American Staffing Agencies Come Through for Employers
The American Staffing Association released this statement to the news media from Richard Wahlquist, president and chief executive officer, about the staffing industry’s and staffing agencies vital response to the COVID-19 pandemic:
“During one of the worst crises ever to face our country, staffing firms are playing a vital role. Furthermore, they help to ensure the flow of essential goods and services the American people need to weather the storm.
Turning to Staffing Agencies
Businesses and governments alike are turning to the staffing industry to supply temporary and contract employees.
to help produce and deliver food, pharmaceuticals, and other necessities.
To provide critically-needed health care services and medical professionals to hospitals and other facilities’
And to help state and local governments manage the massive unemployment and financial assistance programs.
As part of this effort, the American Staffing Association and the Retail Industry Leaders Association have launched a “staffing connector.” This helps fill openings for retail workers at essential businesses like grocery stores and pharmacies. Online, searchable directories on the ASA and RILA websites connect retailers with staffing agencies nationwide. This fills high-demand jobs like warehouse workers, store clerks, cashiers and greeters, forklift drivers, and more.
In fact, “Staffing agencies are perfectly positioned to deploy temporary workers displaced due to COVID-19.” So said Brian Dodge, RILA president in a joint press release. RILA’s partnership with ASA will help retailers connect with staffing agencies. So individuals who need jobs can find work in an industry that is unexpectedly seeing a surge in demand for essential goods.”
Staffing agencies supply essential workers to meet the crisis. A top priority is to ensure their health, safety, and well-being. Also, ASA’s online resource library provides up to date information on how staffing companies and their clients can protect those workers. At the same time, ASA is engaging with Congress and federal agencies to ensure that staffing agencies and their employees have access to the financial assistance they need to carry on their critical mission.
Finally, ASA and the staffing industry remain steadfast in their commitment to protecting jobs and the economic health of our nation as we all work together to fight through the pandemic.”
President and Chief Executive Officer.
American Staffing Association.
For example, Flexicrew identifies safe job opportunities for workers. Additionally, we talk them through the best job that matches their goals and their backgrounds. So Contact us Today to gain our support.
And in more research, according to RecruiterBox, the average cost-per-hire in the manufacturing industry is $5,159.
Although hiring costs vary by industry and region, nonetheless it is always surprising to see the bottom-line figure. Particularly after all of the line item costs have been factored in. The total cost of hiring a new employee could be as high as $5,000, or more. That’s in a professional or manufacturing industry.
On the other hand, even hiring a new employee in a service industry typically costs more than $1,000.
Hiring Process Elements
In other words, there are many surprising individual costs incurred during the hiring process. They include:
in-house recruiters’ salaries
third-party recruiter fees
sign-on bonuses, and…
employee referral bonuses.
For certain high-level jobs, there may be employee relocation costs, as well.
Note that costs associated with hiring a productive employee are far less than costs and overall impact of a bad hire. If a new employee isn’t a fit and terminates quickly, the company may experience a number of additional costs. These may include cost to recruit and train a replacement, and unproductive time that was lost.
Hiring Cost Infographic
The infographic shows a detailed breakout of the costs of hiring new employees. Note the cost of hiring the wrong employee and ways to avoid that mistake.
How Flexicrew Can Help
To sum up, many employers currently face resourcing challenges. Why not discuss yours and optimize your workforce for cost and productivity in today’s work environment. Contact one of our Flexicrew talent acquisition professionals Today!
Tens of millions of people in America lost their jobs and were unemployed because of the Coronavirus pandemic. While the number of unemployed has decreased to some extent recently, the labor market conditions keep changing. With the number of Covid-19 infections in many industry sectors, states still increasing, it will take some time for the economy to stabilize. However, though there may be millions of qualified candidates available, employers cannot afford to make a mistake while hiring a skilled worker, just because the hiring manager or employer requires a talented worker urgently.
“There is no natural mechanism today to match the people being laid off to the available job openings. As a result, the time lag between when people with transferable skillsets are laid off and then hired is too long, winding and unwieldy with an uncertain outcome. The wasted time costs the individual, the nation’s taxpayers, and the national response to this pandemic.” Michael B. Horn in Forbes April 9, 2020
Every company requires some top notch employees so that the business functions smoothly during a recession, and is able to prevent a disastrous decline in revenues or worst case, bankruptcy. Hence the employer should hire enough essential staff.
