Does Your Future Employer Share Your Values

Importance of Shared Values in the Workplace

Must a potential employer share your values?

The answer is “Yes.”

Many employees are becoming more selective about job offers, thanks to labor shortages and the increase in hybrid work. If you’re part of the Great Resignation or just considering your options, this may be an ideal time to find an employer share your values. Even if you’re currently working, it’s important that your employer share your values.

A cultural fit with your prospective employer has been a standard part of career advice for years. That’s because satisfaction at work usually means thinking about more than your salary. After all, you’re more likely to feel fulfilled if you support your company’s mission and practices.

In fact. more than 9 out of 10 adults are willing to earn less money in order to do meaningful work, according to a report by Harvard Business Review.

Figure out your priorities and use them to plot your career path including the next position you accept.

How to Identify Your Personal Values:

Be authentic. Work values vary greatly from one individual to another. You might yearn for a chance to travel the world while someone else wants more time at home to devote to their family or hobbies. Listen to your heart instead of trying to conform to external expectations.
Make a list. If you search online for core values, you’ll find lots of tools to help you get started. Pick out the words and phrases that resonate with you.
Create categories. On the other hand, you may feel overwhelmed by too many choices. Sort your priorities into similar groups to help organize the process.
Review your experiences. Take some time to reflect on the kinds of situations that energize or drain you. Previous jobs or volunteer work might give you ideas for what you want out of life.
Imagine your dream job. In the real world, any position has some trade-offs. However, visualizing can help you clarify your goals.
Take some tests. Personality tests can be another resource. Take them online or work with an employment coach who may give you more insights into interpreting the results.
Ask for feedback. Input from family, friends, and coworkers can be valuable. Listen with an open mind to discover issues that you may be overlooking or areas where your choices seem out of alignment with your stated values.

How to Find if an Employer Share Your Values in Your Job Search:

There are really three steps in the process of discovering whether your personal values are consistent with the values of potential employers. These will be summarized at the end of the article.

1. Do your research

Take a deep look at any prospective employer. Read press releases and blog posts. Scour news stories to learn about their leadership and community activities. Check websites like Glassdoor to browse through reviews of the new employer from current and former employees.

2. Talk with others

Once you’ve gathered some background information, you can reach out to your network contacts and try to find referrals to anyone familiar with the companies that interest you. That way you can ask pertinent questions and confirm your impressions. That will help avoid wasted time and search effort.

3. Follow social media

Facebook and other platforms let you see what companies say about themselves and the kind of image they want to maintain. You can also gain insights into how they interact with customers and other stakeholders.

4. Broaden your sights

Large firms use PR firms to build a socially responsible image. However, smaller employers can have a positive impact, too. You might find promising opportunities anywhere.

5. Discuss the mission

Use job interviews and other conversations to learn more about a company’s mission statement. Find out how it was developed and how it guides their decision making. For example, how is it communicated to different employees, candidates, suppliers, etc. And how does it tie into employees’ performance evaluations?

Finding an employer shares your values can take some time and thought. However, the results are worth it. Feeling like you belong can make your work life less stressful and more rewarding.

Flexicrew Support

Check out our previous blog post to learn how we support job searchers. Learn how the Flexicrew team can help you find the ideal employer that matches your values and reaches your goals.

Remember to feel certain that an employer shares your values from the get-go takes 3 steps: First, understand your own values; second, inquire about the employer’s values in the interview; and third, make a judgement whether your values match those of the prospective employer.

core values employee engagement employee retention employee satisfaction job search

6 Skills a Warehouse Jobseeker Should Have

A warehouse jobseeker should be aware of the skills employers seek when applying for a job. He will then increase his chances of getting the job offer. In the past year, the importance of warehouse jobs has increased, along with the number of jobs available. The warehouse jobseeker gets an edge over others applying for the same job when he knows in advance what is needed to complete the job. A sharp warehouse jobseeker will highlight these skills on his resume and in an interview.

Six of the most in demand skills for warehouse jobs are:

1.Skilled Communicator:

Every warehouse job wants candidates with good communication skills. Each employee must work with suppliers, co-workers, his supervisor or upper management. A warehouse employee should communicate clearly with all of them using phone, email and face-to-face. Team members receiving the message must get it quickly without misunderstanding.

2. Teamwork:

In addition to communication, teamwork is also necessary. In the warehouse there is a lot of work which workers must do in a short period of time. Therefore, all the team members should complete their portion of work assigned to them on time. So, it is important to get along with other team members in the warehouse and other related departments.

3. Time Management:

Warehouse employees are often given multiple tasks they have to complete the same day or sooner. Employers prefer to hire staff who can prioritize the work assigned to them. This will ensure that the tasks are completed before the specified deadline, so that the orders placed are delivered according to schedule, and the warehouse functions smoothly.

4. Understands Industry Specific Terms:

The warehouse jobseeker should spend some time to become familiar with warehouse specific terms before the interview. Therefore, the employer will be convinced that he is genuinely interested in getting the job. This will also convince the business interviewer, that the warehouse jobseeker will quickly understand his responsibilities and work well with the rest of the team members. Those who have not held a warehouse job, can do some research online to become familiar with the frequently used terms. Doing so, will create the right impression on the employer, making it easier to be offered the job.

5. Technology Knowledgeable:

At present, warehouses use the latest technology to keep detailed records of the stock available and ensure that orders are delivered properly. So even for low level positions, the warehouse employees should have some IT and computer knowledge. Though the job applicant may not be a computer expert, he should be able to understand the features of new software being used. Technical skills become more important for senior positions since new technologies are continually being used. Decision makers and managers expect warehouse jobseekers to keep themselves updated with these latest technologies.

