Increase Your Workplace Diversity with These Tips

Raza Rauf on May 12, 2017

Companies understand the need to support workplace diversity, but many businesses aren’t sure how to change their hiring approach to attract more top female candidates. Organizations often default to perks oriented to their women employees including anything from providing feminine products for free in the company restrooms to providing spaces dedicated to breastfeeding mothers. Even though these benefits are valued, they aren’t typically enough to bring in new female candidates alone.

If your business wants to improve diversity by recruiting more women, here are some tips to get you started.

Paid Time Off

An employee can only achieve optimal work-life balance with sufficient paid time off, and it is actually the benefit that women value most. Female employees are often tasked with more of the childrearing tasks when part of a dual income family, and not having the time off necessary to manage these responsibilities can make it hard for them to move forward in the workplace. Offering generous paid time off ensures all employees can manage their private lives without the stigma associated with needing time away from the office to manage family obligations. And that can help attract more top talent across the board.

Strong Salaries

Everyone wants fair wages based on the work being performed and their level of experience. However, many companies still have a gender pay gap that makes the workplace less attractive to female candidates. Making an effort to pay employees in parallel ensures everyone is treated fairly based on what they have to offer. Failing to do so means you will have trouble keeping women on the payroll once the discrepancy is discovered.

Supportive Culture

A company’s culture develops over time, and if the culture is designed to favor male employees, female candidates won’t be interested. Creating a gender-neutral environment helps in recruiting and retention efforts, as it makes everyone feel more comfortable and equally supported. The goal is to make everyone feel welcomed in the workplace and that they are all part of a single team, working together to reach common goals.

Merit-Based Opportunities

Any advantage available in the workplace needs to be open to any qualified employee regardless of gender, and the easiest way to make that possible is to focus on merit during the selection process. This allows employees who excel the opportunity to learn and advance without any other factor being a consideration.

This approach can actually be considered a benefit for any employee as it levels the playing field for anyone working at the company. And having an environment that supports equal opportunities means those who work hard for the chance to participate in programs or training opportunities will be rewarded for their efforts.

If you are looking for a new recruitment source to help you meet your diversity goals, The Advance Group offers a range of solutions to suit your needs. Contact us to discuss your hiring objectives today.

Follow These Tips to Set Temp Employees Up For Success

Raza Rauf on September 16, 2016

When your business could benefit from an extra person on a short-term basis, bring in temp employees may be the ideal solution. In order to ensure that the person brought in has the highest chance to succeed, consider the following tips are part of your hiring plan.

Clearly State the Job Requirements

The first step to helping temp employees be successful is to be sure you are presented with the best candidates for the job. In order to find the best fit, make sure you clearly present your needs and expectations to the staffing consultants who are assisting with the placement.

For example, if you are looking for some help with certain accounting processes, it is more valuable to let the staffing firm know that you require someone with QuickBooks experience, instead of a vague requirement, such as computer skills. If certain knowledge areas, skills, or abilities are must-haves for the job, make sure they are mentioned clearly and specifically to ensure you are presented with the right candidates for your needs.

Orient the Temporary Employee to the Job

Even if an assignment is short-term, take the time to familiarize temp employees with the work environment, including other members of the team and any available employee facilities. Make sure they know exactly who to speak to should they have questions about the job, and let them know what is expected of them. Cover common questions including when and where breaks occur, if any meetings or appointments will occur, or if there may be changes to the hours in which they are expected to work.

Treat them like Your Other Employees

Even though a temporary employee may only be with you a short time, it is important that you treat them with the same level of respect and courtesy you give to your full-time, permanent employees. Not only will this help a temporary employee feel more like one of the team, it may also lead to a better overall performance.

Additionally, you have the same level of responsibility regarding a temporary employee’s safety as you do to your other employees. It is important that you do not ask a temporary employee to perform work in a manner that is not safe just because they are only with you a short time. Even though the temporary employee may work through an agency, you do have a level of responsibility regarding the employee’s wellbeing.

