13 HR Trends Anticipated for 2020, 2021 and Post-Pandemic

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.

Looking Ahead future workplace trends

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.

Summary

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.

 

The Most Important Interview Question of All Time

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.

Published by Lou Adler on LinkedIn

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.

interviewing questions

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.

Flexicrew and Client Co-host Job Fair for Traveling Construction Positions, January 17, 12PM – 4:00 PM

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.

Available Positions

Open positions include:

  • Field service installers
  • Fabrication technicians
  • Technician supervisors

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 info@flexicrew.com.

Need to Access a Seasonal Talent Pipeline?

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!

Wait….Using a Staffing Company to Find a Job?

3 Misconceptions about using a Staffing Company

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!

 

APPLY NOW!

3 Steps to Help You Nail Your Next Interview

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.

Self Assessment:

  1. What kind of work am I most comfortable with and willing to do?
  2. What am I passionate about or interested in?
  3. What area(s) do I need improvement in?
  4. What is it that I want to stay away from (ex: type of work, industry, environment, etc.)?
  5. 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!

4 Tips to Deal with Worker Shortages

Worker Shortages have Employers Scrambling

 

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 ShortagesMap of U.S. worker shortage by region

  1. 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.
  2. 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.
  3. 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.
  4. 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.

Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

Ask the Flexpert
Ask our Flexpert any job description questions to get it right.

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.

Key components

Then, let’s define some important parts.  For instance:

  • Job titleList of The right job description elements
  • Goals of the job
  • Pay rates
  • Hours/shifts, overtime and weekend work
  • Exempt/non-exempt status
  • Employee benefits
  • 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.

Summing up

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!

Or ask us to review your firm’s job descriptions.