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Best Practices for Your Onboarding Program

March 8th, 2013

You have taken the time and devoted the efforts to finding and hiring the right candidates.  Now, you need to retain them.  One way to increase your employee retention is to establish an onboarding program.  A few reasons to put effort into this program:

  1.  New hires will immediately feel that they are a part of something bigger, and that they are important.
  2. They will get a good sense and understanding of your company culture.
  3. Newbies can become hooked into your social and professional networks more quickly.
  4. The training time required to get new employees up to full productivity is reduced.

When establishing your onboarding program, you should consider the following:

  1. Establish an official time frame for your program, probably 3 to 6 months or more, depending on the position.  There will be a few days of intensive immersion at the start, and then a schedule for the remaining weeks.  You may want to set up a “shadow” rotation so the new employee gets to spend some time in each department following another employee through their day to day tasks.  Also, schedule periodic check- ins with supervisors or managers to make sure the new hire is feeling settled and learning from the experience.
  2. Make sure that your new employee has all the necessary resources available at their fingertips.  This means everything from training manuals, videos and office equipment, to a peer mentor.  Make sure they know where the break room is and what is available to them for their use such as a microwave, refrigerator, etc.   It may seem overly simplistic, but you need to make sure they know how to use the telephone and have a phone list handy.  Make sure they get a crash course in how the copier works.  These are small items that can really take away some new-job stress for a person beginning with your company.  And, it will allow them to be able to focus on becoming productive right away.
  3. Help them assimilate.  So much employee turn-over is actually because a new employee never really feels that they fit in with the rest of your staff, or that no one is paying attention.  Make sure that you have a supervisor or a mentor directly responsible for insuring that your newest staff members get included in all team meetings or functions.  The manager should help the new hire to set goals, and then help them create a plan to meet and exceed those goals.   Further, the manager should monitor the employee’s progress and give them feedback all along the way.

Once you find the right applicant for your open positions, you really want them to stay long-term.  The time and energy you put into establishing your onboarding program will be paid back to you with increased employee retention.

ERG Staffing Services will find you qualified applicants for your light industrial jobs, and even prequalify and hire them for you.  This saves you time and energy so you can focus on all the other aspects of your business.  Contact our trained experts today to learn exactly how we can help you, and we can get started right away.

Turn a Performance Review into Employee Development

December 21st, 2012

As HR professionals, we have many functions.  One that we strive to constantly improve, and unfortunately sometimes do not look forward to, is the employee performance review.  We always work toward making the process more valuable and meaningful because it is such an important function for us as managers and for our employees as well.  Some of us, both management and employees alike dread it because it feels stilted, uncomfortable and lacking any real relevance outside of a salary increase for the employee.  In fact, in a survey conducted by Leadership IQ of 48,000 CEO’s, managers and employees, only 13% of managers and employees and 6 % of CEOs thought their year-end reviews were effective

The basic components of the traditional performance review are goal setting and measurement criteria, assessment of goal achievement, rating and salary review.  All reviews incorporate most or all of these elements.  Here are some ways to make these meetings a more useful, productive and valued tool for employee engagement and development.

Talk money first.  This conversation always comes at the end of the meeting after all the results of the analysis have been brought to light.  Unfortunately, many times the employee doesn’t really hear what you are saying because they are merely listening for clues to answer their burning questions “What am I getting?”  So bury the lead, and tell them at the outset of the meeting.  This way you can have a meaningful conversation in which you can both fully participate.  Next cover performance evaluations, and finally move along to future goal setting.

Get a self-assessment.  To keep the focus on the employee’s performance in a productive direction, ask for their own assessment.  What does she feel were her greatest accomplishments of the quarter?  What struggles did she overcome?  Where does she wish she could have had more success?  Allow your discussion to be guided by these answers.  Struggles open up discussion for training and mentoring.  Successes can be celebrated and built upon.  The greatest benefit about this tactic is that it is purely employee focused and employee specific.

