Desperately Looking For Employment Read This Job Advice

Introduction Looking for Employment

Many people find the job search process to be frustrating. There are lots of things you can do to help you find the job you need and get hired more quickly. The tips in this article can really help you reduce your anxiety and find that job.

Read on…

Man looking for a job

Preparing Your Job Search

Spread the word among all your friends and family that you are looking for a job – many companies value employee referrals highly, so ask your acquaintances if they know of any potential job openings that you might be a candidate for. Many people will be glad to help if they can!

Always make sure that the job that you are applying for is feasible from a location perspective. Often, you may want to just take the first job that is available to you, but you do not want to drive 100 miles to get to and from your job each day.

Showcase your writing skills and creative abilities with a comprehensive, interesting portfolio. Even if you are not pursuing a career in writing or marketing, communication skills are critical in any profession. Your portfolio should include a variety of written documents, such as press releases, business reports, research findings and executive summaries. These demonstrate that you can communicate with others in a professional environment and formal context.

Make a name for yourself! In a job market bleeding qualified candidates, self-branding goes a long way in helping you to stand out from the crowd. Self-promotion and developing your personal brand is not a matter of ego. Instead, it is an opportunity to showcase your best ideas, initiative and creativity. Never exaggerate or falsify your best attributes, but do not be afraid to set your modesty aside.

Looking for Employment – The Job Interview

Do your best to maintain eye contact during your job interview with the interviewer. Do not try to stare them down, but keep eye contact as much as possible. This shows the interviewer that you are paying attention and that you show interest in what they have to say. Practice with a friend before your interview and keep eye contact in mind.

When answering questions on an interview, stay as direct and concise as possible. The interviewer will know if you do not understand something so try not to beat around the bush. Clear answers will show that you know what you are talking about and not making up answers on the spot.

Remember that when you are at a job interview that you need to keep everything you say positive. Never speak badly of previous employers. This never reflects badly on your previous employer, it only reflects badly on you. If you do not have something good to say, then try to switch the subject.

Conclusion

Now that you’ve read this article, you should have much more of a handle on how to find a job. Practice the tips you just read until you feel confident about them. You are sure to wow interviewers and land the job of your dreams if you follow our advice.

For additional job advice, check out Flexicrew website today!

We Wish You a Merry Christmas!

Warm Wishes

We want to take a moment to wish everyone a Merry Christmas, Happy Holidays, and Happy New Year.

Thankfulness

We recognize we have so many things to be thankful for this year.  We’re thankful for our clients and field employees and staff.  We are thankful to our partners and vendors who provide us with good advice and business options helping our company prosper.  I certainly am grateful to my family who provide me support and encouragement.

Growth

This has been a great year for Flexicrew.  We have continued to grow and add to our team.  We’ve added 3 new branches focused on placing skilled and unskilled talent.  We were named for the sixth year to the “Best of Staffing”—a national award voted on by our clients.  Our Flexicrew Technical Services company was ranked the fastest growing company in the state of Louisiana by INC.

Values and Mission

Most importantly, we have continued to live by our guiding principles.  Our mission is straightforward and our values are clear. We provide: “Fast and flexible quality recruitment and employee placement.  We believe in managing our business to create net positive impact on our employees, clients and communities.”

It is both a pleasure and an honor to watch our Flexicrew companies succeed as we help others achieve their goals.

Family-Oriented

Everyone has a personal definition of family–some families we are born into, some family we choose.  We’re glad that you’ve chosen to be part of the Flexicrew family.  As a family business, we feel a connection and responsibility to each of you and every member of our extended family.

We look forward to continuing to work with you in 2020 and beyond.

Best wishes to you and your family!

Merry Christmas and Happy New Year.

Part 2 – More Manager Behaviors that Illustrate Effective Leadership

In Part 2 of this article we review a second set of 5 manager behaviors to determine if a manager reflects effective technical leadership.

We see that manager behavior includes all the tasks accomplished by a single individual (in smaller firms) or several persons (in larger organizations). The objectives of managing are to plan and control their subordinates activities. That leads to the achievement of objectives not possible if those subordinates acted independently.

