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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.

 

 

Is Negative Better Than Neutral? You Bet!

January 12th, 2013

In the world of fashion, trends change frequently; one year brown is the new black, the next it’s gray, the next it’s black again.  In the world of HR reference checking, some things never change. Neutral is really negative, and negative is really information.

With the threat of lawsuits hanging over HR manager’s heads, many of us will absolutely never give a negative reference when asked.  We will give the basic employment verification information and not a bit more.  This leaves the person on the other end of the phone with no more information than before they picked up the phone.

If what we are seeking is clarity, what can we do to get more information from reference checks?

  • One way is to get more verified information directly from the applicant.  To ensure you are getting correct employment history, ask for a business card from previous positions held.  If you’d like to make sure you get an accurate picture of his job performance claims, ask to see a copy of previous performance reviews.  You can even verify salary claims be asking to see an old pay stub from their last employer.  This is real, verified information about the applicant that can aid in your decision making process.
  • When asking for references, see if you can get his direct supervisor, and perhaps even that person’s manager as well.  If you have more than one superior to speak with, you have a chance of getting real information about the candidate from one of them.
  • If you have the opportunity to leave a message asking for a reference, you can say “Please give me a call back at your convenience if this is someone you would strongly recommend for (position available).”  If you get no return call, it may be an indicator that this applicant does not get the recommendation from his previous employer.  It may also mean that the previous employer does not return reference calls.  Either way, it can serve to possibly confirm suspicions you may already have about the applicant not being a good fit.  Alternatively, you may get a call back right away with a glowing endorsement.  Information achieved.
  • This question may get you some useful data on your applicant too:  “In what position in your company would you absolutely not place this person, and why?”  Listen closely to the answer.  You may have to wait a minute for a response as they may be caught off guard.  That’s a good thing for you, as you might be lucky enough to get an honest answer that will shed some light on your candidate’s strengths and weaknesses.

Reference checking can be a long and daunting task.  At ERG Staffing Services, we take care of that, and so much more, to provide you with temporary and temp-to-permanent light industrial staff that fit your needs and culture.  Call one of our representatives today to get started.

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.