5 Steps to Control Recruitment Expense after Pandemic

Welcome to the first day of Autumn!

Employee wages and employment recruitment expense are a large chunk of any organization’s overall costs. During and post-pandemic it will be money well spent when employers start to vie for talent again to have an excellent, fast recruiting process either in-house or with outside support. However not every organization will have the resources to spend much for recruitment. Controlling talent acquisition expenses is not something that HR recruitment specialists are really faced with often.

Elements of recruitment costs

But maybe in the current climate your management has instituted across-the-board budget cutbacks which might linger when your business reopens or even after the pandemic.

Recruitment Expense Control

Below are 5 ways a talent recruitment professional can use to tamp down recruitment expense without impairing the talent pipeline.

1.Accurately Calculate Your Recruitment Costs

You must establish what your company’s  actual recruitment cost is before you can decide which elements to reduce or eliminate or remain the same. Include both direct and indirect costs when calculating your recruitment costs.

Examples of some direct costs include:

  • turnover
  • HR administration
  • job board fees
  • agency and advertising budgets
  • onboarding budget
  • processing costs

Examples of indirect costs can include:

  • loss of business while the job is unfilled
  • turnover (yes, this shows up both places)
  • additional training costs
  • reduced productivity while the job remains vacant
  • burnout of other workers who pick up the slack

It is important that you keep records – not just the recruitment costs but also what value recruitment brings to your firm. Consider your processes – their effectiveness, their duration, their use of personnel, their weaknesses and their return-for-effort expended:

  • interviewing costs
  • travel expense
  • time to review resumes
  • communicate with multiple applicants
  • conduct formal interviews
  • discuss candidates with peers
  • determine who will make the best fit
2. When Surrounded by Alligators, Don’t Decide to Drain the Swamp

Putting an entirely new hiring method or new recruiting software into operation will save time and money longer term, but a system-wide change should only be made if yours is truly not functional. The time and costs of a completely different method will be high before savings begin to show up.  Plus, new procedures require training and lead to some unexpected errors during the learning curve.   Rather, plan to modify your recruiting approach to revamp the most time-consuming components.

Hiring managers need to collaborate with HR recruiters  and help create a more consistent, less labor-intensive and faster-moving approach. You want to optimize the hiring process so more candidates accept your offers. Part of improving the recruiting process has the recruiter and hiring manager form  the basis of an offer early-on that becomes suitably persuasive to  the candidate.

3. Employee Referral Programs

Studies consistently show that employee referrals improve quality-of-hire and retention rates while lowering hiring costs. Yet, they are still underutilized.

“Employee referrals have proven success,” said Amber Hyatt, SHRM-SCP, vice president of product marketing for SilkRoad. “Employee referrals have excellent conversion rates from interview-to-hire, as well as typically longer tenure with the organization. Recruiting teams are very aware of the benefits of leveraging employee referral programs to cost-effectively recruit, speed the time-to-hire and secure top talent to fill hard-to-fill positions.”

Furthermore, “I find most organizations spend the least amount of money marketing and automating their referral program than any other single source they have,” said Tim Sackett, SHRM-SCP, president of HRU Technical Resources. “Yet, it’s their No. 1 source and their No. 1 quality-of-hire source.”

For employers looking to hire, especially while the pandemic still challenges, and particularly those needing to fill critical roles, employee referral programs are demonstrating real potential. By leveraging the influence of trusted friends and colleagues, talent recruiters can increase their odds of making a successful hire.

If you are just starting an employee referral program, it may not be necessary to offer financial incentives because in these difficult times people will naturally respond out of good will  or out of concern for a laid-off friend or family member.

4. Compress Time-To-Hire (TTH)

If you minimize the time it takes to hire, that will lower your cost-per-hire. Attention to time-to-hire could also result in an improved experience for the candidate. Way to do this are for the recruiter and hiring manager  to agree on the job description and advertisement before publishing, to pay attention to newer recruiting technologies, to combine first and assessment round interviews into one, and to have direct managers engage earlier in the recruiting process.

5. Reporting Automation

Reporting is essential for several reasons. First, it takes time away from your recruiters’ time that could be allotted to higher priority activities. Try reporting systems that lower administrative burden for those whose time would be better spent in interviewing. While this step does not lower hard costs, it does optimize the activities of your in-house resources. But you should budget for a productivity loss while transitioning your team to reporting automation from current more manual techniques.