Effective Technical Leadership in Manager Behaviors

In general, there are five overall manager behaviors that come into play in managing:

  • Planning
  • Organizing
  • Staffing
  • Leading
  • Controlling

So, managers will engage in most or all the above functions of planning, organizing, staffing, leading, and controlling to one extent or another. How much of each element depends on the organization. The specific needs, methods and practices of the organization, and the level at which the manager sits will determine the extent of each. I.e., lower level managers, might not have too much input on staffing, if this is done further up the chain of command. But, a consistent theme through all levels of management is that managers are required to attain results or outcomes through subordinates.

Let’s review managerial behaviors 6 – 10 to see if your team has effective technical leadership:

6. Workers Look to You for Advice  

Are you familiar to your teammates as a subject-matter expert (SME)? Do they frequently chat with you for advice or a solution? If so, you are a strong candidate for leadership. People come to you for your thinking since you give them answers that are well-thought out, timely and honest. This shows that you grasp how your company works and what you need and your team needs to do.  With a sufficient amount of experience and knowledge you become a terrific resource. People often come to you for solutions to the challenges they can’t figure out.   You need to develop a following among your teammates. Since you are a ‘go-to’ person, your willingness to aid co-workers will attract them to you naturally. 

7. Workers Outside Your Team Recognize You as a Good Manager  

Other groups of people – even your customers perceive you as a great manager. You’re knowledgeable and you exhibit a good grasp of the company’s business. You do that not only in your core responsibility but also beyond. This will give you a broad perspective on the way things work. And also a feel for how they should be working.  When you’re in a leadership position, you need to have a close grasp of what is happening in the market and the potential challenges that are going to confront your company. With a good amount of knowledge of on-the-ground realities, you can ride your company through during challenging times to the top. 

8. Newer and Better Ways of Running the Business  

Your recommendations can be successful for the company by devising work flows that lead to improvements in the use of resources and time. Now that is a great quality that gets you a promotion to the ‘leader of the pack.’ New ideas and processes are vital to improved efficiency for the company. People in leadership have responsibility to squeeze every ounce of efficiency out of company resources. Making the workforce and processes more productive will reduce the time to produce a given volume of output. It will also reduce the time it takes you to make the jump up the ladder.

9. Concentrates When Listening 

If you attentively listen to your coworkers and teammates and help them resolve roadblocks, it adds to your ‘cred” and to your odds of enter ping manager ranks.   Fellow workers approach you to discuss anything they are dissatisfied with. You don’t feel it boring or ‘none of my business’ while you were listening to them. You know you don’t come across as not having time to speak to your employees or coworkers when they come to you with their problem that needs solving. 

You need to be a good listener to exhibit effective leadership. Being a good listener convinces other managers that you care for your team and that you are empathetic.   Besides, it will keep you engaged.

When your employees understand that you care for them they will be ready to work harder and deliver beyond expectations.   Employees are generally used to returning the favor by a leader who cares for them. In this regard, they consider who the leader is, what they bring, how they are going to benefit from them and how they are going to benefit the company as a whole.   Employees look for leaders who take care of them and who are reliable at both the workplace and outside.  

Empathetic leaders listen with patience. This manager behavior brings them respect. When you listen frequently you tend to become a compassionate leader.   Leaders in an elevated position will be extremely mindful of what is going on around them. How? They listen! They use both verbal and non-verbal cues.   When leaders listen, they are not sensing what is being said, they engage in dialogue to get the real story. 

10. Comfortable When Others Attain the Next Level 

If you see everyone’s potential, you encourage them to take steps to be promoted to the next level.   Significantly, when you are in a leadership position, you need to take care of everyone in the team. It is not just the most talented employee that you need to consider.   Make everyone perform at the highest efficiency level so that it will make each person themselves a better performer and it will also help the company doing the job at a higher efficiency.     

About Flexicrew

Flexicrew , founded in 2008, focusing on fast and flexible staffing solutions. Flexicrew uses technology and industry best-practices to deliver the most talented and qualified workers–skilled and entry level to employers within most major industries. Headquartered in Chattanooga, TN with current plans to continue expanding in the TN, GA, NC, and north AL markets.

Ask the Flexpert…What’s 1 Quick Way to Boost Employee Productivity?

