Why Todays Workers Must be Resilient to Survive

Introduction

Today's Workers Must be Resilient to Survive

There is an ever-increasing demand that workers must be resilient to keep up with the expected fast changing pace of work. The modern workforce is constantly evolving. In today’s rapidly changing economy, companies and industries are shifting at an unprecedented pace. The emergence of new technologies and the changing demands of customers mean that businesses must be agile and adaptable. As a result, workers must be resilient also to keep pace with the demands of the modern workforce. In this article, we will discuss why today’s workforce must be more resilient.

What Does Resilience Mean for Modern Workers?

Resilience is the ability to adapt to changes, overcome challenges, and bounce back from setbacks. In today’s workforce, being resilient is essential because the work environment is always changing. In the past, workers could rely on a set of skills to carry them through their entire careers. However, in today’s world, technology is changing at an exponential rate, and workers need to constantly adapt to new tools and processes. Being resilient means that workers can quickly learn new skills and stay ahead of the curve.

5 Reasons Why Today’s Workers Must be Resilient

Today's workers must be Resilient

We identified 5 reasons why today’s workers must be resilient:

  1. Automation and Artificial Intelligence
  2. Gig Economy
  3. Pandemic and Remote Work
  4. Challenging Modern Workplace
  5. Modern Workers Highly Competitive

Let us explore them one-by-one…

1. Automation and Artificial Intelligence

One of the biggest reasons why the workforce must be more resilient today is the rise of automation and artificial intelligence. These technologies are rapidly transforming industries, and many jobs that were once performed by humans are now being automated. This means that workers must constantly adapt to new roles and new industries to remain employable. Those who are resilient are better equipped to make the transition to new roles and industries.

2. Gig Economy

Another reason why today’s workers must be resilient today is the shift towards a gig economy. More and more people are working as freelancers, contractors, and temporary employees. This means that workers must constantly hustle to find new opportunities and projects. Being resilient means that workers can quickly adapt to new work environments, build new relationships with clients, and manage their finances effectively.

3. Pandemic and Remote Work

If the COVID-19 pandemic taught both employers and employees anything, it has highlighted the need for workers to be resilient. The pandemic has disrupted industries and forced many people to work from home. For those who have lost their jobs or had their hours reduced, being resilient has been essential. Workers who are resilient can adapt to new work environments, learn new skills, and find new opportunities. They can also manage their stress and emotions effectively, which is critical during uncertain times.

4. Challenging Modern Workplace

workplace stress shows modern workers must be resilient to overcome anxiety and be positive

Being resilient is not just about being adaptable to changes in the work environment. It is also about maintaining a positive mindset and staying focused on your goals. The modern workplace can be challenging, and it is easy to become discouraged or overwhelmed. Resilient workers are able to maintain a positive outlook, even when faced with setbacks or obstacles. They are also able to set realistic goals and work towards achieving them, even in the face of uncertainty.

5. Modern Workers Highly Competitive

Modern workers must be resilient to get ahead

Finally, being resilient is essential for workers who want to advance their careers. The modern workforce is highly competitive, and workers must continually improve their skills and knowledge to stay ahead. Resilient workers are more likely to take risks, seek out new opportunities, and push themselves out of their comfort zones. They are also more likely to bounce back from setbacks and continue to pursue their goals, even in the face of rejection or failure.

In Conclusion

The modern work environment and its workforce is constantly evolving, and workers must be resilient to keep up with the changes. Resilience is essential for workers who want to remain employable, adapt to new technologies and processes, and maintain a positive mindset. Those who are resilient are better equipped to navigate the challenges of the gig economy. And the disruption caused by automation and artificial intelligence requires upskilling or reskilling. If they are resilient workers are also more likely to advance their careers and achieve their goals. Therefore, it is essential for today’s workers to develop and maintain their resilience.

Need Assistance Hiring Resilient Workers

Today's Workers Must be Resilient. Let Flexicrew be a staffing partner to find them for you.

