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Do You Know Your REAL Hiring Needs?

HMG Success on October 7, 2026

Do You Know Your REAL Hiring Needs

As a hiring manager, you may always be on the lookout for quality employees to add to your organization. This is especially true if you are in an industry with typically high turnover rates or difficult to fill positions. However, over-hiring can pose problems for the organization too – leading to lack of work for all employees, low productivity, and eventual layoffs due to budget problems. This is why it’s important to take the time to analyze your real hiring needs every so often.

Before you hang the “Help Wanted” sign, take the time to know your real hiring needs, with this quick checklist.

Step 1 – Develop accurate job descriptions, salaries and requirements.

Every job changes over time, which is why you need to keep up with each job’s description of responsibilities, requirements, and salary needs. Keep your job descriptions up to date by working with front line managers and observing employees on the job periodically. This will help you maintain a focus on real needs in the organization.

Step 2 – Evaluate current workforce skills and gaps.

You are hiring for skills and knowledge, not just to add more warm bodies. Identify the key skills and keep them on board, hiring replacements only if someone leaves who has these skills. As new projects arrive that demand more skills, hire for them.

Step 3 – Identify and move the most productive employees upward.

Chances are, you already have some high performing employees on your team who are ripe for some succession planning. Give them a promotion and move them into next-level positons, then focus your new hiring on replacing skills at the entry level.

Step 4 – Determine short-term and long-term hiring needs.

Taking a look at current client projects and incoming projects, it’s time to break up your hiring needs into two categories. These are staffing for short term and for long term goals. Bring in temporary contractors for short-term programs, and temp to perm employees for more long term projects.

Step 5 – Create training programs to develop team skillsets.

Determining your real hiring needs most often comes down to updates in the industry that demand top skills and knowledge of new technology. This is where training comes into place. Training can be focused on immediate project needs or on long-term goals for cross training the entire organization. Hire knowledge experts to transfer their information to your current employees whenever possible.

Step 6 – Partner with a staffing agency to maintain the candidate pipeline.

Your staffing agency can be a great source of support when it comes to hiring only for real needs. It is a more flexible option, with part time and full time employment options, short and long-term contracts, and many of the hiring costs are handled upfront by the agency. This maintains the right skills for your organization with a never-ending supply of pre-screened candidates.

If you follow the above tips, you can ensure that your company will be in better tune with actual hiring needs.

 

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Are You Conducting Post-Interview Reviews?

HMG Success on October 7, 2026

Companies are always looking for new ways to improve their hiring decisions because the cost of a bad hire can be astronomical. Companies also do not want to waste the time of the candidates they interview. This is why some companies have begun conducting post-interview reviews. More companies should take part in this exercise in order to improve how the interviews are handled and which candidates are hired. Learn how to conduct post-interview reviews the right way.

Include the Entire Team

One of the most important parts of conducting a post-interview review is to include the entire team. This means that every single employee who took part in the interview process should be involved in this meeting. This team should meet after each interview is conducted. So, if three different employees interviewed each candidate, they should be part of the team. If the HR head first scheduled the interview based on the resume submitted, this person should also be part of the team.

Discuss Impressions

Each person who took part in the interview process should be allowed to share their impressions of each candidate they met. The impressions discussed should be based on the notes taken by each employee who had the chance to interview candidates. Talk about any questions the candidates asked about the job or the company. Also talk about how the candidates answered the questions posed to them.

Allow Honest Discussion

When conducting such a review, you need to allow for honest discussion. This means that all employees should be honest in their opinions of candidates without worrying of repercussions from management or co-workers. If the members of this team cannot be honest, then you will not be improving your hiring process or interview process.

Rank Candidates

The post-interview review is the perfect time for your team to rank the candidates that have been interviewed to this point. Encourage each member of the team to rank each candidate he or she has interviewed from most likely to hire to least likely to hire. The ranking should be done based on the information gathered from the interview. The team members should conduct their rankings based on who they feel should be hired for the open job.

Build a List of Second Interview Candidates

Another goal of this team should be to build a list of candidates who will be contacted for a second round of interviews. It is possible that all of the candidates might be asked back for a second interview, but most likely it will be a shorter list. Even if members of your team are not going to take part in the second interview, they should still be notified of which candidates are being asked back.