Think about automating:

  • post-application messaging
  • nurturing workflows
  • social messaging
  • FAQs
  • automated help desk messages
Summary

Richard Fairbank, CEO at Capital One Financial Corp. is a billionaire and renowned businessperson.  He is an expert at using a combination of information technology and testing.  His recruiting comments are, “At most companies, people spend 2% of their time recruiting and 75% managing their recruiting mistakes.”  It’s likely that your HR department and operations supervisors do not reflect that quote, but you need to realize that more executives are paying attention to recruiting, its cost and value.

The question then is what are you doing to optimize your firm’s recruiting process to make certain you are keeping recruiting expenses down while adding value?

By using recruitment cost containment steps like those listed above, you will not only save your company money but produce additional efficiencies and usefulness within your recruiting function.  Or maybe even save your organization in these perilous times.

Recruiting Help

Flexicrew can help you quickly recruit the types of workers which will fit well in your organization while helping you contain recruitment costs.  Give us a call today to get prepared.

 

How a Staffing Agency Can Help During Recession

The U.S. economy is quite weak and no one seems to be able to accurately forecast when it will rebound.  Of course, the economy is tied to the pandemic, so who knows when a cure will be discovered and how long after the financial ecosystem will return to normal – if ever.

Businesses would like to find out what is the best way to deal with an extended recession. One way is by changing their recruitment strategy, knowing how the job market is likely to change. It is also necessary to plan to deal with the recession, while continuing hiring top rated talent.Staffing-Agency-Help-During-Recession

 

Reviewing Recruitment

Most business owners review the workers they require regularly and are aware of how many employees have to be hired and the expenses involved. To deal with the recession, it is important to be even more careful while hiring and accurately determine staff required at present and in future under different scenarios – positive and negative. This implies that a plan for talent acquisition should be created, which is based on the forecast for the business for the next few years.

It is important to understand how required staff will change during a longer recession. It is important to know which positions are crucial for the business, so that the budget can be adjusted without affecting essential staff. Businesses should also become more creative in finding new ways to fill the vacancies, like hiring a staffing agency to help with recruitment or promoting existing members of the team. In addition to reducing expenses, the results of the team are likely to improve since promoted employees are more engaged and productive.

Predicting Changes in the Job Market

At present the job market is fairly confusing and there may be major changes if economic conditions worsen further. If job security reduces, employees are less likely to resign from their current job and opt for new unknown opportunities. As a possible template, the SHRM study of the 2008 recession highlighted some of main findings for businesses. It is important to have enough staff, while ensuring that the morale and engagement of these employees is high. Though 55% of the businesses indicated that they had reduced their employee count to cut costs, yet 76% also had invested resources for training their teams to increase the productivity and skills. While reducing expenses is essential during a recession, that should be combined with policies for increasing employee retention and satisfaction in the long term.

Recruitment Strategy during Recession

A business should decide the skills, experience and profile of the employees who are essential, even if the staffing budget has reduced due to the recession. After this the business should finalize its strategy for recruitment. It is advisable to decide the most important positions for the organization, and other positions which may be filled, if the budget is sufficient. This will help ensure that the business hires only the most essential employees first, and the company can reduce its expenses, without adversely affecting business targets.

Single Staffing Agency for Efficiency and Budget Control

When the essential positions are finalized, the business should try to optimize the process of hiring so that expenses are reduced. One way is to use a single staffing agency for all the recruitment activities instead of using multiple staffing firms. The business can negotiate a better deal with the staffing agency to reduce expenses. After this a timetable for implementing the strategy should be finalized, so that the recession affect is alleviate for the business. Being unprepared for a recession leads to reduced profits. Hence it is important to plan ahead to protect the morale of the employees and the company, so that the business survives this recession.

Improve Your Recruiting Strategy with the Help of Flexicrew Staffing

Want to improve your recruiting strategy even further? Call Flexicrew to help create and implement your recruiting strategy to help you attract top talent as long as this recession lingers.

3 Key Reasons Recruiters Should Use Digital Interviews

Since the number of Coronavirus cases in the United States continues to increase, Human resources (HR) departments in employers are reducing personal interviews due to the social distancing norms which are still in-place in many industries.

The talent acquisition staff is opting to use digital platforms to interact with candidates applying for jobs and the use of digital solutions has increased significantly in the last six months. Surveys indicate that personal interaction with candidates is adversely affected by social distancing for 41% of the businesses, and 58% of the organizations claim that virtual interviews are used to alleviate the difficulty.