If you need some assistance in recruiting and hiring more resilient workers in this uncertain labor market, contact Flexicrew Today.

Addendum

Here are some ways employees can develop and maintain resilience in the workplace:

  1. Build a support network: Having supportive colleagues, mentors, and friends can help employees navigate difficult situations and build resilience.
  2. Practice self-care: Taking care of one’s physical and emotional health through exercise, healthy eating, and stress management techniques like meditation or deep breathing can help employees stay resilient.
  3. Set realistic goals: Setting achievable goals and breaking them down into smaller steps can help employees maintain a sense of control and progress, even in challenging situations.
  4. Maintain a positive attitude: Focusing on the positives, reframing challenges as opportunities, and celebrating small wins can help employees maintain a positive outlook.
  5. Learn from setbacks: Viewing setbacks as learning opportunities and reflecting on what worked and what didn’t can help employees build resilience and develop new strategies for the future.
  6. Seek feedback: Seeking constructive feedback from supervisors, colleagues, or mentors can help employees identify areas for growth and develop new skills and strategies for building resilience.

By practicing these habits, employees can develop and maintain resilience in the workplace, which can help them navigate challenges, adapt to change, and achieve their goals.

References:

Barker, E. (2016, April 26). 10 ways to boost your emotional resilience, backed by research. Time. https://time.com/4306492/boost-emotional-resilience/

Cherry, K. (2020, January). Use these 10 tips to improve your resilience. Verywell Mind. https://www.verywellmind.com/ways-to-become-more-resilient-2795063

Waters, B. (2013, May 21). 10 traits of emotionally resilient people. Psychology Today. https://www.psychologytoday.com/us/blog/design-your-path/201305/10-traits-emotionally-resilient-people

5 Most Common Recruiting Mistakes Recruiters Make

Introduction

Avoid hiring mistakes employers make

Hiring managers often make these 5 most common recruiting mistakes when hiring new employees.  Admit it.  Are you guilty of making any of these simple recruiting mistakes?  in this post, we’ll address them and what you can do to side-step them.

How?

By understanding some common interviewing techniques and effective recruiting methods, hiring managers can minimize the chances of making these 5 most common recruiting mistakes.

Broad Errors Flexicrew Observes in Recruitment

common hiring mistakes

As a professional staffing agency, we monitor recruiter and hiring manager recruiting activities and see some overall simple missteps that are an everyday occurrence – but are easy to avoid.

  • Properly Evaluating Candidates

One of the most common mistakes hiring managers make is not properly evaluating candidates. Many times, a job candidate’s qualifications are less important than the interviewer’s perception of them. Instead of basing decisions on what is important, such as skills or experience, interviewers often focus on superficial characteristics, such as appearance or personality.

  • Applicant Screening

Another mistake hiring managers make is not screening applicants thoroughly. Many times, a simple Google search can reveal disqualifying information about an applicant. Hiring managers should also verify information about candidates through third-party sources.

  • Balancing Important Factors

Finally, interviewers often give too much weight to oral interviews. In reality, interviews with candidates only account for about 25% of the decision-making process. Written applications and feedback from previous employers are also important factors when choosing new employees.

5 Most Common Recruiting Mistakes

5 most common recruiting mistakes hiring managers make

Below are the 5 most common recruiting mistakes we observe hiring managers make that can adversely affect your hiring decisions and how to correct them.

1. Not Setting specific Hiring Goals

A common mistake made by hiring managers is not setting clear hiring goals for their department. Without knowing what they want, it becomes difficult to find qualified candidates. Try to define specific roles and responsibilities that match the skills and experience of the ideal candidate, and make sure that the job offer meets these qualifications.