Boost employee productivity with SMART goals.

To boost individual job performance or to achieve ongoing project milestones, create targets which are SMART (specific, measurable, achievable, realistic, timely).  SMART goals are vital  to boost employee productivity and achieve  quality, timely and successful outcomes.

SMART goals are intended to structure and guide an assignment or an entire project.  You can pinpoint just what you want to achieve with this technique. This method is really helpful in guiding workers when they set personal targets that support the overall business mission.

Here’s an overview of the 5 elements of the SMART tool.  They will help improve your chances of accomplishing a goal and boost employee productivity.

Boost Employee Productivity with SMART Goals

1. Specific (S)

When setting a goal, be specific about what you want to accomplish. This is the summary statement for your goal. It is not an in-depth index of how you’re going to meet a goal, but it should answer these questions:

  • Who – who needs to be involved to achieve the goal
  • What – your end game – what you are trying to accomplish
  • Where – identify if there’s a relevant location
  • When – at least set a time frame for interim results and final completion
  • Why – the reason for the goal
  • Which – any related obstacles or requirements

2. Measurable (M)

Define metrics you will use to determine progress and eventual success

3. Achievable (A)

Concentrate on the goal and why you want to reach it.  Realize its importance to you or your business.  Recognize the resources needed to achieve the goal and how to get them.

4. Relevant (R)

Focus on assignments or outcomes aligned with broader business objectives.

5. Timely (T)

Providing time constraints should create a sense of urgency.  Set dates when goals must get done.  Be realistic, with a little stretch.

A target date or timeframe for deliverables is necessary.  Lacking a deadline goal leads to uncertainty and hesitation.  And it causes workers to put off completing important tasks.

Need help setting the SMART goals for your workforce?

Flexicrew can help provide the clarity and focus required to boost employee productivity and get the most out of your workforce efforts.

 

 

How to Communicate Safety Information to New Employees

Why communicate safety information when onboarding new employees?

The answer may seem obvious, but…communicate safety information to new employees

Studies show new workers have a higher risk of workplace injury than more experienced workers. Newly employed aren’t yet familiar with their workplace environment. Every workplace has different equipment, policies and procedures and its own safety conditions.  And, if unfamiliar, a new person is more likely to suffer an accident.  Firms must protect their most important asset – their employees – from harm.

Integrate Safety Information into New Hire Training

In the workplace, there are always a variety of safety dangers for recently hired workers. However, you can minimize the risk of a safety incident with new hires by including safety information in their onboarding training.

By effectively and completely communicating safety information, you can lower the chances of a new hire injury.

Here are some tips on how to get started…

Clearly Communicate All Safety Information

It’s too easy to take for granted that workers know and understand potential workplace hazards and safety procedures to avoid them.

You might think many of the hazards that are present in your workplace are preventable for a reasonable, cautious worker.  But, don’t presume your new hires understand these conditions or situations.  You need to be sure that all safety-related information needs to be clearly communicated and posted in obvious places in the environment.

Safety Information & Training during Onboarding

When a new hire first comes on board they spend their time pretty much at your discretion.  After all, they haven’t the experience to jump in and fully participate in the work process.  They’re often meeting co-workers, reading documents and “learning the ropes.”  Use that initial period to review company safety measures and regulations.  Emphasize key points of potential safety hazard and have them take a tour of the workplace. Highlight important info like hazardous materials, safety measures, location of emergency apparatus and first aid kits, etc. You should also make sure they have a list of emergency safety contacts with contact details.  Be clear-cut on who to alert if an incident occur or if they have safety concerns, questions or recommendations.

Safety Information Policy & Procedure Handouts & Posters

When you present the information during the onboarding process, it is wise to give each new hire a copy of relevant safety policies and procedures.  Allow them time to review the details as needed. This can easily be included in a employee handbook or as a separate document. By providing hard copies, you decrease the odds a worker will make a mistake simply because they weren’t informed. Make sure they read and grasped the information.  Test their knowledge of the most critical points and have them reread  topics they misunderstand.

