TAC NCET 2021 Tech Award Winner

TAC Is 2021’s NCET Professional Services Organization of the Year! 

In 2020, The Applied Companies has helped numerous local organizations weather the storm of COVID-19 with their Reno staffing solutions. By providing companies with a high-tech HR platform, helping to navigate new HR regulations, and improving employee retention through recruitment and workforce counseling, TAC is working to help local business professionals thrive. Additionally, in 2020 TAC was recognized as an NNHRA “Best Places to Work” Award winner with its highest finish ever.

In honor of their hard work and diligent service to their community, NCET, Nevada’s Center for Entrepreneurship and Technology, announced The Applied Companies as the 2021 Professional Services Organization of the Year! TAC’s recognition in this category symbolizes countless hours of dedication by our team to ensure that our clients are prepared to endure whatever the future may hold.

Learn more about NCET and The Applied Companies below!

What It Means To Be NCET’s Professional Services Organization of the Year

NCET produces a wide range of programs and events to help people explore business and technology in the hopes of encouraging and empowering entrepreneurs to succeed and flourish.

The NCET Technology Awards celebrate the Northern Nevada individuals and companies who have greatly enhanced the growth and prestige of the technology community, while the EDAWN Awards recognize the people and resources that have played an integral part in contributing to the growth of our entrepreneurial community.

If you’re interested in learning more about the innovations and achievements occurring in Northern Nevada’s technology and entrepreneurial community, visit NCET Tech Awards for tickets to the Showcase and Awards Gala.

The Applied Companies – Executive Search Consultants in Reno, NV

The Applied Companies is the largest locally owned and operated workforce firm in Northern Nevada. We’ve been actively helping the community with their workforce and employment needs since 2002 by providing human resource and employer benefits services, as well as staffing solutions and executive search for employers and candidates alike.

We enjoy being able to help businesses succeed by providing creative, honest, and ethical human resource solutions that are designed specifically for you. Our customized solutions and services are created specifically to meet the unique needs of your business. Our knowledge of industry standards and understanding of the workforce helps us find the right job for those looking for employment.

Our biggest goal as a staffing agency is to help local Reno businesses and business professionals grow in their industry. Whether that means helping you find qualified and motivated staff, or giving you the necessary HR tools you need to succeed, we’re here to help. Taking care of our employees and providing excellent customer service are our top priorities.


We offer services that aid business owners and entrepreneurs with all of their workforce needs from recruiting qualified staff to providing all of your HR essentials. We also provide services to associates looking for employment including resume building and developing job interview skills. Take a look at just some of the solutions we provide:

Executive Search

  • Resume coaching
  • Interview coaching
  • Skills matching
  • In-depth interviewing
  • Candidate screening
  • Innovative and creative recruiting practices
  • Sourcing of both active and passive job seeker


  • Resumé building
  • Job interview skills
  • Software practice and assessments
  • State certified in-house drug screening
  • Background checks
  • Full interview and screening before submitting for your review
  • I-9 verification
  • Skills and proficiency testing


  • Employee onboarding
  • Custom handbooks
  • Custom job descriptions
  • HR training
  • Hiring and termination assistance
  • Payroll software
  • Direct deposit and pay cards

Reno NV Staffing Solutions from TAC

Now, celebrating the NCET Technology Awards’ 14th year, TAC has the honor and privilege to be included in the list of those who have contributed so much to the technology community. We have amazing clients and a wonderful staff, and this award is a testament to all of their hard work over this uncertain and grueling past year.

Connect with us today to see how we can help you and your business grow.

the applied companies land dream job not perfect fit

The Disadvantages of Collecting Unemployment Benefits

Collecting unemployment is often necessary for some to get by financially – at least for a short period of time. With the recent pandemic, our nation has been fortunate enough to provide many workers who lost their jobs with some financial assistance. However, the benefits of unemployment compared to the benefits of full-time employment are meager. When you consider the opportunities and advantages of working versus collecting unemployment, the decision becomes quite obvious. Learn more about how the unemployment system works and why you might want to consider getting back to the grind. 

