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Four Hiring Trends in the Workplace for 2016

As 2016 begins, companies will need to think about making changes to their traditional hiring patterns. Instead of merely looking at skills and experience, employers must consider a candidate more holistically to ascertain the best-fit as the hiring process moves forward. As you evaluate potential changes, consider these four of the top hiring trends. Engaging them in the coming year could prove to be quite profitable.

  1. Maximizing technology

Currently, it’s an employee’s job market, and the workforce has opened to a more global scale. As technology enhances candidate mobility and shrinks geographical boundaries, smart candidates “shop” for specific jobs at specific companies. Embrace this as an employer’s advantage.  Yes, technology may increase your candidate flow but it can also bring those top candidates who are vying for positions to the top of the pile. Don’t hesitate to utilize online testing and evaluations, which assess behavior, personality, and cognitive ability, to target the best candidates. Video interviews also provide a low-cost way that employers can holistically pre-screen a candidate and narrow the pool.

  1. Making the most of the Boomer to Millennial transition

Baby Boomers are retiring in droves, leaving gaps in the knowledge and skills base when they exit. Don’t be left hanging. Plan for succession. Embrace the new leadership styles and strengths of Millennials, but utilize the mentoring/teaching skills of Boomers. Whether you keep Boomers on part-time or hire them back as consultants, not only will they share knowledge and value, but their guidance will be well received by your Millennials.

More importantly, meet your Millennial leaders on their playing field. They are typically transformational leaders who prefer a flatter hierarchy, personal connections, and the chance to impact society. By broadening your company’s vision to include support for social causes and leveling the leadership structure, your organization can experience growth in the hands of these new leaders.

  1. Recognizing the increasing need for flexibility

As countless Millennials anticipate having children, the demand for flexibility both in office hours and location increases. In addition to seeking time for personal and charitable endeavors, Millennials also want to spend time with their children, desiring to “flex” their schedules around their children’s needs. If not already in place, organizations would be wise to establish a flex-time policy, building around the principle of work accomplished and projects completed instead of focusing on how or where it happens.

  1. Redesigning the workspace

With flexibility, comes changes in workspace requirements. Many companies will be able to cut costs simply by reducing cubicles and creating “shared” spaces. These “co-working spaces” should be built with easy-to-move furniture and equipment to encourage collaboration and attract talent. Sometimes referred to as “meaningful” spaces, these inviting locations allow coworkers to feel like they are part of the work community, promote collaborative decision-making, and help shape the company culture. Meaningful spaces also promote happiness in the workplace, and therefore, a more productive working environment.

Understanding hiring trends and attracting new talent through workplace flexibility, technology, workplace setup and other strategies will help companies grow and remain competitive in the marketplace. The tips from above will all assist in branding your company as an employer of choice in 2016.

From our Nissen Staffing Continuum family to yours, we wish all of you a very safe and prosperous New Year!  Let Nissen Staffing Continuum help you focus on success. We work as your consultative staffing partner by adding value as a strategic resource. How may we assist you? Contact us today.


Make Every Tuesday Count

Did the year-end sneak up on you? Are you feeling pressure to meet your 2015 goals before 2016 hits you square in the face? It’s never too late to re-evaluate, revamp, and recharge. Even if you are ahead of the plan, don’t coast into the New Year – move into 2016 full speed ahead.

Every Tuesday – one week at a time:

December 8th

Review the initial plan

  • What were your goals in regards to marketing, new clients, increased production, increased staff, additional technology, etc.?
  • In review, were they attainable and reasonable goals? Or not?

Evaluate your progress to-date

  • Were there unexpected, but significant developments that stalled your plan?
  • What could/should you have done differently?
  • What attitudes and actions moved you forward and which ones created roadblocks?
  • This is not a time to beat yourself up – that only hinders the next step. It’s a time to be honest and learn – to take advantage of 2015 hindsight for 2016 planning.

Adjust your goals

  • If you want to reach the finish line, you might need to revise the road map.
  • Narrow your focus – what really matters?
  • What will make the biggest difference?
  • What will keep you most on track as you enter 2016?

