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.
When it’s time to hire, the last thing that a hiring manager wants to deal with is a long, daunting process of finding the perfect fit for the team. While recruitment can be exciting, it isn’t easy—and if you don’t have a necessary candidate pipeline or talent pool available at your fingertips, it can take a very long time. When a position needs to be filled ASAP, a long recruitment process can cause a plethora of issues with staff workload as well as not having necessary work done on time.
Finding the right fit for your company should never be rushed, but it also shouldn’t take months. Too often, hiring managers find themselves scrambling to fill a position if they unexpectedly lose a key employee or a lot of work comes in all at once. Companies must have a proactive approach in building a pipeline and talent pool to be ready to recruit from once it’s time to hire. This way, you can hire immediately and capture top talent before your competitors do.
Here are several ways that hiring managers can develop a candidate pipeline or talent pool:
1) Dedicate time to your search
You must set aside ample time to search for qualified applicants that meet position requirements. Utilize social media—especially LinkedIn—to seek out top talent in your industry and to also view who’s searching for a job. At the same time, make sure your company is represented as an engaging brand on social media so that you can help attract top talent.
2) Interview Regularly
Set aside a regular time each week to interview candidates that might be a fit for you company. These candidates could be employee referrals, applicants that send resumes or temporaries that are working in your company. Keep your notes in a file for future reference.
3) Consider Culture Fit
If you usually hire for business spikes, take the time to evaluate both the productivity and culture fit that potential hires must demonstrate. If you build your candidate pipeline while keeping both of these factors in mind, these workers can give you a ready, trusted source if a position opens up that must be filled as soon as possible.
4) Be Efficient
If you have a special project you need to complete, you can assign it to a key employee and back fill their position temporarily. This will allow you to develop your key employee, giving them a chance to try something different and also train someone to handle their day to day responsibilities. You also get the added bonus of trying out potential hires and prevent a future hiring crisis.
5) Keep in Touch
Stay connected with your candidate pool. If you keep contact with them and a position opens up that you need filled, they are more likely to take the position. Connect with them on LinkedIn to conveniently keep tabs on their employment situation and to see if they can bring any new skills to the table because of possible new training/education opportunities.
There are many risks when taking on a new hire, even if they possess all the skills and have all the credentials for the position. If you’re looking to expand your candidate pool and have more options when it’s time to hire, consider working with The Daniel Group, a trusted Texas staffing firm. We offer staffing services that allow you to, “try before you buy,” as well as fill permanent positions with highly-qualified talent in a wide range of industries. Click below to learn more about our employer services and the niche industries we specialize in staffing.
As our economy continues to recover, businesses are spending more time strategizing how they will grow their company instead of simply just maintaining it in the New Year. Employers feel that we have all surpassed the worst economic times and that things will only continue to improve in coming years. Even though the holidays are meant to be enjoyed, companies are spending this hectic month putting together budgets for 2014 and thinking of ways that new goals can be reached for success, including reviewing and revising their hiring (and firing) strategies.
Although the start of a New Year is promising and filled with motivation to accomplish big things, the burden of employee turnover exists and must be prevented as much as possible to avoid a road block for success. Employee turnover literally costs us on average at least TWICE the amount of that employee’s salary to find and train a replacement and also has negative morale effects on employees and the workplace. Employee turnover must be stopped—but you can’t always predict the future plans of an employee leaving on their own terms or if that “perfect” candidate that you hired will not work up to their expectations on the job.
There are a few things that employers can do to help prevent employee turnover next year:
Learn from past hiring mistakes
You’ve interviewed several candidates and you think that you’ve found the perfect person that possesses the necessary skills for that position. A couple weeks later, you notice that this person doesn’t really fit in with your company culture or doesn’t demonstrate the skills required for the position. Your next step would be to offer more training opportunities so that this employee has a chance to excel at this position—after all, you hired them, right? What if that doesn’t help them progress and months are spent trying to get this employee up to speed? Only so much time can be spent to move this employee in the right direction, and if it doesn’t seem to be working out, a decision must be made.
