The Complete Thanksgiving Recipe for No-Fail Recruiting

November 13th, 2018   •   Recruiting   •   no comments   

Thanksgiving is Thursday, November 22nd in the United States and we’ve created a Thanksgiving recipe for no-fail recruiting.

Most workers have the day off to consume an enormous amount of turkey and all the fixings, watch football and have family squabbles.  Families will uncover family recipes they put away last Thanksgiving. Likewise, we uncovered a “Flexicrew family Thanksgiving recipe” for no-fail recruiting.

There are some similarities between preparing the Thanksgiving dinner and managing the recruitment process.

So let’s review the parts of our Thanksgiving recipe for no-fail recruiting and assign them to your work team.

Ingredients of Thanksgiving Recipe for No-Fail Recruiting

Turkey

Your hiring manager needs to get this menu favorite assigned to him. It’s the centerpiece of the menu. The hiring manager must plan, organize and oversee the recipe i.e. the recruiting steps or the turkey and the hire will be under or over-cooked.

So prepare in advance to get your main dish to the table on time. Ensure your hiring manager has the necessary tools to interview and select the right candidate for the open position.

Stuffing

You must have stuffing for this Thanksgiving meal. Likewise, you need to be stuffing your recruiting pipeline with qualified candidates.  And just like a good turkey stuffing there are a variety of different ingredients you should put into a stuffed recruiting pipeline.

The breading which is the main part of the stuffing, is really like defining a job description. If the bread isn’t any good, the stuffing will be a failure.  If you have an ill-defined position, recruiting won’t work out well.

On the other hand, when you add some seasonings you will find your desired recruit:

  • cilantro & celery (what positions you need to hire, what your competitors are doing, what potential candidates look like, and the salary you’ll need to pay)
  • nuts (performance profile defining the desired results of the job and the key processes to achieve results)
  • basil leaves (help-wanted ads)

Put the stuffed candidate pipeline together with the hiring manager, and let the Thanksgiving enchantment begin.

Mashed Potatoes

Thanksgiving without mashed potatoes makes the meal fall flat. And the same goes for your hiring process. You might even be able to hire without one, but having a hiring process that covers all of the recruitment steps rounds out the “meal.”

Gravy

Gravy can save the meal if you have dry turkey or flavorless potatoes.  Similarly, a recruiting/staffing partner can make up for a hiring manager that is overwhelmed with work or when there’s a sudden need to hire a number of recruits.

The hiring manager, the candidate pipeline and recruiting process don’t proceed very far without something to make it all more tasty. Having a quality external recruiting/staffing partner can be invaluable to your recruitment Thanksgiving table.

Green Bean Casserole

If all your tablemates like fresh, steamed vegetables, it is simple to satisfy expectations. They’re straightforward and easy to cook. Braised green beans offer a lighter, healthier option to balance out a table full of hearty, comfort foods.

Similarly, a well-crafted position description does a lot to meet recruiting expectations. That leads to successful hiring results, employee retention and a positive workplace culture.

If everyone prefers some type of creamy casserole but it ends up as thick globs or like cement, though, that’s different. That’s like an unclear position description which is hard to address. Hiring in that environment is a distasteful situation and retaining staff is impossible.

Cranberry Sauce

Which do you prefer?  Home-made or canned cranberry? It’s a Thanksgiving tradition for families to debate which is better.  In recruiting, do you choose recruit 1 or recruit 2? You might find that you’re having squabbles internally over which candidate to hire that rival family arguments over homemade or canned cranberry sauce.

If your stuffing and mashed potatoes (position you need to hire, job description, what competitors are doing, what potential candidates look like) are first-rate, you’ll have fewer staff disputes over the final candidate, even though there are different opinions.

So decide a few things in advance to simplify recruiting (just like buying ingredients in advance of Thanksgiving Day).  For example: who makes the final decision? Is it the hiring manager only? Or hiring manager with input from the team? Is it hiring manager plus HR? Knowing who the final decision maker is will help settle debates and slice away stress.

Blueberry Pie

Of course, dessert is the pleasant part. You’ve picked a favorite candidate, made an offer that was accepted, and you’re starting the recruit’s onboarding.  Getting to know a team member and launching a new connection can be like dessert – it’s pleasant. It may not always be a piece of cake, but it is as tasty as blueberry or pumpkin or apple pie.

Wrapping up the Thanksgiving Recipe for No-Fail Recruiting

Well that’s our Thanksgiving recipe for no-fail recruiting.  Okay, so some of that was pulling your (turkey) leg. Nevertheless, a successful hire takes some consideration, planning and cooperation just like a great Thanksgiving dinner. If you think about all of the ingredients and overlay them with a bit of humor, you’ll get to dessert and enjoy yourself along the way.

Make the Next Move for No-Fail Recruiting

To keep your business headed in the right direction you can start working with Flexicrew Staffing even before you have an opening to fill. We’ll get to know you, your business and your expectations, then, when a need arises, we’ll be ready to act quickly to meet it. For changes in workforce demand at Thanksgiving or ongoing staffing needs you can count on Flexicrew Staffing for workers with the skills to do the job.