December 15th

Replace your battery – rejuvenate company passion – harness the power of your team

  • Begin at the top, of course, but involve everyone.
  • Create a fresh perspective.
  • Provide motivation to finish the year at top performance.
  • Take time to look back and see how far you’ve traveled and what you’ve accomplished – it’s the best motivator for moving forward.

December 22nd

Connect with the company team

  • Seek their insight and ideas for 2016.
  • Evaluate their strengths: Use each employee in the position that fits them best – don’t put your “people person” in the back crunching numbers.
  • Plan for new hires: Go for quality – it may cost more initially, but in the end it saves time and expense.

Take care of your team – they are your best asset.

  • Bring on the praises – say thanks in tangible ways.
  • Feed them – if they have to “stay late” a few times, food always helps.
  • Provide support for the team – take advantage of temporary staffing.

December 29th

The black and white checkered flag

  • Cross the finish line – you did it!
  • Celebrate with the team.
  • Give credit where credit is due – plus a little.
  • Fill the gas tanks and greet 2016 with a smile!

Here at Nissen Staffing Continuum, we are behind your team for every lap of the race. We do more than “find new team members.” From temporary and temp-to-hire to direct placement, we provide quality staffing to support your business goals and help you cross the finish line. Contact us today for a full continuum of staffing solutions – that’s what we deliver.



How to Show Your Employees You Appreciate Them

Did you know that the number one reason cited by employees for leaving their job is lack of appreciation?

Whether termed recognition, appreciation or simply feeling valued, the need for reinforcement for a job done well is basic and deeply-rooted.

If it is so important, then why is it so rarely shown?

The difference could be due to a discrepancy in perceptions. Employers may be aware that people need recognition but when asked how they meet this need, they cannot articulate an answer. Could it be that employers are used to telling employees when they make mistakes and have forgotten how to provide support and encouragement?

In today’s business climate, salary increases are one way – but not the only way – to reward an employee’s endeavors. A little creativity can go a long way in ideas to show appreciation.

Financial rewards: Has anyone ever turned down a financial boost?

  • Time off with pay: everyone appreciates an unexpected day, or even half-day, off with pay.
  • Flexible scheduling: nothing says an employee matters like helping them balance work with life responsibilities.
  • Offer specialized training: this affirms that you believe in their future with the company.
  • Gift cards: your choice reveals how well you know your employee.
  • Food (restaurant meals, catered events, lunch and learn events): a great way to award a team as well as individuals.
  • Office or group party: builds on team spirit and enhances company culture while saying thanks.
  • Internal or facility improvements: investing in your employees’ workspaces, equipment, etc. says that you appreciate what they do and support them.
  • Gym memberships: shows that while you appreciate work production, you also care about your employees’ well-being.
  • Spa memberships: a great way to say thanks – with no strings attached.
  • Bonuses: enough said. 

Tangible rewards

Financial rewards are a plus, of course, but so is taking time to be more “personal” and/or involving the rest of your staff. Affirming great work in ways that increase an employee’s respect among his/her peers is almost always a winner. Here are some suggestions.

  • Special reserved parking spot
  • Feature in a newsletter or on a website
  • Send a personalized note
  • Celebrations for birthdays
  • Plaques, certificates or trophies
  • Redeemable points
  • Allow peers to have a say in rewarding each other
  • Informal face-time to exchange ideas and touch base
  • Job shadowing
  • Bring your dog (or other well-behaved pet) day
  • Wall of fame 

Verbal rewards: This can be the most important part of your thanks and appreciation. Even when giving financial or tangible awards, a thanks should be included, but sometimes, saying thanks is all you need to do.

  • Saying “thank you,” with the person’s name and reason (“Thank you, Pat, for handling that irate customer today.”)
  • Praising the employee specifically, in front of peers, such as at a staff meeting.
  • Personal acknowledgement of an event (like the birth of a child). 

Each of these rewards creates benefits for employers by not only helping to retain employees, but also by boosting morale for all. A personal touch lets employees know you not only appreciate their work but also take a personal interest in them as individuals. Simply speaking to them about things that are planned for the organization can motivate them to feel as though they are an active part.

Nissen Staffing Continuum can assist you with your employment plans and strategies.

