Hiring the right employee isn’t an easy task. In addition to finding someone who possesses the right qualifications and skills, you must find someone who has a personality that fits in well with your company culture and thrives in your work environment. Hiring managers understand that there isn’t much room for making anything less than a great hire, due to the fact that bad hiring decisions are costly. In fact, the US Department of Labor and Statistics predicts the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings.
Think about your business and when there is a demand for a new hire. This may happen when you need to replace an employee for one reason or another, or if there is an influx of assignments rolling in. The cause is usually unexpected and initiates pressure to quickly fill the position with a qualified candidate. However, a company may not consistently have the need to hire during all months of the year, so they may not actively search for qualified candidates on a frequent basis.
Many hiring decisions are a result of a pressured and demanding hiring need, sometimes resulting in a subpar hiring decision. That’s where staffing agency recruiters come in to help. A recruiter actively seeks out candidates, day in and day out. Recruiters have expert knowledge in knowing where to find talented candidates as soon as a need presents itself, and they are equipped with the tools to extensively screen candidates for skill fit.
Working with a direct hire recruiter presents many staffing benefits, but especially the following:
1) Save time and money on hiring and recruiting costs
When recruiting for an open position, you understand how much time, effort and resources must go into finding the right fit for your workforce. Some businesses have an HR department who can solely devote the time to hiring; others don’t, and should focus on doing what they do best: running their business. If a hiring manager is pressed for time, they won’t have the extra resources to dedicate to recruiting a qualified talent pool; boil down best options, interview as needed and go through the rest of necessary hiring stages. The extra costs associated with recruiting qualified candidates are eliminated, such as posting on job boards, advertisements, LinkedIn InMails and more.
2) Have qualified options at your fingertips
If you don’t have an HR team that proactively seeks out qualified candidates, it can be difficult to find the time to take candidates through the screening process, in addition to searching and conducting several interviews. A recruiter’s primary job is to seek out top talent for all different industries and already have an established and extensive pool of qualified candidates that will be ready to take on the job on day one. Upon your first meeting with a recruiter, they will quickly get a sense of your company needs, goals, culture and demand and will quickly deliver qualified solutions for your workforce.
3) Make the right fit the first time
It’s nearly impossible to predict how a hire will pan out in your organization from the beginning stages of hiring. But if the hire doesn’t work out, HR.com claims that a company could lose anywhere from $7,000 to $40,000—depending on the level of employee. Recruiters have a knack for quickly picking up on the employee’s true skill set and personality and will help ensure that you will have confidence that your new hire will play out the same demeanor and skills they promised in the interview stages. They specialize in quickly sourcing talented candidates and determining candidate strengths and weaknesses. Hiring the right candidate the first time around will not only save time and money but will also help your established employees get their jobs done.
Working with a recruiter will not only speed up the hiring process; it will ensure that you will be able to quickly locate a great hire with the necessary skills and a good culture fit. The Daniel Group’s established direct hire recruiters have extensive experience working in all industries, specializing in Oil/Gas, Construction, Administrative Professionals and much more. To learn more about our direct hire recruiting and staffing expertise, click below!
Do you plan to hire this year? The most recent U.S. jobs report shows that job gains have averaged 288,000 per month throughout the last quarter—far exceeding the average gain of 266,000 per month over the past year. The national unemployment rate fell down to 5.5% in February and hasn’t been this low since May 2008. This data tells us that companies across all industries are hiring and they’re not expected to slow down any time soon.
An influx in hiring calls for a talented recruiting team with access to an extensive candidate pool—but once qualified candidates step through the door for an interview, how can a hiring manager make sure they bring in the right person for the position? Making the best possible staffing decision depends on the information collected during the interview—the most critical component of the hiring process.
Identify your best possible candidate with these five tips for conducting an effective interview:
- Prepare in advance — Your first review of a candidate’s resume should not be when they first sit down for the interview. Before the interview starts, take at least a few minutes to familiarize yourself with the candidate and their background so that you can set realistic expectations of their skills and abilities for the position. If possible, review their portfolio or research them on the internet to see if you can get a glimpse of their experience ahead of time. Plan a list of questions you will ask every candidate so that you can better compare responses.
