How Staffing is like Football

August 24th, 2018   •   Staffing   •   no comments   

In business, there are several ways staffing is like football.

At Flexicrew we often discuss recruiting and sports analogies.  And recently, one of our recruiters blurted out, “Staffing is like football.” We discussed this idea with several thoughtful employers and they also see parallels where staffing is like football.

Manage Staffing Levels to Budget

Both football teams and employers have to manage their staff size to available budgets annually.

And that ain’t easy…

On salaries alone, NFL teams have considerable variability on base pay, bonuses, performance overrides, etc.  Companies must predict business demand changes, performance increases, employee retention and continued evolving responsibilities. But, in a quote from Yogi Berra, “Never make predictions, especially about the future.”

Dealing with uncertainty creates situations where staffing is like football.  Because of the uncertainty of future business conditions, there are justifiable business reasons to hold off on direct hiring and instead using a temporary staffing agency.

Risk of Bad Hires

What if companies could use the NFL’s “practice squad” method?  They could keep players around?  They train, practice with the team and are available to play but at a greatly reduced salary.

Well, companies actually can…

Staffing is like football for savvy employers who take advantage of similar “practice squad” or “test drive” opportunities before making a large investment.  Staffing agencies offer clients a chance to “test drive” a potential new hire.  In fact there has been significant growth of the hiring tactic known as temp-to-hire.  In this model, a company will hire a temporary employee through a staffing agency for an undefined time.  During this temporary period, the employer gets the benefit of:

  • Filling immediate hiring needs by bridging the gap with temps until direct hire budgets are approved
  • Watching the candidate in a variety of real-life situations
  • Saving money by avoiding the long term cost of a bad hiring decision
  • Seeing how the candidate interacts with the team
  • Letting the staffing agency assume all the employment risks, payroll costs and legal compliance.

Ebb and Flow of Employee Levels

NFL teams have a set number of players they can keep on board.  Their numbers rise and fall due to normal loss of key players from injury, sickness, poor performance, etc.  They replace those players by hiring from their own practice squad.  Or they can go outside their team for trades or to bring in unemployed players for a tryout.

Frequently, companies go through workforce issues caused by business growth, followed eventually by slowdown. This leads to shifts in employment levels with frenzied hiring followed by later reductions. The challenges of this hire-fire cycle include recruiting, training, retaining and firing employees.  Frequently there’s pressure from economic downturns, product becoming outdated and sales falloff.  That involves staff reductions of even their more experienced and talented employees.

But yes, there is an improved way: Flexible Staffing.

Flexible Staffing is Like Football

So growing reliance on staffing agencies for their staffing requirements gives a welcome reprieve to employers.  This is true especially for those experiencing periods of high growth.  Especially where delivery must keep in step with demand. With flexible staffing organizations are increasingly protecting their best and brightest resources. The ability to more effectively retain and nurture in-house expertise lets companies improve results.  They can really focus and train the core competencies key to the company’s mission.

Today’s flexible staffing model allows companies to hold onto the key skills they need to advance.  This way they ride out the ebb and flow of business demand. With this type of staffing model, an organization can make better use of in-house resources to attack vital activities.  They can maximize their productivity by adding outsourced staff only when needed. The result is improved ability to balance cost with budget.  Also it minimizes the inefficient business practice of hiring bursts and staff reductions.

Flexicrew Staff Management

For staffing agencies, this flexible staffing model improves their efficiency of moving staff between customers.  Thus, they apply their own flexible staffing across accounts. Moving the job of staffing from an internal department to a staffing agency lets employers pay more attention to their core ability.

As a result, flexible staffing applies to all companies looking for gains in efficiency. Flexible staffing should be the goal of every firm that wants to score a touchdown.

Wrapping it up

Let’s wrap this up, shall we? Below is a recap of how flexible staffing is like football:

  • Risk of a bad hire decreases
  • It means lower turnover caused by changes in market demand
  • Flexibility means more time for your key staff to focus on critical tasks
  • Temporary staffing yields higher productivity.

So that’s a wrap! However, there are many more ways to gain competitive advantage through wise use of flexible staffing.

Partner With an Award-Winning Staffing Agency

Let Flexicrew Staffing do the hiring for you. Flexicrew is ready to bring your company the best employees. We will help you optimize your internal employee level.  Plus, we support them with contingent workers to let them focus on your top priorities.  Contact us today! Get started working with one of the key staffing agencies on the Gulf Coast and Southeast.

Football Taught Flexicrew an Important Staffing Lesson

August 23rd, 2018   •   Leadership   •   no comments   

Each Important Staffing Lesson from Football Every Recruiter Should Follow

In fact, anyone can value the positive characteristics learned through football like:

  • Goal setting
  • Teamwork
  • Perseverance
  • Discipline
  • Emotional charge from achievement.

