To celebrate Brenda Frank’s 15th year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:
Q: If you could afford any car what would you drive?
A: Range RoverQ: What dish do you cook best?
A: Cheese PotatoesQ: Where’s your favorite place to eat?
A: Rosie’s Italian
Brenda is a Staffing Coordinator and works in our Sylvania branch. Happy Anniversary, Brenda!
Working as a temp is an excellent way to acquire new skills, get your foot in the door with leading employers, and otherwise boost your career. However, if you want the best results, you need to ensure that you’re setting yourself apart from the rest of the pack.
Fortunately, standing out as a temporary employee isn’t as challenging as you’d expect. Here are some tips that can get you headed in the right direction.
In many cases, having a positive attitude makes a bigger difference than many temporary employees expect. When you arrive to work ready to exceed expectations, welcome constructive feedback that helps you improve, embrace training opportunities, and focus on being an effective team player, your manager and colleagues will notice.
Similarly, remaining agile and expressing excitement if you’re presented with a new challenge or responsibility helps. It shows you’re willing to adapt to the company’s needs, and that’s valuable. Being friendly toward everyone you encounter is essential, too, as that ensures you make the best possible impression.
In some cases, companies bring in temp employees and underestimate their potential. As a result, your duties may take less time to handle than your manager expects, leaving you with unanticipated downtime. Instead of taking longer breaks or working more slowly, use this as an opportunity to set yourself apart.
Whenever you have a spare moment, see if there are other areas where you can offer support. You can provide assistance to colleagues who are falling behind or speak with your manager to see if there are additional responsibilities that you can take on to make their day easier. Even if they don’t have anything more, simply asking shows you’re willing to lend a hand when the opportunity arises.
Companies prefer employees that are dependable. That includes everything from arriving with enough time to be ready to work at the start of your shift every day to completing your assigned tasks to a suitable quality and in a timely manner.
By focusing on being reliable, your manager quickly learns that you’re a professional that they can count on at all times. That will set you apart from temporary employees who aren’t taking the position as seriously, which works in your favor.
When you’re on a temporary assignment, don’t treat the position as inherently short-term. Instead, adjust your mindset and view the experience as a working interview. Assume that your performance and attitude are continuously being assessed, and use that to motivate yourself to always perform to the best of your ability. By doing so, you’ll make a better impression.
It’s critical to keep in mind that a temporary job can turn into a permanent opportunity, too. Many companies extend offers to temp employees who exceed expectations. As a result, by treating the assignment as a working interview, you’re more likely to stand out, which could increase your odds of turning a temporary position into a permanent job.
Ultimately, all of the tips above can help you stand out as a temp. If you’d like to learn more or are interested in career-boosting temporary opportunities, The Advance Group wants to hear from you. Contact us today.
When you’re looking for a career-boosting job opportunity, finding a position at an employer of choice is commonly the goal. Leading employers bring more to the table, including everything from competitive pay and solid benefits packages to opportunities for advancement and other pathways for growth.
For mechanically-inclined professionals in Michigan, Spiratex is an employer of choice. Along with multiple hiring opportunities being available today, the company has a reputation for offering an exceptional employee experience. If you’re wondering if Spiratex is right for you, here’s what you need to know.
Spiratex has been in business since 1955 and is considered a leader in its industry. The company specializes in plastic extrusion and fabrication, and it pioneered the extrusion process for UHMW/PE. Today, the company continues to innovate, offering more than 100 product lines and developing custom solutions for a variety of customer needs.
Spiratex has two locations in Michigan: Monroe and Romulus. Both are conveniently located, with the Monroe location being right off 1-75 and Dixie Highway. Plus, opportunities on multiple shifts are available, allowing you to choose one that works best for your schedule.
As an employer, Spiratex brings plenty to the table. Salaries in every role are very competitive, and shift differentials are offered on second and third shifts. Plus, employees earn double time for Sunday hours, allowing you to boost your earnings potential with ease.