By following the tips above, you will be well on your way to ensuring your temporary employee is set on a path towards success. If you are looking for more information about hiring temporary workers or are considering bringing one into your business soon, contact Advance Staffing Solutions today for a consultation today.

Beware These Common (And Expensive!) Workplace Injuries

Raza Rauf on September 9, 2016

Workplace injuries and illnesses cost companies an astonishing $170 billion per year in treatment costs. By taking the time to develop proper safety procedures, you can reduce your annual costs by approximately 20 to 40 percent, leaving more money to be used for development, growth, or other key business areas.

If you are looking to get serious about preventing workplace injuries and illnesses, start with these key areas.

Proper Materials Handling Techniques

The most common cause of workplace injuries revolves around the improper handling of various workplace materials. This can include receiving shipments, moving products, or carrying various items. While many people believe these sorts of injuries are more common in industrial work, they are also quite common in other environments. This risk is present in manufacturing, retail, construction, shipping, and many other industries. Issues can even present in traditional office environments when employees must move pieces of equipment, shifting office furniture, or carrying a box of files.

Improper lifting and carrying techniques can lead to a wide variety of injuries, ranging from strains and sprains to contusions and fractures. Even the smallest workplace injuries of this nature can set a company back over $15,000, while more serious injuries can easily cross $50,000.

By educating employees on proper materials handling techniques, you can lower the risk of injury. Provide onsite training on a regular basis and keep accessible reading materials available at all times. Include injury prevention in your new employee orientations, and make sure to review the information often.

Avoiding Slips, Trips, and Falls

Slips, trips, and falls are another common source of injury with a wide range of potential consequences. Along with all of the risks that can exist with materials handling, injuries of this nature can also lead to more serious injuries including, but not limited to, concussions and joint dislocations. If employees work at elevation, the risks increase further. In certain circumstances, a fall can even result in death.

In order to protect employees from the risks associated with slips, trips, and falls, make sure all walkways are clear at all times. Do not allow cables and power cords to cut across walking paths without being properly covered or secured. Make sure any spills that can cause a walking surface to become slick are marked immediately with appropriate warning signage and cleaned up as quickly as possible.

If employees must work at elevation, make sure proper safety procedures are reviewed prior to the activity taking place. This can include anything from ladder safety to the proper use of harnesses and other safety equipment.

Falling and Flying Objects

Falling or flying objects can also occur in any environment. A heavy item placed on a high shelf can fall if not properly secured, and workplaces with moving equipment may see items accidentally thrown across spaces. The risks associated with being struck by a falling or flying object vary greatly depending on the size and weight of the object, and the portion of the body being struck. While some contact may result in cuts or contusions, others may result in fractures, injuries associated with being crushed, dislocations, and even death.

As with other safety areas, proper training is key. If certain items should not be placed on upper shelves, support training efforts through the use of signage attached to the shelving in question. Make sure that any items that have the potential to become a falling or flying object are properly secured, or that safety equipment is worn if necessary.

By following the tips above, you will be well on your way to ensuring your employees are better equipped to avoid workplace injuries. If you are looking for more information about how you can make your workplace safer, contact Advance Staffing Solutions today for a consultation today.

Should You Be Asking Candidates About Their Long-Term Career Goals?

Raza Rauf on August 15, 2016

Whether you ask candidates where they see themselves in 10 years, or directly inquire about their long-term career goals, a form of this interview question has been around for ages. While it may feel like a platitude, understanding where a candidate would like to be can provide valuable insights. Even if an interviewee fails to articulate their career goals well, there is still a lot to be learned for this interview standard.

Do they know where they are trying to go?

First, this will let you know if they even have a goal in mind. Candidates who can clearly speak to their goals have thought about where they are and where they want to end up. It demonstrates that they have a plan in place, even if it is only in the most basic sense, and provides insight into their motivations.

Those who have a challenge describing where they are trying to go may not actually know what path is right for them. They may be testing a particular field to see if it is a good fit, or may have limited interest in the field, but have not had many other opportunities. While not all positions require an employee to be deeply passionate about the subject matter, those who appear disinterested may not be in it for the long-term.

