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What Costs More – Overtime or Additional Help?

HMG Success on October 7, 2026

Most companies make an effort to try and control staffing costs in order to get the highest return on investment. Unfortunately, sometimes the work necessitates extending work hours of hourly employees. When this happens, the company may face higher than normal overtime costs. If your company is concerned with the rising use of overtime, you may be wondering if bringing in additional help can reduce these expenses?

The simple answer is, “Yes”. To explain further, let’s take a look at how bringing in additional help can support a more balanced staffing budget.

Determine your actual staffing needs

Before you start hiring additional people, you’ll want to understand the reasons for the increased need of workers. This demand may be temporary, seasonal, or permanent. For example, if you are in experiencing a sudden increase in the number of orders placed by customers could it be because of a new product line? Or is the surge as a result of a temporary trend or a busy season? Consider if the increased need for staff will fall back to normal levels in a few weeks or months, or if you anticipate a study increase.

Do the comparison math

Each job can and will differ, but it is possible to conduct a mathematical comparison of overtime vs. temporary staffers. To do this, choose a job type and calculate the actual annual cost of a new hire. Be sure to include the annual salary, recruitment costs, on boarding and training fees, as well as benefits for this new hire. Now compare this total with the annual cost of overtime for each hourly employee who will work 40+ hours during the peak season or project. Remember each person will provide the same tasks.

To calculate the cost of hiring a temp employee, calculate the annual cost of the new hire at the temporary services rate sans the overtime costs. Also subtract the cost of benefits and recruitment these because the agency will take care of this for you at no additional cost. Subtract the temporary employee total from the overtime employee total to get an idea of the savings. This is the savings for each temporary employee that you bring on instead of paying for overtime.

Performance factors to consider

Outside of the math, there are some other things to consider when deciding between paying overtime and hiring temps. When employees are forced to work more than 40 hours on a regular basis, this can lead to an overall drop in morale, productivity, and employee engagement. In other words, the employees that you have currently may be dealing with the stress and overwhelm of having to take on extra work all the time. Left unchecked, this can cause employee absenteeism, turnover and even more workplace injuries. When you hire temps you have fresh people on board who are willing to work hard to maintain productivity levels without risking your best people.

Give a staffing agency a call today and let them help you better manage your staffing costs through a custom temporary staffing plan.

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Can You Tell if a Candidate Will be Reliable?

HMG Success on October 7, 2026

Can You Tell if a Candidate Will be Reliable

 

As a hiring manager, much  of your responsibility stems from having a large hand in the success of the company and its employees. Hiring managers must perform due diligence prior to making any decisions on who to add to the payroll, which is why they must vet and screen candidates extremely thoroughly. There will be some who slip through the cracks, but the less this happens, the stronger the company will become.

One thing all hiring managers must look for is whether or not candidates will be reliable. Is there a surefire way to predict a candidate’s future success? Let’s talk about ways to evaluate reliability.

Advertise Open Jobs Wisely

It goes without saying that if you advertise open jobs on industry-specific websites, you should have no problem finding reliable candidates. If you post your job ads on random websites and in forums, however, you will likely attract a lot of undesirables to the post. You want to avoid attracting candidates who are simply seeking out any open job. This is a recipe for disaster.

Dig Deep Into Candidates’ Job History

All hiring managers should be looking into the job history of their top candidates. This helps the hiring manager know what type of worker the candidate has been in the past, which is an indicator of how they will operate in the future. Take a look at how long the candidate remained at previous jobs. Did they jump around often or did they stay for at least two years? If the answer is the latter, you should have a reliable candidate on your hands.

Choose the Right Interview Questions

Just because you bring a candidate in for an interview, it does not mean you must offer the job to them. The same can be said if you bring a candidate in for a second- or third-round of interviews. The interview is the best time to determine if the candidate will be reliable or not, but you must choose the right questions to ask. Ask the candidate where he sees himself in the next five or 10 years. Ask the candidate why they want this job. Also, have them tell you what their view is of an ideal work situation. You should be able to garner their reliability based on the answers to these questions.