Staffing Lesson 1:  Goal Setting

You have heard the old management expression, “Inspect what you expect.”  In football, coaches catalogue every minor statistic. Similarly, when Flexicrew measures and quantifies performance that frequently leads to meeting targets. And it allows us to set goals for improving customer service. Similarly, based on stats, a football player can set a goal or predetermine a number to attain. Meanwhile, there are multiple football team-oriented goals as well, which will help a player be accountable as part of the team.  Similarly, Flexicrew team-oriented goals require staff to contribute to the team outcome that improve customer service.

Goal setting is a great tool for staffing agencies. Goals help us grow and improve. Football or staffing both get started with good goal-setting routine.

Staffing Lesson 2:  Teamwork

Football requires a unique type of teamwork.   A football team has up to 90 players. Recognizing an individual’s role and that of your teammates is vital. Trusting teammates to do their job is also of utmost importance. That’s why all teammates count, including on the second and third team players.  Working toward common goals helps Flexicrew team to build trust over time and produce better client outcomes.

Staffing Lesson 3:  Perseverance

Football provides challenges a player must tackle.  These will test him and help to build a player’s perseverance.   Common difficulties like losing a big game, fumbling the ball or missing a critical tackle are much like staffing. Even unique challenges, like lacking strength or speed or catching a ball, may even tempt a player to give up.

But, staffing stumbling blocks are obviously of a different nature.  We sometimes can’t convince an employer to use our services.  Occasionally we can’t find enough skilled job seekers to fulfill an assignment.  Now and again an associate we hire doesn’t work out and we have to replace him.  Certainly these disappoint us.  But, Flexicrew members persevere by getting support from our 16 locations to meet customer requirements.

Football and staffing teach determination – sticking-with-it to overcome tough obstacles. Both promise a pleasant payoff for jobs well done. We help each of our recruiters with a mentor or support system, to bring individuals through the rough assignments to create the best for clients.

Staffing Lesson 4:  Discipline

Football demands player discipline and a first-rate work ethic. That applies whether it’s attention to eating and exercise regimen or executing plays.  Coaches continually monitor player performance and give constant evaluation. Coaches and fellow players evaluate every play in practice and games. Constant reevaluation promotes improvement and dependability.

Flexicrew naturally evaluates their team daily to be sure they meet their targets, making sure quality candidates are hired quickly. On our team, it helps to have other recruiters and peers give cross-evaluations.

Flexicrew team members improve and take responsibility for individual growth and help others when useful.

Staffing Lesson 5:  Emotional Charge

Playing football can give players an adrenaline high. There is a certain emotional return from giving your all into a game with your teammates. And, when there is positive achievement it is a moving experience.

Football teaches constructive ways to be grounded by the solidarity within a team.

Surely, some folks dislike football, but they still can appreciate the values taught by football. At Flexicrew, whether one is a client service coordinator or an accountant working with a team of coworkers, the end result is the same. Like football, we work hard, mentor each other, persevere and remain resilient through the complicated projects, and do our best to reach our staffing goals for our clients.

So Flexicrew uses each important staffing lesson we observed from football and takes them to heart.  We would value the chance to join your team and tackle your workforce obstacles before they intercept your performance.

Ask the Flexpert…Is a Performance Review Still Worth it?

August 3rd, 2018   •   Flexpert   •   no comments   

Some companies are moving away from using a performance review.  The issue with these reviews is if they become the only or major source of manager-worker discussion.

A good performance review has 3 major pieces:

1. Drive Results

It should identify employee’s good behaviors and results the employee carried out in the previous time period.  In addition, it should lead to improved results and increases in employee’ performance.

2. Clear Expectations

When the review is completed, both parties should be clear on and agree to the direction both will take going forward and expected outcomes.  Moreover, it should schedule subsequent followups – kind of mini reviews.  Measuring performance and giving feedback shouldn’t only be a once per year big event.

3. Relationship Building with a Performance Review

It’s true that loyalty results when the manager and employee form a partnership approach.  An ongoing performance review process builds a relationship and connection between the manager and team member.  It makes it easier for an open and honest discussion when a difficult situation arises.

 

Surveys point out nearly half of HR professionals don’t believe an annual performance review assesses employees’ work correctly.  But, it’s even more unfortunate that over half of employees also don’t regard reviews as accurate.  Likewise, almost 54% of employees don’t believe an annual performance review motivates their performance.