The Opportunity Cost

Collecting unemployment benefits for an extended period results in the opportunity cost of not being able to grow within an organization. While you remain on unemployment, other job seekers are taking jobs, learning new skills, growing their network, and getting promoted. You also miss out on the opportunity to establish yourself as a serious employee and gain the experience you need to be successful in your career.  

Willingness to Hire Now

Most businesses are finding it difficult to recruit possible candidates for their open positions, making them more willing to hire inexperienced applicants. Because of the lack of employment candidates available, hiring authorities are now more likely to hire and train even with minimal or no prior experience. Unfortunately, unemployment resources are temporary and your benefits will run out. Why wait until then to find employment when there are so many opportunities now? And there are no guarantees that will work will be available when you need it. 

Time and Effort

Obtaining unemployment benefits doesn’t necessarily come easily and requires a bit of leg-work to maintain. Beneficiaries of unemployment payments must actively be looking for work. To do this, they’ll prepare and submit several job applications each week, which takes a considerable amount of time to complete. Also, keep in mind that unemployment beneficiaries have to accept the first job prospect that presents itself, even if the job is not desirable. This also means that the ability to look for more lucrative work is less probable. 

Costly Tax Mistakes

With most jobs, employees don’t have to worry about taxes being withheld because their employer handles this for them. Unemployment payments are considered fully taxable income. However, federal tax laws do not require state unemployment agencies to withhold taxes from your unemployment check. It is your responsibility to ensure that your taxes are properly paid from your unemployment check. Failure to do so will likely result in a large tax bill, and without consistent pay, this could be impossible to pay. 

Let The Applied Companies Help You Find Your Job Match 

Top staffing agencies in Reno, NV put local people to work. The Applied Companies offers jobs from entry-level warehouse associates to experienced bookkeepers and accounting specialists. We place our candidates at the best jobs and treat them fairly, each and every time. Connect with us today for a new job opportunity!


the applied companies best questions to ask interviewers. staffing agency

Unemployment Coming to an End? A Staffing Agency Can Help

The recent pandemic has left millions out of work and the unemployment rate has skyrocketed as a result. While there were additional funds granted to help aid the surge in unemployment, those funds are starting to dwindle. With unemployment coming to an end, people everywhere are starting to get back to work, but they’re having to find new jobs due to business closures and cutbacks. Fortunately, a great Reno staffing agency, such as The Applied Companies, can help. We’ll make finding a job during COVID-19 the least of your worries. 

See how we can help you land the job you want by offering help with resume writing, interviews, skills testing, and more. 

working during covid

Resume Writing

Landing the perfect job takes a bit of preparation. Your resume presents potential employers with their first impression of you, so it’s crucial that it adequately reflects your skills and knowledge related to the position you’re applying for. Some resumes lack the information hiring executives are looking for, which means they’ll likely move on to the next candidate rather than give you a chance in an interview. Resumes should be kept short and concise to show the employer why you would be an asset to their company.

We’ll help job seekers write their resume to be tailored to the job position they’re applying for. By helping candidates highlight the assets and skills they have that are relevant to the position available, they have a greater chance of being considered for employment.


Interviewing is another critical step in the hiring process that needs to be mastered to get the job. This is where the employer gets a better understanding of who you are and what you can or cannot do for the company. It’s important to display your understanding of the industry and to present your most professional self to the interviewer. 

The Applied Companies can help job seekers develop the confidence they need to navigate their way through the interview process. From learning how to act professionally to developing key communication skills, you’ll learn how to impress future employers and hopefully sell yourself as the best candidate for the job. 

Skills Testing 

Industry testing is one of the most beneficial services we provide job seekers as it helps determine a candidate’s skills. This will help the staffing agent identify your specific abilities and lead you to the job best suited for you. We can also give you suggestions and provide feedback for the areas that need improvement.  


Working with The Applied Companies to find a job during COVID-19 has many advantages, including the benefits that are available to some employees. TAC works with companies that provide benefits such as healthcare and retirement to employees. With the current pandemic and limited job opportunities, this is major for any job seeker. 

Work with a Reno Staffing Agency  

Let a premier Reno staffing agency help you find your ideal job today by making the hiring process quicker, more targeted, and more convenient. The Applied Companies is here to help! Learn how we can help you prepare for the job you’ve been waiting for. 

