4 Tips to Deal with Worker Shortages

Worker Shortages have Employers Scrambling

 

Recent articles mention skilled worker shortages and call attention to the continuing pressures on employers. Established workforce management methods don’t seem to keep up with rising demand and  competition for truly valued skills.

Our U.S. economy has created new jobs annually since 2009. Even so, there are increasing worker shortages. The need for cost control and efficiency will be part of effective recruitment and contingent staffing strategies. Factors including quality of candidates and workforce retention may combine to make firms increase future wages more quickly.

 

Flexicrew continuously studies market trends.  So, we have broad familiarity with worker shortages.  We see that firms who overcome talent and worker shortages deliberately use four successful staffing strategies.

Successful Staffing Strategies for Employee ShortagesMap of U.S. worker shortage by region

  1. Widen the External Candidate Pool:  Forward-thinking employers define their position requirements with a greater degree of flexibility. That frees them to interview candidates that have the right skill-set regardless of employee type.  In some cases this includes waiving college diplomas in favor of comparable experience.
  2. Examine Internal Employees:  Beyond where to recruit and what kind of employee to look for, effective organizations increasingly examine their current employees. That lets them fill positions quickly, minimize risk of a bad hire and manage changing skills demands. This trend is growing particularly as worker shortages continue.  A winning internal employee approach includes training, skills development and cross-functional partnership. Those steps help overcome workforce shortages. Companies get experienced people for higher-value jobs who already fit the culture and understand the company’s approach.
  3. Pay Hike:  Of course there is another approach to worker shortages – offer higher salaries.  Naturally, that has implications for costs and profits and could lead to competitors following suit.
  4. Adapt to Change:  Talented staffing partners offer more than recruiting positions and selecting candidates.  They apply competence, automated processes and technology to manage shifting staffing requirements.

Forces Driving Workforce Change

At the same time, employers need a thorough grasp of the forces driving future workforce changes. That will help guide operations and HR managers stay aware of dynamics shaping  talent management and staffing strategies where worker shortages exist.

At Flexicrew we understand your continuing pressure to produce results even with severe worker shortages.

Also, we understand the requirement for strategic, flexible workforce management approaches. That lets us help employers quickly and effectively obtain contingent and permanent workers.

Call us if you sometimes have trouble finding enough skilled employees.

Introducing the Employer Advocate

Launching Flexicrew’s Employer Advocate

We’re very excited to launch Flexicrew’s Employer Advocate.  We will post on many issues – from using a staffing agency to using seasonal workers, from risk of law violation in hiring, to retention of quality talent.

Talent acquisition and workforce management are difficult, so we will provide tips and shortcuts from our experience.

The tone will be serious and conservative – meaning factual – but with a light touch to make dry subjects readable.

Employer Advocate Feedback

Periodically, we will ask for your feedback by having a periodic survey or poll on the blog.

We hope you ask questions about what interests you because the Employer Advocate must be a useful tool for you. In other words, we plan to blog what you want to read.

Employer Advocate Content

How will we achieve this?

In the first place, the blog will offer content in several categories:

  • Staffing agency
  • Temporary employees
  • Industry trends
  • Best safety practices
  • Useful resources from the web
  • Flexicrew Company
  • News
  • Valuable insights from human resource articles

 

So, welcome to Employer Advocate blog, the online magazine devoted to:
• Helping you take the next steps in managing your workforce.
• Getting the most productivity out of your workplace
• Enhancing your career
• Meeting your goals.

Explore content focusing on important aspects related to achieving your ambitions and balancing your personal life on your path to career success.

Your Turn

In fact, please give us your feedback  and pass along any topics you would like us to address.

The Five Common Hiring Mistakes to Avoid

Overview of Common Hiring Mistakes

Are you making one or more of the five most common hiring mistakes?

Some hiring mistakes are caused by picking the wrong candidate. But more often, hiring mistakes come down to poor preparation, poor hiring skills and worse, your company’s poor structure.  And then, other hiring mistakes are really a result of errors a company makes handling employees after the hire – not developing the new hire or not weeding out the underperformers.

(To check yourself, look at these additional frequent hiring mistakes we wrote about a while back. These could reduce your hiring mistakes and Picture of apples and a bad apple sticks outimprove your sourcing decisions.)

Hiring mistakes occur especially when you are in a hurry to fill an important position. When you’re bringing on a new employee, it’s important they know both the basics of the job and how to fit in with your business culture.

So, what are the most common hiring mistakes, and what can you do to avoid them?

Your Managers Don’t Have Necessary Interviewing Skills

Some employers think anyone can be an interviewer.

Wrong!

It takes certain skills as well as personality traits and experience to be a skilled interviewer.  Consider some of these:

  • Prepare before the interview
  • Knowledge about the job
  • Training and experience
  • Attentive listener
  • Empathetic attitude
  • Know appropriate questions to ask
  • Ability to recognize uniqueness
  • Don’t make the interview about the interviewer

Since not every hiring manager is an experienced interviewer, your managers should bone up on some techniques and tips to help avoid hiring using gut instinct.

You Don’t Pay Enough Attention to Candidates’ Fit

There’s a good deal of attention paid to a candidate’s fit with company culture. Of course, you need to find someone who will be a good fit with your current team and your overall organization’s culture. Someone who shares your beliefs, values and attitudes. However, remember your goal is hiring capable employees, not necessarily the most pleasant.  Your hiring managers’ role is to select not only the most qualified, but also the best-suited candidate.

Organization Lacks Sufficient Job Structure

There is a difference between a stiff work environment from the old days and a completely unrestrictive one without rules. It seems many workplaces have gone over to a too-relaxed environment.

Even if you wish to use a loose organization, it’s important that your new employees have some structure surrounding their position or you will have a failed hire on your hands. Order and consistency are fundamental for any business.

There are a many advantages from a structured and efficient work environment that can’t be ignored.

The trend toward a casual style of work environment has been established to increase motivation and worker productivity.  And it has worked.

But, regardless of the level of job structure that if each hire has a clear set of goals it will minimize worker stress and has the capability to increase productivity.

Not Providing the Right Training

Employees bounce so frequently job to job, and technology changes so rapidly, that you need to always be training hires.

Training and career development are among the top factors employees use to rank a job’s attractiveness or as a place to work. About half of employees indicate a firm’s training make them more likely to stay.

Yet, companies often spend more for coffee than spending for training.

Crazy!  It’s not surprising hires don’t work out.

Failing to Dismiss Underperformers

You’ve done what you can to source, hire and develop the right personnel.  Still, some don’t work out. Frequently, a manager will recognize a poor performer, but believes they will improve with just a little more grooming and development.

Uh uh.  But this is rarely the case.

Instead, time will drag on and the employee will either be pushed from one manager to another to avoid the discomfort of firing someone.  But eventually the ultimate will occur – firing them.  But the harm has already infected the job and other workers. . A poor hire will affect your bottom line, your team, and your customers, so when you perceive their inability, learn to cut them as quickly as you can.

Wrap-up

Avoid these 5 familiar hiring mistakes to improve your new employee satisfaction and boost productivity.  Not just the new hire, but the entire team.

Consider choosing a professional staffing agency skilled in sourcing and recruiting employees.

to minimize those pesky hiring mistakes.

Do you have questions about your hiring process?  Call us today for suggestions.

Flexicrew Staffing Executives Present to Disaster Recovery Industry Leaders

Flexicrew Disaster Recovery Recruitment Team Delivered Speech at Business Continuance Expo

 

Flexicrew executives, Lillian Stanley and Katie Blish, had the opportunity to present to a range of emergency response managers and disaster recovery professionals at the 2018 Business Continuance Conference held at Las Vegas Mandarin Chinese Hotel April 12 – 13, 2018.

 

Stanley and Blish offered essential insights for quickly resourcing necessary staff to support disaster recovery. They also reviewed crisis management strategies and tools for success. Their audience gained practical tools to achieve faster results in disaster recovery.

 

“We were excited that Lillian and Katie attended this event as prominent speakers,” said Flexicrew CEO, Bill Brennan. “They jump-started a post-lunch crowd with ideas and expertise that got attendees thinking.”

 

The presentation was open to all registered conference attendees. If you missed it, Lillian will share disaster recovery insights on partnering with an experienced staffing agency to quickly deploy the necessary qualified staff. Call her at 251.943.0777.

Disaster recovery solutions at work from Flexicrew Staffing agency

About The Flexicrew Companies

Flexicrew Staffing’s expertise in multiple phases of emergency management— response, recovery, and mitigation— enables them to provide critical aid to clients in times of greatest need. 

The staffing agency has rich history in supplying the fastest disaster recovery management, resources and tools to complex situations.  It has experience across a wide range of aviary virus, hurricanes, floods, spills and other crises.

 

Staffing Industry Analysts in 2015 recognized Flexicrew as the 4th fastest-growing staffing agency in the U.S. over a 5-year period. Flexicrew was founded in 2008 and is headquartered in Mobile, Alabama.  It uses technology and industry best-practices to deliver qualified industrial, technical, and clerical talent to most major industries. Flexicrew has a presence in 25 markets with over 2,000 contractors placed in companies throughout the U.S. To learn more, visit http://www.flexicrew.com

 

If you would like more information about Flexicrew Staffing or any of our hiring initiatives, please contact us today.

3 Tips for Hiring Qualified Candidates Using a Staffing Agency

April 23rd, 2018   •   Employer Advocate, Employment Agency, Hiring, Recruiting, Staffing   •   no comments   

 

Plan for qualified candidates, best staffing agencies and talented project managersHiring Through a Staffing Agency

Then there are two main factors in hiring through a staffing agency: choosing the best staffing agency and making sure you hire qualified candidates. Easy!

The first will not be an issue if you have ongoing positive relationships with a staffing agency. Without such relationships, the experience may add challenges to your project.

The second is a bit harder. Check out these tips to help you avoid common hiring mistakes.

There are other basics to know, so let’s discuss three hiring tips to make your next project a success.

 

#1 Understand Your Company Culture

First of all, you probably have worked with people who did not fit well with the culture in your business. The ideal fit is not there and it causes problems. So naturally you want every qualified candidate for your project to blend-in and work well with your culture. Take a minute to think about the essential ingredients of your company’s culture and think about changing your hiring process to find these fits.

All workplaces have their own unique personality and this is part of culture. The ability for project members to succeed with minimal friction is  important to the success of your project. Consider that any project forces team members to work closely with each other. If you are hiring, your team may be new, they do not know each other. They will still have to hit the ground running.

 

#2 Hire Industry Expertise

A new project may involve  areas where your company has little to no experience. To ensure your staffing agency finds qualified candidates, extend the interview process to include in-house screening. This will help eliminate mistakes.

Have an open mind about qualifications and experience levels of the candidates your staffing agency sends you. One of the basic errors when evaluating candidates is looking for too wide a range of skill sets.

The key is identifying the most critical knowledge and skills. In the end, you may be better off hiring extra staff if it results in the expert knowledge you need.

#3 Leadership and Project Management

The final two key elements relates to leadership.  First, any large project should have an experienced project manager. Second, you need a primary stakeholder from your company to provide supervision and management. Industry experience has shown that a project manager can make or break the outcome. These two team leaders will work closely together and the project manager should report directly to the primary management stakeholder.

Successful projects need careful planning based on the best analysis of your situation. Plan well in advance of your ideal project start date and allow time for finding the most qualified candidates for your team. A focus on consistent communications will give your project the oil it needs to run smoothly.

 

Need Help?

So, for your next project, if you need help hiring qualified candidates, a project manager with the right experience and skill set, or if you’re looking for a professional staffing agency, give us a call.