Aside from solid salaries, Spiratex also offers a robust benefits package. Employees receive medical, dental, and vision coverage, along with hearing reimbursement. That makes handling your health-related needs easier and less expensive.
The paid-time-off package offered by Spiratex is also incredibly generous, easily allowing employees to have coverage for illnesses, take vacations to rest and rejuvenate, and more. Making it simpler to care for yourself and maintain work-life balance.
Employees also have access to retirement programs, including a 401(k). As a result, a job at Spiratex helps you plan for your financial future, giving you peace of mind. There’s disability and life insurance, along with wellness programs. Spiratex also has an educational assistance program available, allowing employees to enhance their skills and expand their knowledge affordably.
For candidates looking for a job and who want to start quickly, there are opportunities at Spiratex right now. The company has a wide array of open positions, including long-term and temporary jobs. Additionally, there are vacancies on every shift.
Here is an overview of some of the positions Spiratex currently has:
The requirements for each of the positions above vary. However, all candidates must be mechanically-inclined, dependable, and team-oriented. If you’d like to learn more about exciting opportunities at Spiratex, The Advance Group wants to hear from you. Contact us to speak with one of our recruiters today and see what a job at Spiratex can do for you.
To celebrate Alayna Starrett’s 7th year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:
Q:What do you think is the key to living a good life?
A: If the grass starts looking greener over the fence, spend some time watering your own lawn. I think the key to a good life is focusing your energy on yourself and counting the blessings you already have to open the door for more!
Q: What pet would you love to have?
A: If space and money and laws weren’t in my way, I would have a baby hippo! #TeamFiona
Q: What dish do you cook best?
A: I ran out of regular paprika for a fried chicken recipe once and used smoke paprika instead…it is now one of my easiest, most delicious, go-to recipes. Shhhh! ?
Alayna works in Business Development for our Sylvania branch. Happy Anniversary, Alayna!
To celebrate Barbara Dean’s 1st year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:
Q: What quote do you live by?
A: Your life is made of two dates and a dash. Make the dash count.
Q: What do you like to do in your spare time?
A: Bake
Q: What’s your favorite song?
A: One of the very many would be Me and Bobby McGee by Janis Joplin
Barbara works as a staffing coordinator for our Monroe branch. Happy Anniversary, Barbara!
Examining the salaries your company offers regularly is essential. By doing so, it’s far easier to remain competitive, leading to easier recruitment and improved retention. By conducting a wage analysis, you can determine whether pay rates need to shift this year. Here are three wage analysis tips for 2023 to get you started.
Most employers know that ensuring the wages they offer are at least equal to what’s provided by other local companies in their industry is essential for attracting and retaining talent. However, it’s also critical to look beyond your sector in 2023 if you want to achieve hiring and retention success.
Today, many industries with low barriers to entry are increasing their wages to attract talent. For example, both fast food and retail companies are boosting their starting pay, and many of those businesses are open to hiring candidates with no experience and only basic skill sets. As a result, employers should include these companies in their wage analysis if their pay rates are similar to what their business offers.
If you fail to keep pace with salaries available in jobs that don’t require many starting skills, candidates may not view your opportunities favorably. Essentially, they’ll wonder why they should accept a more challenging role when they can receive similar compensation in a position that isn’t as demanding. As a result, it’s critical to look beyond your industry and examine every role your target candidate could potentially land, allowing you to ensure your compensation makes sense based on your performance expectations and skill requirements.
Benefits offered by employers are part of the broader compensation package, so they need to become a part of your analysis. Certain benefits may reduce costs for employees beyond what they find at competitors. Others may directly increase wages, such as performance and attendance bonuses.
By calculating the value of your company’s benefits package, you can determine how they impact an employee’s take-home pay. For example, covering a higher percentage of an employee’s healthcare premium results in a financial gain for the worker. Student loan repayment and tuition reimbursement have a similar impact, while higher-than-average employer matches on retirement contributions boost retirement savings.