If you’ve ever had to deal with the unfortunate event of losing a star employee on their own terms, can you think back to any signs of their discontent? Recognizing the signs and taking notes of past experiences will help prevent these issues from happening again. Communication with your employees is also especially important with identifying any potential issues in the workplace before they worsen, so leave the opportunity open for an employee to feel comfortable enough to approach you if an issue arises.
Invest in your staff
Great employees make the decision to leave their companies (even if they really don’t want to) because of a negative work environment, feelings of a lack of appreciation or morale and not receiving the compensation they believe they deserve. We can’t all receive the salaries that we desire, but practicing simple ways to show employee appreciation has major benefits of employee satisfaction.
Did your company reach an outstanding number of sales in the last quarter or did your employees recently receive a lot of praise from clients? Even something as small as ordering in a favorite lunch for everyone can show that you appreciate the hard work they do for you. Also, conduct employee performance reviews every once in a while to ensure management and employees are on the same page. This will also provide a clear direction for your staff and will help them understand how they can grow professionally. Reviewing and identifying strengths and weaknesses will also help you to determine where training may be necessary and since employees will see this as an investment for their future, they will feel more valued on the job.
Work with staffing firms and other resources to narrow down key employees
There is always a feeling of uncertainty and worry when bringing in any new employee. Working with staffing firms helps to reduce that uncertainty because their candidates are already pre-qualified for certain industries and have already had confirmed references and background checks. Having the pool of candidates offered by staffing firms narrows down skills and saves time on recruitment for employers because staffing firms have already done the recruitment work for you. They are also well-versed in what skills each employee has and what types of companies they would fit well in, so they can quickly pinpoint potential “A players” for your company.
Also, utilizing staffing firm temporary services helps you in making a hiring decision if you’re not ready to bring a full-time employee on board right away. Temporary services allow you to try out a candidate before you permanently buy-in so that you can make sure the candidate is a great skill and culture fit for your company!
While there aren’t many ways that you can predict employee turnover, there are several things you can do to prevent it from the very beginning of the hiring process. If you’ve decided that it’s time for a company change or if you’re looking to hire to jump-start your New Year, check out our staffing options by clicking below. Have a wonderful rest of the holiday season and good luck in the New Year!
The holidays are rolling around and it is indeed the most wonderful time of the year. Of course, we’re talking about spending quality time with family, indulging in holiday delicacies and enjoying time off from work to relax… but we’re also talking about preparing and conducting end-of-the-year employee performance reviews.
Many employers conduct yearly employee appraisals during December to be equipped to have the proper resources that will enable them to hit the ground running as soon as the new year begins. According to a research study by Cornerstone, only 13% of employers do not give performance reviews at some point each year. There are many benefits to conducting these reviews for ALL parts of a company, including both management and employees.
Here are some of the ways that employee performance reviews set up a company for success:
Performance reviews fuel the biggest benefits for employees, even though most team members usually don’t anticipate them. If done the right way, employers are able to help employees understand their contribution to the company as well as their goals and their progress, so they feel like their work and position is more valued. This helps to create a better sense of loyalty to the company, which increases workplace productivity and satisfaction.
Managers reap many benefits from performance reviews because these assist them in defining and clarifying goals that they want their employees to meet to set the criteria to achieve them. They also help management determine where improvement is needed so they can help their employees reach top performance levels and the various ways they can do so.
Appraisals have a positive impact on a company because they are cost-effective and drive improvement. Since these allow managers to communicate how each employee contributes to company success, employee morale is increased. Hiring managers are able to clarify employee daily responsibilities and workload to improve salary accuracy. This improves company retention rates that save money on unemployment claims and new employee training.
Plan Your Performance Reviews Now!
Since the end of the year is approaching, December is a great time to conduct employee performance reviews because companies must put together their staffing strategy to set themselves up for success in the new year. If you're not sure how to measure employee behavior that can contribute to a productive performance review, download our free checklist "20 Red Flags of Employee Behavior" by clicking the button below:
If after performance reviews you decide that it’s time to top-grade your staff or add fresh talent, The Daniel Group can provide you with ambitious professionals that will drive your company to success. Click here to contact any of our offices today!
