Avoid 5 Hiring Mistakes Employers Make

Introduction

Many firms are looking to improve their recruiting strategies this year to assemble the best employee team.  The best way to do so is avoid 5 hiring mistakes employers make.

Avoid hiring mistakes employers make

How about your organization?  Are you failing to hire the right candidates?

Avoid hiring mistakes employers make

In the future of work, hiring strategies must change and evolve to meet fluctuating job markets. Elements like an employee’s personality and its fit with company culture have become more important now than ever before.

 Why Employers Fail to Hire the Right People

To learn more about and avoid 5 hiring mistakes employers make when choosing candidates, keep reading.

Avoid these mistakes and make sure you’re hiring the right people with this helpful guide.  

Common hiring mistakes employers make

1. Using Out-of-Date Hiring Processes

As an employer, you realize that evolving your company to meet modern needs is a must for success. The same goes for your hiring processes. Many times, companies use an outdated job posting, interview and selection process that isn’t effective any longer when it comes to filling positions with the right worker.  

 Inclusion and Diversity

Inclusion and diversity hiring practices

Be more inclusive in your hiring practices.  Strive for diversity to attract an untapped audience.  That segment of your candidate pool, such as contingent workers, wouldn’t have been identified utilizing traditional interview methods.  Yet they can be a an effective piece of your workforce puzzle. Modifying your interview process to unearth the right candidates is mandatory for employers that judge they are not hiring successfully. While some may feel that there was a large supply of candidates looking for jobs, today’s market is more competitive.  

There are a few things a company can do to change up its hiring approach to see the full range of potential candidates and find the best worker for the job. Expanding your candidate pool by having a gender and race-diverse pipeline in place is a good starting point. Involving employees in the hiring process is another good approach to discover the right candidate to fit the job and the company culture. Assuredly, your workforce should now include direct permanent employees, and temporary workers. Your hiring strategies must address both types of workers.  

2. Hiring for Skills but Ignoring Personality and Cultural fit

It’s true a candidate’s background, skills and experience are certainly important hiring factors.  Yet, some companies hire the wrong employees because they give insufficient consideration to a candidate’s attitude and personality. Undoubtedly, skills and knowledge are insufficient if a hire can’t effectively organize and use them. If a new-hire doesn’t fit in with your company culture or does not value teamwork, it’s likely that they won’t be a valuable addition to your workforce.  

It’s true you can train employees on certain tasks and skills.  However, it’s not as easy to train soft skills and traits like interpersonal skills, enthusiasm, and work ethic. You must to assure yourself that potential hires are motivated and willing to be coached. You want to look for soft skills, such as interpersonal conduct and communication and emotional maturity and stability.  

Hiring employees for their personality and attitude as well as their hard skills is a great way to find the best person for the position and your company culture.  

3. Unrealistic Expectations about Candidates

Avoid Hiring mistakes employers make unrealistic candidate expectations

Some employers may be missing out on really good candidates if they have unrealistic expectations for who should fill certain roles. If an employer works too hard to find the “perfect” candidate, they risk running through their applicant pool without finding the “it.” Don’t look for a “perfect” candidate.  Instead, give more weight to a candidate’s strengths rather than their weaknesses.  The result?  You’ll find talent that can turn into terrific assets to your company in the long run.  

4. Problem Job Postings

At any time you may have a variety of positions you are trying to fill.  There is one thing your various job listings and descriptions have in common.  Your postings operate as a promotional tool that you use to attract potential applicants. To attract talented candidates, be certain to define the benefits to applicants.  Or, what’s in it for them. You want to include these benefits while also avoiding cookie cutter, generic, job descriptions.  

You want your job descriptions to make obvious the activities and responsibilities of the role.  Also describe what requirements job seekers must have to be eligible. Your listing must avoid hiring mistakes employers make which is to set the qualifications too high.  A common one is to require a college degree when a high school grad can satisfy the requirements.

This will avoid wasting your time and that of applicants.  But it can also help you find candidates with the specific education, experience, and ability for the role.

Subsequently, make sure you make it easy for potential candidates to apply to your job postings.  Building appropriate online reputation and presence can help you attract talented candidates as well. You want to make sure candidates are aware of your company, and that you have available positions so they can find them and apply. One of the hiring mistakes employers make is not to stand out from others hiring for the same positions and why yours would be a better fit..  

