- About Us
- Search Jobs
- Technical Services
- What’s Trending
- Contact Us – Locations
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.
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.
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.
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.
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.
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.
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!
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:
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.
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.
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.
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.
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?
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!
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.
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:
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:
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.
We suggest you incorporate employee referrals as part of your search process.
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.
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.
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.
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”
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.