Are You Using a Temporary Workforce to Maximize Your Benefit?

April 16th, 2018   •   Employer Advocate, Employment Agency, Hiring, Recruiting, Staffing, Temporary Staffing   •   no comments   

Could a Temporary Workforce Help this Year?

Illustrations of half-dozen different types of contingent workers

Could you benefit from a temporary workforce this year

 

The first quarter of 2018 just ended.  It is probably time for you to take another look at your workforce needs for the full year.

Do you have upcoming projects or seasonal peaks that might benefit from additional talent?

You may be worried about adding new employees to your company, but you can pass that commitment to a staffing agency and let them bear that risk.

And…

Using a temporary workforce is a successful tactic for your firm if you’re using it the right way. Before connecting with a staffing agency, there are several considerations:

 

How Flexible is Your Workforce?

For many employees, having a flexible lifestyle is their norm.  That’s what attracts them to becoming and remaining part of the temporary workforce. They are looking for short-term jobs or flexible contractor schedules to fit into their way of life.  And they are dependable workers.  So why not take advantage of that resource?  Especially when you’re looking to bring someone on board for only a short period of time?

 

Consider Your Labor Expenses?

While your company will pay the staffing agency a fee for the services of your temporary employees, all other costs are absorbed by the agency. They will handle all of the sourcing and pre-screening processes. Your temporary workforce will be covered by our worker’s comp, medical insurance plans, unemployment, and other required hiring costs. Wouldn’t that be nice to remove those variable expenses from your business?

 

What’s the Risk Your Project will be Late?

You will be able to add qualified workers quickly if you have a working relationship with  a staffing agency. If you see a project is in need of additional hours to ensure its success, there may be a significant benefit to working with a staffing agency rather than hiring more internal employees or expecting your current staff to put in the overtime.

 

Would Specialized Skills Benefit You?

Your organization may have situations where you require specialized skills during peak seasons. Your staffing agency can recruit an employee with just the right skill set who can take on the function rapidly and help your company accomplish what’s required – and do it for as little or as long as you need.

 

Will You Find High-Potential Permanent Talent (HIPOs)?

During a temporary assignment you could uncover talent, skills and temperament that are a good permanent fit with your organization. Then you can make arrangements with the staffing firm to convert those employees to a full time position with your company.

Add a temporary workforce to met your performance needs

 

Recommendations

So now that you’ve thought about your specific situation and how a temporary workforce could benefit your business

Call Flexicrew to get our complimentary views on ways to best use a temporary workforce aligned with your permanent employees.

9 Tips to Help Your Employees Keep Their Heads in the Game – March Madness

March 14th, 2018   •   Employment Agency, Productivity, Staffing, Temp Service, Temporary Staffing   •   no comments   

 So much office productivity is lost during March Madness basketball season. And it isn’t going away anytime soon. So why not make the best of the situation? Who knows? You might even win it all and get bragging rights for the remainder of the year!

 

9 Tips to Increase Productivity During March Madness

  1. Refs review the rules.

    Supervisors should review the company rules with all staff concerning work breaks and use of the internet for non-work related activities. So everyone is clear on what’s acceptable when it comes to March Madness.

  2. Lead the fast break.

    Set the example by not getting sidelined from duties. If you complete assignments before talking hoops, team members will likely follow your lead.

  3. Diagram the play.

    Set goals and make sure work activities are scheduled for each day. Having them write downHiring - Call Flexicrew a daily to-do list helps them stay engaged.

  4. Team jerseys.

    Let workers wear their favorite team’s apparel or decorate their work areas to get in the mood.

  5. Bring on the competition.

    Think about forming a competition where members can pick their favorites individually or in small groups and winners can rib their work-mates about their success in a friendly way. Your company could even award small prizes to winners.

  6. Stay out of foul trouble.

    Make sure workers put away their cell phones. This helps minimize the impulse to keep sneaking a peek for scores, texts from friends or social media updates that can distract them from their activities.

  7. Grant timeouts. Staying productive doesn’t mean nose to the grindstone 8 hours a day – That’s unrealistic. It’s okay to allow employees 5-minute breaks to review scores, check their brackets, or chat with co-workers about the tourney to re-energize and refocus.
  8. Save it for halftime. Suggest workers schedule lunch times with other March Madness fans. Within a defined time, they can discuss the results and scores to their heart’s content to get it out of their systems during off-company hours
  9. Bring in your bench players. If your team wants to request time off to watch the tournament, have them put in for it in advance so you’re not caught short-handed. That way you can manage workloads and determine if temporary help is to meet required deadlines. If you need, we know a good temp staffing firm (www.flexicew.com) who can help you meet your temporary short-time employment needs.
    Flexicrew has a solid gameplan for maintaining March Madness productivity. Just give us a call and pass the ball into our court.

     

Ask the Flexpert…What is a JSA and should I be using them?

What is a JSA and should I be using them?

 

A JSA – Job Safety Analysis – is the most common type of general safety preparation employers can take against health and safety hazards on the job. It is usually a simple form that structures a quick hazard analysis that field supervision can use every day.

 

A JSA should be done before you start a task, after an accident or near miss, and if a new condition or hazard presents on the job.

 

How Do I use a JSA?

  1. Step back and examine the job you’re about to perform with fresh eyes, unclouded by routine and alert to potential hazards related to the scope of work. Be the detective and look for clues that you wouldn’t normally look for when performing your task.
  2. Look closely at how a job is done and what sort of tools and machinery people are working with.
  3. Notice any obvious hazards, then look deeper to see if you can uncover any hidden hazards. These are usually not intentionally hidden, they just might need a new set of objective eyes on them to notice the hazard.
  4. Are there controls in place already to prevent injury around the workplace hazards you have discovered? Discuss all hazards with the crew. Also discuss any controls that are in place to eliminate or mitigate them. Any hazards that have not been addressed should be documented and either mitigated or eliminated prior to starting work.
  5. If you’re working with a temp service or an employment agency, be sure to inform them of any hazards that employees need to be aware of.
  6. Everyone on the crew participates in the JSA. The people doing the job everyday are the best detectives!
  7. Fill out the document and get this paperwork in the hands of the Safety and Risk department or management ASAP.

 

Good detective work! You may have just saved a life.

JSA Job Safety Analysis

6 Ways to Become a Best Place to Work

 

Best Place to Work - Flexicrew

Usually, an employment agency offering a temp service to their clients have a range of experience with clients who have diverse work processes and office cultures. We thought an employment agency may be a good source to suggest some good tips for becoming a best place to work.

 

We know we must have boring old rules in the workplace for efficiency and safety. But employees also need to feel satisfied and fulfilled to stay with that company. Comfortable, satisfied employees lead to reduced turnover, reducing costs.

 

6 Tips for turning your company into a Best Place to Work

Don’t micromanage

An ideal workplace should not micromanage every detail of the work day. Good leadership will encourage all employees to practice quality independent work habits. These habits shouldn’t interfere with the results of others and result in goals being met. Everyone should be encouraged to respect and learn from the style of the others.

Even contractual or part-time workers, provided by a temp service or an employment agency, can and should be given autonomy if they demonstrate good work habits.

 

Managers should be welcoming and open

All new hires should be recognized as important parts of the company and be introduced as such. If done well, they will feel themselves to be an integrated part of their organization and give their best from the beginning.

New employees should not feel scared of approaching their supervisors or managers in case of any difficulty in doing their work. All team members should receive equal guidance and professional support from company managers.

 

Give Recognition

Employees crave recognition. Some studies show it is more important than pay or rank. Newer employees should be recognized for even nominal achievements so that they know they are fitting in and growing into the position.

 Sometimes the process of giving some inexpensive token, like a pen or a T-shirt, can also enhance the enthusiasm of employees. If employees have suggestions for changes in the existing system, hear them out. If the suggestion is worth being adopted, great! Give them a shout out for the idea. If not, explain why but encourage them to continue to come to you with new ideas.

 

Provide Regular Training

Trained employees are better employees. Employees given access to training feel supported in their roles. Also, corporate goals can be regularly reinforced with the latest research and methods related to company processes.

Other added benefits are that well trained employees will be able to deliver better service to clients. Also, these more well-rounded employees are better prepare to move up the corporate ladder when needed.

 

Point out weaknesses privately

Employees who make mistakes in their work should not be reprimanded in front of others. This can lead to demoralization and animosity among the team.

Rather, call the employee aside and speak privately. Weaknesses can be pointed out quietly and the processes redirected to improve work habits or attitude.

 

Set reasonable expectations

There is a lot  of info out there on how to set a reasonable workload for employees and when enough is enough.   When it’s too much, the employee turnover rate is high and the corporate reputation suffers. Good potential candidates will think again about working for your company because they don’t want to work in such a stress-filled environment.

 

Another effect of increased workload is the risk of accidents. Give every employee an amount of work which he/she will be able to complete successfully without error or injury.

Don’t be a workhouse, but a place where everyone comes ready and willing to work and each has a degree of flexibility that they individually control.

 

Help create happiness and be a Best Place to Work.

 

By Will Brennan, Oldest Intern in the Staffing Industry

Everything I Learned About Talent Recruiting I Learned On Halloween

Everything I Learned About Talent Recruiting I Learned On Halloween

Halloween & Recruiting – Sweet Parallels                

 

Halloween was my second favorite holiday, just behind Christmas.

Each year I’d chart out the neighborhoods and plan where I would trick-or-treat. With a few years of experience under my belt, I knew which houses passed out the best candy.

My friends and I moved in a pack because it was more fun, but mostly for protection from the bigger kids who would try to steal our candy.

The key for us was to visit the most houses so we could to fill the biggest bag of candy. That gave us better odds of getting candy that we liked.  Because for every 6 Starbursts I received (not my favorite) I also got a Snickers (yum). I just hated those stale popcorn balls that were supposed to be ‘healthier.’ Whose idea was that anyway?

 

That’s just the beginning of a recruiting strategy

In retrospect, I was using good recruiting strategies in search of maximum ‘good’ candies. My strategy to maximize the amount of ‘good’ candy is similar to the goal of recruiters to uncover and hire ‘good’ qualified candidates.

But that’s just the beginning of the recruiting strategy.  Here are a number of parallels that you can use in your recruitment strategy…

 

Wider range, more candy

My primary Halloween strategy was to reach the greatest number of houses possible.  Then I would go where I knew the houses gave ‘good’ candy. Also, this meant not wasting time walking to neighborhoods with few houses or didn’t give out candy.  The only restriction was our time curfew and/or how inclement the weather was while we were trick-or-treating.

In recruiting, the goals are the same.  You want to use as many ‘good’ sources as possible to get as many qualified candidates as possible – the ones that give the best candidates.

In order to do this, you must look at your past successes and failures in recruiting, analyze which recruitment methods worked or didn’t, then decide what route is best for your team.  Our restrictions may still be time. Maybe you’re on a tight deadline. But the primary concern is usually money – the hiring budget.  You need to decide where is the best place to spend those dollars.

 

Combing through your Halloween bag

One of the most fun times during the night was seeing what kind of candy I received.  I’d empty my bag (always an old pillow case) and review what I had, sorting the good candy from the candy I wouldn’t eat.  I would put the candy I liked back in my bag for later and then I’d try to trade with friends for candy more to my taste.

Once you have collected a quantity of candidates from your recruiting efforts, start screening through resumes & candidates. Much like splitting the candy, you need your recruiting team to sort candidates into qualified and unqualified for the position.  You want to collect as many qualified candidates as possible to give you a candidate pool with more alternatives and choice.