5. Ignoring Instinctive Impressions of Candidates

In the interview process, it’s important that both hiring managers and HR pay attention to their gut feelings and intuition about candidates. Make sure you are paying attention to the impression you get from candidates as well as considering qualitative information. 

Before interviewing candidates, figure out what kind of intangible qualities you would like the final hire to possess.  Figure out simple ways to test or ask candidates questions to decide if they have those qualities. Closely observe a candidate’s answers and demeanor.  That can help you get an idea of their persona and how they would benefit your team.  

The Future of Hiring

Hiring for Future of Work and get the right talent

To make sure you are hiring the the right workers for your company, avoid 5 hiring mistakes employers make often. In a study by Pega.com 78% of business leaders expect technology will change the way we work over the next two years.  Therefore, changes in the future of work means that companies and employees will have to adapt.  Subsequently, the hiring process must necessarily evolve. Employers therefore must balance between recruiting for experience, skills, and personality to find someone who will fit into their company culture seamlessly.  

Flexicrew Can Help You Avoid 5 Hiring Mistakes Employers Make

Need to hire quality talent rapidly? Get started with Flexicrew today to recruit permanent or temporary workers who can fill your company’s important positions in no time at all.  We certainly will help you avoid 5 hiring mistakes employers make.

 

Flexicrew Onsite Recruitment Manager Benefits

What is an Onsite Recruitment Manager and how can your Business Benefit?  

Onsite Recruitment Manager

The Flexicrew onsite recruitment manager program looks different for every client company. It might consist of simply checking in employees and getting them assigned to lines at the start of each shift. But it could be as extensive as a full time on-site representative.  He or she would be responsible for all staffing, timekeeping and disciplinary actions. The extent of the program is determined by your company’s individual situation.  Furthermore, it is customized to your requirements starting with a thorough workforce plan and analysis.  Why should you have your permanent professional staff spend time and money managing temporary employees? Flexicrew Staffing can do it for you more efficiently at with less expense.

Thorough, Comprehensive Hiring Program

Has the pandemic, remote work and ‘The Great Resignation” affected your workforce negatively?  Has your productivity been thrown into a hit-or-miss proposition?  Or even chaos?  Does your organization need a more thorough, comprehensive hiring program?  Is it more than you are willing and/or able manage?

Initially, the Flexicrew on-site program begins with a 3-part workforce investigation.  That provides a baseline to understand your company’s needs. In addition, we gather information from your key internal staff members. Then, Flexicrew designs a hiring program matching your requirements and workplace culture. Our key is understanding your issues, how your company operates and then building a solid partnership program.

  Benefits of an Onsite Recruitment Manager

Following are some benefits clients with on site programs have experienced:

  • Increase in productivity.
  • Decrease in staffing costs.
  • Improvement in shift starting times.
  • Flexibility to meet unexpected client demands.
  • Reduced turnover.

”Working with Flexicrew has been great. The service department is like none other that we have worked with. Response time and customer support are outstanding. These guys will keep you up and running.”  – Current onsite client

FAQ

Onsite recruitment manager brings many benefits to an employer

Onsite Recruitment Manager Definition

What exactly is an on-site management program?

Our onsite program helps you manage your supplemental workforce requirements or supports your staff with hiring needs. Unfortunately, burnout and resignations are rampant in HR due to the pandemic.  Our onsite managers could substitute for the dwindling supply of HR recruiters.  He maintains a steady stream of additional quality temporary workers.  The program could simply assist you in coordinating incremental workers at the beginning of a shift. Conversely, it could be more extensive. For example, a full time coordinator(s) handling an entire talent recruitment platform.  It’s really up to you.

Equipment and Location

Who supplies the facility space and equipment?

In some situations our client company supplies work space.  However, in smaller programs Flexicrew could manage the temporary associates in the break room  Or in some other location the client designates. The onsite recruitment manager program may necessitate full-time onsite representative(s) at the facility. In that case, Flexicrew would provide computers and other supplies. But either way, we will collaborate with you on the optimum arrangement.