Safety Information Ongoing Team Exchanges

As we mentioned above, providing safety information in onboarding is essential.  But it also should be a continuous mandatory exchange of experience and ideas. Workers forget safety principles and courses of action the longer it’s been since they first learned them. So having the entire team take part in recurrent exchanges helps embed the policies. This is particularly the case where standards often change.

Regardless, use a preventive approach to workplace safety.  That’s your best tactic.  So carefully instruct your recent employees on their work environment as well as all relevant rules and safety actions for their location.

Reduce Safety Risk by Using Employees from Flexicrew

Flexicrew can help you  learn more about safety policies and procedures or about seeking a skilled employee to join your company. Contact us to speak with an experienced member of our staff today and see how our talent staffing services can help your company succeed.

 

How to Motivate Your Team in 5 Easy Lessons

To motivate your team and achieve greater productivity use these 5 ideas that work.

There is one area that ranks high up in what workers want from their job – motivation.

What comes to mind when you want to motivate your team?  Methods like money and praise drive people to work hard.

But, you’ll need to make sure that your team has the incentive to reach for higher levels of excellence. The most successful workers rely on a mix of outside and internal motivation.

Money is the most common motivator used with employees. And money is obviously quite relevant. But it can become a problem if it’s the only type of motivation you offer workers.

Soft motivators are important also because they are what tend to produce energy among workers and keep them going through difficult tasks.

How to Motivate Your Team on a Budget

Actually, how to motivate your team is personal for each different worker.

Encourage workers to figure out what motivates them to reach goals in addition to money. Then help optimize those motivators.  Several benefits result…

  • productivity goes up
  • work stress reduces
  • burnout goes down
  • the whole team gets closer to its individual and team goals.

Similarly, as a manager, it’s not your job to provide your workers with motivation. (You can lead a horse to water, etc.)  But, you can help them figure out what blend of factors drive them to work at their best.

Here are some accepted ideas to motivate your team that don’t involve financials.

1. Employee Value

To find satisfaction in a job well done, workers want to understand the value they deliver.

Do you have an employee who is very satisfied working for your company? That employee is probably driven by a strong sense of purpose and recognizes his value in the company.  Most likely his supervisor gives him adequate and specific feedback on how he’s doing.

Use that motivation to motivate your team by making sure you offer everyone feedback. Share constructive reactions with the team to remind them of why they work.

2. Responsibility

When you set your own goals, you’re more likely to go after them. While the company will have goals for the team, it’s important to let your workers set some individual goals and define how they will achieve them. These goals should be specific, realistic, and challenging.

Also, personal targets that relate back to team and company-wide goals helps with self-motivation.

Employees need a “coach” to advise on company and department goals or provide specific hands-on fine-tuning.  But they don’t need an auditor constantly looking over their shoulder with criticism and micromanaging.

3. Independence

Trust and a level of independence is a great way to motivate your team. Workers’ daily activities feed into working towards the established company goal.  But letting them control how they prioritize their daily schedules or the approach they use can be a great motivator.

Micromanagement is often listed as a key reason someone leaves a job. Instead, managers should ensure their team has the tools and authority they need to make decisions and problem-solve at an appropriate level.   That frees them from having to move everything up the hierarchy for resolution.

4. Rapport

Discuss with your workers your supervision style and the feedback you will offer. Some may find it motivating to have frequent, quick meetings with you to check in and get quick answers. But for others, a less frequent sit-down is more desirable – and effective. Decide with your staff what works best for each member.

Some managers use personality type testing to determine the best working relationship for each team member. Knowing how they think and are likely to act and respond in the workplace helps build rapport between supervisors and each individual worker.

5. Work Environment

Research indicates the environment you work in plays a big role in motivation and success. Workplaces with more natural daylight and places to get privacy or some quiet time promote productivity.

You might add greenery, encourage breaks, and regulate the office temperature. (If you’re unsure, studies have found 70-77° F ideal for peak productivity.)

Do you need more help finding top performers for your team?

Call Flexicrew. As one of  the Southeast’s top staffing agencies, we have years of experience serving employers – and helping them find truly exceptional people. Contact us today to learn more!

Five Keys to Get a Promotion in 2019

If you want to get a promotion in 2019, performing the bare minimum and blending in with your work associates is over.  This year you must exceed expectations, stand out and let your manager know your promotion objectives. Knowing how to get a promotion isn’t that difficult.  You need to work hard and stay engaged.

