5 Most Common Recruiting Mistakes Recruiters Make

Introduction

Avoid hiring mistakes employers make

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

How?

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

Broad Errors Flexicrew Observes in Recruitment

common hiring mistakes

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

  • Properly Evaluating Candidates

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

  • Applicant Screening

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

  • Balancing Important Factors

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

5 Most Common Recruiting Mistakes

5 most common recruiting mistakes hiring managers make

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

1. Not Setting specific Hiring Goals

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

2. Failing to Conduct Interviews Properly

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

STAR interview questions for the candidates

3. Not Considering References Carefully

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

4. Making Assumptions about a Candidate

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

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

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

Conclusion

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

Flexicrew Support

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

5 most common recruiting mistakes Flexicrew avoids

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

 

 

 

Production Interview Advice that’s Essential

What Production Interview Advice You Must Have

production job interview advice

Interview Skills – How To Ace Interview Questions

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

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

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

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

Production job interview advice

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

The 6 Best Questions To Ask About Jobs

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

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

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

How to Answer a Skill Question

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

Prepping for Production Job Interview Skills Questions

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

production job interview advice

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

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

Hard vs soft skill differences

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

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

STAR Technique: How to Impress Interviewers

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

Production job interview advice - STAR method

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

using STAR technique to keep your answers crisp and concise

 

 

 

 

Situation

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

Task

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

Action

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

Results

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

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

Nail Production Skills – Production Interview Advice

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

Summarizing Production Interview Advice

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

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

Flexicrew Production Jobs

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

4 Reasons for The Great Resignation-Don’t Ignore

.The Great Resignation by millions of workers monthly stems to a significant degree from dissatisfaction with their current job.

The Great Resignation shaping future of work

Statistical data regarding employment in the United States like the Job Opening and Labor Turnover Statistics (JOLTS) indicate that the number of people resigning in the last six months has increased significantly. In some months, the percentage of people resigning has been the highest in the last twenty years. Both employers as well as employees would like to understand the Great Resignation.  What are the reasons why so many people are choosing to resign? How it will affect their business or career. This will help them in taking the right decision and planning for the future.

The Great Resignation and causes

1.Postponed Resignations

When the COVID-19 pandemic started in March 2020, many employees lost their jobs. There was a lot of uncertainty about the future. Workers were unsure whether it was worth the risk of joining a new unfamiliar company. Normally, many employees change their job if they are not happy or are getting a better opportunity. During the COVID-19 pandemic for more than one year, many people continued with their job. This was the case even if they did not like it or disliked their boss.  Changing jobs was risky. Thus, postponing their resignation made sense. Now that the economic conditions have improved.  Workersare more confident and willing to take the risk, so they are finding new jobs.

The Great Resignation continues

2. Changed Perspective

During the COVID-19 pandemic during the lockdowns, people were largely confined to their homes and had free time to think over their priorities for their life. A large number of employees lost one or more relatives, friends, and colleagues to the pandemic. They realized that their life is short, and they would like to spend their time in a better way.  Instead of working in an office or workplace they did not like, spending a few hours daily commuting to their workplace, they had an epiphany. Many realized that the present job was not suitable and resigned after getting a better opportunity.  And some workers resigned without alternative employment to be able to spend full-time in job search mode looking for a job they could love.

3. Job Availability

Some businesses and sectors were more affected by the pandemic especially travel, hotels, restaurants, sporting events, live concerts, and entertainment.  This resulted in large-scale job loss. After vaccinations were available, the COVID-19 cases have reduced, so there are a large number of jobs available. Due to the shortage of talent, it is easier to find a suitable job with a better salary compared to a year ago. Since people are finding better jobs with good salaries easily.   They are resigning from their existing job for greener pastures, especially if they do not like their present employment.

4. Remote Working

Many business continued to function during the pandemic, with their employees working remotely from their home. These employees were saving time and money they spent commuting and other expenses by working remotely and could spend more time with their families.

One worker told me that during months of the pandemic he spent more on gas for his lawnmower than for his automobile.  He loved that!

With the number of COVID-19 cases reducing, businesses started asking their employees to return to their normal workplace routine, typically they are being asked to work in their office or on their job site from 8 or 9 am to 5 pm. Some employees, especially those who are commuting longer distances may not like this option. And they are resigning since they would like to continue working remotely. Often these employees have more savings, and so they can afford to take the risk of trying different jobs.

The Great Resignation caused by work conditions and money

Sum-Up

The upheaval imposed upon the workforce by the COVID-19 pandemic afforded all of us a once-in-a-lifetime occasion to review and judge every attribute of our lives through a completely new point of view and different yardsticks.

This gave job seekers the potential to select the pandemic era lessons they wished to endorse and which adjustments to abandon and give up in their future work lives.

Employee shortage is killing employers

Partner with the Right Staffing Agency

The first-class way to find a new position during the upheaval of The Great Resignation is to sign up with a specialist staffing agency.