 

Final Thought

Managers can’t make this a one time a year review of results.  So, follow-up after the review is critical.  Feedback by both parties should be continuous to make the annual performance appraisal most helpful.

 

Your Next Step

Interested in a meeting with us this summer?  We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires.  We cover technical, industrial or clerical areas.  Feel free to contact us.

Contact Flexicrew today for more tips or ideas on creating change in your work place, . We can help you to develop your work team and grow your business.

5 Applied Skills Lacking in Job Candidates

August 1st, 2018   •   Recruiting   •   no comments   

HR professionals increasingly find applied skills lacking in candidates in the current job market.

Every company operates differently but many are beginning to see a common deficiency when hiring candidates. It matters little whether the hiring is done for a senior position or an unskilled post, the screening of candidates increasingly has a common focus.  Employers search for candidates’ ability to work well with others, communicate and think clearly and deliver effectively. Unlike the belief in the past that the job was handled by the most qualified in terms of technical ability, the narrative has now changed. Applied skills are now a must. Whether it’s an internal interviewer or staffing agency, the truth is many organizations still struggle to fill positions.

Why?

A major reason is because they find that many candidates missing key applied skills.

This article shall be focusing on five major applied skills lacking in candidates that cause employers to have difficulty recruiting for their open slots.

1. Work ethic

A good work ethic is the backbone for  successful companies and they encourage this trait for all positions. This explains how the candidate will handle the job and the environment under which they work. It translates how they will relate with colleagues handling the same roles. The focus of an organization is on productivity and stress-free working environment. A negative work ethic detracts from team accord.  This results in low productivity, poor work attendance and a negative atmosphere.

There is no precise definition of “work ethic.”  But it includes: honesty, punctuality, reliability, diligence, agreeableness, and ambition.  In today’s social climate, creating a solid work ethic in those who lack it is quite difficult — and in some cases, impossible.

2. Critical thinking

Most employers seek candidates who will relate well and use their technical skill at work correctly. It shows how someone will respond to change and behave if their role requires more than they know. Critical thinking as a value starts with internal perspective.  Hence one must be ready to observe and be self-disciplined. Training can teach critical thinking to candidates. Mentoring can support them to apply it in work situations. But, self-developed and directed critical thinking is always the best.

3. Leadership

Just like the previous two skills, leadership applied skills are lacking.  But, employers believe in getting candidates who have natural leadership qualities. Workers with leadership skills may easily pass positive traits to co-workers.  They have a lead-by-example approach.  Leadership talent helps them remain more focused. Informal leaders ‘own’ the organization vision and tend to work positively towards meeting it. They have the ability to lead without a work title.  Companies encourage people like that because they make it easy to relate to Management’s goals and to achieve company objectives.

4. Collaboration

This is the spice that makes employees work together as a team and appreciate others’ efforts.   Collaboration really contributes to the performance of an organization. Cooperation becomes easy for team members to share ideas and become more productive.  This factor helps a company offset competition. Factors that will encourage teamwork are very critical and must be adopted by all employees – particularly new hires. This is true whether the team members are co-located or in different locations.

5. Written communications

Sharing information is important in any business not just oral but also written. Digital communication and file sharing has taken over communication in organizations.  It now accounts for more than 60% of communication. This has made written communication a key factor in hiring.  Unfortunately, it’s also one of the applied skills lacking in the workforce. That’s why employers will look first for a candidate who writes well. This will also contribute to smooth work flow since it limits unclear directions which can lead to costly errors.

 Applied skills lacking in new hires

Leading firms have begun education and training to help close the gap on applied skills lacking in new hires.  They also encourage current employees to improve these necessary applied skills. Efforts to build applied skills along with technical skills will help balance and create candidates the employers need today.

Training can improve these missing applied skills. This will enable an employee to learn the needed skills while they work.  This will overlap with adapting to the company culture. Staff members may not consistently use some of these skills over time. So, an organization should set a stable training and learning program for both new and experienced employees to reinforce their skills.

Work With an Award-Winning Staffing Agency

Let Flexicrew Staffing do the hiring for you. Flexicrew is ready to bring your company the best employees. Contact us today to get started on working with one of the superior staffing agencies on the Gulf Coast and Southeast.

Wait….Using a Staffing Company to Find a Job?

July 31st, 2018   •   Staffing   •   no comments   

3 Misconceptions about using a Staffing Company

We all know that using multiple job search tactics significantly increases your chances of finding a job. One purpose of a staffing company is to be an awesome resource in addition to the traditional job search.

Using a staffing company can be a new and exciting experience. But there are some inaccurate misconceptions out there in regards to staffing companies! We want to set the record straight and set realistic expectations for working with one!  Here are three common misconceptions job seekers have about using a staffing company:

#1 Misconception: Staffing companies only hire employees for temporary jobs.