Although Flexicrew still utilizes some personal interaction, they are most often for drug screening and testing. Nevertheless we strongly encourage job applicants to interact with our recruitment staff digitally.

Benefits of Digital Interviews

3 important tips for organizations planning to conduct digital interviews for recruitment are discussed below:

 digital recruiting

Digital Interviews While Working From Home

The HR staff has to spend some time coordinating for scheduling in-person interviews but they help to understand the candidate and get to meet team members. Digital interviews can make the process easier since the HR and operations team members and candidates can connect from their homes to hold face to face interviews.

Additionally these online job interviews also offer more flexibility for the HR staff and job applicants. Scheduling problems and travel delays associated with personal interviews are eliminated by conducting digital interviews. Additionally more candidates can be interviewed digitally even beyond normal working hours.

Face-To-Face Interaction with Job Candidates 

HR staff can choose from a wide range of digital interview tools for conducting live and on-demand interviews for direct interaction with the candidates based on the company profile. In on-demand interviews, the candidate records answers to questions which have been finalized earlier. Alternately a live interview can be conducted virtually.

Additionally digital interviews are a very easy way to highlight a firm’s uniqueness and personality, allowing the business to record personalized videos which give the candidate relevant information about the company. This could help motivate the candidate so that he is more interested in the available job. Also the video will help to showcase the most interesting aspects of the culture of the company.

Continue Uninterrupted Hiring During the Pandemic

Employers are slowly realizing that virtual work has become the norm, since the number of people infected with Coronavirus continues to increase. Though the changes in the economy due to the Coronavirus epidemic have adversely affected many industry sectors, a large number of companies are also increasing hiring to meet increased demand.

Virtual interviews allow employers to continue hiring since they are cost effective and safe since there is no direct personal contact which could lead to Coronavirus transmission. There is an additional advantage that the business and candidate have more flexibility in choosing the time, duration and format of the interview.

Though it is a challenge for businesses to conform to the social distancing norms, it is possible to avoid infection and keep HR staff healthy without disrupting the work routine. Digital interviews are a very convenient way for businesses to continue hiring new employees, even during the COVID-19 pandemic. These interviews can greatly improve the time required to hire and help your business survive the crisis and deliver great recruiting results along the way.

Support

If your organization is interested in making use of digital interviewing, give Flexicrew a call to find out our experience, some tips we’ve learned and whether digital interviews are suitable for your situation.

The Complete Thanksgiving Recipe for No-Fail Recruiting

Thanksgiving is Thursday, November 22nd in the United States and we’ve created a Thanksgiving recipe for no-fail recruiting.

Most workers have the day off to consume an enormous amount of turkey and all the fixings, watch football and have family squabbles.  Families will uncover family recipes they put away last Thanksgiving. Likewise, we uncovered a “Flexicrew family Thanksgiving recipe” for no-fail recruiting.

There are some similarities between preparing the Thanksgiving dinner and managing the recruitment process.

So let’s review the parts of our Thanksgiving recipe for no-fail recruiting and assign them to your work team.

Ingredients of Thanksgiving Recipe for No-Fail Recruiting

Turkey

Your hiring manager needs to get this menu favorite assigned to him. It’s the centerpiece of the menu. The hiring manager must plan, organize and oversee the recipe i.e. the recruiting steps or the turkey and the hire will be under or over-cooked.

So prepare in advance to get your main dish to the table on time. Ensure your hiring manager has the necessary tools to interview and select the right candidate for the open position.

Stuffing

You must have stuffing for this Thanksgiving meal. Likewise, you need to be stuffing your recruiting pipeline with qualified candidates.  And just like a good turkey stuffing there are a variety of different ingredients you should put into a stuffed recruiting pipeline.

The breading which is the main part of the stuffing, is really like defining a job description. If the bread isn’t any good, the stuffing will be a failure.  If you have an ill-defined position, recruiting won’t work out well.

On the other hand, when you add some seasonings you will find your desired recruit:

  • cilantro & celery (what positions you need to hire, what your competitors are doing, what potential candidates look like, and the salary you’ll need to pay)
  • nuts (performance profile defining the desired results of the job and the key processes to achieve results)
  • basil leaves (help-wanted ads)

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

Mashed Potatoes

Thanksgiving without mashed potatoes makes the meal fall flat. And the same goes for your hiring process. You might even be able to hire without one, but having a hiring process that covers all of the recruitment steps rounds out the “meal.”

