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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.
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.
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.
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.
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.
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.
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.
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.
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.
Looking for a job can be very stressful and time consuming. Going to a job interview can be a nerve-racking process, even to the most confident person.
Meeting with job seekers on a daily basis, we are incredibly surprised to see how many people have not considered specific aspects of their daily life that would be beneficial in their job search. When looking for employment or looking to change your career path, there are specific steps that can be taken to assist with landing your dream job.
Start with a self-assessment. The outcome of this assessment will help you better understand and nail down your interests, strengths, skill set and what specific needs you are trying to meet.
Take time to understand what you are genuinely interested in or passionate about. For example, if you are passionate about helping senior citizens or giving back to the community, it would be a great idea to look into non-profit organizations. Start to research companies in your area that are active in their local communities and giving back. If you enjoy being active and working with your hands, research warehouse and assembly positions in your community, which will allow you to be hands-on.
Don’t Forget! It is also important to understand what your weaknesses and dislikes are. Every person has areas in life that need improvement and we all have things we do not like or enjoy. Understanding and being aware of these areas can help you in your career.
Before stepping foot in an interview, research the company you are applying to work. Read and fully understand all aspects of the job description. Make sure that after the interview is scheduled, you have taken the research the company and its reputation. This can be done on company website and social media pages. Read company reviews. (There are numerous websites out there to assist with this research, such as Glassdoor.com) This is especially important when you are applying to a company you are not familiar with.
As with any research, be sure you use more than one source or website. The company’s social media pages will help you learn more about the work culture and work environment. Most companies post fun company pictures and community events to their social media sites. It is also a good idea to do a little research on the job title or industry if you are new to the field.
Practice, practice, and practice! Do not skip this step!! This will build confidence and work out any kinks you might have or be feeling. I have found it is more beneficial to do a real practice interview with a family member or a trusted friend. Limit the practice to just you and the other person so you are more relaxed and focused. Make sure you ask them to have some questions prepared for the practice interview. Once the two of you are finished, ask for feedback on your performance. This will give you a good idea of how the interview went and what kind of questions you need to work on. Also ask for constructive feedback about your facial expressions, body language and anything else they noticed that a professional interviewer or hiring manager could view as negative. Practice, Practice, Practice!
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.
Five hiring tactics employers can use to fill talent gaps include:
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.
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.
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.
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.
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.
Recent articles mention skilled worker shortages and call attention to the continuing pressures on employers. Established workforce management methods don’t seem to keep up with rising demand and competition for truly valued skills.
Our U.S. economy has created new jobs annually since 2009. Even so, there are increasing worker shortages. The need for cost control and efficiency will be part of effective recruitment and contingent staffing strategies. Factors including quality of candidates and workforce retention may combine to make firms increase future wages more quickly.
Flexicrew continuously studies market trends. So, we have broad familiarity with worker shortages. We see that firms who overcome talent and worker shortages deliberately use four successful staffing strategies.
At the same time, employers need a thorough grasp of the forces driving future workforce changes. That will help guide operations and HR managers stay aware of dynamics shaping talent management and staffing strategies where worker shortages exist.
At Flexicrew we understand your continuing pressure to produce results even with severe worker shortages.
Also, we understand the requirement for strategic, flexible workforce management approaches. That lets us help employers quickly and effectively obtain contingent and permanent workers.
Call us if you sometimes have trouble finding enough skilled employees.
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.
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.
Then, let’s define some important parts. For instance:
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.
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
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.
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.
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.
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.
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.
Source: American Staffing Association (ASA)
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.
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.
How will we achieve this?
In the first place, the blog will offer content in several categories:
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.
In fact, please give us your feedback and pass along any topics you would like us to address.
Are you making one or more of the five most common hiring mistakes?
Some hiring mistakes are caused by picking the wrong candidate. But more often, hiring mistakes come down to poor preparation, poor hiring skills and worse, your company’s poor structure. And then, other hiring mistakes are really a result of errors a company makes handling employees after the hire – not developing the new hire or not weeding out the underperformers.
(To check yourself, look at these additional frequent hiring mistakes we wrote about a while back. These could reduce your hiring mistakes and improve your sourcing decisions.)
Hiring mistakes occur especially when you are in a hurry to fill an important position. When you’re bringing on a new employee, it’s important they know both the basics of the job and how to fit in with your business culture.
So, what are the most common hiring mistakes, and what can you do to avoid them?
Some employers think anyone can be an interviewer.
It takes certain skills as well as personality traits and experience to be a skilled interviewer. Consider some of these:
Since not every hiring manager is an experienced interviewer, your managers should bone up on some techniques and tips to help avoid hiring using gut instinct.
There’s a good deal of attention paid to a candidate’s fit with company culture. Of course, you need to find someone who will be a good fit with your current team and your overall organization’s culture. Someone who shares your beliefs, values and attitudes. However, remember your goal is hiring capable employees, not necessarily the most pleasant. Your hiring managers’ role is to select not only the most qualified, but also the best-suited candidate.
There is a difference between a stiff work environment from the old days and a completely unrestrictive one without rules. It seems many workplaces have gone over to a too-relaxed environment.