Currently there are a very large number of unemployed people looking for work, so many employers are finding the process of interviewing them and weeding through them to find a suitable employee a major challenge. All employers find the process of hiring new employees difficult, because if there is a mistake, the business will find that it has the wrong employee. Hence every recruiter should be aware of the mistakes frequently made when they interview job applicants and choose the right candidate for the vacant position in their organization.
Top 5 Errors in Hiring made by Recruiters
Don’t let your recruiters make the common hiring mistakes – especially during a recession. With millions of unemployed workers to choose from the hiring decision is made harder in selecting the right talent. This may be a good time to hire a staffing agency to help you sift through the resumes and candidates and save you lots of time to find the right job-candidate match.
1.Being Narrow Minded
Many organizations are adversely affected by the unconscious biases of the hiring manager or recruiter, resulting in unintentional discrimination. This can result in wrong decisions, resulting in the workforce not being inclusive or diverse. Some hiring managers want all their employees to be similar to them in their backgrounds, their mindset, having similar weaknesses and strengths. However, in this case there will be no diversity in the team. Any problems in the work culture will not be rectified since a person with different strengths is required to do this. Ideally the recruiter should have an impartial attitude and consider the candidate’s qualities which will best match the job vacancy.
It has been observed that staffing agencies are more impartial compared to employers while hiring the right candidate for their clients.
2.Prejudices due to First Impression or Name of Candidate
It is observed that biases based on first impression or candidate’s name can affect recruitment, promotions and mentoring in an organization. Many organizations prefer recruiting their employees from high profile popular schools. They often hire graduates from these schools without checking their skills or abilities personally, which may be a big mistake. Additionally recruiters should also be cautious about judging a job applicant based on the negative or positive impression created initially. It seems silly to state this, but many employees can be major assets even if they are not good looking. Employers should remember that merit matters, they are not running a beauty contest.
3.Unclear Job Profile, Skillset Required
Ideally the recruiter should formulate a questionnaire for testing how capable the job applicant is, and how suitable he is for the vacant position. A pre-structured interview can be used to find out the hidden qualities of each candidate, so that the best applicant is hired. Experts claim placement agencies are quite efficient in finding the best employees for companies, conducting interviews and offering other recruitment related services since that’s their specialty all day, every day.
4.Not Checking Candidates Skills
The recruiter should check if the candidate has completed courses, gotten licenses, certifications or undergone additional training to acquire skills they will require for doing their job efficiently. If the candidate lacks the requisite skills which are required, without some employer-provided training after the employee is recruited, he may not learn everything he requires for doing the work allocated at his job, adversely affecting the new hire’s productivity may suffer for a period of time until he finished training. Thus, with all the candidates newly available, a recruiter or staffing agency should be patient to find the qualified ‘needle-in-the-haystack.’
5.Job Profile Information not Provided to Candidates
The recruiter is expected to inform the candidates applying for a job, about the job profile, including working conditions at the business. The salary structure and work culture should also be discussed with the job applicant, so he,can judge for himself if he is a good fit. Iif he finds that this particular job is not what he is looking for. This will ensure that no effort is wasted, and the person is not dissatisfied later, when he finds out that the job profile, was not what he expected, and he does not have the skills or personality required.
The statistics show that the rate of unemployment among older workers is far less than that of a general workforce. This is because most entrepreneurs and professionals from top managerial positions understand the secret behind hiring an older worker in an organization.
From our general understanding, we are aware that older employees are very talented when it comes to service delivery since they have long term experience compared to young employees.
Hiring them is easy, and it can be a cost-effective way of bringing leadership, maturity, and expertise into an organization. Hiring one older employee into a department can bring a huge positive change in departmental culture and environment.
In this article, we have provided a list of some of the best incentives for adding older employees to your organization.