 Look for a Job

the applied companies best questions to ask interviewers. staffing agency

Assumptions in the Hiring Process Using Occam’s Razor

Too often candidates and employers make the hiring process much more complicated than it should be. The principle that more job seekers and hiring authorities should adopt is Occam’s razor, which advocates for simple assumptions to be used in the hiring process. Not only will this principle simplify the entire recruitment process, but it can also help employers find better candidates, and helps candidates better prepare for interviews. However, if you need further assistance in the hiring process, utilize our human resource consulting services which help candidates and employers find the best option for employment. Or, take a look below to learn more about how you can simplify the hiring process for yourself by not making complex assumptions.

Occam’s Razor and Making Simple Assumptions 

William of Ockham created the problem-solving principle known as Occam’s razor, a theory that expresses a simplified way of coming to a more beneficial conclusion. His theory states that when considering the best possibility, the one with the fewest, or most simple, assumptions should be chosen. Today, this principle can be effectively used in the hiring process because it acts as a model for both candidates and employers to follow. For example, if more people made fewer assumptions during an interview, they would be able to get to key details more quickly and with less frustration. Not only would the recruitment process and interviewing be much more simple for both parties, but it would also provide better results.

Making Assumptions  

Both the applicant and the hiring authority can benefit from making simple assumptions during the hiring process. Here’s how: 


Typically candidates make too many assumptions about their resume. These commonly incorrect presumptions are that their resume will be read, the person reading the resume will already know what to look for, and lastly that the reader will understand the message they are trying to convey. However, using Occam’s razor will allow candidates to better prepare their resume for what employers are actually looking for. Candidates should write their resume with the simple assertion that “I am a good employee and this is why.” This uncomplicated assumption will make their resume more clear and garner them more interview opportunities. 

And when it comes to the interview process, applicants should remember to also keep things simple. Your main goal as a candidate is to sell yourself to your potential boss. By straightforwardly explaining “here’s what I’ve accomplished and done for others and here’s what I can do for you,” you’ll easily get the attention of your interviewer and have a better probability of being considered for the job.


Using the simple assumption theory also helps interviewers, or hiring authorities, make uncomplicated assumptions that alleviate the stress of recruiting a new employee. Employers should consider these four simple assumptions:

  • Can the applicant do the job?
  • Do I like the candidate?
  • What are the risks associated with this applicant?
  • Can we come to an agreement for compensation?

These questions are uncomplicated and direct which allows hiring authorities to make better decisions in a shorter amount of time. This simplifies the entire process and typically provides better end results as well. 

Critical Thinking 

Another crucial way to find the best candidate for an open position is to test their critical thinking skills. To do this, start by giving your prospective candidate a business-related problem that would pertain to your company. Then ask them to solve the problem and analyze their results. When doing this you want to look for two key things – what their answer is (if it’s right or wrong) and how they came to this solution. The most important thing to figure out is how they think, so look for creative and surprising responses that you think will be a good asset to bring to your company. 

Also, don’t be afraid of politely pushing back during an interview. A critical thinker will defend their answer and give reasons to back up that defense. This shows the type of personality that is beneficial to have on your team and displays whether or not the candidate is confident in their own abilities.

Simplify the Hiring Process

If the hiring process leaves you feeling overwhelmed, then connect with the experts at The Applied Companies. Our human resource consulting services are designed to help candidates and employers alike throughout the recruitment process. We help candidates find their ideal job and assist businesses in hiring appropriate employees. Whether you’re looking for a career or searching for the right candidate, we’re here for you. 

HR and Politics: Should Your Company Take a Political Stand?

HR and PoliticsDetermining whether or not a company should take a political stand is a common concern among businesses. Companies often ask themselves what consequences they might face from taking a political stand, and how their business might benefit from making their voice heard. But, how do you decide if becoming involved in politics is the right decision for your business or not?