At Nissen Staffing Continuum, our focus is on you and your success. We work as your strategic partner by adding value, helping you avoid obstacles and reach your objectives. How may we assist you with your hiring process?

Leading your Introverted and Extroverted Staff

According to The Myers-Briggs Type Indicator (MBTI) – a personality-testing tool based on the work of Carl Jung – an individual’s extroversion/introversion value is measured by how he or she acquires energy.


  • are energized by being around and interacting with people
  • are recharged by external stimuli, such as personal interactions, social gatherings, and shared ideas
  • gravitate toward groups and constant action
  • tend to think out loud
  • work well in groups
  • learn by explaining


  • are energized by times of quiet solitude
  • are recharged by quiet reflection and time alone to research ideas and focus on their work
  • gravitate toward one-on-one relationships
  • need time to think before speaking or acting
  • work best in small group or solitary settings
  • learn by taking time to reflect on the material presented

Generally, extroverts are labeled as outgoing, sometimes impetuous, often talkative, and are known for being comfortable in groups. They have a lower basic rate of stimulation, which means they need to work harder to stimulate their minds and bodies to their “normal” state. They often seek novelty and adventure. Spending time with people recharges their personal battery.

Introverts get energy from their “inner world,” having a preference for being alone (or with only a few select people). They thrive on clarity, but can be too reflective or hesitant. Crowds often overwhelm and/or overstimulate them. Time alone recharges them, as does being in predictable situations.

Because introverts and extroverts can be polar opposites, leading a team consisting of both personalities is challenging. It demands a balancing act that requires a clear understanding of the difference between the two and mental, as well as emotional, dexterity. These leadership tips will help ensure that both extroverts and introverts have a voice and contribute their unique skills to the team.

Encourage team connections

  • Host team social events over lunch in surroundings that are familiar to everyone, such as at the office, where all will feel comfortable and more inclined to interact.
  • Enroll the team in an interpersonal communications skills development course. This type of training will help everyone to gain a clearer understanding of how the “other half” operates.

Keep brainstorming sessions and team meetings small and on-track

  • Schedule them well in advance.
  • Before the meeting, ask participants to submit a bullet-point list of their ideas.
  • Draw on these points to help introverts express themselves more willingly and keep extroverts on topic as they describe their ideas. 

Learn to respond to and interact with extroverts and introverts effectively

The extrovert:

  • Respect their independence
  • Compliment them publicly
  • Allow room for their impetuous enthusiasm, while keeping them on track
  • Offer verbal and appropriate physical gestures of affirmation

The introvert:

  • Respect their need for privacy and time alone
  • Address them quietly and privately with either compliments or reprimands. Never embarrass them in public
  • Give them time to think before answering, and then don’t interrupt them
  • When possible, provide advance notice when change is expected or new projects are coming
  • Teach new skills in small groups or one on one

No matter what type of leader you are, these tips will help you adapt your style to accommodate both extroverted and introverted employees, keeping both groups at peak performance.

At Nissen Staffing Continuum, our focus is on you and your success. We can assist you with your employment plans and strategies. We work as your strategic partner by adding value and helping you avoid obstacles and reach your objectives. How may we assist you with your hiring process?

Invest in your company: Connect your employees to the Back-to-School scene.

Companies who invest in employee education and professional development invest in their own bottom line. According to various experts and sources, including HR Magazine, The American Society for Training and Development (ASTD), and The Huffington Post, investing in employee education brings multiple company benefits, including:

  • Boosts employees’ time management and critical thinking skills
  • Develops leaders
  • Improves company morale, which improves customer satisfaction
  • Results in higher income per/employee, more than 20% higher profit margin for company, and more than 5% higher shareholder return.
  • Enhances employee engagement and performance
  • Increases retention
  • Ignites greater employee innovation

Build your brand as a company who invests in their employees. Let applicants know you:

The cost of training employees, especially potentially long-term ones, is insignificant when evaluating costs associated with high employee turnover and extended position openings.