Is This Job a Step Along the Path?

When a candidate has a clear goal, you can determine if the position for which they are interviewing is a logical step down that path. For example, if a recent graduate has aspirations regarding gaining experience in the field and advancing in their area of expertise, you can see how this position may work with their goals.

Alternatively, if they have a long-term goal that doesn’t seem to align well with the position, you would be reasonable to have concerns. For example, if a person is applying for a software analyst position, but states a long-term goal of opening a restaurant, it is possible the candidate’s true interests lie elsewhere.

While those being interviewed for an entry-level position likely have goals beyond the position in front of them, it is important to see if the position you are offering aligns with those goals in some way. If not, the candidate may not be likely to stay with the company long-term should an opportunity that works with their long-term goals become available.

Can you offer ways to help them get to where they want to be?

If the candidate’s goals work with the position, are there additional ways in which you can help them get to where they want to be? If so, this can help entice a desirable candidate to choose to work with your company. By not only expressing your interest in them for the position in question, but explaining how your company can help them work towards their goals, you can put your company in a position to be more desirable to the candidate.

In cases where you cannot currently help a candidate progress along their path, consider your company’s capabilities to offer opportunities in the near future. Not only can this provide insight into how to retain employees now and in the future, it may also give you information on what today’s candidates really want.

Looking for more ways to gain insight into what motivates candidates?

If so, the professionals as Advance Staffing Solutions have the knowledge and expertise to help you understand what motivates talented candidates to select the positions they do, and what you can do to attract strong candidates, as well. Contact Advance Staffing Solutions today!

How Can Hiring Temp Workers Improve Your Workplace?

Raza Rauf on August 8, 2016

Are there times when you wish you had one more set of hands around the workplace?

Maybe an employee is on extended leave, or your business experiences seasonal fluctuations in demand? Maybe there is a large project looming and it will be difficult to integrate these duties amongst the other day-to-day tasks that must be completed?

No matter the reason, the answer is the same.

Hiring temp workers allows your business to bring in an employee when you need them, without the hassles involved in hiring an employee on your own. If you aren’t sure this is the right move for your business, consider these other benefits of hiring temp workers.

Temps Have Competitive Skills

A temporary employee can be just as skilled and experienced as your other employees. Staffing firms are just as rigorous in determining if an applicant’s skills match your needs as you would be. All applicants go through interviews and screening processes to ensure they meet the same level of standard as the business with which they work.

Temporary workers may be college educated in their field of expertise and may hold significant on-the-job experience. Just because a worker is temporary doesn’t mean they are not the type of employee you would hire yourself.

No HR Burden

Not only does a temporary not need to be put through your hiring and onboarding processes, they will not ever be on your official payroll. Temporary workers are employees of the staffing office for which they work. This means that you will never bear the burden of payroll processing, unemployment insurance, or any other cost traditionally associated with managing personnel. Instead, the staffing firm will handle all of those requirements while all you have to worry about is paying an invoice.

Here When You Need Them, and Not When You Don’t

As a business, you have few specific time obligations to the temporary worker. If a project is completed ahead of schedule, you can end the assignment early. If the need continues past the original end date, you may be able to continue working with the same temporary employee you have been, or you can choose to work with a different temporary worker if your needs shift.

Can’t Live Without Them? You Can Hire Them!

In cases where you can’t imagine operating without the temp workers, they may be eligible to become a full-time employee. If you both feel it is a good fit, and all proper processes are followed per your contingent staffing agreements, then you can bring them on to your payroll as a new employee.

Want More Information About How Temporary Workers Can Help Your Business?

Here at Advance Staffing Solutions, we have the experience and knowledge necessary to help you figure out all of the ways temporary workers may benefit your business. Contact us today!

Why “Hiring People Smarter Than You” is a Good Leadership Practice

Raza Rauf on July 22, 2016

There are so many management professionals out there who refuse to hire people smarter than them because they fear it will lead to them losing their job. The simple fact of the matter, however, is that it is important to hire people smarter than you for various reasons. One of those reasons is that it is in the best interest of the company to hire the most talented people available for open jobs. Use these tips to learn why hiring people smarter than you is a good leadership practice.