Keep it that way – Specific.  One chief complaint of employees is that your feedback can sound canned, as if it could apply to half the department.  Keep all your written evaluations very employee specific.  This may be a challenge, especially in the beginning.  We all tend to have a bag of phrases we draw from to describe employees, like “team player” or “self-motivated”.   It is ok to use these when appropriate, (they are catch phrases for a reason, after all) but make sure you make more specific notes of examples of when, where and why you rate them this way.  If your employee feels that your feedback is actually relevant to her, she will be much more receptive to coaching and improvement plans you set up.

Start with the easiest reviews first.  This is nice for you as well, because you get to begin the process with positive results!  This serves an important function for the rest of the department, too.  By meeting with your top performers first, you avoid negative grumblings of low performers, who are not thrilled with their assessment, permeating the attitudes of other employees and setting up a negative environment for the rest of the reviews.

Improving this function of your job is going to drive productivity upward and impart a greater sense of satisfaction for both your employees and for you, too.   At ERG Staffing Services, our staff is expert in providing you with qualified employees for your clerical and light industrial staffing needs.  Beginning with the right people sets you up for future success and satisfaction as well.  Contact us today to find out all we have to offer.

Workplace Policies You Should Have in Place for 2013

November 30th, 2012

With the New Year just around the corner, many of us are going to be thinking about resolutions for 2013. One of yours should be to establish the following policies for your organization, if they don’t already exist. Unfortunately, they probably are not concretely in place yet, leaving you vulnerable to expensive lawsuits and/or ruined reputations. Set your sights on nailing these 5 down:

Social Media Policy. This policy sets out to protect information and the rights of your employees and organization. It should protect your corporate “voice”, brand identity, intellectual property and reputation. Further it should protect the organization from being misrepresented by employees using social media, and seek to distinguish content they post as their own opinion and not that of the company. Additionally, it should address employees discussing other employees in social media forums. There is a lot of ground to cover here, and a good policy will take a great deal of effort to clearly flesh out.

No Retaliation Policy. This sets out to protect any employee from retaliation for reporting an individual of wrongdoing against the company. Simply put, if Mary reports Tom for sexual harassment, this policy would protect Mary from any retaliation from Tom like bullying, intimidation or the like. You need to define which types of activities are protected, and what constitutes “retaliation” as well. Outline to whom, and how, violations are to be reported.

Data Protection and Privacy Policy. You probably have more than one type of data set that you need to protect; company data and private data of your employees (e.g. Social security numbers) and/or customers (e.g. credit card or contact information). This policy will apply to every person employed by the company from line workers to CEOs, and will involve policies on passwords, who has access to what levels of data, quality assurance checks, etc.

Hours and Wages Policy. This policy will cover a lot but is probably already fairly well defined for you, even if it is not written out into a definitive document yet. But, it is important that you take the time to write this policy and make sure every employee is aware of its contents. Cover items like number of hours constituting full time and part time, benefits available to each designation, lateness, vacation, sick time, over time, lunch policies and bonuses.

Confidentiality and Conflict of Interest. Protect your company secrets and proprietary information, operations, methods, formulas, procedures, etc. Also, protect your company from employees working in competition with your products and services. Clearly outline what is considered a conflict of interest, and the terms and time limits of the confidentiality agreement.

Distribute these written policies and obtain every employee’s sign off that they have read, understand and will abide by them. Hold classes for management and others to insure that all understand the policies as they are set forth. You will start the New Year with a new sense of confidence and security.

Engage Your Light Industrial Employees to Increase Productivity

November 9th, 2012

A recent Harvard study indicates that the act of employee engagement, making them feel involved in multiple facets of the business and their part of it, can have direct positive results on productivity.  The study showed that of 100 CEOs surveyed found that for every 1% increase of the executive’s “face time” with an employee, there was a 2.14% increase in that employee’s productivity.  That is an excellent return on your investment of time!

Here are some ways to increase your employee engagement, in light industrial fields or any other type of industry.

