HR & Management Tips - The Advance Group

How Can Hiring Temp Workers Improve Your Workplace?

HMG Success on August 8, 2016

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

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

No matter the reason, the answer is the same.

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

Temps Have Competitive Skills

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

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

No HR Burden

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

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

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

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

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

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

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

Hiring Remote Employees? Don’t Forget to Ask Them These 5 Questions!

HMG Success on August 5, 2016

While most interview questions remain the same from position to position, there are unique conditions that apply to applicants for remote employees. In order to better assess the candidate’s ability to successfully work as a remote employee, be sure to cover these five questions before you make a hiring decision.

“Can we discuss the position over a video conference?”

When hiring for a remote position, it may be helpful to complete the interview face-to-face, especially if attending video conferences will be a requirement for the position. Not only will this give you an opportunity to interact with a candidate in a more natural way, it will also provide insight into their workspace, communication style and basic technical ability.

“Can you describe your work environment?”

This functions as an opener to assess whether remote employees are properly setup to accomplish the tasks necessary to work successfully. For example, if the remote employee is going to be responsible for a large volume of calls, it may be necessary that they have a dedicated home office that prevents extraneous noise from coming through on the call.

It also gives you the opportunity to find out other pertinent information, such as the speed of their internet connection, current access to required software, and if they have a dedicated phone line.

“If a technical issue arises, how would you go about addressing it?”

Since a remote employee will be responsible for troubleshooting equipment and network connectivity, understanding how they would approach these tasks is critical. While high-level technical ability is not always necessary, being capable of handling common issues is imperative to their success. If there are no technical support resources offered through your company, or if the remote worker will be performing the majority of their duties outside of traditional support hours, this is even more imperative.

“How do you plan on arranging your day to meet the requirements of the job?”

While not all remote employees will need to clock in and out as specific times, it is important to understand the timeframe in which the candidate intends to perform their assignments. This allows you to evaluate their availability, ensuring it includes times when they need to be available for contact. Additionally, it provides insights into other obligations they may also need to meet that could cause conflict.

While someone responsible for compiling a report may be able to complete the work at any time, it may not be efficient if you cannot reach them during core business hours to communicate changes. Not only can this cause frustration for you, it can lead to wasted time and money if the employee continues working with the wrong priorities or inaccurate information.

“Have you ever worked remotely for another company?”
This question allows you to find out if they have served a similar function under similar circumstances. While previous experience working remotely may not be required, it can provide insights into how they have previously prioritized work and handled deadlines when not under direct supervision.

It also allows for follow-up questions to determine if they are currently working remotely for another company, and, if so, whether they intend to stay with that company as well. While holding two positions is not inherently wrong, conflicting priorities between multiple employers may arise.

Would you like more information?

If you are looking for insights into remote hiring, or assistance locating your next employee, the experts at Advance Staffing Solutions offer free advice to clients and candidates. Reach out today!

Not Finding Top Talent? We Might Know Why!

HMG Success on July 28, 2016

Finding top talent these days can be like finding a needle in a haystack. There are thousands of new college graduates each year flooding the job market, but how do you know which ones are at the top? It can be difficult to separate the best from the middle of the pack. Even though it is hard to find top talent, you might be hurting yourself without even knowing it. Take a look at the ways some companies hurt themselves when it comes to finding top talent.

Failure to Be Transparent

If your company is not being as transparent as possible with candidates, then you might be sending top talent running for the hills. Transparency is very important to top talent these days. They want to know where they stand in the job search and what it is the company has to offer. Along with transparency, candidates do not want to be strung along with no hopes of attaining the job. Let the candidate go early in the process if they are not your choice.

Candidates Want to Ask Questions

The interview process has changed over the years as candidates want to be able to ask questions of employers. No longer do candidates sit in a room and answer question after question from the interviewer. Today’s candidates want a two-way street when it comes to information. And, when they ask the questions, they want honest answers in return.

Add Technology

Today’s candidates love technology. A large portion of them are millennials who grew up with it. Include technology in your hiring process. Conduct a video interview with top talent in order to show them how your company uses technology. It also tells the candidate that their time is valuable, since they don’t have to spend hours out of their day traveling to and from your office.