Don’t forget to look out for candidates whose qualifications don’t fit the position you are recruiting for but may fit another position that needs to be filled.

 

Making the candy hang in there

After returning home with all my candy, I tried to make it last as long as possible. I squirreled away my candy in the pantry and when my friends had run out after Halloween, I still was hanging in with candy for snacks.

Similarly, you should keep in touch with the ‘good’ candidates that your efforts have dug up. Don’t abandon any. All qualified candidates should be interviewed for the current position and also placed into your database for consideration for future assignments.  Some ‘good’ candidates just aren’t right for the current spot, but may be perfect for a future position.

Just like a kid on Halloween, you need to make sure you are able to optimize the amount of candy or candidates you get from your efforts.  If you use the best recruiting techniques and effectively screen the candidates you have found, you may just have sweet success!

Business is always changing. Flexicrew supports you as your business strategy and recruiting challenges evolve – so you always stay ahead.

If you would like to discuss our strategic recruiting programs, please contact us – we are a treat to deal with.

Scary Temporary Workers – Do They Work for You?

Do you believe you have to go to a haunted house to get spooked this Halloween?

 

Think again – some bosses don’t even have to leave work to get their fill of fright with some of their full-time or temporary workers!

 

We at Flexicrew have a soft spot for employers and HR people who have had to deal with temporary workers who were rude, reckless and willing to break the rules. Some employers have even caught temporary workers breaking the law while in the workplace – Frightening!

Does your company employ Temporary Workers like any of these Halloween Creatures?

Some employers think their workplace is scary because their workers act like these famous Halloween creatures.

Do you employ any of these scary temporary workers?

  • The Wolf Man: fine one minute, howling the next
  • The Invisible Man: never around when you need him
  • Casper the Friendly Ghost: eager to help, but often misunderstood
  • Dracula: constantly sucking the life right out of you and everyone around him
  • Wicked Witch of the West: always acting conniving and sending out minions to do his/her dirty work
  • The Mummy: slow-moving and has an ancient thought process
  • Grim Reaper: constantly delivers bad news and inspires fear among workers
  • Frankenstein: green with envy what assignments or hours others are getting

 

In addition to spooky personalities, some scary temporary workers actually have a fear of:

  • Heavy workload
  • Tight deadlines
  • Hours worked
  • Taking direction from their boss or supervisor
  • Arriving at work on-time
  • Sitting through meetings
  • Performance reviews

Now that’s scary…

 

So, if any of these employees make you tremble, please call Flexicrew Staffing to knock out spooky risks and send you temporary workers who will give you peace of mind!

 

Get a quote today! http://flexicrew.com/get-a-quote/

 

 

 

5 Lessons Baseball Can Teach Your Recruiters and HR Staff

October 6th, 2017   •   Employment Agency, Hiring, Productivity, Recruiting, Resume, Staffing, Temporary Staffing, Uncategorized   •   2 comments   

In October every year millions tune in to Major League Baseball as the playoffs begin. Many – maybe someone in your family – have been a fan since grammar school, so they’re filled with excitement.  Everything reminds us recruiters of baseball!

Recruiters & HR managers can learn 5 baseball lessons to score with hiring

We at Flexicrew find that baseball can teach business supervisors, HR managers and recruiters how to win at their jobs.

Baseball teams labored 6-months for 162 games, through a whole season to make it to the playoffs.  Now, coaches have the fear if their top talent will perform now at crunch time. Hiring managers can feel  a scary sensation (it’s almost Halloween) parallel to these teams’ coaches.

All they have accomplished over a lengthy period of time can be spoiled by one key hire gone wrong. A recruiter understands that pressure also – spending time becoming acquainted with the client’s open position requirements, reviewing resumes, interviewing candidates and then…one false step anywhere in the process can ruin the expected hiring outcome.

Want to prepare your workforce for the big leagues? It may be simpler than you think.  It’s because baseball can teach business hiring managers several useful lessons.

Reflecting on this connection between hiring and baseball, here are some short lessons to take into account during the MLB playoffs.

  1. Hiring – Team Flexibility Is Essential

Sometimes in hiring, the ‘high-flyer’ candidates don’t automatically yield the best outcome. Like in baseball, there is a reason in business organizations are called ‘team.’ And the most successful teams combine skills to achieve the best outcomes.

The new hire must be good, but team flexibility is crucial.

It takes more to win than just the most gifted individuals. The business team, like the baseball team must be talented and versatile over a variety of areas and conditions.

Team chemistry trumps all!

  1. The Tide Turns

This season, the Cleveland Indians represent a vivid story for hiring. After losing a total of 55 games Even if you fall short 55 times, (as Cleveland lost that many games) sooner or later you will break the streak and when you do, it can be exhilarating. Cleveland then went on to set a record for consecutive wins in a season with 22 straight!  Were they exhilarated!!  It’s easy to give up as a recruiter – the job can be discouraging and, in some cases, downright overwhelming. When a recruiter’s placement falls-through, or an employer’s new hire fails to deliver, or you simply have an off day, remember the Indians and remember you can’t be great if you don’t keep going to bat.

  1. There’s Always an Opportunity to Contribute

There’s always an opportunity to contribute in baseball.  A player can strike out on his first three at bats or make three errors in the field, yet still hit the game-winning homerun in the bottom of the ninth-inning.

The same goes for working. For your new temp workers their first three attempts at learning a complex process may not turn out the way you want, but that doesn’t mean the temporary staffer can’t practice, and with your coaching, improve his skill at the task.

  1. Hire for Fit as Well as for Skill, Capability, and Smarts

Every MLB team employs scouts in all major league cities.  There is a ton of effort that goes into evaluating players – both minor leaguers as well as big leaguers from other teams.

Baseball teams want to select quality players who give performance and will also fit with their teammates.

Some research points out that in business, the majority of newbies hired into new roles leave within a year.  The primary reason is fit, or the job wasn’t as expected, or the organization wasn’t as expected.  Fit is critical in a tight talent market.  There is little room for error.  The disruption of a bad hiring decision is costly for the organization and for the individual.  A key is making sure the job people actually get when they join and the job you sold them in the interview process is the same.  Making sure they are the best talent for the work you need done, helps everybody win.

  1. Know your capabilities

The stud pitchers in the majors have a variety of pitches for every batter and pitch count. They have a go-to pitch which they feel confident will be a strike in every situation – for every batter.

Similarly, an HR manager or a recruiter needs to know how to shine in every phase of recruiting/hiring. It’s like a baseball game with both strategy and timing and recruiters and HR must recognize their capabilities and their drawbacks to achieve their goals.

The best way to know and enhance your HR capabilities is to practice them consistently until you are at the top of your game.

The key to maintaining your momentum is experience.

So, if you pay attention to those 5 lessons baseball can teach your recruiters and HR staff, then

 your team will score game after game.

Want a heavy hitter to ‘go-to-bat’ for you with staffing, please give Flexicrew Staffing a call.

If you bite off more work than you can chew, let Flexicrew pinch hit for you with temps around the holidays and the year-end rush.

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NICHOLAS HEBERT- 2017 FLEXICREW STAFFING EMPLOYEE OF THE YEAR LAFAYETTE, LOUISIANA

 

Flexicrew Employee of the Year Winner for Lafayette, LA – An Amazing Job!

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, selected from its over 2,000 temporary staff to choose Employee of the Year for Lafayette, LA.

 

Flexicrew Staffing is particularly proud of how Mr. Nicholas Hebert is productive, displays a commitment to quality in carrying out assignments and is an asset to his work team.

 

Job Assignments – Warehouse and Shop hand

Nicholas is a very hard worker who consistently goes above and beyond to get his job done. He started his new position as a shop hand and picked it up very quickly, gaining the trust and respect of his client employer. He is always on time and practices all safety procedures.

 

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative – Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

TIM GRAY WINS FLEXICREW ROBERTSDALE, AL EMPLOYEE OF THE YEAR AWARD 2017

Flexicrew Robertsdale, AL Employee of the Year Winner Recognized as a Steady Hand – Reliable Across Many Assignments.

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced it has identified it’s leading temporary workers who earned Flexicrew’s Employee of the Year Award by providing superior service to their clients.

 

Flexicrew is very proud of Mr. Gray’s performance and his willingness to perform his tasks in a manner that reflects positively on himself and Flexicrew.

 

Job Assignment – Production and Construction

Tim is always a go-to guy for many of our clients’ assignments. Tim is always on time, dependable, and courteous. We thank him for being a model employee.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and completing them on time.

Cooperative – Displays courtesy with a pleasant attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity –Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

WILLIAM P. HARRIS SELECTED FLEXICREW LAWRENCEVILLE, GA EMPLOYEE OF THE YEAR 2017

Flexicrew Lawrenceville, GA Employee of the Year Winner Becomes Unofficial Leader Among Temporary Employees

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced it has identified it’s top temporary workers who earned Flexicrew’s Employee of the Year Award by providing outstanding service to their clients.

 

Flexicrew is delighted with Mr. William Harris’ performance and his motivation in extending a hand to co-workers in learning their assignments.

 

Job Assignment – Order puller, Freight Handler, Supervisor

Will took it upon himself to train all of his new hires so that they can make more money each week. He averages 55 hours per week and is always available after hours for extra assignments. He always has a smile on his face, even if he is short staffed! He is a shining example of loyalty and dedication to Flexicrew.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and completing them on time.

Cooperative – Displays courtesy with a pleasant attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

WILLIE ROBINSON NAMED FLEXICREW MOBILE, AL EMPLOYEE OF THE YEAR 2017

Flexicrew Mobile, AL Employee of the Year Winner Recognized For Being a ‘Leading Light’ for Temporary Staff

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced it has identified it’s top temporary workers who earned Flexicrew’s Employee of the Year Award by providing outstanding service to their clients.

 

Flexicrew is very proud of Mr. Willie Robinson’s achievement and of his continued commitment to performing his assigned tasks, representing himself and Flexicrew to the best of his ability.

 

Job Assignments – Structural Welder

From the moment Willie was interviewed by Flexicrew, he made a lasting impression upon Flexicrew internal employees. Willie’s personality is vibrant; he’s well-mannered and extremely eager for new employment opportunities. Willie was submitted to a new client and represented Flexicrew well. He’s punctual, reliable, dedicated, and his willingness to go the extra mile makes Willie stand out from the rest.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility –Temporary staffer is punctual, works hard, and exhibits dedication to tasks and completing them on time.

Cooperative – Displays courtesy with a pleasant attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

FLEXICREW STAFFING AWARDS KIOMII GOODMAN EMPLOYEE OF THE YEAR CHATTANOOGA, TN – 2017

 

Flexicrew Employee of the Year Winner for Chattanooga, Tennessee Combines Dedication, Hard Work and Ability.

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, selected Mr. Goodman as one of only a dozen workers across the company to qualify as Employee of the Year for Chattanooga, TN.

 

Flexicrew Staffing is particularly pleased with how Mr. Kiomii Goodman has grown in his skill level, is extremely dependable and catches the attention of both client supervisors and recruiters. His work ethic is revealed in his performance for his client and reflects as a shining example of the kind of employees Flexicrew hires.

 

Job assignments – Driver, Inspector, Picker/Packer

Kiomii consistently shows outstanding work ethic. As soon as his assignment ends, he calls the office ready for the next job. Clients love him and he is a great example of a dependable employee that every employer would be proud to have on the team.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

FLEXICREW HONORS KEVIN MYRICK 2017 EMPLOYEE OF THE YEAR BATON ROUGE, LOUISIANA

Flexicrew Staffing Employee of the Year Winner for Baton Rouge, LA – Hard Working Employee Combines Strong Work Ethic With Great Disposition.