How Businesses Get Involved in Politics

Generally, private sector employers may limit political discussions as well as asking for political donations in the workplace. Often, employees will confuse their First Amendment rights with rules inside the workplace. Rules regarding these issues are state-specific, and employers who seek to limit solicitation are encouraged to incorporate rules into a policy. However, employers may contribute what they want to political campaigns. But, is this a wise choice? Read more

In-N-Out Burger Surprise – A Thanksgiving Story

In-N-Out_Burger_sml.jpg2013 Thanksgiving Day may be over, however at Applied Staffing Solutions we try to count our blessings every day of the year. Working with job seekers day in and day out, we see and hear the challenges of people from all walks of life trying to make ends meet. It would be very easy to focus on the negative and allow the stories to color our world bitter grey which would spill over onto our personalities.

This autumn it was business as usual when in walks – let’s call him Ed – who answered an ad for one of our open positions. Ed was having a tough time of it and badly wanted to work. The last thing he needed was “attitude.” Jaimie, our Director of First Impressions, made him feel welcome with her ever-present cheerful grin and willingness to answer questions about our paperwork. Joyce interviewed Ed and offered him immediate temporary employment while waiting for results on the background check that was required for the position he desired.  

From in the door to out the door Ed was so thankful for the staff’s kindness and effort to put him to work that he and his wife drove over to In-N-Out Burger and returned with lunch. Everyone was treated to burgers, fries and drinks. The gesture deeply touched the hearts (and bellies) of the staff.

Joyce summed it up for all of us when she said, “It really means a lot to all of us when we can help someone find employment. To see Ed so happy just makes me want to work even harder to put people to work. I never expected a candidate to buy us burgers, but it sure was nice and certainly made my day!” 

Written by Susan Fix, The Applied Companies Community Liaison Partner. Fix has worked 16 years in staffing services performing outside sales, recruiting, permanent and temporary placement coordination, career counseling, customer service and social media/business.

National Boss’s Day

Tuesday, October 16 is National Boss’s Day. According to most sources Patricia Bays Haroski registered National Boss Day in 1958 with the US Chamber of Commerce while working for her father at the State Farm Insurance Company in Deerfield, Illinois. Aware of the challenges he faced in directing the company and managing employees, she wanted to show respect for his leadership. Haroski’s desire resulted in a national observation on her father’s birthday and in recent years has become an international celebration.  

According to Hallmark Corporation’s website, “ U.S. Bureau of Labor Statistics research indicates that about one in five full-time workers has some level of supervisory responsibility over other employees, and about 12 percent of all full-time workers are directly responsible for managing other employees. Workplace surveys confirm that one of the most important elements of job satisfaction is a positive relationship between a supervisor and employee.”

Want to be the boss receiving a Hallmark greeting card?  Try these five tips.

Listen Listen Listen

Just like a restaurant’s success can depend on location, a supervisor’s success can depend on how well you hear your staff. What is an employee searching for when they approach you with issues? Are they looking for answers or a sounding board? Do they need conflict resolution training or someone to step in and take charge of a situation? If an employee isn’t doing a good job, an effective boss will ask questions and discover if it is a matter of training, motivation or stress.  

Genuine Praise

The vast majority of employees want to know they are doing well. I actually had a boss say, “You’ve still got a job don’t you?” as a way to affirm my work and no, she didn’t get a card. A compliment doesn’t have to be lengthy or take a lot of time. When you really mean it, a simple “Brilliant” or Well done” can brighten an employee’s day. Know your employees well enough to avoid embarrassment when handing out commendations; some people like public attention, others don’t.

Know How to Motivate People

Good management is making people feel good about what they are doing. Great bosses take the time to learn what encourages staff, as individuals and as a team, and puts what they learn into practice. Recognize who likes new challenges and who feels penalized when given projects. Who likes the “Way to Go” and who shies away from verbal pats on the back.

Be Respectable

Staff doesn’t have to love the boss; however, they must have respect for him/her. Be honest, trustworthy and observe the rules just like everyone else. Follow through. Show employees you are a person of your word. Be aware that everyone is watching and looking for best practices, examples and models.

Consultations & Confrontations

Refuse to wait for the annual “performance evaluation” before addressing concerns. Do it now and give employees an opportunity to correct behavior(s). Perhaps the rest of the staff is expecting a problem to be dealt with and don’t want to view their boss as ineffective. Engage in ongoing conversations to keep a finger on the pulse of your department. A good boss will embrace even the unpleasant aspects of a job. Employees look up to managers who have no tolerance for abusive clients or hostile sales representatives. Protect staff from unwarranted negativity.