Since September is in full-swing and everyone has gone “Back to School” for a fresh start with new learning opportunities, you should consider taking your company “Back to School” as well. There are many benefits that can improve employee production, motivation and satisfaction. It also helps to assist with meeting company goals and better determine company strengths and weaknesses to identify areas of improvement.
The year is more than halfway over, but it is still possible to jump-start a new outlook for your company before the start of next year! By taking the following steps, you can take your staff “Back to School” this September:
- Bring coaching sessions into the workplace: Even if you are the most inspirational leader in the workplace and always make it a point to coach your employees to do their best, sometimes it’s good to bring in an outside coach for improvement. They can help train your team to be better team players and learn different ways to work more efficiently. These professionals are trained to help motivate your staff, assist with changes that need to be made and solve internal issues between employees.
- Keep everyone on the right track by evaluating employee roles: Employees are given set job descriptions and duties when they are first hired and these roles usually evolve over time. Because of this, employees can easily lose sight of their daily goals, so try to periodically set your expectations and voice them. This will keep everyone moving in the right direction and will also help you determine project reassignments or possible shifts in responsibility.
- Strengthen your employees’ skill sets: Try to periodically meet with employees to discuss and analyze the progress they have made since they’ve joined your company. Determine their strengths and weaknesses and suggest that they attend workshops or training sessions for improvement. This will not only strengthen their knowledge and professional skills but will allow them to develop more self-worth in the workplace because they will feel that they are being invested in.
- Put your staffing needs into check: Do you think your employees may have hit their tipping point? If a lot of business has come in during the past year or there may be a need to top-grade your staff, it may be a good time to determine if your employees are experiencing work overload or are just not performing up-to-par. Any of these issues can be resolved by hiring a staffing firm that can provide options that will help build your team or help your staff more efficiently and quickly complete projects.
- Compare previously-set company goals for the year vs. progress that has actually been made: Even though there are only 3 months left of the year, it’s not too late to meet company goals that were set for 2013! Think back to the beginning of the year and compare actual company progress that has been made versus initial expectations to determine if your company has been successful thus far. This will help you determine if a new strategy needs to be put into place or if you must reposition company roles.
If you decide to take your company “Back to School” this fall and decide that it’s time to add new talent to your staff, The Daniel Group can provide you with staffing solutions for success. Click the button below to receive more information about our staffing options (contract, contract-to-direct, direct hire and executive search) and a representative will get back to you shortly!
Independence Day has just passed, summer is in full-swing and managers may be concerned that the year is half-way through and key project goals have not yet been met. Employees may not be completely focused on work because lazy summer days and vacation time may be on their minds. They are ready to relax and enjoy their well-deserved vacation time. The United States is the only country that actually does not legally require a company to offer vacation time to workers, but many still do for various reasons. There are many reasons why a company providing vacation time can result in higher production levels from their staff.
What are some of the benefits that companies experience when including vacation time as a mandatory part of their benefits package? Read these four reasons how companies boost productivity by encouraging employee vacations:
- Rested employees are more productive on the job — Taking a vacation has a heavy impact on one’s mental health. It increases employee motivation significantly. Francine Lederer explains that after taking a vacation, most people have a more positive perspective on life, feel more refreshed and dedicate more time to achieving their career goals.
- Employee vacation time reduces company turn-over rates — Employees who receive vacation time as a part of a benefits package are more likely to stay at their jobs. A Families and Work Institute study found that, "workplaces with greater flexibility are more likely to have employees who are more engaged, more satisfied with their jobs, more likely to plan to remain on the job and are in overall better health."
- Rested employees are in overall better health — As a result of having more time to rest, employees are less inclined to take sick days and their health insurance rates fall much lower. Natasha Withers from One Medical Group says, "Rest, stress reduction and relaxation are very important for people's well-being and health. This can be accomplished through daily activities, such as meditation and exercise, but vacation is an important part of this process as well.” Withers also explains how providing employee vacation time also promotes a decreased risk of heart disease and improved reaction times as additional benefits of having time off.