And follow these 5 keys to get a promotion…

1. THE Key Conversation to Get a Promotion

You need to tell your supervisor that you want a promotion because he cannot read your mind.  Too many workers avoid THE key conversation and then blame their boss if they don’t get a promotion.

Your supervisor can’t simply guess you aspire to a bigger title with more responsibility.  You need to be the one to inform them that you want to get a promotion and a raise.

That can be an uncomfortable discussion, but it’s THE key one. You should discuss what you want: what salary you want, the title you want, additional opportunities that you seek.

You may not get there right away. Promotions require a process.  But it makes sense if you have that conversation upfront.  Because then they can give you feedback if you’re ready for that desired role.  And they can keep an eye open for substantial assignments or responsibilities with you in mind.

And also, when they are budget planning they have an opportunity to allocate a salary increase for you sice you made it known what motivates you.

In summary, your supervisor likely can prepare you for the type of broadened responsibilities you want. But they first have to know what you want.

On the other hand, if you’re seeking to get a near term raise or to get a promotion in the near future, you’ve got to convince your boss why you deserve it. You should understand the value you bring to the table for your company.  You should be able to assert what you’ve accomplished since the last time you had a bump in salary.

2. Decide the Improvements Your Company Needs and Concentrate on Them

An established way to get a promotion is to solve problems that others can’t.  Look for inefficiencies or problems in your company.  Then, focus your efforts on improving those areas.

Self-starters and go-getters make an impression on every boss.  An employee who shows resourcefulness in areas where the business may be weak raises his stock for a promotion.

Doing what needs to get done to stand out is important. But, equally important, you can’t hide your accomplishments.

3. At Least once a Week, Point Out Your Efforts to Managers

Drawing attention to your achievement should be done frequently.  Like on a weekly basis.  Advise your manager each time you accomplish an important task, solve a key problem, or excel at any other important performance indicator. It might seem like bragging, but your higher-ups might not otherwise recognize that you’re outshining your peers.

4. Maintain Open Dialogue

Ideally, you should be having regular, open conversations with your supervisor on your future at the company.

If you did this but you didn’t get a promotion, arrange a chat with your supervisor a few months in the future.  Plan to confirm whether you’re developing skills and performance to qualify for a new position.

Discuss what you want with your boss.  Make sure that he knows what position, salary and opportunities you want and over what timeframe.  Talk to your boss about your goals and mention why you want to get promoted. This open dialogue between you and your supervisor helps maintain a matching vision about your career.

5. Maintain Strong Peer Relationships

So, you wish to get a promotion?  Then this may sound counterintuitive.  But, you need to concentrate on more than your independent efforts. You’re actually only as good as the people you work with.  Try looking at your team members to observe who could use your support in their work activities. The more favorable impression you make on your co-workers, the more likely they will give positive feedback to the manager about your work ethic. Thus, your talent for collaboration can be just as important as your ability to work separately. Successful promotion seekers need to have a balance of strong personal achievement with ability to obtain results through teamwork.

Get comfortable working collaboratively with a range of employees to deliver team results.  So, top talent needs the ability to work seamlessly across different sections of the organization as part of their ability to get a promotion.

The Keys To Get A Promotion?

Five steps.

Promotion is earned through THE meeting, performing like a boss, highlighting accomplishments, communication and collaboration.

Turn the key.

Ask the Flexpert…Why is Employee Recognition and Appreciation Important?

Employee recognition and appreciation pays solid dividends to businesses that excel in this.

Results of Employee Recognition and Appreciation

Ask the Flexpert

Firms that have a genuine process of recognizing employees have:

  • improved morale
  • stronger employee engagement
  • reduced worker turnover and
  • superior customer service

Results produced by employee recognition and appreciation programs have been as much as 50% greater productivity and up to a 20% increase in business outcomes.

So…

Purpose of Employee Recognition

Employee appreciation helps to salute hard work and the accomplishments of your individuals and groups. The reason you create an ongoing system of employee recognition is to:

  • build an employee-company emotional connection
  • make employees feel valued and respected
  • support your employees’ efforts and
  • reflect your company’s culture and values

With these in mind, give a tip-of-the-hat “thank you” to your top workers this Thanksgiving. Begin to plan for starting a systematic employee recognition and appreciation strategy for next year.