Use a Staffing Agency

Another great way to tell if a candidate will be reliable is to work with a staffing agency to fill your open jobs. The staffing agency will have a pool of candidates who have already been screened and can do all of the legwork for you in the hiring process. When you work with a staffing firm, you are more likely to secure a top-notch candidate who will be reliable because of the extensive screening performed by the firm.

Determining the reliability of a candidate prior to offering employment can be difficult, but it does not have to be impossible if you follow the tips discussed here today. Contact Advance Staffing Solutions today if you have more questions on gauging employee reliability.

 

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Leaving Your Job? Know Your Rights!

HMG Success on October 7, 2026

It’s not uncommon for working adults to decide to switch careers or quit one job for another opportunity. Turnover is a hard fact in the working world, but it is a fact all employers have to come to terms with. The problem with an employee leaving their job, however, can stem from leaving suddenly, and without  an understanding of the repercussions they could face – on things like paychecks, benefits, project results, credentials, and other aspects of employment.

Before you leave your job, here’s what you need to know so that this can be a smooth transition.

Your Work

When you leave a job behind, you also leave behind all projects you completed while holding that position. You were in a work-for-hire role, and that means all your work is the property of the company. This also includes the relationships you developed with clients of the company during that employment. Don’t even think about stealing an idea, a process, or a client from your former employer. Also, be sure to note any non-compete agreements you may have signed as part of the terms of your employment, because you may be limited in what types of jobs you can take on for up to two years after you leave your job.

Your Benefits

When leaving a job, you are generally entitled to retain many of your employment benefits. COBRA is a law that allows you to continue your health benefits for up to 18 months following your departure from a job, however you must pay the group rate out of your own pocket. Additionally, if you were eligible and paid into a Health Savings Account, you can take this money with you when you leave a job. If you are leaving a job because of a work-related injury or illness, then you could also be eligible for workers’ compensation benefits or disability benefits.

Your Paycheck

In most cases, you will be getting a final paycheck sometime in the two weeks after you leave your position. If you owe the company any money, such as for equipment, uniforms, or paid tuition, you could end up having to write a check to the company when you leave. Be sure to settle up with the company and talk with the payroll department before you leave the job. Your final paycheck may include all final hours worked, including overtime, and remaining paid-time-off not used. If you are being laid off or fired from your job, you may also be eligible for unemployment insurance benefits.

Your References

It is within your rights to ask for a professional letter of reference when leaving a job. Ask for this as soon as possible and request that it be put on company letterhead. Also, future employers have the right to check your work references and they can only ask for your dates of employment, your job title, and if you are eligible for rehire. Anything else is considered illegal when checking work references.

 

If you have questions about what your legal rights are when leaving a job on your own accord, you are welcome to speak with an employment attorney or head for your local workforce development office. For any and all help with your job search needs, contact Advance Staffing Solutions today!

 

 

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Exit Interviews: Do you know why your employees are leaving?

HMG Success on October 7, 2026

Exit Interviews

Employees leave companies for many different reasons, but sometimes the HR team won’t be able to explain why past employees left. In some cases, employees leave for better advancement opportunities or because they are not happy with their current employer. The only way a company can know or learn why employees are leaving is by taking advantage of the exit interview, and then learning from this feedback.

Encourage Honesty

The next time you hold an exit interview, make sure you encourage honesty on the part of the employee who is leaving the company. Few employees will be brutally honesty during an exit interview, especially when leaving smaller companies, because they do not want to hurt anyone’s feelings. Try to encourage honesty as much as possible so the employee explains the exact reasons why they decided to leave.