Reduction in Micromanagement

When you hire people smarter than you, the amount of micromanagement you will have to do will decrease immensely. Spending time micromanaging employees is never good for a company’s bottom line. In fact, it can be a major waste of time, talent and resources when managers have to hold the hands of employees or continually walk them through projects. When you hire people smarter than you, those employees will not have to be led through the darkness to reach a solution.

Better Locus of Control

Hiring people smarter than you will also lead to better locus of control with your employees. Locus of control is when people are able to take personal responsibility for failures they experience in their life and work. When this happens, you will see employees blaming outside circumstances less when mistakes occur. These employees will also learn from their mistakes, preventing the same problems in the future.

Handle Problems Better

Do you have trouble handling certain problems at the office? If so, consider hiring people smarter than you. If a problem arises that has you angry and upset, there might be someone even angrier with the same problem in the office. If this is the case, they might know more about the issue and how to remedy the problem. Put this person in charge of the issue and see how the situation plays out. When you hire people smarter than you, problems become easier to solve.

When you hire people smarter than you, it should not be taken as a threat. Instead, it needs to be looked at as a step in the right direction for the entire organization. Change your hiring habits and thinking today. You will see a difference almost immediately!

Partner with Advance Staffing Solutions today to find candidates in Michigan and Ohio who are smart, vetted, and ready to begin work at your company today!

The Real Reason Your Best Salespeople Are Leaving

Raza Rauf on July 15, 2016

Running a company takes a lot of blood, sweat, tears, heartache and energy. You can’t just sit back and hope success finds you. All companies, even the most successful ones, have trouble keeping employees on the payroll for various reasons. You might be wondering why your best salespeople keep leaving. Well, this is a question that too many companies have to ask on a regular basis.

You might be wondering why your best salespeople keep leaving. Well, this is a question that too many companies have to ask on a regular basis. Here are the real reasons why your best salespeople are leaving.

Few or No Growth Opportunities Offered

One of the biggest reasons why your best salespeople continue to leave your company is the fact that you provide them little or no opportunities for growth. No one wants to get stuck in the same job for their entire career. People want to climb the corporate ladder and become a manager, vice president, president or part owner. There are plenty of positions within a company that someone can aspire to during their career. Don’t limit your salespeople to just being salespeople. If you want to retain your best employees, provide them with opportunities to grow within the company.

Selfishness Reared Its Ugly Head

Selfishness has no room in the business world, especially in a company that relies on salespeople to get the job done on a regular basis. You hired these salespeople to do a job for you and they have goals they want to attain, both personal and professional. If you fail to let the employees integrate their goals into your company, you will have trouble retaining them. Get rid of selfishness immediately to keep your best salespeople in the organization.

You Take Up Too Much Time

Taking up too much time is a major factor as to why your best salespeople are leaving. Stop sending late-night emails and memos on the weekends when the office is closed. Doing this sends a message to employees that you do not value their time. A large portion of employees will answer these emails and sit on conference calls when out of work to play the game and retain their job, but it will take a toll on them, ultimately forcing them out the door to greener pastures.

You Ignore Autonomy

Companies that ignore autonomy make a major mistake. Employees want to be heard, listened to, respected and felt like they are actually part of the bigger picture when they come to work. Do not ignore what your salespeople have to say when it comes to new ideas or other thoughts. The more you acknowledge your employees, the less likely it is that they will withhold innovative ideas that might solve a problem within the company.

In order to keep your best salespeople from leaving, you need to encourage autonomy, stop the weekend emails and calls, get rid of selfishness and provide plenty of opportunities for growth. Then, and only then, will you be able to keep your best salespeople on the payroll.

Need help retaining your top salespeople, or hiring better employees? Work with the staffing professionals at Advance Staffing Solutions to find the perfect employees for your organization today!

