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!
As an employer, you understand that you need a winning workforce to help increase productivity and profit. During the hiring process, you keep an eye out for candidates that have the right skills that can get the job done, but it’s also important to pay attention to candidate personality and attitude. Anyone can qualify for the position on paper, but negative qualities can get in the way of job performance and have a snowball effect on other employees.
While some negative qualities can get in the way of job performance, they can usually be improved with a little training or coaching. However, the following negative qualities are sometimes hard to fix:
- Poor attitude: Is it easy for this employee to bring others down or considered by others as a “Negative Ned”?
- So-so attendance: Does this employee call out sick often? Do they take longer lunch breaks than allowed or constantly miss or show up late to meetings?
- Unsatisfactory follow-through skills: Does this team member frequently not complete projects that they say they will?
- Procrastination: Does the employee fail to complete assignments on time or are they known for pushing off assignments past deadline?
- Lack of ambition: Does this team member lack goals or not make any effort for improvement?
- Lack of integrity: Is this employee unable to be trusted because of poor decisions they’ve made on the job in the past?
- No enthusiasm: Does this employee want to contribute to company success and work well with others?
If any employees come to mind after going through the list, it may be time to topgrade your staff to improve productivity and employee morale. Topgrading is the process of replacing lower performers with “A” players—and your hiring goal should be to staff as many “A” players as possible. Aiming to include more of these employees in your workforce will help your company meet goals and become more profitable.
How exactly can you characterize an “A” player? Here are five common qualities of a top performer in the workplace:
- Initiative — Taking on any new position is a learning experience, but an employee that always has the desire to learn more is invaluable and will continuously initiate success.
- Customer Service — Customer satisfaction is imperative to maintaining a strong business. It isn’t easy to acquire or retain a customer, but teammates that possess customer service skills make it easier for you to do both.
- Communication Skills — It is imperative that your employees are equipped with the necessary listening, speaking, reading and writing skills. We must use our communication skills every day for everything we do, so it’s important that your employees can articulate thoughts and ideas to anyone.
- Flexibility — It’s difficult to come by an employee that will gladly wear many hats and adapt to change with a smile on their face. Especially as technology continues to evolve, your employees must be able to accept new assignments and adapt to changing responsibility with ease.
- Integrity —Integrity is at the heart of every personal and business decision a person makes. The decisions that your employees making during their work day directly impact your business. You must be able to trust that your employees will make the right decisions.
If you realize that a staffing change is needed and it’s time to add more top performers to your staff, consider working with The Daniel Group. We provide quality staffing solutions for all industries, but our specialties include the following:
To learn more about how The Daniel Group can fulfill your hiring needs and help increase your office productivity by providing top talent for your organization, click the button below!
In a recovering economy, companies must stay competitive by staffing their organization with the best and brightest talent. These all-stars, or “A” players, are necessary for a workforce to be able to strike out the competition. Employers understand that the more “A” players they have, the more productive and successful their business will be. However, finding and hiring “A” players is not an easy task.
The value of an employee cannot be determined until after they have spent some time on the job, but there are specific indicators to look for during the interview that can help determine if a candidate is a potential “A” player.
Look out for these eight characteristics that your typical “A” player will demonstrate:
1) 1) Communication skills: We communicate in everything we do, so it’s imperative that your employees can clearly articulate their thoughts whether it’s through speaking, writing, reading or listening.
2) 2) Customer service skills: While interviewing candidates, look for a certain professionalism and a strong understanding of the importance of customer satisfaction. It’s not easy to acquire or keep a customer happy, but a talented employee will help you do both. Remember… your business is no business without your customers!
3) 3) Integrity: Trust is important for any relationship, whether it’s a personal or business connection. You can’t hover over your employees and keep tabs on them 24/7, so you must trust that they will be able to make the right decision, because every decision they make during the work day will directly impact your business. Can you trust that they will know how to best handle a critical client situation?