Even if you wish to use a loose organization, it’s important that your new employees have some structure surrounding their position or you will have a failed hire on your hands. Order and consistency are fundamental for any business.
There are a many advantages from a structured and efficient work environment that can’t be ignored.
The trend toward a casual style of work environment has been established to increase motivation and worker productivity. And it has worked.
But, regardless of the level of job structure that if each hire has a clear set of goals it will minimize worker stress and has the capability to increase productivity.
Employees bounce so frequently job to job, and technology changes so rapidly, that you need to always be training hires.
Training and career development are among the top factors employees use to rank a job’s attractiveness or as a place to work. About half of employees indicate a firm’s training make them more likely to stay.
Yet, companies often spend more for coffee than spending for training.
Crazy! It’s not surprising hires don’t work out.
You’ve done what you can to source, hire and develop the right personnel. Still, some don’t work out. Frequently, a manager will recognize a poor performer, but believes they will improve with just a little more grooming and development.
Uh uh. But this is rarely the case.
Instead, time will drag on and the employee will either be pushed from one manager to another to avoid the discomfort of firing someone. But eventually the ultimate will occur – firing them. But the harm has already infected the job and other workers. . A poor hire will affect your bottom line, your team, and your customers, so when you perceive their inability, learn to cut them as quickly as you can.
Avoid these 5 familiar hiring mistakes to improve your new employee satisfaction and boost productivity. Not just the new hire, but the entire team.
Consider choosing a professional staffing agency skilled in sourcing and recruiting employees to minimize those pesky hiring mistakes.
Do you have questions about your hiring process? Call us today for suggestions.
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.
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.
Hiring 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.
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.
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.
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.
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.
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.
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:
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?
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?
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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 – are you making these mistakes?
Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.
If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.
Some employers want all their employees to be alike or just like them, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.
Many employers show a preference for a specific educational institution and like to hire graduates from these organizations without properly checking their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.
The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate, so that the best one can be hired. The services offered by staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.
The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do. Calling past employers to verify stated skills is also important.
It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. The work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him. That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.
“Funny thing, employment. If you keep doing it, you keep getting paid.”
― N.K. Jemisin, The Kingdom of Gods
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 email@example.com.
Halloween was my second favorite holiday, just behind Christmas.
Each year I’d chart out the neighborhoods and plan where I would trick-or-treat. With a few years of experience under my belt, I knew which houses passed out the best candy.
My friends and I moved in a pack because it was more fun, but mostly for protection from the bigger kids who would try to steal our candy.
The key for us was to visit the most houses so we could to fill the biggest bag of candy. That gave us better odds of getting candy that we liked. Because for every 6 Starbursts I received (not my favorite) I also got a Snickers (yum). I just hated those stale popcorn balls that were supposed to be ‘healthier.’ Whose idea was that anyway?
In retrospect, I was using good recruiting strategies in search of maximum ‘good’ candies. My strategy to maximize the amount of ‘good’ candy is similar to the goal of recruiters to uncover and hire ‘good’ qualified candidates.
But that’s just the beginning of the recruiting strategy. Here are a number of parallels that you can use in your recruitment strategy…
My primary Halloween strategy was to reach the greatest number of houses possible. Then I would go where I knew the houses gave ‘good’ candy. Also, this meant not wasting time walking to neighborhoods with few houses or didn’t give out candy. The only restriction was our time curfew and/or how inclement the weather was while we were trick-or-treating.
In recruiting, the goals are the same. You want to use as many ‘good’ sources as possible to get as many qualified candidates as possible – the ones that give the best candidates.
In order to do this, you must look at your past successes and failures in recruiting, analyze which recruitment methods worked or didn’t, then decide what route is best for your team. Our restrictions may still be time. Maybe you’re on a tight deadline. But the primary concern is usually money – the hiring budget. You need to decide where is the best place to spend those dollars.
One of the most fun times during the night was seeing what kind of candy I received. I’d empty my bag (always an old pillow case) and review what I had, sorting the good candy from the candy I wouldn’t eat. I would put the candy I liked back in my bag for later and then I’d try to trade with friends for candy more to my taste.
Once you have collected a quantity of candidates from your recruiting efforts, start screening through resumes & candidates. Much like splitting the candy, you need your recruiting team to sort candidates into qualified and unqualified for the position. You want to collect as many qualified candidates as possible to give you a candidate pool with more alternatives and choice.
Don’t forget to look out for candidates whose qualifications don’t fit the position you are recruiting for but may fit another position that needs to be filled.
After returning home with all my candy, I tried to make it last as long as possible. I squirreled away my candy in the pantry and when my friends had run out after Halloween, I still was hanging in with candy for snacks.
Similarly, you should keep in touch with the ‘good’ candidates that your efforts have dug up. Don’t abandon any. All qualified candidates should be interviewed for the current position and also placed into your database for consideration for future assignments. Some ‘good’ candidates just aren’t right for the current spot, but may be perfect for a future position.
Just like a kid on Halloween, you need to make sure you are able to optimize the amount of candy or candidates you get from your efforts. If you use the best recruiting techniques and effectively screen the candidates you have found, you may just have sweet success!