Established in 1997, Nissen Staffing Continuum has consistently focused on helping businesses grow their organization’s most precious asset: their people. We help promote self-education via our Career Resource Circle, offering:

  • Free job seeker webinars
  • Comprehensive resume review
  • Leading experts and resources to advance your job search
  • Library filled with audio recordings, articles, and webinars

Named a 2015 Future 50 Company by the Metropolitan Milwaukee Association of Commerce’s Council of Small Businesses Executives (COSBE), Nissen Staffing Continuum offers multiple solutions for all your staffing challenges, from sourcing temporary help to meet a project deadline, to temp-to-hire personnel, to recruiting top talent professionals. Nissen Staffing Continuum also offers personalized on-site partnerships to meet the ever-changing requirements of businesses that rely on a flexible workforce to meet their customers’ needs. Contact us today for customized assistance with your hiring needs.

Budgeting for a Contingent Workforce in 2016

Preparing the budget for the coming year? With the staffing and benefits allotment consuming a large chunk of those projections, why not consider how a contingent workforce might improve both your bottom line and your business?

Let’s look at five advantages of hiring a contingent workforce you may not have considered:

Exactly the right talent, at the right time, for the right term:

Hiring experienced talent to fill a need for a critical project with a deadline is an excellent reason. Rather than hiring someone to fill the job, you are most likely to find the right match with a contingent worker and keep your workers focused on their responsibilities. This quality of talent is used to coming in to fill a demand, rapidly assessing what is required and performing at the highest level.

the core FTE (Full-Time Equivalent) employee retains job security. 

Always “on” mindset: 

A contingent worker must both prove his/her ability to do the job as well as to manage time proficiently. Contingent employees are familiar with juggling multiple tasks. They are savvy about how they perform because they would like to be considered whenever the need for contingent workers arises.

Flexibility and efficiency: 

Contingent employees can fill in gaps, provide seasonal or temporary project help, or relieve overburdened staff. Flexible with schedules, they can often be on task when a FTE employee is unavailable. They also assist with efficiency by performing mundane or standard responsibilities thereby freeing a FTE employee to focus on specific projects or deadlines.

Recruiting pool: 

Businesses who use contingent workers generally build relationships and may call upon the same workers whenever needs arise. The time a contingent employee is on the job permits an extended trial period or period of evaluation for the employer. Not only does the employer have adequate time to become familiar with the person and the strengths and weaknesses of his/her performance on the job, but also learns whether the individual would be receptive to being hired and would be a good fit. And since the individual has been doing the job, the learning curve would be small or nonexistent.

Cost savings: 

Perhaps the most notable advantage is that a contingent worker saves you money. Though the hourly rate may be more than a FTE counterpart may be, an employer does not have to pay Social Security taxes, unemployment compensation taxes, worker’s compensation coverage, or employee benefits for a contingent worker.

Statistical reports show that the contingent workforce is growing worldwide. As more and more people begin to build home-based businesses, create part-time careers, or choose to enjoy a versatile work model, thisworkforce will continue to expand.

Nissen Staffing Continuum can assist you with planning for contingent needs. 

We would like to learn more about your staffing needs and answer your questions about our contingent pool of talent.

At Nissen Staffing Continuum, our focus is on you and your success. We work as your strategic partner by adding value, helping you avoid obstacles and reach your objectives. Contact us today and discover how we can assist you with your hiring process.




Positioning your Company for Success During the Talent Shortage

lack of skilled workers in the workforceIndustry survey after industry survey has produced the same results: today’s employers perceive a shortage of skilled workers as a major obstacle in the next decade. Three factors have contributed to the talent shortage: 1) the amount of Baby Boomers leaving the workforce in the next 10 years; 2) an expanding US economy; 3) the shortage of young workers trained in certain key industries.

Before we continue, let’s make a key differentiation between a labor shortage and talent shortage. A labor shortage is, to be frank, not enough warm bodies to fill open positions. A talent shortage is a lack of skilled workers with specific training and skill sets needed in the workforce. Examples of specific skilled industries projected to have a shortage include sales, STEM, drivers, IT, and manufacturing. Faced with the dim outlook, industry experts have suggested companies use these three popular strategies to cope with the skilled talent shortage:

  • Buy talent.
  • Build your workforce.
  • Both.

