How to hire the right employee – 5 familiar mistakes

How to hire the right employee – are you making these mistakes?

How to Hire the Right Employee

Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.

 

If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.

 

5 Familiar Hiring Mistakes – How an Employment Agency can help hire the right employee

 

Narrow-minded in hiring

Some employers want all their employees to be alike or just like them, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.

 

Judging by candidate’s education, name or appearance

Many employers show a preference for a specific educational institution and like to hire graduates from these organizations without properly checking their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.

 

Vague idea of demands of the position

The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate, so that the best one can be hired. The services offered by staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.

 

Not checking skills of the candidates

The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do. Calling past employers to verify stated skills is also important.

 

Incomplete explanation of job duties to candidates

It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. The work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him.   That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.

Flexicrew Staffing has the expert know-how and resources to help you hire the right employee that you might not find on your own. Let us assist you in finding the right person for your small or mid-size business. Call us TODAY!

 

“Funny thing, employment. If you keep doing it, you keep getting paid.”

― N.K. Jemisin, The Kingdom of Gods

5 Lessons Baseball Can Teach Your Recruiters and HR Staff

In October every year millions tune in to Major League Baseball as the playoffs begin. Many – maybe someone in your family – have been a fan since grammar school, so they’re filled with excitement.  Everything reminds us recruiters of baseball!

Recruiters & HR managers can learn 5 baseball lessons to score with hiring

We at Flexicrew find that baseball can teach business supervisors, HR managers and recruiters how to win at their jobs.

Baseball teams labored 6-months for 162 games, through a whole season to make it to the playoffs.  Now, coaches have the fear if their top talent will perform now at crunch time. Hiring managers can feel  a scary sensation (it’s almost Halloween) parallel to these teams’ coaches.

All they have accomplished over a lengthy period of time can be spoiled by one key hire gone wrong. A recruiter understands that pressure also – spending time becoming acquainted with the client’s open position requirements, reviewing resumes, interviewing candidates and then…one false step anywhere in the process can ruin the expected hiring outcome.

Want to prepare your workforce for the big leagues? It may be simpler than you think.  It’s because baseball can teach business hiring managers several useful lessons.

Reflecting on this connection between hiring and baseball, here are some short lessons to take into account during the MLB playoffs.

  1. Hiring – Team Flexibility Is Essential

Sometimes in hiring, the ‘high-flyer’ candidates don’t automatically yield the best outcome. Like in baseball, there is a reason in business organizations are called ‘team.’ And the most successful teams combine skills to achieve the best outcomes.

The new hire must be good, but team flexibility is crucial.

It takes more to win than just the most gifted individuals. The business team, like the baseball team must be talented and versatile over a variety of areas and conditions.

Team chemistry trumps all!

  1. The Tide Turns

This season, the Cleveland Indians represent a vivid story for hiring. After losing a total of 55 games Even if you fall short 55 times, (as Cleveland lost that many games) sooner or later you will break the streak and when you do, it can be exhilarating. Cleveland then went on to set a record for consecutive wins in a season with 22 straight!  Were they exhilarated!!  It’s easy to give up as a recruiter – the job can be discouraging and, in some cases, downright overwhelming. When a recruiter’s placement falls-through, or an employer’s new hire fails to deliver, or you simply have an off day, remember the Indians and remember you can’t be great if you don’t keep going to bat.

  1. There’s Always an Opportunity to Contribute

There’s always an opportunity to contribute in baseball.  A player can strike out on his first three at bats or make three errors in the field, yet still hit the game-winning homerun in the bottom of the ninth-inning.

The same goes for working. For your new temp workers their first three attempts at learning a complex process may not turn out the way you want, but that doesn’t mean the temporary staffer can’t practice, and with your coaching, improve his skill at the task.

  1. Hire for Fit as Well as for Skill, Capability, and Smarts

Every MLB team employs scouts in all major league cities.  There is a ton of effort that goes into evaluating players – both minor leaguers as well as big leaguers from other teams.

Baseball teams want to select quality players who give performance and will also fit with their teammates.

Some research points out that in business, the majority of newbies hired into new roles leave within a year.  The primary reason is fit, or the job wasn’t as expected, or the organization wasn’t as expected.  Fit is critical in a tight talent market.  There is little room for error.  The disruption of a bad hiring decision is costly for the organization and for the individual.  A key is making sure the job people actually get when they join and the job you sold them in the interview process is the same.  Making sure they are the best talent for the work you need done, helps everybody win.

