Are You Empowering Your Staff? You Should Be!

HMG Success on December 9, 2016

Empowerment focuses on openly sharing information and power with employees. It is giving your team the opportunity to make decisions and solve problems without having to wait for direction from management. If employees are provided with the skills, resources, opportunity, motivation and authority to act, they will be more likely to contribute in meaningful ways while also experiencing increased job satisfaction.

While the concept of having a skilled, knowledgeable, and motivated team is easy to appreciate, many in management find it difficult to provide employees with authority to act within certain spheres. Even though keeping employees accountable is also a key factor in team empowerment, the idea of relinquishing any amount of control can be intimidating, especially if you work in a leadership position.

However, by failing to empower your employees in the right way, you are missing out on the benefits both you and they will receive. Before you shy away from giving your team more flexibility regarding how they manage their work, consider these key points.

Anyone Can Have Great Ideas

Your team was hired because they demonstrated the knowledge and aptitude required to perform the job they are assigned. That means they have the expertise necessary to consider options and problem solve in their area. By being open to hearing ideas from anyone working in the group, you may gain insight that otherwise would be missed.

Opportunities to Reprioritize

As a member of management, your responsibilities extend beyond the day-to-day operations of your section. By empowering your team to manage things within their realm, you can direct your attention to more important matters that genuinely require your attention.

A self-sufficient group also needs less direct management, which can also allow you to work strategically on the main objectives.

Positive Reputation

Part of your reputation as a manager is based on how your team feels about working for you. By empowering your team, you will be seen as a manager that helps their employees achieve success by giving them the opportunity to work in a way that suits them. This can make you appear much more attractive to work for than supervisors known for micromanaging, making it easier to attract top talent.

Improved Performance

Maintaining a positive reputation and a happy team environment gives you more opportunities for success. Not only will you be able to find and retain more top talent, but you will also be noticed by other members of your company or outside customers.

If your team feels empowered, they are more likely to remain engaged in their work. The company’s mission can feel more personal when they have a direct hand in outcomes. As their performance improves, you may find yourself with more opportunities to advance your career as well as increase the productivity of the business as a whole.

A More Enjoyable Work Environment

Working with team members who are happy, empowered and motivated automatically makes the workplace a more pleasant place to be. Since many people spend more time with those they work with than their own families, maintaining a positive environment can reap significant dividends.

If you are looking for a new team member or want more information about empowering your employees, the professionals at Advance Staffing Solutions have the knowledge you need. Contact us today and see what Advance Staffing Solutions can do for your business.

Why You Should Encourage Employees to Use Their Vacation Days

HMG Success on November 28, 2016

It is estimated that employees in the United States typically fail to take approximately 429 million paid vacation days on a yearly basis. Sometimes, employees hesitate to spend time away because they are concerned what will happen in their absence. They may fear the office will fall behind (or apart) without them there, or that it will suddenly become apparent that they aren’t truly needed. Others just dread the idea of coming back to a pile of work to do after taking a week to relax or think they need to save their time off for an emergency.

But taking time off to relax and rejuvenate is incredibly beneficial, to both the employee and the business for which they work. If you want to understand these benefits to help encourage employees to take time off, then consider the following points.

Benefits for the Employee

Taking time off on a regular basis provides the employee with a variety of mental and physical health benefits. It allows them to get away from a source of stress in their lives and focus on other things. When the employee returns, they can be better equipped to learn new information or skills, more efficient at problem-solving, and allows the brain to recharge more fully. It can relieve symptoms of depression, improve sleep, and inspire them to be more creative.

There is also evidence that employees who take regular vacations may live longer than their workaholic counterparts. It can also lower the risk of disease and may be beneficial to heart health.

Benefits for the Company

When an employee takes regular vacation time, the company gets all of the benefits of the employees increased performance. The employee may be more productive on the job and feel increased motivation to work. Having employees feel present and engaged on the job can lead to significant positive changes in productivity levels, which can benefit the company’s bottom line while making for a more pleasant work atmosphere.