- Listen to the candidate — While the hiring manager should begin the interview by briefly familiarizing the candidate with the company and the position, it’s important to transition the interview so that the candidate does most of the talking. This is your time to listen for critical information regarding the candidate’s background, experience, attitude, goals and interest in working for your company. After all, you only have a limited amount of time to get to know this person. Be careful that the interview seems less of an interrogation and more like a conversation.
- Take notes — Think about the volume of candidates you typically interview during the hiring process for a particular position. There are so many different qualifications and skills to remember, so taking note of the highlights of each interview will help you revisit each candidate when it’s time to make a decision. While interviewing, write down any particular accomplishments or personality traits that you think will be critical to contributing to your organization’s success. The information that you compile during each interview will ultimately make or break a well thought-out hiring decision.
- Get opinions outside the box — Introducing the candidate to other staff members in the department can be extremely beneficial for determining a good fit for your workforce. Allowing a few key employees to interview the candidate will not only help educate them about your company, but will also give you different avenues of insight about the candidate for making a decision. Different interviewing situations and environments will also bring out different aspects of the candidate that you may not have found on your own.
- Consult with a staffing firm — The hiring process should be carefully tended to and shouldn’t be rushed. Sometimes, it may seem like you can’t find the right fit in time to meet critical project deadlines, but having a partnership with a staffing firm will ensure that a good hire is made quickly. Staffing firms specialize in making the perfect match between a job seeker and a company, due to their knowledgeable and experienced recruiters and an extensive candidate pool on hand. Whether you’re looking to hire a temporary, part or full-time employee, they will have options readily available.
In addition to the above, don’t forget that one of the most important factors for making the right decision during the interview process is going with your gut instinct! For more advice about recruiting talented professionals for your workforce, contact The Daniel Group today.
Our economy is on the fast track toward recovery, but that doesn’t mean that businesses are out of the woods just yet. When it comes to hiring, companies always face a risk regardless of how the economy is doing, as the process of searching, interviewing, hiring and training can be costly on both budget and time. Fortunately, businesses can turn to the expertise of a staffing firm to avoid potential hiring risks, a tried and true way of keeping a business profitable during times of economic upheaval.
The staffing industry strengthens with each passing year, primarily due to the fact that firms offer a wealth of flexible staffing options that allow businesses to increase their amount of resources without breaking the bank. Here are three other reasons why businesses continue to partner with staffing firms to keep their business productive and profitable:
1) Finding the right employee the first time. It can be taxing to take time out of a hiring manager’s busy schedule and devote it solely to interviewing. However, it’s not something that can be ignored, as making an unfit hire can quickly burden company prosperity. Staffing firms have access to a wealth of resources to quickly find qualified candidates when needed so key employees can focus on building their business.
2) Reducing the risk of burnouts or overtime. When employees are stretched thin and overloaded with work, their stress levels rise. This can lead to errors, sickness and/or working overtime, all of which can negatively impact a company's bottom line. By working with a staffing firm, businesses can quickly bring in qualified temporary or part-time employees when the workload gets too heavy for full-time staff.
3) Hiring only who you need and when. Flexibility is what every business needs to thrive, and staffing firms excel at flexibility. Not every task or assignment requires a full-time employee, and staffing firms can provide businesses with experienced professionals looking for everything from temporary to part-time and temp-to-hire positions. Whatever needs your business has, a staffing firm will be able to find an employee who exemplifies both the culture and skill fit to fulfill that role.
If you’re ready to increase company productivity, consider a partnership with a staffing firm. Regardless of the type of employee or level of experience you’re looking for, The Daniel Group will be able to locate the right employees to get the job done.
For more information on how to grow your business by utilizing staffing services, click below!
There is a perfect storm brewing in business. An improving economy spells an increase in jobs, just as an entire generation of baby boomers is starting to enter retirement. Staffing needs are rising at a faster pace than they ever have at any time since the downturn, which is wonderful for businesses. That said, this new growth can sometimes lead to more turnover, as employees are more willing to bounce from job to job until they find the right fit. Job hopping, once a sign of career weakness, has become in vogue now that there is less risk unemployment. As a result, the next goal for businesses is employee retention.