2. Failing to Conduct Interviews Properly

When interviewing candidates, be prepared to ask probing questions and probe for information about their experience and skills. Make sure your questions are relevant to the job opening and that you take the time to listen to the candidate’s responses. Poor interviewing skills can result in a loss of interest from potential employees, which can impact your ability to hire the best possible candidate for the position.

STAR interview questions for the candidates

3. Not Considering References Carefully

Before making an offer of employment, be sure to ask references for both yourself and the candidate. Check their references thoroughly and be sure you understand their comments about the applicant. If you have any doubts about whether a reference will be positive, hesitate before offering employment – even if you’re 99% certain that the person is qualified for the job. A poor reference can damage your reputation as a fair employer, which could lead to lost opportunities in future hires.

4. Making Assumptions about a Candidate

When evaluating candidates, do not make assumptions about their character or capabilities based solely on their appearance or resume information. Instead, take time to get to know them better – ask them questions that will allow you to assess whether they would be a good fit for your position in question.

5. Not Following up After Interviews or Rejecting Candidates too Early

After an interview, it’s important to follow up with potential candidates promptly and offer them an opportunity to schedule a second interview if they’re interested in the position. It’s also important not to reject candidates too early – many times this can come across as rude or unprofessional. This could give your employer a black eye with that candidate and any other s/he speaks with.  Allow candidates ample opportunity to show their skills and qualities before making a decision.

Conclusion

By following these tips, you can minimize the chances of making hiring mistakes and ensure that your hires are a great fit for your company who positively affect your results..

Flexicrew Support

We have advised many HR recruiters and functional hiring managers on correct interviewing techniques and successful recruiting methods.  That reduced the chance of their making these 5 most common recruiting mistakes.

5 most common recruiting mistakes Flexicrew avoids

If you would like support in recruiting your next new hire, please contact one of our professional recruiters with many years experience in staffing.  We’ll  help you prevent your team from making a recruiting Oops!

 

 

 

Avoid 5 Hiring Mistakes Employers Make

Introduction

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

Avoid hiring mistakes employers make

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

Avoid hiring mistakes employers make

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

 Why Employers Fail to Hire the Right People

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

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

Common hiring mistakes employers make

1. Using Out-of-Date Hiring Processes

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

 Inclusion and Diversity

Inclusion and diversity hiring practices

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

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

2. Hiring for Skills but Ignoring Personality and Cultural fit

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

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

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

3. Unrealistic Expectations about Candidates

Avoid Hiring mistakes employers make unrealistic candidate expectations

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

4. Problem Job Postings

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

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

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

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

5. Ignoring Instinctive Impressions of Candidates

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

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

The Future of Hiring

Hiring for Future of Work and get the right talent

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

Flexicrew Can Help You Avoid 5 Hiring Mistakes Employers Make

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

 

Production Interview Advice that’s Essential

What Production Interview Advice You Must Have

production job interview advice

Interview Skills – How To Ace Interview Questions

There are many ways you can prepare and obtain essential production interview advice. It is important that you prepare well and try to impress the interviewer. Here are some tips for you:

Interviewers will ask you a range of questions. Some will be skills-based and others will be personality-based. The more you prepare the better you’ll be able to answer these questions and be able to get the job you want.

Do You Have Experience With a particular highly sought-after production skill?

Skills-based interviews are common in the job market and are an excellent way for the recruiter to assess a candidate’s experience and competency. They are also a good way of gauging whether the candidate has the ability to perform their job role. Preparing for the interview by listing your skills used in previous assignments will help you to perform well.

Production job interview advice

The best way to find out if you are qualified for the job is for the interviewer to ask specific skills-based questions. Often, you will be placed in a hypothetical real-life situation and be asked to make a decision. This will put you in a situation where you have to think and apply your knowledge.

The 6 Best Questions To Ask About Jobs

Here’s our production interview advice on answering skills questions. You can get a feel for how a potential employer will see you. Think about your skills and past behavior and what you can do to show them off. The interviewer will give you a production job task and ask how you would respond to show you can do the job.