Face time.  This catchy term indicates in person communication with employees.  It is becoming increasingly rare when managers have to do so much more with so much less time and resources.  But simply meeting with your staff periodically, whether it is one-on-one or in group settings, can go an incredibly long way toward getting your staff to feel involved.  Here are some questions to ask when you are sitting together.

  • What do you see as our biggest challenges right now?
  • What solutions do you think might work?
  • What are some changes you feel are needed?
  • In essence you are simply asking:  What do you think?

Many managers are afraid that by asking these questions of their staff, it will be taken as a sign of weakness or that he doesn’t know himself what to do.  What it is actually doing is building a relationship of trust, wherein your staff understands that you value them and their input.  This leads to a better work environment and in turn, a more productive one.

Celebrate small accomplishments.  Far too many times, we as managers focus on what needs to be improved without spending any time at all reflecting on and recognizing what has already been achieved.  We are trained to focus our energy on solutions, which is an obvious necessity.  But almost equally important should be getting the best out of our staff.  This isn’t “everybody gets a trophy”, but rather creating an opportunity to build on current successes by first recognizing them.

Get comfortable with delegation.  This is often a very tricky thing for managers.  We tend to see delegation as a way to unburden ourselves of “busy work” that takes up our time and we can fairly easily train someone else to do.  While this works out well for the manager, it tends to do little for the employee doing the task.  To truly up the employee engagement, managers need to delegate responsibilities, not tasks.  Identify which responsibilities you can pass along to trusted and deserving employees.  Set them up for success by investing some time into getting them comfortable with their new charges.  This will develop them as employees, make them feel more valued and thereby more engaged.  When your staff feels this way you move from being a problem solver to a facilitator of forward progress, all the while freeing up your load a bit so you can continue to be forward-focused.

Employees who are truly engaged feel valued, are more loyal, are more productive and are more likely to move forward in their career with you.  The benefits are full circle for you personally, the employee personally and the company as a whole.

At ERG Staffing Services, our staff is able to locate. Screen and hire employees for your light industrial needs.  By engaging our staff to fill this role for you, you are freed up to work more closely with your existing staff and on setting goals for your future.  Contact us today to get started.

Land the Job with Effective Post Interview Follow Up

October 19th, 2012

It is so easy to get this part wrong.  You have a great feeling when you leave the interview.  The HR Manager says “You’ll be hearing from us.”  And you don’t, at least not soon enough, so you start to second guess every word you said.  You think that if you could just have two more minutes to talk to him, you could solidify your bid for the job.  What is the right way to follow up?  How soon?  How often?  This process is taking too long!

The first thing to remember is that these hiring decisions almost never happen as quickly as the HR Manager would like!  There are usually multiple people who have to meet, discuss and decide on which candidates to consider and which one to make an offer. So, be patient.

Rewind for a moment.  At the interview, you should always ask the best way for you to follow up.  This is such a wonderful question, because it shows you are serious about wanting the job, and it helps you to do exactly what they want you to do as far as a next step.  All this comes from a simple question.  In case you forgot to ask this question this time, here are a couple of guidelines.

Send a thank you note.  The same day as the interview, while all the names and conversations are still fresh in your mind, write out a few thank you notes, one for each person you met with that day.  Each one should contain, briefly, 3 important items:  appreciation for their time, your interest in the job, and your feeling that you are a great match for the position and why.  The keys to success here are brevity, sincerity and accuracy.  Keep it short and to the three points.  Speak honestly.  Get the names correct and check all spelling.

Leave a voicemail.  It is a good idea to make one call in an attempt to speak with the person with whom you interviewed, providing you are prepared for the call.  Odds are you will not get through to this person and will be given the option to leave a voicemail for him.  This is where your preparation comes in handy.  Your script is basically the same 3 point message as the thank you notes, spoken clearly and succinctly, with your phone number and email address at the end.  Do not leave more than one message.  Do not leave a voicemail message that has much more information than the 3 pieces necessary.  Doing this right is effective in keeping you top of mind and in a positive light.  Doing it wrong is curtains.

