Avoid These Mistakes When Hiring A Staffing Agency

There are thousands of staffing companies that exist in the U.S. with many of them well known. That can offer some reassurance and make for easy decisions on hiring a staffing agency. But, problems and mistakes can occur if your company has a need for special skills. Or, you want employees who fit either a narrow range of criteria or too many. Nothing is ever guaranteed and unfortunate surprises can happen because of intense competition in the temp staffing industry. Due diligence and keeping a keen eye on third party providers must be maintained.

Hiring a Staffing Agency

Just as you want to cast the widest net possible if you are searching for employees, the same applies to staffing agencies. The best practice is to use multiple staffing agencies when possible. You never know what is happening within another business. That means a level of trust has to exist on your part that any agency is doing everything right. Proper screening, background checks, and ensuring people with the skills you want are referred. Working with 1-2 agencies creates overlap that could work to your benefit.

All employers want highly skilled, experienced, and educated employees. Imposing a list of criteria and asking temp agencies to find candidates who fit the bill is a toss-up. Of course any agency working for you will do their best to come through with qualified people. To be fair, the exact nature of the skill sets you seek will make a difference. Obviously there will be varying amounts of difficulty depending on what you want. The risk is receiving applicants who are not fully qualified which means wasted time. Your company may have to wait much longer while the agency tries to fulfill your requirements.

You may be tempted to choose an agency that works fast and seems to deliver results very quickly. There is minimal contact from them which may be a plus because you are very busy. That is the company you want to avoid because they are not building a relationship with you. A staffing company must know your business on a deeper level so they understand your needs. In the future, take notice of efforts to visit your business to discuss your needs and even look around your operations. The best long term arrangements are built on positive and stronger relationships.

You can avoid wasted time by going beyond the interview process and testing candidates. Or rather, have the interviewing agency do this for you. Your company can create a test as part of the screening process. Most agencies only interview candidates, and there is no guarantee about the quality of the process. The best approach here is to ask potential agency hires if they are willing to do this. This is one test of the agency and will measure their desire to provide great service.

There are many factors contributing to mistakes made when hiring a temporary staff agency. Since avoiding them can be challenging, you have to perform your own due diligence. In time, you will learn which agency to pass on and those with whom a cultivated business relationship is desirable.

Flexicrew Staffing Agency Best in GA and east TN

The subtle secrets mentioned above are what you should be looking for before settling on the staffing agency that you intend to work with.  Give Flexicrew a call and we’ll work our magic on your workforce!

5 Secrets of the Best Staffing Agencies

Currently, successful companies are turning to staffing agencies to lessen the burden on the human resource department. In most firms, the HR department that oversees many different employee issues such as hiring, processing salaries and conducting appraisals, personnel issues, records, etc. However, the recruiting landscape is rapidly changing. Outsourcing such service proves to be a very prudent move to any employer, especially those with a minimal recruiting team.

a best staffing agency

First, the pressure on the HR department is alleviated. They can concentrate on other crucial activities that directly contribute to income generation or minimizing legal HR exposures for the firm.   They can work on aligning HR with their firm’s strategic direction.

Also, staffing agencies are typically a team of the best recruiters. Such a firm has the know-how to select the best candidates from a large pool. This is mandatory for any firm since highly qualified employees are your ‘secret sauce.’

Additionally, a recruitment agency will save the company a lot of time especially during the hiring process that is usually lengthy. This frees up internal people to concentrate on other tasks.

As an employer, you should consider engaging a staffing agency the next time that you need to recruit.

The following are 5 secrets of a well qualified staffing agency: 

1. Staffing Agency that Partners with Employers 

Nobody would entertain the prospect of working with a staffing agency that is not collaborative. One of the essential qualities to look out here is whether the staffing agency’s employees possess excellent listening skills. This is because primarily, their task involves listening to candidates and evaluating them based on their behaviors and credentials. If the staffing agency doesn’t cooperate with your firm, there is a high chance of them bringing you the wrong kind of staff. You should therefore not hesitate to dismiss a staffing agency that doesn’t cooperate. 