Gravy

Gravy can save the meal if you have dry turkey or flavorless potatoes.  Similarly, a recruiting/staffing partner can make up for a hiring manager that is overwhelmed with work or when there’s a sudden need to hire a number of recruits.

The hiring manager, the candidate pipeline and recruiting process don’t proceed very far without something to make it all more tasty. Having a quality external recruiting/staffing partner can be invaluable to your recruitment Thanksgiving table.

Green Bean Casserole

If all your tablemates like fresh, steamed vegetables, it is simple to satisfy expectations. They’re straightforward and easy to cook. Braised green beans offer a lighter, healthier option to balance out a table full of hearty, comfort foods.

Similarly, a well-crafted position description does a lot to meet recruiting expectations. That leads to successful hiring results, employee retention and a positive workplace culture.

If everyone prefers some type of creamy casserole but it ends up as thick globs or like cement, though, that’s different. That’s like an unclear position description which is hard to address. Hiring in that environment is a distasteful situation and retaining staff is impossible.

Cranberry Sauce

Which do you prefer?  Home-made or canned cranberry? It’s a Thanksgiving tradition for families to debate which is better.  In recruiting, do you choose recruit 1 or recruit 2? You might find that you’re having squabbles internally over which candidate to hire that rival family arguments over homemade or canned cranberry sauce.

If your stuffing and mashed potatoes (position you need to hire, job description, what competitors are doing, what potential candidates look like) are first-rate, you’ll have fewer staff disputes over the final candidate, even though there are different opinions.

So decide a few things in advance to simplify recruiting (just like buying ingredients in advance of Thanksgiving Day).  For example: who makes the final decision? Is it the hiring manager only? Or hiring manager with input from the team? Is it hiring manager plus HR? Knowing who the final decision maker is will help settle debates and slice away stress.

Blueberry Pie

Of course, dessert is the pleasant part. You’ve picked a favorite candidate, made an offer that was accepted, and you’re starting the recruit’s onboarding.  Getting to know a team member and launching a new connection can be like dessert – it’s pleasant. It may not always be a piece of cake, but it is as tasty as blueberry or pumpkin or apple pie.

Wrapping up the Thanksgiving Recipe for No-Fail Recruiting

Well that’s our Thanksgiving recipe for no-fail recruiting.  Okay, so some of that was pulling your (turkey) leg. Nevertheless, a successful hire takes some consideration, planning and cooperation just like a great Thanksgiving dinner. If you think about all of the ingredients and overlay them with a bit of humor, you’ll get to dessert and enjoy yourself along the way.

Make the Next Move for No-Fail Recruiting

To keep your business headed in the right direction you can start working with Flexicrew Staffing even before you have an opening to fill. We’ll get to know you, your business and your expectations, then, when a need arises, we’ll be ready to act quickly to meet it. For changes in workforce demand at Thanksgiving or ongoing staffing needs you can count on Flexicrew Staffing for workers with the skills to do the job.

Happy Thanksgiving!

8 Reasons Employers Should Recruit Between Thanksgiving and New Year’s

Why recruit between Thanksgiving and New Year’s

For many businesses, Thanksgiving through New Year’s marks the start of a distinct period of business. They are involved in end-of-year wrap up, planning for next year, performance appraisals, and, contrary to what some think, recruiting.

Yes, recruiting between Thanksgiving and New Year’s!how-to-recruit

Do candidates and employers halt a job search or recruiting between Thanksgiving and New Year’s? Some do, but other companies want to fill spots between Thanksgiving and mid-January. They don’t care to wait until the January to try to fill open positions. But some believe if they have been unable to hire someone by Thanksgiving why knock themselves out – just wait until after January 1.

That sounds like a New Years exercise resolution: I’ll wait ‘till after the holidays to begin exercising since there is no way I can get toned before New Years now.

Why Employers Should Recruit Between Thanksgiving and New Year’s

Despite the view of some employers, there are a bunch of benefits for progressive businesses to keep the recruiting ‘pedal-to-the-metal’ between Thanksgiving and New Year’s:

1. Kicking off a new project in January requires you to have workers in place before starting. Having a ready team in early January before beginning that new project means minimizing lead time for project startup, shorter delays and more effectiveness for your company.