Conducting post-interview reviews helps a company improve their hiring process and how the interviews are conducted. Implement these reviews today to hire the most qualified people for your open jobs.

Can You Afford Employee Recognition? (You Can’t Afford Not to!)

HMG Success on October 7, 2026

Can You Afford Employee Recognition

Employee recognition is such an important part of the business world today because it shows employees how much their time and effort are valued by their employer. It is such a valuable aspect of doing business that companies really cannot afford not to perform employee recognition in one form or another. You do not have to spend a ton of money to get your point across, but you definitely cannot ignore employee recognition either.

Think Outside the Box

One of the best ways to perform employee recognition is by thinking outside the box. With this method, you might have to spend a little bit more money than any other methods, but it will be well worth it. Get to know your employees inside and out so that when it comes time to reward someone, you know how to impress them. Learn who their favorite band is or favorite sports team and find a way to get the employee two tickets to a concert or game to show them how much you appreciate their hard work.

Reward Extra Time Off

Since a major discussion these days is work-life balance, why not consider rewarding extra time off for employees who have earned it? Employees don’t want to spend every waking minute sitting in the office. They want to enjoy life with family and friends as much as possible. Give an employee who performs well an extra day off or the ability to work from home at their choosing for a month.

Offer Opportunities for Growth

If you really want to show an employee how much they are valued, provide them with opportunities for growth within the company. This includes reimbursing them for a training session they attended, a conference they took part in or a seminar they visited. You can also assign them more high-profile projects to work on if their previous project work was exemplary. All of these methods will give the employee the recognition they deserve.

Day Out on the Town

Small businesses can do this more than large businesses since they have a smaller group of employees. If your team recently completed a major project or hit a milestone, consider going out as a group at the expense of the company. Go see a movie, attend a ballgame or even go shopping at the outlets together.

Employee recognition is not something to ignore. Your employees put in a ton of time each week and should be rewarded for a job well done.

 

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There’s No Guarantee You’ll Get the Job — But This Will Help!

HMG Success on October 7, 2026

There's-No-Guarantee-Youll-Get-the-Job-But-This-Will-Help

 

Have you gone weeks and even months without so much as a response to the hundreds of applications you’ve been submitting to employers? Unfortunately, just as in life, there are no guarantees with getting a job. However, there are some factors that can put you ahead of the game in terms of landing work sooner. The smart job seeker goes after jobs like a savvy marketer, using every opportunity to pitch their worth to the organization. When you approach your job search in this way, it can certainly help you get a job offer. Here’s how to go about it.

Make a strong pitch from the start.

You’ve only got mere seconds from the moment a hiring manager looks at your resume. Take a look at yours. Does it “wow” you? If not, it’s probably not doing a good job impressing any hiring managers either. Take the time to boost the top half of your resume (above the fold) and include power words that speak to your true value. Look at the company website and the job listings for ideas. Use bold headings for your name and contact information, and include a web link to your portfolio.

Get your applications to stand out.

A job application can be a dull and tedious process, but it doesn’t have to land at the bottom of the pile. Use the additional space for comments and other information for writing an outstanding cover letter, sharing more details about your abilities, or inviting the hiring manager to connect with you. This often grabs the attention of the recruitment team faster. You will also want to update your online applications weekly as most applicant tracking systems list people by the date they are active in the system.

Prove to hiring managers you are a good investment.

Your goal as a candidate is to make sure that any hiring managers and recruitment professionals you meet understand and can see your value in a matter of minutes. How can you do this? Take the time to share your skills and how they are relevant to the job, but go a step further. Dig into the corporate goals and find a direct link between your skills and the direction the company is going. Check for any recent press that indicates what the company is focused on.

If you use the above tips, you’ll soon be getting a job offer and being able to prove your worth to the company.

 

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Where Are All the Temps Going? How to Make a Hiring Plan After Peak Season

HMG Success on October 7, 2026

Where Are All the Temps Going

 

 

 

As the busy season comes to a close, seasonal and temporary employees may be leaving to head back to college or to take other permanent jobs. This can reduce your staff dramatically, which can take a toll on the business and the employees who are left behind. How can you design a hiring plan after the peak season that supports year-round growth and new opportunities to bring on at least a portion of your temps? Here are some helpful tips to accomplish this.

