A warehouse jobseeker should be aware of the skills employers seek when applying for a job. He will then increase his chances of getting the job offer. In the past year, the importance of warehouse jobs has increased, along with the number of jobs available. The warehouse jobseeker gets an edge over others applying for the same job when he knows in advance what is needed to complete the job. A sharp warehouse jobseeker will highlight these skills on his resume and in an interview.
Six of the most in demand skills for warehouse jobs are:
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.
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.
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:
New grant program for bars and restaurants, specifically: $28 billion
Paycheck Protection Program: $7.25 billion
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.
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 throughSept. 6.
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.
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.
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.
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.
The human resources (HR) department of businesses of all sizes have been transforming gradually over the years, since the business conditions, technology and workforces have changed continuously. The current Coronavirus pandemic has made it even more necessary for HR professionals to quickly respond to important business priorities, handling fluctuations in the workforce and using the latest technology available. The diversity of the workforce has increased, with employees of different ages, genders, nationality and race being hired by companies and HR will have to ensure that they work harmoniously together as a team.
HR Looking Ahead
Though usually HR has handled the changes in business requirements well in the last few years, it is now necessary for the HR department to take a fresh look at the expected near term and future trends carefully, if it wishes to remain an essential company function in future. Using the information provided by the Forbes Human Resources Council, some of top predictions for HR trends in the post-pandemic periodic, second half of 2020 and 2021 are listed at the end of this article. Employers can utilize these trends to plan for the future, use HR help for formulating, implementing corporate strategies and improve employee engagement which will certainly help in business growth.
HR should manage the changes in habits at the workplace and employee expectations after considering the pandemic, economic uncertainty and the predicted trends of culture and age divergence. Managing the employees of a company is challenging under any circumstances. To improve effectiveness of the employees, HR professionals should focus on these trends. These include ensuring that that the employees are engaged in their work, happy and healthy. One of the most challenging activities for the HR department is improving employee engagement since statistical data indicates that employees are not fully engaged while working.
Employee Engagement Will Be Key
To improve employee engagement, HR professionals are also focusing on well being of employees especially after the COVID-19 pandemic started. Gallup indicates the stress level of employees has increased, so more companies are recognizing the need to offer wellness programs which also include mental health.
A Deloitte survey points out that 91% of employees have an unmanageable amount of stress or frustration.
HR teams should make more effort to up-skill and re-skill their workforce. Making them more productive will help the business innovate and attain corporate targets.
By staying updated on the following trends, HR professionals can anticipate changes in industry and the workforce to adjust business processes accordingly.
Forbes Predicted Workplace Trends
Below are the predicted workplace trends the experts from the Human Resources Council of Forbes see intensifying. By reading the entire Forbes article you can uncover why the experts believe the trends will be so popular:
1.Bigger Focus on Diversity, Equity, Inclusion
2. More Organizations Speaking on Social Issues
3. Heightened Interest in Workplace Culture
4. Improvement in Workplace Technology Systems
5. HR Leaders as Culture Champions
6. Changes in Employer-Sponsored Health Plans
7. Continued Caution in Hiring
8. Growing Importance of Working from Home
9. A Focus on Mental Health and Well-Being
10. Improvement of Employee Experience
11. More Focus on the Remote Work Experience
12. More Importance of Learning and Development
13. A Greater Focus on the Human Element
As the above trends demonstrate, there will be many demanding areas for HR teams. To remain relevant, the main challenges for HR professionals will be adopting new ways to maintain and improve efficiency and productivity in their core functions, especially employee retention and engagement.
The trends will help the HR professionals predict changes and make the required alterations to their business model. HR departments will have to adapt to change, using digital technologies and help to integrate workers of a new generation with different expectations into the organization.
It is important to identify the capabilities of key employees for personal development so that the employee does more than what his job description specifies. Employees should get support so that they behave responsibly, take the initiative, work independently and together respond quickly to the changes in business conditions.
Organizations which use the latest digital technologies, business practices, encourage innovation of employees and are streamlined will advance in future. In this, the HR department has a central role helping their business become successful.
Flexicrew can help you quickly recruit the types of workers which will fit well with these trends. Give us a call today to get prepared.
A good interview sets the stage for a first-rate recruiting outcome. Creating a consistent format and set of interview questions or an interview checklist improves your interview skills, creates a structure for consistency for each interview, and makes certain that candidates feel positively about the interview. And most important of all, essentially ensures you elicit enough relevant information to hire the right candidate.
Conduct an effective job interview with the following key recommendations.
Over the past 30+ years as a recruiter, I can confirm that at least two-thirds of my hiring manager clients weren’t very good at interviewing. Yet, over 90% thought they were. To overcome this situation, it was critical that I became a better interviewer than them, to prove with evidence that the candidate was competent and motivated to do the work required. This led me on a quest for the single best interview question that would allow me to overcome any incorrect assessment with actual evidence.
