All posts by Bettina

The Nissen ASCENT Program

Think about someone already on your staff.  Someone that, when you think about working with them it makes you smile.  Someone you know is a real benefit to your company.  They are productive in your organization.  They make a difference.  They bring energy into every interaction they have.  They’re the right person, in the right company, filling the right position, for the right reason. Bottom line: they just fit.

When did we decide that fit was important?  When we were just looking for some skills and/or experience and nothing else really mattered?  I’m not sure.  And I’m certainly not sure there was ever a time that was the right thing to do.  Employee satisfaction is up over 50%.  And why not?  The amount of investment being made in employee wages, benefits and overall well-being is consistently going up!  At the same time, employee engagement is hovering at less than a third, around 32%.  That means that 68% of the workforce is disengaged.

dis·en·gage Verb (used without object)

To free (oneself) from and engagement, pledge, obligation, etc… When it was clear that there was no opportunity to create value, he became disengaged. 

If satisfaction is up, then why does it matter if employees are disengaged?  Disengaged employees feel undervalued, unchallenged and disconnected from their jobs and companies. Their behaviors and performance is costly and takes away from the bottom line.  THIS is why fit matters!  Filling jobs has always been about skills and/or experience.  Nothing else really mattered. It’s time to start paying attention to candidates that may (or may not) already have the skills and experience needed to perform the job, but also possesses the right motivations to BECOME something more.  Companies that are willing to train and develop employees see a higher level of engagement, leading to increased output, decreased turnover and higher revenues.

That’s what the Nissen ASCENT program is all about.  We help you find the right person for the right position in your right company.  From there, together, you can build the right reasons!

A – ASSESS – Career Consultants meet with candidates to assess skills, abilities, experience, motivations, and potential Fit.  Engagement Team Members meet with clients to assess staffing needs, competency and physical requirements, performance expectations, market pay rates and employee value propositions (EVP).

S – SELECT – Career Consultants select and submit candidates who meet job performance objectives, possess the right motivation, willingness, and desire to be successful in the job.

C – CONNECT – We connect candidates with clients for interviews, realistic job previews (RJP), auditions, etc… as outlined by clients.

E – EMPLOY – Expectations between Candidates and Clients are communicated and Candidates become Associates.

N – NAVIGATE – A customized Workforce Optimization Program, strengthens the working relationship between the Client, Associate(s) and NSC to maximize output and success.

T – TRACK – We track every movement along the way to ensure we are making all the right connections that lead to success, satisfaction and implementing changes for continuous improvement.

What got us here will not get us successfully into the future.  We want both our clients AND candidates to be successful, so making the right connections is important.  Contact us to see how we can put the ASCENT® program to work for you.

Expanded Benefits Package

Nissen Staffing Continuum has expanded healthcare benefit options available to Associates for 2019.  There are now 3 Healthcare Plans to choose from as well as Dental Coverage and/or Vision Coverage, something that most if not all other staffing agencies do not offer.  Coverage options also include coverage for spouse & dependents. Benefits are subject to eligibility requirements*
* Eligibility for Health, Dental & Vision benefits begins on the first of the month following 59 days of employment. Associates must average a minimum of 30 hours per week.

Are you ready for an Alternative workforce?

Today business is scrambling for solutions to augment their traditional workforce strategies.  The optimism for business growth is strong, but too often restricted by the scarcity of human capital talent.

Business has adopted “best practices.” Well written standard operating procedures, and well written training curriculum.  But again, business growth is stalled from a lack of human potential and talent.

Further, rising wages, additional overtime costs, employee turnover, and limitations to implementing automation requires progressive companies to seek new strategies to build and augment their existing workforce.

Launch Talent Development.  Leave Talent Consumption

NSC’s Managed Services alternative workforce program may be the solution you’ve been looking for? NSC has entered into a partnership with the Franklin House of Corrections to manage the careers of talented and motivated residents to meet their career objectives and achieve desired outcomes for business.

Benefits of an alternative workforce:

  1. Off-site, no cost trained workforce
  2. Training curriculum includes (but is not limited to):
    1. Client specific policies & safety
    2. Job success traits
    3. Performance objectives
    4. Position Instructions & SOPs
  3. Synchronized scheduling
  4. No unexpected absences
  5. Transportation services for candidates & workers
  6. On the job coaching, mentoring and Performance evaluation/feedback
  7. Comprehensive talent vetting process
  8. Variable cost staffing model
  9. Purposeful and meaningful community investment

Email Joshua@nissenstaffing.com to schedule a discovery meeting to learn how you can benefit from an alternative workforce program today.

What attracts talent and keeps employees engaged?

For the first time in history, the number of job openings exceeds the number of those who are unemployed.  The rate at which employees are leaving their positions is rising at an escalating rate and to keep up in this rapidly changing market, companies need talented workers to be more flexible than ever before to fill critical gaps and maintain lean operations.  In short, there are an overabundance of job opportunities, a meager supply of candidates and it’s critical for companies to fill openings as quickly as possible.