The follow up process really is simple.  As a matter of fact, simplicity is the key to success.

Contact ERG Staffing Services and we will help place you with the position and company that best suits your skill set.  Our staff of highly trained staffing professionals is ready to connect you with the right people, right now.

Time Management – A Little Secret of Happy, Successful People

October 12th, 2012

We all say we wish we had more time.  We only get 24 hours in a day, 60 minutes per hour.  That never changes.  What we do have control over is what we do with those hours and minutes.  To be effective, successful and happy, we simply need to master our use of the time we have.  Here are some tips to help you manage your time.

  • First, you should figure out how you are using your time now.  What are you doing each day?  What are your thoughts, actions, intentions and conversations?  How much time are you spending on each, and which are productive, that is, giving you the desired results?  Carry around a notebook for a week, or as long as you can stand it, and jot down this important information.  It is from here that you can begin to make changes.
  • Now, look at which activities, conversations, thoughts and actions were giving you the results you wanted.  Those are the things to plan for.  This is now your new to-do list.  Budget time specifically to get these things done, as they are what is giving you satisfaction and productivity.  You probably want to set aside half of your time for your to-do list.
  • You will want to start each day by planning what results you want to achieve.  Plan which activities, thought, conversations and intentions will get you there.  Plan an order of activities, or at least prioritize them.  Some people list things to be done before lunch.  However you break it up is your own choice, just find some landmarks in your day that will work for you.  Set goals, and stick to them.
  • Make sure you budget time for interruptions.  It sounds silly, but you are operating in reality, not a vacuum, and you know one thing is certain- you will be interrupted, knocked off course temporarily, diverted.  So, just plan for it to eliminate any stress associated with “wasting time”.  It’s not wasted – it’s just part of the plan!
  • Don’t make yourself available all the time.  It is ok to let the phone go to voicemail.  You’ll get to them in your own time.  Set aside a certain time for checking emails each day, maybe once in the morning and once in the afternoon.  Address those messages as necessary, in your own time.  (Of course you can only do this if your business isn’t dependent on your constant availability.  For many of us, the world can actually wait a few minutes.)
  • Block out, turn off and otherwise disengage distractions during your desired productive period, like facebook and other non-essential social media.

This time is all yours.  You own it and you can manage it however you choose.  What’s funny is how our perception of time changes based on what we are doing with it.  Time flies when you’re having fun, but seems to stand still when you are plodding or rushing through an unrewarding or frustrating work day.  But, when you feel you are the master of your own time, it will seamlessly float by leaving great satisfaction and peace in its wake.

The time is right to call ERG Staffing Services.  We are ready to help you with all your light industrial staffing needs, from applicant screening to testing to final offer.  Contact one of our professionals today to get started.

Develop Your Top Team Members Into Team Leaders

September 7th, 2012

If you are doing it right, you are developing your next generation of leaders at all times. It is not a smooth transition, necessarily, but there is nothing better for your organization that to promote from within when appropriate. It boost morale and maybe more importantly, gives you a larger degree of confidence that the person you are putting in charge is the right fit. Here are a few steps you can take to develop today’s talent pool into the leaders you will need tomorrow.