An older employee is more beneficial to an organization if you want to cut the cost of production by lowering the labor cost. Lots of older employees have their insurance and medical plans from previous employers, along with other benefits and possible income from various other sources. This makes them flexible and more willing to accept less in return for learning, adventure and socialization that comes with delivering their skill and experience to the organization. Older employees are aware of what they are up to in an organization, rather than just collecting paychecks.
As an entrepreneur or manager you should take your time to weigh and balance between turnover and maturity and experience. Hiring young employees to permanent positions could give you less turnover, but they may lack maturity and experience, which can cause a serious deficiency in the performance of your business. While with older employees, you can benefit from long term managerial, technical or functional experience and maturity, which helps to buttress your business operations when it comes to decision making and problem-solving.
2. Budget Flexibility
If an employer has an employment freeze, hiring temporary older employees often comes from a different company budget than hiring permanents that sometimes avoids the company policy restrictions aimed at permanent hires. Older employees are often available at reasonable salary while most youths look for long term paying jobs. When an employee intends to cut expenses of paying more salary or reducing the cost of production by reducing the number of long term employees, the best choice may well be to hire older workers since they are available any time at the offered salary.
3. Positive Attitude
Mature employees are always happy to have a good attitude, and appreciation for their job, while most of the young employees don’t appreciate their jobs, especially their monthly pay and position. You will find that frequently young employees are unhappy, and have negative attitudes toward their jobs.
You can hardly find an older worker with frequent absenteeism from their duties. Older workers are very punctual, and this seems to be given. They can’t wait to be in their workplace on a daily basis.
Older workers are very dedicated and have a better commitment to providing quality work, which in turn results in significant utilization of resources and more savings for an organization.
An older worker can take their time in finding common petty mistakes such as pricing or accounting errors that could lead to high production cost and correct them using relevant measures.
6. Little or No Training Necessary
Having an older employer can be a very great benefit to an organization. This is because they are mature in job skills following long term training attended and experience gained. With them, you don’t need to spend much in training since many of them have developed an expertise and can be of help to an organization when you need to train young employees ‘how it is done.’ Older employees are able to handle various projects and assignments from previous experience. For them, they don’t require many rules and regulations to get the work done since they are well informed of the guidelines.
7. Possess Superior Customer Service Skills
As an employer, you should learn that an older person who has experience working with different companies has gained more experience in etiquette. Most of the older workers possess a high standard of etiquette. Most clients are people of their age, and so they understand one another better. This is the reason why they should be given a chance to face clients. Many older clients are not working just for money, but they are there to interact with more people as they give them the services they want. They are interested in making and nurturing good relationships between the organization and the potential clients.
Older workers can be hired when the need for a specific project arises, and released after the completion of the project. This helps employers cut some cost of hiring new permanent employees, with additional costs like insurance, among other salary add-ons—hiring temporary older workers generally requires an employer to pay only salary with little or no benefits.
9. They Often Have Better People Skills
Older people have encountered different people with diverse characters and behavior during their previous experiences. With this in mind, they cannot be surprised upon meeting people of different behaviors since they are aware of various ways to deal with them. They happen to have good communication skills, even when solving critical issues. Being part of diverse industries for a very long time, they know what to say and how to handle issues during corporate meetings.
These people understand more about handling young employees and making sure that they provide them with relevant skills and business ethics. More so, older employees understand more about issues outside the business, such as politics or culture. They are able to solve problems that link business towards political issues and are able to explain more about the reasons why these factors relate to the workplace.
10. More Eager to Learn New Skills
Older workers seem to believe that learning continues throughout life, and that is what made them join an organization for work instead of having a rest to enjoy their retirement benefits. These people are eager to learn new things; that is the reason why they also strive for more knowledge and skill than younger people.
Need Help Hiring Older Workers?
If you look to hire older, more mature workers for your organization, Flexicrew can help. If you have other particular hiring needs, contact us Today!
Every business project will succeed or fall short for many possible reasons. But the core factors for long term success will include the following elements.
The people who are directly responsible for driving the project.
Managers and other personnel who choose the project staff.
How much support the project and key drivers receive from upper-level management.
Of course there are additional influences that will be known and unknown. But for now, let’s talk about critical points for staffing your next business project.