- Employees are happier with their jobs when having ample vacation time — The happier the employee, the more productive and successful a company is. A happy employee that is offered adequate time for rest is also more likely to refer their friends for employment, making it easier to recruit for key positions. People are more likely to work for a company if it is known as being a desirable place to work. According to FWI’s 2008 National Study of the Changing Workforce, 87% of all employees think that flexibility is “extremely important” or “very important” to them if they were searching for a new job. Creating a culture that encourages employees to rest and providing ample vacation time can go far in increasing company loyalty.
It may be a challenge to keep productivity levels stable during vacation season, but there are many ways that employers can boost productivity within their staff by offering this vacation time. Many companies hire Texas temporary agencies for extra support during these vacation months. If you think that it would be a good time to bring in additional help to aid with project completion this summer, read more about The Daniel Group’s hiring options. We will take the time to understand your company culture to provide temporary workers that can bring additional skills to your workplace and boost daily work levels. For more information, contact us here or call (713) 932-9313 today!
When it comes to increasing competitiveness, companies have to take a realistic look at what is needed to move forward. As productivity improvements are made, it’s clear that everyone on the team needs to be an “A player.” Having an employee that is adequate at their job isn’t good enough – your company really needs all staff members to exceed expectations and bring you to the next level.
Human capital is the value of an employee to an employer. According to a recent survey of CEOs, human capital is the highest employer concern for this year. If you are a hiring manager, hiring the right people to meet the goals of your company is the most important job you have.
Analyze what you need to accomplish and assess how much talent you need to hire. Hiring the right talent and finding a workplace culture fit are the best ways to achieve great results.
Here are the characteristics that every member of your team should have
- Integrity: Integrity at the core of every personal and business decision a person makes. Hiring people with integrity is what allows you to sleep at night.
- Flexibility: Flexibility governs an employee’s response to the many hurdles that arise in everyday business. If your employee is flexible, your employee will be a true team member.
- Communication Skills: Reading, writing, speaking and most of all, listening – these are the skills that we use every day in everything we do. Excellence in communication is a must for an employee.
- Customer Service Skills: It takes five times more resources to attain a customer than to keep one. An employee with customer service skills will help you maintain and gain customers.
- Intelligence: A fast learner can adapt to constant change and learn new technologies or concepts as they come along. Intelligent employees will keep your company competitive.
- Attitude: Employees that have a good attitude are pleasant to be around and will make you enjoy coming to work every day.
- Desire to work: This may seem obvious, but don’t assume everyone is a worker. Many employees have all the right skills but just don’t want to apply themselves.
Additionally, assess your current staff. Your “A” players will possess these skills. They are the top 10% of your staff for that reason -- let them do their thing. If you have employees that are lacking any of these skills, it is probably time to make a change. These employees are likely to be your low performers, and trying to change them will be counterproductive. Don’t focus on what percent of your team the “C” group is. Whether “C” players comprise 10% or 80% of your staff, you need to put a plan in place to find more “A” players. The process of replacing “C” performers is called topgrading. For more tips on identifying weak links in your team, contact The Daniel Group today.
This year, businesses have to do more than just address customer demand. Companies need to simultaneously finish their daily tasks and complete projects that support growth. This is why increasing productivity should be a top focus for organizations.
Although critical, increasing productivity can be challenging… mainly because employers run the risk of working their staff too hard. Employee burnout can actually lead to less productivity, and even turnover in some cases.
Keeping your staff happy and healthy is the key to increasing productivity. Here are three workforce initiatives to keep in mind as you look to ramp-up production:
Obtain more employee buy-in
As an employer, it would be impractical to allow your employees to have input in every one of your decisions. However, whenever you implement an initiative that will change or improve operations, it’s crucial that you have buy-in from your staff – and right from the start. Instead of just informing your employees that “x,y or z will change,” take the time to explain why the change is being made and how it will benefit them in the long-run. Also give them set periods of time where they can provide feedback openly and honestly. This will make them more enthusiastic about the planned changes and increases the likelihood that your changes will be sustainable.
Encourage employee vacations
A recent survey from Harris Interactive found that nearly 60% of workers don’t utilize all of their vacation time, with multiple studies supporting this notion. When staff members don’t take the time to relax and recharge, it’s harder for them to stay energetic and positive. Remind your employees that it’s important for them to take their allotted days or time. They’ll return to work better than new.