How to Create a “Performance Improvement Plan”

Raza Rauf on May 27, 2016

In every workplace there are bound to be a few employees who struggle with performance issues. This can be a source of stress for managers who only want to bring out the best in their people. Performance reviews are designed to help manager’s pinpoint specific areas where employees need improvement. But what if you have an employee who has been given goals repeatedly and not been able to reach them due to performance issues? How should this be handled?

From an HR perspective, this is when you would consider using a performance improvement plan (PIP) to help to bring the employee up to speed. Here’s how to create a manageable PIP, using SMART goals.

SMART stands for specific, measured, agreeable, realistic and timely. When creating performance improvement plans, this can be an effective and simple way to successfully bring even the most difficult employees up to speed. Here’s how it works.

Specific – In order for goals to be effective they must be specific. Instead of saying to an employee that they must manage their time better, make the goal specific. For example, state that the employee must complete all expense reports by noon on Fridays. This is specific and related to performance.

Measured – Being able to understand and track performance is part of the measurable aspect of a PIP. State that the employee will complete the weekly reports for 30 days in a row, at which time the performance review process will be updated with the goal achieved. Again, it’s a specific measurable goal.

Agreeable – When working on a performance improvement plan, it is critical that the employee buys in to the idea. The way to achieve this is to create goals that are agreeable by both parties. This requires some compromise. Ask the employee to set at least two goals for themselves as part of this process. Put the goals in writing, sign off on them, and both agree that these things will take place.

Realistic – You can set the employee up for success when you create goals that are realistic. For example, determine if there are any obstacles to the person completing their expense reports every Friday. If it is not realistic for them to do so due to a technology barrier, then this is not a realistic goal. It’s important to talk through these things when developing the plan.

Timely – Along with setting a measurable goal you’ll want to set a goal that is timely. This could include how you will know that the employee is completing the task. For the example given, come up with a system that the employee can report to you every Friday if they have turned in their expense report for the week. This keeps the employee accountable and the goal is timely and manageable.

To complete the performance improvement plan, put all of this in writing and make sure to sign off and put a copy in the employee’s file. Provide a copy to the employee as well. And make sure that you review it within the first 7, 14, and 21 days after the plan takes place. Nearly every employee wants to do better, so with a performance improvement plan in effect, they will have a chance to perform well on the job.

Need help creating a more efficient workplace? Start by hiring better workers! Contact the staffing experts at Advance Staffing Solutions today to learn how we can help you build a better workforce.

How to Get Your Workforce Engaged this Spring

Raza Rauf on April 21, 2016

A workforce that’s disengaged poses a huge threat to your company’s livelihood. According to research from The Economist, around 87 percent of executives believe that employees who lack engagement bring down businesses. Therefore, it’s up to company leaders to create a workplace where people feel valued and can look forward to their jobs.

It’s time to shake off the cold of the winter months in the central states and get your workers actively engaged in the company objectives again! The springtime is ripe for new opportunities and energy.

Conduct an employee engagement survey.

Where does your employee engagement stand now? If you are not sure, this can be the perfect time to conduct an employee engagement survey of your entire organization. Find out where there are problems, where there are positive factors, and where things can be improved over the course of the next few months.

Hire some new people.

The spring can be a good time to bring in some fresh new employees too. Many times, employees become disengaged because they have far too much work on their plates. Give them a break by hiring some temp-to-perm help in Detroit to alleviate this stress.

Schedule a workplace celebration.

An effective way to bring life back into a dull workplace, lift spirits, and increase employee engagement is to host a fun springtime celebration. Create a spring themed week of events, complete with contests for the best spring fashion, the best-decorated workspaces, and more. Have an outdoor cookout if weather allows!

Organize a community event.

The spring can be a good way to get everyone out of the office for some sunshine too, an action that immediately lifts the mood of employees. Look for some community causes that need attention, such as a city beautification program, a homeless women’s shelter, or a walk to raise money for a local pet shelter. Just make it fun and get everyone involved in some way.

Issue promotions.

Instead of waiting until later in the year to hand out promotions and raises, why not issue them now? Give employees credit for their hard work, and they will stick around and be more engaged.
Need more help getting your workforce engaged this spring? Contact the staffing experts at Advance Staffing Solutions today!