Create guidelines containing the best criteria for selecting program staff. There are several important ways your business will benefit from this task. First, everyone will be afforded the best chance to succeed. You will have the best people assigned to the project. Secondly, your business will benefit because the long term gains can be profitable for years to come.
Level of Motivation
You will find some people who will be more motivated and passionate about the project. However, assessing motivation levels can be subjective. In a sense, this is similar to hiring employees, yet the difference here is the people are known entities. Project candidates have a track record in your business, and this can be a useful resource.
Individual understanding and expectations
This point relies heavily on the quality of communication between management and individuals. The former has the responsibility to clearly communicate the project information to include scope, purpose, and individual responsibilities. There needs to be a give and take so each party knows the other understands what is on the table.
Identify key players
You know how important leadership is for all facets of your business. A project is much like a microcosm of your business and major organizational components. There needs to be a single leader for a project who is capable and proven. As a side note, you may want to find a balance if there are multiple individuals with strong leadership qualities. It is normal to have conflicts and even clashes between such individuals.
Sometimes you never know where a terrific idea will come from. That’s why projects need to have an element of open dialog and communications. You also want team members who are skilled and confident about sharing their professional opinions and ideas. Feedback processes need to be in place with established guidelines for use.
Internal bickering, clashes, agendas, and differences can bring a project to its knees. It is likely that you have witnessed this effect in your business career. Preventing this can be a challenge depending on the project staff you are considering. Successfully negotiating these waters requires strong leadership from the top. The bottom line is your project team members have to be professional and mature by focusing on the project and business goals.
In conclusion, one of the most influential success factors is receiving and maintaining the buy-in from company stakeholders. Your project and the staff may be making great inroads and progress. But they need critical support from your business, organization, and key management figures.
If you want to quickly hire quality employees who will generate long-term success – with less work on your part – Call Flexicrew or visit one of our branches Today.
Almost two-thirds had problems with their hiring procedure
About half have miscalculated just how difficult hiring would be
Why is that?
A major factor in hiring struggles seems to be that many businesses don’t have internal personnel to do recruiting. Because of that, the hiring process defaults to senior executives, or even the business owner. But their time and attention is already fully engaged in other management responsibilities. Because of competing demands, hiring often gets put off. It doesn’t appear to be as urgent as other fire drills.
Running a team or company short-handed leads to productivity loss, and burnout – then eventually resentment and turnover. To finally solve this situation, a company often makes an impatient, quick hire – often the wrong person.
When organizations don’t take time to properly background check or thoroughly evaluate applicants, the likely outcome is the wrong hire. In one survey about 80% indicated their business had made a bad hire. Based on Glassdoor research, it’s even worse. 95 percent of employers surveyed disclosed they make hiring errors each year by recruiting the wrong employees.
It’s difficult to stay patient when you need help urgently. But you don’t want to hurry so much that you make a bad choice. This will force you back to the beginning to restart the entire process, thus wasting even more time.
Consequences of a Bad Hire
And bad hires produce multiple problems for employers:
Wasted time recruiting and training workers who eventually do not succeed
increased stress on the team that worked with the bad hire
the company’s image gets tarnished
lost confidence in managers’ ability to make good hiring decisions
Business Hiring Challenges Timeline
But what does it take to fix these challenges and how long will it take the firm to restore workplace stability? When you’ve hired the wrong person for the job, you can start to get a sense for this fairly soon – within 1-2 months.
But that’s just the first part of a four-month marathon. Here’s an estimated timeline to fix a bad hiring decision:
Recognition of bad hire 4 weeks
Assess and terminate worker 9 weeks
Recruit and hire new employee 5 weeks
That means about 18 weeks of added uneasiness for the staff, lower productivity and potentially damaged client interactions.
Hidden Business Hiring Challenges Uncovered
Unfortunately, hiring managers often make the same mistakes when they restart the process. When they start over, frequently they simply post the same outdated job description online and then expecting the ideal candidate to materialize “out of the blue.”
And even when a candidate emerges, they check references and screen resumes using the same inadequate methods. They assign the same interviewers who made the hiring mistake in the first place.
Also, they may again fail to observe applicants’ soft skills. On balance, insufficient soft skills account for more than one-third of bad hiring mistakes. Circumstances like a poor culture fit or personality conflicts often are the cause of bad hires. Soft skills like leadership, communication and organization are increasingly important in today’s recruitment climate. However, many hiring managers don’t yet realize this.