Skills questions are an important part of the interview process. They help an employer get a feel for your previous work experience.  They provide insight into how you could bring value to the employer’s production environment.

Through asking these questions, the interviewer could determine whether you are the right person for the job.

How to Answer a Skill Question

Be careful when answering skills-based questions. Skills are important but if you’re being interviewed for a job which doesn’t require skills, they won’t be relevant. An example of a relevant question would be, “What skills do you have which are useful in this role?”

Prepping for Production Job Interview Skills Questions

The best way to prepare for an interview is to list the skills you’ve needed for production jobs in the past.

production job interview advice

Once you have your list of skills, think of situations in your past assignments where you used these skills effectively. Think of situations you can confidently discuss and that had positive and measurable outcomes.

In particular, include hard skills such as forklift driving, operate pallet jacks, or experience setting up machines to start a production cycle.

Hard vs soft skill differences

Yet, soft skills such as communication and time management are also required for most production jobs.

Think of your past jobs and skills you used, like most workers you are good at some things and bad at others. Highlight the things you have achieved with positive outcomes.

STAR Technique: How to Impress Interviewers

Feeling a bit unsure?  Part of our production interview advice is to look for tips in our previous posts. Key production interview advice on technique for answering questions :  The STAR technique is one of the most effective tools in answering skills  interview questions and can help you deliver pertinent answers to skills questions. We have discussed this in previous posts you may wish to consult.

Production job interview advice - STAR method

The STAR technique is a simple process that involves breaking your resume down into four sections and providing an explanation for each. Here is an example of how the STAR process looks:

using STAR technique to keep your answers crisp and concise

 

 

 

 

Situation

The context of the situation is very important. It may be the job you are currently in, a previous job, a previous employer, or something else.

Task

How did you contribute to this situation? Were you responsible for creating the situation, or were you the person that had to resolve it?

Action

Make sure you describe what you did specifically. This will help your employer understand how you carried out your role and what you achieved.

Results

This is another one of those questions where the interviewer wants to know what you did and what you accomplished. This is a question about your actions and how they helped company or team performance. The interviewer wants to know how you have helped effectiveness in the past.

Consequently, the STAR technique is important when responding to an interviewer. It is important to focus on your actions and results and avoid the unnecessary details. When writing the details of the task and the situation, focus on the results and the benefits of those results. You should be clear about what the recruiter is looking for.

Nail Production Skills – Production Interview Advice

Preparing for an interview for production work is crucial. If you are going to be interviewed, you need to know what you are going to be asked, and how to answer. The interviewer will ask you skills questions.  Prepare for the situation by creating a list of your skills and familiarizing yourself with the STAR technique. The STAR technique is a way to answer questions thoroughly and effectively.

Summarizing Production Interview Advice

When you prep for the interview, list your qualities that match the job specification. Research the company and the industry and craft your summary statement.  Review common questions, create your answers and come up with a list of questions to ask the interviewer.

In the interview, focus on the points you have prepared.  Relax and don’t let your answers sound rehearsed.  Learn what you can about the company.  Ask questions. Listen to the interviewer’s answers and observe.  At the end of the interview, thank the interviewer, and ascertain the next steps.  Finally, get the interviewer’s business card so you can send a follow-up letter reminding the recruiter your good qualities and your fit to the job.

Flexicrew Production Jobs

Flexicrew is an employment agency that focuses on production work. Whether you are looking for your first production job or you are a tenured production worker looking for a new opportunity contact us today!  We will thoroughly prepare you for any production job interviews we send you on.

Flexicrew Onsite Recruitment Manager Benefits

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

Onsite Recruitment Manager

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

Thorough, Comprehensive Hiring Program

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

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

  Benefits of an Onsite Recruitment Manager

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

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

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

FAQ

Onsite recruitment manager brings many benefits to an employer

Onsite Recruitment Manager Definition

What exactly is an on-site management program?