Employees can leave for a variety of reasons. No matter the circumstances, employee turnover can hurt a company’s bottom line, not only from physical costs, but also from the time it takes to search and find a suitable replacement.
The Effects of Employee Turnover
The direct costs of finding the right candidate, interviewing and training are time-consuming and expensive from the start. However, your business might pay for a single lost employee in many less obvious ways. Aspects of potential hidden costs include lowering of the other employees’ morale, lower productivity from redistributing the workload, as well as your managers losing focus as they search for a replacement.
Types of Turnover
There are three predictable patterns in employee turnover, according to Monster.com:
- Seasonal turnover — This is where you regularly see employees leaving at certain times of the year, such as after a busy sales period. This is often connected to employees who have salaries that are mainly commission-based, as they will look to follow environments where they can maintain money-making opportunities.
- Responsibility turnover — Sometimes you can get into an employment cycle where you make a new recruit, but once they have established themselves in the job they decide it's time to move on, as they find a career with a better salary or obtain a higher position elsewhere.
- Mass exodus — This is the worst case scenario for a business, when a large number of employees decide to hand in their notice at the same time. There are a variety of potential reasons for this exodus, as it could be the fault of a new manager that the team doesn't get along with, or a dispute on wages with a union, or stories in the media about potential financial trouble in your industry. It is, however, extremely important to determine the reasons why these multiple exits are occurring in your company.
While you can’t stop employees from leaving, there are several techniques that have shown to sincrease retention.
- Hire the right people. Conduct a careful search for replacement candidates. Of course you can’t be afraid to fire people who don’t fit your business, as they can be a drag on morale, company culture and productivity. In order to be sure you’ve got a good fit, work with a temporary staffing firm and hire temp to permanent.
- Be sure that compensation and benefits are comparable to industry standards. Compensation in all its forms is a key to attracting and retaining high quality employees. Employees who are chronically overworked or who feel they are unfairly compensated are far more likely to underperform or leave altogether.
- Develop an accurate job description with clear goals and expectations. Nothing drives turnover like job dissatisfaction.
- Offer a great future. Looking for loyalty? Actively participate in your employee’s development; tailor their work to suit their aspirations.
- Invest in training. Show employees that they have a future with your company, and that they are valued for what they can do in the long term as much as the short.
- Recognize and reward staff by offering organized and real-time recognition. Recognition for merit and structured appreciation helps employees set goals for performance. Real time recognition shows that every day efforts won’t go unnoticed.
- Be flexible. The work/ life balance directly impacts retention. In a study by the Boston College Center for Work & Family, it was shown that 76% of managers and 80% of employees reported that flexible work arrangements positively influenced their decision to stay at a particular job.
Employee retention can be a tricky problem for businesses to face, but they don’t need to go it alone. The Daniel Group offers trained staffing advice and options for companies that don’t have time to find the right fit for their staff the first time around. Contact The Daniel Group with any of your staffing questions or comments now!
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Many children will learn how to whittle from a parent or grandparent as they grow up. Whittling is a fairly simple skill to learn; it’s the act of trimming down a stick or a piece of wood by carving off small pieces with a knife. It can be an easy task to keep a child’s hands busy and attention focused, but that doesn’t mean whittling works out so well for the stick, which will usually be scraped and shaved away until it’s down to nothing more than a toothpick.
Hiring employees is very similar to whittling, in that you feel that you’re doing something constructive while you’re actually shaving away your company’s profitability. Hiring costs accumulate slowly, one small cut at a time; and unless you’re looking for them, they’re easy to miss.
The spending and cost of hiring starts up-front, long before the first interview. Recruiting costs begin with attracting and assessing candidates. According to the Society for Human Resource Management
, these costs can include:
Ads and job board posts: Newspaper ads can vary from $250-$3500, depending on the size of the advertisement and the newspaper itself. Postings on job boards can cost more than $400.00 each, depending on the number of listings and the length of time they’re posted on the website.
Recruiting brochures and materials: A standard recruitment brochure typically costs several hundreds or thousands of dollars to design, print and distribute. Additionally, there might be expenses that come from attending job fairs and recruitment events to distribute these materials.