And in this tight job market, the chances of hiring success with an out-of-date recruitment process are slim.
Think of the hiring process in its entirety. Then you can grasp on your own the complexity of recruiting for the right worker.
The Strength of a Staffing Agency
More and more businesses have overcome hiring challenges by selecting a staffing agency. It helped them get the quality hire they need for the job. An agency can recruit and have the candidate go through orientation and ‘hit the ground’ running faster. And better still, it allowed the employer to focus on the demands of managing their business.
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:
1. Increase contingent workers to minimize the talent shortage
If a business experiences a skills shortage, hiring contingent employees can help close the gap. Following the increased availability that contingent workers now offer, they can work in any environment and deliver according to their areas of expertise. The strategy has more cost effective benefits and can be done within a relatively small budget. These flexible workers can quickly fill a talent shortage.
2. Partner with schools to mitigate the talent shortage
The growing skill and talent shortage has made it necessary for organizations to partner with schools to find workers. In some cases this has enabled employers to get tailor-made skills specific for a company. The partnership satisfies the skills mix the talent shortage has left undeveloped and accommodates just what the employer may demand. It will also open the door for skills transfer and industry experience through internship which may result in better distribution and retention of skills.
3. Frequent recruitment strategy re-evaluation
The talent gap can be minimized by re-evaluating how the interviewers or staffing agency conducts the recruitment. Necessary changes are important to ensure that inefficient recruiting efforts don’t slow down or diminish the company operation.
The move will ensure that you put in place the right practices and employ the most competent workers to overcome a talent shortage. This will also see growth encouraged among employees – better working relationship and satisfaction. Putting better techniques into effect when conducting employee recruitment will lead to getting more of the right skills.
4. Diversify workforce skills and cross-train to bridge the talent gap
Cross training most employees on basic job duties may lead to effectiveness when it comes to work delivery. In the same manner employers need to realign all the potential skills that are already in the company to ensure the employee skills are being optimized.
This will give more freedom to employees to try out what they understand best in different ways. It can easily broaden and improve their skills.
5. Invest in employee training to close the talent shortage
The foundation of any organization is basically the services offered and the skills used to deliver them. You can bridge any talent shortage by encouraging internal and external training. By putting employee training as an important activity, more talented people are likely to join your company and remain as they gain skills and perform better.
The list can even be longer than 5 employment tactics. Consider other steps employers can take to reduce their skills and talent shortage. When focusing on the talent gap, improve your recruiting to avoid making it a growing problem within your company.
Several of these 5 employment tactics will sacrifice some short-term productivity, but will yield longer term solutions. Research shows today’s recruiting difficulties will not be going away over the next 2-3 years.
Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.
Good job descriptions perform several important functions
They are especially useful if they are carefully written, maintained and used.
They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions. They reflect the skills and experience job candidates must have. They are also useful as a basis for performance appraisals.
Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.
Then, let’s define some important parts. For instance:
Goals of the job
Hours/shifts, overtime and weekend work
Organization reporting relationships/hierarchy
General duties including descriptions of significant activities
Position duties which make up the main part of the job’s actions
Background including experience, education, licenses, credentials, training, and necessary tech skills
Harsh states such as: contact with severe temps, prolonged standing, heavy lifting, major overtime, etc.
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!
There are so many reasons why you may want to hire temporary staff. All businesses experience a range of changing conditions such as cyclic production demands. There are also efficiency gains with using a staffing agency to handle all aspects of temporary staff. However, your business has to be aware of just how much the temporary staff industry has changed. This is very much in your best interest to minimize risks.
Let’s review some of the ‘myths’ surrounding hiring temporary staff. These ‘myths’ are generally accurate. And it pays to understand them and to play by the rules to better protect your company
MYTH #1 – Your temporary staff workers are completely screened and are the best possible fit
Staffing agencies should determine each candidate’s level of motivation, work ethic and general attitudes. This can be done with a focus on your industry and what your business requires.