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

Equipment and Location

Who supplies the facility space and equipment?

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

Rationale for Outsourcing talent Recruitment and Retention

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

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

Do we pay for the onsite recruitment manager?

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

Flexicrew Hiring Program

What are your hiring challenges?

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

5 Risks of Defying Workplace Rules

5 Risks of Defying Workplace Rules

You’ve probably paid a penalty when you ran the risks of defying workplace rules in the past. It may have been a rule your boss made to keep you on-track and you learned a lesson from breaking it.

Risks of defying workplace rules

There are risks to every company rule you choose to break.  But you may be the type who loves to defy them. Adrenaline rushes from rule breaking become addictive to some people.

If you don’t agree with certain rules of your work environment and plan to break them – maybe in your personal workspace, consider these five risks involved:

  1. The risk of alienating people you need or feel more comfortable having work with you in your job

Think carefully about risks of  defying workplace rules that can alienate you from the very people who could benefit you and whom you require. For example, if you go against your company culture or unwritten rules, you may cause workforce concern. Weigh the benefits and then act accordingly.

  1. Lose your job

Risk of defying workplace rules and regulations

Some rule-breaking may result in the loss of your job or position in a company. For instance, when you insist that you can work from home and get more done.  This may alienate other coworkers who commute to and from work each day. You may also miss out on valuable one-on-one time with your boss or others important to your job.

  1. Expressing your opinion

Standing up for your values can be a risk that gives you great satisfaction and can boost your self-esteem. It may also alienate you from a close coworker – or group of peers. Beware of the consequences of your words and then do the right thing.

  1. Unqualified for the job you’re in

It’s possible you landed your  position by promising that you are a fast learner and meet all expectations required of you. At some point, you may be overwhelmed by the amount of work or learning process that you didn’t expect. Know what you’re getting into before leaping into a job you’re not qualified for.

  1. Not taking yourself seriously

This rule needs to strike an equal balance. It doesn’t pay when you take yourself too seriously.  You run the risk of other staff members perceiving you as pompous and a “know it all.”  You must find the balance between being serious at times that require it and having fun at appropriate times.  But if you don’t, other workers or those you supervise may never see you  as the authority figure you want to be.

Defying workplace rules risks

Summary

Risks of defying workplace rules can have a negative impact on some areas of your job or even in your entire career that you may not expect. Study the pros and cons of a rule before you decide to break it and then act in your best interest.

 

7 Key Reasons New Employees Fail – Blame Hiring Managers or Employers

New Hire Onboarding Failures

Key reasons new employees fail

It might seem infrequent.  Yet, the key reasons new employees fail during onboarding and probation are directly the fault of the manager and the company.

What?…

That’s what we see.  The top 7 key reasons new employees fail are:

  • Poor Recruitment
  • Incorrect or No Real Onboarding Process
  • Unclear  Explanation of New Hire Duties
  • Fuzzy Reporting Lines
  • No explanation of the Code of Conduct
  • Poor Performance Management
  • Changing  New Hire’s Position and Responsibilities

Let’s explore the 7 key reasons employees fail and how to offset them.

Hiring - recruiting mistakes

 

 

 

 

 

1.Poor Recruitment Practice is First Key Reason New Employees Fail

Grabbing the first person breathing who looked at your job and didn’t really match their interest, attitude and skills to the position.

2. Incorrect or No Real Onboarding Process

Not explaining the firm and how the candidate’s specific position fits into the bigger picture. You were not welcoming. You didn’t explain basic internal processes and rules and the person broke the rules.

3. Unclear  Explanation of Duties

You were not clear in explaining what had to be done, in what order and for what reason. If you are fuzzy, what hope has a new employee without your experience of the business have of getting it right?

4. Fuzzy Management Reporting Lines

Does your employee know who their direct report is or are they getting torn between different managers telling them different things?