Additional recruiting costs: This can include covering the costs of travel fees incurred during candidate interviews, as well as reference and background checking fees, drug screening fees, etc.
On-boarding: These costs are associated with making an offer, processing the new hire through the orientation/probation period and training.
Sounds expensive, I know, but this narrative still only accounts for the obvious costs. For the small business owner who typically does their own hiring in-house, there are additional and unforeseen fees that can add up quickly over a short period of time.
Let’s start with diminished productivity, which means that the time spent recruiting candidates is time borrowed from other tasks. In order for an executive to step through the hiring process, they must:
Assess the need for the new hire(s) and plan their compensation(s)
Prepare and place ads and job posts
Prepare recruiting materials
Screen first round of applicants
Prepare for interviews
Conduct phone interviews
Set up and conduct the first round of interviews
Select candidates for the second round of interviews
Set up and conduct second round of interviews
Select the final candidate(s)
Even if each task only takes a few minutes, it’s clear that an executive’s productive time is quickly being whittled down to nothing. Work that’s been deferred by the hiring process doesn’t go away.
If you do make a hire, the cost of bringing on new staff is substantial. Investing in thorough training and proper on-boarding creates a solid foundation for a great career. It’s both the best and the right thing to do, provided that you’ve brought the hired the right person for your business. Hiring is complex, difficult and expensive; no one wants to do it more than once and no one plans to make a bad hiring decision. If you’ve cut corners or rushed the process in order to get back to your ‘real’ work, you may be stuck with a bad fit. Once you’ve made a bad hire, the logical thing to do is to get make a hiring change as soon as possible—but that may be more expensive than you’d think.
Replacing a bad hire can have a long-term impact on your bottom line; even firing can have long-term effects on your business. When the state pays out an unemployment claim, the company’s unemployment tax rates go up, so you can be paying for a bad hire for years after they’re gone. When all the costs are factored in such as lost clients, lost productivity and increased burden on other staff, a hiring mistake can cost anywhere from 1.5 to 3.5 times an employee’s annual salary. There has to be a way to bring on the staff you need without chipping away at profitability—and there is: a partnership with a staffing firm.
This convenient hiring option saves time and money, but is also a flexible option that responds to changing needs in your organization. Contract staffing agencies screen candidates and assess the job they’ll fill to ensure the best possible fit. A staffing firm’s professional expertise can smooth the hiring process and return productive time back to your schedule. That’s worth more than money.
The Daniel Group is a staffing firm that negates many of the hidden costs that arise when a business looks for employees on its own. We will work with your business to determine the exact positions needed, and then go about finding the employees that fit best.
For more information on how The Daniel Group can streamline your business’ hiring process, click below to contact us!
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The official idea for temporary and contract staffing began in the late 1940s. Originally, this was born from the need for seasonal workers—primarily secretaries and typists—but during the past seven decades, these parameters have long since fallen by the wayside. As of this year, 42 percent of employers have said they plan to hire temporary and contract workers for their businesses. This is a 2 percent increase from last year, and studies show that this number continues to grow steadily.
Here are some impressive contract staffing statistics from 2013 to consider:
- 3.15 million temporary and contract workers are employed every week by U.S. staffing companies
- In total, 11 million temporary or contract workers were hired
- Approximately 79% of staffing employees work full time hours
By hiring contract employees, small businesses can take advantage of all the benefits and opportunities of having a full staff on hand. Working with a secure staffing agency provides employers with constant flexibility and coverage should anything change in their business. No longer will a company need to worry about covering employee illnesses, absences, or family leave. Temporary staffing can be the manpower solution that gives an economic edge to a small businesses that are positioned for growth but aren’t ready to hire full-time employees.
The benefits are not limited to just employers and their businesses. Qualified workers and professionals can take advantage of a variety of profits through staffing firms. For example, most firms provide training for their employees, so contract workers can benefit from this training advantage over their permanent counterparts. Additionally, a professional will be exposed to new processes, technologies and viewpoints from business to business with each new assignment, effectively widening their horizons. Simultaneously, these temporary employees will continue to build upon their experience, expand their skills and become more employable in the long run.