Staffing agencies should perform required criminal and general background checks. Also, staffing agencies can avoid future problems by ensuring each candidate has access to reliable transportation. This rule may be ignored if the candidate lives close-by or public transportation is available.
But even though the agency may use all the tools at their disposal, they sometimes may miss the mark on a cultural or quality fit because they just can’t know all the in’s and out’s of your day to day business.
MYTH #2 – Your company will never be held liable because the staffing agency assumes complete responsibility
Are you familiar with the term, ‘employer of record?’ Who carries this designation can make all the difference. Almost since the beginning, temporary staffing agencies were considered the employer of record. In addition, these agencies naturally carried the burden of responsibility in many areas.
But recent legal cases in US courts have found both the staffing agency and the client employer “Co-employers” . Make sure you speak with your staffing agency if you have any specific concerns about being the employer of record.
MYTH #3 – All temporary staff are properly trained and skilled for the positions they are filling
Staffing agencies require job descriptions before they can begin recruiting for any position. The recruiters need to understand the job requirements and skill levels for their employees to be successful. If possible, the agency will test for specific skills so that the best possible candidates are sent to the client.
Staffing agencies cannot test or guarantee every skill level – this is an impossibility. They can trust, and verify – and the client should do the same before putting the new employee to work using a piece of equipment or machinery.
MYTH #4 – You can be sure all staffing agencies send you temporary staff eligible to work in the US
The legal requirement for all US businesses is to only employ workers who are legally eligible for employment. But, there have been criminal prosecutions against agencies that provide illegal workers to clients.
Therefore, confirm that your staffing agency uses the E-Verify system to prevent hiring ineligible temporary staff. You can further increase peace of mind by receiving verification in writing.
MYTH #5 – Temporary staffing can never stain your business reputation
Unfortunately, your business can suffer from negative feedback through no fault of your own. This could arise if the temporary staffing agency treats their employees unfairly.
There are two major points here.
First, temporary staff often associate your business with the staffing agency. So the blame and bad press will extend to you. Second, social media and local word of mouth advertising are powerful and universal. Never assume that anything significant will remain under the rug.
The moral of the story is “buyer beware.”
Here are American Staffing Association tips to choose and work with the best staffing agency for your organization. Look into and observe staffing agencies before selecting one. That can save you time and money, give you peace of mind and result in a lasting business relationship.
Choosing the Temporary Staff and Temporary Staffing Agency You Need
Evaluate your interaction with different staffing agency managers and recruiters
Note your impressions
Understand how the staffing agency recruits and retains its temporary staff
Ask about their method of screening and testing the workforce
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?
Your Managers Don’t Have Necessary Interviewing Skills
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:
Prepare before the interview
Knowledge about the job
Training and experience
Know appropriate questions to ask
Ability to recognize uniqueness
Don’t make the interview about the interviewer
Since not every hiring manager is an experienced interviewer, your managers should bone up on some techniques and tips to help avoid hiring using gut instinct.
You Don’t Pay EnoughAttention to Candidates’ Fit
There’s a good deal of attention paid to a candidate’s fit with company culture. Of course, you need to find someone who will be a good fit with your current team and your overall organization’s culture. Someone who shares your beliefs, values and attitudes. However, remember your goal is hiring capable employees, not necessarily the most pleasant. Your hiring managers’ role is to select not only the most qualified, but also the best-suited candidate.
Organization Lacks SufficientJobStructure
There is a difference between a stiff work environment from the old days and a completely unrestrictive one without rules. It seems many workplaces have gone over to a too-relaxed environment.
Even if you wish to use a loose organization, it’s important that your new employees have some structure surrounding their position or you will have a failed hire on your hands. Order and consistency are fundamental for any business.
There are a many advantages from a structured and efficient work environment that can’t be ignored.
The trend toward a casual style of work environment has been established to increase motivation and worker productivity. And it has worked.
But, regardless of the level of job structure that if each hire has a clear set of goals it will minimize worker stress and has the capability to increase productivity.
Not Providing the Right Training
Employees bounce so frequently job to job, and technology changes so rapidly, that you need to always be training hires.
Training and career development are among the top factors employees use to rank a job’s attractiveness or as a place to work. About half of employees indicate a firm’s training make them more likely to stay.
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.