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, honored it’s local staffing Employee of the Year during National Staffing Employee Week , September 18-22.

 

Flexicrew Staffing is rather proud of how Mr. Kevin Myrick always extends extra effort to make sure tasks are carried out in a timely fashion.

 

Job Assignments – Machine operator

Kevin is the type of person that makes it happen – “He stays late to help out, comes in on call outs and helps get the company out of a bind. He is pleasant to be around and if you need him, he’ll always be there.” Client quote

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative – Displays courtesy with a agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

FLEXICREW SELECTS PATRICIA PERRY KERR 2017 EMPLOYEE OF THE YEAR TUCKER, GEORGIA

Flexicrew Tucker, GA Employee of the Year Winner – Self-Starter, Go-Getter, All Around Top-Notch Performer

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced temporary workers who earned Flexicrew’s Employee of the Year Award by delivering outstanding results for their clients.

 

Ms. Patricia Kerr’s project coordination and customer relationship reliability has earned her client praise and delighted Flexicrew.

 

Job Assignments – Office Manager

Patricia is super-reliable, trustworthy, can self-manage, great communication skills, and quickly became the “go to” person for all logistical projects. Our client speaks very highly of her and relies on her for coordinating projects and dealing with customers. She has superb customer service and follow-up skills and her employer trusts her with taking orders and making things happen. Patricia has been top-notch since day one on assignment.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative – Displays courtesy with a agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

JOSE LOPEZ WINS FLEXICREW GAINESVILLE, GA EMPLOYEE OF THE YEAR AWARD 2017

Flexicrew Gainesville, GA Employee of the Year Winner Recognized for ‘Walking the Talk’ of Teamwork, Respect, and Service

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced it has identified it’s leading temporary workers who earned Flexicrew’s Employee of the Year Award by providing superior service to their clients.

 

Flexicrew is quite proud of Mr. Jose Lopez’ performance and his ability to reach out to co-workers and supervisors alike in performing his assignments.

 

Job assignments – Returns

 

Jose is an exceptional employee with a great attitude. He is reliable, dependable, and punctual and always comes to work with a smile on his face. He maintains a great relationship with other employees and management.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility –Temporary staffer is punctual, works hard, and exhibits dedication to tasks and completing them on time.

Cooperative – Displays courtesy with a pleasant attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

GERARD WHITE- 2017 FLEXICREW STAFFING EMPLOYEE OF THE YEAR NEW ORLEANS, LOUISIANA

Flexicrew Employee of the Year Winner for New Orleans, LA – Three-Year Record of Success.

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, selected Mr. White as one of only a dozen workers across the company to qualify as Employee of the Year for New Orleans, LA.

 

Flexicrew Staffing is particularly proud of how Mr. Gerard White is dedicated, has good organizational skills and wants to get his task done just right. That reflects in his performance for his client and Flexicrew.

 

Job Assignments – Warehouse associate, Maintenance

Gerard has been a dedicated, reliable Flexicrew employee since 2014. Gerard is committed and always performs quality work so that the clients he works for can feel assured that things get done correctly.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative – Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

DEVIN BOUDREAUX – 2017 FLEXICREW STAFFING EMPLOYEE OF THE YEAR HAMMOND, LOUISIANA

Flexicrew Employee of the Year Winner for Hammond, LA – In Many Ways the Perfect Employee.


Hammond, LA  (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, selected from its over 2,000 temporary staff to choose Employee of the Year for Hammond, LA.

 

Flexicrew Staffing is particularly proud of how Mr. Devin Boudreaux always extends extra effort to make sure tasks are  carried out in a timely fashion. His professionalism and great attitude represent Flexicrew well.

 

Job Assignments – Started as a laborer, Now Forklift operator and Crew Leader

 

About Devin – He started as a general laborer. He has taken time to learn different aspects of the client operation to help grow the business. He leads by example. He is a hard worker and holds himself to a high standard so that he can be an example for other employee. Devin has a certain presence about him that helps motivate others, he is kind at heart and will go out of his way to help others whether it is job related or personal.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative – Displays courtesy with a agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

  

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

FLEXICREW STAFFING CELEBRATES JESUS GARCIA EMPLOYEE OF THE YEAR HOUSTON, TX – 2017

September 19th, 2017   •   Company news, employer of record, Employment Agency, Staffing, Temporary Staffing, Testimonials   •   no comments   

Flexicrew Employee of the Year Winner for Houston, Texas – Excellent Communicator, Builds Client Rapport.

 

MOBILE, Alabama, (September 15, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, selected Mr. Garcia as one of only a dozen workers across the company to qualify as Employee of the Year for Houston, Texas.

 

Flexicrew Staffing is especially proud to recognize the outstanding work of Mr. Jesus Garcia, his skill level, and his leadership ability, which makes him a dependable employee who built a strong client relationship.

 

Job Assignment – Walking Foreman

Jesus worked as the leader of his gang for a Houston client and always went above and beyond the call of duty, was always being on time, and reports back to the recruiting team frequently. He improved our client relationship and received consistent praise on his abilities and work ethic. He is very appreciated by the Houston team!

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

  

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

CONGRATULATIONS BENTON SIMMONS – NAMED LULA, GA, FLEXICREW EMPLOYEE OF THE YEAR 2017

September 18th, 2017   •   Community Involvement Activity, Employment Agency, jobs, Staffing, Temporary Staffing   •   no comments   

Dedication, Commitment and Precision Lead to Advancement

 Lula, GA (September 18, 2017) – Flexicrew Staffing, a leader in the industrial staffing industry, has announced it’s top temporary workers who earned Flexicrew’s Employee of the Year Award by delivering outstanding service to their clients.

Flexicrew is delighted with Mr. Simmons’ performance and his motivation in extending a hand to co-workers in learning their assignments.

 

Job assignments – Checker, Stacker, Transporter – Benton shows dedication to his job, always follows safely regulations, and leads by example. Benton has worked his way up over the last 2.5 years by being very precise, having a great attitude, and helping others when needed. Benton is a great, well-rounded employee.

 

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility – Temporary staffer is punctual, works hard, and exhibits dedication to tasks and completing them on time.

Cooperative – Displays courtesy with a pleasant attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity – Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety – Follows safety requirements and leads others by example in safety in the workplace.

 

 

About The Flexicrew Companies

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Mobile, Alabama, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

Disaster Response Teams READY! Apply now!

Flexicrew team members are anxious to help in any way we can with local disaster response, clean up and recovery work. We are on call with screened and qualified employees –

 

  • Hazmat
  • Hazwopper Technicians
  • Drivers
  • General Labor
  • And more….

 

 

LOCAL STORM CLEAN UP WORK! We are hiring debris monitors for the Greater Atlanta Area. Responsible for estimating & recording debris amounts and distributing tickets to truck drivers. Temporary position working 7 days a week 12-14 hours per day.

Must have own vehicle, proof of insurance, pass drug screen & background check.

http://jobs.flexicrew.com/jb/Debris-Monitors-Jobs-in-Atlanta-GA/3855927

 

Flexicrew is ramping up for Hurricane Harvey clean up/response. Now hiring for the following positions: 40 Hour HAZWOPER technicians, General Labor, Class A CDL w/Tanker & HAZMAT Endorsement. If you have already applied with us and are available to work please email your name, what position you’re applying for and your contact information to lafayette@flexicrew.com

http://jobs.flexicrew.com/jb/Hurricane-Harvey-Clean-Up-Response-Jobs-in-Lafayette-LA/3831810

 

Flexicrew is ramping up for Hurricane Harvey clean up/response in Texas & Louisiana. If you have already applied with us and are available to work please email your name, what position you’re applying for, and your contact information to mobile@flexicrew.com

http://jobs.flexicrew.com/jb/40-Hour-HAZWOPER-Technicians-Jobs-in-Mobile-AL/3831812

Hiring Temp Employees…..What You Must Know But Were Afraid to Ask

Hiring temporary employees can bring positive energy to your business and help your team meet goals. Still, there are several areas you need to understand before hiring them.

 

Permanent talent is better than hiring temp employees, don’t you think? We say: Not necessarily. The increasing trend toward hiring temps indicates these employees might actually help you out.

 

CareerBuilder indicates 42% of businesses have plans to increase temp hires, and 43% hope to convert temp workers to full-time.

 

Staffing Industry Analysts forecasts that the temp worker trend will continue through 2017.

Hiring Temp Employees - Apples to Apples

Do temporary workers a permanent solution to your workforce needs or are they  a short-term solution? To answer, let’s start by looking at the in’s and out’s of temporary staff.

Temp Employees—Who is hiring them?

 

Department of Labor defines a temporary employee as one who will be employed less than 12-months or who has a specific end date. These workers make up a larger share of our US workforce than ever, over 2.9 million people or more than 2% of the total workforce .

 

Some have a mistaken belief that temporary workers are used only in certain job market segments, such as day laborer, seasonal help, or low-skilled jobs. A study from CareerBuilder and EMSI showed that companies use temp staff for almost everything including purchasing agents, writers, drivers, maintenance, sales, and marketing.

 

$64,000 Question – is temp staffing a cost-effective  strategy for companies to achieve business and operational objectives and goals?

 

Does Hiring Temp Employees Actually Cost Less?

 

Think about the typical costs of recruitment. You pay to post job ads, pay for employer branding material like brochures and materials, pay to attend job fairs, and sometimes even to fly in talented candidates. Those are just the costs on the surface. The hidden costs can be much more prohibitive.

 

You have to pay for time spent skimming through, on average, at least 250 resumes for a single position. You must pay for onboarding an employee, and hope this money for training and education will pay off. If it doesn’t, a bad hire can set your company back $50,000 or more, to say nothing of lost productivity and a renewed gap in your workforce.

 

Temporary talent can be a great way to deal with a short-term problem while nurturing a long-term solution. The cost of temporary labor isn’t free, but it can often lead to more confident hiring, since the candidate went through a “try before you buy” period to ensure fit and skills.

 

You can see how their skills really shake out in a real-world setting, and evaluate how well they fit in to your existing culture.

Hiring Temp Employees to Look Beyond the Resume

 

Taking on temporary talent can provide an opportunity to give someone a chance. You might not have been impressed by a candidate’s credentials and experience, but when you connected in person or through a video interview, you were impressed with just how passionate they were about the opportunity.

 

Passion is necessary for all companies, and it’s often the lifeblood of growing businesses. Hiring passionate people with room to grow might be a better idea than hiring someone with the perfect skills that is only lukewarm about your company. Setting a trial period for a temporary hire will allow you to see if this candidate’s passion translates into value for your company and an ability to learn new skills and grow into a great employee.

 

Flexicrew Staffing has the expert knowledge and resources to help you find the right candidates. Let us assist you in finding the right person for your small or midsize business.

How to Hire the Right Employee – Are you Making These Mistakes?

 

Each employer must hire enough staff in various positions to ensure the smooth operation of the business. But often employers feel confused in selecting the right candidate for a position, mainly when there are too many suitable candidates available to interview. In fact, the hiring process is rather a difficult matter for all employers. If any mistake is made during the recruitment, the company can face negative consequences of having the wrong sort of employee mix. Hence, it is essential for any recruiter, to recognize and avoid the common mistakes that are made during an interview, in choosing the best candidate for a posted vacancy.

 

Most Familiar Mistakes by Recruiters in Hiring the Right Employee

Narrow-minded in hiring –Some employers want all employees to be alike or just like them in nature, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture can’t be fixed by someone who has different strengths. The recruiter should be impartial in attitude and consider only the qualities that will suit the company’s open position. Staffing agencies tend to be more impartial in hiring the best candidates for their client companies.