  1. Know your capabilities

The stud pitchers in the majors have a variety of pitches for every batter and pitch count. They have a go-to pitch which they feel confident will be a strike in every situation – for every batter.

Similarly, an HR manager or a recruiter needs to know how to shine in every phase of recruiting/hiring. It’s like a baseball game with both strategy and timing and recruiters and HR must recognize their capabilities and their drawbacks to achieve their goals.

The best way to know and enhance your HR capabilities is to practice them consistently until you are at the top of your game.

The key to maintaining your momentum is experience.

So, if you pay attention to those 5 lessons baseball can teach your recruiters and HR staff, then

 your team will score game after game.

Want a heavy hitter to ‘go-to-bat’ for you with staffing, please give Flexicrew Staffing a call.

If you bite off more work than you can chew, let Flexicrew pinch hit for you with temps around the holidays and the year-end rush.

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Disaster Response Teams READY! Apply now!

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.

http://jobs.flexicrew.com/jb/Debris-Monitors-Jobs-in-Atlanta-GA/3855927

 

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

http://jobs.flexicrew.com/jb/Hurricane-Harvey-Clean-Up-Response-Jobs-in-Lafayette-LA/3831810

 

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

http://jobs.flexicrew.com/jb/40-Hour-HAZWOPER-Technicians-Jobs-in-Mobile-AL/3831812

5 Steps That Will Help You Change Careers

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.
time for change

 

 

 

  1. Start by researching the marketplace to identify expanding industries. Search the Labor Department’s Occupational Outlook Handbook, job boards and the business press to see what’s areas are most in demand.

 

  1. 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.

 

  1. 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.

 

  1. 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.

 

  1. 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.

8 easy ways to ACE an interview

Got an interview coming up? Let us boil it down to several subtle ways  you can shine during the interview:woman job interview

 

  1. Be punctual. If you’re running late, call the recruiter to let him or her know. That is better than just nonchalantly showing up late, looking like you disrespect that person’s time (and ultimately yours, too).

 

There’s no reason why you should not be punctual, though. Leave plenty of time, and try to arrive at least 10 minutes early. The worst that can happen is you get stuck in traffic and end up arriving on time or a bit early.

 

  1. Be courteous. Now that you’ve arrived in the lobby with time to spare, let’s say you’re sitting there for fifteen…twenty…even thirty minutes. Don’t look miffed. The worst thing you can do is look annoyed. Yes, your time is a commodity, and so is theirs. How many times have you had important meetings on your calendar, only to get pulled in several directions?

 

Remind yourself that their tardiness is no reflection on lack of interest of you as a candidate. They’re doing their best, so the best thing you can do is shrug it off when they’re late to greet you and start the interview process. It’s technically no big deal.

 

  1. Be nice to everyone you meet. This goes without saying. From the very first conversation you have with a recruiter, to the courtesies with the receptionist, to the friendly banter in an elevator – all eyes are on you.

 

Yes, if you’re rude to the receptionist or anyone else for that matter, it will get back to the recruiter. And when two candidates with nearly identical résumés need to be evaluated, you can bet any rudeness in the lobby or elevator will make its way to the boardroom.

 

  1. Make small talk. This is particularly important if your interview involves a meal. School yourself on current events and popular movies and books to keep the conversation going. Be sure to steer clear from controversy, too.

 

Sometimes we’re so immersed in technology and the job search process that we forget to be ourselves. This is your chance to shine! Talk about a hobby or favorite vacation spot. Give them every reason to like you.

 

Most candidates overlook this part of interview prep, and it’s one of the most important pieces to ace!

 

  1. Ask questions. A common pet peeve of interviewers is when candidates don’t ask any questions. Really? You don’t have one single question about the role, the company, the future of the role or anything else? There’s no excuse. It’s OK to repeat questions or ask them in a slightly different way to different interviewers. Plus, as conversations develop within the interviews themselves, you may be curious about certain aspects of the role or company.

 

This is your opportunity to interview employers the same way they’re evaluating you. Go ahead and ask questions! Does a new project mean there will be additional travel in the role? Why is the job open? How long has he or she worked there? If you’re at a loss, ask about the interviewer’s career. You can’t go wrong.