Happy Thanksgiving!

8 Reasons Employers Should Recruit Between Thanksgiving and New Year’s

November 5th, 2018   •   Recruiting   •   no comments   

Why recruit between Thanksgiving and New Year’s

For many businesses, Thanksgiving through New Year’s marks the start of a distinct period of business. They are involved in end-of-year wrap up, planning for next year, performance appraisals, and, contrary to what some think, recruiting.

Yes, recruiting between Thanksgiving and New Year’s!how-to-recruit

Do candidates and employers halt a job search or recruiting between Thanksgiving and New Year’s? Some do, but other companies want to fill spots between Thanksgiving and mid-January. They don’t care to wait until the January to try to fill open positions. But some believe if they have been unable to hire someone by Thanksgiving why knock themselves out – just wait until after January 1.

That sounds like a New Years exercise resolution: I’ll wait ‘till after the holidays to begin exercising since there is no way I can get toned before New Years now.

Why Employers Should Recruit Between Thanksgiving and New Year’s

Despite the view of some employers, there are a bunch of benefits for progressive businesses to keep the recruiting ‘pedal-to-the-metal’ between Thanksgiving and New Year’s:

1. Kicking off a new project in January requires you to have workers in place before starting. Having a ready team in early January before beginning that new project means minimizing lead time for project startup, shorter delays and more effectiveness for your company.

2. Often unemployed tend to push off their job searches until after the end of the year. Consider that people who continue to look during this period to be assertive in their search, show signs of solid work ethic and willingness to work through hard times – both highly desirable traits.

3. Many workers need to make use of their personal days by year end – or lose them. So, taking a day off for an interview could correspond to that need. The candidates you are focused on hiring might be more at ease taking time off when no one expects they are looking for another job.

4. Most large firms complete seasonal hiring by this time and many others don’t trouble themselves recruiting this time of year. This makes the holiday period great for smaller firms to compete for candidates’ interest.

Four More Reasons to Recruit Between Thanksgiving and New Year’s

5. End of year is a time some workers use to consider their career status. This could make them more open-minded for making career or job changes. With the New Year close at hand, many people are open to a ‘new’ beginning.

6. Business becomes a bit sluggish during the year-end period for some organizations. Employed candidates have more flexibility to explore a job switch since they have fewer responsibilities or rush to complete work than other times in the year. This provides those workers more time to investigate new employment.

7. Fewer businesses recruit this time of year. Therefore your open spot will have less competition from other employers and should get more attention from candidates than other periods of the year. Often your position will get noticed by people who are actively looking for a new job and not just waiting to start after January 1st.

8. Some college students finish their studies and graduate now. But obviously the big college recruiting days don’t occur until Spring. Now is an opportunity to find enthusiastic candidates ready to start work immediately with few other employers beginning to compete for their attention.

How to Recruit Between Thanksgiving and New Year’s

Regardless of whether you actually do hire a new employee during the holidays, completing the essential groundwork for the position makes new projects start smoother. Establishing a recruiting strategy, characterizing the open job, developing a profile of the right candidate will help you be successful immediately after New Year. It’s much better to begin the first week of the year arranging interviews instead of trying to decipher who you need to hire right when you are trying to get that new project underway.

Prepare now, even if you don’t get someone started until February or March. There are many positions can take several months to fill.

Partner With an Award-Winning Staffing Agency

If you’re an employer, you only have so much time to dedicate toward recruitment, hiring and interviewing. Let Flexicrew Staffing, a five-time winner of Inavero’s Best of Staffing ® Client Satisfaction Award do the hiring for you. Flexicrew Staffing is ready to bring your company the best employees. Contact us today to start your recruiting engines.

Ask the Flexpert…What Happens if I Delay Seasonal Hiring?

October 11th, 2018   •   Holiday Staffing, Seasonal Workers   •   no comments   

Seasonal hiring temporary staff comes with its own unique challenges.

Employers that pay attention to these recruiting tips avoid seasonal hiring headaches and will optimize their busy business season.

Seasonal Hiring Plan

You will hear this time and again from experienced hiring managers who have a history of holiday recruiting.  It just makes sense to plan seasonal staffing requirements early and conduct the recruitment process well in advance.  In other words, plan ahead and hire early.

Seasonal hiring later prevents a business from selecting the best available talent.  It especially rules out getting high-skill candidates that have potential for permanent positions.

Some firms in a hiring pinch avoid good HR processes like background checks or drug screens. Big Mistake!  They don’t (or think they don’t) have enough time to conduct this screening which should be a key employment element.

Seasonal Hiring – OJT

Many companies place seasonal hires on the job immediately. They expect  the hires will learn on the job. Oops!  Mistake!  Seasonal hires have neither the time (since they were hired to handle the extra rush) nor the inclination (since they are just short-timers) to learn on the job. Yet, they really need suitable onboarding and training about the company’s products, and operational procedures. So, train your temporary staff in operational aspects and integrate them within the company culture. Without that they are bound to make mistakes, slow down other associates with questions, possibly annoy customers or cost the company time or money.