Your Next Step:

So, do some research, and when you are ready, contact Flexicrew Staffing. Of course, we are committed to helping businesses successfully improve operations, manage ROI and achieve greater workforce flexibility. So locate your local Flexicrew office and let’s get to work!

Then, if you still have questions, give us a call at 1-866-720-3539 (FLEX) for the answers to your staffing needs!

6 Ways to Show Employee Appreciation at Thanksgiving

Thanksgiving is a time we give thanks for family and friends and it’s equally important to show employee appreciation. Although you should express gratitude to your staff all year, Thanksgiving is a perfect time to boost your attempts to show them how much you are grateful their contributions.6 ways to show employee appreciation at Thanksgiving

And, as one of the Southeast’s top staffing agencies, Flexicrew Staffing knows that saying ‘thank you’ is much more than just a feel-good exercise. It can make a measurable impact on productivity, worker engagement  and profits. Also, the way you show employee appreciation is frequently the way they will treat your customers.

Equally, It’s important to define how employees want to be recognized, given their work environments and their job roles.

6 Ways to Show Employee Appreciation at Thanksgiving

To help you get started, here are six ways to show employee appreciation:

 

1. You’ve got to express your thanks

Each member of your team wants to know they are appreciated and that there is meaning and purpose to what they do.  And a simple ‘thank you’ for efforts or contributions or even going the extra mile is the easiest, fastest and least costly way to show employees you care  and notice their contributions. So get into the habit of saying ‘thank you.’  When was the last time you thanked an employee for a job well done?  And realize that recognition is best when it is specific and timely.

Another good way to show employee appreciation is in writing.  A simple way say ‘thanks’ is to jot a handwritten note. Just be specific with your employee and add at least one mention of a major strong point, behavior or completed assignment that you really appreciated and why.

2. Shine light on top performers

Send out an email to your entire staff recognizing certain employees for their excellent performance. You can promote their performance, too, in your company newsletter to customers.  Don’t hide their success under a bushel basket.

3. Casual conversations

Schedule a casual meeting with each employee to talk more about performance. But don’t simply talk about your goals and expectations.

Keep it low key.  Attempt to get to know them better. Ask about their career hopes and aspirations and how you can help them achieve more. Find out how they think things are going on the job and find out what you can do to give them more support.

4. Describe opportunities for career or job growth

Show your employees how much you trust and respect them by offering growth opportunities. By expanding access to opportunity, not only will you enhance their skills, but their loyalty as well.  Whether you recommend a stretch assignment, you can enhance their personal growth while also rewarding employees.

5. Employee appreciation day

By all means, if you want a formal event, plan an employee appreciation day once a month. Then you would highlight one or two staff members who have made an especially big impact that month. Not only will you recognize a top performer, but you’ll also stimulate others to work harder and expand their performance.   Look at it as a meaningful way to foster employee engagement, thank employees for their hard work and build employee camaraderie.

6. Reward system

Develop a program where every time an employee meets a goal or completes a project, they can earn points towards prizes.

Start to Show Employee Appreciation

In short, don’t assume your staff knows how much you value and appreciate them. Your responsibility is to show it – and these six suggestions are useful ways to start.  You will strengthen the emotional relationship between your organization and the people who deliver your results.

Do you need more help finding top performers for your team?

Call Flexicrew. As one of  the Southeast’s top staffing agencies, we have years of experience serving employers – and helping them find truly exceptional people. Contact us today to learn more!

The Complete Thanksgiving Recipe for No-Fail Recruiting

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

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

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

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

Ingredients of Thanksgiving Recipe for No-Fail Recruiting

Turkey

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

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

Stuffing

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

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

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

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

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

Mashed Potatoes

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

Gravy

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

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

Green Bean Casserole

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

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

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

Cranberry Sauce

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

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

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

Blueberry Pie

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

Wrapping up the Thanksgiving Recipe for No-Fail Recruiting

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

Make the Next Move for No-Fail Recruiting

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

Happy Thanksgiving!