Invest in Employees

Companies should have no trouble landing top talent if they show an investment in them. By investment, we mean the hiring process is not arduous or repetitive. The candidate does not have to sit through five rounds of interviews to only find out they didn’t get the job. Make the process as pain-free as possible to show the candidate how much their time means to you.

Having trouble finding top talent? You might be hurting yourself with the way things are done during the interview process. If you can fix some of the problems outlined in this post, the top talent should find your company easily in the future. Contact Advance Staffing Solutions to find top talent in Ohio and Michigan, or browse our Talent Showcase to find your perfect employee today!

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

HMG Success on July 22, 2016

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

Reduction in Micromanagement

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

Better Locus of Control

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

Handle Problems Better

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

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

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

The Real Reason Your Best Salespeople Are Leaving

HMG Success on July 15, 2016

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

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

Few or No Growth Opportunities Offered

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

Selfishness Reared Its Ugly Head

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

You Take Up Too Much Time

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

You Ignore Autonomy

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

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

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

Not Sure You Should Partner with a Staffing Firm? Read This!

HMG Success on June 30, 2016

As a Michigan-area company that’s always mindful of personnel costs, it’s natural to want to weigh the options before choosing to work with a staffing firm. The responsible thing to do is to check out all of your options before you decide to go this route. In this way, you can make the best decision for your organization.

There are many benefits to working with a temporary staffing agency. These are unique perks that can only be found when you partner with the right staffing agency that’s familiar with your industry and your requirements. Here is a rundown of some of the reasons why you should partner with a staffing agency.

Access to a Larger Pool of Pre-Screened Candidates

When you work with a staffing agency, you will have automatic access to large pool of candidates who have already been screened carefully by the staffing agents. The staffing agency handles all the upfront details of recruitment, such as skills assessments, background checks, and verification of employment history. This means you have no worries about candidate shortages because there are already people ready to start working immediately on your special project, or to replace a departing employee.

Proactive and Strategic Workforce Planning

It can be easy to get into a pattern of hiring people to replace those leaving the company, in a vicious cycle that continues over and over. But this is not very strategic. When you work with a staffing agency, you will be able to develop a succession plan that will enable you to strategically hire the right people for positions that you are creating as your company grows. You’ll also be able to seek out support for special projects and seasonal peaks in your business. Temporary staffing is a much more flexible and adaptable model for any business.

Cost Efficiency

Managing a busy workforce requires a large amount of capital, much of which is spent during recruitment processes. When you work with a temporary staffing agency in your area, you can be sure that all upfront cost are absorbed by the agency. This includes all the administrative expenses of interviewing candidates, running job ads, verifying employment history and references, drug abuse screens, criminal background checks, and more. These costs are spread out in the contract for several months, which means your company can maintain an affordable staffing budget.

If you are still on the fence about partnering with a staffing agency in MI, why not give us a call and learn more about this opportunity?

New to Interviewing? Here Are the Best (and Worst) Questions to Ask

HMG Success on June 21, 2016

There certainly is a method for interviewing, and the best hiring managers have this skill worked out. But, then there are situations that can stump even the most seasoned recruitment pros. The quality of each interview question usually determines the quality of each candidate.

If you are still new to interviewing candidates, here are some of the best interview questions to ask and the worst interview questions to avoid.

Don’t ask: Where do you see yourself in five years?

This is one of the most commonly used interview questions that does nothing but pry too much into a candidate’s professional (and personal) goals. No one knows where their career will be in five years in this job market.

Instead ask: Do you see yourself working here one year from now and if so, what does that look like?

Don’t ask: Are there any responsibilities that may keep you from being productive?

This is just on the border of being intrusive for several reasons. First, it makes the candidate uncomfortable to be asked this. Second, the candidate may feel obligated to reveal certain protected information about their parental state, if they are working another job, if they are going to school, or if they are caring for aging parents, and more.

Instead ask: How do you best manage your time?

Don’t ask: What is your favorite…anything?

This is one of the most ridiculous interview questions that has ever been asked in the history of interviews. It has nothing at all to do with a candidate’s ability to do the job well. It’s too personal and actually embarrassing for many to answer.

Instead ask: What is your favorite part of the workday?

Don’t ask: You have an interesting name/accent – where are you from?