Overwhelmed with Seasonal Hiring?

Some hiring managers wait too long to scout for temporary help.  They imagine part-time seasonal staff will be available when they start to hire.  Don’t Do That!

Employers who wait too long to begin seasonal hiring or don’t have a plan for how many are needed and for how long generally get overwhelmed around the holidays. They end up with little choice but to meet their staffing requirements with little concern for quality.  Just getting bodies to fill their positions. This often results in a negative business impact.

Thus, a busy season and tight labor market will leave firms with too many open jobs and not enough workers.  Don’t let this be you.


Contact 
Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.

How to Prepare for Holiday Hiring Facing Low Unemployment

October 2nd, 2018   •   Holiday Staffing, Seasonal Workers   •   no comments   

Have you begun to prepare for holiday hiring?

Many businesses have a seasonal spike in the number of workers they need starting right about now.  Help Wanted ads are cropping up all over!

Employers who need to boost seasonal hires to survive the holidays are beginning their recruitment in earnest.

Holiday Hiring Perfect Storm

With low unemployment coupled with the ever-increasing growth in e-commerce,  how will you prepare for holiday hiring the number of workers you need?

Many well-known firms have long relied on seasonal teams to help manage their busiest time of year.  But as unemployment levels have fallen they have had difficulty attracting workers to the temporary, often low-paying positions.

Last year many firms reported a tough time with holiday hiring, and began to offer incentives and perks to overcome that problem. And with unemployment rates still low, employers need to realize they must provide “something extra.”   They need to differentiate themselves from other employers also seeking seasonal workers.

“Companies are fighting hard to retain and attract employees,” Andrew Challenger from Challenger, Gray and Christmas said. “They’re keeping them longer, and there’s less of this ‘hire a bunch at the holidays and dump them at the end’ because companies need them year-round.”

Prepare for Holiday Hiring Using Different Approaches

So, with the difficult hiring climate upon us, it’s time to prepare for holiday hiring using different approaches.  Get creative to see how you might improve your holiday hiring.

Reflect on these tactics for holiday hiring (and keeping) top-notch workers:

Prepare for Holiday Hiring by Contacting Quality Workers from Previous Years

Give preference to “same time, next year” candidates. Select candidates most likely to come back again next year for the busy season.  That could simplify your hiring for next year’s busy season.

Seasonal Has Become Permanent

Don’t assume you will keep seasonal hires just for the season. Some seasonal hires will be candidates for permanent positions.  Identify possible permanent hires early on.  Monitor their performance.  At the end of the busy season, decide if they’re qualified for permanent jobs.

Promote the opportunity for seasonal workers to become permanent and earn health care, retirement benefits and tuition assistance.

Prepare for Holiday Hiring and Rehiring

Assume employee turnover.  Some of your workforce will not hang in for the entire season.  That’s a given!   Prepare for holiday hiring expecting you’ll have to hire some workers to replace defectors during the season. Structure pay to reward seasonal workers who stay as long as you need them. You might consider weekly retention bonuses or provide a bonus based on production if they complete the season.

Don’t Skimp with Onboarding

Provide resources to successful onboarding your seasonal staff. Throwing seasonal employees into the job inadequately prepared could hurt your production and bottom line.

Extra Hours

Some businesses are offering extra hours to its own existing employees instead of hiring temporary workers, which could be difficult to find in tight labor markets.

Offering extra hours to current employees or to current temporary workers instead of hiring extra staff might help.  It avoids the cost of hiring or the risk of getting poor workers.

Pay vs. Cost of Living

Especially in a labor market that has a higher cost of living, people respond — as they always would — to jobs offering higher pay.

Companies able to offer more competitive wages or attractive employee perks frequently are more successful in quickly hiring their required seasonal staff.

Accurate, Up-to-Date Job Descriptions

Make sure job descriptions for seasonal hires are accurate, complete and up-to-date. Don’t just use job descriptions that are several years out-of-date. Have the supervisor who writes the job description follow an employee who does that job and update the description even for seasonal workers.

Bus Service

Offer bus service to help workers get to your site.  This will lower absenteeism and tardiness.  That will also help to lower the amount of firing and rehiring you need to do.

Hiring Attitude Plus Aptitude

Hire for attitude as much as aptitude. Frankly, most seasonal work is about being flexible and getting up to speed quickly, not a sophisticated set of skills. Look for reliable employees who stress safety and customer focus.

Retailers

Retailers can offer seasonal store and distribution center employees increased wages during peak weeks and offer employee discounts on merchandise.

Some retailers will also host after-hours events such as holiday parties for seasonal associates.

Customer Service

It is more important than ever for companies to provide good customer service.   They operate in a fast-changing, competitive market. The pressure is on to have a successful holiday season.  The hiring crunch has come at a time when customers want easier shopping and more fun during one of the busiest times.