  1. Know the difference. Not every top performer is going to make a great leader or manager. That’s why the expression “management material” came about. Although many of the skills are the same, there are certainly a larger number of skills used by managers that are not used when one is only in charge of his own performance. Team members are sole proprietors. Team Leaders are responsible for getting all the sole proprietors to put their own needs second to those of the team as a whole. A leader will know how to recognize the strengths of each individual and put them together to form a whole high functioning unit. As the manager you need to be able to identify which one of your team has this ability, and recognize that it is a very different skill set than you have possibly seen before from this person.
  2. Test your theory. Once you think you have figured out who among your team may be “management material”, test you hunch. What better way to find out than to take a few small steps toward leadership and give this person one assignment in which he is the leader and responsible for the outcome of the concerted efforts of many. Observe where he is strong and where he struggles.
  3. Now, you coach. Hopefully this leader-in-training will come to you with questions, or for guidance and advice. But if he doesn’t, don’t assume he doesn’t really want your help. It is a little bit of a sink or swim test, but you also want this person to know he is supported. It is important to know that you believe in him and are there to coach him through this transition from team mate to team leader. Be very specific in your guidance by siting examples of your own past experience with similar situations. However, recognize that he may have his own management style, and you definitely want to know and understand what that is. Is it effective? Does it fit with your company’s overall management style and policies?
  4. Set leader goals and rewards. It is important to set team goals, and applaud successes along the way to reaching them. This keeps moral up and momentum moving forward. But don’t forget to do exactly the same thing for your leader. What specific goals are you hoping he will achieve? Communicate them in writing so you both are clear on what the goals are and what the time frames will be for reaching them. Then, spell out what the benefits are for reaching them. Coach through the challenges and celebrate the successes together.
  5. Give him time. No leaders are born into it. The role being so different from his one a teammate takes time to grow into and be truly effective and successful consistently. Don’t expect him to always know the right way to handle situations. Don’t expect he will do it just like you would. Don’t expect that his way will not be as successful as yours. In other words, give him the space he needs to find his own path to effective leadership. It sure isn’t a straight path, and not everyone chooses the same route, but with time and support from you, he may just be the next best thing to come out of your team.

Are you looking for a few good leaders? Maybe you are looking for a few more great teammates? At ERG Staffing we specialize in finding you just the right light industrial team members and managers, and do it quickly and with your specific needs in mind. Call us today to set up a consultation.

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.

Consider Your Culture Before Making the Offer

July 6th, 2012

Ten years ago, we didn’t consider things like “cultural fit” when hiring.  We focused solely on skills and experience as the primary criteria by which we’d assess candidates.  But with today’s workplace becoming more interactive and team-oriented, whether a potential hire will fit your company culture is as important as anything else.  You can train for technical skill, but there is no training course for temperament or personality.  And if you hire the perfect employee who can’t get along with his coworkers, his effectiveness plummets and you may realize that he has to go.

How to avoid this classic mistake?  First you have to understand your company culture.

It’s initially defined by the leadership of the company in the type of environment that they have set up. Comprised of a set of spoken and unspoken “rules” for how things work within the organization, the values, attitudes, behaviors, and rewards and recognition systems, your company culture influences the language used, decision making standards and daily work habits of your employees.

It’s vital to hiring success that you understand your own culture as it really is, not what you’d like it to be.  This way, you can hire people who you feel have the best chance of being effective team members within the context of how work gets done at your facility.  People who relate well with others in the workplace  have higher job satisfaction, are more engaged and take more pride in their work.

Once you feel you truly understand your culture and environment, you can devise ways to figure out if candidates are going to be a good fit or not, and only make offers to those who will fit in.

Use your referral network to find candidates.  No one understands your culture better than those who work in it every day – your employees.  Ask your top performers to recommend people they feel might be a good match.  You can even incentivize the process, offering a bonus to the referring employee if the new hire they recommended works out, by creating a formal Employee Referral Program.

Put social media to work for you.  Look into people who engage with you on your social media outlets like your Facebook page.  They have sought you out and are involving themselves voluntarily, so they already have a good sense of who you are as a group of people and feel connected to you.  You can learn a lot about them as individuals, such as their communication skills and their attitudes and motivations.

Allow candidates to shadow.  Probably one of the best ways to assess how someone will work with others in your group is to set up a day or even a few hours where they can shadow someone who is doing the job they’re trying to attain.  This will give the potential employee an understanding of what the job entails and what it’s like to work within your company culture.  And new- guy- jitters aside, you’ll get a firsthand view of how he fits in with the rest of the team.

