With strategic planning, the right partnerships, and data-driven information, you can develop a peak-season workforce that is capable of getting the job done.
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A deep-dive hiring strategy is essential for human resources professionals. You need to know the company’s strengths and opportunities, but also what they perceive as their challenges. Why? Because once you know them, you can help them optimize strengths and opportunities, and rise to meet challenges.
A deep-dive hiring strategy will ensure that you can help them with their challenges proactively, not just fill requests. Surface level strategy may fill a role, but not solve a problem or help a company grow.
You need to know what market forces and trends affect your company. Is there a shortage of talent to fill manufacturing jobs so the company can grow, for example? Are there challenges in finding people who are work-ready and can be trained?
Once you know the broader trneds and market forces, you can drill down to find out specific challenges. If your company having problems with employee retention and turnover, for example? Do you need a more flexible workforce? One with a stronger commitment to productivity?
If finding qualified manufacturing workers is a challenge, for example, are there ways to recruit these workers more effectively?
Could the company institute plans to attract the qualified people in their area? Some companies find referral programs from good existing employees effective. Are your company’s salaries, for instance, competitive with other companies also competing for these workers? Do the workers feel rewarded? Would a company appreciation policy work to increase employee retention?
Do you have periods when more workers are needed and periods when fewer workers are required? If so, they may benefit from the temporary employee market.
The human resources market is dynamic and constantly changing. It’s a good idea to have monthly or quarterly meetings with your staffing agency to discuss strengths and challenges, and how they can help you.
Stride Staffing’s goal is to build stronger connections between employers and individuals by doing staffing differently. Really.
Contact us today for hiring and recruitment help in the Dallas and Fort Worth areas.
Most managers want to help their business grow. A growing business, after all, is a thriving business.
But did you know that outsourcing your hiring can help your business grow? Many human resources tasks can be outsourced so that company employees who might otherwise have to take the time or develop the expertise to do them can focus on tasks that generate revenue or cut costs.
Developing job descriptions can be a very time-consuming task, especially if the job requirements are new or need to be updated. Writing job descriptions can be especially worrisome for new managers. Staffing agencies are experienced and proficient in writing job descriptions that will appeal to candidates.
Once job descriptions are posted, resumes start to come in! Screening these can also be a time-consuming process. Busy managers may have to winnow a pile of resumes down to the candidates most likely to fit the job requirements. Or, on the other hand, they may also find that they need to reach deeper into the applicant pool to find qualified workers. In either case, outsourcing the function can help make the process more productive for everyone concerned.
A staffing agency can also set up interviews, making sure that the times are convenient for all the hiring managers involved.
One of the ways outsourcing can most help your business grow is to screen applicants, performing background checks and calling references.
Why? Because finding out that a candidate who seems qualified to do the job actually isn’t can’t cost your both time and money. Unfortunately, some job applicants are sometimes less than truthful on their applications. Or they may be unreliable, constantly late. Or they may have a poor work ethic.
You need to find out if there are any issues with an applicant before making a hire. Otherwise, you may have to go through the entire time-consuming and expensive process of hiring soon, if the person proves unable to do the job, or not satisfactory in other ways. You may spend time and money hiring someone who will not make it past the first 3 months of employment.
Making sure your employees are professionally vetted before they start work is a good investment toward making your business grow.
If you need outsourcing help, we’re the agency to call. We help you find the best-qualified people.
Stride Staffing’s goal is to build stronger connections between employers and individuals by doing staffing differently. Really. Contact us today for our staffing agencies in the Dallas/Fort-Worth Area.
When you’re looking to fill jobs, it can sometimes seem like there’s a shortage of good workers.
Well, there could be. The news recently is that the U.S. may be facing a shortfall of skilled manufacturing workers. Too few workers have the skills for the jobs available.
In fact, over the next 20 years, employers needing plant and system operators face a nearly 96% chance of having a worker shortage. Companies needing machinists face a nearly 90% of having a skilled worker shortage.
Why? Well, there’s a few reasons. Baby Boomers are retiring. They were one of the largest generations. Generation Z, the current crop of teenagers and people in their early twenties, is far smaller. In fact, Generation Z is smaller even than Millennials, the generation immediately before them, who were significantly smaller than Baby Boomers.
In addition, college has been stressed far more than training in manufacturing for the past several decades. Young people may not be thinking of manufacturing jobs as much as their grandparents did.
Companies have also been investing heavily in outsourcing and streamlining their labor needs. They may be placing less emphasis on training and hiring people for manufacturing jobs.
On to the more pressing issue: you do you find and recruit good workers?
Here are steps to take.
When there’s a shortage of workers, good ones can pick and choose. You need to keep up with what the going salaries are in your area. You need to at least meet those salaries. If you can better them, you stand a good chance of attracting the best workers.
It’s the same with benefits and other perks. Research and ask around to find out what your competitors do. If they offer 2 weeks of vacation or other things workers want, and you don’t, the best workers will be inclined to go to companies who do.
If your entry level people are good workers — reliable, on time, and ready to roll up their sleeves — it’s a good idea to train them for higher level roles. Why? Well, part of being a good worker, of course, is the qualities they’ve already demonstrated.
People who can’t move up to higher salaries and levels of responsibility will be more inclined to look elsewhere for those things. If you train them, you can more easily retain them.
Everyone likes to feel appreciated. Develop a plan for showing appreciation of your good workers. It can be simple, just a gift card at the local pizza place.