Here at Flexicrew Staffing, we’ve got your back to promote you and highlight your skills and abilities to our clients who are looking for the right talent.

We get to know you – your skills, likes, dislikes, requirements, and so forth.  We want to be sure we match you to excellent opportunities the moment they are accessible. And we counsel you and support you the whole time, until you sign up with your new employer, and afterward, as well.

Upload your resume with Flexicrew. Let’s get you connected with the best industrial employers right away.

 

3 Key Reasons Recruiters Should Use Digital Interviews

Since the number of Coronavirus cases in the United States continues to increase, Human resources (HR) departments in employers are reducing personal interviews due to the social distancing norms which are still in-place in many industries.

The talent acquisition staff is opting to use digital platforms to interact with candidates applying for jobs and the use of digital solutions has increased significantly in the last six months. Surveys indicate that personal interaction with candidates is adversely affected by social distancing for 41% of the businesses, and 58% of the organizations claim that virtual interviews are used to alleviate the difficulty.

Although Flexicrew still utilizes some personal interaction, they are most often for drug screening and testing. Nevertheless we strongly encourage job applicants to interact with our recruitment staff digitally.

Benefits of Digital Interviews

3 important tips for organizations planning to conduct digital interviews for recruitment are discussed below:

 digital recruiting

Digital Interviews While Working From Home

The HR staff has to spend some time coordinating for scheduling in-person interviews but they help to understand the candidate and get to meet team members. Digital interviews can make the process easier since the HR and operations team members and candidates can connect from their homes to hold face to face interviews.

Additionally these online job interviews also offer more flexibility for the HR staff and job applicants. Scheduling problems and travel delays associated with personal interviews are eliminated by conducting digital interviews. Additionally more candidates can be interviewed digitally even beyond normal working hours.

Face-To-Face Interaction with Job Candidates 

HR staff can choose from a wide range of digital interview tools for conducting live and on-demand interviews for direct interaction with the candidates based on the company profile. In on-demand interviews, the candidate records answers to questions which have been finalized earlier. Alternately a live interview can be conducted virtually.

Additionally digital interviews are a very easy way to highlight a firm’s uniqueness and personality, allowing the business to record personalized videos which give the candidate relevant information about the company. This could help motivate the candidate so that he is more interested in the available job. Also the video will help to showcase the most interesting aspects of the culture of the company.

Continue Uninterrupted Hiring During the Pandemic

Employers are slowly realizing that virtual work has become the norm, since the number of people infected with Coronavirus continues to increase. Though the changes in the economy due to the Coronavirus epidemic have adversely affected many industry sectors, a large number of companies are also increasing hiring to meet increased demand.

Virtual interviews allow employers to continue hiring since they are cost effective and safe since there is no direct personal contact which could lead to Coronavirus transmission. There is an additional advantage that the business and candidate have more flexibility in choosing the time, duration and format of the interview.

Though it is a challenge for businesses to conform to the social distancing norms, it is possible to avoid infection and keep HR staff healthy without disrupting the work routine. Digital interviews are a very convenient way for businesses to continue hiring new employees, even during the COVID-19 pandemic. These interviews can greatly improve the time required to hire and help your business survive the crisis and deliver great recruiting results along the way.

Support

If your organization is interested in making use of digital interviewing, give Flexicrew a call to find out our experience, some tips we’ve learned and whether digital interviews are suitable for your situation.

10 Good Reasons to Hire Older Workers

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.older worker

In this article, we have provided a list of some of the best incentives for adding older employees to your organization.

So, go ahead and consider these 10 good reasons to hire older workers:

1. Reduced Labor Costs

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.

4. Punctuality

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.

5. Commitment/Dedicationolder worker

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.

8. Flexibility

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!

 

Ask the Flexpert…What Are Good Reasons Employers Should Hire Older Workers

Older Worker Discrimination

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.

 

Characiture of Flexpert

Good Reasons Employers Should Hire Older Workers

Here are 10 good reasons employers should hire older workers and why they are good for business:

  1. It is not usually necessary to pay benefits like health care insurance.
  2. If an employer has a hiring freeze, hiring temporary older employees usually comes from a different budget.
  3. Older workers have a positive attitude.
  4. They have lower absenteeism and tend to be more punctual.
  5. Older workers have a better commitment to quality.
  6. Senior workers generally require less training.
  7. Older workers may possess superior customer service skills.
  8. Older temporary workers can be terminated at the end of a project with comparatively little or no cost.
  9. They often have better people skills.
  10. 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.

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.

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!

8 Reasons Employers Should Recruit Between Thanksgiving and New Year’s

Why recruit between Thanksgiving and New Year’s

For many businesses, Thanksgiving through New Year’s marks the start of a distinct period of business. They are involved in end-of-year wrap up, planning for next year, performance appraisals, and, contrary to what some think, recruiting.