 

Judging by candidate’s name or first impression – Many employers show a preference for some specific popular education institutions and like to hire graduates from these organizations without properly checking

their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should be cautious with positive or negative impressions about a candidate based on first appearance; many can turn out to be valuable assets for their companies regardless of appearance.

 

Vague idea of demands of the position The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate so that the best one can be hired. The services offered by placement agencies, including conducting interviews, are highly efficient for discovering the most competent employees for their clients.

 

Not checking skills of the candidates – The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do.

 

Incomplete explanation of job profile to candidates – It is the duty of the recruiter to let the candidates know in detail about their probable job profile in their company. Moreover, the work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him.   That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.

Call today to talk to a Flexicrew representative about your staffing needs!

 

 

March Lost Productivity Madness in the Workplace

Is that the sound of a basketball going through the net, or the sound of your productivity slipping away?


Millions of Americans have filled out March Madness brackets and discuss them with friends, and coworkers during work hours. Maybe even some of your workers.

 
Many managers and business owners struggle to keep their employees on-task while the games go on during the workday. There are stories of employees taking extended lunch breaks or calling in sick to catch a little piece of the action.

 
Some companies say that there is so much lost productivity during March Madness, that they have to block popular streaming sites and slow down their office’s
internet connection.
With an estimated 50+ million Americans participating in brackets and office pools, companies stand to lose at least $1.2 billion for every unproductive work hour during the first week of the tournament, according to outplacement firm Challenger, Gray & Christmas, Inc.

 
So why do many companies encourage participation in office pools and brackets? (Flexicrew Staffing is one of them). One survey suggests that 32 percent of senior managers believe activities tied to the tournament boost employee morale, which makes your workforce more efficient and productive.
So, enjoy this annual event while still staying on track so no productivity is lost. March Madness isn’t going away anytime soon, so why not make the best of the situation?

 
Follow your Bracket.

 
Enjoy some friendly trash talk.

 
Who knows? You might even win it all!

 
To your Madness,

 

 

Your Flexicrew Team

Flexicrew makes your recruiting a Slam Dunk!

Yes…March Madness has arrived with excitement and upsets.

 

 

POP QUIZ: How does March Madness Parallel Flexicrew’s mission?Basketball Cleanup Desk Set

 

We started kicking around that March Madness – filling out brackets and picking winners – parallels what we do at Flexicrew to build your workforce every day.

 

For March Madness, fans look at a wide number of teams, review their records and decide among them which they will advance in their brackets to the Sweet Sixteen. Likewise, Flexicrew reviews the resumes of possible candidates, screens them against several criteria, and decides which candidates should move forward in the recruiting process.

 

Finally, the March Madness Championship Game takes place where the two best teams play each other head-to-head and one of them wins.  Similarly, Flexicrew often compares two finalists in detail against each other and recommends to you our favorite candidate that we believe should get offered the job.

 

Like a perceptive team coach, Flexicrew recruiters search for and recruit good talent just the way a team needs to fill out various positions.

 

At the end of the day, whether it’s a basketball team or a work team, it’s all about picking capable people, having a winning attitude and how you play the game!

 

Flexicrew hopes to team up with you to provide winners. Look forward to a small gift coming your way in a few days to remind you of how Flexicrew can help YOU be the CHAMPION!

Sincerely,

Your Flexicrew Team

FTS Welcomed into Goldman Sachs Small Businesses Program

 

Brandon Smith, Managing Partner of Flexicrew Technical Services, awarded scholarship to prestigious, nationwide Goldman Sachs 10,000 Small Businesses Program

Technical Services

 

Metairie, LA, January 10, 2017–

Flexicrew Technical Services Managing Partner, Brandon Smith, was invited to participate in Goldman Sachs 10,000 Small Businesses Program at Delgado Community College where he will attend with a small number of other local New Orleans area small business leaders.

Goldman Sachs 10,000 Small Businesses Program is a $500 million initiative to unlock the growth and job creation potential of small businesses across the United States by providing them with greater access to business education, financial capital, and business support services.

Stated Smith, “I am proud to be selected and excited to be a part of this dynamic program.  I look forward to continued business growth and the ability to create more employment across the Gulf South Region.Goldman Sachs logo

As part of the program, Smith will spend 14 weeks at Delgado Community College starting January 18th.  He will study a business and management curriculum designed by the top-ranked school for entrepreneurial education, and customized by Delgado Community College faculty. The curriculum covers topics including accounting, human resources, negotiation, and marketing. The program also includes one-on-one mentoring, accounting workshops and advice from Goldman Sachs’ professionals. The program culminates with each participant developing a strategic growth plan for their business.

Stephanie Bell of Delgado Community College congratulated Brandon by saying, “The selection process was quite competitive, as we received many outstanding applications from throughout the New Orleans Gulf South Region.  You were chosen from a strong pool of candidates.

We hope that with your dedication and commitment, you will benefit from the program and continue to take your business to new heights.”

Within six months of graduation from this program, nearly 70 percent of program alumni increase revenues and 48 percent add jobs, per a recent report by Babson College, Stimulating Small Business Growth.

About Brandon Smith:

Brandon Smith is the Managing Partner of Flexicrew Technical Services, a leader in technical placements, focused on flexibility, speed of recruitment and skills accuracy in the New Orleans and Gulf South Region.

Brandon has an extensive  background in the Staffing Industry .

About Flexicrew Technical Services:

Flexicrew Technical Services began operations in January, 2015 and is a leader in technical placements, focused on flexibility, accuracy, and efficient recruitment. It was awarded the 2016 American Staffing Association Genius Award, displaying the most innovative and effective communications in the staffing, recruiting and workforce solutions industry.

The Flexicrew companies are family-owned and run since 2008, that’s brought together the best management and support team, resulting in over 95% customer satisfaction.  * Certified survey by Inavero.

If you would like more information about Flexicrew Technical Services or any of our hiring initiatives, please contact Brandon Smith at 504.400.9140 or email to bsmith at flexicrewtech.com.

NOW HIRING RECRUITER / ACCOUNT MANAGER FOR NEW FOLEY, AL BRANCH

JOIN OUR GROWING TEAM!

employee-engagement

 

Flexicrew is looking for talented, motivated people to add to our NEW OFFICE IN FOLEY, AL.

 

We opened our doors in 2008 and have grown into a $35mm company with 12+ branches supporting the southeast region. We have BIG GOALS and BIG DREAMS! If you want to be a part of an environment where YOUR VOICE IS HEARD, then you’ve found your STAFFING FAMILY.

 

Recruiter / Account Manager
Job Summary

  • Responsible for communicating with clients, sales managers, associates and others to identify, screen, interview, present and hire qualified candidates for temporary and temp-to-hire positions.
  • Summary of essential job functions
  • Develop recruiting strategies building applicant sources by researching and contacting community services, colleges, employment agencies, etc.
  • Determine applicant requirements by studying job description and job qualifications.
  • Attract applicants by placing job advertisements; using newsgroups and job sites.
  • Evaluate candidates strengths compared to clients requirements by: evaluating, screening and interviewing the candidate.
  • Arranges interviews with clients by coordinating schedules.
  • Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
  • Manage contract employees while on assignment. Assess and investigate contractor related problems, and administer performance counseling, coaching and disciplinary measures when necessary.
  • Communicate effectively with others in order to create a productive and diverse environment.
  • Maintain relationships with customers and business contacts gaining industry knowledge, and obtain referrals and sales leads.

Requirements

  • Bachelor’s Degree with a minimum of 2 years recruiting experience; or an equivalent industry experience.
  • Experience with Microsoft Word and MS Outlook; recruiting industry software experience preferred.
  • Have a desire to learn and advance in a fast paced sales environment, and be capable of regularly using good judgment and discretion to accomplish goals and work requirements.

Skills/Qualifications
Phone Skills, Recruiting, Interviewing Skills, People Skills, Supports Diversity, Employment Law, Results Driven, Professionalism, Organization, Project Management.

APPLY TODAY!
We look forward to having you join our growing FLEXICREW FAMILY!

Email cover letter and resume to lillian at flexicrew dot com

How to use Social Media to get your next job

Social networking for a job opportunity involves looking for people at your level with whom to network. But almost more importantly, it also means to connect with anyone in your industry and/or geography can be a useful contact regardless of title or experience.

twitter jobs

The key is to network with people who fall into two basic categories;

  • those who might hire you, and
  • those who probably won’t hire you but who have common experience and/or interests.

 

The formula for a winning job search using social media involves engaging in conversation as quickly and as often as you can with the people who can hire you. Social media outlets including Facebook and LinkedIn have made finding and opening dialogue with these people much easier. The most valuable networking contacts for your job search are the people who:

 

  1. Hold job titles one, two, and three levels above your own
  2. Hold job titles similar to your own
  3. Hold job titles that interact with yours
  4. Work in staffing as corporate recruiters and headhunters

These are the people who are most likely to know of job openings, and are the most likely to have the authority to hire you. This is common sense — the challenge, of course, is how to find them.

 

Who wants to connect with you?

 

You might be asking yourself, “Who wants to connect with someone like me? What value do I offer a connection?”

 

The answer is that professionals have always known that strong networks are crucial to any smart job search or career move. They may be looking to you one day for a job opportunity!

 

Social networking sites like LinkedIn and Facebook have vastly improved the ease and speed of building professional networks.  Building professional connections that might otherwise have been very difficult if not impossible is now something every one can achieve.

 

Strive for a goal you aim to reach via social networking. Whether that goal is to land a new job, or establish a relationship with a seasoned professional allowing for picking his or her brain, don’t get discouraged if you reach a dead-end. The beauty is that there are numerous other outlets to explore if one proves fruitless.

 

LinkedIn & Facebook Groups

 

If you’re a seasoned LinkedIn networker, you are probably aware that relevant professional networks are not only desirable — for reasons that extend far beyond job search —but also are surprisingly easy to foster. One of LinkedIn’s strengths is its thousands of special interest groups that encourage you to communicate and connect with other professionals who share a common interest. On LinkedIn, you can join up to 50 different groups.

 

Networkers on Facebook also have the invaluable asset of specialized group pages. Businesses and professional organizations host Facebook Like pages that allow the like-minded to congregate and share ideas and news. Twitter also can be used similarly for connecting with professionals of similar drive and interest.

 

You get on board with social networking by becoming a member of groups relevant to your profession, but don’t just sign up and troll for contacts. Become too brazen with connection requests and you’ll get blocked before you even get started.

 

One of the best ways to utilize LinkedIn is to participate in the many discussion forums within the groups you join — the people you want noticing you. Make time to follow these discussions. Participation in discussion forums gives you a way to advertise who you are and what you do without appearing to do so. With LI groups, anyone can start a discussion and join in.

 

Other ways to boost your social media presence include:

 

  1. Make comments and “like” the posts of people who you want to network with, then ask them to connect.
  2. Start discussions of your own. The easiest way is to post a link to a professionally relevant article, blog or video. Then connect with the people who comment — that they clicked on your link demonstrates a common interest.
  3. Search the group’s membership list for high-value job titles, and request a connection based on a shared profession and group. You can’t connect to just anyone on LinkedIn. You need to share a group or a contact in common with your target if you wish to connect with her.
  4. You can also make high-value networking contacts by searching the LinkedIn database and keying in a job title and location. For example, a staffing sales representative living in Lafayette might use these search terms: “Sales Staffing Lafayette”

 

The profiles that show up in your search — and there will be thousands —will include people holding this and similar titles, plus headhunters and recruiters who work in either this same location and/or area of professional expertise. Your next step is to check relevant profiles to see if you have mutual connections that can justify a connection request. Sometimes these profiles will contain an e-mail address. This makes contact even easier.