Rationale for Outsourcing talent Recruitment and Retention

Why use an onsite management program rather than just hiring employees myself?

  • Your supervisors have more time to concentrate on their core business activities
  • Reduced turnover due to our screening process
  • increase in production rates
  • Flexibility since we can ramp up or down very quickly
  • Save money by not having to keep staff on in downtimes
Onsite Manager Program Greater Efficiency
  • On average, overtime spend is up to 20% less
  • Temporary worker retention is about 30% higher
  • Time to fill temporary positions is up to 50% quicker
  • Onsite staffing manager’s presence drives associates’ engagement and performance
Higher Safety Standards
  • OSHA-compliant hazard assessments and weekly safety prevention inspections
  • OSHA-compliant new hire orientation and safety incentive programs for temporary staff
  • Employer-Agency coordinated OSHA 300/301 Log Data
Onsite Manager Risk Management and Compliance Enforcement
  • Compliance with State and Federal employment law
  • EEO compliance
  • Wage and hour compliance
  • Compliance  with Worker’s compensation and employment eligibility
Payment Terms for Onsite Recruitment Manager

Do we pay for the onsite recruitment manager?

In general, clients are billed for the associates Flexicrew places, either on an hourly rate or a direct-hire fee.  That is dependent on our agreement. The onsite recruitment manager is part of the program and as a standard is not directly charged to you.

Flexicrew Hiring Program

What are your hiring challenges?

Flexicrew onsite recruitment manager model is different from traditional staffing.  It allows the onsite recruiter to focus solely on one client. The recruiter immerses him or herself within the employer’s team and culture.  He or she becomes an expert on the client brand, mission and processes. Are you searching for an onsite recruitment manager. Desire a staffing partner who can tailor a solution to the nuances of your business? Then  we should talk. We look forward to helping you grow your business!

Return Employees to Work with Remote Work and Virtual Hiring

The Great Resignation

Many employers struggle to return employees to work. The scarcity of workers was dubbed, “The Great Resignation.” The number of workers quitting their jobs has increased rapidly in the last year. Since the economy has rebounded, the number of jobs available has increased, so the competition for these workers has also expanded.

The Great Resignation requires a robust hiring strategy to return employees to work

Virtual Hiring

Platforms for hiring workers virtually have shown a significant difference in the companies which changed and included these virtual fairs for hiring new workers. Virtual hiring is far more effective, efficient and expanding rapidly. It’s no wonder so many workers favor this option, since it provides them more flexibility.

By using virtual hiring, companies can impress potential candidates. Job searchers will easily recognize that these employers are more innovative than other employers competing for talent and keeping up with the newest technology.  This employer positioning will return employees to work.  This applies to previous employees coming back or new workers onboarding with new employers.

virtual job fair to get employees back to work

Online Job Fairs

Virtual fairs are more comprehensive compared to Zoom video interviews. At online job fairs, hiring companies provide information about their company hiring, and the job vacancies available.  Also candidates can meet the local recruiters. By offering remote jobs and using virtual hiring also indicates that the company has a long term vision. It shows they are sincere they are serious about returning is not just reacting to the social distancing restrictions due to the COVID-19 pandemic.

Remote Workers

The pandemic proved that productivity of remote workers is similar to office workers or even better. So many workers are not in a hurry to return to workplace given the convenience of working from home. The many benefits of working remotely include a major reduction in time spent commuting, meal, travel expenses, and reduced childcare. And this will affect the decision which work direction the candidate will take. Workers consider the different options available, and often they want flexibility more than other benefits which companies earlier used to attract competent workers. Balancing work and life has become even more important to workers, so hiring and working virtually have helped greatly.  This shows that certain employers are serious about their business and their people and recognize they must be open to new ways of balancing work-life.

Work Incentivesreturn employees to work with new incentives

Employers who are competing for qualified workers are offering bonuses, have increased wages, and offered pumped-up benefits. While these measures help to some extent.

Companies which offer remote work and allow recruiters to meet workers online, are getting better results. Companies should review their hiring strategy since the workforce is evolving. Organizations who find it difficult to find suitable workers should review the salary and bonuses offered, flexibility in remote hiring and remote work options to check if they are competitive. Companies who do not have a provision for remote hiring and do not have a remote workforce will struggle to fill out the workforce and some employers may struggle for survival.