Encouraging Employees to Take Time Off

It isn’t always easy to determine the best way to encourage employees to use their vacation days, but there are a few strategies that are easy to integrate into more workplaces. The first step is to make sure you take your vacation days, and that you do so openly. This allows you to lead by example and helps employees for more confident about choosing to use their time off.

Another key is making sure every position has some redundancy. Cross-train employees to manage each other’s positions, or at least the critical functions, so that everyone can take time off without the workplace screeching to a halt. Similarly, make sure that the workload is as reasonably distributed as possible to help employees feel less like there is simply too much work for them to take time off.

Finally, remind them that happier employees are often more motivated and more productive. This means that while, yes, some work may pile up while they are away, they may also be better equipped to manage it upon their return.

If there is truly a workload issue, maybe a temporary employee is the perfect solution. They can help make up for an employee’s absence, allowing your permanent employee to fully enjoy their time off. If you would like assistance finding an excellent candidate, contact Advance Staffing Solutions today.

When to Bid Farewell to a Flakey Job Seeker

HMG Success on November 25, 2016

More often than not, a job seeker will be accommodating and appreciative of your taking time to meet with them, even if they do not end up with the position. However, there are times when a candidate becomes a problem. While unexpected things happen to us all, if it seems that all of the unanticipated issues are happening to one applicant, or they are showing other signs of being disrespectful to the process, it may be time to remove them from contention.

Here are some signs that it is time to say goodbye to a flaky job seeker and move forward without them.

Issues Making Contact

Not every candidate will be able to pick up the phone when you call or answer an email within the first five minutes of receiving it. However, applicants should be getting back to you in a reasonable amount of time. While most candidates will return contact as quickly as they can, often the same day, others may seem to be MIA.

Hiring is a multi-day process, so top candidates will need to be reached at different points throughout the process. If your emails repeatedly go unanswered, your phone calls all go to voicemail (and you have already left more than one message), or their phone doesn’t have service at the time, there is only so much you can do.

If an applicant seems to be unreachable, there is no need to overextend your efforts. For example, if you leave a message on Monday (and Wednesday) to schedule an interview for Friday, and they don’t return your call until late Friday, you are not obligated to squeeze them in at another time.

Failure to Meet as Scheduled

Candidates who do not arrive for their scheduled interview, or do not call at a designated time to which you both agreed, you do not have to give them another opportunity. While the occasional emergency may require any candidate to reschedule at the last minute, failure to make any contact to explain the situation before the scheduled time is not a great sign.

Similarly, if the candidate waits to the last minute to reschedule, and does so more than once, feel free to remove them from the process.

Lack of Flexibility

While the applicant’s schedule may not be wide open, that doesn’t mean you need to adjust your schedule to them. If they are actively interested in securing a new position, they will make reasonable efforts to conform to your schedule. Granted, there may be extenuating circumstances that prevent a particular time for being workable, but if you offer multiple times and none of them will work, you do not have to make changes to suit them.

This is particularly the case if they are requesting you meet with them after traditional business hours. Even if they have current employment, they should be able to make arrangements to attend something as important as an interview. If they aren’t prepared to do that, they may not be a great fit for your organization.

If you are looking for your next job candidate, let the professionals at Advance Staffing Solutions help remove the flakey applicants from the equation for you. That way, you can spend time managing things that matter. Contact Advance Staffing Solutions today.

How to Improve Productivity Among Middle Managers

HMG Success on November 11, 2016

Improved productivity throughout the management structure is a goal for many organizations. While a significant amount of information tends to focus on the needs of employees, it can be challenging to find tips for improving the productivity of middle managers. With that in mind, here are some tips that will help those who bridge the gap between frontline employees and upper management succeed in their unique space.

Trust and Honesty

Building trust between employees, regardless of their position within the organization, is always important. Middle managers require honesty from upper management to help coordinate their teams and ensure they are focused on the correct goals. When upper management is open about the current state of the business and any associated expectations, middle managers will feel better prepared to succeed in their work. It also avoids any sense of secrecy from those at the top and helps middle managers feel as though their contribution is valued.

Consistent Feedback

By keeping communication open, you enable your middle managers to be more effective. Keep them apprised of changing goals and priorities, as well as provide feedback on completed tasks. This helps remove the mystery as to how upper management feels about their work and the work of their team. It also provides them with valuable input that can be shared with those they supervise. It creates a cascading effect and can provide productivity benefits at every organizational level.

