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!
It’s no secret that the holiday season is one that is met with both joyful anticipation and overwhelming stress. It is not unusual that this time of year also brings additional stress into the workplace. Here are some tips to help alleviate the holiday blues and keep your company productive and your employees engaged.
Keep things in perspective. Not everyone celebrates the holidays. Not everyone that does celebrate the holidays cares to do so at work. Make it fun for those who want to participate but don’t make people feel obligated to participate in workplace gift giving or attend the holiday functions with a guest.
Be respectful of your employees’ time. It’s easy to think your employees will really appreciate an evening or weekend holiday function, but the reality is, they might not. Survey your staff and offer options. Maybe a simple luncheon followed by an afternoon off would be more welcomed, cost-effective and appreciated than a weekend event at a fancy venue.
Understand that the year is not defined by one month of results. So many employers wait until the end of their 4th quarter to talk to their employees about a company’s financial goals and where they stand relative to “year end.” Communicate throughout the year so that everyone is on the same page and doesn’t feel stressed by a sudden obsession with numbers.
Get some help! This is especially true if you work in the retail industry, or anything that supports the retail industry (transportation, shipping, manufacturing, etc.) Your workers are stretched, you are busier than ever and sooner or later, people reach their breaking point. Plan early and get extra help to meet your customer demands.
Focus on the Short Term…for the sake of the long term. Sometimes your workforce just needs to know that you see them. You see the extra efforts, you see the added stress and you appreciate them making their jobs a priority during a very busy time. Employees that feel valued and appreciated in the stressful times tend to remain loyal when the going gets rough.
Get Creative! Think of fun and inexpensive incentives that would both relieve stress and provide some sort of helpful service. Chair massages, free gourmet coffee bar, impromptu breakfast or lunch buffets, an extra-long paid lunch to accomplish necessary errands, a little extra unpaid or paid time off or even the services of a personal shopper are little things that companies can do to make the holiday season a little less stressful.
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, 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 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!
Whether you’re a retailer, a manufacturer, a distribution channel or a professional services firm, the holidays are coming and you feel the pressure on your business as seasons change and customer demand increases.
Here are seven things to consider as you prepare to hire for your busy season:
It’s never too early to create a strategy. Be ready to hire well before you need to. Think about how and where you are going to recruit and exactly what you are going to have the seasonal workers do.
Understand your market. As the unemployment rate continues to fall and the demand for qualified workers rises, know what you might need to pay for the skill set you need and how long it might take you to fill your open positions.
Create a “quick start” training program and be willing to train to the job. The reality is that as you enter your busy season, you typically need to ramp up quickly. Identify transferable skills and hire people who have excellent work ethic and a willingness and ability to learn quickly, and then be willing to train them. Keep it as simple as possible.
Develop a retention program. One of the biggest challenges when you hire workers for what they know will be a short time is retention. Consider developing a retention plan where you build incentives into the duration of your project and award workers that stay and perform well along the way, and then finish with a completion bonus. The cost of the bonus will likely be far less than the cost of continuous recruitment and training.
Ask for referrals. Before you spend thousands of dollars in recruitment advertising, ask your best current employees for referrals and make it worth their time to give them to you. Remember that saying “Birds of a feather, flock together?” Great people usually know other great people.
Never say never. In this employment market, be open to offering long-term positions to your best seasonal workers. You may not know if you “need” them for the long term when you hire them, but finding something for workers that are already proven and trained may be an investment worth making.
Find a Hiring Partner. You don’t need to do it alone. Find a hiring partner that takes the time to understand your business and needs, and develops a plan to help you fill those needs. Not only will a great partner come to the table with inventory, they will likely come with years of experience doing similar projects and a staff ready to support you. Why would you want to assume additional liabilities like payroll taxes, unemployment costs and liability and worker’s compensation risk? Take advantage and find a partner you can work with.
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, 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 full-time 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!
Our workload doubles, or even triples, as the holidays approach—both personally and professionally. So how do you as a business owner or manager handle the seasonal increase? Seasonal employees, a flexible workforce without the cost of benefits, are a possible staffing solution.
Seasonal employees are a qualified workforce available for a designated time period. From customer service to manufacturing, these seasonal employees boost business productivity without the long-term commitment. So how does your business make the most of these valuable, short-term employees?
Use the right staffing company to source quality seasonal employees.Hiring the right employees is the key to success.During the busiest time of the year, you don’t have time for a bad apple. Contact a staffing company with qualified, dependable, local employees. The added bonus of utilizing a staffing company: the absence of the initial administrative tasks normally associated with hiring. Staffing companies can pre-screen employees, and handle the human resource functions and paperwork so your business doesn’t have to.
Don’t just throw them into the fire. The holiday season can be crazy as business increases, but resist the urge to send your seasonal employees straight onto the shop floor. Many a customer service blunder has stemmed from this approach, whether from a botched product or customer interaction.
Give them a complete training.Take the time, or designate a trusted employee or manager to orient your seasonal employees completely on standard operating procedures (SOP’s) and products. A full orientation, including a list of expectations, is essential to a strong staff that can handle the holiday business rush.
Keep seasonal workers informed. Inform your seasonal employees about product updates, shipping deadlines and changes in operational procedures as the holiday season evolves. A fully educated employee can provide better customer service when they are kept in the loop.