How to Quantify the Real Value of Your Workforce

Raza Rauf on February 27, 2016

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!

Start Planning NOW For Baby Boomer Retirements

Raza Rauf on February 5, 2016

According to current statictics, nearly 10,000 baby boomers retire from the job market every day. Research indicates that employers are growing increasingly nervous about the loss of certain job skills and knowledge as a result. How well is your organization prepared for the exit of your most knowledgeable employees? Perhaps it is important for you to start looking for ways to transfer this knowledge and replace your baby boomers with quality employees.
Here’s some ways to start planning NOW for Baby Boomer retirements.

Identify the baby boomers who will be leaving in the next two years

It’s important to have a good understanding who is nearing retirement in your company. You will want to evaluate the skills and qualities that these folks have that will need to be replaced. For example, you may have several baby boomers who have above average sales skills. Naturally, you will want to replace them with equally skilled sales professional at your mid-level. Then you will bring entry level employees on board and train them on the scale.

Match your baby boomers up with lesser experienced employees

It’s really important to start thinking about the mentoring opportunity that is available right now. Your baby boomers will probably start to disconnect someone in the next year or two therefore you will want to maximize this time by matching them up with skilled employees who will be around in the next 5-10 years . Utilize your baby boomers to train other employees and reward them with additional financial support for their retirement goals.

Create opportunities for baby boomers to stay on at least part time or as consultants

Many baby boomers dream about retiring, however, they also like to stay useful in their older years. Having the opportunity to work at least part time or on a consultant basis can be a great way to retain some of the skills and knowledge of your older workers. After baby boomers to work with employees on developing their soft skills such as being leaders in the workplace, having strong communication skills, and team players.

Partner with a staffing agency to replace your baby boomers

This is an opportune time for your organization to start looking at ways to effectively and efficiently replace baby boomers before they leave the job site. You can bring on new employees in temp to hire positions and have them work under the guidance of baby boomers. In this way, the knowledge is passed on to the next generation of workers and you have adequate personnel to cover all your projects.

Partner with Advance Staffing Solutions to find the candidates you need to keep your workforce running at full capacity!

New Year, Same Old Hiring Mistakes!

Raza Rauf on January 29, 2016

As the saying goes, “Old habits die hard”. This is very true when it comes to many aspects of business, including recruitment practices. Oftentimes the HR team or the recruitment team goes into a New Year wanting to do things better, but keeps falling into the same old ways of doing things. The problem is at this takes away from the effectiveness of the recruitment team and can actually put your company at risk. In order to improve processes this year, here are some recruiting and interviewing behaviors to leave behind.

Not conducting a thorough background check

One of the biggest hiring mistakes that companies can make is not conducting a thorough background check for every single applicant. You cannot take a candidate at face value no matter how professional they look or act during the interview — they could be hiding things in their history. Take the time to call all career references and verify work history and character. Criminal background checks are a must. Failure to do so can put your company at risk and it also caused harm to other employees.

Forgetting to follow up with candidates

Another bad habit to shake in the New Year is forgetting to follow up with candidates. Whether they have applied for a job online or they have been screened by phone for a particular job, please take the time to follow up with candidates at least with a courtesy email. It’s not fair to leave people hanging and it is a measure of goodwill when you respect candidates enough to follow up with them and give them a status update. This goes for sending out rejection letters too.

Selecting candidates based on skills only

It can be tempting to just hire people based on the skills that they list on their resume and those that are proven through assessment tests, but this leaves out a large chunk of candidates who may be otherwise qualified and perfect for a position because of their personalities. Work with a staffing agency to assess the personality and culture event of every candidate before you toss them into the rejection pile.

Hiring under pressure instead of planning staffing needs

Human resources is not meant to put out the fires in our organizations. But often times we find ourselves in the position of having to scramble around to replace a lost employee or to find a large number of workers to cover busy seasons. To make better use of our time and energy it’s important that we develop the habit of planning out our staffing needs by staying in touch with our point of contact managers. By planning ahead it’s possible to augment current staff with temporary workers and create a true succession strategy.