Contract staffing is not only for those looking for flexible schedules and more experience. The recession has particularly been a hard hit on new graduates, as they look for employment and starter careers. By beginning work with a staffing agency, these graduates can benefit from a variety of work in their fields, building up their resumes and gaining new skills they might not have experienced otherwise.
Contract staffing is all about providing flexibility for both the employer and the employee. In the last several decades, contingent staffing services have boomed, and it’s become the field to suit anyone’s needs. For more information about the benefits of contract and temporary staffing services, click below to contact The Daniel Group!
The older worker is here to stay. According to the U.S. Bureau of Labor Statistics, that’s not a new trend and it’s certainly not a bad thing. While some businesses are reluctant to admit it, the numbers tell the story of older Americans working longer.
- Between 1990 and 2010, the number of workers who were 65 or older increased from 12% percent in to 16%. That number is projected to increase to 20% in 2014.
- Older men are working longer than their female counterparts.
- But employment rates for women are higher than they’ve been in 20 years
- According to the Bureau of Labor Statistics, by 2016, 1/3 of the U.S. workforce will be 50 or older.
Rather than asking why older people are working... it’s probably more important to ask why not work? As reported, last year, three quarters of American adults responding to a Gallop poll say they intend to keep working past retirement; 40 percent say it’s because they want to. Americans are living longer and healthier lives so the notion of withdrawing from work at 65 doesn’t make sense. The prospect of prolonged retirement doesn’t necessarily appeal to healthy adults who are still vital and active. So rather than retire, many older workers opt for second careers or alternative employment arrangements that leave them more time for personal pursuits. That’s why contract agencies are among the largest employers of older workers in the United States.
Myths about older workers abound; some people think older workers are likely to be in declining or health. They may be worried about hiring workers with outdated skills or attitudes. However, mature workers have years of business connections and they are often eager to keep their business network fresh. Research shows that work can help older adults stay fit and engaged. Productivity doesn’t suffer with age (far from it!) and workers in their 50s and older have a lifetime of work habits to fall back on. More often than not, their productivity benefits from these habits. Also, mature workers generally have lower absenteeism rates than their younger counterparts, often because they have fewer dependents and fewer unexpected demands on their time.
Many older workers respond well to the challenges of contract assignments. While they appreciate a great place to work, they can also appreciate the flexibility that a contract environment gives them.
So what’s in it for employers who hire older workers? In addition to the ability to scale the workforce to meet demand, hiring contract workers who have a primary career behind them brings a wealth of knowledge to the job. Older workers tend to have higher educational achievement, an established work ethic and the ability to deliver.
Bringing in an older contract employee can add valuable experience into a younger team. Experienced workers have a deep reservoir of knowledge that can actually enhance innovation and boost creative problem solving among younger colleagues.
Staying at work may prove to be good for everyone; good for the older worker, good for the employers who hire them and good for the economy that benefits from their contributions. At The Daniel Group, we employ talented candidates of all ages and all industries, from oil and gas to construction, human resources and more. To view all of our staffing specialties, click the button below!
Chronic employee stress is a growing epidemic in the United States. Stress is an inevitable consequence of work life—but according to the American Institute of Stress, 80% of U.S. workers claim that they experience a significant amount of stress and tension on the job.
While it’s commonly known that small amounts of stress promote motivation and productivity, excessive stress is harmful to not only your employees’ health, but to your bottom line. In fact, it’s estimated that stress costs American companies between $200 and $300 billion in losses per year as a result of increased healthcare and insurance costs, employee absenteeism, turnover and lost productivity.
Why Are Employees So Tense?
A recent study by Harris Interactive has found the following to be the top five sources of employee stress:
1) 14% are stressed out by their amount of compensation
2) 14% stress out because of a heavy workload
3) 11% stress out because of their colleagues
4) 11% stress out because of commuting
5) 8% are stressed because they are not working in their chosen career industry
In addition to the above factors, employees also noted that they were stressed out by a poor work-life balance, the fear that there is no room for advancement in their company and the fear of losing their job.
What Can Employers Do?
While employers can’t do much to change factors like the length of a commute, there are several ways they can help relieve some of the pressure their employees experience at work.