If you don’t think these tips will work, you can always leave a blank card at the front desk as a hint.

Written by Susan Fix, The Applied Companies Community Liaison Partner. Fix has worked 15 years in staffing services performing outside sales, recruiting, permanent and temporary placement coordination, career counseling, customer service and social media/business.

The Applied Companies 10th Anniversary Legacy

The locally owned and operated Applied Companies is celebrating its tenth year of business in northern Nevada on August 8, 2012. In honor of this milestone Judy Griggs, Applied Staffing Solutions Senior Staffing Partner and The Applied Companies’ first employee, volunteered to talk about her memories of ten years with the company.

With a big grin on her face Judy recalls her interview with Jim Annis at the Patriot building, “It was July 2002. I stepped out of the heat and into a small office where, as my eyes adjusted from the glare of the sun, I saw Jim sitting behind a cardboard box with a laptop placed on it. There was a single chair for me and no other furniture. The office appeared empty; however Jim’s energy filled the room. His goal ‘to be the best at serving our community with employment opportunities’ spoke to my aspirations. I believed in his dream, was excited and knew I wanted to be a part of his vision. I trusted his leadership so much that I left a secure position making more money and have never looked back.”

With an “insider view” here are four recommendations this decade-long employee offers to start-up or well-established companies:

Live by Your Motto and Make it a Good One

The Applied Companies motto is “What’s the Right Thing to Do?” These are not empty words – every staff person from the top down tries to incorporate doing the right thing into their daily work. “When we treat each other with respect, as well as clients and friends, we build a solid reputation in the community as a company and as individuals.”

Walk the Talk

Every company needs an innovative and visionary leader like Jim. They also need a leader they can trust to lead by example – every time. The “do as I say, not as I do” approach never works and never builds loyalty. “One thing that’s never changed about this company is how we envision people being treated when they walk through the door and that started at the top. We want our atmosphere to feel safe and welcoming. We want everyone treated with respect and dignity. We ask our staff to make an effort to walk the talk, not just our leadership.”

Positivity in Times of Crisis

Judy saw the pause in the company’s steady growth when the economic crisis had nearly every business in Nevada in survival mode. “Jim’s positive outlook, that we would survive and come out stronger, kept me and the staff’s hopes up. There was no question that we have a valuable service and a solid foundation – we tightened our belt and continued to move forward.”


“Leadership here really listens to employees and lets them be part of the growth and success. They are aware the front-line workers know what’s happening on a day-to-day basis. Treat your employees like your most valuable asset and they will reward you with loyalty and production. I plan on this being my last place of work – I can’t imagine being any place else.”

It’s not a fancy building and plush furniture that makes a company’s legacy – it’s the heart.

Written by Susan Fix, The Applied Companies Community Liaison Partner. Fix has worked 15 years in staffing services performing outside sales, recruiting, permanent and temporary placement coordination, career counseling, customer service and social media/business.

Uncomfortable Conversations

It is always fun to tell employees how wonderful they are and it is not fun when you have to share that they are not performing at the required levels. Both messages carry enormous value and must be conveyed.

How many times have employees fallen short of goals, dressed inappropriately, or frequently call in late with truly believable excuses? Do you let the issues eat at you until a bigger problem comes along that diverts your attention? When the employee’s issue(s) resurfaces you get mad and your first impulse or wish is to terminate the person. But wait, you have nothing documented. The employee may be completely unaware of the problem and could very likely sue you. So the cycle repeats. 

To sit across the desk from someone and tell them, to their face, that they are not executing your standards is not pleasant and can be painful. It is an uncomfortable conversation and that is why it is hard. The key to success with employees is your ability to have these uncomfortable conversations and have them in a timely manner. 