 

Shared membership in a group counts as an existing connection, and LinkedIn will tell you about group memberships you have in common. If you don’t have a group in common, you can simply join one of the groups in which your target “sales representative” belongs. Remember to check the person’s “contact info,” listed under “education” at the top of the profile.

 

Cross-Reference Companies and Job Postings

 

When your research identifies companies of interest or you come across relevant job postings, you can also perform a LinkedIn database search. For example, you find a job for a welder at Bollinger New Orleans at the Port of New Orleans and do a search using “Welder Bollinger New Orleans.” You will likely find people with the exact title or one similar who worked at Bollinger in New Orleans – or, at least have connections to someone who does.

 

These results will often give you direct contacts to potential hiring managers, or at least, the people who know the potential hiring managers. Every relevant connection will get you closer to getting into a conversation with someone who has a job opening and the authority to hire you.

10 Skills you need to get a job NOW

You recently graduated. You’ve prepared your resume and sent it to various hiring managers. Your resume is great and the cover letter clearly states Shutterstock - Businesswhy you are the best candidate for the job. You get an interview call. You get there well-dressed and on-time. You make eye contact with your interviewer, communicate effectively, and answer most questions with confidence. You get hired. Why? Probably because you’ve displayed the skills the employer desired.

 

However, these skills do not come easy for many graduates, skills which they failed to learn in their probably very expensive education.

 

What skills are sought by the employers?

 

In a recent GMAT survey nearly 600 employers were asked about the skills they look for when hiring new business graduates. The following statement by a technical recruiter  sums up the response, “Communications, teamwork, and interpersonal skills are critical—everything we do involves working with other people.”

 

The following prioritized set of skills and abilities are the most desirable:

 

  1. Working in a team

 

  1. Making decisions and solve problems (tie)

 

  1. Communicating verbally inside and outside an organization

 

  1. Planning, organizing and prioritizing work

 

  1. Retrieving and processing information

 

  1. Analyzing quantitative data

 

  1. Job specific technical knowledge

 

  1. Proficient with computer software programs

 

  1. Creating and/or editing written reports

 

  1. Persuading and influencing others

 

What makes it difficult for the employers to recruit talent?

 

According to a 2015 Talent Search global survey by recruiting firm ManpowerGroup, including 41,700 employers in 42 countries, one in three employers said that there just aren’t enough applicants. But other major reasons are related to the available applicant’s skills and abilities.

 

  • For example, 34% of them said that the candidates lack the required technical competencies (industry-specific professional qualifications and industry-specific skilled trades’ certifications).
  • In addition, 22% hiring managers cited that lack of experience is behind talent shortages and
  • 17% report soft skills deficits (particularly lack of professionalism, enthusiasm, motivation and a learning mindset).

 

Possible solutions?

 

The single most critical factor in bridging the technical and soft skills gap is improving the quality of “hands-on” education. The students need more real life experiences, project based learning, internships, co-op programs. They will then get to confront, discuss, and solve real world issues/problems.

Business leaders must communicate what skills are desirable, offer tools and resources, and collaborate with educators/institutions to showcase and demonstrate the ‘teamwork and communication’ they expect of their potential new hires.

5 Steps That Will Help You Change Careers

Changing careers takes focus and commitment. To be successful, you’ll need to develop short-term, intermediate and long-term goals, and decide on the steps you’ll need to accomplish them. Once you do that, it will be a lot easier to take the plunge into a new line of work.
time for change

 

 

 

  1. Start by researching the marketplace to identify expanding industries. Search the Labor Department’s Occupational Outlook Handbook, job boards and the business press to see what’s areas are most in demand.

 

  1. Next, take assessment tests to discover your hidden talents and jobs that fit them. Leading tests include the Myers-Briggs Type Indicator, Strong Interest Inventory and Campbell Interest & Skill Survey. Also, ask individuals you know personally and professionally for their insight into occupations that might be a strong fit for your background and skills.

 

  1. Once you’ve decided on a new path, do some online research and networking to determine the skills you’ll need to qualify for jobs that interest you. If you lack key credentials, consider signing up for volunteer work enrolling in classes to bridge the gap.

 

  1. Next, revamp your résumé to highlight skills and experiences that are most relevant to your desired new line of work. A professional career coach may be able to help.

 

  1. When applying for jobs, craft cover letters that will help employers understand why you’re looking to change careers and how you can add value. Similarly, prepare for interviews by crafting 30-second introduction that sums up what you can do for employers.

Want lower Worker’s Comp Costs? Integrity Tests may be the answer

January 5th, 2015   •   employer of record, Employment Agency, jobs, Safety, workers compensation   •   no comments   

Lowering Workers’ Comp Claims:
Integrity Assessment Use Lowers Claims of Workers’ Compensation

Workers’ compensation claims are significantly lower for employers conducting pre-employment integrity testing, according to a recent research report by the Journal of Business and Psychology. The April 2011 study compared screened vs. unscreened workers in the service, manufacturing, and health care industries and examined the effectiveness of using an integrity test to reduce the frequency and severity of worker compensation claims.

Background
The researchers collected data from four different companies in four industries and found the same results in each company. After each company began using an integrity test in it’s hiring process, they found that over the next year those who had been screened with the integrity test had a significantly lower percent of worker compensation claims than those who had been hired before the integrity test screening began, even though accident statistics consistently show that new hires normally have the highest accident frequency rates.

Results
According to the study, the average cost per employee was dramatically less, plus the average cost per accident was also lower. The average cost per claim for the screened group was only 67% as much as the unscreened group – which is substantial enough for employers to justify screening all their job applicants.

Conclusion
These results strongly support the idea that an integrity test would be expected to make a significant reduction in the frequency and severity of worker compensation accidents.

Flexicrew’s test
Flexicrew uses a 100 point integrity test in all of our hiring decisions. We help you make a better choice in your employees.

www.flexicrew.com

Back-to-School Charitable Giving Event

back to school kidsFlexicrew employees enjoy volunteering and supporting our area communities and schools.  This month we had the privilege of partnering with Exterran Holdings, Inc. and participating in the 2014 Brittmore Back-to-School Charitable Giving Eve…nt.  This event benefits less-fortunate K-5th grade students at Bear Creek Elementary School in the Katy Independent School District in Euless, Texas.  Our donation will help supply students with backpacks and grade-appropriate school supplies.  It is our goal to help encourage and support the future successes of tomorrow’s workforce.

5 Things Employers Look For When Interviewing

August 1st, 2014   •   Employment Agency, Staffing   •   no comments   

Job-interview1

 

 

   Employers look for many different characteristics when hiring for a position vacancy with a company.  Depending on the position those characteristics can vary.  For the interviewee, this is where the real struggle can begin, what do I wear, how to do I act, what if they don’t like my answers? These are all questions we have asked ourselves in the past.  Below you will find 5 qualities that employers are looking for when hiring for a position no matter what the job.

       1. How do you present yourself?

First impressions are important and they are not only for the personal side of relationships.  During an interview, the first time a potential employer lays eyes upon you they will start to decide if you are right for the position.  When coming in for an interview you want to be at your best which also means your clothes and hygiene.  Coming in jeans and t-shirt doesn’t exactly tell them “I really would like this job”.

       2. Are you a likeable person?

Employers want to feel like you would be a good fit into the company.  Are you warm, friendly, and easygoing?  Becoming part of a work family is very important in the cohesiveness of a company you will be spending a lot of your time with.  Willingness to work as part of a team is something a company looks for because it takes more than just one person to keep the business running.

      3. Do you have the knowledge and skill needed to get the job done?

Employers want know that you can get the job done.  They will be hiring you for a specific purpose and if as the employee you cannot get it done that will just delay other aspects of the business.  Employers want to see past successes in the position in which you are applying; they want to know you have the experience.

       4. Do you have Integrity?

Are you willing to be true to yourself and others?  Will you admit honestly what your strengths and weaknesses are?  Employers look for integrity out of all of their employees because they are the ones willing to be honest and true with themselves and others.  Employees with integrity admit their faults along with their successes and they are willing to talk about how to make themselves better.   Integrity brings loyalty.  Keeping the negative of the past out of a job interview will earn bonus points.  Talking bad about previous employers or co-workers will look bad on you.  Keeping the positive of past jobs in the forefront is most important.

      5. Do you have a strong work ethic and enthusiasm?

Anyone can do a job but employers want employees that will give all they have to a job.  Are you willing to get the job done no matter what it takes?  Would you rather just do the bare minimum and give yourself free time during the day?  Employers look for employees what will strive to do their very best and are excited for the position they will hold.  Employers want their employees to have enthusiasm for the job they doing, not to just be here for the paycheck.  Employers want to see your passion.

   While these are only 5 qualities that employers look for when interviewing they are not the only ones.  The position itself will depend on how many and what specific qualities a potential employer might be looking for.  Don’t stress about it, just be yourself.  Dress nice, relax, and don’t try to be something you are not.  Employers know what they are looking for and they know when you are not showing your true colors.  Go into the interview with your head held high and confidant that you can do the job.

What should you NOT include in your cover letter?

July 11th, 2014   •   Employment Agency, Staffing   •   no comments   

 

confused-man-in-suit

Have you ever felt unsure about what to include in your cover letter?  A cover letter can be just as important as a resume but how do you when there is too much?  James O’Brien looks into the “avoid at all costs” examples in this article.  It is one that will make you wonder how someone came up with that idea.   Cover letters and resumes should be clean, clear, and accurate; putting information that isn’t true on a resume can only harm the prospective employee in the end.

Check out the full article here.

Can Eyewear Measure Your Fatigue?

July 8th, 2014   •   Employment Agency, National Safety Week, Safety, Staffing   •   no comments   

Edge_Safety_GlassesIn an article posted on Rigzone.com, Karen Boman takes a deeper look into how that is possible. An Australia based company called Optalert Limited has created drowsiness detection glasses.  These glasses have the ability to capture worker’s eyelid blinks through a tiny LED that has been built into the frame of the glasses.  Optalert Limited is the only safety system worldwide that has the ability to continuously provide information in real time. The system measures how fast and how far a person opens their eyelid after closing it.  The glasses then show a rating from 1-10 based on the John Drowsiness Scale.

Multiple things can factor into fatigue, irregular hours, shift work, and even poor eating habits. Worker safety has come to the forefront of employers mind’s given the long hours they spend working or traveling.  When designing a plan, companies try to take into account the shift and how long in between shifts in order to ensure the employee can have enough time for sleep before the next shift begins. It can be hard sometimes given the type of shift and even the number of employees on hand but thinking about employee safety is also important and should be held at a high standard.

The full article can be found on Rigzone.com.

Distracted Driving is on the Rise – Pledge to Stop With Us!

July 1st, 2014   •   Employment Agency, National Safety Week, Safety, Staffing   •   no comments   

The-Cost-of-Distracted-DrivingAccording to the National Highway Traffic Safety Administration, 387,000 injuries occurred in motor vehicle crashes in 2011 due to distracted drivers.  Distracted driving is a daily occurrence that is growing among teens as well as working business professionals as they make their way from meeting to meeting.  As citizens, we have a responsibility to our fellowman to reduce the amount of motor vehicle crashes and traffic violations.