This innocent-seeming question is a big no-no in a job interview. It is against the law to inquire about a candidate’s ethnic background or country of origin. You may think it’s important to know where a person is from, but in a job interview it’s none of your business. Don’t ask this ever.

Instead ask: How do you like this area?

Remember to review equal employment law guidelines before interviewing anyone for a job. If you are rusty with job interviews, it can be better to let a staffing agency handle this part of the process or give you a refresher on what to say and what not to say to help you stay out of hot water.

Let Advance Staffing Solutions take the hard work of interviewing and sourcing candidates off your shoulders! Contact us today.

Facing a Talent Shortage? Here’s How to Improve Your Recruiting Strategy

HMG Success on June 7, 2016

One would think with all the latest technology that recruitment as a whole is more efficient. However, it is a candidate-driven market currently and therefore, the recruitment process has actually gotten longer. A recent Forbes report issued by Glassdoor.com estimated that the average length of an interview has actually doubled in the last five years, going from 12.6 days to 22.9 days. At the same time, top candidates are only on the market an average of about 10 days. This makes it a big challenge for most recruiters.

One of the reasons that recruitment has slowed down is because employers are now demanding more assessments and interviews before they even consider candidates for entry-level employment. New screening methods such as group interviews, personality tests, security screens, skills assessments, and advanced background and drug tests all tend to drag out the hiring timeline. Companies are more careful about the people they hire because it is a large investment.

However, it is possible to speed up the hiring process so that you can go after the best candidates before another competitor gets them. Consider the following tips to improve your recruiting strategy.

Candidates who are in high demand will probably be interviewing with several companies at once. You’ll want to make your compensation package and corporate culture very attractive in order to capture their attention.

Develop a reputation for being efficient in your hiring practices. When candidates know that if they deal with your company, they can expect to hear back quickly and your job recruitment process is responsive to their needs, they’re more apt to stay loyal to your company until a job offer is made.

Make the application process simple. Consider the use of mobile apps in your recruitment practices to quickly gather the information of your candidates and respond to them in kind. Think about candidates who may be remote to your company as well, and use video technology to handle the initial screening interview.

Let a staffing agency handle all the upfront details of a hiring process. Staffing agencies are very efficient when it comes to screening and evaluating candidates for employment opportunities. In fact, they probably already have candidates ready to go by the time you call the office.

By speeding up your recruitment processes, there’s a good chance that you will be able to acquire the talent that your company needs to be successful. Partner with Advance Staffing Solutions to improve your recruiting strategy today.

How to Create a “Performance Improvement Plan”

HMG Success on May 27, 2016

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

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

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

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

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

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

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

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

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

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

Are You Missing a Mobile Recruitment Strategy?

HMG Success on May 13, 2016

Does your company have a mobile recruitment strategy in place? Perhaps it should. A recent workforce survey conducted by IBM Smarter Workforce Institute indicated that 70 percent of high-potential candidates prefer and are drawn to companies that have a mobile recruitment options. Around 12,000 workers representing organizations around the world said they use mobile devices for job-searching activities. If your company doesn’t have a mobile recruitment presence, that’s a lot of potential candidates you could be missing out on.

How to implement a mobile recruitment strategy.

Thanks to technology resources that make mobile recruitment cheaper and more readily available, any organization can create a mobile-friendly recruitment plan. Here are some ways to get started:

Create a mobile-enabled career website.

Set up a website with a career portal that is easy to access via mobile devices. Your website should be responsive to every type of mobile device available from the smallest smartphones to the largest tablet. Keep the content simple and have a search function prominently featured on the page so candidates can quickly search for jobs.

Develop an interactive brand.

The optimum content to share across the mobile recruitment platforms are videos and images. Use this space to create a powerful introductory video explaining the corporate culture and the benefits of working for the company. Recruiters can create personal videos to introduce themselves and the different job types that may be available. Your career portal can also be setup to share important announcements such as Career Fairs and other recruitment events.

Use a one-page application form.

Since mobile devices use a simple interface, you will want to have a one-page application form for candidates to complete. Several social media tools such as LinkedIn recruitment offer this option which can simplify candidate acquisition. You may also want to include an opportunity for candidates to upload a short introductory video or to link their social networks to the application.

Mobile messaging.

