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