2. Often unemployed tend to push off their job searches until after the end of the year. Consider that people who continue to look during this period to be assertive in their search, show signs of solid work ethic and willingness to work through hard times – both highly desirable traits.

3. Many workers need to make use of their personal days by year end – or lose them. So, taking a day off for an interview could correspond to that need. The candidates you are focused on hiring might be more at ease taking time off when no one expects they are looking for another job.

4. Most large firms complete seasonal hiring by this time and many others don’t trouble themselves recruiting this time of year. This makes the holiday period great for smaller firms to compete for candidates’ interest.

Four More Reasons to Recruit Between Thanksgiving and New Year’s

5. End of year is a time some workers use to consider their career status. This could make them more open-minded for making career or job changes. With the New Year close at hand, many people are open to a ‘new’ beginning.

6. Business becomes a bit sluggish during the year-end period for some organizations. Employed candidates have more flexibility to explore a job switch since they have fewer responsibilities or rush to complete work than other times in the year. This provides those workers more time to investigate new employment.

7. Fewer businesses recruit this time of year. Therefore your open spot will have less competition from other employers and should get more attention from candidates than other periods of the year. Often your position will get noticed by people who are actively looking for a new job and not just waiting to start after January 1st.

8. Some college students finish their studies and graduate now. But obviously the big college recruiting days don’t occur until Spring. Now is an opportunity to find enthusiastic candidates ready to start work immediately with few other employers beginning to compete for their attention.

How to Recruit Between Thanksgiving and New Year’s

Regardless of whether you actually do hire a new employee during the holidays, completing the essential groundwork for the position makes new projects start smoother. Establishing a recruiting strategy, characterizing the open job, developing a profile of the right candidate will help you be successful immediately after New Year. It’s much better to begin the first week of the year arranging interviews instead of trying to decipher who you need to hire right when you are trying to get that new project underway.

Prepare now, even if you don’t get someone started until February or March. There are many positions can take several months to fill.

Partner With an Award-Winning Staffing Agency

If you’re an employer, you only have so much time to dedicate toward recruitment, hiring and interviewing. Let Flexicrew Staffing, a five-time winner of Inavero’s Best of Staffing ® Client Satisfaction Award do the hiring for you. Flexicrew Staffing is ready to bring your company the best employees. Contact us today to start your recruiting engines.

4 Football Plays to Score Your Next Workplace Quarterback

Flexicrew will show you four football plays to help you recruit your next star workplace quarterback.

There are many parallels between a workplace quarterback and a gridiron quarterback.  Football quarterbacks motivate, and drive their team’s results.  In fact, teams often win or lose based on how well their quarterback plays.

In business, your managers are your team quarterbacks.  They require as much careful selection as any first-round draft pick. So, a good manager can motivate the team to achieve to its full capability, while a poor manager can discourage, deflate, and ultimately drive away high performers. In fact, studies report bad managers represent the number one reason people leave their jobs.

Ouch!

So for recruiters, the bottom line is knowing how to scout workplace quarterbacks that have the talent to execute the strategic playbook.

Here are the four plays that will land you a franchise workplace quarterback:

Play #1:  Flexicrew Scouts for a Workplace Quarterback That Will Work Well with his Team in the Huddle

It is really important to hire a manager who coincides with a team’s values.  Since a manager’s role is focused on people-to-people interaction—giving direction, feedback, and constructive criticism—a workplace quarterback really needs to understand:

  • How his team members function
  • Their work values and attitudes
  • Why they accepted their job when they were hired
  • Why they stick with the company.

The manager’s fit with the team culture really impacts his entire work group’s attitude and performance.

Also, remember that a manager will eventually hire others into the company.  Research recognizes that most managers hire people who are a reflection of themselves. If they’re a strong fit culturally they will have a further positive effect on the team.

Flexicrew ranks cultural fit near the top of our recruitment and screening approach.  That improves our success and decreases the chance of a poor fit.

First, we require that our clients write a job description that highlights job culture.  Second, we ensure questions relevant to cultural fit when interviewing for your workplace quarterback.

Employee Referral Program

We suggest you incorporate employee referrals as part of your search process.

Why?

Because current employees have an understanding of your culture and will likely recommend candidates who fit that culture. That improves odds for a win in drafting your workplace quarterback.