Make sure that any criticism is constructive and don’t neglect to highlight accomplishments. The idea is to help mold middle managers into more effective employees and leaders. Since their job involves a bit of both, presenting information in the proper way helps middle managers address their direct reports in a way that promotes better outcomes. This can help their morale stay high. They will feel more confident in their work and can help them become more effective leaders.

Reward Throughout Projects

Most reward-based systems focus on the end of the project. Often, there are multiple stages that must be completed to consider the entire project a success. Instead of simply focusing on the result, consider connecting important tasks and milestone to desirable activities.

Projects have some degree of drudgery to them regardless of the purpose. By integrating something enticing into the mix, you can combine the less desirable tasks with more enjoyable ones through a tactic called temptation building. Since the activity that is perceived as enjoyable is connected to one that is less so, it can help you limit the need for pure willpower to get through difficult challenges.

A simple example of temptation building is allowing yourself to enjoy your favorite music while doing a tedious task, like cleaning. While the example is not directly applicable to the business world, it does convey the general principle. Allow them to team an enjoyable task, even if it doesn’t expressly forward any goal, to a job duty that needs to be completed. By allowing them to work together, the job duty is more enjoyable by association.

Looking for More Productivity Tips

If you are looking for more information about how to increase the productivity of your teams, or are looking for someone to fill a middle management position, Advance Staffing Solutions is available to assist. Contact Advance Staffing Solutions today for a more productive tomorrow.

Improve Your Technical Employees Satisfaction! Use These Tips

HMG Success on October 21, 2016

It is well known that happy employees are better for a company’s bottom line. Employees represent the company in public and are more productive when they are actually working. During the height of the recent recession, many employees understood when company’s had to tighten their belts, and they made a number of sacrifices. Now that the economy is recovering, employees have begun looking for the benefits they once had.

Hiring in the technical sector has become highly competitive. This means it will take more effort to keep your top performing technical employees around. To increase their job satisfaction, consider the following tips.

Reevaluate Your Benefits Package

When the recession hit, many companies stripped down their benefits packages to help make ends meet. Now that things are stabilizing, it is time to see how your benefits package compares to the competition. If employee contributions for health insurance were raised during tough times, see if they can be lowered now. This includes the introduction of high-deductible plans as well as the cost of monthly premiums. Bring health insurance costs down is always well received.

Similarly, retirement packages need to be examined. Now may be the time to increase the company match for a 401(k), or look into providing employees with stock options with the company. If retirement adjustments can’t be made, promote a healthier work/life balance with additional paid time off.

Increase Flexibility

Allowing employees to assert some level of control over their lives will increase their overall job satisfaction. Whether this involves creating alternate or flexible work schedules, or the ability to work remotely, providing options on how work can be accomplished will help employees better manage the demands of their work and life. Every employee has different scheduling needs. By promoting a method for working with these difference, and not forcing every employee into the same schedule, can provide relief to a variety of stress points.

Keep the Lines of Communication Open

Many businesses blindsided employees during the last recession. Those working in the trenches often didn’t know the full extent of the trouble their company was in until people were being shown the door. With those memories still very clear in the minds of anyone working during that time, being open and transparent with employees can go a long way. This means telling them to good and the bad, regardless of what it may be. Informed employees may be more likely to rally behind a company that treats them well, and is open about the current situation, allowing them to work towards solving your problem by your side.

Provide Opportunities for Growth and Advancement

Your best technical employees will relish the chance to learn new systems and advance their knowledge. Many top performers want to be able to keep growing within their field. By providing built-in mechanisms to support that idea, you can keep the more talented interested.

Consider creating a training budget to help employees explore new technologies. You can also create a mentorship or cross-training plan for internal development. If you want to promote furthering their educations, consider tuition reimbursement programs.

Want More Ways to Keep Employees Satisfied?

If you are looking for more ways to increase employee satisfaction, the professionals at Advance Staffing Solutions have the knowledge and expertise to help you develop a new plan. Contact Advance Staffing Solutions today!