Some employers are offering flexibility in some of its seasonal positions – the chance to work from home. For example, retailers are offering remote customer sales rep positions to seasonal employees.

Increase focus on service through new training, tools and technology.  Training programs will prepare them to better serve customers, especially during this busy season.

Expand Prospective Candidate Base

Reach out to students, working moms, retired persons or just people looking to make extra money for the holidays.  They might require use of flexible hours, flexible shifts or even part-time work to fit their outside schedule.

Single-Source Staffing Agency for Holiday Hiring

If you use staffing vendors, give one sole responsibility to hire for your peak demand. Staffing agencies may be swamped filling the seasonal needs of many clients at once. Tell one agency that you will give them all your seasonal business. They should be more willing to give you ‘first dibs’ on the best seasonal workers.

Your Turn

So, study these suggestions for holiday hiring and tell us what you have done to help overcome the seasonal crunch.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals?  Contact us today!

How Temporary Workers Can Help You Stay Rational Through the Holidays

September 21st, 2018   •   Seasonal Workers   •   no comments   

The holiday season will be here sooner than you think.  Part of the difficulty for many employers will be the greater seasonal demand puts pressure on you to increase temporary workers. For some businesses, the holiday season is the most demanding time of the year.  This makes it essential to have enough quality staff on hand.  That way, firms can keep up with the complex work conditions and still close the year out strong.

Recruiting temporary workers can help keep you rational through the holidays by providing:

Additional Temporary Workers for Peak Times

Temporary staff provides flexibility of additional staff.  Rather than stretching your permanent staff to the breaking point, hiring temp workers allows you to have more resources to get the job done during your busiest times.

 

Focus on Most Important Areas

The holiday season can be hectic and some days will be busier than others. Having temporary staff on hand will give you the ability to focus on higher demands or problems that crop up.  If needed, they can substitute for permanent employees who take vacation over the holidays.

 

Reduce Costs

Bringing temporary workers on board for the holiday season is more cost-effective than hiring new permanent employees. Seasonal employees provide additional help only when it is needed.

 

Morale Boost

Busy seasons often lead to increased feelings of stress among employees. Having extra workers takes weight off your permanent employees’ shoulders.  So that frees up your most senior staff to work on your vital projects.  And, it allows you to make better use of your best and brightest to focus on the job. Meanwhile, it keeps morale intact, even on the most hectic days.

 

Decrease Pressure

Overworked employees result in strain among the workforce. Distributing the workload with additional workers reduces anxiety.  That creates a constructive and stronger workplace for the holidays.  Thus greater productivity.

 

Partner with an Award-Winning Staffing Agency

Thus, for many employers adding contingent workers is the best solution for the busy holiday season. Flexicrew Staffing works closely with clients to help source, recruit and onboard the best temporary seasonal employees possible. To make sure your business is in a good position this holiday season, contact Flexicrew to begin filling your temporary worker needs today!

Need to Access a Seasonal Talent Pipeline?

September 4th, 2018   •   Seasonal Workers   •   no comments   

Learn More About Flexicrew Seasonal Talent Pipeline Solutions!

If you’re in the market for top seasonal talent, Flexicrew Staffing is your answer. We’re one of the region’s leading staffing firms and we offer high-performing candidates in admin and clerical, engineering and light industrial. Our flexible staffing strategies and ever-expanding database of talent are ready to go whenever your need for talent arises—Flexicrew Staffing has you covered!

So, why are we your number one choice?

Six benefits of working with Flexicrew for your Seasonal Talent Pipeline

Our mission is to provide our customers with the highest quality of blended workforce solutions, while building and maintaining strong working relationships. We do this to fill your seasonal talent pipeline and all year round.  We match candidates who are just right for your job description, but also right for your culture. In fact, Inc. 5000 and Inavero Best of Staffing have named us an industry leader for this very reason. Flexicrew Staffing will help you with the following:

Find the talent you need—in a hurry without the sweat

Our industry specialties and national talent databases allow us to match you with the right talent for your specific business needs. This includes hard-to-find temp, temp-to-hire and direct hire employees.

Choose the staffing strategy that meets your needs

Maybe you need just a few employees—or maybe you need more than a few. Our blended workforce solutions include a wide range of staffing strategies because one size definitely does not fit all.

Minimize costly turnover

Getting well-matched candidates in place is key to your success. This can help you maintain job satisfaction and productivity among your staff—while avoiding the lost productivity and the costs associated with employee turnover.

Don’t let your business get caught short

Are you ever under-staffed to cover holiday peak periods, vacations, or a short-term project? Whatever your need, our flexible staffing options help you rest easy that your staffing mix is spot-on.

Impress your own customers

With high-caliber workers comes the ability to impress your customers and exceed their needs. This can help you not only meet customer demands but also expand your book of business and increase profitability.

You can rely on our professional recruiters, services, and systems.

When you’re in search of a staffing partner, you want the best. And our award-winning staffing services are recognized repeatedly by Inavero Best of Staffing.