5. No explanation of the Code of Conduct

There wasn’t a proper explanation what acceptable and unacceptable behavior was?

6. Poor Performance Management

When they were going off track, did you take time to bring them back gently on track or did you just ‘throw them under the bus?’ Did you give them feedback that there was a problem, or did you just dump them?

7. Changing  New Hire’s Position and Responsibilities Another Key Reason New Employees Fail

The person was hired for one position and you changed the role and duties after they started.

On Rare Occasions

Infrequently the  occasion arises where a new hire frankly doesn’t care about the job s/he was hired for or the company.  But these are less than 1% of all new employee failures.

If you find that you are having a number of new employee failures—then go back and check out where the problem really lies. You usually will find it is not with the individuals hired, but with the person doing the hiring.

Action Steps for New Employee Success

Key reasons new employees fail and what to do

So, what do you do about it? When you have a vacancy, start by being really clear on the role you want to fill. What precisely will they be doing? Who do they report to? What are they accountable for?

Next be clear on the person who will best fit your role – their skills, attitudes and attributes.

Once you have found someone – how can you make them feel welcome, important and valued? What do you need to tell them so they quickly understand your business and “how you do things around here”.

If they get off track – talk with them and explain what you really meant for them to do. Ask for feedback on your communication and act on suggestions to improve it. Guide them back on track as gently as possible.

Yes, all of this takes time. But so does having to constantly hire new staff. Where would you prefer to invest your time?

Need Help Recruiting and Onboarding?

So, for your next project, if you need help hiring qualified candidates, a project manager with the right experience and skill set, or if you’re looking for a professional staffing agency, give us a call.

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5 Signals You’re Wasting a Lot of Time on the Job

Are You Wasting a Lot of Time on the Job

Have you ever wondered if you are wasting a lot of time at work?  And not being as productive as you could be?  Here are five signs that you are wasting time even when you are at your workplace.

Wasting a lot of time at work

You Are too Comfortable

“ A man who dares to waste one hour of time has not discovered the value of life. “ – Charles Darwin. Time is by far one of the most important resources we have in our lifetime. Therefore, to make the most of it, one would need to overcome the desire to give in to comfort. It’s crucial to ask yourself how long it has been since you last challenged yourself.  Either to learn something about your employer’s business or invested in your personal business growth. Being content is fairly okay.  But it’s critical not to confuse being content in your position with not proactively seeking a better position that may requires harder work . Mediocrity is often a poisonous pattern many workers fall into for a variety of causes. It may be because you are too afraid to succeed or are scared of failure. It may also be due to laziness to take time to discover what you really want in your career and go for it.

When employees don’t confront self-doubt or apathy and deal with it productively, they stay hesitant and uncommitted. This then breeds inertia. When a worker chooses inaction, everything in their career then also remains stagnant.  They lose their work connections, salary, supervisors, and co-workers’ opinions of them. And even their own health an suffer. Therefore, to avoid paying the price of too much comfort which is suffering, one has to decide to challenge themselves daily and commit to a personal growth plan.

You Have Settled for The Traditional 8 Am To 5 Pm Job

The 8 am to 5 pm job is nowadays considered traditional. This is because it is an old inefficient redundant way of surviving due to the dynamic way our world has been evolving. It is necessary to commit to this job in the short term since this will cover most of your living expenses. Moreover, this type of work can also be useful to help raise capital for investing in new active and passive alternative streams of income. Once those start to generate more stable income than your 8 am to 5 pm job generates, then you will have more reason to leave your current employment.  That allows you to spend your time in the new ventures.

These new sources of income are usually flexible and provide a better work environment than the former. This too will contribute to better mental health and helping you have more time to spend on what you are truly passionate about. If your favorite time for your 8 am to 5 pm job is when it’s time to leave every day, then it’s good to start considering and investing in having a different career path for the long run.