Savvy job seekers, however, can identify companies that are simply trying to fill open positions and ones that have a growth mindset. Talented workers want more than just a job to do.  They want meaningful careers, purposeful challenges, and to know that they have growth potential. They will balance short-term and long-term aspects of a job so the job itself represents the best career move among competing opportunities. Talent is just as interested in what the company has to offer them as they are in what they can bring to their potential employer.

When companies recognize this shift, they can present opportunities that articulate what an employee can become via formal career pathing, talent development and training programs.  With these components companies are much more likely to attract, secure and retain talented workers. Compensation is of course important too (companies need to provide competitive compensation in the market place), but it should never hold all the weight in a job offer.  Job decisions (not career decisions) are made when compensation becomes the dominant decision factor combined with the skewed perception about the job and what it’s going to take to be successful.
It is essential for companies to examine what their employee value propositions (EVPs) are and communicate them to employees and trusted business partners.  EVPs are an opportunity to attract talent and keep employees engaged. When job descriptions are presented with both EVPs and realistic career objectives and expectations, candidates are more likely to ask themselves “is this the job I want” so that they are not disappointed even though the pay may (or may not) meet their expectations.

 

At Nissen Staffing Continuum we consider all of these factors when we present our clients to candidates.  With this same thought process, we are also experts in coaching and mentoring candidates throughout their career search.  The synergy of this approach gets lasting results, but we’re not stopping there!  Watch for our next article after the 1st of the year where we’ll give you the inside scoop about our new proprietary assessment tool – you won’t want to miss it!

 

Where has all the talent gone? How to operate in a Talent Scarcity Market.

When it comes to talent, there’s no debate that demand is outstripping the readily available supply and most recruiters agree that we’re near full employment.  This combined with a degree of job dissatisfaction and workers who are mostly satisfied but not necessarily engaged, points to a passive job seeker environment.

The resurgence of job seeker confidence due to the high number of job openings and the low risk of making a job change gives talent a great advantage.  Passive seekers are watching for new opportunities with greater meaning, where they can use their gifts and talents and take their career to the next level.

To address this shift, employers must change their focus from talent acquisition to a talent attraction strategy.  It’s about targeting the right candidates and compelling them to take an interest.  As a result, many employers are asking, “how can we grow when there is a skill gap and we can’t fill openings with qualified workers?”

There is specific strategies and tactics to address the skills gap, but it is not necessary to focus on this alone. Talents and the motivation to use those talents abound under the right circumstances and with
the right staffing and recruitment partner.

Understanding the difference between the job description and the real job

Too frequently, recruiters, use the job description alone to assist in the hiring decision process.
That’s a problem.  The job description focuses on what employees have.  But, more important today is understanding what are the performance expectations and outcomes of the “real job” and why they’re meaningful to a greater purpose or outcome. This is a game changer!  We must define the “real job” and it’s meaning in the big picture.  That means building a job description with performance objectives that help achieve the company vision.

Concentrating on candidate performance and achievement

Recruiters need to put greater focus on the ability of candidates to achieve job performance desired outcomes (going) and less on qualifications and criteria (having.) A wise career consultant (Owner and President of Nissen Staffing Continuum, Scott Nissen) once said, “It’s what you do with what you have, not what you have that counts!”  The point is to hire someone who can deliver results and add value over someone who might possess the skill(s) to do those same things but never uses them.

Messaging real jobs to the right candidates

The “right candidate” will be able to consistently and successfully get the job done regardless of circumstances and with the least direction possible.  By messaging the real job with purpose and meaning, the “right candidate” will be compelled to apply.  And the right candidate in the real job will only add beneficially to the culture you’re seeking to create!

 Leveraging your brand

 Properly branding your company allows job seekers to match their needs with your employee value proposition. Your brand is the public face of your company culture. Passive job seekers are discerning and take employment decisions and changes more seriously. They research potential employers carefully and look for companies where they connect with the values and foresee being happy in their position. It’s time that we look past immediate gratifications, such as (pay, location, job title, duties) and concentrate more on the first year and beyond (real job focus, impact, visibility, learning, future compensation and rewards, growth) for effective talent attraction.

When a high-quality hire happens, a powerful connection is made between an employer’s mission and a candidate’s career aspirations.  The day of talent acquisition is gone. We’re no longer filtering out candidates in a surplus talent market.  The day of talent attraction is now and it’s here to stay. We must target and build a call to action for quality talent in order to be successful in this candidate scarcity market.

At Nissen Staffing Continuum we work with discipline and focus to successfully leverage all of our brands (Staffing Continuum, TechRecruiters, Staffing Continuum Managed Services, Workforce Optimization) to benefit our clients and our associates.  Call us, partner with us, and bring us into your reality because we have a true consultative solution for you. Placing the right candidates in the right jobs for the right reasons!  This will be the mark of a successful organization in the 21st century.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs. As your strategic partner in a tight employment market, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!