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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.
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.