It took about 10 years of trial and error. Then I finally hit upon one question that did it all.
Here’s it is:
What single project or task would you consider the most significant accomplishment in your career so far?
To see why this simple question is so powerful, imagine you’re the candidate and I’ve just asked you this question. What accomplishment would you select? Then imagine over the course of the next 15-20 minutes I dug deeper and asked you about the following. How would you respond?
Peeling the Onion – Detailed Interview Questions
Can you give me a detailed overview of the accomplishment?
Tell me about the company, your title, your position, your role, and the team involved.
What were the actual results achieved?
When did it take place and how long did the project take.
Why you were chosen?
What were the 3-4 biggest challenges you faced and how did you deal with them?
Where did you go the extra mile or take the initiative?
Walk me through the plan, how you managed to it, and if it was successful.
Describe the environment and resources.
Describe your manager’s style and whether you liked it or not.
Describe the technical skills needed to accomplish the objective and how they were used.
Some of the biggest mistakes you made.
Aspects of the project you truly enjoyed.
Aspects you didn’t especially care about and how you handled them.
How you managed and influenced others, with lots of examples.
How you were managed, coached, and influenced by others, with lots of examples.
How you changed and grew as a person.
What you would do differently if you could do it again.
What type of formal recognition did you receive?
Comparing Candidate Accomplishment to Job Requirements
If the accomplishment was comparable to a real job requirement, and if the answer was detailed enough to take 15-20 minutes to complete, consider how much an interviewer would know about your ability to handle the job. The insight gained from this type of question would be remarkable. But the real issue is not the question, this is just a setup. The details underlying the accomplishment are what’s most important. This is what real interviewing is about – getting into the details and comparing what the candidate has accomplished in comparison to what needs to be accomplished. Don’t waste time asking a lot of clever questions during the interview, or box checking their skills and experiences: spend time learning to get the answer to just this one question.
Outcome -More Thorough and Focused Interview
As you’ll discover you’ll then have all of the information to prove to other interviewers that their assessments were biased, superficial, emotional, too technical, intuitive or based on whether they liked the candidate or not. Getting the answer to this one question is all it takes.
Get in touch with Flexicrew to find an accomplished candidate that matches your next job opening requirements.
A welding company and Top Workplace organization seeks to fill up to 20 open positions at Huntsville, AL job fair.
Job Fair Details
Flexicrew along with our client will co-host a job fair for as many as 20 openings in plastic design and fabrication on Thursday, January 17th from Noon to 4:00 PM in the Huntsville Career Center at 2535 Sparkman Drive.
Prospective candidates could meet and interview with members of the client’s staff who plan to be on-site most of the job fair. Also they can view a demo to learn about the positions and career opportunities at the company.
Open positions include:
Field service installers
About The Employer
The company is a pioneer in the fabrication and installation of custom thermoplastic containment systems. They are a leader in the installation of containment systems for landfills, waste water treatment plants, industrial facilities, and other industries.
Their state-of-the-art production facility and experienced employees deliver unmatched product quality and superior service. From design and fabrication to installation and field services, they are a complete, trusted source for innovative thermoplastic containment solutions.
They provide a creative, supportive and intellectually stimulating work environment for its employees.
Equal Opportunity Employment Policy
The client is an Equal Opportunity/Pro Disabled & Veteran Employer that treats all candidates and employees equally without regard to race, color, religion, national origin, citizenship, age, sex, marital status, gender identity, physical, or mental disability, veteran status, or sexual orientation.
About The Flexicrew Companies
Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period. Founded in 2008 and headquartered in Chattanooga, Tennessee, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial, technical, and clerical talent to clients within most major industries. Flexicrew has a presence in over 25 markets across North America with over 1,000 contractors currently placed in companies throughout the southeast U.S. To learn more, visit https://www.flexicrew.com
If you would like more information about Flexicrew Staffing or any of our hiring initiatives, please contact Misty Brennan at 423.803.2739 or email at email@example.com.
Learn More About Flexicrew Seasonal Talent Pipeline Solutions!
If you’re in the market for top seasonal talent, Flexicrew Staffing is your answer. We’re one of the region’s leading staffing firms and we offer high-performing candidates in admin and clerical, engineering and light industrial. Our flexible staffing strategies and ever-expanding database of talent are ready to go whenever your need for talent arises—Flexicrew Staffing has you covered!
So, why are we your number one choice?
