Ask our Flexpert any job description questions to get it right.
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.
Key components
Then, let’s define some important parts. For instance:
Job title
Goals of the job
Pay rates
Hours/shifts, overtime and weekend work
Exempt/non-exempt status
Employee benefits
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.
Summing up
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!
Halloween was my second favorite holiday, just behind Christmas.
Each year I’d chart out the neighborhoods and plan where I would trick-or-treat. With a few years of experience under my belt, I knew which houses passed out the best candy.
My friends and I moved in a pack because it was more fun, but mostly for protection from the bigger kids who would try to steal our candy.
The key for us was to visit the most houses so we could to fill the biggest bag of candy. That gave us better odds of getting candy that we liked. Because for every 6 Starbursts I received (not my favorite) I also got a Snickers (yum). I just hated those stale popcorn balls that were supposed to be ‘healthier.’ Whose idea was that anyway?
That’s just the beginning of a recruiting strategy
In retrospect, I was using good recruiting strategies in search of maximum ‘good’ candies. My strategy to maximize the amount of ‘good’ candy is similar to the goal of recruiters to uncover and hire ‘good’ qualified candidates.
But that’s just the beginning of the recruiting strategy. Here are a number of parallels that you can use in your recruitment strategy…
Wider range, more candy
My primary Halloween strategy was to reach the greatest number of houses possible. Then I would go where I knew the houses gave ‘good’ candy. Also, this meant not wasting time walking to neighborhoods with few houses or didn’t give out candy. The only restriction was our time curfew and/or how inclement the weather was while we were trick-or-treating.
In recruiting, the goals are the same. You want to use as many ‘good’ sources as possible to get as many qualified candidates as possible – the ones that give the best candidates.
In order to do this, you must look at your past successes and failures in recruiting, analyze which recruitment methods worked or didn’t, then decide what route is best for your team. Our restrictions may still be time. Maybe you’re on a tight deadline. But the primary concern is usually money – the hiring budget. You need to decide where is the best place to spend those dollars.
Combing through your Halloween bag
One of the most fun times during the night was seeing what kind of candy I received. I’d empty my bag (always an old pillow case) and review what I had, sorting the good candy from the candy I wouldn’t eat. I would put the candy I liked back in my bag for later and then I’d try to trade with friends for candy more to my taste.
Once you have collected a quantity of candidates from your recruiting efforts, start screening through resumes & candidates. Much like splitting the candy, you need your recruiting team to sort candidates into qualified and unqualified for the position. You want to collect as many qualified candidates as possible to give you a candidate pool with more alternatives and choice.
Don’t forget to look out for candidates whose qualifications don’t fit the position you are recruiting for but may fit another position that needs to be filled.
Making the candy hang in there
After returning home with all my candy, I tried to make it last as long as possible. I squirreled away my candy in the pantry and when my friends had run out after Halloween, I still was hanging in with candy for snacks.
Similarly, you should keep in touch with the ‘good’ candidates that your efforts have dug up. Don’t abandon any. All qualified candidates should be interviewed for the current position and also placed into your database for consideration for future assignments. Some ‘good’ candidates just aren’t right for the current spot, but may be perfect for a future position.
Just like a kid on Halloween, you need to make sure you are able to optimize the amount of candy or candidates you get from your efforts. If you use the best recruiting techniques and effectively screen the candidates you have found, you may just have sweet success!
Business is always changing. Flexicrew supports you as your business strategy and recruiting challenges evolve – so you always stay ahead.
If you would like to discuss our strategic recruiting programs, please contact us – we are a treat to deal with.
Do you believe you have to go to a haunted house to get spooked this Halloween?
Think again – some bosses don’t even have to leave work to get their fill of fright with some of their full-time or temporary workers!
We at Flexicrew have a soft spot for employers and HR people who have had to deal with temporary workers who were rude, reckless and willing to break the rules. Some employers have even caught temporary workers breaking the law while in the workplace – Frightening!
Does your company employ Temporary Workers like any of these Halloween Creatures?