1. Communicate with your temp agency in advance of your hiring goals

The sooner you can let your temporary agency know you intend to hire some of your seasonal workers on permanently, the better. This helps the temp agency screen all employees to find out if they are looking for something for now or for the long term.

2. Provide rewarding projects that challenge seasonal workers

One of the ways to identify employees who may be suitable for long-term hiring needs is to assign tasks and projects that challenge them. This often brings out the leaders in each group of temps, who may be looking for better work opportunities in the future.

3. Understand the skill and knowledge gaps you have

Your seasonal employees may possess the right skills and knowledge that you need to plan your staffing after the peak season passes by. Conduct a thorough analysis of the present skills of your team to find out where there are gaps. Then offer employment opportunities to your seasonal workers who have the right skills to close these gaps.

4. Offer to rehire seasonal workers for next year

You can plan your hiring by offering to rehire the seasonal workers who perform well and who express an interest in coming back again next year. Consider that some of your seasonal workers will be college students who will be looking for careers once they graduate. The sooner you can get them to commit to coming back, the better for your business.

5. Give seasonal workers an incentive to stay employed

If you want to hire at least a portion of your seasonal workers who have done well, you can also offer a sign-on bonus for those who accept permanent placement with your company. Try offering some employment perks too, like benefits and a new office environment to work in.

Use the above tips to help retain your best seasonal workers and boost your company growth as part of a smart recruitment plan. You can secure top seasonal and temp workers from Advance Staffing Solutions.

 

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The Secret Key to Employee Development

HMG Success on October 7, 2026

The Secret Key to Employee Development

 

 

Employee development is an important part of a business being successful, and it is also a hot topic right now. Companies are constantly looking for new ways to develop their employees into leaders, so they can promote them to management positions. Having employees who can move up the corporate ladder at the same company is a major goal of companies today. There is a secret key to employee development that can help almost any company solve this problem.

Change the Employee Performance Review

A common way to improve employee development at your company is to change the employee performance review. You do not have to change the review entirely, but it should be edited or altered in a way that the review is not just about evaluating the employee.

Even though most of a performance review involves discussing what the employee did wrong, or needs to improve upon, it also includes discussing what the employee did correctly. During the part of the evaluation where you discuss the positive aspects of the employee’s performance, be sure to talk about how they can develop within your company.

What’s In It for the Employee?

If you are considering changing the employee performance review, you must ask this question: What’s in it for the employee? Based on the job the employee has now, the track they can take within your organization, and how much experience they have, you can now determine the best method of development for the employee.

Tell employees during their review that the company is dedicated to their development and will help them develop in their career. Have a plan ready to discuss, because the employee is going to want to know what’s in it for them. The employee will want to learn something right now that they will be able to keep with them and use the rest of their career.

Find Out What the Employee Wants

Another option you have during the performance review is to find out what the employee wants. Maybe they have been thinking about career development and have an idea, but have not spoken up about it yet. If this is the case, the employee will be able to discuss their development idea with management or HR during the performance review. It is quite possible that the idea the employee has is right in line with the plan the company wants to implement.

In order to better develop your employees, think about changing the performance review to include discussions about development with each employee. Outline goals during the discussion and make sure employees know they are valued.

 

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Making Temporary Employees Feel Welcome in Your Workplace

HMG Success on October 7, 2026

Making-Temporary-Employees-Welcome-in-Your-Workplace

 

Why do many temporary employees feel awkward and unwanted on the job? Temporary employees generally don’t receive the same attention that permanent hires get, because they are here one day, gone the next. Managers and employees view them as, well, temporary — so no one takes the time to welcome them to the company. Many temps arrive on their first day and get little more than a second glance from other employees.

The problem with this is that the company is losing out on the productivity and performance that a temporary employee can provide if they are made to feel welcome. Investing in an onboarding process for temps is important to the success of an organization. In fact, a temp could become your next great hire so making a positive impression on them from day-one is good for your business.

Here are some ways to make temp employees feel more welcome and valued in your workplace.