How can we help you achieve your staffing goals?

Satisfy your Holiday, Peak or Seasonal Talent Pipeline Demand

Whether just for the holidays, or the start of the year when you have a new budget or a blend of both, check out Flexicrew Staffing. Or maybe you have unconventional peaks around Halloween, or around important sporting events like Final Four or start of NASCAR.  We’ll work with you to recommend a staffing mix and timing that fits your needs. If you’re interested in learning more, contact us today!

4 Football Plays to Score Your Next Workplace Quarterback

August 27th, 2018   •   Recruiting   •   no comments   

Flexicrew will show you four football plays to help you recruit your next star workplace quarterback.

There are many parallels between a workplace quarterback and a gridiron quarterback.  Football quarterbacks motivate, and drive their team’s results.  In fact, teams often win or lose based on how well their quarterback plays.

In business, your managers are your team quarterbacks.  They require as much careful selection as any first-round draft pick. So, a good manager can motivate the team to achieve to its full capability, while a poor manager can discourage, deflate, and ultimately drive away high performers. In fact, studies report bad managers represent the number one reason people leave their jobs.

Ouch!

So for recruiters, the bottom line is knowing how to scout workplace quarterbacks that have the talent to execute the strategic playbook.

Here are the four plays that will land you a franchise workplace quarterback:

Play #1:  Flexicrew Scouts for a Workplace Quarterback That Will Work Well with his Team in the Huddle

It is really important to hire a manager who coincides with a team’s values.  Since a manager’s role is focused on people-to-people interaction—giving direction, feedback, and constructive criticism—a workplace quarterback really needs to understand:

  • How his team members function
  • Their work values and attitudes
  • Why they accepted their job when they were hired
  • Why they stick with the company.

The manager’s fit with the team culture really impacts his entire work group’s attitude and performance.

Also, remember that a manager will eventually hire others into the company.  Research recognizes that most managers hire people who are a reflection of themselves. If they’re a strong fit culturally they will have a further positive effect on the team.

Flexicrew ranks cultural fit near the top of our recruitment and screening approach.  That improves our success and decreases the chance of a poor fit.

First, we require that our clients write a job description that highlights job culture.  Second, we ensure questions relevant to cultural fit when interviewing for your workplace quarterback.

Employee Referral Program

We suggest you incorporate employee referrals as part of your search process.

Why?

Because current employees have an understanding of your culture and will likely recommend candidates who fit that culture. That improves odds for a win in drafting your workplace quarterback.

Play #2: Go Out Long for a Pass

Football coaches search for franchise quarterbacks like a Tom Brady or Aaron Rodgers.  They want one who ideally will be in the huddle for many years, not just one championship season. Your business likely has the same focus when hiring your workplace quarterbacks. That’s why we take the long view right from the start of the recruiting process. You know the qualities you need in a manager today.  But how will your firm develop? How would a manager’s style and responsibilities have to change as your firm moves forward?

Our professional recruiters and your hiring manager huddle together initially to ensure the job description, interview techniques, and candidate review approach all take a strategic view of the managerial operational role.

Play #3: Scan for Hidden Talent in a Workplace Quarterback

Finding your next star quarterback doesn’t only require scouting external sources. Your company may already have employees with the right managerial skills. For instance, current managers could be looking to switch departments.  Or individual contributors may be waiting to be promoted to their own workplace quarterback position.  Hiring from within has many advantages.  In fact it means expedited onboarding , familiarity with company practices, and internal hires have established relationships with other employees.

Yes, all these drive immediate productivity without having to study a new playbook.

However, internal recruiting requires caution.  You can sometimes make a mistake assuming that a persuasive individual contributor can become an effective manager. The role of an individual versus manager requires entirely different skill sets.  Even though continuing to promote top performers may seem like a natural progression.  Yet, we’ve all heard of the Peter Principle.   That’s why Flexicrew  helps clients evaluate their internal talent to find ‘under-the-radar talent ready for more responsibility.

Play #4: Flexicrew  ‘Reads the Whole Field’ when Recruiting a Workplace Quarterback

Fundamentally, a manager’s responsibility is more about working with others and less about production. Managers need to be ‘people persons’ and help their team solve unforeseen problems. So, that’s why we like to include situational interview questions like: “what would you do if…”.  They can be useful for our recruiters to decide if a job-seeker is a good fit.

Also, we ask candidates how they would react to events they could experience on the job.  We probe for situations your department has tackled previously. Situational questions should help form your judgment of the candidate’s decision-making skills, communication style and common sense.

In addition to questions specific to your company, we ask candidates for examples of how they’ve handled situations in other organizations. A flexible candidate should have sufficient examples in their background.