Some employers think their workplace is scary because their workers act like these famous Halloween creatures.
Do you employ any of these scary temporary workers?
The Wolf Man: fine one minute, howling the next
The Invisible Man: never around when you need him
Casper the Friendly Ghost: eager to help, but often misunderstood
Dracula: constantly sucking the life right out of you and everyone around him
Wicked Witch of the West: always acting conniving and sending out minions to do his/her dirty work
The Mummy: slow-moving and has an ancient thought process
Grim Reaper: constantly delivers bad news and inspires fear among workers
Frankenstein: green with envy what assignments or hours others are getting
In addition to spooky personalities, some scary temporary workers actually have a fear of:
Heavy workload
Tight deadlines
Hours worked
Taking direction from their boss or supervisor
Arriving at work on-time
Sitting through meetings
Performance reviews
Now that’s scary…
So, if any of these employees make you tremble, please call Flexicrew Staffing to knock out spooky risks and send you temporary workers who will give you peace of mind!
Flexicrew team members are anxious to help in any way we can with local disaster response, clean up and recovery work. We are on call with screened and qualified employees –
Hazmat
Hazwopper Technicians
Drivers
General Labor
And more….
LOCAL STORM CLEAN UP WORK! We are hiring debris monitors for the Greater Atlanta Area. Responsible for estimating & recording debris amounts and distributing tickets to truck drivers. Temporary position working 7 days a week 12-14 hours per day.
Must have own vehicle, proof of insurance, pass drug screen & background check.
Flexicrew is ramping up for Hurricane Harvey clean up/response. Now hiring for the following positions: 40 Hour HAZWOPER technicians, General Labor, Class A CDL w/Tanker & HAZMAT Endorsement. If you have already applied with us and are available to work please email your name, what position you’re applying for and your contact information to lafayette@flexicrew.com
Flexicrew is ramping up for Hurricane Harvey clean up/response in Texas & Louisiana. If you have already applied with us and are available to work please email your name, what position you’re applying for, and your contact information to mobile@flexicrew.com
Yes…March Madness has arrived with excitement and upsets.
POP QUIZ: How does March Madness Parallel Flexicrew’s mission?
We started kicking around that March Madness – filling out brackets and picking winners – parallels what we do at Flexicrew to build your workforce every day.
For March Madness, fans look at a wide number of teams, review their records and decide among them which they will advance in their brackets to the Sweet Sixteen. Likewise, Flexicrew reviews the resumes of possible candidates, screens them against several criteria, and decides which candidates should move forward in the recruiting process.
Finally, the March Madness Championship Game takes place where the two best teams play each other head-to-head and one of them wins. Similarly, Flexicrew often compares two finalists in detail against each other and recommends to you our favorite candidate that we believe should get offered the job.
Like a perceptive team coach, Flexicrew recruiters search for and recruit good talent just the way a team needs to fill out various positions.
At the end of the day, whether it’s a basketball team or a work team, it’s all about picking capable people, having a winning attitude and how you play the game!
Flexicrew hopes to team up with you to provide winners. Look forward to a small gift coming your way in a few days to remind you of how Flexicrew can help YOU be the CHAMPION!
Flexicrew is looking for talented, motivated people to add to our NEW OFFICE IN FOLEY, AL.
We opened our doors in 2008 and have grown into a $35mm company with 12+ branches supporting the southeast region. We have BIG GOALS and BIG DREAMS! If you want to be a part of an environment where YOUR VOICE IS HEARD, then you’ve found your STAFFING FAMILY.
Recruiter / Account Manager Job Summary
Responsible for communicating with clients, sales managers, associates and others to identify, screen, interview, present and hire qualified candidates for temporary and temp-to-hire positions.
Summary of essential job functions
Develop recruiting strategies building applicant sources by researching and contacting community services, colleges, employment agencies, etc.
Determine applicant requirements by studying job description and job qualifications.
Attract applicants by placing job advertisements; using newsgroups and job sites.
Evaluate candidates strengths compared to clients requirements by: evaluating, screening and interviewing the candidate.