  1. Host a temporary orientation session
    Just because someone may be only working for a short period of time for your organization, it’s not OK to skimp on a formal orientation. On the first day of contract work, greet the temp at the front door, show them around the workplace, introduce them to a few key people, and then guide them to an orientation room. If you can group a few temps together, this is even better. Go over the company background, the temp assignment requirements and any special company rules and guidelines.
  2. Assign a team mentor
    For each temp employee, you should assign a more-seasoned employee who can help support this transition into working for your company. This person will be a mentor and will be training the temp on the basic tasks of the assignment for the first few days. Then the mentor will check the temp’s work, give appropriate feedback, and report the progress to the immediate supervisor. Other employees can help this process too, by providing positive feedback and praise to the temp.
  3. Provide a welcoming work environment
    The work environment has as much to do with the temporary employee’s experience. Create a welcoming area for the temp between or near other friendly employees. Give the temp a clean and clutter-free workstation. Encourage the temp to decorate their work space as they like, to give it a personal touch. Provide a comfortable chair, good lighting, and an ergonomic work surface for completing tasks. Have all technology ready to use, company office supplies handy, and a special handbook waiting on their desk to welcome them to their new job.
  4. Offer the temp a free lunch on the first day
    Temps often feel strange about eating lunch on their first day on the job, so you can lessen their worries by offering a free catered lunch to your new worker. Breaking bread with your temps can also help to make others feel welcomed and comfortable. Make it a point to help the temp feel included in any group lunches or outings from here on out, too.
  5. Check in daily with each temporary employee
    To help the temp employee to feel welcomed and supported, touch base in person or by phone at least once a day near the end of the shift. Over time, decrease this to once a week and as needed. The temporary employee will be glad to report their work, ask questions, and get help if needed. This makes them feel welcomed and part of the company objectives.

Need help onboarding temps at your workplace? Let Advance Staffing Solutions do the hard work for you, and you can reap all the benefits of top-notch temporary employees!

 

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5 Ways To Find Hardworking Millennials

HMG Success on October 7, 2026

5-Ways-To-Find-Hardworking-Millennials

 

Millennials are overtaking the workforce as baby boomers continue to retire, which is why companies are trying to find new ways to land hardworking millennials. Some are incredibly easy to find because they work internships with a company before receiving an offer of employment. Others might not be so easy to find because they do not want to be found, or are not actively looking for a new job. Use these five tips for finding hardworking millennials.

 

Check Their Hunger for a Job

 

One of the best ways to find a hardworking millennial is to check their hunger for a job. There are millennials out there who accept an entry-level job and then walk away from it two weeks to one month later because they feel that they are above the work they are doing, simply because of where they went to school. In order to avoid this type of behavior and attitude, you must perform a hunger check. Tell the candidate up front that they will be doing entry-level work, and if the conversation ends, so be it. If it doesn’t, you might have someone hungry for the job.

 

Brutal Honesty During the Interview Works

 

The second method to finding hardworking millennials is to be brutally honest with the candidate during the job interview. Explain to the candidate exactly what the job entails, what you don’t want at your office and what you do expect at the office in terms of behavior and attitude. If the candidate is still sitting there at the end of your speech, they must really want the job.

 

Be Open to Shaking Things Up

 

There are companies out there that love employing millennial workers because they know how to handle them. They are open to shaking things up at work. There is nothing wrong with being a fair boss who is also tough on employees. It is one of the best ways to get strong work from employees. In some instances, you have to be like a tough parent with millennials in order for them to perform at the levels they are truly capable of.

 

Candidates Show Themselves in Interviews

 

Whether you know it or not, candidates will show their true selves during job interviews. Even if you think they are putting on an act simply to impress you and receive the offer, at some point they will show you who they truly are. If this is the case, and it scares or frightens you, do not hire that candidate. You will only live to regret the decision.

 

Help Millennials Advance

 

Do your best to help millennials advance when you find strong ones, even if it means they climb the corporate ladder at a different company. This will help your company build a strong reputation for taking care of employees, which will make it easier to recruit top talent in the future.

Try to use all five of these methods in order to bring in the best talent possible for your company. If you need more help finding and bringing talented millennials or other employees into your workplace, contact Advance Staffing Solutions today! 