Communicating with your employees is essential.  Here are some ideas on how to relieve some of the pain:

  • Have the conversation following the action (even if it is small) as soon as reasonably possible.  Timeliness is the key.
  • Keep the conversation simple, on point and brief. There is no need to repeat the problem over and over. Believe me, the employee heard you the first time and repeating the issue just becomes demeaning.
  • Remember, this is not your problem. Most likely the employee is not purposefully seeking out a way to make your life miserable (however, this does happen too). By removing your personal feelings on the issue you can address it more squarely without feeling like you have been hurt or attacked. Attack the problem, not the person.
  • Listen to your employee’s perspective – to a point.  Just like there is no need to repeat the issue, you also don’t have to listen to your employee repeat their excuses. Once they state their side of the story you can stop the dialogue. If they continue, simply say “I did hear your comments and I have noted them. There is no need to repeat them.  Thank you.” 
  • If the situation is sensitive have a neutral third party in the room. Document the conversation.
  • There are three parts that make up all of us:  a parent, an adult, and a child. The goal in these meetings is to remain in the “adult”. It is easy to turn into the “parent” and give demands while using such phrases as “have to” and “supposed to” (imagine the parent wagging their finger at a child). Employees will often go to their “child” during meetings – cross their arms, pout and resort to silence. By remaining in your “adult”, regardless of employee reaction, the meeting will go more smoothly. “Adult” phrases to keep in mind are “mediator” and “reasoned statements.” Maintain attentive, non-threatening expressions. 
  • Avoid asking employees how they feel about the situation.  Stay on point and leave emotions out. Focus on the facts. 
  • If you are completely unsure of how to handle a situation get some advice. If you don’t have a Human Resource Department or PEO representing you, utilize various resources in town like independent human resource consultants or information via the web, like the Society for Human Resource Management.
  • Once the meeting is over, let it go! But make sure it is documented. See our blog from June 12, 2012 for tips on documentation.

While these ideas should help to ease some of the discomfort caused by uncomfortable conversations, there is no perfect way to move forward other than to make sure you try and keep the communication open. 

Written by Celeste Peterson, PHR, The Applied Companies Director of Operations. Peterson has been in the PEO industry for over 7 years and in the human resources field for over 15 years. She has a BA from UNR, earned her PHR (professional in human resources) designation in 2004, has been involved in numerous non-profit organizations and held multiple board positions in Nevada.

Good Documentation is for Everyone

Have you heard the old adages “if it isn’t written down, it doesn’t exist” and “out of sight, out of mind?”  There is a reason why they repeatedly crop up; they are painfully valid. Lack of documentation makes it difficult to avoid liability. Written records are valuable if legal issues arise from OSHA and other investigations, claims of unfair treatment, and claims from workers compensation, unemployment compensation, harassment, and discrimination.

Documentation is not reserved for human resource personnel and managers, everyone can benefit from keeping records. Workplace accidents, vehicular accidents, criminal offenses, or neighborhood drama are cases where you may have to “document an incident you observed.” Here are some workplace tips for proper documentation that are effective off-site too:


Date of incident and date of documentation

Employee’s name, job title, department

Summary of events, violations or infractions – be specific

Statement of policy or procedure the violation involved

Description of any disciplinary action taken

Statement of corrective action plan

Establishment of follow-up meeting to review employee’s progress

Statement that failure to comply with the corrective action plan will result in further disciplinary action

Statement that “Elements” have been discussed (and are accurate) with the employee/involved parties

Signature of employee/involved parties that he/she has received the document.

Do’s & Don’ts

Do focus on the job duties, job description and performance appraisal categories

Don’t stray away from the facts – be accurate and concise

Don’t add emotions and opinions

Do include copies of key documents such as time cards, work orders, invoices

Don’t delay – record documentation promptly

Documentation should always occur during performance evaluations, incident reports, written warnings and notes of meetings with employees about performance issues.  Ask Human Resources if you have any questions or doubts.

Before a documentation situation arises, know the basic legal requirements concerning the employer/employee relationship and know the personnel policies and rules of the company. Tell employees what the rules are and what is expected of them. Don’t assume they’ve read the company handbook just because they signed the form. Give employees regular feedback on their performance and listen to their concerns.

Written by Susan Fix, The Applied Companies Community Liaison Partner. Fix has worked 15 years in staffing services performing outside sales, recruiting, permanent and temporary placement coordination, career counseling, customer service and social media/business.