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How to Quantify the Real Value of Your Workforce

HMG Success on February 27, 2016

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In the world of human resources, it’s hard to put a number on certain aspects of the personnel management game. Typically, businesses can be slow to adopt HR metrics and it can be difficult to quantify certain strategies in HR. But as HR professionals, it is up to us to make a case for the decision that we make each day in the office. Here’s how to quantify your workforce.

Experts advise that it’s best to focus on three core areas of the workforce that impact the bottom lie the most – all related to hiring and retaining the best possible employees.

Where are you sourcing the best employees for your company?

Where you are finding your new hires is a major factor in quantifying your workforce. The source of your hires needs to produce a good track record of placing high-quality employees with the right skills into the right jobs. Part of the problem with doing recruitment on your own is that decisions can be made out of haste during employee replacements or rapid growth cycles. A temporary staffing agency partner can drastically improve the quality of your workforce, and reduce the time and cost of staffing the company.

What areas or departments have the highest turnover rates?

Turnover among employees can be a sign of trouble. In fact, is can be the only sign that things are not going well with the workforce. Quantifying your human resources means nailing down the problems that are causing employee turnover. Sometimes they can be related to poor management or outdated business practices. A strong workforce is one that is actively engaged and loyal to the company. This is a valuable asset to have, and worth the effort.

Who is tracking or managing the departing employees?

Just as your company needs an onboarding program for bringing new hires in, it also needs a strategy for dealing with off boarding of departing employees. This very critical time when an employee is leaving the company can be the only opportunity to capture certain information that the company needs to quantify its workforce goals. Exit interviews are a must. Find out who is handling employees who are leaving and if there is any correlation with certain departments or managers where there is high turnover. This could be an opportunity to retrain managers on ways to keep good people instead of losing them to the competition.

When your company can quantify the value of its workforce, it will be well on its way to being a better place for employees to thrive and the company to meet its earnings goals. Partner with Advance Staffing Solutions today, and let us place top-quality candidates in your workplace!

 

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Missing Lisa!

HMG Success on February 25, 2016

Friday, February 26 marks one year since our coworker and friend Lisa Greene passed away from breast cancer.  While there are no magic words to ease pain there are memories that we share individually and as a group.  Her smile, her laugh, her drive and the way she made everyone feel like they were the most important person on the planet (no matter how she really felt!). Here’s a quote that sums it up as well as any (author unknown):

Grief never ends…but it changes.  It’s a passage, not a place to stay.  Grief is not a sign of weakness, nor a lack of faith…it is the price of love.

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Job Fair/Open Registration

HMG Success on February 24, 2016

advance

This job fair is being held at Advance Staffing’s Monroe Location:

35 E Front St. Monroe MI 48161

 

  Thursday, February 25th, 2016

  10:00am-3:00pm

 

Bring 2 valid forms of ID and a resume
Must be at least 18 years of age
Have a Diploma/GED
Verifiable work experience in the last 12 months

 

Below are just some of the HOT jobs offered in Monroe County:

  • Packaging/Press Operator, Dundee, 1st Shift, $9/hr
  • Skilled Assembly, Monroe/Dundee, 1st, $13-14/hr
  • Silk Screen Printer, Dundee, 1st
  • Medical Biller, Temperance, 1st, $13-$15/hr BOE
  • Warehouse/Delivery Assistant, Monroe, 1st, $10+OT
  • Customer Service, Part-Time, Monroe, $10-12/hr
  • Sales, Part-Time, Monroe, $12-$15/hr
  • Team Leader, Dundee, 1st, $10/hr
  • Shipping/Receiving, Blissfield, 1st, $10/hr
  • Production, Blissfield, 3rd shift, $10/hr
  • Machine Operator, Carleton, 1st, $10+/hr
  • Purchasing Clerk, Dundee, 1st, $12-15/hr
  • HR Assistant, Monroe, 1st, $BOE
  • Actuator Technician, Monroe, 1st, $10/hr
  • FCAW/GMAW welders, Monroe, 1st, $14/hr
  • General Labor, Carleton, 1st/2nd, $9 + OT
  • Press Operators/Production, Monroe, All shift, $9/hr

*Not able to make it to our Open House/Job Fair but would like to be considered for a job opening? No problem! You can either send us your resume at monroejobs@advancestaffingsolutions.com or go to our website and apply online. Recruiters review resumes and applications on a daily basis and will contact you within 48 hours of receiving your information.*

Need Better Career References? Here’s How to Get Them!

HMG Success on February 23, 2016

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Nearly every job seeker has been faced with the conundrum of not having enough career references. This can happen for a number of reasons. A job seeker may not have many previous jobs, thus the number of references are limited. Or the job seeker may have limited references because former companies have either shut down or former bosses are no longer working there. Very often, references may seem good, but when the time comes to get a response from one — they are MIA. The worst case scenario is when a candidate leaves a job with no reference at all because of a negative experience. How can you get around the need for better or more references?

