How to Dress When Interviewing for a Warehouse Position
One of the factors which determines whether a particular candidate is selected for a job at the warehouse, is the way he or she dresses for the interview. When the job applicant enters the room, the clothes s/he wears will be one of the factors which affect the first impression which is created. Usually a recruiter is interested in hiring a candidate who will ensure that he creates a positive first impression. Hence the candidate should be extremely careful in dressing the right way while attending any interview. The candidate should dress well, to create the right impression on the interviewers.
Though warehouse employees can wear jeans with boots after they are selected, it is advisable to do some research before choosing the interview clothes. The candidate should find out who is interviewing him, and adopt a similar dressing style or improve it. Usually staff from the Human Resources department or the warehouse manager interview the candidate and dress in business casual clothes. Hence male candidates can wear shirts with pants. Women may wear a dress or skirt with blouse or a pant-suit.
The candidate should consider himself an administrator or supervisor and wear well ironed and cleaned clothes. This will boost the confidence of the job applicant, and also the interviewers will have more confidence in a well dressed candidate.
The candidate will want to look smart and give an impression that he understands warehouse functioning. The choice of shoes can affect the impression that is created. The shoes should be comfortable, fashionable and functional to create the impression that the candidate is capable, rational and intelligent. The shoes should protect the feet in the warehouse, so that the candidate does not face any safety problem if he is given a tour of the warehouse.
Businesses wish to hire hardworking and honest employees for their warehouse, and this is the impression that a candidate should make. Whatever the hairstyle selected, there should no hair on the face, and it should be a clean style. If makeup for women or after-shave lotion for men is used, it should be understated and conservative. The applicant should not let his appearance adversely affect the impression s/he creates on the interviewer. The candidate should remember that the environment in a warehouse is different from a party.
What to Avoid
The candidate should not wear anything which will interfere or distract the interviewer from communicating with him. Hence the candidate should avoid chewing gum, wearing bling, band pins, clothes which are too loose, flip flops or shorts. The interviewer should have a positive impression that the candidate is is sincere and reliable work, who complete all the tasks which are assigned to him. To maximize the chances of getting a job offer, the interviewer should feel that the candidate will flourish in the company.
The clothes which a candidate wears are a reflection of his personality, and wearing the right clothes can greatly improve the possibility that a person will be selected for the warehouse job.
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The statistics show that the rate of unemployment among older workers is far less than that of a general workforce. This is because most entrepreneurs and professionals from top managerial positions understand the secret behind hiring an older worker in an organization.
From our general understanding, we are aware that older employees are very talented when it comes to service delivery since they have long term experience compared to young employees.
Hiring them is easy, and it can be a cost-effective way of bringing leadership, maturity, and expertise into an organization. Hiring one older employee into a department can bring a huge positive change in departmental culture and environment.
In this article, we have provided a list of some of the best incentives for adding older employees to your organization.
An older employee is more beneficial to an organization if you want to cut the cost of production by lowering the labor cost. Lots of older employees have their insurance and medical plans from previous employers, along with other benefits and possible income from various other sources. This makes them flexible and more willing to accept less in return for learning, adventure and socialization that comes with delivering their skill and experience to the organization. Older employees are aware of what they are up to in an organization, rather than just collecting paychecks.
As an entrepreneur or manager you should take your time to weigh and balance between turnover and maturity and experience. Hiring young employees to permanent positions could give you less turnover, but they may lack maturity and experience, which can cause a serious deficiency in the performance of your business. While with older employees, you can benefit from long term managerial, technical or functional experience and maturity, which helps to buttress your business operations when it comes to decision making and problem-solving.
2. Budget Flexibility
If an employer has an employment freeze, hiring temporary older employees often comes from a different company budget than hiring permanents that sometimes avoids the company policy restrictions aimed at permanent hires. Older employees are often available at reasonable salary while most youths look for long term paying jobs. When an employee intends to cut expenses of paying more salary or reducing the cost of production by reducing the number of long term employees, the best choice may well be to hire older workers since they are available any time at the offered salary.