2. Professional and Competent Recruiters

You want to work with a legitimate firm that can settle even its in-house issues. So, you need a firm that possesses high-quality recruiters who have considerable experience following years of work in the sector. Therefore, as you plan on the staffing agency to settle on, consider the qualifications of their staff. If they are not professional, run – don’t walk away. Such recruiters may end up hiring under-qualified and incompetent staff. 

The reputation of a company is enhanced through numerous means, and one of them is retaining most of its employees over a long period. A company where employees keep quitting shows that there are pertinent issues. Employees in such a firm are highly likely to be not highly motivated, and this highly impacts on their output. Avoid hiring such firms as they may cost you much in the end. 

3. Widens the Recruitment Net

It common for recruiters to only shortlist candidates that apply on the employer’s job board. This at times is wrong because there is a considerable pool of applicants on other job boards. Therefore, a hiring firm that limits itself to a specific job board minimizes its chances of landing the best candidates in the market. As you look out for a hiring agency, it is imperative to request the firm’s job board scope. This helps determine if the staffing agency’s final shortlist is fully comprehensive of what’s available in the market.

Flexicrew Staffing is a Chattanooga-based hiring firm that is known for extending beyond the basic job boards and delivering the best candidates within a short period. 

4. Accessible Any Time – Flexible As Required 

As an employer, you probably work beyond the regular operating hours to ensure you’re your work gets done and everything is streamlined. You also would want to consult the hiring agency whenever you feel that there’s a rectification that you intend to make. Therefore, choose one that fits that bill. A hiring agency that works beyond the regular working hours shows dedication to delivering work even within short deadlines.

Such a staffing agency should rise to the top of your hiring list like froth on hot chocolate. 

5. Staffing Agency Understands Your Company’s Culture 

Firms thrive on a set culture and values. Without a particular culture, many companies would not have achieved what they pride themselves on today. It is an important aspect that should not be overlooked. Therefore as you seek the best staffing agency, ensure that you are clear on what your own company believes in. It is from this point that you can choose the recruiting firm that is amenable with your firm’s culture. Such is a company that is willing to operate within your set systems without trying to introduce new procedures that compromise the firm’s way of operating. 

As an employer, you need to keep up with the trends to ensure that your firm can compete with others. And one of the ways of achieving this is ensuring that you have the most qualified staff. This can be enhanced by hiring a reliable staffing agency to do the ‘heavy lifting’ for you.

Flexicrew Staffing Agency Best in GA and east TN

The subtle secrets mentioned above are what you should be looking for before settling on the staffing agency that you intend to work with.  Give Flexicrew a call and we’ll work our magic on your workforce!

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.

How to Prepare for Holiday Hiring Facing Low Unemployment

Have you begun to prepare for holiday hiring?

Many businesses have a seasonal spike in the number of workers they need starting right about now.  Help Wanted ads are cropping up all over!

Employers who need to boost seasonal hires to survive the holidays are beginning their recruitment in earnest.

Holiday Hiring Perfect Storm

With low unemployment coupled with the ever-increasing growth in e-commerce,  how will you prepare for holiday hiring the number of workers you need?

Many well-known firms have long relied on seasonal teams to help manage their busiest time of year.  But as unemployment levels have fallen they have had difficulty attracting workers to the temporary, often low-paying positions.

Last year many firms reported a tough time with holiday hiring, and began to offer incentives and perks to overcome that problem. And with unemployment rates still low, employers need to realize they must provide “something extra.”   They need to differentiate themselves from other employers also seeking seasonal workers.

“Companies are fighting hard to retain and attract employees,” Andrew Challenger from Challenger, Gray and Christmas said. “They’re keeping them longer, and there’s less of this ‘hire a bunch at the holidays and dump them at the end’ because companies need them year-round.”

Prepare for Holiday Hiring Using Different Approaches

So, with the difficult hiring climate upon us, it’s time to prepare for holiday hiring using different approaches.  Get creative to see how you might improve your holiday hiring.