Business is always changing. Flexicrew supports you as your business strategy and recruiting challenges evolve – so you always stay ahead.
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!).
So here’s our take on a list of 6 ways managing HR and staffing for your company is like baseball’s World Series:
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.
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?
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.
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.
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.
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.
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
Do you believe you have to go to a haunted house to get spooked this Halloween?
Think again – some bosses don’t even have to leave work to get their fill of fright with some of their full-time or temporary workers!
We at Flexicrew have a soft spot for employers and HR people who have had to deal with temporary workers who were rude, reckless and willing to break the rules. Some employers have even caught temporary workers breaking the law while in the workplace – Frightening!
Some employers think their workplace is scary because their workers act like these famous Halloween creatures.
Now that’s scary…
So, if any of these employees make you tremble, please call Flexicrew Staffing to knock out spooky risks and send you temporary workers who will give you peace of mind!
Get a quote today! http://flexicrew.com/get-a-quote/
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!
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.
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!
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.
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.
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.
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.
Hiring temporary employees can bring positive energy to your business and help your team meet goals. Still, there are several areas you need to understand before hiring them.
Permanent talent is better than hiring temp employees, don’t you think? We say: Not necessarily. The increasing trend toward hiring temps indicates these employees might actually help you out.
CareerBuilder indicates 42% of businesses have plans to increase temp hires, and 43% hope to convert temp workers to full-time.
Staffing Industry Analysts forecasts that the temp worker trend will continue through 2017.
Do temporary workers a permanent solution to your workforce needs or are they a short-term solution? To answer, let’s start by looking at the in’s and out’s of temporary staff.
Department of Labor defines a temporary employee as one who will be employed less than 12-months or who has a specific end date. These workers make up a larger share of our US workforce than ever, over 2.9 million people or more than 2% of the total workforce .
Some have a mistaken belief that temporary workers are used only in certain job market segments, such as day laborer, seasonal help, or low-skilled jobs. A study from CareerBuilder and EMSI showed that companies use temp staff for almost everything including purchasing agents, writers, drivers, maintenance, sales, and marketing.
$64,000 Question – is temp staffing a cost-effective strategy for companies to achieve business and operational objectives and goals?
Think about the typical costs of recruitment. You pay to post job ads, pay for employer branding material like brochures and materials, pay to attend job fairs, and sometimes even to fly in talented candidates. Those are just the costs on the surface. The hidden costs can be much more prohibitive.
You have to pay for time spent skimming through, on average, at least 250 resumes for a single position. You must pay for onboarding an employee, and hope this money for training and education will pay off. If it doesn’t, a bad hire can set your company back $50,000 or more, to say nothing of lost productivity and a renewed gap in your workforce.
Temporary talent can be a great way to deal with a short-term problem while nurturing a long-term solution. The cost of temporary labor isn’t free, but it can often lead to more confident hiring, since the candidate went through a “try before you buy” period to ensure fit and skills.
You can see how their skills really shake out in a real-world setting, and evaluate how well they fit in to your existing culture.
Taking on temporary talent can provide an opportunity to give someone a chance. You might not have been impressed by a candidate’s credentials and experience, but when you connected in person or through a video interview, you were impressed with just how passionate they were about the opportunity.
Passion is necessary for all companies, and it’s often the lifeblood of growing businesses. Hiring passionate people with room to grow might be a better idea than hiring someone with the perfect skills that is only lukewarm about your company. Setting a trial period for a temporary hire will allow you to see if this candidate’s passion translates into value for your company and an ability to learn new skills and grow into a great employee.
Each employer must hire enough staff in various positions to ensure the smooth operation of the business. But often employers feel confused in selecting the right candidate for a position, mainly when there are too many suitable candidates available to interview. In fact, the hiring process is rather a difficult matter for all employers. If any mistake is made during the recruitment, the company can face negative consequences of having the wrong sort of employee mix. Hence, it is essential for any recruiter, to recognize and avoid the common mistakes that are made during an interview, in choosing the best candidate for a posted vacancy.
Narrow-minded in hiring –Some employers want all employees to be alike or just like them in nature, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture can’t be fixed by someone who has different strengths. The recruiter should be impartial in attitude and consider only the qualities that will suit the company’s open position. Staffing agencies tend to be more impartial in hiring the best candidates for their client companies.
Judging by candidate’s name or first impression – Many employers show a preference for some specific popular education institutions and like to hire graduates from these organizations without properly checking
their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should be cautious with positive or negative impressions about a candidate based on first appearance; many can turn out to be valuable assets for their companies regardless of appearance.
Vague idea of demands of the position – The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate so that the best one can be hired. The services offered by placement agencies, including conducting interviews, are highly efficient for discovering the most competent employees for their clients.
Not checking skills of the candidates – The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do.
Incomplete explanation of job profile to candidates – It is the duty of the recruiter to let the candidates know in detail about their probable job profile in their company. Moreover, the work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him. That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.
Yes…March Madness has arrived with excitement and upsets.
POP QUIZ: How does March Madness Parallel Flexicrew’s mission?
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!
Your Flexicrew Team