Here are some tips for getting better job references.

Contact a former co-worker (or two).

Chances are, you had a few good relationships in your previous position. Take the time to reconnect with a few of your co-workers who you believe had a positive experience with you. You can use social network if it seem less awkward. Reach out by phone and/or email to request a professional reference. Return the favor by writing a reference for them.

Ask your staffing agency for support.

When you have worked through a staffing agency in the past, this can be in your favor. Take the time to contact the recruitment agency that you worked with recently and ask them for a professional reference. This can include the type of position(s) that you held, the length of service, and your general performance. Make sure the staffing agency includes the contact person’s name and extension in case the potential employer has a question.

Inquire with a career mentor.

It is a smart practice to line up a professional mentor early in your career. This is someone that is at a higher level than you and whom is well connected. Reach out to your mentor and ask for a reference. If you do not have a career mentor, consider another type of mentor such as a religious leader, college professor, or another professional in your industry. Get this reference in written form.

Use your professional memberships.

Most professionals belong to at least one industry association or business networking group. This is the time to tap into the power of association. Ask several of your colleagues at the professional group to write you a letter of reference. To make things smoother, offer to write the letter of yourself and have them sign off on it. This can be a great way to boost your career and to obtain a better reference.

 

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Underqualified Candidates Can Be a Valuable Company Asset

HMG Success on February 19, 2016

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Very often, hiring managers are faced with the decision of what to do with great candidates who have the right personality and fit for a company, but lack certain qualifications of a job. It’s a shame, because they could have potential in the company’s future.

Have you ever wondered if an underqualified candidate could be a valuable asset to the company? Here are some reasons why.

Not every company has the budget for “superstar” candidates.

In the startup or rapid growth phases of companies, the funds may be limited in terms of offering a superstar candidate enough to convince them to join the company. Therefore, hiring an underqualified candidate at a slightly lower salary may make better sense. This person can be developed into an outstanding employee and over time can get a promotion to a higher earning bracket.

Underqualified candidates often make the most loyal employees.

It’s hard finding loyal employees nowadays. Especially with the younger generations, candidates are prone to skipping from job-to-job within a year or two. When you give an underqualified candidate an opportunity, they will generally be more loyal to the company. This grateful attitude will also help the company to develop the person into a future leader because of the need to prove themselves.

People can learn if they have the right qualities to begin with.

It’s really hard to say if there is such a thing as a perfect candidate. However, when you give an underqualified candidate a chance, they have the ability to learn new skills that will enable them to excel in the job. Focus on some of the more important traits that the candidate has; such as a positive personality, a track record with former employers, and their ability and desire to learn new things.

Refer underqualified candidates to partner companies.

You may not be able to give an underqualified candidate a career right now. This is ok. But do not dismiss this candidate. Instead, refer an underqualified candidate to a partner company or to an area of staffing agency that you work with. The candidate will appreciate a chance to be introduced to another opportunity, and you will not lose track of them. Who knows? The candidate may be the perfect fit in the future for your business.

 

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Why Saying “No” To That Promotion Could Be a Good Career Move

HMG Success on February 17, 2016

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Every employee dreams of a time when the boss comes around and offers a surprise promotion. It’s a validation of a professional’s value to the company to be offered a higher level position, with new responsibilities and challenges. Or, is it?

Before you excitedly accept a promotion, it’s time to consider how this move could potentially damage your future career goals. Here’s when saying, “No” to a promotion makes better sense.

1. The promotion has a new title, but doesn’t include a raise in salary or perks.

This is a sneaky thing when a company presents a promotion without any additional financial reward or other perks attached to it. It’s practically an insult to do this to anyone. Sure, you may be ready to take on new projects and are eager to grow in your career, but that should be worth something to the company. You may use this as an opportunity to ask for clarification on how the promotion benefits your career and earnings goals. But if any talk of money or other incentives gets shot down, gracefully decline the offer.

2. You already have an overwhelming list of projects and tasks now.

It’s unrealistic to put added pressure on yourself to perform more than you are currently if you find yourself overwhelmed, stretched thin, and ready to explode. Take the promotion in, consider it, and then talk it over to see what tasks or duties can come off your plate. If the company is unwilling to support your work-life balance, this is not the promotion you should accept.

3. The promotion negatively affects your family and lifestyle.

Very often, promotions have other things tied to them, such as a major relocation to another region or a role that demands ongoing time away from your family and your personal life. You must consider that the promotion may seem like a great idea, but what kind of impact will this have on your life and your family and friends? If you never get to see them, you will have a long lonely road ahead of you and it could potentially ruin your relationships and other goals.