Play #2: Go Out Long for a Pass

Football coaches search for franchise quarterbacks like a Tom Brady or Aaron Rodgers.  They want one who ideally will be in the huddle for many years, not just one championship season. Your business likely has the same focus when hiring your workplace quarterbacks. That’s why we take the long view right from the start of the recruiting process. You know the qualities you need in a manager today.  But how will your firm develop? How would a manager’s style and responsibilities have to change as your firm moves forward?

Our professional recruiters and your hiring manager huddle together initially to ensure the job description, interview techniques, and candidate review approach all take a strategic view of the managerial operational role.

Play #3: Scan for Hidden Talent in a Workplace Quarterback

Finding your next star quarterback doesn’t only require scouting external sources. Your company may already have employees with the right managerial skills. For instance, current managers could be looking to switch departments.  Or individual contributors may be waiting to be promoted to their own workplace quarterback position.  Hiring from within has many advantages.  In fact it means expedited onboarding , familiarity with company practices, and internal hires have established relationships with other employees.

Yes, all these drive immediate productivity without having to study a new playbook.

However, internal recruiting requires caution.  You can sometimes make a mistake assuming that a persuasive individual contributor can become an effective manager. The role of an individual versus manager requires entirely different skill sets.  Even though continuing to promote top performers may seem like a natural progression.  Yet, we’ve all heard of the Peter Principle.   That’s why Flexicrew  helps clients evaluate their internal talent to find ‘under-the-radar talent ready for more responsibility.

Play #4: Flexicrew  ‘Reads the Whole Field’ when Recruiting a Workplace Quarterback

Fundamentally, a manager’s responsibility is more about working with others and less about production. Managers need to be ‘people persons’ and help their team solve unforeseen problems. So, that’s why we like to include situational interview questions like: “what would you do if…”.  They can be useful for our recruiters to decide if a job-seeker is a good fit.

Also, we ask candidates how they would react to events they could experience on the job.  We probe for situations your department has tackled previously. Situational questions should help form your judgment of the candidate’s decision-making skills, communication style and common sense.

In addition to questions specific to your company, we ask candidates for examples of how they’ve handled situations in other organizations. A flexible candidate should have sufficient examples in their background.

Our other post will help your recruiting success rate, “The 5 Common Hiring Mistakes to Avoid

Manage your Business and your Budget

For seasonal shifts in demand you can count on Flexicrew Staffing for workers with the skills to do the job. Call on us for:

  • Temporary Assignment Positions – plan ahead to meet your seasonal needs
  • Long-Term Placement Positions – hire without the hassle
  • Temp-To-Perm Positions – try before you buy
  • Direct Hire Positions – select from the best

5 Applied Skills Lacking in Job Candidates

HR professionals increasingly find applied skills lacking in candidates in the current job market.

Every company operates differently but many are beginning to see a common deficiency when hiring candidates. It matters little whether the hiring is done for a senior position or an unskilled post, the screening of candidates increasingly has a common focus.  Employers search for candidates’ ability to work well with others, communicate and think clearly and deliver effectively. Unlike the belief in the past that the job was handled by the most qualified in terms of technical ability, the narrative has now changed. Applied skills are now a must. Whether it’s an internal interviewer or staffing agency, the truth is many organizations still struggle to fill positions.

Why?

A major reason is because they find that many candidates missing key applied skills.

This article shall be focusing on five major applied skills lacking in candidates that cause employers to have difficulty recruiting for their open slots.

1. Work ethic

A good work ethic is the backbone for  successful companies and they encourage this trait for all positions. This explains how the candidate will handle the job and the environment under which they work. It translates how they will relate with colleagues handling the same roles. The focus of an organization is on productivity and stress-free working environment. A negative work ethic detracts from team accord.  This results in low productivity, poor work attendance and a negative atmosphere.

There is no precise definition of “work ethic.”  But it includes: honesty, punctuality, reliability, diligence, agreeableness, and ambition.  In today’s social climate, creating a solid work ethic in those who lack it is quite difficult — and in some cases, impossible.

2. Critical thinking

Most employers seek candidates who will relate well and use their technical skill at work correctly. It shows how someone will respond to change and behave if their role requires more than they know. Critical thinking as a value starts with internal perspective.  Hence one must be ready to observe and be self-disciplined. Training can teach critical thinking to candidates. Mentoring can support them to apply it in work situations. But, self-developed and directed critical thinking is always the best.