 

  1. Send a thank-you note or email. This is a must! Again, when there are countless qualified candidates vying for the same role, every detail counts. It’s not unlike losing weight – sure the overall goal may be a smaller number on the scale, but replacing potato chips with crunchy celery will do a body good. The same applies here in that every move matters. Your thank-you note can be succinct, but it also must be error-free!

 

  1. Don’t pester. When the interview comes to a close, pay close attention to the timing, and remind yourself it’s not on your clock. (If that was the case, you would have been hired a few months ago!) Most offers and salaries need to get a few levels of approval, so take a deep breath. Ask about next steps, where they are in wrapping up interviews and when you can expect to hear back. Yes, you should be diligent in following up, but please don’t be that guy or gal who emails every single morning for a status update.

 

  1. Be a tactful negotiator. Sometimes offers get reneged due to how the candidate behaved during the negotiation process. Hold your ground, but remain professional at all times. Hiring managers often wonder if the candidate operates this way right now, how will he or she operate in front of clients?

 

So go out there, and with these few tips up your sleeve, you’ll be HIRED in no time!

Back-to-School Charitable Giving Event

back to school kidsFlexicrew employees enjoy volunteering and supporting our area communities and schools.  This month we had the privilege of partnering with Exterran Holdings, Inc. and participating in the 2014 Brittmore Back-to-School Charitable Giving Eve…nt.  This event benefits less-fortunate K-5th grade students at Bear Creek Elementary School in the Katy Independent School District in Euless, Texas.  Our donation will help supply students with backpacks and grade-appropriate school supplies.  It is our goal to help encourage and support the future successes of tomorrow’s workforce.

Hurricane Preparedness Week – Be Ready

 
When a natural disaster does strike, Flexicrew has a team that can help with the aftermath. Call us for any Environmental Techs that you might need.

 

Flexicrew also offers OSHA  Hazmat/Hazwopper training.

 

 GET READY!

Hurricanes are strong storms that can be life-threatening as well as cause serious property-threatening hazards such as flooding, storm surge, high winds and tornadoes. Preparation is the best protection against the dangers of a hurricane. Know the difference between the threat levels and plan accordingly. Know the difference between watches & warnings.

 

Hurricane Watch is issued when hurricane conditions are a threat within 48 hours. Review your hurricane plans. Get ready to act if a warning is issued, and stay informed.

 

Hurricane Warning is issued when hurricane conditions are expected within 36 hours. Complete your storm preparations and leave the area if directed to do so by authorities. Follow these tips to make sure you and your  family are prepared to stay safe during and after a hurricane.

 

PREPARE

 

  • Listen to a NOAA Weather Radio for critical information from the National Weather Service (NWS).
  • Check your disaster supplies. Replace or restock as needed.
  • Bring in anything that can be picked up by the wind (bicycles, lawn furniture).
  • Close your windows, doors and hurricane shutters. If you do not have hurricane shutters, close and board up all windows and doors with plywood.
  • Turn your refrigerator and freezer to the coldest setting. Keep them closed as much as possible so that food will last longer if the power goes out.
  • Turn off propane tank.
  • Unplug small appliances.
  • Fill your car’s gas tank.
  • Create a hurricane evacuation plan with members of your household. Planning and practicing your evacuation plan minimizes confusion and fear during the event.
  • Find out about your community’s hurricane response plan. Plan routes to local shelters, register family members with special medical needs and make plans for your pets to be cared for.
  • Obey evacuation orders. Avoid flooded roads and washed out bridges.

 

SUPPLIES

 

  • Water—at least a 3-day supply; one gallon per person per day
  • Food—at least a 3-day supply of non-perishable, easy-to-prepare food
  • Flashlight
  • Battery-powered or hand-crank radio (NOAA Weather Radio, if possible)
  • Extra batteries
  • First aid kit
  • Medications (7-day supply) and medical items (hearing aids with extra batteries, glasses, contact lenses, syringes, etc.)
  • Multi-purpose tool
  • Sanitation and personal hygiene items
  • Copies of personal documents (medication list and pertinent medical information, proof of address, deed/lease to home, passports, birth certificates, insurance policies)
  • Cell phone with chargers
  • Family and emergency contact information
  • Extra cash
  • Emergency blanket
  • Map(s) of the area
  • Baby supplies (bottles, formula, baby food, diapers)
  • Pet supplies (collar, leash, ID, food, carrier, bowl)
  • Tools/supplies for securing your home
  • Extra set of car keys and house keys
  • Extra clothing, hat and sturdy shoes
  • Rain gear
  • Insect repellent and sunscreen
  • Camera for photos of damage (Insurance Purposes)