You Are Holding on to Toxic Work Relationships

These are relationships that seldom add value to your life. Many personnel hold on to toxic relationships even though they may be seeing consistent red flags. It can be either friendship, family, or workplace relationships. All three have the potential to waste your time if not given careful thought. These usually are relationships with no vision, no positive plans, no clarity. It’s when one person uses the other to selfishly fulfill their objectives instead of looking out for the best interests of the other.

In the context of romantic relationships, one definitely will be wasting their time when they invest in this type of partner; someone who usually says, “let’s just go with the flow.” This person be it male or female is clearly showing you they have no vision at all neither do they want commitment. Rarely does this person ever actually invest in a long-term commitment.

When someone’s words and actions often don’t align, it is self-destructive and a waste of time to keep closely interacting with such workers. Rather, take time to understand your true worth and move on to relationships that are productive and healthy.  Find co-workers who have career goals and try to meet their employer’s expectations.

You Do Not Know Your True Character and Purpose

This is the ultimate recipe for living a career of regret and disappointment. Everything created or made has a creator or designer. We discover who we really are and our purpose from our Maker. For example, I want to understand what an Apple phone is and how to fully utilize all its functions.  Therefore I need to get accurate knowledge from the Apple manufacturers or a manual. Otherwise, l may end up just knowing how to call, send messages and maybe use one or two apps.   But I wouldn’t know how to use the rest of the functions the phone has. I may even end up destroying the phone by trying to fix it the same way an android phone is fixed. Hence, to live a fulfilled life, let’s always refer back to the source of our lives for clarity and direction.

You Haven’t Had a Positive Awakening

Just what is a positive awakening or paradigm shift?  It is “An important change that happens when the usual way of thinking about or doing something is replaced by a new and different way.” Your thoughts create your reality. Having the same thoughts every day leads to having the same choices. Unfortunately, when choices are the same, that leads to the same behaviors. Work behaviors that are consistently the same produce the same experiences. And that leaves you as a less engaged and less satisfied employee. All in all, this then creates your personality. Your personality creates your personal reality.

Therefore, for you not to re-live your undesirable past, you must create a different reality through ‘learning.’ Daily learn and practice having new thoughts, new choices, new behaviors, new experiences, and new emotions.   That will certainly result in a new, improved personality.  That produces a new reality. Indeed that becomes the solution to stopping the vicious cycle of wasting a lot of time.

 

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.

Warehouse jobseeker

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.

$1.9 Trillion American Rescue Plan Summary

The $1.9 trillion relief bill, known as the American Rescue Plan, has passed Congress and will head to President Joe Biden for a signature. Highlights of the bill include extended unemployment benefits, direct checks to individuals and more.

While some of the bill was changed during its time in the Senate, it’s largely similar to the initial version passed by the House. However, some key provisions, such as a higher minimum wage, were scrapped amid efforts to pass the bill swiftly.

This article defines the most relevant terms included in the bill.

Small Business Assistance

The bill invests billions toward small business assistance. Here is the current funding breakdown:

  • Economic Injury Disaster Loan program: $15 billion
  • New grant program for bars and restaurants, specifically: $28 billion
  • Paycheck Protection Program: $7.25 billion
Direct Payments

Just like the two other COVID-19 relief bills passed during the pandemic, this version also features direct payments to Americans. This time around, eligible recipients can expect $1,400 per person ($2,800 for couples), including adult dependents—a family of four could receive up to $5,600.

However, payment parameters are stricter this time around than with the previous direct payment. The full amount will go to individuals earning under $75,000 (or $150,000 for couples), with payments cut off entirely for individuals earning over $80,000 (or $160,000 for couples). Individuals earning an amount between those figures will receive a reduced sum.

Unemployment Aid

The bill extends two previously established pandemic unemployment assistance efforts: the Pandemic Unemployment Assistance Program and the Pandemic Emergency Unemployment Compensation program. Unemployed gig workers, freelancers, contractors and others who previously qualified for aid will continue to be eligible under these programs. The financial assistance provided by these two programs is currently set to expire in mid-March, which pressured legislators to act quickly.