3. Positive Attitude
Mature employees are always happy to have a good attitude, and appreciation for their job, while most of the young employees don’t appreciate their jobs, especially their monthly pay and position. You will find that frequently young employees are unhappy, and have negative attitudes toward their jobs.
You can hardly find an older worker with frequent absenteeism from their duties. Older workers are very punctual, and this seems to be given. They can’t wait to be in their workplace on a daily basis.
Older workers are very dedicated and have a better commitment to providing quality work, which in turn results in significant utilization of resources and more savings for an organization.
An older worker can take their time in finding common petty mistakes such as pricing or accounting errors that could lead to high production cost and correct them using relevant measures.
6. Little or No Training Necessary
Having an older employer can be a very great benefit to an organization. This is because they are mature in job skills following long term training attended and experience gained. With them, you don’t need to spend much in training since many of them have developed an expertise and can be of help to an organization when you need to train young employees ‘how it is done.’ Older employees are able to handle various projects and assignments from previous experience. For them, they don’t require many rules and regulations to get the work done since they are well informed of the guidelines.
7. Possess Superior Customer Service Skills
As an employer, you should learn that an older person who has experience working with different companies has gained more experience in etiquette. Most of the older workers possess a high standard of etiquette. Most clients are people of their age, and so they understand one another better. This is the reason why they should be given a chance to face clients. Many older clients are not working just for money, but they are there to interact with more people as they give them the services they want. They are interested in making and nurturing good relationships between the organization and the potential clients.
Older workers can be hired when the need for a specific project arises, and released after the completion of the project. This helps employers cut some cost of hiring new permanent employees, with additional costs like insurance, among other salary add-ons—hiring temporary older workers generally requires an employer to pay only salary with little or no benefits.
9. They Often Have Better People Skills
Older people have encountered different people with diverse characters and behavior during their previous experiences. With this in mind, they cannot be surprised upon meeting people of different behaviors since they are aware of various ways to deal with them. They happen to have good communication skills, even when solving critical issues. Being part of diverse industries for a very long time, they know what to say and how to handle issues during corporate meetings.
These people understand more about handling young employees and making sure that they provide them with relevant skills and business ethics. More so, older employees understand more about issues outside the business, such as politics or culture. They are able to solve problems that link business towards political issues and are able to explain more about the reasons why these factors relate to the workplace.
10. More Eager to Learn New Skills
Older workers seem to believe that learning continues throughout life, and that is what made them join an organization for work instead of having a rest to enjoy their retirement benefits. These people are eager to learn new things; that is the reason why they also strive for more knowledge and skill than younger people.
Need Help Hiring Older Workers?
If you look to hire older, more mature workers for your organization, Flexicrew can help. If you have other particular hiring needs, contact us Today!
Is there bias against older workers? Certainly we in staffing agencies observe it to some degree. Yet this age discrimination remains hidden and tacit, it is unquestionable that it still exists and certainly it is upsetting.
Recruiting Attitude toward Older Workers
Employers, plus employment specialists and hiring managers within the organizations that have open jobs must show more innovation and be more imaginative in making use of candidates in all age brackets to accomplish more in the workplace. By disregarding or excluding the valuable experience and unique traits of our aging work force may bring about expertise gaps and missing skills in select industries and markets.
When recruiting older candidates, those doing the hiring should utilize a distinctive attitude and view these candidates with a creative point of view. On balance, older candidates offer a wide-ranging set of skills and experience to the workforce.
Good Reasons Employers Should Hire Older Workers
Here are 10 good reasons employers should hire older workers and why they are good for business:
It is not usually necessary to pay benefits like health care insurance.
If an employer has a hiring freeze, hiring temporary older employees usually comes from a different budget.
Older workers have a positive attitude.
They have lower absenteeism and tend to be more punctual.
Older workers have a better commitment to quality.
Senior workers generally require less training.
Older workers may possess superior customer service skills.
Older temporary workers can be terminated at the end of a project with comparatively little or no cost.