6. Fast, Accurate. Responsive:

Warehouses must deliver orders quickly with tight deadlines. Hence the warehouse jobseeker must complete his work quickly and ensure high quality. So, employers value completing high quality work fast as an important skill in candidates.

To Sum Up

A job applicant’s resume should highlight the above 6 skills a warehouse requires to improve his chances of getting an interview and the job offer.

finding qualified workers hiring interview tips successful interviews warehouse job applicant

5 Essentials of a Quality Control Checklist

What Is a Quality Control Checklist and How You Can Build It

Manufacturers often want to know what the best way is to clarify their product requirements, both to their suppliers and a Quality Assurance Inspector that will check a product.

An effective quality control (QC) checklist most often serves this purpose. It is basically a written guide for a products’ contents, packaging, appearance, possible defects, functions, and special requirements.

Typically, each manufacturer has specific requirements for their product. That’s why it’s important for Quality Assurance Inspectors to tailor a Quality Control Checklist to their employer’s unique needs.

We’ll address why experienced Quality Assurance Inspectors rely on inspection checklists to communicate their quality standards to suppliers, production workers, and QC staff.

Five Key Elements of an Effective Quality Control Checklist:

Product requirements
Packaging requirements
On-site product tests and checks
Defect classification
Collaboration between the manufacturer, suppliers, line assemblers and Quality Assurance Inspector in drafting inspection checklists

Why Manufacturers Need an Effective Quality Control Checklist

Experienced Quality Assurance Inspectors know that they need clear product requirements for their suppliers, or else they risk receiving a shipment that doesn’t meet their expectations. They also realize the need to provide the same requirements along with clear inspection criteria for their own use.

An effective Quality Control Checklist addresses both product requirements and inspection concerns by providing objective criteria for inspecting the products.

Let’s look at each of the five vital elements and discover what problems can be avoided by including them in your checklist.

Product Requirements

Product requirements are the most obvious point to include in your Quality Control Checklist. And you will typically spend more time specifying their requirements for the product than any other aspect.

One of the most common reasons for suppliers or production workers not meeting requirements is that they don’t fully understand them. An effective QC checklist helps clear up any confusion surrounding product requirements. You’ll want to include these and any others in your QC checklist. Otherwise, you run the risk of people not knowing what you’ll be inspecting for.

Packaging Requirements

Besides product requirements, experienced Quality Assurance Inspectors are aware of the need to clarify how their products should be packaged. After all, packaging not only protects a product during transit, but is also a part of product appearance and influences consumer perception.

So, it makes sense that you’d want to take care in specifying packaging, especially when manufacturing high-end or fragile products. By setting clear packaging requirements ahead of production, you can prevent undue damage to your product, while protecting your brand and consumers.

On-Site Product Tests

Some manufacturers neglect on-site product tests and checks in their Quality Control Checklist. This is especially true of smaller companies without a dedicated Quality Assurance Inspector or someone with a similar background.

Without clearly outlining the procedure for any on-site tests to be performed and the related pass/fail criteria, you can’t be sure that QC staff will apply the right standard for your product. The result can be inaccurate reporting and the need to re-inspect the product using the correct criteria.

Defect Classification

When a professional Quality Assurance Inspector conducts product inspection, one of the major aspects generally included in their report is any quality defects found and in what quantity. A product passes or fails inspection based on a combination of the frequency of such issues found, their severity and the manufacturer’s tolerance of issues.

Just as it helps to clarify on-site testing, it’s also important to list any known quality issues in the QC checklist and how they should be classified in the inspection report.

Experienced Quality Assurance Inspectors are typically aware of common quality defects for products. But there may be other issues you’ve experienced with the product that they haven’t seen before. And only by explicitly noting the issues the manufacturer wants reported will ensure the person checking your product will look for and document them.

If you haven’t specified in your checklist that these should be reported as major defects, they might be reported as minor. The result could be that the overall inspection result is “pass” when it actually should be “fail.”

Collaboration

If a manufacturer chooses the factory’s own QC staff to inspect the product, you’ll have opportunity to collaborate on the proper inspection method. If a manufacturer is bringing in someone from outside to inspect, it helps to work out the procedure together with the Quality Assurance Inspector beforehand.

Professional Quality Assurance Inspectors often have the knowledge and experience to greatly contribute to the criteria for checking the product.

When QC staff and production collaborate to develop a checklist, it helps ensure there are no surprises during inspection and the QC report is accurate. It’s also one of the easiest ways to be confident that all the people involved are looking at the product with the same pair of eyes.

Conclusion

Now that you’ve learned about the five essential elements to include in any effective Quality Control Checklist, you can begin to create your own.

Effective inspection checklists should begin with collaboration. Talk with suppliers. Explain your product expectations, your desire for a thorough inspection and what aspects of the product will be checked.

Discuss the inspection procedure with any outside QC staff if they will be checking your product. Find out what industry-standard, on-site tests, and checks, if any, they’d recommend conducting and on what sample size of products.

You likely will have your own quality expectations based on the product type, budget, and target market. And your checklist should reflect that.

positions available quality assurance inspectors quality control checklist quality control inspectors

How to hire the right employee – 5 familiar mistakes

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

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.

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!

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.

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.

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.

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.

Save

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.

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.

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.

Back-to-School Charitable Giving Event

Flexicrew 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?

It 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.

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