Six benefits of working with Flexicrew for your Seasonal Talent Pipeline
Our mission is to provide our customers with the highest quality of blended workforce solutions, while building and maintaining strong working relationships. We do this to fill your seasonal talent pipeline and all year round. We match candidates who are just right for your job description, but also right for your culture. In fact, Inc. 5000 and Inavero Best of Staffing have named us an industry leader for this very reason. Flexicrew Staffing will help you with the following:
Find the talent you need—in a hurry without the sweat
Our industry specialties and national talent databases allow us to match you with the right talent for your specific business needs. This includes hard-to-find temp, temp-to-hire and direct hire employees.
Choose the staffing strategy that meets your needs
Maybe you need just a few employees—or maybe you need more than a few. Our blended workforce solutions include a wide range of staffing strategies because one size definitely does not fit all.
Minimize costly turnover
Getting well-matched candidates in place is key to your success. This can help you maintain job satisfaction and productivity among your staff—while avoiding the lost productivity and the costs associated with employee turnover.
Don’t let your business get caught short
Are you ever under-staffed to cover holiday peak periods, vacations, or a short-term project? Whatever your need, our flexible staffing options help you rest easy that your staffing mix is spot-on.
Impress your own customers
With high-caliber workers comes the ability to impress your customers and exceed their needs. This can help you not only meet customer demands but also expand your book of business and increase profitability.
You can rely on our professional recruiters, services, and systems.
When you’re in search of a staffing partner, you want the best. And our award-winning staffing services are recognized repeatedly by Inavero Best of Staffing.
How can we help you achieve your staffing goals?
Satisfy your Holiday, Peak or Seasonal Talent Pipeline Demand
Whether just for the holidays, or the start of the year when you have a new budget or a blend of both, check out Flexicrew Staffing. Or maybe you have unconventional peaks around Halloween, or around important sporting events like Final Four or start of NASCAR. We’ll work with you to recommend a staffing mix and timing that fits your needs. If you’re interested in learning more, contact us today!
We all know that using multiple job search tactics significantly increases your chances of finding a job. One purpose of a staffing company is to be an awesome resource in addition to the traditional job search.
Using a staffing company can be a new and exciting experience. But there are some inaccurate misconceptions out there in regards to staffing companies! We want to set the record straight and set realistic expectations for working with one! Here are three common misconceptions job seekers have about using a staffing company:
#1 Misconception: Staffing companies only hire employees for temporary jobs.
Not true: Most staffing companies hire for a variety of jobs – not just temporary positions.
In addition to temporary jobs, we also offer “Contract-to-hire” assignments, meaning that you have the opportunity to be hired by your worksite employer after going through a trial period. If your worksite employer feels like you are a great fit for the organization, they can opt to hire you directly!
We also offer “Direct Placement” assignments, which is when we assist employers with recruiting and screening for candidates to be directly placed in their organization (no trial period needed). Direct Placement is generally used when employers need help finding candidates for leadership or high-level positions.
#2 Misconception: You must have the exact experience/requirements listed on the job description in order to be hired.
Not True: Although hiring managers do care about experience, finding an employee who is a great cultural fit is also a huge factor. Some examples of requirements on a job description that would be considered less flexible would be certain certifications (think RN or other healthcare qualifications), or if a company is looking for an experienced leader (they may want a background that shows proven leadership skills).Don’t let what you think is a lack of experience discourage you from going after the position. If the position sounds like something you would be good at, and you meet 75% of the requirements, let us help you go for it! As we said before, the hiring manager may care more about the cultural fit, and be willing to train you on the other 25% of the experience that you are missing.
#3 Misconception: A staffing service is required to find me a job.
Not True: A staffing agency is not the same as a “head-hunting” service. We keep a database of candidates with a broad range of experience and skill levels in order to fill a variety of jobs. The goal is to make a perfect match for both the client and the candidate. However, we cannot guarantee employment. We do not schedule an appointment until we feel confident your skill set is a great fit, so we are not wasting their time or yours. We are not in the business of giving false hope!
We will give nothing but our best effort, but nothing is ever guaranteed. You have nothing to lose but tons to gain by letting us help in the job search!
Search Flexicrew.com today or send us your resume to get started!
Looking for a job can be very stressful and time consuming. Going to a job interview can be a nerve-racking process, even to the most confident person.
Meeting with job seekers on a daily basis, we are incredibly surprised to see how many people have not considered specific aspects of their daily life that would be beneficial in their job search. When looking for employment or looking to change your career path, there are specific steps that can be taken to assist with landing your dream job.
Step 1: Self Assess
Start with a self-assessment. The outcome of this assessment will help you better understand and nail down your interests, strengths, skill set and what specific needs you are trying to meet.
Take time to understand what you are genuinely interested in or passionate about. For example, if you are passionate about helping senior citizens or giving back to the community, it would be a great idea to look into non-profit organizations. Start to research companies in your area that are active in their local communities and giving back. If you enjoy being active and working with your hands, research warehouse and assembly positions in your community, which will allow you to be hands-on.