Ask These Questions

The following questions should be asked of the employee during an exit interview:

  • What will you get from your new employer that you didn’t get from us?
  • How do you feel things went here for you?
  • How are your career goals being fulfilled at your new job?
  • Can you give us any suggestions for improvement?
  • Would you like to be notified of any opportunities here in the future?
  • Is there anything we could have done to prevent you from leaving?
  • In what areas did we come up short?

Reveal Undiscovered Problems

For all you know, there could be some major problems hiding at your company. The only way you can find out about these problems is via the exit interview. The questions from the previous section could help to reveal these problems, which could include issues with the culture and competition that continues to aggressively recruit your talent. An outgoing employee will be able to shed light on these issues and much more if you ask the right questions and encourage honesty.

Make Appropriate Changes

Once you conduct the exit interview, you should begin to make appropriate changes to the company. This could include improving the company’s culture, offering better benefits, increasing salaries and offering more opportunities for advancement.

Companies need to know why their employees leave for other opportunities. They also need to know if an issue at the office led to the employee searching for a new job. The exit interview is the perfect time to find out this information.

 

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4 Tips for Onboarding Temps | Temporary Employees Toledo Ohio

HMG Success on October 7, 2026

Many companies have onboarding programs designed to welcome new employees to the company during the first few weeks on the job. Yet, they forget that temp employees can also benefit from an onboarding process.

Multiple workplace studies have shown that when temporary employees have access to onboarding support, they often perform to higher standards sooner and they stay actively engaged in their assignments. The Society of Human Resource Management (SHRM) released a report that advised that almost half of all new hires quit within the first 4 months on a new job when an onboarding process is not offered. On the other hand, when onboarding of temporary employees is part of the formal orientation program, the benefits to organizations include:

  • Saves co-workers the time and hassle of training all new temporary employees, increasing productivity from day one.
  • Clears up any miscommunication about the job itself, and demonstrates the reason behind all temporary assignment tasks.
  • Improves overall morale for the entire workforce, while showing the temp employee that he or she is a valued part of the company.

A temporary employee onboarding program does not have to be a complex one. In fact, putting together a temp worker onboarding process can be accomplished in 4 ways.

#1 – Create a welcome package specifically for all new temps.

The first day in a new assignment can be intimidating for temps. You can help to alleviate any stress and create a structured temp onboarding process by putting together a welcome package for temps. In this welcome package include: a welcome letter that overviews the company, a job description and task list, new hire paperwork, employee handbook, technology instructions, safety guidelines, and a directory of workplace contacts.

#2 – Schedule an orientation week that includes participation from supervisory team.

Temps often fare better if they are provided with a thorough orientation during the first week at least (sometimes more depending on their role). Create a schedule for this orientation and work with your supervisory team to best cover all aspects of the new temp’s job duties. Clearly explain and demonstrate every task. Go over company policies and procedures in depth. Set goals for temps and make the supervisors accountable for their success.

#3 – Set up a mentor for each temporary staffer for on-the-job guidance.

Before a temp has reported for work, have a voluntary member of your team assigned as a mentor. This person can oversee any challenges that the temp has, offer guidance for performing tasks, and help the temp with any troubleshooting at work. Over time, the temp will become self-reliant and the mentor will help facilitate their integration into the team structure.

#4 – Regularly provide feedback to the temp employee and staffing agency.

Each week, meet with the mentor and supervisory team to gather feedback on the progress of the temp. If you are getting negative feedback, relay this back to your staffing agency so they can schedule an on-site visit to work with the temp to improve. In rare cases, a temp may need to be replaced, but very often a little extra support can help bring them up to speed quickly.

If you are looking for temp agencies in Monroe MI, contact us today.

Keep Employee Retention Up in the Fall

HMG Success on October 7, 2026

Employee retention is one of the main goals of a company each year, especially if the company deals with high turnover rates. There can be varying reasons why companies experience high turnover rates, but many of them are not positive reasons. As human resource departments continue the fight to keep the best employees, we have some tips for you to use this fall in this post:

Provide Employees with Ownership

Employees want to be given ownership of the work they perform. They also do not like to be micromanaged often. Employees want to be able to solve problems how they deem fit and want to be able to express their individuality while at work. Providing employees with ownership can be done by allowing them the chance to pick the paint colors for a new office or by sharing the most intimate details about the company’s finances with them at quarterly meetings.