Does Your Workplace Make Itself Transparent?

HMG Success on October 3, 2016

We live in a world that revolves around information. People expect to be able to look up what they want to know, when they want to know it, regardless of what it is. Your employees are no different. They want to understand the company’s mission, and how their work fits in. They want to be in the loop when changes are on the horizon.

If you want to cultivate a more transparent workplace, consider the following key areas.

Be Open and Honest

While you can’t keep everyone apprised of everything, make sure you are transparent about important changes that are on the horizon. And when you talk about recent developments, make sure, to be honest, and clear. If there is bad news, be forward about it. Trying to downplay a serious situation may be seen as disrespectful, or that there is something worth hiding. Openness and honesty are signs of respect and may encourage employees to rally behind a cause instead of letting their imaginations run wild.

Let Them Be Honest with You

Conversations are a two-way street. You employees should never feel that they cannot express an opinion on a matter that is important to them. That doesn’t mean you have to take every suggestion and run with it. Simply, it means you should make an effort to hear out their concerns and ideas. If something will not work in the current environment, don’t just turn them away. Offer information to help them understand what barriers are in place, and if those barriers are within your power to move.

An open dialogue will help employees feel more comfortable, and can lead to wonderful developments and innovations. It also shows that you value their input, and respect what they have to say. If regular conversations are not an option, as can be the case with upper management, consider creating an online forum where employees can ask questions, voice concerns, share accomplishments, and list ideas. This will keep you up-to-date on what is happening in the trenches, and gives everyone an opportunity to express themselves when time allows. Further, management can craft answers carefully, making sure that all relevant information is included in a clear and concise manner.

Embrace Remote Employees

If your business hires remote employees, make an added effort to keep them connected with the team at the office. It is easy to forget remote employees since they are not physically present in the office. This can make it challenging for them to feel as though they are part of the team. This only gets worse if they are left out of the loop, even accidentally, as certain changes you saw coming may blindside them.

Make Expectations Clear

Employees will feel more secure in their work if they understand what is expected. This includes quality standards and deadlines, as well as communication and updates. Make sure your employees know what you want, and when you want it. That way, they have a clear goal to focus on, instead of an ambiguous assignment without specific guidance.

Want More Information About How to Increase Transparency in Your Organization?

Here at Advance Staffing Solutions, we have the experience and knowledge necessary to help you create a more transparent workplace. Contact us today.

It’s a Candidate Market – Speed Up Your Hiring Process to Hire the Best Ones!

HMG Success on September 26, 2016

Hiring processes have lengthened over time. Many businesses have expanded their requirements to include more than a simple interview. Some have introduced group interviews, candidate presentations, multiple interview rounds, skills testing, and various skills or personality tests. As of 2015, the length of the average interview process was estimated at over 22 days.

If you think your lengthy hiring processes may be costing you, you could be right. With unemployment generally falling and the current candidate market, you can’t afford to wait, and here’s why.

The Best Candidates Don’t Wait Around

While shifts to a more thorough process may seem to make sense from a business perspective, these longer wait times can mean missing out on your ideal candidate. Those with the most talent likely have multiple opportunities in the works, and being late to the game, or dragging your proverbial feet, can mean that candidate won’t be there when the decision has finally been made.

You May Have to Offer Higher Pay

If the candidate is still there, it may cost you more to get them onboard if they are currently considering other offers. This can result in a bidding war, putting the candidate in the best negotiating position, and forcing two, potential rival, businesses to have to up the ante to keep the candidate interested.

Lengthy Hiring Processes Cost More Money

Not only do lengthy hiring processes require more time and energy, and could result in a bidding war, there are other costs in play as well. The longer the position remains vacant, the longer your business is operating without a person in a key position. If the position is in sales, then the effects may be very easy to see. For other positions, other staff members are having to work harder, or shift their priorities, to make up for the work that would traditionally be completed by another employee. If remaining employees are pushed too hard for too long, there may be damaging effects to morale and overall performance.