 

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Your Perfect Hire is a Special Bond – How to Nurture It

HMG Success on October 7, 2026

Your-Perfect-Hire-is-a-Special-Bond----How-to-Nurture-It

 

It is not often that a company comes across a perfect hire, but when it does, it is important to nurture the relationship with that hire from the start. The company must build a bond, making it as strong as possible, so the employee stays with the company for the long haul. Nurturing the relationship with a perfect hire can be tricky, but it can be done.

Here, we will discuss three great ways for your company to nurture their relationship with a perfect hire.

1. Share Mutual Passions with the Employee

The old adage “opposites attract” really does not apply when a company is looking for the perfect hire. Companies rely on their employees having the same values and beliefs when it comes to business in order to succeed. When employees do not share the same views as the company, the culture and bottom line will suffer. Because of this, companies must look for employees who share like passions in order to turn them into perfect hires.

In terms of sharing like passions, two important ones are culture and the job opportunity. This can be determined during the job interview. If the candidate does not show enthusiasm for the job, they likely won’t change if hired. The same can be said for the office culture. If the candidate does not seem receptive to the company culture now, there’s a strong chance it will remain the same if hired.

2. Paint a Realistic Picture of the Company

The job interview is the first time you will present your company to a potential employee. It might make you a little nervous at first, but the more realistic a picture you paint, the more receptive the candidate will be to what you have to offer. As the interviewer, you cannot lie about the company or the job because eventually the truth will be set free. If you put on a front or lie, the candidate will likely decline your job offer and even warn others about applying in the future.

3. Seek the Whole Truth

Do your best to seek the truth when screening job candidates. This will help you down the road when cultivating relationships with any perfect hires. It is not uncommon for job seekers to tell tiny lies on their resumes or in their cover letters. You can check their honesty by looking into their social media profiles and other information found on the Internet. If none of it matches up, then you have an issue with honesty. If the candidate boasts how strong their communications skills are, and they submit a strong video resume, then you likely found a truthful candidate.

As you can see, it takes quite a bit to cultivate a relationship with a perfect hire, but the steps are well worth the positive outcome. By making this effort, your company will reap the rewards of a long and positive working relationship with your new hire and will get a good ROI from this.

 

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5 Sure-Fire Ways to Boost Workplace Morale

HMG Success on October 7, 2026

5 Sure-Fire Ways to Boost Workplace Morale

 

Low employee morale can be a big problem in many workplaces. This is because employee unhappiness stems from a variety of factors, from poor compensation and stressful work tasks to bad management. It only makes sense that when they are unhappy and disengaged from the work they do, employees tend to be less productive too – which hurts the bottom line.

How can managers help employees put that pep back in their work lives? Read on for five sure-fire ways to boost workplace morale (that really work).

Provide rewarding tasks and a comfortable environment

When the workplace is comfortable, employees are better able to perform their tasks and, thus, the mood improves. Replace stuffy meeting rooms with open collaborative spaces, great furniture, artwork, and good lighting. Assign work projects that honor the skills and abilities of your people.

Make it a pay-for-performance compensation strategy

If you want more motivated and inspired employees, then you need to provide wages and incentives that are based on performance metrics. Instead of setting pay at a certain level and expecting everyone to work hard for the same amount of money, set up bonus plans and other incentives to boost morale. Make sure performance goals are communicated, measureable, fair and attainable.

Celebrate successes at work and as a company

If a company cares about people, then they understand how much recognition can demonstrate this. When achievements and goals are met by individuals and by the entire company, make it known to everyone. Celebrate these moments as a company. Nothing raises morale more than appreciation.

Have great managers

Make sure all managers are well-trained to handle the challenges of their jobs. They must lead by example and bring out the best in their people, not the other way around. Bad managers need to be eliminated or retrained. Good managers need to be promoted.

Remember employees have lives too

Work life balance is a must in all workplaces. Too many companies expect employees to work hard all the time as if they were robots. But employees have a lot going on in their personal lives too. Give them generous paid time off, time to distress, and augment work teams with temps to handle bigger projects and seasonal peaks.