Provide and Request Regular Feedback

Another excellent way to retain employees is by offering and requesting feedback on a regular basis. This shows employees that their work and their input are valued by the company. Make sure you use the feedback provided by the employees so they know their suggestions are not falling on deaf ears. When you offer feedback to employees, make sure it is not empty feedback. Tailor the feedback to each individual employee so they know that their work is truly being reviewed by the organization.

Form a Committee to Investigate Culture

If you are still having trouble retaining employees, then your company should consider forming a committee that investigates and works to improve the culture of the office. The culture committee should not be very corporate, but instead, it should be one that caters to the employees and tries to find new and innovative ways to make them happy while on the job. The committee should make recommendations about employee retention ideas, possible family activities and other events.

Hold ‘Stay’ Interviews

Almost every company in operation today conducts exit interviews with each and every employee who leaves the organization. Instead of waiting for employees to leave to find out why they are doing so, begin having interviews with the employees who have the most tenure at the company. During these interviews, find out why they have stayed so long. This will help you make improvements in the future in an effort to keep other employees at the office.

Let Employees Express Themselves

As you continue to work on retaining employees, it is imperative to let your employees express themselves at the office. Let them be open and honest about the job, the projects on which they are working, what they feel needs to be changed at the company and much more. You might not like what you hear from the employees, but it could help to change the way things are done.

Retaining the best employees at a company in Detroit is never an easy job, but companies need to find new ways to do so in today’s competitive market. If your company utilizes even just one of the tips from this post, it should have success with keeping employees around for the long haul. Talk with the experts at Advance Staffing Solutions about Detroit Staffing Retention methods that can help keep your workforce strong and productive.

How to Keep Employees Productive During 2014

HMG Success on October 7, 2026

Keeping employees productive in a New Year can be challenging, especially when motivating those who have been with the company for a long time. Not every employee will need new incentives to work hard or to complete their projects on-time, but the tips outlined in this article can be put into effect in your company.

Bonuses and Other Financial Rewards

An excellent way to keep employees productive in 2014 is to begin offering bonuses or other financial rewards for top-notch work. Bonuses can be handed out at the completion of a major project, at the end of every year, or at designated times during the year. Other financial rewards could include handing out gift cards or other incentives for employees who have done an excellent job.

An Assortment of Perks

Outside of financial rewards or bonuses, a variety of non-cash perks  and incentives can help your employees stay productive at work. Such perks include extra vacation days, half-days, casual dress days, office parties and social events with the employees outside of the office.

Learning Reimbursement and Support

A very popular perk that companies tend to offer is an education reimbursement. Any employee whom enrolls in such a program will be able to take courses and then have the tuition reimbursed by their employer should they earn a grade specified by the program’s requirements. Education not only creates a more skilled workforce at your company, but it also creates loyalty amongst your employees.

Workplace Amenities

Have you ever considered offering on-site daycare centers for your employees? This will help them focus more on their work instead of worrying about the care that their children are receiving. Other amenities include an upgraded cafeteria or a gym on-site at the office. The more comfortable you can make your workplace, the more productive and positive your employees will be when working.

Positive Reinforcement

If you are unable to add any of the aforementioned items to your workplace, you can go with the traditional positive reinforcement. Rewarding or recognizing an employee for an excellent job on a project in front of the rest of the office can go a long way towards their loyalty and productivity. Even if the public recognition is simply a mention in the internal company newsletter, it can make a world of difference.