How to Speed Up Your Hiring Process

You do not have to sacrifice quality in order to speed up your hiring process. Begin by creating clear job requirements for the official posting. Focus on those requirements which are more concrete in nature, such as specific software experience, to help quickly remove any candidates who will not make the cut. Contact any other stakeholders in the business in advance to set aside interview times and dates before candidates are even reviewed. Avoid scheduling unnecessary interviews with candidates you know will not be suitable in order to fulfill some imaginary minimum.

Once you identify the ideal candidate, contact references and perform any background information quickly. If it is permitted, inform your prime candidate that they are currently on top and that certain formalities are the only items pending. Get a contract or formal offer ready, so it can be presented as soon as all required checks are complete.

Consider Outside Support

If your hiring process is still too lengthy, consider working with a staffing firm to help speed up your process, such as the professional at Advance Staffing Solutions. Not only can they perform prescreening duties on potential candidates, they can also speak with references and run other checks before referring the candidate to the position. This means, as soon as the right candidate comes along, you can make an offer immediately.

Contact Advance Staffing Solutions today and get your hiring process moving through the candidate market!

Follow These Tips to Set Temp Employees Up For Success

HMG Success 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

HMG Success 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.

Will you help us Race for the Cure, in memory of Lisa Greene?

HMG Success on August 26, 2016

Our team is comprised of co-workers, family, and friends of Lisa Greene. We decided to participate in the race last year after Lisa was diagnosed with breast cancer in the fall of 2014. To our surprise, Lisa agreed (she never sought the spotlight) and she was looking forward to being involved because it was a chance to do something proactive with those closest to her. Sadly we lost Lisa in February of 2015 but decided to press on with the race (Lisa would never have let us quit anyway). As a testament to the lives she touched we won an award last year for the largest first-time team! So once again we’ll walk or run, laugh and cry and keep on fighting for those who can’t. Lisa wouldn’t have it any other way.

To join our team or donate, https://runsignup.com/RaceGroups/33976/Groups/268701

If you would like to purchase a T-shirt, please email patti@advancestaffingsolutions.com.

Why Your Workforce Needs More Diversity – And How It Helps Your Bottom Line!

HMG Success on August 22, 2016

Diversity in the workplace is often lauded, seen as a necessity for business success, but many hiring managers neglect to look into why diversity matters.

Understanding Diversity

The term diversity is used to reference the differences between individuals, as well as how those differences are perceived. Whether in regards to race, gender, age, or other factors, diversity is seen as a way to promote inclusion within an environment. Not only can diverse hiring practices improve a company’s image, it also brings with it certain benefits.

Focus on Talent

By being open to diversity, you can better align your business with talent. The most qualified or effective employee may come from any walk of life. Understanding that knowledge and skill can exist within any applicant, regardless of their background, opens your company up to additional hiring opportunities.

Diverse candidates may also bring additional benefits that were not initially sought during the hiring process. For example, certain employees may be bilingual which can be a benefit when a company’s customer base is wide. Additionally, they may have connections to communities that were previously disconnected from your business, bringing new opportunities for expansion within the market sector.

Promote Creativity

A diverse workforce may be more creative overall. Along with different backgrounds comes different life experiences and perspectives. Each member of the team has something unique to offer which can result in previously undiscovered ideas coming to the table. Coupling diversity with a sense of inclusion allows those who have ideas to contribute freely and may lead to an increased level of innovation.

Increased Globalization

As the world becomes a more interconnected place, those with a diverse workforce may be more adept at adjusting techniques to fit the needs to a wider customer base. This could apply to businesses looking to participate in an international marketplace, as well as those with a wide range of clientele in their home area.

Learning Opportunities

Those with different experiences have the opportunity to learn for one another in a way that may not be possible in more academic pursuits. Older workers may be able to provide knowledge, cultivated over years, to those just entering the field while younger workers may bring knowledge of the latest industry techniques and a fresh point of view.

Employees can benefit from understanding the unique strengths each person brings to the table, as well as how to balance out weaknesses.

Advance Staffing Solutions understands the value of diversity. With over 25 years of experience in the staffing industry, let the professionals at Advance Staffing Solutions help you find the employees your workplace has been missing. Contact Advance Staffing Solutions today!

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

HMG Success 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!