When you know the value of your benefits, you can factor them into the equation. Plus, it gives you points to advertise in job listings to showcase how much an employee saves or earns, making your positions more attractive.
While it’s critical to understand where your company stands based on the current compensation levels in your area, a thorough wage analysis also factors in compensation trends. Knowing how wages are projected to change in the coming months allows you to plan for potential upward shifts proactively. As a result, it’s far easier to stay ahead of the curve, leading to improved recruitment and retention outcomes.
Ultimately, a thorough wage analysis is essential in 2023. If you’d like to learn more about how to remain competitive, The Advance Group wants to hear from you. Contact us today.
In 2022, the average raise offered by employers came in near 4.2 percent, which was far above the usual 3 percent. However, in 2023, companies are forecasting salary increases closer to 4.6 percent. While those figures don’t keep up with inflation – much to the ire of some professionals – they do mark a significant spending increase for employers.
Another challenge companies are facing is that the rise in salaries isn’t necessarily leading to higher quality candidates. Instead, the pay raises are merely a means of keeping pace with the competition, something that’s crucial while labor shortages remain an issue in many industries.
Increasing employee salaries benefits retention, decreasing the odds that top performers will seek out higher-paying positions elsewhere. Additionally, it can help recruitment, as many highly desirable candidates won’t consider openings if they feel the compensation offered doesn’t align with other opportunities.
The issue is that higher pay alone isn’t going to increase candidate quality. Instead, it’s better to adjust other recruitment techniques to attract the needed applicants. Here’s how to get started.
In many cases, an employer’s candidate quality ends up lackluster because their recruitment strategy doesn’t specifically target their ideal candidate. Instead, the company is using a broader approach, one that will reach the masses and not a specific niche within the overall pool of potential applicants.
By spending time defining your ideal candidate for a role, you can determine precisely how to target your job ads to connect with them. The overall approach is similar to developing marketing profiles to reach prospective customers, as it aims to know precisely who the target is before listing the opening.
With a strong candidate profile, you can optimize your sourcing strategy and marketing attempts. Plus, the information you gather can make creating appropriate job descriptions simpler, allowing you to speak directly to the type of candidate you want to secure.
Today’s candidate is far more discerning than many employers expect. Typically, they spend time evaluating a company’s employer brand before deciding to apply. This includes an examination of salaries, benefits packages, company cultures, and differentiators. By ensuring that information is readily available to candidates, it’s far easier to connect with job seekers that can meet your needs.
Spend time highlighting the best of what your company has to offer its employees. Focus on showcasing how your organization meets the needs of its workforce, as that approach is far more enticing than focusing on your requirements alone.
Partnering with a staffing firm allows you to enhance your candidate quality significantly. The recruiters will use the information you provide to determine who your ideal candidate is and then work to engage job seekers who align with your needs. Along with tapping their existing candidate pool, professional recruiters know how to meet professionals where they are and can actively sell your opening to right-fit candidates, leading to better results.
Plus, staffing agencies handle all of the initial screening. As a result, any referred candidate is highly likely to exceed your expectations, as those who fall short of your needs aren’t recommended.
If you need to improve your candidate quality quickly and efficiently, The Advance Group wants to hear from you. Contact us today.
Forklifting driving positions are excellent opportunities for candidates, putting them on the path toward an exciting career. However, performing well in these roles requires specific skills and traits. Without them, you may struggle to meet expectations in the position or could end up putting people in danger.
As a result, you want to develop the correct skill set based on the nature of the job. Along with making it easier to qualify for an open position, it ensures your performance remains high and that you can navigate the workplace safely. Here’s a look at three skills that are required for a forklift operator position.
One of the most crucial skills for forklift drivers is spatial awareness. The reason this capability is essential is multi-fold. First, spatial awareness allows you to navigate your workplace with greater ease. By knowing how large the forklift is, how it moves, and what it takes to move through the environment without bumping into any fixtures, walls, or employees, you’re more efficient in your role.