Our other post will help your recruiting success rate, “The 5 Common Hiring Mistakes to Avoid

Manage your Business and your Budget

For seasonal shifts in demand you can count on Flexicrew Staffing for workers with the skills to do the job. Call on us for:

  • Temporary Assignment Positions – plan ahead to meet your seasonal needs
  • Long-Term Placement Positions – hire without the hassle
  • Temp-To-Perm Positions – try before you buy
  • Direct Hire Positions – select from the best

5 Applied Skills Lacking in Job Candidates

August 1st, 2018   •   Recruiting   •   no comments   

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

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

Why?

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

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

1. Work ethic

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

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

2. Critical thinking

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

3. Leadership

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

4. Collaboration

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

5. Written communications

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

 Applied skills lacking in new hires

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

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

Work With an Award-Winning Staffing Agency

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

Talent Shortage? 5 Ways Employers Fight Back

July 30th, 2018   •   Hiring, Talent Shortage   •   no comments   

The increasing talent shortage is becoming a great headache for employers. One argument focuses on problems with the education system.  Others focus on technology advancing faster than employees can keep up. The facts remain that many employers are finding it difficult to solve the talent shortage.

illustration of talent shor skills and job demandstage and the gap betwee

Growing talent shortage
and how to fight back

Five hiring tactics employers can use to fill talent gaps include:

1. Increase contingent workers to minimize the talent shortage

If a business experiences a skills shortage, hiring contingent employees can help close the gap. Following the increased availability that contingent workers now offer, they can work in any environment and deliver according to their areas of expertise.  The strategy has more cost effective benefits and can be done within a relatively small budget. These flexible workers can quickly fill a talent shortage.

2. Partner with schools to mitigate the talent shortage

The growing skill and talent shortage has made it necessary for organizations to partner with schools to find workers. In some cases this has enabled employers to get tailor-made skills specific for a company.  The partnership satisfies the skills mix the talent shortage has left undeveloped and accommodates just what the employer may demand. It will also open the door for skills transfer and industry experience through internship which may result in better distribution and retention of skills.

3. Frequent recruitment strategy re-evaluation

The talent gap can be minimized by re-evaluating how the interviewers or staffing agency conducts the recruitment. Necessary changes are  important to ensure that inefficient recruiting efforts don’t slow down or diminish the company operation.

The move will ensure that you put in place the right practices and employ the most competent workers to overcome a talent shortage. This will also see growth encouraged among employees – better working relationship and satisfaction. Putting better techniques into effect when conducting employee recruitment will lead to getting more of the right skills.

4. Diversify workforce skills and cross-train to bridge the talent gap

Cross training most employees on basic job duties may lead to effectiveness when it comes to work delivery. In the same manner employers need to realign all the potential skills that are already in the company to ensure the employee skills are being optimized.

This will give more freedom to employees to try out what they understand best in different ways. It can easily broaden and improve their skills.

5. Invest in employee training to close the talent shortage

The foundation of any organization is basically the services offered and the skills used to deliver them. You can bridge any talent shortage by encouraging internal and external training. By putting employee training as an important activity, more talented people are likely to join your company and remain as they gain skills and perform better.

The list can even be longer than 5 employment tactics. Consider other steps employers can take to reduce their skills and talent shortage. When focusing on the talent gap, improve your recruiting to avoid making it a growing problem within your company.

Several of these 5 employment tactics will sacrifice some short-term productivity, but will yield longer term solutions.  Research shows today’s recruiting difficulties will not be going away over the next 2-3 years.

4 Tips to Deal with Worker Shortages

June 15th, 2018   •   Recruiting   •   no comments   

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.

Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

Ask the Flexpert

Ask our Flexpert any job description questions to get it right.

Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.

 

Good job descriptions perform several important functions

They are especially useful if they are carefully written, maintained and used.

They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions.  They reflect the skills and experience job candidates must have.  They are also useful as a basis for performance appraisals.

Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.

Key components

Then, let’s define some important parts.  For instance:

  • Job titleList of The right job description elements
  • Goals of the job
  • Pay rates
  • Hours/shifts, overtime and weekend work
  • Exempt/non-exempt status
  • Employee benefits
  • Organization reporting relationships/hierarchy
  • General duties including descriptions of significant activities
  • Position duties which make up the main part of the job’s actions
  • Background including experience, education, licenses, credentials, training, and necessary tech skills
  • Harsh states such as: contact with severe temps, prolonged standing, heavy lifting,  major overtime, etc.

Summing up

In other words, job descriptions are key details of every job, for every firm.  We described how good ones perform many central functions.  We also outlined how to write clear, concise and accurate job descriptions that define defined roles.

Also, have new-hires sign employment contracts.  They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role.  This can better protect and inform both employer and employee.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals?  Contact us today!

Or ask us to review your firm’s job descriptions.

 

The 5 Myths about Hiring Temporary Staff Workers

June 13th, 2018   •   Employer Advocate, employer of record, Hiring, Recruiting, Temporary Staffing   •   no comments   

There are so many reasons why you may want to hire temporary staff. All businesses experience a range of changing conditions such as cyclic production demands. There are also efficiency gains with using a staffing agency to handle all aspects of temporary staff. However, your business has to be aware of just how much the temporary staff industry has changed. This is very much in your best interest to minimize risks.

