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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.
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.
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 improve 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?
Some employers think anyone can be an interviewer.
It takes certain skills as well as personality traits and experience to be a skilled interviewer. Consider some of these:
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.
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.
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.
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.
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.
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.
How to hire the right employee – are you making these mistakes?
Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.
If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.
Some employers want all their employees to be alike or just like them, 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 won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.
Many employers show a preference for a specific educational institution 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 not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.
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 staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.
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. Calling past employers to verify stated skills is also important.
It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. 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.
“Funny thing, employment. If you keep doing it, you keep getting paid.”
― N.K. Jemisin, The Kingdom of Gods
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?
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…
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.
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.
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.
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!
Some employers think their workplace is scary because their workers act like these famous Halloween creatures.
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/
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.
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.
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?
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.
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.
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.
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.
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
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
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.”
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.
JOIN OUR GROWING TEAM!
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
Phone Skills, Recruiting, Interviewing Skills, People Skills, Supports Diversity, Employment Law, Results Driven, Professionalism, Organization, Project Management.
We look forward to having you join our growing FLEXICREW FAMILY!
Email cover letter and resume to lillian at flexicrew dot com
Let’s start our week of hiring with the Lafayette branch’s listings:
****NOW OFFERING BLUE CROSS INSURANCE****
** Natural gas COMPRESSOR MECHANIC in Lafayette area: shop position = home every night! $18-$20/hour. http://jobs.flexicrew.com/Compressor-Mechanic-Jobs-…/2954468
** Drafting/Design Assistant in New Iberia – $20/hour. Must have Solidworks experience. http://jobs.flexicrew.com/Drafting-Design-Assistant…/3218447
** Class A CDL Driver in Houma – $17/hour, on call every other week – OT!!
** Grader Operators – 1+ years experience required. $16-$22/hour range.http://jobs.flexicrew.com/Motor-Grader-Operators-Ne…/3140885
** Stockers: includes overnight shifts
** Heavy Equipment Operator – Motor Grader experience – Broussard
** Compressor Mechanic – Breaux Bridge
** Drafting / Design Assistant – New Iberia
** Construction Laborers – Opelousas
APPLY ONLINE TODAY: https://hrcenter.tempworks.io/en/flexicrew
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.
The key is to network with people who fall into two basic categories;
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:
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:
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.
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 why 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:
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.
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.
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.
Construction Team Leader
Life Raft Tech
40 hour Hazwoper Techs
Cold Warehouse Labor
It 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.
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
It 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.
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!
We’re excited to announce that we’re rolling out a brand new Employee Referral Program.
Refer a friend to Flexicrew and make sure they tell us who sent them. After they work for 90 days, just give us a call and you’re qualified to receive a $25 gift card. It’s that easy.
So start referring today!
What is an “On-site” and how can your business benefit?
The On-site management program looks different for every company. It might consist of simply checking in employees and getting them assigned to lines at the start of each shift. It could be as extensive as a full time on-site representative, handling all staffing, timekeeping and disciplinary actions. The extent of the program is determined by your company’s individual situation.
Do you need a more thorough, comprehensive hiring program than you are willing and/or able manage?
The Flexicrew on-site program begins with a 3 part investigation in order to understand your company’s needs. With information from your key internal staff members, Flexicrew designs a hiring program that fits with your requirements and workplace culture. Understanding your issues and how your company operates and then building a solid partnership is key.
Following are some benefits clients with on site programs have experienced:
”Working with Flexicrew has been great. The service department is like none other than we have worked with. Response time and customer support are outstanding. These guys will keep you up and running.”
What exactly is an on-site management program?
It is a program that helps you manage your supplemental staffing needs or assists you with overwhelming hiring needs. The program can simply assist you in coordinating supplemental staff at the start of a shift or can be as extensive as a full time coordinator(s) handling an entire hiring program.
Do we have to provide the office space and equipment?
In some cases the client company does need to provide a work space, but for less extensive programs it might only require Flexicrew to manage the staff in the lunch room or by the timeclocks. If the program requires a full time on site representative, Flexicrew will provide computers and other office supplies, but will work with you on the best way to set up the partnership.
Why use an on-site management program rather than just hiring employees myself?
• More time for your supervisors to concentrate on their core business activities
• Reduced turnover due to our screening process
• Increase in production rates
• Flexibility, as we can ramp up or down very quickly
• Save money by not having to keep staff on in downtimes
Do we pay for the on-site recruiter?
You are billed for the employees we place, either at an hourly rate or a direct hire fee depending on our agreement. The onsite recruiter/coordinator is part of the program and as a standard is not directly charged to your company.
Once upon a time, the idea of social media recruitment was revolutionary. Now, Twitter, Facebook, LinkedIn are now some of the most prevalent job searching tools currently available.
According to Staffing Industry Analysts, as many as 94 percent of employers and recruiters in the United States have said they plan to use social media in their efforts to find new employees.
Two ways that Flexicrew uses social media tools are:
When hiring for Flexicrew, we use Twitter, Facebook, and LinkedIn to promote new openings. We also used these social channels to give candidates a view into the company culture. As staffing professionals, it’s a great idea to use social media to promote your client’s company culture and unique selling points, making their jobs more attractive to the best candidates.
Everyone hates spam emails. They pollute your inbox, they could have viruses, and they take our precious time to delete. I’m struggling with this very issue right now and I just came across something that I found very useful. I didn’t know about this previously, so maybe some of you didn’t either!
How to Report spam. Before you delete your spam, forward your spam to: firstname.lastname@example.org. This is the Spam box for FTC (Federal Trade Commission). Mail sent to this box is investigated. If it is indeed spam, the original sender can be charged $500 per email. The more mail they get from different users but same spammer, the more it’s likely to be investigated.
You can also report spam to anti-spam organizations such as SpamCop and KnujOn, who will report spammers to ISPs and government agencies.
i. “Could you tell me about yourself?” In just one minute, you need to make clear why you’d be a great person for the job.
ii. “What’s your greatest weakness”? Some employers are now using a variation of that: “What do you suck most at?” The informality makes you more likely to respond honestly.
iii. “Could you tell me about a problem you solved?” You need a one-minute story that showcases how your skills, ability or drive would be valuable in your target job.
iv. The question you fear most. Of course, it’s different for each applicant. Examples: “Why did you leave your previous employer?” “Why have you been unemployed so long?” Or it may be a technical question that would reveal that your skills for the job are marginal.
Practice these. Know what you’re going to say beforehand and you’ll be better prepared at some of these interview than your competition!