Here are five ways for employers to help reduce employee stress:
Foster a positive work environment — A negative work environment can have a significant impact on an employee, according to the International Journal on Disability and Human Development. A negative work environment can cause insomnia, depression and anxiety. Make a positive difference in the workplace by offering praise and recognition, advancement opportunities, incentive programs and skill-building sessions. It’s important that the workplace is somewhere where employees really enjoy spending their time, because a large amount of their time is spent there.
Listen and engage — Communication goes beyond everyday conversation. Lack of effective communication between departments of staff could result in frustration and tension in the workplace. Keeping employees updated on company manners and making the effort to engage throughout the day during appropriate times strengthens employee morale, which in turn, strengthens staff relationships. Improved workplace relationships reduce stress and foster an overall better company culture.
Encourage relaxation — Taking time off from work resets stress levels and recharges employees, having a positive effect on performance and productivity levels after they return. Vacations allow employees to step away from the workplace and return with a fresh perspective, increasing their motivation to excel. Communicate the importance of taking all vacation time to foster a culture where it’s accepted to take periodic breaks. Even encouraging employees to take small breaks throughout the day will make a difference, such as a stretch break or a quick walk around the office.
Offer Some Perks — Workplace perks can go a long way with employee stress reduction, such as a flexible work schedule. Employees who have more control over their work and personal lives are more satisfied, and also have a better work-life balance, resulting in decreased stress from overtime and increased personal time.
Assess workload — One of the top sources of employee stress is excessive work load. If your employees are clocking in too many overtime hours or show signs of burnout, assess where help may be needed and decide if it’s the right time to hire. If you have specific busy periods during the year or simply need to cover employee absences but don’t have the need to add someone to your full-time payroll, a temporary worker may be used to keep productivity levels up when demands are high.
If it’s time to add more talent to your staff, The Daniel Group will find you a hiring solution for all industries! Our experienced recruiters specialize in national recruiting solutions for oil/gas, administrative, accounting and finance, engineering, technical, construction, light industrial and skilled trades industries. To learn more about our specialized staffing industries, click the button below!
Summer has officially started, and American workers are getting ready for warm days filled with barbeques, fireworks and opportunities to soak up the sun. Speaking of warm weather—are you planning on taking a summer break this year? Chances are that some of your employees are solidifying their plans for a summer getaway—but the reality is that many U.S. workers are reluctant to taking their vacation and all of their allocated paid time off.
Why Aren’t Employees Going on Vacation?
While employees look forward to annual vacation time, a study by the U.S. Travel Association and Oxford Economics found that almost half of American workers who received paid time off did not take all of their vacation time last year. The study concludes that 60% of American workers who didn’t take all of their time off left an average of 3 paid vacation days on the table, for a grand total of 429 million unused days.
This number may be surprising, but there are many factors that explain why employees are not taking as much of a break as they are given. According to the study, the top reasons why employees don’t take all of their vacation time are as follows:
- 28% of employees fear falling behind with their work
- 19% of employees hope to be in favor for a promotion
- 17% of employees fear that they would lose their job
- 13% of employees want to have a competitive advantage over their colleagues
While it is evident that the majority of U.S. workers prefer to not take all of their paid vacation time, it is important that managers encourage their employees to take this time off to relax and unwind.
The Top Benefits of Employee Vacations
According to a study by Adweek/Harris, a shocking almost 50% of workers planned on completing some type of work on their vacation—whether it was just monitoring emails or taking calls and completing projects. Why is it so difficult for employees to unplug, even when out of office? Throughout the article, business coach Tanveer Naseer explains how easy it is to fall into the trap and believe that we should sacrifice our free time for the “greater good” and fear that taking a vacation will cast us in a negative light among our peers.
While employees may feel that taking all of their vacation time may put them behind of their workload, vacations are proven to actually increase workforce productivity. Employee vacations benefit both the company and its workers in the following ways:
Better health — It’s no secret that stress has negative effects on both the mind and body. By encouraging employee to take a break, you can help them rest assured that they won’t be penalized for taking vacation. Communicate that it’s necessary to recharge and relax. In addition, reduced employee stress means less sick time and employer healthcare costs, translating to lower employer healthcare spending.