Yes, recruiting between Thanksgiving and New Year’s!how-to-recruit

Do candidates and employers halt a job search or recruiting between Thanksgiving and New Year’s? Some do, but other companies want to fill spots between Thanksgiving and mid-January. They don’t care to wait until the January to try to fill open positions. But some believe if they have been unable to hire someone by Thanksgiving why knock themselves out – just wait until after January 1.

That sounds like a New Years exercise resolution: I’ll wait ‘till after the holidays to begin exercising since there is no way I can get toned before New Years now.

Why Employers Should Recruit Between Thanksgiving and New Year’s

Despite the view of some employers, there are a bunch of benefits for progressive businesses to keep the recruiting ‘pedal-to-the-metal’ between Thanksgiving and New Year’s:

1. Kicking off a new project in January requires you to have workers in place before starting. Having a ready team in early January before beginning that new project means minimizing lead time for project startup, shorter delays and more effectiveness for your company.

2. Often unemployed tend to push off their job searches until after the end of the year. Consider that people who continue to look during this period to be assertive in their search, show signs of solid work ethic and willingness to work through hard times – both highly desirable traits.

3. Many workers need to make use of their personal days by year end – or lose them. So, taking a day off for an interview could correspond to that need. The candidates you are focused on hiring might be more at ease taking time off when no one expects they are looking for another job.

4. Most large firms complete seasonal hiring by this time and many others don’t trouble themselves recruiting this time of year. This makes the holiday period great for smaller firms to compete for candidates’ interest.

Four More Reasons to Recruit Between Thanksgiving and New Year’s

5. End of year is a time some workers use to consider their career status. This could make them more open-minded for making career or job changes. With the New Year close at hand, many people are open to a ‘new’ beginning.

6. Business becomes a bit sluggish during the year-end period for some organizations. Employed candidates have more flexibility to explore a job switch since they have fewer responsibilities or rush to complete work than other times in the year. This provides those workers more time to investigate new employment.

7. Fewer businesses recruit this time of year. Therefore your open spot will have less competition from other employers and should get more attention from candidates than other periods of the year. Often your position will get noticed by people who are actively looking for a new job and not just waiting to start after January 1st.

8. Some college students finish their studies and graduate now. But obviously the big college recruiting days don’t occur until Spring. Now is an opportunity to find enthusiastic candidates ready to start work immediately with few other employers beginning to compete for their attention.

How to Recruit Between Thanksgiving and New Year’s

Regardless of whether you actually do hire a new employee during the holidays, completing the essential groundwork for the position makes new projects start smoother. Establishing a recruiting strategy, characterizing the open job, developing a profile of the right candidate will help you be successful immediately after New Year. It’s much better to begin the first week of the year arranging interviews instead of trying to decipher who you need to hire right when you are trying to get that new project underway.

Prepare now, even if you don’t get someone started until February or March. There are many positions can take several months to fill.

Partner With an Award-Winning Staffing Agency

If you’re an employer, you only have so much time to dedicate toward recruitment, hiring and interviewing. Let Flexicrew Staffing, a five-time winner of Inavero’s Best of Staffing ® Client Satisfaction Award do the hiring for you. Flexicrew Staffing is ready to bring your company the best employees. Contact us today to start your recruiting engines.

How Temporary Workers Can Help You Stay Rational Through the Holidays

The holiday season will be here sooner than you think.  Part of the difficulty for many employers will be the greater seasonal demand puts pressure on you to increase temporary workers. For some businesses, the holiday season is the most demanding time of the year.  This makes it essential to have enough quality staff on hand.  That way, firms can keep up with the complex work conditions and still close the year out strong.

 

Recruiting temporary workers can help keep you rational through the holidays by providing:

Additional Temporary Workers for Peak Times

Temporary staff provides flexibility of additional staff.  Rather than stretching your permanent staff to the breaking point, hiring temp workers allows you to have more resources to get the job done during your busiest times.

Focus on Most Important Areas

The holiday season can be hectic and some days will be busier than others. Having temporary staff on hand will give you the ability to focus on higher demands or problems that crop up.  If needed, they can substitute for permanent employees who take vacation over the holidays.

Reduce Costs

Bringing temporary workers on board for the holiday season is more cost-effective than hiring new permanent employees. Seasonal employees provide additional help only when it is needed.

Morale Boost

Busy seasons often lead to increased feelings of stress among employees. Having extra workers takes weight off your permanent employees’ shoulders.  So that frees up your most senior staff to work on your vital projects.  And, it allows you to make better use of your best and brightest to focus on the job. Meanwhile, it keeps morale intact, even on the most hectic days.

Decrease Pressure

Overworked employees result in strain among the workforce. Distributing the workload with additional workers reduces anxiety.  That creates a constructive and stronger workplace for the holidays.  Thus greater productivity.

Partner with an Award-Winning Staffing Agency

Thus, for many employers adding contingent workers is the best solution for the busy holiday season. Flexicrew Staffing works closely with clients to help source, recruit and onboard the best temporary seasonal employees possible. To make sure your business is in a good position this holiday season, contact Flexicrew to begin filling your temporary worker needs today!