On June 24, 2014, 19 Flexicrew Staff members joined in taking the “Texting and Driving…It Can Wait” pledge on Itcanwait.com.  The Flexicrew Corporation feels  there are valid reasons why we should stop with distracted driving.  First, in most states, it is illegal ; if you must talk on the phone while driving, the reasonable solution is to acquire a hands free device in order to limit the distraction a cell phone in hand creates. Second, being considerate of those around us whether they are our passengers, other motorists, or other pedestrians will  lessen the guilt that could ultimately become our responsibility if an accident were to occur. Third, but certainly not last, distracted driving  strengthens the chances of being in an accident.  Drivers have a 23% more risk of getting in an accident while texting and driving.

At Flexicrew, we are agents of change and will  do our part in making our roads safer.   While we have made the pledge, we ask that you also make the pledge with us!  You can pledge at http://www.itcanwait.com and if you do, please be sure to let us know!

Hurricane Preparedness Week – Be Ready

 
When a natural disaster does strike, Flexicrew has a team that can help with the aftermath. Call us for any Environmental Techs that you might need.

 

Flexicrew also offers OSHA  Hazmat/Hazwopper training.

 

 GET READY!

Hurricanes are strong storms that can be life-threatening as well as cause serious property-threatening hazards such as flooding, storm surge, high winds and tornadoes. Preparation is the best protection against the dangers of a hurricane. Know the difference between the threat levels and plan accordingly. Know the difference between watches & warnings.

 

Hurricane Watch is issued when hurricane conditions are a threat within 48 hours. Review your hurricane plans. Get ready to act if a warning is issued, and stay informed.

 

Hurricane Warning is issued when hurricane conditions are expected within 36 hours. Complete your storm preparations and leave the area if directed to do so by authorities. Follow these tips to make sure you and your  family are prepared to stay safe during and after a hurricane.

 

PREPARE

 

  • Listen to a NOAA Weather Radio for critical information from the National Weather Service (NWS).
  • Check your disaster supplies. Replace or restock as needed.
  • Bring in anything that can be picked up by the wind (bicycles, lawn furniture).
  • Close your windows, doors and hurricane shutters. If you do not have hurricane shutters, close and board up all windows and doors with plywood.
  • Turn your refrigerator and freezer to the coldest setting. Keep them closed as much as possible so that food will last longer if the power goes out.
  • Turn off propane tank.
  • Unplug small appliances.
  • Fill your car’s gas tank.
  • Create a hurricane evacuation plan with members of your household. Planning and practicing your evacuation plan minimizes confusion and fear during the event.
  • Find out about your community’s hurricane response plan. Plan routes to local shelters, register family members with special medical needs and make plans for your pets to be cared for.
  • Obey evacuation orders. Avoid flooded roads and washed out bridges.

 

SUPPLIES

 

  • Water—at least a 3-day supply; one gallon per person per day
  • Food—at least a 3-day supply of non-perishable, easy-to-prepare food
  • Flashlight
  • Battery-powered or hand-crank radio (NOAA Weather Radio, if possible)
  • Extra batteries
  • First aid kit
  • Medications (7-day supply) and medical items (hearing aids with extra batteries, glasses, contact lenses, syringes, etc.)
  • Multi-purpose tool
  • Sanitation and personal hygiene items
  • Copies of personal documents (medication list and pertinent medical information, proof of address, deed/lease to home, passports, birth certificates, insurance policies)
  • Cell phone with chargers
  • Family and emergency contact information
  • Extra cash
  • Emergency blanket
  • Map(s) of the area
  • Baby supplies (bottles, formula, baby food, diapers)
  • Pet supplies (collar, leash, ID, food, carrier, bowl)
  • Tools/supplies for securing your home
  • Extra set of car keys and house keys
  • Extra clothing, hat and sturdy shoes
  • Rain gear
  • Insect repellent and sunscreen
  • Camera for photos of damage (Insurance Purposes)

 

WHAT TO DO AFTER A HURRICANE

 

  • Continue listening to a NOAA Weather Radio or the local news for the latest updates.
  • Stay alert for extended rainfall and subsequent flooding even after the hurricane or tropical storm has ended.
  • If you evacuated, return home only when officials say it is safe.
  • Drive only if necessary and avoid flooded roads and washed out bridges.
  • Keep away from loose or dangling power lines and report them immediately to the power company.
  • Stay out of any building that has water around it.
  • Inspect your home for damage. Take pictures of damage, both of the building and its contents, for insurance purposes.
  • Use flashlights in the dark. Do NOT use candles.
  • Avoid drinking or preparing food with tap water until you are sure it’s not contaminated.
  • Check refrigerated food for spoilage. If in doubt, throw it out.
  • Wear protective clothing and be cautious when cleaning up to avoid injury.
  • Watch animals closely and keep them under your direct control.
  • Use the telephone only for emergency calls.

 

Hurricane Ivan flooding, Asheville, NC - September 2004/Leif Skoogfors, FEMA

 

Struck-by injuries – Look for Flying or Falling Objects

Am I In Danger?

You are at risk from falling objects when you are beneath  cranes, scaffolds, etc., or where overhead work is being performed.  There is a danger from flying objects when power tools, or activities like pushing, pulling, or prying, may cause objects to   become airborne. Injuries can range from minor abrasions to concussions, blindness, or death.

How Do I Avoid Hazards?

HardhatGeneral

  • Wear hardhats.
  • Stack materials to prevent sliding, falling, or collapse.
  • Use protective measures such as toeboards and debris nets.
Safety gogglesPower Tools, Machines, etc.

  • Use safety glasses, goggles, face shields, etc., where machines or tools may cause flying particles.
  • Inspect tools, such as saws and lathes, to insure that protective guards are in good condition.
  • Make sure you are trained in the proper operation of powder actuated tools.
CraneCranes and Hoists

  • Avoid working underneath loads being moved.
  • Barricade hazard areas and post warning signs.
  • Inspect cranes and hoists to see that all components, such as wire rope, lifting hooks, chains, etc., are in good condition.
  • Do not exceed lifting capacity of cranes and hoists.
BarricadeOverhead Work

  • Secure tools and materials to prevent them from falling on people below.
  • Barricade hazard areas and post warning signs.
  • Use toeboards, screens, or guardrails on scaffolds to prevent falling objects, or,
  • Use debris nets, catch platforms, or canopies to catch or deflect falling objects.
Air CompressorCompressed Air

  • Reduce compressed air used for cleaning to 30 psi, and only use with appropriate guarding and protective equipment.
  • Never clean clothing with compressed air.

Staffing Companies Help a Struggling US Economy

Since 2008, most Americans have struggled right along with a lagging economy. But job growth through the staffing industry has helped fight both unemployment and underemployment.

More than 2.91 million people are employed by staffing agencies every business day, according to the American Staffing Association. A total of 11.5 million contract employees are hired by staffing firms every year, 80 percent of them working full time.

 

   

   

   

Four out of five clients believe staffing firms provide a good service in finding people who can become permanent employees.

   

   

   

Among other benefits of contract work, the staffing industry offers employees a path to permanent employment, according to the Association. Workers benefit, too, as 88 percent of contract employees believe that working in a temporary or contract position made them more employable overall.

 

Flexibility a growing desire among workers
Some staffing opponents say that the lack of permanency for contract employees adds stress to their situation, but many workers believe differently. Most surveyed employees cite that the added flexibility in projects and daily work is seen as a plus. An amazing 23 percent outright prefer the shifting responsibilities of contract work to traditional employment, according to the Association’s figures. A third of staffing employees said they enjoy the challenges of tackling different jobs .

 

Flexicrew wants to recognize all those who make an impact to our nation’s workforce and economy as a contract worker. We are proud to be part of something bigger than ourselves.

 

Contact us to learn more about Flexicrew’s job opportunities and staffing services.

 

www.flexicrew.com

251-443-1130

info@flexicrew.com

National Safety Month – Slips Trips and Falls

According to the U.S. Department of Labor, slips, trips and falls make up the majority of general industry accidents, which account for:

  • 15% of all accidental deaths per year, the second-leading cause behind motor vehicles
  • About 25% of all reported injury claims per fiscal year
  • More than 95 million lost work days per year – about 65 percent of all work days lost

Fall-chart

 

In general, slips and trips occur due to a loss of traction between the shoe and the walking surface or an inadvertent contact with a fixed or moveable object which may lead to a fall. There are a variety of situations that may cause slips, trips and falls.

  • Wet or greasy floors
  • Dry floors with wood dust or powder
  • Uneven walking surfaces
  • Polished or freshly waxed floors
  • Loose flooring, carpeting or mats
  • Transition from one floor type to another
  • Missing or uneven floor tiles and bricks
  • Damaged or irregular steps; no handrails
  • Sloped walking surfaces
  • Shoes with wet, muddy, greasy or oily soles
  • Clutter
  • Electrical cords or cables
  • Open desk or file cabinet drawers
  • Damaged ladder steps
  • Ramps and gang planks without skid-resistant      surfaces
  • Metal surfaces – dock plates, construction plates
  • Weather hazards – rain, sleet, ice, snow, hail, frost
  • Wet leaves or pine needles

Here are six guidelines to help you create a safer working environment for you and your employees.

 

1) Create Good Housekeeping Practices
Good housekeeping is critical. Safety and housekeeping go hand-in-hand. If your facility’s housekeeping habits are poor, the result may be a higher incidence of employee injuries, ever-increasing insurance costs and regulatory citations. If an organization’s facilities cleaning up spillare noticeably clean and well organized, it is a good indication that its overall safety program is effective as well.

Proper housekeeping is a routine. It is an ongoing procedure that is simply done as a part of each worker’s daily performance. To create an effective housekeeping program, there are three simple steps to get you started

  • Plan ahead– Know what needs to be done, who’s going to do it and what the particular work area should look like when you are done.
  • Assign responsibilities– It may be necessary to assign a specific person or group of workers to clean up, although personal responsibility for cleaning up after himself/herself is preferred.
  • Implement a program– Establish housekeeping procedures as a part of the daily routine.

 

2) Reduce Wet or Slippery Surfaceswetfloorsignweb_
Walking surfaces account for a significant portion of injuries reported by state agencies. The most frequently reported types of surfaces where these injuries occur include

  • Parking lots
  • Sidewalks (or lack of)
  • Food preparation areas
  • Shower stalls in residential dorms
  • Floors in general

Traction on outdoor surfaces can change considerably when weather conditions change. Those conditions can then affect indoor surfaces as moisture is tracked in by pedestrian traffic. Traction control procedures should be constantly monitored for their effectiveness.

  • Keep parking lots and sidewalks clean and in good repair condition.
  • When snow and ice are present, remove or treat these elements. In some extreme cases, it may be necessary to suspend use of the area.
  • Use adhesive striping material or anti-skid paint whenever possible.

Indoor control measures can help reduce the incidence of slips and falls.

  • Use moisture-absorbent mats with beveled edges in  entrance areas. Make sure they have backing material that will not slide      on the floor.
  • Display “Wet Floor” signs as needed.
  • Use anti-skid adhesive tape in troublesome areas.
  • Clean up spills immediately. Create a procedure for taking the appropriate action when someone causes or comes across a food or drink spill.
  • Use proper area rugs or mats for food preparation areas.

 

3) Avoid Creating Obstacles in Aisles and Walkways
Injuries can also result in from trips caused by obstacles, clutter, materials and equipment in aisles, corridors, entranceways and stairwells. Proper housekeeping in work and traffic areas is still the most effective control measure in avoiding the proliferation of these types of hazards. This means having policies or procedures in place and allowing time for cleaning the area, especially where scrap material or waste is a by-product of the work operation.

