employee recognition and appreciation is a great place to start. A simple act of recognition can go a long way in creating a motivated and engaged workforce that propels the organization towards greater heights. If you need help in thinking through your employee recognition programs, our team can help. Contact us today!

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Did you know that 85% of disengaged employees feel like they don’t receive enough coaching from their leader? Or that only 2 out of 10 leaders instinctively know how to coach employees effectively?

At FGP, we understand how coaching can influence developing your workforce effectively, but we also know that coaching doesn’t come naturally to everyone. We believe with intentional efforts that leaders can become coaches and help you to invest in your people and ultimately lead your business to achieve success.

There are many elements of building a culture of coaching at your company, starting with developing your coaches. To help us understand the basics, we are sharing the core elements of a coach:

1. Relational trust

Coaching begins with intentionally building trust between leaders and employees. Do you have a foundational alignment of working towards the same outcomes, trusting that you are working together, and feeling a part of the big picture goal for your team? Trust is the measurement of the quality of a relationship and is the foundation for building true culture of coaching.

2. Engaged listening

Another key component of a great coach is someone who practices engaged listening. Do your employees feel like they have open communication channels to support conversation and curiosity? Fostering a culture where everyone demonstrates respect and support through engaged listening helps promote open dialogue, leading to shared ideas and growth. As a coach, think about how you frame your questions and feedback to make employees feel valued and supported as they go about their work.

3. Authenticity & gratitude

As a coach, we encourage you to always operate through a lens of authenticity and gratitude. Be genuine and vulnerable as you lead your team and speak the truth to people in a way that makes them feel supported. Express your gratitude for your team and reward successes. This fosters a culture where people feel supported in their growth professionally and cared for as a person.

If you want to learn more about how our consulting team can help your organization build a culture of coaching, contact us today!

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Many people are in and out of the office, with varying schedules and summer commitments. The best way to avoid gaps and remain productive is by planning strategically for your time away, particularly if you are in a production role like sales or recruiting. We recently shared several tips with our team to promote productivity in the summer that can be applied regardless of your role or industry as producer.

While it’s critical for employees to take time away, we believe focusing on managing expectations, preparation, and utilizing technology to fill gaps will keep business opportunities flowing while you’re away, resulting in positive outcomes for you, your colleagues, and your business.

Expectation Management

• Prioritize clear and consistent communication throughout the summer.
• As you prepare for time away, be sure to clearly communicate your plans and time away with your team internally, as well as externally with important stakeholders. Don’t forget to communicate appropriately with each audience.
• Set your out of office message and ensure you have a plan for coverage for any needs that arise while you are away from your desk.
• Consider your time away and think about what might typically come up during that time of the week, month, quarter, etc. Prepare your colleague who is covering for you appropriately.

Activity

• Even if you are away from your desk, other people are still working. To avoid any lags in new business opportunities, work to keep your proactive outbound activity consistent.
• Think about your typical outreach & activity and try to achieve that same level throughout the summer – perhaps just more one week than another. For example, if you will be out of the office for a week, send twice as many emails or phone calls for two weeks prior to your absence. That way, when you return you will still have a healthy pipeline of opportunities. Don’t forget to make sure someone is following up with them in your absence!

Technology Utilization

• Think about maintaining consistency both internally and externally, even if you are gone, and consider how technology might be able to help you achieve those goals.
• Whether it is utilizing automated communication or scheduling emails or calendar reminders for your internal or external contacts, be sure to leverage all the technology available to you to help you sustain a consistent workflow this summer.
• Make a list of holidays, regular tasks, and other things you typically “check in” about that might occur during your absence. Then, automate that outreach or set reminders for your team to check in on those activities while you are away.

Have questions about how to manage your team’s productivity or time off? We can help. Contact us today!

The post Preparing for Time Away appeared first on Find Great People.

As a company focused on growth, gratitude, and greatness, this award is a testament to our team’s commitment to finding great people to build great companies. This year, we were included in the Professional Services category, which includes roles placed at and below the $100,000 salary level, as well as the Temporary Staffing category, which recognizes companies that match candidates with employers for temporary and contract positions. We were ranked in the top 100 on both lists.

Megan Graham, VP, Business Development & Staffing, commented, “We are extremely grateful for our teams for their hard work each day that positively impacts the lives of our candidates and helps our clients find the best talent. Their commitment to providing a positive experience for everyone we work with is reflected in this recognition, and we are grateful to be featured among the best firms in the country.”

We look forward to continuing to serve our clients and candidates to help grow and achieve success.

Ranking on the Forbes Lists is the result of independent nominations from our clients and candidates. In total, more than 36,800 external recruiters and 16,000 HR-managers/hiring managers and candidates were invited to participate in this year’s survey. To learn more about the lists, you can visit www.forbes.com/lists.

The post Find Great People Receives Forbes Recognition for 7th Consecutive Year appeared first on Find Great People.

“This achievement is a testament to the hard work of our team and their efforts in prioritizing the candidate experience throughout the job search process. At FGP, we operate with a lens of growth & gratitude in all that we do – we are grateful for the opportunity to support job seekers through this process, and we are always seeking to improve the candidate experience,” said Megan Coleman, Director of Recruiting.  

To date, FGP has 12 Great Recruiters certified recruiters on our team, with 824 reviews and an average rating of 4.88 out of 5. Recently, we extended the use of Great Recruiters to our sales team, who initially achieved an average rating of 4.54 out of 5. These ongoing efforts will help our teams continue to enhance both the client and candidate experience, ensuring that we are delivering unmatched service. You can check out our reviews here. 

We are immensely proud of our team’s hard work and dedication that has led to this achievement. We are grateful for the opportunity to work with amazing candidates during their job search process and excited to continue finding amazing talent for our clients.  

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