Give Your Employees a Say

Is there a better way to motivate your employees than listening to what they have to say? We don’t think so. The more you listen to your employees’ ideas and insights, the more likely it is that they will want to be productive at work as much as possible. The next step in this process is to then use the policy or idea the employee has suggested. They will see that their ideas are taken seriously and that will encourage them to continue plugging away each day.

Don’t Watch the Clock

Your employees have very busy lives outside of work, which means that they might have to come in late one day or leave early the next for various issues. A child could be sick, the employee could be closing on a new home, or the employee could be feeling bad. Do not watch the clock and make comments about your employee’s use of time unless he or she is taking advantage of the system. Instead, offer flexible work arrangements and the opportunity to make up lost work time later in the week.

If you are looking for temporary employment agencies in Detroit MI, contact us today.

Have Two Great Candidates? How do You Decide Whom to Hire?

HMG Success on October 7, 2026

Have Two Great Candidates How do You Decide Who to Hire

 

It happens in every hiring manager’s life: two great candidates present themselves for a single job opening. This can be quite the dilemma because it’s growing ever more difficult to find the best people for certain positions and so if two come along it’s like striking a goldmine. But, the company must make a decision and hire the best person for this particular job.

 

Here’s how to decide whom to hire, when presented with this type of scenario.

 

Review the Actual Job Needs

 

After you’ve conducted the interviews, go back and review the actual needs of the job itself. Are there any special skills or experience that one candidate has a little more than the other? It’s easy to hire general candidates to fill jobs, but you don’t want to hire another “warm body” in this case. Make sure you carefully weigh each candidate’s unique skills, knowledge, and past career achievements against the job you are hiring for.

 

Get a Second Interview Lined Up Now

 

If you are unsure of which candidate to hire, ask each candidate back for a second round of interviews – onsite or through your preferred staffing agency. This time, however, ask another member of the work team or a staffing manager to be present so you can get another person’s feedback on the candidates. This can help you to avoid hiring someone based on emotion or first impressions only. Base your interview on a short, fun behavioral activity following some more in-depth interview questions.

 

Conduct a Thorough Background Check

 

Things can often be revealed with conducting past employment reference checks and background screenings. Take the time to do this well, carefully asking questions that probe a little more into each candidate’s suitability for the job. Write down your notes and go over them privately to make a better decision. You also have the option to let your staffing agency handle this part of the process so you can hire the best candidate.

 

Test the Candidates with a Contract Project

 

If you are still at a conundrum after going through the above steps, then you could up the ante by offering a paid contract project, afterwards you will decide on who to hire based on the results. Try to find a project that will challenge each candidate and enable them to show off their skills, while being related to the actual job they are vying for. Work with the management team to come up with a suitable project and offer a generous payment for the project once completed.

 

 

Hire Them Both if They are Perfect for the Company

 

If you are still not sure which candidate to hire for the singular job, why not create another position so you can hire them both? This could be a win-win for your business, because you get two amazing candidates at once. Develop a plan for onboarding both candidates with your staffing agency. One candidate may be willing to consider a slightly different assignment that will meet your business needs so they can get a foot into your company. Be open to this option, or at least consider one for a later hire.

 

 

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Simple and Free Ways to Motivate Your Workforce

HMG Success on October 7, 2026

Simple and Free Ways to Motivate Your Workforce

 

Let’s get motivated! You hear this phrase among a lot of work teams, but it can mean different things to different people. From an HR perspective, finding ways to motivate and inspire employees often affects the company’s ability to generate revenues. Therefore, it’s critical to find ways to incentivize the workplace so that employees are continually working at their highest capacity and staying motivated on the job.

 

The good news is that there are some simple and even free ways to motivate even the toughest workforce. Read on to learn more.

 

It goes without saying, thanks that is

 

Too often, employee efforts go unseen and unrecognized in the workplace. How about motivating employees by saying “thanks” for a job well done? This simple tip can help transform grumbling employees into highly engaged and happy ones. Teach your management team to offer thanks as often as possible and share this in a public way so that all employees understand their value to the company.