4) 4)Positive outlook: An employee that keeps a positive attitude will keep you wanting to go to work every day. A good attitude will promote a positive work environment, company culture and motivate others to do and be their absolute best.
5) 5) Enthusiasm: If an employee is enthusiastic about their position, they will strive to excel in their position to meet or exceed goals. They will go above and beyond to ensure that your company is successful and keeping ahead of the competition.
6) 6) Initiative: An employee that has the desire to learn more will continuously initiate success for your company. An “A” player can identify what needs to be done, how it will get done and then they do it.
7) 7) Intelligence: A candidate that demonstrates that they proactively seek out and adapt to new technology and industry trends will keep your company competitive.
8) 8) Flexibility: Employees that are able to adapt to change and easily wear many hats on the job are irreplaceable. Look for candidates that have a work history that includes many different responsibilities—chances are that they can handle it all.
Finding your next workforce all-star can be easy if you have access to sufficient hiring resources. If your business is in need of another “A” player and your company keeps striking out, The Daniel Group staffing can help. We have an extensive candidate pool of “A” players that can thrive in any industry and the experience to identify and fulfill your company needs. Click below to learn more about our staffing services.
We’re well into the first quarter of the New Year, and there’s a good chance that your company has brought in at least one new hire. Of course, you have high expectations and uncertainty when bringing in any new employee. Like any hiring manager, you want your new hires to quickly adjust, be a culture fit and have a positive impact on your company.
While you are aware that there is a learning period for every employee, you want this person to bring something unique to the table. Whether this new employee can contribute a boost in profit, efficiency, innovation or productivity… you want to be confident that they are the right fit for the position. This feeling is natural for any employer, because a lot of time and effort goes into the recruitment process.
You want your employee to succeed, but there is always the chance that they will not work out as well as you had hoped. If some time goes by and it seems like the employee isn’t contributing, it may be time for a company change… before more time and effort may be wasted. Unfortunately, if you have to terminate, you’re back at square one — and you must invest additional resources to find a replacement.
This is why it’s important to assess why new hires don’t work out. Many employers feel that new hires fail because they can’t handle the responsibilities of the job, but that usually isn't the case. An older but informative study by Leadership IQ found that 46% of new hires will fail within 18 months of working at the company. These are the top five most common reasons why a new employee didn’t succeed:
- Coach-ability (26%): Employees do not comprehend feedback from management, coworkers or customers and did not make an improvement
- Emotional Intelligence (23%): Employees lack self-awareness or control over their own emotions and ability to assess others' emotions
- Motivation (17%): Employees do not possess sufficient drive to reach their full potential and excel in the job
- Temperament (15%): Employees lack culture fit and do not have the attitude or personality suited for the environment
- Technical Competence (11%): Employees do not possess technical or functional skills required to do the job
This list shows that four out of the five top reasons are personality-based. Of course, employees must possess the technical skills that are necessary for the job, but this list proves how important it is to hire someone that would fit in your company culture. This brings us back to initial hiring expectations. When seeking out a new employee, keep in mind that you don’t need someone who can just do the job and have the technical competence—you must find someone who is coachable, has emotional intelligence and motivation but also fits into your environment well.
As a hiring manager, keeping these five reasons in mind in the future will help prevent a bad hire. These factors stress just how important it is to have a well-rounded recruitment process, from putting together your job description and looking through resumes to screening employees and conducting the interview.
Our recruitment professionals at The Daniel Group are trained to seek out candidates with the right qualities to fit into your organization. We offer several different staffing options and work with a wide variety of markets and industries so that we can quickly find you the perfect fit that will boost productivity and efficiency in your workplace. We are a trusted U.S. staffing firm with Texas locations in Houston, San Antonio and Sealy, as well as a new location in Shreveport, Louisiana.
Ready to learn more about how a staffing firm partnership can benefit your company? Click below or visit our contact page here.