Increased inspiration and productivity — Vacations allow you to step away from the routine and enjoy new circumstances that you’re not particularly used to. Different experiences can fuel inspiration because you’re not caught up in the typical day-to-day chaos that can cloud your mind. Stepping away from the office for more than a few days can do wonders for having a new perspective and outlook on your career. Also, 77% of supervisors consider employees who take all of their vacation time more productive than those who don’t. While it may seem that productivity is temporarily halted because of an absence, it actually fuels future motivation to meet goals.
Improved employer branding — When employees are encouraged to take vacation, they are confident that their time off will not hurt their career, resulting in an overall happier employee. Since your employees are your number one brand ambassadors, it’s imperative to promote a rewarding work environment. Satisfied employees will help position your company in a positive light, in turn, attracting top talent to your organization. They will also be more inclined to refer candidates to your company.
How to Keep up While Employees are Away
While employee vacations are necessary to increase productivity, employee retention and overall well-being, there are still assignments that need to be completed on time when employees are away. Fortunately, there are many solutions for keeping productivity levels high while they’re traveling. Hiring a contract worker is one solution that many employers rely on when deadlines can’t be missed. To learn more about contract employee services, click the button below.
Chances are that you’ve been hearing more and more about the importance of a strong and powerful employer brand. Yes—your employer brand—not how your customers perceive you, but how your potential employees do. With ever-increasing competition in our job market, it has never been more important to convey a winning employer brand when attracting top talent to work for your organization.
Take a look at Fortune’s most recent report of the best companies to work for in 2014. All of these companies have something in common; they effectively communicate what they have to offer to the best and brightest candidates. From offering unique perks and incentives like charity donations for employee volunteer time or free incentive vacations, these companies know how to brand themselves to reel in talent.
You don’t need a huge budget for an effective employer branding strategy. Here are seven ways to build your employer brand to position your organization as a desirable and rewarding place to work:
1) Educate your recruiters on your brand —It’s imperative that your recruiters are accurately communicating your brand to its full potential. Since they are the most engaged with your candidates, be sure to train your recruiters on the employer brand goals you’re trying to reach.
2) Make sure your company is active on social media — With the power of social media, you can show off your culture and position your company as a thriving place to work. Candidates have access to seek out all the information they’re looking for to get a glimpse into what your company is about, as well as your successes, who works for you and much more.
3) Be flexible — Employees are now looking for increased flexibility with the time they spend on the job. Is telecommuting an option once a week to help employees with demanding deadlines? A busy office setting can be distracting and periodic work-from-home days can do more good than bad. In moderation, of course.
4) Improve the interviewing process — Aim for a more personalized interview experience. A good way to learn if your candidates will fit into your company culture is to introduce them to current key players in your organization. If they can hit it off with them, they’ll most likely hit it off on the job. Also, remember that group interviews can take away from the candidate experience.
5) Improve employee retention — If a candidate has heard about high turnover rates in your company, they may get a bitter taste in their mouth when considering a job at your company. Reducing employee turnover will not only help your employer brand image; it will also save you money and keep up employee morale, creating a more positive work environment. Click here to read our article about retaining top talent.
6) Improve communication with candidates — While it’s understandable that not every candidate will be a good fit for your organization, letting them know your hiring decision after an interview—whatever it may be—will show that you respect their time and effort. If you advise that they should not follow up after an interview, be sure that your team stays in contact as planned.
7) Offer unique employment perks — Many other companies in your industry most likely offer similar employee perks like vacation days and health benefits, but if your company gets creative with incentives, it will stand out above competitors and will be positioned as a more desirable place to work. Unique perks like fitness memberships and summer Fridays are becoming more important to top talent in the job market.
A large part of building your employer brand is staffing your company with those who fit into your company culture. These employees will not only have the right skills to get the job done, but they will also fit into your organization well. If those are the kind of employees that you’re looking for, then The Daniel Group can help. We offer the right staffing solutions for various industries all around the country and have an extensive candidate pool available to provide you with the best culture and skill fit for your organization. To learn more about the unique benefits we present as a staffing firm, click below!