  • Keep all work areas, passageways, storerooms and service areas clean and orderly.
  • Avoid stringing cords, cables or air hoses across hallways or in any designated aisle.
  • In office areas, avoid leaving boxes, files or briefcases in the aisles.
  • Encourage safe work practices such as closing file cabinet drawers after use and picking up loose items from the floor.
  • Conduct periodic inspections for slip and trip hazards.

 

4) Create and Maintain Proper Lighting
Poor lighting in the workplace is associated with an increase in accidents.

  • Use proper illumination in walkways, staircases, ramps, hallways, basements, construction areas and dock areas.
  • Keep work areas well lit and clean.
  • Upon entering a darkened room, always turn on the light first.
  • Keep poorly lit walkways clear of clutter and obstructions.
  • Keep areas around light switches clear and accessible.
  • Repair fixtures, switches and cords immediately if they malfunction.

 

5) Wear Proper Shoes
The shoes we wear can play a big part in preventing falls. The slickness of the soles and the type of heels worn need to be evaluated to avoid slips, trips and falls. Shoelaces need to be tied correctly. Whenever a fall-related injury is investigated, the footwear needs to be evaluated to see if it contributed to the incident. Employees are expected to wear footwear appropriate for the duties of their work task.

 

6) Control Individual Behavior
This condition is the toughest to control. It is human nature to let our guard down for two seconds and be distracted by random thoughts or doing multiple activities. Being in a hurry will result in walking too fast or running which increases the chances of a slip, trip or fall. Taking shortcuts, not watching where one is going, using a cell phone, carrying materials which obstructs the vision, wearing sunglasses in low-light areas, not using designated walkways and speed are common elements in many on-the-job injuries.

It’s ultimately up to each individual to plan, stay alert and pay attention.

 

Great Paying positions – HIRING TODAY

June 3rd, 2014   •   Employment Agency, Job Postings, jobs, Texas Job Openings   •   no comments   

Great paying full-time positions – Share with anyone you know…

 

Service Manager          $29 hr     Exeter, NH (North of Boston)

Technician                     $34 hr     South Brunswick, NJ (Near Manhattan)

Engineering Sales       $100K     Texas/OK Market – Engineering Services

Project Engineer          $120K     NLG Experience required

Sr. Pipeline Engineer  $144K     HDD experience required

Geologist/Sales              $48 hr     Houston/Midland TX

Compression Sale          $75K+    Houston TX

Email resume to Dale@flexicrew.com

Rash hiring decisions – how much can they cost you?

bad_hireIt happens: You have a position that needs to be filled right away, so you hire quickly so that the job gets done. After spending time (and money) hiring, training, and paying this new employee, you realize…this just isn’t going to work. They’re not the worst employee, but their performance is no more than “ok.” What next? And how do you avoid making the same mistake in the future?

Making these rash hiring decisions can cost you big – think almost a cool million $ big.  In fact, hiring a mid-level manager for 2.5 years, terminating, and replacing that person, what with costs of onboarding, compensation, severance packages, and other factors can cost around $840,000, according to recruiter Jorgen Sundberg (via inc.com).

The cost of hiring a mediocre employee comes in various forms. As pointed out, there’s the monetary cost of hiring, training, firing, and replacing someone. Consider as well that these employees tend to need more time and training in attempts to get them to improve. And “average” work will filter through the rest of your business…and to others who work with you. You don’t want to lessen your competitive status or mar your corporate image by keeping employees who bring you down.

If you feel you have employees that don’t quite meet your expectations, you can help them improve through training, mentoring, and regular performance meetings and benchmarks. This may well help an average employee rise to the challenge, especially if you make your objectives specific, measurable, and concrete. To cut off the problem before it begins, start by making your job description thorough: Make it a written record of exactly what you’re looking for with regard to experience, qualifications, and job duties/requirements. You can then use the latter as benchmarks for the employee to follow.

 

Why we hire bad employees

 

 

 

 

Remove the candidates who don’t meet your standards — bearing in mind that someone who doesn’t have the exact set of skills you’re looking for but has qualified transferrable skills can fit the bill as well. Perform phone interviews with qualified applicants and finally, do in-person interviews with the final candidates, using that job description as a screening tool. Remember to utilize staffing agencies to help streamline the process for finding quality candidates.

The time and money you take to hire the “right” employee versus an “acceptable” one is absolutely worth the cost because a quality employee will give you a superior long-term investment.

To work with a recruiter to find these employees, reach out to the experienced staffing team at Flexicrew for more information.  www.flexicrew.com

National Safety Month – Prescription Pain Med Abuse

This week’s focus – Prescription Drug Abuse.

Please take a few moments to inform yourself of the dangers and how it affects all of us.

Death from painkillers higher than prescription drugs

 

 

image 5 poppingpills-image 5  poppingpills-image 3 poppingpills-image 4 poppingpills-image 2

Hurricane Preparation

June 2nd, 2014   •   Employment Agency, National Safety Week, Safety, Staffing   •   no comments   

Hurricanes are strong storms that can be life-threatening as well as cause serious property-threatening hazards such as flooding, storm surge, high winds and tornadoes. Preparation is the best protection against the dangers of a hurricane. Know the difference hurricane tropicbetween the threat levels and plan accordingly. Know the difference between watches & warnings. Hurricane Watch is issued when hurricane conditions are a threat within 48 hours. Review your hurricane plans. Get ready to act if a warning is issued, and stay informed. Hurricane Warning is issued when hurricane conditions are expected within 36 hours. Complete your storm preparations and leave the area if directed to do so by authorities. Follow these tips to make sure you and your  family are prepared to stay safe during and after a hurricane.

PREPARE

 

  • Listen to a NOAA Weather Radio for critical information from the National Weather Service (NWS).
  • · Check your disaster supplies. Replace or restock as needed.
  • · Bring in anything that can be picked up by the wind (bicycles, lawn furniture).
  • · Close your windows, doors and hurricane shutters. If you do not have hurricane shutters, close and board up all windows and doors with plywood.
  • · Turn your refrigerator and freezer to the coldest setting. Keep them closed as much as possible so that food will last longer if the power goes out.
  • · Turn off propane tank.
  • · Unplug small appliances.
  • · Fill your car’s gas tank.
  • · Create a hurricane evacuation plan with members of your household. Planning and practicing your evacuation plan minimizes confusion and fear during the event.
  • · Find out about your community’s hurricane response plan. Plan routes to local shelters, register family members with special medical needs and make plans for your pets to be cared for.
  • · Obey evacuation orders. Avoid flooded roads and washed out bridges.

 

SUPPLIES

 

  • Water—at least a 3-day supply; one gallon per person per day
  • Food—at least a 3-day supply of non-perishable, easy-to-prepare foodhurricane road
  • Flashlight
  • Battery-powered or hand-crank radio (NOAA Weather Radio, if possible)
  • Extra batteries
  • First aid kit
  • Medications (7-day supply) and medical items (hearing aids with extra batteries, glasses, contact lenses, syringes, etc.)
  • Multi-purpose tool
  • Sanitation and personal hygiene items
  • Copies of personal documents (medication list and pertinent medical information, proof of address, deed/lease to home, passports, birth certificates, insurance policies)
  • Cell phone with chargers
  • Family and emergency contact information
  • Extra cash
  • Emergency blanket
  • Map(s) of the area
  • Baby supplies (bottles, formula, baby food, diapers)
  • Pet supplies (collar, leash, ID, food, carrier, bowl)
  • Tools/supplies for securing your home
  • Extra set of car keys and house keys
  • Extra clothing, hat and sturdy shoes
  • Rain gear
  • Insect repellent and sunscreen
  • Camera for photos of damage (Insurance Purposes)

 

WHAT TO DO AFTER A HURRICANE

 

  • Continue listening to a NOAA Weather Radio or the local news for the latest updates.
  • Stay alert for extended rainfall and subsequent flooding even after the hurricane or tropical storm has ended.
  • If you evacuated, return home only when officials say it is safe.
  • Drive only if necessary and avoid flooded roads and washed out bridges.
  • Keep away from loose or dangling power lines and report them immediately to the power company.
  • Stay out of any building that has water around it.
  • Inspect your home for damage. Take pictures of damage, both of the building and its contents, for insurance purposes.
  • Use flashlights in the dark. Do NOT use candles.
  • Avoid drinking or preparing food with tap water until you are sure it’s not contaminated.
  • Check refrigerated food for spoilage. If in doubt, throw it out.
  • Wear protective clothing and be cautious when cleaning up to avoid injury.
  • Watch animals closely and keep them under your direct control.
  • Use the telephone only for emergency calls.

 

 

 

TURN AROUND DON’T DROWN

May 29th, 2014   •   Employment Agency, Environmental Disaster Cleanup, Safety, Staffing   •   no comments   

During hurricane preparedness week, and together with safety awareness month, Flexicrew wanted to stress the importance of knowing when NOT to drive in standing water.

 

What Can I Do to Avoid Getting Caught is This Situation?

Most flood-related deaths and injuries could be avoided if people who come upon areas covered with water followed this simple advice:  TURN AROUND DON’T DROWN.

The reason that so many people drown during flooding is because few of them realize the incredible power of water.

  • A mere six inches of fast-moving flood  water can knock over an adult.
  • It takes only two feet of rushing water to carry away most vehicles. This includes pickups and SUVs.

If you come to an area that is covered with water, you will not know the depth of the water or the condition of the ground under the water. This is especially true at night, when your vision is more limited.

 
Play it smart, play it safe. Whether driving or walking, any time you come to a flooded road,  TURN AROUND DON’T DROWN.

Follow these safety rules:

turn around don't drown

  • Monitor your favorite news source for vital weather related information.
  • If flooding occurs, get to higher ground. Get out of areas subject  to flooding. This includes dips, low spots, canyons, washes etc.
  • Avoid areas already flooded, especially if the water is flowing fast.Do not attempt to cross flowing streams. TURN AROUND DON’T DROWN
  • Road beds may be washed out under flood waters. NEVER drive through flooded roadways.  TURN AROUND DONT DROWN.
  • Do not camp or park your vehicle along streams and washes, particularly  during threatening conditions.
  • Be especially cautious at night when it is harder to recognize flood dangers.

 

When approaching water on a roadway, always remember Turn Around Don’t Drown.

10 Hot Twitter Hashtags for Job Seekers

twitter jobsIt was only a matter of time, in a tough job market, that Twitter would be flooded with both job seekers and job offerers. The way they find each other is through certain key hashtags, the best of which we have laid out for you to help you in your quest for employment. Some of these will give you broad search results and take a while to sift through, but a job is waiting for you on the other end.

  1. #hiring: Here it is, your No. 1 word to find a hiring company is … hiring.
  2. #nowhiring – An alternative to the above.
  3. #tweetmyjobs: It’s a pretty clunky phrase, but #tweetmyjobs has been tagged nearly a million times, so include it in your search.
  4. #HR: The folks handling the headhunting for the company will be from human resources, so go straight to the      source.
  5. #jobopening: Now we’re talking. This tag is almost exclusively used by people offering people work. Easy.
  6. #jobposting: “Jobposting” is another efficient tag to search, only it’s used a bit less than #jobopening.
  7. #employment: Often listed along with #jobs at the end of a tweet, #employment is a major keyword used by businesses in the market for talent.
  8. #jobsearch: Sometimes this will be the only hashtag a hiring company will use, so be sure to make it one of your search terms.
  9. #joblisting: Attention! I’m a hiring employer and this is my way of telling you that I’ve got a job right here just waiting to be filled.
  10. #jobs – just stating the obvious.

It’s also a good idea to search for specific jobs like #welder  #receptionist  #oilfield  and combine that with one of the above. We’ll be posting, so keep an eye out!

https://twitter.com/GetAGreatJob

twitter jobs pic