 

Make the workplace fun

 

Going to work daily doesn’t have to be dull or impressive. In fact, any company can change the workplace into a fun and inviting environment where employees can feel inspired. Remove cubicle jungles and replace them with open collaborate workspaces. Replace stuffy meeting rooms with open conversational areas with comfortable chairs and great lighting. Institute a more casual dress code (if possible). Take the time to celebrate achievements more and focus on the positive.

 

Offer performance-based incentives

 

Take the stress out of annual reviews that make employees nervous and instead set up progressive salary increases and incentives that are doled out year-round for employees who demonstrate a commitment to excellence. Get rid of the status quo and get your managers out on the floor observing and recognizing employees with regular bonuses, gift cards, and cash incentives based on their performance — not popularity.

 

Give employees the chance to learn

 

One of the ways to create a stronger workforce is to develop a learning program that enables everyone to boost their knowledge and skills. Make sure you have a mentoring program in place to transfer information from one generation to another. Create a variety of learning programs to inspire everyone who works for you to be their best, rewarding for participation with certificates of achievement and incremental salary increases for those who complete them.

As you begin adding these cheap and free incentives to your workplace, you will start to see a boost in employee morale, team building and better performance over time. Keep adding to these campaigns and make sure your people know how much they mean to your organization with regular celebrations and recognition efforts.

 

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Implement Company Policies Now – Before It’s Too Late!

HMG Success on October 7, 2026

When an incident occurs at the office, it is too late to discuss implementing a policy to govern such a problem. All company policies need to be implemented right now, before it is too late and something happens that can affect the entire workforce and the success of the company. In this post we will discuss the best ways to implement new company policies and how to activate them immediately without confusing or overwhelming your employees.

Policy Must Solve Problem in Best Way Possible

One of the most important things you need to take into consideration when implementing a company policy is that it must solve the problem in the best way possible. This means that whatever the issue is within your office, it must be solved using this one policy. There should never be more than one policy created to solve the same issue. When this happens, the culture of your organization can take a hit because employees will be confused with the overlap of the company policies.

Policy Should be Reviewed by Multiple Teams

When implementing a new company policy, it should be reviewed by upper management, a select group of employees and the company’s legal team. All three of these groups will have different views about the policy and will be able to determine if it follows employment laws in the country. They should also review the policy and offer any changes, should they be deemed necessary.

Implementation Deadlines Must be Met

As you add new company policies to the employee handbook, it is important that implementation deadlines are always met. If you set a deadline for a new policy, do not push it back to a later date multiple times. This will only frustrate your employees and give them the sense that you are not comfortable with the policy that was created. You want to show confidence in the new policy and that you mean business when putting it into action.

Mandatory Meetings for Staff are a Must

Mandatory meetings must be held for your staff when implementing new company policies. If employees are absent from work when these meetings are held, you must provide make-up dates for meetings. Information about the new policy should be presented at the meetings and employees should be allowed to ask questions and express their concerns at the same time.

HR Must be on Same Page as Management

Another important aspect of implementing a new company policy now, before it is too late, is that the human resources department must be operating on the same page as the management team. No matter which department created the policy, everyone needs to work as a cohesive team in order to ensure success in rolling out the new policy.

Want more information on how to implement new company policies, or how to find candidates who fulfill company requirements? Contact the staffing experts at Advance Staffing Solutions today.

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Why Offering Flexible Hours Promotes Productivity, Happiness, and Loyalty among Workers

HMG Success on October 7, 2026

Companies are beginning to offer their employees flexible work hours these days in an effort to promote loyalty, happiness and productivity in their workforce. Employees want to have a strong balance between their work life and their personal life so that they can have time to relax and enjoy their family and friends. Learn more about this trend as we discuss the reasons why employees are productive, happy and loyal when offered flexible working hours at their place of employment.