 

Not true: Most staffing companies hire for a variety of jobs – not just temporary positions.

In addition to temporary jobs, we also offer “Contract-to-hire” assignments, meaning that you have the opportunity to be hired by your worksite employer after going through a trial period. If your worksite employer feels like you are a great fit for the organization, they can opt to hire you directly!

We also offer “Direct Placement” assignments, which is when we assist employers with recruiting and screening for candidates to be directly placed in their organization (no trial period needed). Direct Placement is generally used when employers need help finding candidates for leadership or high-level positions.
 

#2 Misconception: You must have the exact experience/requirements listed on the job description in order to be hired.

 

Not True: Although hiring managers do care about experience, finding an employee who is a great cultural fit is also a huge factor. Some examples of requirements on a job description that would be considered less flexible would be certain certifications (think RN or other healthcare qualifications), or if a company is looking for an experienced leader (they may want a background that shows proven leadership skills).Don’t let what you think is a lack of experience discourage you from going after the position. If the position sounds like something you would be good at, and you meet 75% of the requirements, let us help you go for it! As we said before, the hiring manager may care more about the cultural fit, and be willing to train you on the other 25% of the experience that you are missing.

#3 Misconception: A staffing service is required to find me a job.

 

Not True: A staffing agency is not the same as a “head-hunting” service.  We keep a database of candidates with a broad range of experience and skill levels in order to fill a variety of jobs. The goal is to make a perfect match for both the client and the candidate. However, we cannot guarantee employment.  We do not schedule an appointment until we feel confident your skill set is a great fit, so we are not wasting their time or yours. We are not in the business of giving false hope!

We will give nothing but our best effort, but nothing is ever guaranteed. You have nothing to lose but tons to gain by letting us help in the job search!

 

Search Flexicrew.com today or send us your resume to get started!

 

APPLY NOW!

3 Steps to Help You Nail Your Next Interview

July 31st, 2018   •   interview   •   no comments   

Looking for a job can be very stressful and time consuming. Going to a job interview can be a nerve-racking process, even to the most confident person.

Meeting with job seekers on a daily basis, we are incredibly surprised to see how many people have not considered specific aspects of their daily life that would be beneficial in their job search. When looking for employment or looking to change your career path, there are specific steps that can be taken to assist with landing your dream job.

Step 1: Self Assess

Start with a self-assessment. The outcome of this assessment will help you better understand and nail down your interests, strengths, skill set and what specific needs you are trying to meet.

Take time to understand what you are genuinely interested in or passionate about. For example, if you are passionate about helping senior citizens or giving back to the community, it would be a great idea to look into non-profit organizations. Start to research companies in your area that are active in their local communities and giving back. If you enjoy being active and working with your hands, research warehouse and assembly positions in your community, which will allow you to be hands-on.

Don’t Forget!   It is also important to understand what your weaknesses and dislikes are. Every person has areas in life that need improvement and we all have things we do not like or enjoy. Understanding and being aware of these areas can help you in your career.

Self Assessment:

  1. What kind of work am I most comfortable with and willing to do?
  2. What am I passionate about or interested in?
  3. What area(s) do I need improvement in?
  4. What is it that I want to stay away from (ex: type of work, industry, environment, etc.)?
  5. What are the top 3 things that are important to me (ex: location, work schedule, pay, career advancement, etc.)?

Step 2: Research

Before stepping foot in an interview, research the company you are applying to work. Read and fully understand all aspects of the job description. Make sure that after the interview is scheduled, you have taken the research the company and its reputation. This can be done on company website and social media pages. Read company reviews. (There are numerous websites out there to assist with this research, such as Glassdoor.com) This is especially important when you are applying to a company you are not familiar with.

As with any research, be sure you use more than one source or website. The company’s social media pages will help you learn more about the work culture and work environment. Most companies post fun company pictures and community events to their social media sites. It is also a good idea to do a little research on the job title or industry if you are new to the field.

Step 3: Practice

Practice, practice, and practice! Do not skip this step!! This will build confidence and work out any kinks you might have or be feeling. I have found it is more beneficial to do a real practice interview with a family member or a trusted friend. Limit the practice to just you and the other person so you are more relaxed and focused. Make sure you ask them to have some questions prepared for the practice interview. Once the two of you are finished, ask for feedback on your performance. This will give you a good idea of how the interview went and what kind of questions you need to work on. Also ask for constructive feedback about your facial expressions, body language and anything else they noticed that a professional interviewer or hiring manager could view as negative. Practice, Practice, Practice!