 

Let’s review some of the ‘myths’ surrounding hiring temporary staff.  These ‘myths’ are generally accurate.  And it pays to understand them and to play by the rules to better protect your company

MYTH #1 – Your temporary staff workers are completely screened and are the best possible fit

Staffing agencies should determine each candidate’s level of motivation, work ethic and general attitudes. This can be done with a focus on your industry and what your business requires.

Staffing agencies should perform required criminal and general background checks. Also, staffing agencies can avoid future problems by ensuring each candidate has access to reliable transportation. This rule may be ignored if the candidate lives close-by or public transportation is available.

But even though the agency may use all the tools at their disposal, they sometimes may miss the mark on a cultural or quality fit because they just can’t know all the in’s and out’s of your day to day business.

 

MYTH #2 – Your company will never be held liable because the staffing agency assumes complete responsibility

Are you familiar with the term, ‘employer of record?’  Who carries this designation can make all the difference. Almost since the beginning, temporary staffing agencies were considered the employer of record. In addition, these agencies naturally carried the burden of responsibility in many areas.

But recent legal cases in US courts have found both the staffing agency and the client employer “Co-employers” . Make sure you speak with your staffing agency if you have any specific concerns about being the employer of record.

MYTH #3 – All temporary staff are properly trained and skilled for the positions they are filling

Staffing agencies require job descriptions before they can begin recruiting for any position. The recruiters need to understand the job requirements and skill levels for their employees to be successful.  If possible, the agency will test for specific skills so that the best possible candidates are sent to the client.

Staffing agencies cannot test or guarantee every skill level – this is an impossibility. They can trust, and verify – and the client should do the same before putting the new employee to work using a piece of equipment or machinery.

MYTH #4 – You can be sure all staffing agencies send you temporary staff eligible to work in the US

The legal requirement for all US businesses is to only employ workers who are legally eligible for employment. But, there have been criminal prosecutions against agencies that provide illegal workers to clients.

Therefore, confirm that your staffing agency uses the E-Verify system to prevent hiring ineligible temporary staff. You can further increase peace of mind by receiving verification in writing.

MYTH #5 – Temporary staffing can never stain your business reputation

Unfortunately, your business can suffer from negative feedback through no fault of your own. This could arise if the temporary staffing agency treats their employees unfairly.

There are two major points here.

First, temporary staff often associate your business with the staffing agency. So the blame and bad press will extend to you. Second, social media and local word of mouth advertising are powerful and universal. Never assume that anything significant will remain under the rug.

The moral of the story is “buyer beware.”

Here are American Staffing Association tips to choose and work with the best staffing agency for your organization. Look into and observe staffing agencies before selecting one.  That can save you time and money, give you peace of mind and result in a lasting business relationship.

 

Choosing the Temporary Staff and Temporary Staffing Agency You Need

  • Shop around
  • Evaluate your interaction with different staffing agency managers and recruiters
  • Note your impressions
  • Understand how the staffing agency  recruits and retains its temporary staff
  • Ask about their method of screening and testing the workforce
  • Make sure the company fully understand your needs

Source: American Staffing Association (ASA)

 

 

 

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

May 7th, 2018   •   Hiring   •   no comments   

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.

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

How to hire the right employee – 5 familiar mistakes

February 28th, 2018   •   Common mistakes, Hiring, HR, interview, job profile, Recruiting, Temporary Staffing, Uncategorized   •   no comments   

How to hire the right employee – are you making these mistakes?

How to Hire the Right Employee

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.

 

5 Familiar Hiring Mistakes – How an Employment Agency can help hire the right employee

 

Narrow-minded in hiring

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.

 

Judging by candidate’s education, name or appearance

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.

 

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 staffing agencies – screening, references, and all-inclusive interview processes – 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. Calling past employers to verify stated skills is also important.

 

Incomplete explanation of job duties to candidates

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.

Flexicrew Staffing has the expert know-how and resources to help you hire the right employee that you might not find on your own. Let us assist you in finding the right person for your small or mid-size business. Call us TODAY!

 

“Funny thing, employment. If you keep doing it, you keep getting paid.”

― N.K. Jemisin, The Kingdom of Gods

Flexicrew Companies Sponsor Keynote Speaker

November 3rd, 2017   •   Flexicrew Technical Services, Marketing and Sales, Mobile, Recruiting, SHRM, Staffing, Testimonials   •   no comments   

FTS Managing Partner, Brandon Smith, Continues Support to the Society of HR Managers

 

Metairie, LA, November 3, 2017– FTS was a key exhibitor and speaker at the annual Society of HR Managers conference, held in Mobile, AL. The Flexicrew Companies sponsored, Ryan Lowe, who gave a speech on, “Get Off Your Attitude: Change Your Attitude, Change Your Life.”

“The Flexicrew Companies are committed to being involved in SHRM chapters in all the markets we serve,” said Flexicrew Technical Services Managing Partner, Brandon Smith. “This was the fourth SHRM conference where FTS has been an exhibitor this year.”