Leverage contract workers
Bringing in some additional help is critical to growth. Contract workers can help get some projects off the desk and into action. This will alleviate some of the burden from your current staff. Contract workers can also offer a fresh new perspective and inject some new ideas into the mix.
Increasing productivity will remain an important goal for employers throughout the year. If you are considering contract workers to help boost productivity, The Daniel Group can help. Click here to submit an order!
As our economy continues to recover, many employers are facing a similar challenge – they’re experiencing an increase in demand, but don’t have enough staff to manage productivity. For this reason, many employers turn to contract workers for help during periods of economic recovery.
According to the U.S. Bureau of Labor Statistics, businesses employed 15,500 contingent workers per month in 2012. Furthermore, overall contingent employment increased by 7.7% from the previous year.
While there are numerous reasons why employers utilize a contingent workforce, here are the top five reasons:
- Flexibility – Contract workers allow you to address your current needs without making any long-term personnel commitments. This will allow you to maximize productivity with fewer burdens.
- Support Growth Projects – Your business should be concentrating on more than “getting the work done” – you should be focused on implementing initiatives that will help you achieve growth. You can use contract workers to manage growth projects. Or, you can use contract workers to handle your workforce’s current responsibilities while they focus on growth initiatives.
- Burnout Prevention – Employee burnout leads to mistakes, low company morale and turnover. Contract workers will provide some relief for your team and perhaps even encourage much-needed employee vacations.
- Eliminate Employment Costs – You don’t just pay an employee’s salary or hourly wage. There are many other expenses including payrolling, benefits spending and administrative costs. Staffing agencies manage these expenses for contract workers.
- Test Drive Employees – Contract arrangements allow you to “test drive” how an employee fits in with your company culture. If this professional ends up being an “A player”, you can bring him or her onto your payroll.
Contract workers can help you improve productivity, efficiencies and ultimately profitability. To place an order for contract workers, click here!
Picture yourself in this scenario: While sitting at your desk, your phone rings. Your top competitor’s chief salesperson is on the phone. He tells you that his company is closing and asks for a few moments of your time to discuss his next career move. Do you take him up on his offer?
You are similar to many managers if your answer is yes. You understand that key talent is challenging to find and pivotal to your organization’s growth. One of the most important roles of a leader is making sure your company has access to the right talent. A chief point in reaching the company’s goals is having the right workers in place.
To make sure that the right employees are in place to support your company’s business strategy, you need a hiring plan. Now is the perfect time to create a hiring plan for 2013. Your plan should include information on:
Your company’s business strategy:
Evaluate what factors are most important to your company. Take into consideration the core values, culture, mission and overall strategy of your company. These factors should all be evaluated when developing your hiring strategy, as they should all be aligned.
Your current staff:
- Do you have the right people in place?
- Does the current staff create the culture you want to achieve?
- Is everyone working to capacity?
- Is training needed to increase skills?
- Is turnover an issue for your company?
- Do you need to rethink your current job requirements? Are you expecting too much? Are you demanding too little?
- Is anyone scheduled to leave or retire?
- Should you upgrade technology to make your staff more efficient?
The staff you will need for the future:
- Do you need to upgrade any of your current staff?
- Is there a career path in place for each team member?
- What additional staff is needed to help you reach your goals?
Once you have determined what staff you will need, lay out the plan for how you will recruit and qualify your staff. Do you have a recruiting manager? Will hiring managers be responsible for their own staff? Will you partner with a staffing agency to help you identify top candidates for your team?
Your 2013 hiring plan should also address onboarding new hires and setting a career path within your company. You will need to improve your communication with new employees if your company’s turnover rate is high. This will ensure that they are assimilated into the team.
Smart Business: Houston recently featured Jarrod Daniel, CEO of The Daniel Group, in an article about how a company should establish a comprehensive hiring plan. The article can be viewed by clicking here.
Creating a strategic hiring plan after taking the time to think through these issues will go far in ensuring company success. If you would like help developing your staffing strategy or would like to place a job order, click here to contact us.