3. Leadership

Just like the previous two skills, leadership applied skills are lacking.  But, employers believe in getting candidates who have natural leadership qualities. Workers with leadership skills may easily pass positive traits to co-workers.  They have a lead-by-example approach.  Leadership talent helps them remain more focused. Informal leaders ‘own’ the organization vision and tend to work positively towards meeting it. They have the ability to lead without a work title.  Companies encourage people like that because they make it easy to relate to Management’s goals and to achieve company objectives.

4. Collaboration

This is the spice that makes employees work together as a team and appreciate others’ efforts.   Collaboration really contributes to the performance of an organization. Cooperation becomes easy for team members to share ideas and become more productive.  This factor helps a company offset competition. Factors that will encourage teamwork are very critical and must be adopted by all employees – particularly new hires. This is true whether the team members are co-located or in different locations.

5. Written communications

Sharing information is important in any business not just oral but also written. Digital communication and file sharing has taken over communication in organizations.  It now accounts for more than 60% of communication. This has made written communication a key factor in hiring.  Unfortunately, it’s also one of the applied skills lacking in the workforce. That’s why employers will look first for a candidate who writes well. This will also contribute to smooth work flow since it limits unclear directions which can lead to costly errors.

 Applied skills lacking in new hires

Leading firms have begun education and training to help close the gap on applied skills lacking in new hires.  They also encourage current employees to improve these necessary applied skills. Efforts to build applied skills along with technical skills will help balance and create candidates the employers need today.

Training can improve these missing applied skills. This will enable an employee to learn the needed skills while they work.  This will overlap with adapting to the company culture. Staff members may not consistently use some of these skills over time. So, an organization should set a stable training and learning program for both new and experienced employees to reinforce their skills.

Work With an Award-Winning Staffing Agency

Let Flexicrew Staffing do the hiring for you. Flexicrew is ready to bring your company the best employees. Contact us today to get started on working with one of the superior staffing agencies on the Gulf Coast and Southeast.

4 Tips to Deal with Worker Shortages

Worker Shortages have Employers Scrambling

 

Recent articles mention skilled worker shortages and call attention to the continuing pressures on employers. Established workforce management methods don’t seem to keep up with rising demand and  competition for truly valued skills.

Our U.S. economy has created new jobs annually since 2009. Even so, there are increasing worker shortages. The need for cost control and efficiency will be part of effective recruitment and contingent staffing strategies. Factors including quality of candidates and workforce retention may combine to make firms increase future wages more quickly.

 

Flexicrew continuously studies market trends.  So, we have broad familiarity with worker shortages.  We see that firms who overcome talent and worker shortages deliberately use four successful staffing strategies.

Successful Staffing Strategies for Employee ShortagesMap of U.S. worker shortage by region

  1. Widen the External Candidate Pool:  Forward-thinking employers define their position requirements with a greater degree of flexibility. That frees them to interview candidates that have the right skill-set regardless of employee type.  In some cases this includes waiving college diplomas in favor of comparable experience.
  2. Examine Internal Employees:  Beyond where to recruit and what kind of employee to look for, effective organizations increasingly examine their current employees. That lets them fill positions quickly, minimize risk of a bad hire and manage changing skills demands. This trend is growing particularly as worker shortages continue.  A winning internal employee approach includes training, skills development and cross-functional partnership. Those steps help overcome workforce shortages. Companies get experienced people for higher-value jobs who already fit the culture and understand the company’s approach.
  3. Pay Hike:  Of course there is another approach to worker shortages – offer higher salaries.  Naturally, that has implications for costs and profits and could lead to competitors following suit.
  4. Adapt to Change:  Talented staffing partners offer more than recruiting positions and selecting candidates.  They apply competence, automated processes and technology to manage shifting staffing requirements.

Forces Driving Workforce Change

At the same time, employers need a thorough grasp of the forces driving future workforce changes. That will help guide operations and HR managers stay aware of dynamics shaping  talent management and staffing strategies where worker shortages exist.

At Flexicrew we understand your continuing pressure to produce results even with severe worker shortages.

Also, we understand the requirement for strategic, flexible workforce management approaches. That lets us help employers quickly and effectively obtain contingent and permanent workers.

Call us if you sometimes have trouble finding enough skilled employees.

Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

Ask the Flexpert
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 titleList of The right job description elements
  • 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!

Or ask us to review your firm’s job descriptions.

 

The 5 Myths about Hiring Temporary Staff Workers

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

  • Shop around
  • 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
  • Make sure the company fully understand your needs

Source: American Staffing Association (ASA)