You can also institute a policy like employee of the month. Place a sign of recognition in the newsletter or a public place. The advantage to employee of the month is that it encourages people, because everyone has a chance every month.
Stride Staffing has access workers in all our areas. We can help you find good workers. Call us today.
Our goal is to build stronger connections between employers and individuals by doing staffing differently. Really. Contact us today for hiring and recruitment help in Arlington, Texas and other locations.
The success rate in hiring is important to any business. Briefly, the success rate is the number of people hired who are good employees: reliable and able to do their tasks well. How can you make your hiring more successful?
When you add up the time and effort expended on hiring, it’s can be quite a lot. A job description has to be developed and posted. A decision has to be made about where it is posted. Resumes and applications have to be screened. People have to be interviewed.
Then, of course, there’s a training period when the new hire comes in. Even the best employees have a learning curve, when they won’t be at peak productivity.
If a new hire is a good employee, the company is ultimately rewarded with a good worker. But if the person is not a good hire, they may end up having to be let go.
This can be costly as well. There are procedures to letting someone go. A performance plan usually must be instituted. Even if you are working with a staffing agency and hiring temporary workers, a new temp must be brought in and learn the ropes when one is fired.
You want a high success rate to cut down on hiring and firing costs.
A good success rate – a high number of employees hired who turn out to be good, reliable workers – is great for productivity. They go through a training period, enter maximize productivity to you and produce well. Your team becomes productive.
A staffing agency can help increase your success rate. They can recruit so you find candidates with the experience and skills you need. They can supply you with temporary workers so that you can see the quality of work with no lengthy interview process, and choose only the best qualified without having to go through a firing process.
Stride Staffing’s goal is to build stronger connections between employers and individuals by doing staffing differently. Really. Contact us today for hiring and recruitment help in Arlington, Texas and other locations.
Creating and fostering a positive work culture is one of the most important things you can do to help your business. Why? A positive work culture will increase the productivity and loyalty of your employees. It strengthens morale and promotes teamwork.
People like to know what they’re working toward. Think of sports. The best seasons occur when everyone is unified to win. They know what their position is and what it takes to score.
Take a moment to express your goals. Do you want to have the highest production quotas ever? To beat your rivals across town? Put them on a website or newsletter. Make sure everyone knows how they contribute.
You may appreciate your employees every day. The key is making sure they feel appreciated. Think about having pizza days or donuts in the morning once a month or so to indicate your appreciation. Be sure to link it to a “we’re glad you work here” message. Everyone responds well to being appreciated.
If your goals do include meeting quotas or upping production in some ways, you can also think about appreciation awards when this is done. Free tickets to local events as a reward, or even a half-day off for top performers, will go a long way to making employees know they are appreciated.
Many people focus, of course, on skills when they’re going through the employee hiring process. That has to be done: without the skills, the hire won’t work. But remember that soft skills like a positive attitude, good work ethic, and dedication to team spirit are highly important as well.
When you go through applications, be sure to look for any displays of positive attitudes, like team sports or volunteer activities. Ask interview questions that assess positive attitude, like “what makes you happy?” When you check references, ask specifically about attitudes and positivity.
A staffing firm can help you develop questions and other recruitment techniques to find positive people. We can also help with calling references and other background checks. We can assist with recruiting good, responsible employees for your team. Stride Staffing’s goal is to build stronger connections between employers and individuals by doing staffing differently. Really. Contact us today for staffing agencies in Arlington, Dallas, Mesquite, DeSoto, and Richardson, Texas.
Being a hard worker is one of the most important things an employee can be. “Hard worker,” of course, can cover many qualities. It can mean the person is very responsible and committed to getting the job done. They don’t gaze at the clock as the minute hand nears quitting time. They don’t come back late from lunch. It can also mean that they go full out on any task they do. Finally, it can mean they never complain about new tasks or the difficulty of the work.
If you ask an employee “Are you a hard worker?” many would say yes. The question’s form is closed; respondents can only answer yes or no. And most applicants would know better than to say no! Closed questions aren’t ideal for getting at how people see situations.
A better way is to ask how they act in certain situations. You could say something like “give me an example of when you went above and beyond for a job.” If they say they opened the office at 5 a.m. when 10 inches of snow had just fallen so a shipment could go out, that’s a testimony to their ability to work hard. If they answer, “I stayed 15 minutes over my shift,” that’s ok, but not as impressive as the first instance.
How someone works at looking for a job is a good indicator of how they will approach a job. A well-done cover letter and high-quality resume generally mean the applicant has worked hard at it. Have they responded properly to the posting itself? That means they are conscientious and pay attention.
Were they on time to the interview? Did they work hard at establishing rapport, answering questions and selling their qualification? If they did, it’s a sign they will work hard at the job.
Finally, don’t neglect to talk to former employers. If the person indicated in the interview they are a hard worker, ask if their own assessment of their work ethic aligns with that of past supervisors. Ask if they worked hard, showed up on time and gave 110 percent. Were they flexible and cheerful about assignments? That’s all part of being a hard worker. You also may want to obtain a former supervisor’s contact instead of the company’s number so that you can get a better reference instead of a general HR response.
In today’s employment scene, finding hard working and conscientious employees is crucial. Assessing hard work, conscientiousness and diligence is more important than ever. We can help you find great candidates. Stride Staffing’s goal is to build stronger connections between employers and individuals by doing staffing differently. Really. Contact us today for our employment agencies in Mesquite, Texas, and other locations.