When developing a mobile recruitment strategy, it’s also important to keep in mind that you will want your application to include text messaging opportunities. Create short job titles and appealing headlines that can be broadcast out to all candidates in your system. Automate the process. Make sure to include an opt-in box so that candidates can choose to receive text messaging via their mobile devices.

Need help creating a better recruitment process? Partner with the recruiting experts at Advance Staffing Solutions! Contact us online today.

It’s OK to Be the Boss Everyone Likes!

HMG Success on May 6, 2016

Years ago, people didn’t really like their boss. In fact, they would express fear when asked about their relationship with their immediate supervisor. Bosses were secretive, conniving, and not to be messed with. Then came a new wave of bosses. These were the folks who wanted to be your friend. But they had a method to their madness. They wanted to get close to you so they could find out what motivated you so they could squeeze more work out of you. Again, it wasn’t a very positive relationship between bosses and employees.

If you are facing the very real possibility that you are going to be someone’s boss, don’t get too caught up in the past. You have the chance to be the boss you’ve always dreamt about — and yes you can be the boss everyone likes.
Here’s how:

Be Understanding

There’s nothing worse than working for someone who is inflexible or unrealistic. Be a better boss by being flexible and understanding of your employees. This is particularly important as millennial employees tend to put more emphasis on work-life balance then on becoming workaholics.

Learn to Communicate

A great boss is someone who is skilled at communicating with all different types of people. Communication skills can be learned over time and practice. Always have an open door communication policy with your employees. Learn to demonstrate compassion and also become a good listener when dealing with your employees.

Build Positive Relationships

You don’t have to be everyone’s best friend in order to be a good manager. However, you do need to be someone that others can respect and relate to. Take the time to get to know your subordinates and develop positive relationships with each person. Find out what motivates them and what their career goals are. Be an encouraging source of support to help people reach their full potential.

Recognize Your Team

Bosses who recognized the unique value in every individual are well on their way to being the boss that everyone admires. Evaluate your employees and identify their strengths as part of your team. Give regular praise and recognize the effort of your employees. Provide meaningful projects that honor the strengths of employees.

Set Reasonable Expectations

A good boss will recognize the human side of the business. They understand that each individual has specific talents, but that there are also certain limitations. When conducting performance reviews other employees, remember that the goals that you set must be reasonable and attainable within a certain amount of time. So too, the support and resources must be available. Don’t set unrealistic demands on people. Remember what it felt like to be put in this position by a previous supervisor.

How to Land an Entry-Level HR Career

HMG Success on May 4, 2016

Ready to take on the world of people management? Human resources is perhaps one of the most rewarding and challenging career paths out there today. Every day, human resource practitioners are making big decisions that impact the organizations that they work for. Human resources professionals are tasked with making sure their organizations are compliant with employment laws and updates that affect the bottom line.

If you believe you have what it takes to walk the line between employees and the best interest of the business, then here are some tips for landing an entry-level HR job.

Get the right training.

It is absolutely vital to your career in HR to get the right training and education. Enroll in an accredited Human Resource Management program through a local university or college. Human resources is an ever-changing industry, therefore it is important that you get the correct information and instruction so that you can be highly knowledgeable about this field. Consider that as an HR professional you will be tasked with ongoing learning throughout your career.

Develop your leadership skills.

Human resources professionals are more than just payroll clerks and benefits administrators. They are skilled professionals who are leaders in terms of workplace policies and improvements. Take the time to learn how to be a solid leader before you look for an entry level job, because you will be tasked with proving your worth to other leaders in the real business world.

Consider HR certification.

It is always a good idea to pursue additional training and certification in human resources. The Society for Human Resource Management has guidelines for what every HR pro should be studying.

Try recruiting as an entry point.

Recruitment can be a great way to get involved with human resource efforts. This very vital role can help you to learn quickly how to be effective managing people, understanding employment rules and regulations, and getting the most from human capital in any organization.

Accept temp-to-perm HR opportunities.

Be open to working in temp-to-perm jobs in human resources. This can fast track you into a more permanent entry or mid-level role. Staffing agencies that have recruitment and HR jobs often look for people who have potential and then put them through additional training and even college to learn more.

Looking to land an entry-level HR career? Click here to browse our open job opportunities in Michigan and Ohio, or contact us today!