Second, spatial awareness helps with workplace safety. By knowing how to avoid obstacles, you’re less likely to strike an object. As a result, the forklift or any products, materials, or fixtures are less likely to end up damaged, ensuring their integrity.
Additionally, spatial awareness also keeps others safe. You’re more aware of how much space is needed to drive past other employees and where blind spots exist within the environment. That decreases your chances of striking a colleague by mistake.
Forklift operating is very detail-oriented work. Handling your duties correctly is critical for several reasons. Along with improving your overall efficiency, performing takes the right way ensures safety. For example, proper stacking techniques prevent pallets from toppling unexpectedly, which is critical for keeping products or materials in good shape and preventing accidents that lead to injuries.
Additionally, forklift drivers frequently log specific activities they handle. Again, this is detail-oriented work, as correct entries help monitor product or material positions, create reliable records for compliance purposes, and more. As a result, attention to detail is essential for everyone working in a forklift operator position.
Whether you’ve previously operated a forklift in another position or are exploring forklift driving opportunities for the first time, a willingness to learn is essential. Forklift drivers often participate in employer-specific training to certify them in each workplace. Additionally, safety training is typically mandatory, as well as regular recertification courses.
Demonstrating a willingness to learn shows that you’re open to – and enthusiastic about – the various training requirements. Plus, remaining engaged throughout each course, working to learn the material, and exceeding expectations during any exams prove your passion for the opportunity, which helps you stand out.
Ultimately, all three of the skills and traits above are essential for forklift operators in any workplace. If you’d like to learn more about forklift opportunities in your area, The Advance Group wants to hear from you. Contact us today.
Today, many companies are still battling with a labor shortage, making it hard to find capable candidates for open positions. However, many employers are significantly limiting their talent pool right out of the gate. It isn’t uncommon for companies to automatically disqualify candidates with criminal records, and that can mean missing out on some exceptional candidates.
Second chance hiring is a strategy that involves not eliminating job seekers with previous arrests or convictions immediately. Instead, those candidates get to move forward through the hiring process if they have the proper capabilities to perform in the role, potentially getting hired if they outperform other job seekers.
The most significant benefit companies experience with second chance hiring is a far larger talent pool. An estimated 70 million Americans have a conviction or arrest on their record. By not disqualifying candidates immediately due to their criminal history, you’re opening up your company to far more job seekers, many of whom are incredibly capable.
Often, candidates with criminal backgrounds are more loyal to their employers than their counterparts. At times, this is because they appreciate that a company is willing to take a chance on them. In turn, they feel more connected to the employer, leading to longer overall tenures.
Additionally, that loyalty can translate into a stronger overall performance. When an employee values their opportunity, they typically strive to continuously exceed expectations. As a result, a job seeker with a conviction has the potential to turn into a top performer.
In many areas, hiring a felon makes the company eligible for the Work Opportunity Tax Credit (WOTC). Under these programs, employers receive tax credits that offset some of the wages they pay to the second chance hire.
Along with a federal tax credit, companies may be eligible for state-level tax credits, as well. What’s available does vary by location, so it’s wise to research the incentive in advance to determine if your company may qualify if it hires a particular candidate and assess the tax credit’s potential value.
Second chance hiring can lead to a more inclusive environment. It’s a demonstration that a company is focused on finding exceptional talent regardless of the person’s background. Additionally, it’s a clear way to support an often-marginalized community. That’s particularly true since felony convictions are more common among specific underserved minority groups.
For companies that are focused on diversity, inclusion, and equity, second chance hiring is a natural fit. As a result, it can enhance your employer brand, all while creating opportunities to find exceptional job seekers for your open positions.
Ultimately, second chance hiring is an excellent way for companies to broaden their talent pools and find highly capable, incredibly loyal employees who often exceed expectations. If you’d like to learn more or are looking for top talent for your open positions, The Advance Group wants to hear from you. Contact us today.