Reflect on these tactics for holiday hiring (and keeping) top-notch workers:

Prepare for Holiday Hiring by Contacting Quality Workers from Previous Years

Give preference to “same time, next year” candidates. Select candidates most likely to come back again next year for the busy season.  That could simplify your hiring for next year’s busy season.

Seasonal Has Become Permanent

Don’t assume you will keep seasonal hires just for the season. Some seasonal hires will be candidates for permanent positions.  Identify possible permanent hires early on.  Monitor their performance.  At the end of the busy season, decide if they’re qualified for permanent jobs.

Promote the opportunity for seasonal workers to become permanent and earn health care, retirement benefits and tuition assistance.

Prepare for Holiday Hiring and Rehiring

Assume employee turnover.  Some of your workforce will not hang in for the entire season.  That’s a given!   Prepare for holiday hiring expecting you’ll have to hire some workers to replace defectors during the season. Structure pay to reward seasonal workers who stay as long as you need them. You might consider weekly retention bonuses or provide a bonus based on production if they complete the season.

Don’t Skimp with Onboarding

Provide resources to successful onboarding your seasonal staff. Throwing seasonal employees into the job inadequately prepared could hurt your production and bottom line.

Extra Hours

Some businesses are offering extra hours to its own existing employees instead of hiring temporary workers, which could be difficult to find in tight labor markets.

Offering extra hours to current employees or to current temporary workers instead of hiring extra staff might help.  It avoids the cost of hiring or the risk of getting poor workers.

Pay vs. Cost of Living

Especially in a labor market that has a higher cost of living, people respond — as they always would — to jobs offering higher pay.

Companies able to offer more competitive wages or attractive employee perks frequently are more successful in quickly hiring their required seasonal staff.

Accurate, Up-to-Date Job Descriptions

Make sure job descriptions for seasonal hires are accurate, complete and up-to-date. Don’t just use job descriptions that are several years out-of-date. Have the supervisor who writes the job description follow an employee who does that job and update the description even for seasonal workers.

Bus Service

Offer bus service to help workers get to your site.  This will lower absenteeism and tardiness.  That will also help to lower the amount of firing and rehiring you need to do.

Hiring Attitude Plus Aptitude

Hire for attitude as much as aptitude. Frankly, most seasonal work is about being flexible and getting up to speed quickly, not a sophisticated set of skills. Look for reliable employees who stress safety and customer focus.

Retailers

Retailers can offer seasonal store and distribution center employees increased wages during peak weeks and offer employee discounts on merchandise.

Some retailers will also host after-hours events such as holiday parties for seasonal associates.

Customer Service

It is more important than ever for companies to provide good customer service.   They operate in a fast-changing, competitive market. The pressure is on to have a successful holiday season.  The hiring crunch has come at a time when customers want easier shopping and more fun during one of the busiest times.

Some employers are offering flexibility in some of its seasonal positions – the chance to work from home. For example, retailers are offering remote customer sales rep positions to seasonal employees.

Increase focus on service through new training, tools and technology.  Training programs will prepare them to better serve customers, especially during this busy season.

Expand Prospective Candidate Base

Reach out to students, working moms, retired persons or just people looking to make extra money for the holidays.  They might require use of flexible hours, flexible shifts or even part-time work to fit their outside schedule.

Single-Source Staffing Agency for Holiday Hiring

If you use staffing vendors, give one sole responsibility to hire for your peak demand. Staffing agencies may be swamped filling the seasonal needs of many clients at once. Tell one agency that you will give them all your seasonal business. They should be more willing to give you ‘first dibs’ on the best seasonal workers.

Your Turn

So, study these suggestions for holiday hiring and tell us what you have done to help overcome the seasonal crunch.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals?  Contact us today!

5 Applied Skills Lacking in Job Candidates

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.

Why?

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.

3. Leadership

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.

4. Collaboration

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.

Work With an Award-Winning Staffing Agency

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.

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!

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.