Don’t Forget! It is also important to understand what your weaknesses and dislikes are. Every person has areas in life that need improvement and we all have things we do not like or enjoy. Understanding and being aware of these areas can help you in your career.
What kind of work am I most comfortable with and willing to do?
What am I passionate about or interested in?
What area(s) do I need improvement in?
What is it that I want to stay away from (ex: type of work, industry, environment, etc.)?
What are the top 3 things that are important to me (ex: location, work schedule, pay, career advancement, etc.)?
Step 2: Research
Before stepping foot in an interview, research the company you are applying to work. Read and fully understand all aspects of the job description. Make sure that after the interview is scheduled, you have taken the research the company and its reputation. This can be done on company website and social media pages. Read company reviews. (There are numerous websites out there to assist with this research, such as Glassdoor.com) This is especially important when you are applying to a company you are not familiar with.
As with any research, be sure you use more than one source or website. The company’s social media pages will help you learn more about the work culture and work environment. Most companies post fun company pictures and community events to their social media sites. It is also a good idea to do a little research on the job title or industry if you are new to the field.
Step 3: Practice
Practice, practice, and practice! Do not skip this step!! This will build confidence and work out any kinks you might have or be feeling. I have found it is more beneficial to do a real practice interview with a family member or a trusted friend. Limit the practice to just you and the other person so you are more relaxed and focused. Make sure you ask them to have some questions prepared for the practice interview. Once the two of you are finished, ask for feedback on your performance. This will give you a good idea of how the interview went and what kind of questions you need to work on. Also ask for constructive feedback about your facial expressions, body language and anything else they noticed that a professional interviewer or hiring manager could view as negative. Practice, Practice, Practice!
Recent articles mention skilled worker shortages and call attention to the continuing pressures on employers. Established workforce management methods don’t seem to keep up with rising demand and competition for truly valued skills.
Our U.S. economy has created new jobs annually since 2009. Even so, there are increasing worker shortages. The need for cost control and efficiency will be part of effective recruitment and contingent staffing strategies. Factors including quality of candidates and workforce retention may combine to make firms increase future wages more quickly.
Flexicrew continuously studies market trends. So, we have broad familiarity with worker shortages. We see that firms who overcome talent and worker shortages deliberately use four successful staffing strategies.
Successful Staffing Strategies for Employee Shortages
Widen the External Candidate Pool: Forward-thinking employers define their position requirements with a greater degree of flexibility. That frees them to interview candidates that have the right skill-set regardless of employee type. In some cases this includes waiving college diplomas in favor of comparable experience.
Examine Internal Employees: Beyond where to recruit and what kind of employee to look for, effective organizations increasingly examine their current employees. That lets them fill positions quickly, minimize risk of a bad hire and manage changing skills demands. This trend is growing particularly as worker shortages continue. A winning internal employee approach includes training, skills development and cross-functional partnership. Those steps help overcome workforce shortages. Companies get experienced people for higher-value jobs who already fit the culture and understand the company’s approach.
Pay Hike: Of course there is another approach to worker shortages – offer higher salaries. Naturally, that has implications for costs and profits and could lead to competitors following suit.
Adapt to Change: Talented staffing partners offer more than recruiting positions and selecting candidates. They apply competence, automated processes and technology to manage shifting staffing requirements.
Forces Driving Workforce Change
At the same time, employers need a thorough grasp of the forces driving future workforce changes. That will help guide operations and HR managers stay aware of dynamics shaping talent management and staffing strategies where worker shortages exist.
At Flexicrew we understand your continuing pressure to produce results even with severe worker shortages.
Also, we understand the requirement for strategic, flexible workforce management approaches. That lets us help employers quickly and effectively obtain contingent and permanent workers.
Call us if you sometimes have trouble finding enough skilled employees.
Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.
Good job descriptions perform several important functions
They are especially useful if they are carefully written, maintained and used.
They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions. They reflect the skills and experience job candidates must have. They are also useful as a basis for performance appraisals.
Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.
Then, let’s define some important parts. For instance:
Goals of the job
Hours/shifts, overtime and weekend work
Organization reporting relationships/hierarchy
General duties including descriptions of significant activities
Position duties which make up the main part of the job’s actions
Background including experience, education, licenses, credentials, training, and necessary tech skills
Harsh states such as: contact with severe temps, prolonged standing, heavy lifting, major overtime, etc.
In other words, job descriptions are key details of every job, for every firm. We described how good ones perform many central functions. We also outlined how to write clear, concise and accurate job descriptions that define defined roles.
Also, have new-hires sign employment contracts. They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role. This can better protect and inform both employer and employee.
Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!