After a long hiring process, bringing a new hire on board usually comes with a sense of relief. That’s why it’s so frustrating if the incoming employee begins having attendance issues or no-call, no-shows soon after coming on board. Along with harming productivity, it leaves managers wondering if they made the wrong hiring decision. Plus, it could mean having to relaunch the hiring process if the new worker doesn’t improve.
Fortunately, there are steps companies can take to prevent attendance issues and no-call, no-shows when a new employee starts. Here are some tips to get you headed in the right direction.
Giving new hires a strong foundation increases their odds of success. Plus, it eliminates any confusion or frustration that a lack of formal onboarding can cause, as employees that don’t feel properly supported or prepared are more likely to stop showing up.
When you develop your onboarding process, think in weeks instead of days. Include classic requirements like a review of company policies and workplace safety, as well as formal training to help introduce new hires to their role. Additionally, spend time familiarizing them with their environment and create opportunities to engage with managers, company leaders, and coworkers, as both help increase the employee’s comfort level.
Having a formal attendance policy is critical if you want to prevent absences and no-call, no-shows. The reason it’s valuable is that it officially outlines the company’s expectations regarding attendance. Plus, it allows you to formally describe any consequences for not adhering to the policy, making the penalty for tardiness or frequent unplanned, unjustifiable absences clear.
When you create your attendance policy, focus on clarity. Any ambiguity can leave employees confused about what the company expects, which isn’t ideal.
Additionally, make sure to separate unsanctioned absences from absences that are justifiable, such as unexpectedly falling ill. However, you should also include information about acceptable call-in procedures for those spontaneous events, formally informing employees about what to do to avoid any consequences.
Incentivizing good attendance is another strategy that’s worth considering. When you offer a reward – such as an attendance bonus or extra paid time off – employees have another reason to arrive on time every day that they’re scheduled. As a result, you’re proactively encouraging the behavior you’d like to see, which can increase compliance with any attendance policies.
For this approach to work, you need to formalize the reward. Define what good attendance means in your organization, as well as the exact incentive employees earn for meeting the requirements. Additionally, consider openly celebrating workers who exhibit good attendance, allowing you to demonstrate that the company follows through on this commitment.
Having a positive workplace makes a difference when you want to limit absenteeism and tardiness. When employees enjoy their jobs, they’re more likely to show up on time every day. In comparison, when workers don’t like their workplaces, they’re far more inclined to call out with little notice or not prioritize arriving as scheduled.
Generally, great company cultures are supportive, welcoming, and positive. Make sure your employees feel appreciated, seen, and valued. Focus on transparent communication and train managers to use a coaching mindset. Address any issues that negatively impact your culture directly, ensuring small missteps don’t grow into a toxic environment.
Ultimately, all of the strategies above can help you prevent attention issues and no-call, no-shows. If you would like more retention tips or are currently looking for high-quality, reliable candidates for your open positions, The Advance Group wants to hear from you. Contact us today.
Being an Equal Opportunity Employer means ensuring that the organization follows Equal Employment Opportunity (EEO) guidelines set forth by the federal government and enforced by the Equal Opportunity Employment Commission (EEOC). Essentially, organizations need to align their hiring and employment practices with specific regulations and tenants, ensuring that they aren’t discriminatory, that any employment decisions are unbiased, and that workplace conditions are fair.
By understanding what’s required for EEO, it’s easier for companies to ensure that their practices align with applicable laws.
Generally, EEO regulations bar specific discriminatory behavior both during the hiring process and after an employee has accepted a job with your organization. Federal laws make it illegal to make employment-related decisions based on several factors, including race, color, national origin, gender, gender identity, sexual orientation, pregnancy, religion, age (for those 40 and older), disability, and genetic information.
EEO laws apply to any organization with a minimum of 15 employees, aside from Equal Pay Act (EPA) requirements which apply to all companies. It’s also critical to note that other agencies may have rules above and beyond what’s required by EEO regulations, such as mandates by state governing bodies.
Any EEO regulations apply in a wide array of situations. Companies must follow the rules when hiring, promoting, or terminating workers. Similarly, discriminatory behavior isn’t permitted when deciding who receives training, pay rates, or access to benefits.
