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How to Find the Perfect Candidate for Your Light Industrial Job Opening

March 22nd, 2013

Every time you endeavor to fill an open position with your company you have a new opportunity to fin just the right person for the job.  Each time you enter into the process, you are seeking that candidate who will glide right in and dazzle everyone with their knowledge, skill, and engaging personality.  That person is assuredly out there every time you are looking for them.  But how do you find them?  You find lots of people who are willing to come on board, but not that perfect person.  Well here are a few ideas to try and draw in the right person each time.

  • Advertise your company culture, not just the job.  There are jobs out there that are just like the one you are offering.  And you want the top candidates to choose you, not the other guys.  This is simple:  just tell them why they should.  Get the word out about why it is so great to work with your organization.  Make sure everyone knows what your company culture is all about.  What makes you interesting, what makes you better, what can they expect to get out of employment with you, what unique opportunities for development and growth do you offer?  This way it isn’t a job they are applying for, it is an entire culture and environment and work experience that they are seeking.  You are already unique, just make sure they know why.
  • Ramp up your screening process.  The definition of insanity is doing the same things over and over but expecting different results.  If this feels familiar to you, it is easy to do something immediately to change this pattern.  Examine your screening and interviewing process.  Make sure you are going beyond the basic Q and A session.  Offer candidates the opportunity to actually demonstrate what they can do.  Set up a second interview with those in whom you are interested where they can have a practical experience with your team.  Get them paired up with a peer for an hour or two and observe them in the environment.  If appropriate, give them a real work challenge they will encounter on the job and see how they handle it.  All good candidates will be excited to show you just what they have to offer.  And the insight you will gain into their qualification is priceless.
  • Delve deeper into each candidate.  The more you know about each person the more you can assess their fit with your organization.  Many times, a candidate will have all the right skills, experience and qualifications and the wrong temperament.  They end up being a square peg in a round hole, you spend a lot of time and money getting them up to speed, and they ultimately don’t work out.  But the more you know about a person the better you can assess how well they will fit with your team and your culture.  Check them out on social media.  Find out about their hobbies and interests outside of work.  Anything you can do to get a better understanding of who this individual really is will help you to accurately assess whether you should make them an offer or not.

At ERG Staffing Services, we are highly skilled at filling light industrial posts with qualified individuals who will be a good fit with your company culture.  We get to know you first, so we can appropriately screen candidates for you later.  Contact one of our trained professionals today to find out more.

 

 

Take a Second Look at Those Underemployed Candidates

January 4th, 2013

The turn of a new year usually lends to new beginnings and change.  Change is almost always good, even when on the surface it may not seem so.  One change you may consider making in your hiring strategy for 2013 is to consider more closely the applicant who may be struggling career-wise.

In our current economy and abysmal job market, many, many qualified people have been laid off.  There are so few jobs available that they are forced to take on jobs outside their normal career path, that may not be anywhere near their actual potential.  But people need to work, for financial as well as self-worth reasons, so they will give their all to a job that is less than they are capable of.  Your policy for hiring may summarily reject anyone who is unemployed or not employed at a certain level.  Considering whom these individuals tend to be, a policy revision may be in order.

A flawless screening process is critical for being able to tell who is a star and who isn’t.  You must know exactly what qualities you are looking for in a member of your team, and design your interview questions to get a good sense of whether or not your candidate is in possessions of them.  You must also train your hiring managers to recognize the signs of a great asset.  Many times, if you are considering hiring someone for a job in which they have little direct experience, your instincts will be you guide.  But if you are on the lookout for your key factors, you will have something more concrete to go on.

Attitude is everything.  Many times these underemployed people have suffered a rejection and loss from being laid off from a company at which they worked long and hard.  These candidates are generally highly motivated to get back some of their workplace esteem and former level of achievement.  Motivation to learn is one of the most critical qualities in a successful hire.  Most other things can be taught, but a good attitude has to walk in the door with them.

Fresh eyes with experience in other realms can spot areas for improvements and make suggestions for change.  You and your team have been doing things a certain way, and that’s the way you do them.  A new hire with work experience different from your environment brings to the table their own fresh perspective.  The expression “You can’t see the forest for the trees” exactly describes the phenomena here:  they see the trees and can tell which ones are healthy and which should be kindling.

The growth potential for these candidates is meaningful, for them and for you.  They need to know that they can begin to rebuild toward something higher in the workplace.  They are motivated to achieve more.  You benefit because you are hiring potential.  These employees are ones that can grow with your company professionally, and also build long term relationships within your company creating a stable and welcoming work environment.

You can afford them.  Because they are changing careers, or starting over, or whatever you want to call it, their past experience does not relate exactly to what their new job will be.  Consequently, the salary they can initially draw will many times be less than what they were making at their previous position, at which they had climbed the ladder and made a name and a reputation for themselves.  You as the employer can get a great bargain in hiring an underemployed candidate.

ERG Staffing Services specializes in providing temporary and permanent light industrial staffing solutions to business like yours.  From initial screening to HR support, we are ready to handle the hiring process for you, so you can focus on the rest of your business.  Contact us today.

Ways to Build an Effective Work Team

August 31st, 2012

We all know the old adage “There is no ‘I’ in TEAM”, but have you really considered what that actually is saying? If there is no “I”, what is there then? Isn’t a team a collection of “I’s”? How do we create and maintain an atmosphere of teamwork in the workplace?
A team is a group of individuals all working toward a common goal. Teams don’t just happen. They are built. The group becomes a team. As managers, we have to help this process along by providing a basic platform on which the team can be built.

  • Define the goals. The team is working toward a common goal which must be clearly defined by management.
  • Communicate expectations. Individuals need to know the goals, and know the roles they will play in helping the team achieve them.
  • Reward success. More important than pointing out shortcomings is recognizing and rewarding accomplishments. Set mini goals to be achieved along the way to the ultimate goal, and celebrate each time a new milestone is achieved. This is a huge motivator for the team as a whole and for individuals as well.
  • Assign tasks based on strengths. Everyone on your team has their own unique skill set and different things they enjoy doing. To help the individuals stay motivated and focused, assign tasks that speak to their own individual strengths. If each member is tackling a piece of the job they are best suited for, they will more easily accomplish goals and have lower stress and greater personal satisfaction in doing so.
  • Keep egos out of it. Each team member must find a way to put the goals of the team above their own personal goals. The truth is that they will end up achieving their own goals through the work they do toward the common ones. If team members cannot do this, they will not be able to effectively contribute and will become a stumbling block to success. This belief system must be fostered by managers through team building exercises and reinforcing appropriate behaviors.
  • Keep information channels open. Communication is at the heart of any team’s success. Without the free exchange of information between departments, between managers and subordinates, between individuals, no progress toward any common goal can be achieved.
  • Empower. Team members must have the freedom and power to effect change for the good of the team and make decisions easily and in a timely manner. They must also have clear guidelines as to where there power for change ends.
  • Train. Do all your team members have the proper training to accomplish their set goals? If not, those without the skills necessary will be seen as not contributing their fair share toward the common goal, and your team will ultimately break down. One of the prewritten rules of a team is that all members will contribute to meeting the goal. Make sure everyone has the tools they need to keep the team functioning as one.
  • Lead. Every team needs leadership to steer them in the right direction, react to changes in the environment and help keep morale high and attention focused on the goal. As managers, you need to be the driving force that keeps the team committed and working together and insures that communication remains open and effective.

Are you looking to build your team? Contact us today to find out how our professional team at ERG Staffing help.