 

WHAT TO DO AFTER A HURRICANE

 

  • Continue listening to a NOAA Weather Radio or the local news for the latest updates.
  • Stay alert for extended rainfall and subsequent flooding even after the hurricane or tropical storm has ended.
  • If you evacuated, return home only when officials say it is safe.
  • Drive only if necessary and avoid flooded roads and washed out bridges.
  • Keep away from loose or dangling power lines and report them immediately to the power company.
  • Stay out of any building that has water around it.
  • Inspect your home for damage. Take pictures of damage, both of the building and its contents, for insurance purposes.
  • Use flashlights in the dark. Do NOT use candles.
  • Avoid drinking or preparing food with tap water until you are sure it’s not contaminated.
  • Check refrigerated food for spoilage. If in doubt, throw it out.
  • Wear protective clothing and be cautious when cleaning up to avoid injury.
  • Watch animals closely and keep them under your direct control.
  • Use the telephone only for emergency calls.

 

Hurricane Ivan flooding, Asheville, NC - September 2004/Leif Skoogfors, FEMA

 

Rash hiring decisions – how much can they cost you?

bad_hireIt happens: You have a position that needs to be filled right away, so you hire quickly so that the job gets done. After spending time (and money) hiring, training, and paying this new employee, you realize…this just isn’t going to work. They’re not the worst employee, but their performance is no more than “ok.” What next? And how do you avoid making the same mistake in the future?

Making these rash hiring decisions can cost you big – think almost a cool million $ big.  In fact, hiring a mid-level manager for 2.5 years, terminating, and replacing that person, what with costs of onboarding, compensation, severance packages, and other factors can cost around $840,000, according to recruiter Jorgen Sundberg (via inc.com).

The cost of hiring a mediocre employee comes in various forms. As pointed out, there’s the monetary cost of hiring, training, firing, and replacing someone. Consider as well that these employees tend to need more time and training in attempts to get them to improve. And “average” work will filter through the rest of your business…and to others who work with you. You don’t want to lessen your competitive status or mar your corporate image by keeping employees who bring you down.

If you feel you have employees that don’t quite meet your expectations, you can help them improve through training, mentoring, and regular performance meetings and benchmarks. This may well help an average employee rise to the challenge, especially if you make your objectives specific, measurable, and concrete. To cut off the problem before it begins, start by making your job description thorough: Make it a written record of exactly what you’re looking for with regard to experience, qualifications, and job duties/requirements. You can then use the latter as benchmarks for the employee to follow.

 

Why we hire bad employees

 

 

 

 

Remove the candidates who don’t meet your standards — bearing in mind that someone who doesn’t have the exact set of skills you’re looking for but has qualified transferrable skills can fit the bill as well. Perform phone interviews with qualified applicants and finally, do in-person interviews with the final candidates, using that job description as a screening tool. Remember to utilize staffing agencies to help streamline the process for finding quality candidates.

The time and money you take to hire the “right” employee versus an “acceptable” one is absolutely worth the cost because a quality employee will give you a superior long-term investment.

To work with a recruiter to find these employees, reach out to the experienced staffing team at Flexicrew for more information.  www.flexicrew.com

NATIONAL SAFETY MONTH – JUNE

June is National Safety Month and we want to see our employees working safely on the jobsite and of course show it off on our Facebook page. As our recruiters conduct random site audits and jobsite visits, we’re going to be snapping a quick picture of one employee or a small groups who are working safely.

Photos will be judged by a committee. Contest will last from June 1- June 30 and winners will be announced July 7th.

1st PLACE:$25 Gift Card-Contract Employee(s) in Photo Flexicrew Employees

2nd PLACE: $20 Gift Card-Contract Employee(s) in Photo

3rd PLACE: $10 Gift Card-Contract Employee(s) in Photo

Employee Referral Program

We’re excited to announce that we’re rolling out a brand new Employee Referral Program.

Refer a friend to Flexicrew and make sure they tell us who sent them.  After they work for 90 days, just give us a call and you’re qualified to receive a $25 gift card. It’s that easy.

So start referring today!

$25 Referral Brochure