Follow the above five tips for better employee morale and greater productivity in the workplace.

 

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You’re Losing Top Talent Because…

HMG Success on October 7, 2026

Youre-Losing-Top-Talent-Because

 

A certain amount of employee turnover is to be expected, particularly in tough industries that chew up and spit out people on a regular basis. But, when turnover rates remain high or become unusually high; there’s a problem. As a human resource or recruitment professional engaged in the active pursuit of talent, the issue of losing top talent can become a frustrating and costly issue.

Asking yourself why you are losing top talent to the competition? Here’s some of the hidden reasons this may be happening.

Not offering the best possible compensation

The number one reason why employees leave companies, according to workforce surveys, is because they do not believe they are being paid fairly. To prevent the loss of your best talent, make sure that all job types are matched to current salary surveys for the skills, knowledge, and region they exist. Provide above-industry benefits and other perks of employment.

Did not use an onboarding process

Not having a formal onboarding process for new hires is a recipe for disaster. It sets employees up for failure, even months after they are working for your company, because they feel lost and have no clear direction. If you match employees up with more seasoned employees, after a brief onboarding week, your talent is less likely to slip through the cracks. The extra bonus is that they can be more productive sooner.

Forgot to prepare managers to do their jobs well

People often leave companies over conflicts with managers and team leaders. When this is the case, and they do not feel supported by a manager who is interested in their career success, the only alternative is to seek employment elsewhere. To prevent losing talent this way, provide career training for managers on a continual basis, and have an open-door policy for mediating any employee and management problems in a safe environment.

Neglected to provide promotional opportunities

Most working professionals want to move up the corporate ladder. If you want to keep good people, then it seems like a no-brainer to provide opportunities to be promoted into higher positions in the organization. Not doing this well? Then it’s probably in your best interest to start doing some succession planning efforts around the workplace.

The company mission statement is out of sync with the culture

Perhaps your employees are leaving because what they thought was a good match for their work style, based on your corporate culture, is really not the case? Take a good long look at what your mission statement and vision is about, then evaluate whether or not your corporate culture fits into this context. If not, it could be time to survey your employees to come up with better ways of communicating and promoting the work culture that fits the mission of your company.

 

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Is Your New Hire Your Next Superstar?

HMG Success on October 7, 2026

Is Your New Hire Your Next Superstar

It’s every hiring manager’s dream to place someone in a new job and then, weeks later, discover that he or she has star potential. When a new hire is driven to success early on, it means that they not only make themselves look good, but your company does too. High performance candidates can be hard to spot, and they are rare indeed, but the person sitting across from you at the interviewing table could be your next superstar employee. Here’s how to find out.

Know what a superstar employee is

The definition of a superstar employee is someone who provides an above average ROI once you bring them on board. Mitchell Harper co-founder of Big Commerce defines superstars as, “someone who will generate 5x the important performance indicator of a normal person. For example, a superstar engineer will crank out 5x as much quality code as a normal engineer.” In other words, a superstar consistently outperforms other employees and rises to the top of the team quickly.

Choose the candidate qualities you want

When hiring, its critical to understand what factors will make a candidate become a future rock star employee. Make a list of the top 5 characteristics of your top performance employees, then focus on this as you read through resumes, meet with candidates, and evaluate their skills and abilities. It’s not always a certain personality type, but it’s the desire to make a difference in the industry that sets these candidates apart from others.

Use an assessment to weed out the “talkers”

One way to cut through the chatter when trying to identify your best prospects in stellar candidates is to use candidate assessment tests. People generally will say and do just about anything to get a job, including stretching the truth about their experience and skills. Give candidates a chance to prove they have what it takes to be on top.

Look for a progressive career advancement

Highly-driven candidates are concerned with career advancement and their work histories will show this. Unless they’ve been laid off in the past, you will usually see a progression of personal and career growth, including ongoing learning activities and advancing areas of responsibility. Look for candidates who have a mind and heart for business, as the entrepreneurial spirit is a sign of a superstar candidate.

If you see these characteristics in your candidate, take the time to dig deeper to see if he or she may be a good fit for your company. Need help recruiting amazing candidates? Look to the support of Advance Staffing Solutions today.

 

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