Employer – Employee Balance Shifting

While just a scant few years ago the employers possessed the power and had more options while choosing the workers. On the other hand, in the last two years, the remote  workers are becoming more choosy.  And these conditions are not likely to change in future. Before the pandemic started, some of these changes were being predicted.  However, the pandemic has greatly accelerated the pace at which organizations are adopting these hiring strategy changes. In many cases, the adoption of virtual hiring has been accelerated by 3 to 5 years.

Employer - employee balance

Future Hiring Strategy

If your company has adopted these virtual hiring methods already, it will be far easier to attract and hire well qualified workers in future.  This will help companies fill positions rapidly and grow the business faster.
Companies who think that virtual hiring is only a fad which will soon end, should realize that they are mistaken. But, some rigid organizations will continue using only traditional recruitment methods.  Unfortunately, they will often lose the best qualified talent for their available  jobs. It is time to use virtual hiring and hiring platforms can help organizations of all sizes do so.

Flexicrew Staffing Strategies

Flexicrew is at the forefront of changes in the staffing and recruiting fields.  We can work with companies and their candidates to find a balance of changes and benefits to build a motivated, engaged workforce.  Call Today for a complimentary consultation.

 

Staffing America’s Essential Services that Staffing Agencies Provide During Pandemic

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.

staffing agencies essential services

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.”

Richard Wahlquist.
President and Chief Executive Officer.
American Staffing Association.

Flexicrew Support

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.

The Cost of Hiring New Employees in Manufacturing (Infographic)

Average Cost of Hiring a New Employee

in a study by the National Association of Colleges and Employers, hiring an employee in a company with 0-500 people costs an average of $7,645.   Another study by the Society for Human Resource Management (SHRM) states that the average cost to hire an employee is $4,129.  And it takes around 42 days to fill a position.

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:

  • advertising costs
  • in-house recruiters’ salaries
  • third-party recruiter fees
  • travel expenses
  • 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.

Cost of Hiring New Employees | Recruiterbox.

 

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!

How to Hire the Right Employee in a Downturn – Are Your Recruiters Making these 5 Mistakes?

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.

jobs collage

Challenge

“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.

Avoid These Mistakes

Be sure you limit your hiring mistakes and get the right employee, connect with a Flexicrew recruiting specialist Now!

10 Good Reasons to Hire Older Workers

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.older worker

In this article, we have provided a list of some of the best incentives for adding older employees to your organization.

So, go ahead and consider these 10 good reasons to hire older workers:

1. Reduced Labor Costs

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.

4. Punctuality

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.

5. Commitment/Dedicationolder worker

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.

8. Flexibility

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!

 

How To Staff Your Project For Long Term Success

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.

Communication qualities

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.

Teamwork

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.

Wrap-up

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.

Business Hiring Challenges Solved by a Staffing Agency

Businesses have their eyes on growth in 2019 but often business hiring challenges hinder expansion.

If a company wants to grow, it requires quality workers for the right jobs. And they’re hard to recruit in this tight job market.Hire the right people sign

Business Hiring Challenges

Multiple studies over the past several years indicate many businesses have had to deal with major challenges in recruiting and hiring those quality workers:

  • Vast majority admit to hiring a poor choice
  • 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.

Bad Hires

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
  • lost business
  • decreased productivity
  • 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
  • TOTAL 18 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.

Flexicrew to the Rescue

In a November 2018 Best of Staffing survey by Inavero, respondents reported success from partnering with Flexicrew Staffing agency. This has been the case in 6 of the past 7 years.

When employing with a reliable staffing partner, business owners are able to:

  • Reach more candidates
  • Receive a satisfaction guarantee for every employee
  • Maintain productivity of their team
  • Save time and resources of current staff
  • Add a standardized, professional employment process

Need hiring and recruiting help? Contact Flexicrew. We’ve been finding quality employees for businesses like yours since 2008.

Talent Shortage? 5 Ways Employers Fight Back

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.

illustration of talent shor skills and job demandstage and the gap betwee
Growing talent shortage
and how to fight back

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.