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Ways to Insure Better Hires

April 5th, 2013

The figures are startling: 70% of managers and HR professionals reported a bad hire in 2012 costing them between $25,000 and $50,000 each!  These figures come from a CareerBuilder study conducted in August and September 2012 among 2,494 individuals across the US.  Seeing these figures really drives home the need for an impeccable hiring process.

Because we are human beings dealing with other human beings, no interview and screening process will ever be flawless.  But there are steps that we can take, and areas upon which we can place more focus that will help us greatly improve our odds at making a good hiring decision mush more frequently.

  • Focus on Fit.  We hear this so often because it is so important.  In the above mentioned study, HR managers cited that 60% of the bad hires didn’t work well with other employees, and 59% had a negative attitude.  Those are large percentages.  The need to seriously consider your company culture becomes tantamount to many other considerations, including skill set.  Of course you cannot completely ignore a candidate’s lack of skill or experience, but do keep in mind that you can teach skills: you cannot teach personality.  You may want to shift the priority of temperament and attitude a bit closer to the top of the “must have” list.
  • Ramp up your employee referral program.  It is proven time and again that new hires found through an existing employee are a better match for your organization and tend to stay with you longer than those found outside your employee network.  Make sure your staff knows what positions you are hiring for, the qualifications required and preferred, and the benefit awarded the employee who refers a successful hire.  This results in minimum output for you with the potential for maximum gain.
  • Hire slow.  Fire Fast.  This old adage is a good one, as it begs us to spend the necessary time on the hiring process.  Many times we feel the pressure to fill the opening yesterday.  This is not to make light of the need for speed, but rather to prioritize a quality hire above a quick hire.  One way to have it both ways is to have a rock solid hiring plan and stick to it.  Make sure you have your “must have” list properly arranged, insure that all pre-screening is done effectively, have all the appropriate managers and peers in the loop where necessary, etc.  Good planning on your part, and effective training of all involved in the hiring process will help to keep the speed up while still finding out what is most important about each candidate.  Hopefully you can eliminate the need for too many fast fires.

ERG Staffing Services is a leader in the light industrial staffing market.  Contact us any time you have a warehouse or clerical position that needs to be filled.  We will deliver the right candidate to you, right away.

7 Tips for Retaining Your Light Industrial Talent

January 25th, 2013

Once you have a great team in place, you want to keep it that way.  The costs associated with training a new hire can be pretty large, not to mention the time and energy required from your management team to get the newbie up to speed.  And, during this training period, the rest of your team may be under increased pressure from being short-handed.  So, all in all, keeping the talent you have is important economically and culturally as well.  Here are a few tips for retaining your team.

  1.  Hire the right people to begin with.  If you make good hires that fit in with your existing team and are a nice cultural match, they are much more likely to stay.  Don’t hire and train individuals who you know deep down are not really right for your business.
  2. Help to provide a balance between work and home life.  There are a number of things you could implement that would help workers maintain this balance.  Consider flexible scheduling, job sharing or even, when applicable, telecommuting.  Even things as simple as flexible or extended lunch breaks so employees can run errands or go to doctor appointments during the day instead of scrambling to get these things done after work.  These accommodations can go a long way to easing the stress some workers feel when trying to balance work with family.
  3. Offer opportunities and communicate them.  Today’s workers want to know that they are working toward something greater, whether it is more responsibility or more money or a bigger title.  Not only should you offer ways to advance for employees, you should also clearly map out how they can achieve these goals.  A well communicated plan for advancement gives workers the peace of mind that they are not merely turning a crank and staying still; their efforts are getting them closer to their goal.
  4. Make sure you have adequate staff.  There may be nothing more frustrating than working really hard all day long only to find out that you barely made a dent in the workload of your team.  This can be demoralizing, and may be a leading cause of employees looking elsewhere for a job.  Make sure you have enough hands on deck to effectively tackle daily tasks.  Consider temporary staffing to help you get caught up and stay that way.
  5. Re-examine your benefits package.  Salary is important, but so are the other benefits you offer.  And many times the benefits package is a deciding factor to take one job over another.
  6. Provide an environment that encourages open communication.  Workers need to feel they have a voice and that management is listening.  It is also important that they get help when they need it.  Make sure you are offering opportunities for peers to mentor each other and share their knowledge.  Ensure that employees understand that they can come to management with questions and suggestions, and that their ideas are valued.  Along with this goes feedback from you.  Talk to your team about their progress and opportunities for improvement on a regular basis.  They will know that they are not being overlooked and that their success is important to you as well as them.
  7. Maintain fairness.  All employees on the same level should be offered the same opportunities and be held to the same expectations.  Make sure that your managers are not playing favorites and giving some workers unfair advantages or allowing some employees to slide by while others are expected to uphold a standard.  This creates a very negative environment which will surely encourage people to leave the company in search of equitable treatment.

Whatever your particular staffing needs are, ERG Staffing Services can help you fill them.  Whether you are looking for temporary clerical staff or permanent placement for warehouse workers, contact us today to get started.

Interviewing 101: How to Answer “Why Did You Leave Your Last Job?”

December 14th, 2012

If you are fortunate, you are looking for a new job while you still have a job.  More and more likely these days, you are looking for a job because you lost your last one.  If you were laid off due to the bad economy or any other reason, the question in the title is an easy one to answer.  But, if you quit or were fired, then just like Lucy, you may have some ‘splaining to do.  The time to think about how to answer the question is now, before you get asked.  Here are some tips on how to respond gracefully.

First of all, stay positive.  Do not go to the dark side.  Do not start complaining about your old boss, or how disorganized your last company was, or anything of the sort.  Nobody likes a whiner, and if you go off on how bad it was at your last job, the hiring manager is going to bristle imagining how you will talk about his company when you quit.  All companies are flawed.  Complaining vehemently just makes you an unattractive candidate.

Explain it in terms of cultural fit, or lack thereof.  The most graceful way to explain why you are not with your last company without assigning any blame either way, is to say that you and your last employer were simply not a good fit.  Perhaps it was the right company but you didn’t fit the position or department you were in.  Maybe you would feel more comfortable in a small to midsize company culture, and your last employer just got too big.  However you spin it, make it about a bad “fit” and you are able to remain neutral, without assigning blame to your old employer or yourself.

Focus on your skills.  Now that you have established why you were not a perfect match for your last employer, let these new guys know why you are a good fit with them.  Focus on how your skills align beautifully with the set required for this new position.  Point out that the cultural vibe is just what you are looking for and why.  Describe how you can contribute to the company culture and how you feel you already fit in.  Demonstrate similarities in style.  However you can align your strengths with their needs – that’s what you should focus on.

The most important item to remember is to not talk badly about your previous employer.  Think of it this way:  You know that woman who is always gossiping and talking badly about everyone?  Well, you know how you wonder what she says about YOU when you’re not around?  If you are trashing your previous employer, you are that gossip lady.  Don’t be that gossip lady.  Be the gracious host of the party and offer positive information on what you can do for your potential NEW employer.  That’s what gets you lots of friends, and gets you invited back.

In the market for a new job?  Contact the professional staff at ERG Staffing Services and let us begin the placement process to get you into a new light industrial job today.