Of course, these options are a simplification of how your company can leverage human capital to weather, and even thrive, during the predicted talent shortage. Employers have to use creative staffing strategies, and employ a hybrid of “buy” and “build” solutions to meet their short- and long-term staffing needs. While every company’s culture and needs are different, there are some general staffing strategies and solutions that can be utilized during the talent shortage:

  1. Know skilled workers’ value. The days of searching for the cheapest skilled workers are over. While companies always have to be conscious of their bottom line, paying workers less than industry value is a sure-fire way to create a revolving door of skilled employees and their talents. Research and know what skilled workers are worth in your local market, and create a benefits and compensation package that attracts, and retains, these valuable human assets.
  2. Create a company culture that skilled employees flock to. High employee retention rates are driven by more than just compensation; use our recent blog post to create a company culture that attracts and retains talent. Be conscious as you select your management team; great leaders are the key to an excellent team.
  3. Build a program to develop workers. The cost of training employees that can contribute to your business for an extended period of time is insignificant when evaluating costs associated with high employee turnover and extended position openings. Don’t look at your development program as a solution only for existing employees; employee development can start before the date of hire by knowing what general qualities you want in a new employee, with the understanding that you can train and develop skills over a period of time. If needed, extend your new-employee probationary period to accommodate training and development schedules. Sometimes the best skilled employees are grown, not hired.
  4. Engage in succession planning. Succession planning is more than sitting down and graphing who is next in line for a management-level skilled position. With a bit of foresight, succession planning can be done years in advance by strategically planning how to pass on expertise and practical knowledge from one generation of workers to the next. Integrate cross-training as a regular standard operating procedure where applicable; adaptation to an ever-changing business climate and your customers’ needs are crucial.
  5. Utilize creative staffing options. The one-size-fits-all permanent hire only model does not work for every company. Consult staffing experts to explore and utilize creative staffing options to your advantage. For example, if you need skilled workers but not always on a daily basis, a skilled temporary employee for a short period of time can be a more cost-efficient staffing solution. Creative staffing solutions can also mean fewer dollars spent on training and man hours spent on human resources paperwork.
  6. Consult with the experts to continually increase recruitment and employee retention rates. With a continually evolving business atmosphere, don’t feel your company has to keep up with the latest staffing trends and best-use practices. Consult with an established staffing firm, like Nissen Staffing Continuum, with the experience needed to recruit and retain qualified skilled workers that your company needs.

5 Qualities That Make an Employee Great

qualities of a great workerWhat separates a good hiring manager from an excellent hiring manager? An excellent hiring manager has the ability to look at a job candidate and know that the potential employee has the qualities of a great employee. Unfortunately, hiring managers don’t have a lot of time to make that decision, so awareness of key qualities is imperative. What qualities make a great employee? How can you distinguish between a poor job candidate and a great potential employee? These are questions that aren’t industry specific, because the core principles of a great employee are the same:

  1. Honest. Has the potential employee been 100% honest on their job application? If not, take that as a red flag. If a job candidate is not honest doing paperwork to get the job, there is a good chance they won’t be honest once hired.
  2. Work ethic. Has the job candidate done all the legwork to apply for the job? A job candidate that can’t do their homework to get the job probably won’t demonstrate great work ethic on the job. A strong work ethic is one quality that is hard to spot in a short interview with a hiring manager, but can be determined through a demonstrated history of success at previous positions.
  3. Dependable. Did the job candidate meet the deadlines during the application window? Were they on time for their job interview? Keep an eye on the clock, and use the information in your hiring decision.
  4. Positive Attitude. Listen carefully to the job candidate and watch his or her body language. Is he or she upbeat and positive? Or is the job candidate openly critical of their last employer? Some personality types are harder to read than others, but be attentive about reading your candidate’s body language and whether they have the positive attitude you need in your workplace.
  5. Communication skills. Pay attention to the way the candidate communicates with you during the job interview. Even if the employee is isolated from others while performing job duties, at some point they have to communicate with their fellow employees and supervisor.

Once you know what qualities you’re looking for in a great employee, establish the standard as part of your company’s hiring practices. If your company needs information on establishing solid hiring practices, and selecting the best job candidate for your company, consult a staffing firm with expertise in hiring and on-boarding employees. Nissen Staffing Continuum consultants can guide you through the hiring process from beginning to end. Your business goals become their business goals, reached with a company of great employees.