The bill also provides for enhanced unemployment assistance payments of $300 per week. Under the bill, these programs and their financial aid are extended through Sept. 6.

Housing Assistance

The bill sets aside billions in financial aid to homeowners and renters. Here is the funding breakdown:

  • Aid for emergency rental assistance: $22 billion
  • Aid for mortgages, utilities and property taxes: $10 billion
  • Aid to states and localities to help individuals at risk of becoming homeless: $5 billion
Emergency Paid Leave

The Families First Coronavirus Response Act (FFCRA), signed into law on March 18, 2020, required certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. That requirement expired Dec. 31, 2020.

The American Rescue Plan maintains the status quo, in that it does not require employers to offer leave under the FFCRA framework. However, the bill does provide tax credits for employers that voluntarily provide leave under the FFCRA framework through the end of September 2021.

Aid to Schools and Child Care

A significant portion of the relief bill involves aid to states, including schools and child care facilities:

  • Aid for getting K-12 schools ready for in-person learning: $125 billion
    • Money may be used for purchasing protective equipment, improving ventilation systems and hiring support staff, among other things. However, 20% of the money schools receive must be used to address pandemic learning loss—for example, extending learning time into the summer.
    • Aid carved out specifically for private schools: $2.75 billion
  • Aid for colleges: $40 billion
    •  Institutions will be required to spend at least 50% of their allocated funds on emergency financial aid grants to students.
  • Child care provider assistance: $39 billion
    • Funds may be used for payroll, rent, protective equipment and other expenses.
Tax Credits

The relief bill provides an overhaul of the child tax credit for the 2021 tax year. The bill increases the amount of the credit to $3,000 for each child under the age of 18 and $3,600 for children under the age of 6. The credit will also become fully refundable, meaning low-income individuals would receive the benefit.

The bill also expands the earned income tax credit for individuals without children. The maximum credit will be nearly tripled, and eligibility will be expanded as well.

Health Insurance

The bill subsidizes private health insurance premiums for unemployed workers through the Consolidated Omnibus Budget Reconciliation Act (COBRA). The provision allows individuals eligible for COBRA insurance coverage to maintain their employer-sponsored coverage after losing employment without having to pay any portion of the premiums through the end of September 2021.

Additionally, the bill invests nearly $35 billion in premium subsidy increases for those who buy coverage on the ACA Marketplace. The bill increases the subsidies provided to currently eligible individuals, and removes the 400% federal poverty level cap (equal to approximately $51,000 for an individual) on subsidy eligibility.

Aid to States, Local Governments, Tribes and Territories

The bill provides billions in financial assistance to states, local governments, tribes and territories. Here is the current funding breakdown:

  • Aid to state and local governments: $325.5 billion
  • Aid to tribes and territories: $24.5 billion
  • Creation of the Coronavirus Capital Projects Fund, to carry out capital projects directly enabling work, education and health monitoring: $10 billion
What’s NOT in the Bill

A minimum wage hike to $15 per hour—one of the most discussed provisions from the initial bill—has been removed from the final version due to strict rules governing budget bills in the Senate. Some Democrats have suggested this provision may be considered as a standalone bill, but any movement on that front remains to be seen.

Additionally, the bill does not include an extension of the eviction moratorium, which is set to expire on March 31, or an expansion of mandated paid sick and family and medical leave. While neither were included in the original House bill, these were popular provisions contained within one of the previous bills.

Summary

While there are many complex provisions in this nearly $2 trillion relief bill, many legal and tax consultants are available to help employers make sense of everything. Please reach out with questions about how this new bill may affect your organization.  And if you need assistance with recruiting or flexible staffing support, please contact Flexicrew.

Come back again to this space to track Flexicrew’s Coronavirus efforts and information for your business and workforce.

This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.