Brandon Smith spoke on November 3rd and his keynote talk gave him the opportunity once again to showcase FTS services to all conference attendees.

“On behalf of the Mobile SHRM Chapter, we extend a warm thank you for your support of the 2017 Gulf Coast HR Conference this year,” said Susie Jones of SHRM. “We realize our Sponsors and Resource Partners make the event successful each year.”

 

About Brandon Smith

Flexicrew Technical Services Managing Partner, Brandon Smith, is a long time recruitment authority in the staffing industry. For 2016-17 he was awarded a scholarship to prestigious, nationwide Goldman Sachs 10,000 Small Businesses Program where he attended among a unique set of New Orleans area small business leaders.

FTS 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 entire staffing, recruiting and workforce solutions industry.

 

 

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 http://www.flexicrew.com or www.flexicrewtech.com

If you would like more information about Flexicrew Technical Services or any of our hiring initiatives, please contact Brandon Smith at 504.500.3539 or email at bsmith@flexicrewtech.com.

 

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.

6 Ways HR and Staffing Are Like Baseball

October 21st, 2017   •   Hiring, HR, Recruiting, Staffing, Temporary Staffing   •   no comments   

Baseball HR and Staffing – Common Traits

We at Flexicrew Staffing were talking about how baseball, HR and staffing have many traits in common. We got into this conversation because Major League Baseball’s 2017 World Series kicks off October 24.  If needed, game 7 would slide into November (Brrrr!).

Let Flexicrew help HR and staffing smooth out your workforce curve balls

HR and staffing common traits with Baseball World Series

So here’s our take on a list of 6 ways managing HR and staffing for your company is like baseball’s World Series:

 

1. Choosing your team

From baseball spring training right up to selecting the best players who will be on your playoff team, the #1 priority is firming up the roster. Contracts were taken care of over the winter, so teams already know what stars will be playing. But the utility players and the rookies…like temporary workers in a company.  Those players, just like temporary workers, continuously need to show managers or baseball coaches what they can do. And the coaches have got to look closely at the talent in front of them so they can figure out who’s going to help the team win the Series and who’s going back to the minors.

Sound familiar? One of the hardest parts of running an HR department is hiring and administering the company’s staff. And working with line supervisors to evaluate the performance of temp workers who could hit a home run for your business and for themselves by getting hired permanently.

 

2. Position your players

Coaches don’t just figure out who’s on the team. They must decide who plays what positions, come up with batting orders and pitching rotations and bench players. HR managers and hiring managers need a lot of planning to judge your staff and how best to use it. In baseball, you put your power hitter in the 4th batting position or “cleanup,” because that’s where he can drive in the most runs. Business, projects go to the best person for the job. Have a big rush order? Who’s your cleanup hitter?

 

3. Getting in shape

Baseball spring training provides a time for players to work out together, getting them in shape for the season.

An HR department in a company makes sure employees are “in shape” by giving them the tools they need to do their jobs. Whether this means recommending training so your crew can keep up with changes in the field, or providing benefits that help you maintain a healthy workplace.  Staying on top of these HR issues and making sure everyone’s ‘in shape’ will pay dividends in the long run and make for a happier workplace.

 

4. Changing the plan

As you might expect, baseball, HR and staffing have many things that don’t work out as planned – so you must be flexible. There are business peaks and valleys, so you often need a flexible workforce to match a production workload.  If something isn’t working, you don’t stick with it just because it’s written in your plan on your baseball lineup card. Players, like workers, get hurt or have slumps or sometimes just don’t perform to expectations.  Adjusting your plan to the current situation is the only way to stay on top, whether you’re trying to win baseball games or run an HR department.

 

5. The power of the pitch

In baseball, the old saying is “Pitching wins games.”  But, do you know how important it is to have a great ‘pitch’ about your business and for any current job opening? Every HR and staffing person should be able to describe their business rapidly and concisely, and be able to pitch benefits of an available job with attractive slant to top-flight candidates.

 

6. Each day is a brand new game

A pitcher can give up 5 runs one day but throw a no-hitter in his next game. Each day is a new start, a new chance to win. The best ballplayers watch video of their performances, looking for ways to improve what they did yesterday.

The most successful HR and staffing managers do something like that, though they don’t need video to look back at what they did.  You need to spend time at the end of each year and decidewhat went wrong and right.  Ask your internal ‘customers’ what could have been done better to support them.  Ask employees what support they look for from HR going forward.

Use all this to plan your next year and include those improvements to win the next World Series.

Common threads between baseball, HR and staffing

If you learn anything about HR and staffing from baseball and the World Series, it should be that preparation, staffing and adjusting are the keys to success.

And don’t forget the hot dog.

How about you?  Do you see any common threads between baseball, HR and staffing?  Let us know your thoughts.

For more information on how Flexicrew can deliver proven solutions to your business, visit http://www.flexicrew.com

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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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!

 

 

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