Attracting the Right Employees (& Keeping Them)

attracting and keeping the right employeesAttracting the right employees and keeping them on the payroll is about more than offering a generous compensation and benefits package. In a highly competitive workforce market, every company needs to find an edge in employee recruitment and retention. For good reason: employee turnover costs can quickly eat into a company’s bottom line with delays and interruptions. How do you attract the right employees and keep them? Start by implementing these four best practices for employee recruitment and retention:

  1. Know what you need. Use strategic planning and staffing assessments to maintain a workforce consistent with your business cycle. During your company’s busy season, what kind of employees do you need to meet the increased workload? How many permanent employees should you hire this year? Is there a flexible staffing option you can utilize, such as temporary employees? If you need a resource for initiating the planning process, contact a staffing firm with the experience, knowledge of current staffing trends and expertise in the best practices that can be applied to your specific business.
  2. Empower your biggest advocates: your employees. When it’s time to spread the word about open positions, give your employees the information needed for recruitment. Your employees can attract the brightest and the best workers with testimonials about the benefits of working for your company.
  3. Craft a perfect, accurate job description. Be clear and concise, and pay attention to the smallest details like spelling, grammar, formatting and length of the job description. Use our blog post to make sure your job description has all the essential elements that attracts the right employees.
  4. Create a company culture that is attractive to potential employees. Is your company a workplace people want to work at? As with many aspects of business, a strong company culture starts at the top and trickles down through the company regardless of size. Promote the right leaders for that potential employees want to work for. This article from Forbes is one of the top must-reads for companies looking to establish a solid company culture, as well as this blog post about creating a workplace your employees want to work in.

Because attracting the right employees and retention is so important, do your research and don’t be afraid to consult the experts. Recruitment and employee retention practices are continually evolving. Contact a staffing firm to capture and implement the best practices that impact your employee retention—and bottom line.

Is your company recruiting without strategic planning and staffing assessments?

planning for recruiting staffIt’s a classic case of putting the recruiting cart before the horse. While appropriate recruiting strategies and hiring practices are integral to the success of a company, these human resource practices can be a nightmare for employers who don’t regularly assess staffing needs and use human resource planning for their company staffing. The result is a repeated cycle of ineffective recruiting strategies, lay-offs, unnecessary human resource expenses and high turnover.

The answer? A regular human resources assessment and plan that meets the staffing needs of the company and is compiled methodically and strategically:

  1. Assess your company business cycle. Don’t repeatedly blindly recruit and hire. Do a regular assessment of your company business cycle. Use your past company business cycles to create a needs assessment, recruiting strategy and hiring plan that fits the ebbs and flows of your business.
  2. Forge a human resources partnership to keep abreast of trends, staffing solutions and evolving legalities. The business world is a climate of evolutions and impact. Think of the incredible impact of the Affordable Care Act and the evolution of staffing solutions such as on-demand, seasonal and temporary employees. Keep abreast of the changes and staffing solutions that impact your bottom line by partnering with a human resource expert. An outside human resource expert, such as a staffing firm, is a valuable resource to access your company’s business cycle and staffing needs.
  3. Think out of the box, and know who you need to recruit. A traditional employee is not always the right type of employee for your business. Seasonal, on-demand and temporary employees are “out of the box” staffing solutions that require different recruiting strategies. If you’ve never delved into these staffing solutions, contact an experienced staffing firm for information.
  4. Create clear job descriptions. Once you’ve done a full assessment of your staffing needs, this simple recruiting step is one of the most basic, and significant, steps to attracting employees with the right skill set for your open position or positions. Use our blog post about job descriptions as a guide for writing an accurate, legal and compelling job description.

Get your assessment process started by locating a local staffing firm with the knowledge, recognition and services you need. Contact Nissen Staffing Continuum. With experience, immediate connections to job seekers and recruiting and hiring expertise, Nissen Staffing Continuum can give you access to potential employees and can provide consultation services on best-use staffing solutions and practices. These attributes make Nissen Staffing Continuum a huge asset so you can maximize staffing assessments, recruiting strategies and hiring practices for your company.