These are some of the reasons to turn down a promotion at work. If you are struggling with growing in your career or have concerns about a potential change in your job, then you may want to look into a new and more rewarding job through our recruitment agency in Detroit MI. Click here to browse our open positions today!

 

 

 

Open Registration

HMG Success on February 17, 2016

Advance Staffing Solutions

 

Tuesday, February 23rd

12:00pm-4:00pm

 

**Please bring**

Copy of your current resume

Two valid forms of ID

 

Southgate Office

15975 Eureka Rd

Southgate, Mi 48195

 

Any questions please call 734-288-3654

 

 

OPEN Interviews!

HMG Success on February 17, 2016

Advance Staffing Solutions

Open Interviews

 

Monday, February 22nd

9:00am-1:00pm

Southgate Michigan Works

15100 Northline Rd #179

Southgate, Mi 48195

 

Please bring a copy of your current resume.

We look forward to meeting you!!

 

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Is the Candidate Your New Soulmate?

HMG Success on February 12, 2016

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You stare across the desk into the dreamy eyes of a well-dressed and attractive individual. Then, suddenly your heart and mind starts to race, you get sweaty palms, and you stumble over your words, giggling nervously. Uh, oh? Are you in love?

Sounds a little like dating, right? Sadly, no…this isn’t another Nicholas Sparks movie scene. In reality, you are just another recruiter engaged in an interview with a job candidate.

It can be funny to think about recruitment in terms of the dating game, but it also makes sense. You are presenting a certain brand to try to impress a person you’ve never met before. You smile, shake hands, make small talk, and try to make the other person feel comfortable. You even selected a small, intimate office space where you can get to know the candidate on a deeper level.

How can you know if all of this effort will be worth it? Will you do enough, say all the right things, and get the person to take an interest in what you are pitching – in this case, an opportunity with your company? And then, is this the right person for the company? Do they have the perfect qualities for the job? Will others like this person when you introduce them?

Finding the right hire is like finding your soulmate.

Think about the concept in practical terms. This has to be someone who connects with you and the company brand. An interview is not just a meeting. It’s a chance to exchange meaningful words and energy between you and the
candidate. How well you do this can make a big difference in the way the candidate views the career opportunity. If you are not on your game, the candidate will sense this. If the candidate is turned off, not feeling it, or finds that they are not all that interested – things are bound to end up not working out.

When you interview candidates, think about the interpersonal skills you have. Can they be improved upon? Are you seeking that perfect candidate with every work order you try to fill or are you merely hiring based on shallow traits? Don’t settle. Hire the best person for every job and think about this as a start of a new and beautiful relationship.

 

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How to Be More Approachable in Interviews

HMG Success on February 10, 2016

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After searching for a job for so long, it can be easy to get a little bit jaded about the entire interview process. While you may not mean to, this can appear as if you are a loop or unapproachable. Unfortunately this can also turn off the recruiter. You never want to appear cold or uninterested during a job interview. Instead, you will want to appear as warm and friendly to the recruiter. Read on to learn how to be more likeable during an interview.

Smile

This may seem like the obvious, but it’s surprising how many candidates sit on the other side of the desk with a frown on their face. Take the time to smile at everyone you meet during the interview from the secretary to the recruiter to your potential supervisor. Shake hands and you positive eye contact and body language. These unspoken things can make you more approachable and make it positive impression.

Quantify

It’s one thing to have a bunch of cool achievements on your resume; it’s another to be able to quantify these results with real facts. Prove to the recruiter that you are trustworthy. Take a look at your resume and decide which accomplishments you would like to highlight the most. Then if you can get the real data to back them up. For example, if you have above average customer skills you may want to get your call stats from a former employer when you worked there.

Positivity

Along with appearing to be a pleasant person, you will also want to communicate positivity in every response you have during the interview. You will never say anything negative about a former employer or both. Instead give credit where credit’s due and let the recruiter know that you have had positive experiences in your previous employment opportunities. This sets the stage that you are also looking for something positive this time around and that you understand that it takes a tribe to accomplish this.

Mirroring

As you sit across the table from the recruiter, be sure to mirror his or her behavior. This shows the recruiter in an unconscious way that you are listening to what they are saying and you are paying attention to their verbal cues. For example, if the recruiter is sitting with open arms he will want to take the same stance. Be open and be responsive as you go through the interview process.

 

Need help interviewing or finding a new career opportunity? Click here to browse our open jobs today!

 

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#lovemypeeps

HMG Success on February 7, 2016

To show the staff how much we appreciate them, we traveled to the branches this week for a fun Pre-Super Bowl tailgate party.  

 

SuperbowlSG

                           Team Southgate!

 

Team Monroe!

                           Team Sylvania!

 

Team Monroe!

                        Team Monroe!

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