Try testing or behavioral interview questions.  Personality  testing can prove very effective for assessing fit.  However, it’s fairly time consuming for you to make sure you’re reading the results correctly.  You can try adding some behavioral questions to your regular interview set.  Ask questions that will help you understand the candidate’s adaptability, accountability, ethics, focus, confidence, motivation and enthusiasm.  “What are your top three most important work values?”  “You just realized that you have shipped the wrong parts to our top client.  Tell me the steps you would take to correct this error.”  Assess their answers within the context of your existing company culture.

You may be tempted to compromise on cultural fit when you find that candidate who has incredible skills and experience.  Don’t give in to it – forewarned is forearmed.  If his fit gives you pause, don’t make the offer. And if you’re looking for expertise in hiring for fit, contact ERG Staffing Services, where we know how to ask the right questions!

Preparing for Your Light Industrial Skills Test

June 22nd, 2012

If you are one of those people who really fear test taking, the best thing you can do to insure success with the Light Industrial Skills Test is to know what to expect, and to spend some time preparing.

First and foremost, make sure you are taking good care of your physical health.  This means getting enough sleep, trying to eat right and getting some exercise.  It also means reducing stress in your life as much as possible.  You can reduce your test anxiety by being prepared.

The test consists generally of 4 parts or sections to help your potential employer understand your abilities to perform the key functions of the job.  The four segments are Math and Reasoning, Inspection, Assembly and Workplace Attitudes.

Math and Reasoning

You will use math and reasoning skills all day, every day in a warehouse. If a container has a maximum weight of 45 pounds and each product weighs 6 pounds, you’ll use these skills to determine the correct number of items to ship.  If you feel you need to brush up on your basic math skills there are many web resources you can turn to.  One such site is Basic Mathematics.com.   Don’t let the primary colors fool you into thinking this is only for little school children.  This site has plenty of problems to challenge your brain and get you back into the mathematical groove.  Another one to try is AAA Math.com which has the site categorized by individual math topics.  You can also find practice tests with answer keys online such as California Basic Educational Skills Test.  Take the time prior to the L.I.S.T. to sharpen your math skills so on test day you feel relaxed and confident.

Inspection

This segment determines your ability to spot defects in products by showing you a sample item and then several “matching” ones.  You must determine which ones do not match the sample.  This is simply a test of your focus on details.  You can practice this skill with a fun website called Spot The Difference.com.  It may seem like it’s all fun and games, but by solving these puzzles you are honing the same skills you will use in the Inspection segment of the test.  It sure won’t seem like studying!

Assembly

In this portion, you will be presented with the scattered components of an object.  You will read instructions and visually assemble the parts to make the whole.  This measures your aptitude at assembling products and following directions.  With this portion especially, forewarned is forearmed.  You may be someone who is gifted at this type of spatial relations work and knowing what is coming is all the preparation you need.  And if this isn’t a special talent of yours, you can improve your visual spatial talents with puzzles.  A surprising way to practice your assembly skills is with the ancient Chinese puzzle game, Tangrams.  There are even tangram apps available for smart phones and tablets that challenge you to recreate the shown picture using all the triangles given.  It is fun and challenging and maybe a little addictive.  But it is also productive in getting your brain prepared for the test.

Workplace Attitudes

These questions will demonstrate your attitudes toward and opinions on a drug free workplace.  Because there are so many inherent safety hazards, it is crucial for employers to hire only workers who can support and live up to this standard of conduct.  Read the questions carefully and answer them honestly.  This part of the test also measures your attention to details.

You may not feel you need much preparation to do well on the Light Industrial Skills Test, and you may be right.  But it won’t hurt to spend a few minutes each day practicing some of these skills.  It will help to keep your mind sharp and probably also improve you test score in the process.  And in today’s ultra-competitive job market, a high score will serve you well.

ERG Staffing Services has many job opportunities in industrial and skilled trades positions. Apply for one of our many jobs today!