Arranges interviews with clients by coordinating schedules.
Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
Manage contract employees while on assignment. Assess and investigate contractor related problems, and administer performance counseling, coaching and disciplinary measures when necessary.
Communicate effectively with others in order to create a productive and diverse environment.
Maintain relationships with customers and business contacts gaining industry knowledge, and obtain referrals and sales leads.
Requirements
Bachelor’s Degree with a minimum of 2 years recruiting experience; or an equivalent industry experience.
Experience with Microsoft Word and MS Outlook; recruiting industry software experience preferred.
Have a desire to learn and advance in a fast paced sales environment, and be capable of regularly using good judgment and discretion to accomplish goals and work requirements.
You recently graduated. You’ve prepared your resume and sent it to various hiring managers. Your resume is great and the cover letter clearly states why you are the best candidate for the job. You get an interview call. You get there well-dressed and on-time. You make eye contact with your interviewer, communicate effectively, and answer most questions with confidence. You get hired. Why? Probably because you’ve displayed the skills the employer desired.
However, these skills do not come easy for many graduates, skills which they failed to learn in their probably very expensive education.
What skills are sought by the employers?
In a recent GMAT survey nearly 600 employers were asked about the skills they look for when hiring new business graduates. The following statement by a technical recruiter sums up the response, “Communications, teamwork, and interpersonal skills are critical—everything we do involves working with other people.”
The following prioritized set of skills and abilities are the most desirable:
Working in a team
Making decisions and solve problems (tie)
Communicating verbally inside and outside an organization
Planning, organizing and prioritizing work
Retrieving and processing information
Analyzing quantitative data
Job specific technical knowledge
Proficient with computer software programs
Creating and/or editing written reports
Persuading and influencing others
What makes it difficult for the employers to recruit talent?
According to a 2015 Talent Search global survey by recruiting firm ManpowerGroup, including 41,700 employers in 42 countries, one in three employers said that there just aren’t enough applicants. But other major reasons are related to the available applicant’s skills and abilities.
For example, 34% of them said that the candidates lack the required technical competencies (industry-specific professional qualifications and industry-specific skilled trades’ certifications).
In addition, 22% hiring managers cited that lack of experience is behind talent shortages and
17% report soft skills deficits (particularly lack of professionalism, enthusiasm, motivation and a learning mindset).
Possible solutions?
The single most critical factor in bridging the technical and soft skills gap is improving the quality of “hands-on” education. The students need more real life experiences, project based learning, internships, co-op programs. They will then get to confront, discuss, and solve real world issues/problems.
Business leaders must communicate what skills are desirable, offer tools and resources, and collaborate with educators/institutions to showcase and demonstrate the ‘teamwork and communication’ they expect of their potential new hires.
Changing careers takes focus and commitment. To be successful, you’ll need to develop short-term, intermediate and long-term goals, and decide on the steps you’ll need to accomplish them. Once you do that, it will be a lot easier to take the plunge into a new line of work.
Next, take assessment tests to discover your hidden talents and jobs that fit them. Leading tests include the Myers-Briggs Type Indicator, Strong Interest Inventory and Campbell Interest & Skill Survey. Also, ask individuals you know personally and professionally for their insight into occupations that might be a strong fit for your background and skills.
Once you’ve decided on a new path, do some online research and networking to determine the skills you’ll need to qualify for jobs that interest you. If you lack key credentials, consider signing up for volunteer work enrolling in classes to bridge the gap.
Next, revamp your résumé to highlight skills and experiences that are most relevant to your desired new line of work. A professional career coach may be able to help.
When applying for jobs, craft cover letters that will help employers understand why you’re looking to change careers and how you can add value. Similarly, prepare for interviews by crafting 30-second introduction that sums up what you can do for employers.
Flexicrew has an IMMEDIATE need for 40 hr HazWoper Technicians.
• Technicians must be willing to travel and stay out of town for long periods of time
• Must pass drug screen
• Pay for Technicians will be around $12-14 an hour plus per diem
• Hotel and transportation will be provided