They often have better people skills.
Older workers are more eager to learn new skills.
With these innate traits and benefits that we outlined, we hope you will give meaningful consideration to hiring older workers when you are trying to fill out your team. These individuals have many intangible skills that cannot be taught or trained which will positively enhance your workplace.
Need Assistance Hiring Older Workers
If you need some assistance in recruiting and hiring more mature workers in this uncertain labor market, contact Flexicrew today.
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.
HR professionals increasingly find applied skills lacking in candidates in the current job market.
Every company operates differently but many are beginning to see a common deficiency when hiring candidates. It matters little whether the hiring is done for a senior position or an unskilled post, the screening of candidates increasingly has a common focus. Employers search for candidates’ ability to work well with others, communicate and think clearly and deliver effectively. Unlike the belief in the past that the job was handled by the most qualified in terms of technical ability, the narrative has now changed. Applied skills are now a must. Whether it’s an internal interviewer or staffing agency, the truth is many organizations still struggle to fill positions.
A major reason is because they find that many candidates missing key applied skills.
This article shall be focusing on five major applied skills lacking in candidates that cause employers to have difficulty recruiting for their open slots.
1. Work ethic
A good work ethic is the backbone for successful companies and they encourage this trait for all positions. This explains how the candidate will handle the job and the environment under which they work. It translates how they will relate with colleagues handling the same roles. The focus of an organization is on productivity and stress-free working environment. A negative work ethic detracts from team accord. This results in low productivity, poor work attendance and a negative atmosphere.
There is no precise definition of “work ethic.” But it includes: honesty, punctuality, reliability, diligence, agreeableness, and ambition. In today’s social climate, creating a solid work ethic in those who lack it is quite difficult — and in some cases, impossible.
2. Critical thinking
Most employers seek candidates who will relate well and use their technical skill at work correctly. It shows how someone will respond to change and behave if their role requires more than they know. Critical thinking as a value starts with internal perspective. Hence one must be ready to observe and be self-disciplined. Training can teach critical thinking to candidates. Mentoring can support them to apply it in work situations. But, self-developed and directed critical thinking is always the best.
Just like the previous two skills, leadership applied skills are lacking. But, employers believe in getting candidates who have natural leadership qualities. Workers with leadership skills may easily pass positive traits to co-workers. They have a lead-by-example approach. Leadership talent helps them remain more focused. Informal leaders ‘own’ the organization vision and tend to work positively towards meeting it. They have the ability to lead without a work title. Companies encourage people like that because they make it easy to relate to Management’s goals and to achieve company objectives.
This is the spice that makes employees work together as a team and appreciate others’ efforts. Collaboration really contributes to the performance of an organization. Cooperation becomes easy for team members to share ideas and become more productive. This factor helps a company offset competition. Factors that will encourage teamwork are very critical and must be adopted by all employees – particularly new hires. This is true whether the team members are co-located or in different locations.
5. Written communications
Sharing information is important in any business not just oral but also written. Digital communication and file sharing has taken over communication in organizations. It now accounts for more than 60% of communication. This has made written communication a key factor in hiring. Unfortunately, it’s also one of the applied skills lacking in the workforce. That’s why employers will look first for a candidate who writes well. This will also contribute to smooth work flow since it limits unclear directions which can lead to costly errors.
Applied skills lacking in new hires
Leading firms have begun education and training to help close the gap on applied skills lacking in new hires. They also encourage current employees to improve these necessary applied skills. Efforts to build applied skills along with technical skills will help balance and create candidates the employers need today.
Training can improve these missing applied skills. This will enable an employee to learn the needed skills while they work. This will overlap with adapting to the company culture. Staff members may not consistently use some of these skills over time. So, an organization should set a stable training and learning program for both new and experienced employees to reinforce their skills.
Let Flexicrew Staffing do the hiring for you. Flexicrew is ready to bring your company the best employees. Contact us today to get started on working with one of the superior staffing agencies on the Gulf Coast and Southeast.
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!