First, it’s critical to note that small businesses with fewer than 15 employees aren’t subject to EEO rules unless state regulations apply stricter requirements than the federal laws. As a result, they can use factors that are classically considered discriminatory when making hiring or employment decisions. However, the EPA rules do apply regardless of a company’s size.
Additionally, age-based discrimination protections only apply to candidates or employees who are at least 40 years old unless state laws also cover younger workers. The federal rules are designed to prevent companies from penalizing older workers who may have higher pay rates due to longer employment with an organization or who companies may fear won’t remain with the organization for a significant period. Individuals younger than 40 aren’t covered by any age-related discrimination.
Being an Equal Opportunity Employer makes your business more appealing to a wider array of candidates. As a result, it’s potentially easier to recruit skilled professionals from traditionally marginalized groups, as they know they’ll be properly respected and valued.
Ensuring your culture is inclusive can lead to greater diversity. In turn, the business also gets additional advantages, like stronger employee performances, more innovation, and a positive culture.
Finally, EEO regulations are federal requirements. Failing to adhere to them means your company is breaking the law. When that’s discovered, the penalties levied by the EEOC are potentially severe. As a result, following the rules is essential.
If you’re looking to hire skilled candidates and cultivate a diverse and inclusive workplace by partnering with experienced recruiters, The Advance Group wants to hear from you. Contact us today.
When you’re a job seeker in the Toledo, Ohio area, looking for more than just a job, but a career with the ongoing potential for growth and advancement, First Solar is an employer of choice. The company is known for going the extra mile for its candidates, offering an excellent culture and perks you won’t find elsewhere. Plus, there’s hiring immediately, so you can start working quickly.
Candidates don’t need prior experience or a diploma to qualify. Instead, an interest in manufacturing, a safety-oriented mindset, basic math skills, general familiarity with simple tools, and some tech-savviness is enough. If you’re interested in launching an exciting career with opportunities to keep moving up, here’s what you need to know about First Solar and its open positions.
First Solar launched in 1999, and it is currently a leading solar technology company in the United States. It’s a global provider of eco-efficient solar technologies, playing a critical role in the fight against climate change. It’s also the only company in the top ten of solar manufacturers that’s US-based and not manufacturing in China.
First Solar is expanding by staffing new facilities, including one near Toledo, Ohio. This creates ample opportunities for local job seekers interested in getting in on the ground floor at a facility with an excellent company that’s actively growing.
The goal of First Solar is to build a capable, full-time workforce, and it’s working to scoop up candidates with potential quickly. First Solar also positions itself as an employer of choice, offering benefits, perks, and work-life balance that are hard to find at other manufacturing companies.
Along with opportunities for growth and advancement, First Solar employees are eligible for benefits on their first day once formally hired by the company. Workers have access to an array of amenities, too, including nursing rooms, prayer rooms, a full a la carte cafeteria, and an on-site gym. There are programs to support employees looking to earn their GED, too.
First Solar has a clean, bright, and modern manufacturing environment, and bikes are available on-site to make crossing the facility easier. It’s also a fully climate-controlled workplace, ensuring employees are always comfortable during every season.
Candidates looking for exciting job opportunities should be excited to know that First Solar is hiring immediately. Along with ample open positions, there are 10 percent pay differentials (as reflected in pay below) for working nights instead of days, creating chances to earn more while on the job.
Here are some of the current First Solar job openings:
Production Operator:
Forklift:
12-hour rotating schedule. Days rotate but scheduled times do not.
Week 1: Sun, Wed, Thurs
Week 2: Mon, Tue, Fri, Sat
Once employees gain enough experience, production operators can transition into production technician I roles, leading to higher income and continuing growth potential.
Also note, all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, or national origin.
If you’d like to learn more about the fantastic opportunities at First Solar, The Advance Group wants to hear from you. Contact us to speak with one of our recruiters today and see how a new job at First Solar can put you on the track toward an exciting and rewarding career.