Boost to Productivity

When employees are offered flexible work hours, their productivity will tend to soar. The reason for this is that they do not have to work the mundane nine-to-five hours. Instead, they will be able to work hours in which they are most productive. For example, if an employee is highly productive from 7am-3pm, the company should let him work during these hours. If the employee is highly productive from 10am-7pm, consider allowing her to work during this time.

More Happiness

Companies that offer flexible working hours for their employees will see happiness within the workforce hit an all-time high. When employees can work the schedule that best fits their lifestyle, then they will be happy when they come to work each day. This allows the employee the chance to live their lives, take care of their children, enjoy time with friends and much more. No one wants to be stuck in an office from 9am-7pm each day. Flexible working hours make this a thing of the past. Companies that offer flexible work hours are telling their employees that they value their time, which will make the employees work harder and show appreciation when on the job.

Greater Loyalty

One of the most important benefits of offering flexible working hours to employees is that they will tend to be more loyal to the company. When you have a happy workforce, you will have a loyal one. You must remember that loyalty is a two-way street. The more loyal you are to employees, the more loyal they will be to your company. Employees become loyal when their work and personal lives are balanced and they have a happy workplace to go to each day.

Other Benefits of Flexible Work Hours

There are additional benefits of offering flexible work hours to employees, and they include a reduction in absenteeism and less stress for employees. Companies that offer flexible work hours tend to see their absenteeism rates decline because employees have time in their day to complete personal tasks outside of the office without needing to take a day off from work. The stress levels of employees will also drop with a flexible work schedule because they do not have to constantly worry about how they are going to get everything done on their to-do list.

For more information on how to create a happy, productive and loyal workforce, or to find a position in a company that adheres to these values, contact the staffing experts at Advance Staffing Solutions today!

4 Things to Remember When Negotiating Your Salary

HMG Success on October 7, 2026

Negotiating a salary after being offered a new job (or during performance review/promotion time) can be scary for some people, especially if they have never had to do this in the past. This should be a process that is satisfying, especially since you were offered a new position at a different company or a promotion at your current employer. If you follow the advice we have in this post, you will find it easy to negotiate a salary with your new or current employer.

#1 Provide a Hard Number

When you reach the negotiation stage of a new job offer, be sure you provide the hiring manager or human resource executive with a hard number. You never want to give a range for expected salary. This allows the employer to take the lower end of the range all the time, no matter how skilled or talented you are. When you offer a salary range, you are giving the company too much leverage in the negotiation process. When you stick with the hard number, you have decent control of the negotiations. Come up with an amount you can live with, then tack on $5K more.

#2 Give Precise Numbers

During the negotiation process, make sure you provide the employer with precise numbers instead of rounding off the figure. When you tell a hiring manager precise numbers instead of rounded numbers you display confidence in yourself and that you understand what the value of the position is at the company. This shows the hiring manager that you are committed to accepting the job and that you want to make the most of your career.

#3 Employers Don’t Like Negotiating

After receiving a job offer, you are asked to come into the office to discuss the salary. You are nervous and dreading the negotiation because you do not want to make a bad impression and lose out on the position, but you also do not want to leave money on the table. Well, you should know that employers do not like negotiating either. Try to make the process more of a persuasive discussion than a battle for who can win.

#4 Remember Money Isn’t the Sole Factor

One of the most important tips in negotiating salary is that money should not always be the lone factor in the process. Employees want more than money from their employers. They also want health benefits, stock options, flexible schedules, a 401k, paid time-off and other perks. During the negotiations, you can ask the employer for telecommuting options, paid-for training, flex-time and much more. All of these can help items can help you negotiate a salary that helps you earn a living while also enjoying life.
When you use the four tips discussed in this post during salary negotiations, you will find that the process will be much easier to deal with for both you and the employer.

Advance Staffing Solutions, a great source of Detroit MI Jobs, can support your goals of being a better manager and retaining the bedt employees. Find out more by visiting our website today. 

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