HR & Management Tips - The Advance Group

10 Interview Questions That Take into Account Cultural Fit

HMG Success on May 14, 2014

One of the most important aspects of running a company is having a strong corporate culture. If the culture at your company is positive, your employees will love coming to work each day, will work their hardest to get results, and will recommend the company to clients and potential employees.

Cultural Fit Interview Questions

If the culture is negative, your bottom line will suffer, you will have a high turnover rate and it will be difficult to come to work each day. Here are 10 interview questions that measure the candidate’s fit into your corporate culture.

What is the work environment or work culture in which you are the happiest and most productive?
What are the strongest traits of the best boss you have ever had or wanted to have?
Which management style will help you produce the most and help you give the best effort?
How does a good company encourage its employees to go the extra mile to get the job done right and on-time?
What are the best roles a manager plays in dealing with his or her employees?
Would you ever have a best friend at work? If so, do you think this is appropriate?
What is the most important factor for you that will make you happy and productive in the workplace? Now that you have answered this question, what are the other two factors you thought about mentioning, but did not?
What do you like right now about your work environment?
How would your current co-workers describe your role when working with them on a team project?
What is one scenario when you went out of your way or above-and-beyond to please a customer?

Where to Go Now?

This is not an exhaustive list of questions, but just the start for interviewers who are looking to bring in the candidates who match their company’s culture the most. Make a point of having at least one follow-up question to each of these 10 questions so you can really gauge what the candidate has in terms of character and work ethic.

Make sure you also write down the answers provided by the candidate and monitor their body language and reactions to the questions. Should the candidate shrug-off some questions or make noises in response to some questions, you have a problem on your hands and should not move any further with the candidate. Candidates who are always a strong fit in a culture will have no trouble answering these questions.

When it comes down to it, hiring based on cultural fit is very important today. Make sure your company is doing it with every single hire.

Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions a premier Detroit MI temp agency. Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

How Temp Work is Affected by the ACA

HMG Success on April 23, 2014

In 2010, the Affordable Care Act or ACA went into effect across the USA to provide employees with health care insurance coverage options. As part of an initiative to boost the health and wellness of the average American, so far the ACA has enrolled millions of hard working people into qualified health care plans. Yet, there are some concerns that the ACA may be having a negative effect on the job market as employers look for ways to cut costs by reducing workforce numbers.

How the ACA Affects Hiring Trends in the USA

One concern is that the ACA has resulted in fewer employers hiring temp and full time workers because of the new requirement to provide health care coverage for all full timers (for employers with 100 or more employees). A trend that is happening across the nation is employers who are offering more part time assignments to avoid having to pay already astronomical health insurance premiums. While there have been a few workforce studies indicating a slight dip in the number of full time hires for last year, this fear is unwarranted at this time.

ACA Good for Full Time Temps or Not?

It has been widely debated whether or not the ACA gives employers the incentive to cut work hours below the 30-hour per week threshold that constitutes full time work hours. This includes full time temps who regularly receive health care benefits through the staffing agencies they work for. The real problem is when a temp is working at full time status is then offered perm placement at a lower hourly rate to avoid providing them with continued health care coverage. Both employers and staffing agencies need to tread carefully when it comes to ACA guidelines in order to avoid any potential issues like this that may come up.

More Employers Hiring Temp to Perm Employees in 2014

A surprising benefit that has come out of the ACA mandates is that more employers turned to temporary workforce options than ever before. According to a survey conducted by CareerBuilder, a leading career search portal, nearly 42 percent of US employers plan to hire temp workers in 2014. This is as compared to 40 percent of employers in the year before. Additionally, 54 percent of employers anticipate hiring the same if not more temps and full time workers than previously. 40 percent of the companies polled in the survey stated that they planned on transitioning their temp workforce into permanent full time roles in 2014.

We are hopeful that the ACA will continue to only offer good things to the American workforce, including the growing temp market. Hiring through a temp agency can provide your company with a cost effective method of staffing without the worry of meeting ACA mandates. Consider that you may want to talk with one of our experts at Advance Staffing Solutions, a Detroit Michigan staffing agency leader.

5 Steps for Optimizing Your Online Job Description

HMG Success on April 3, 2014

When candidates start looking for work often times the first place they will begin is on the Internet. Online job descriptions created by human resource and recruitment teams are generally how candidates find out about the qualifications and requirements of each job type. Sometimes job descriptions are included as part of job advertisements themselves or they may just be found on the company career portal.

Writing Better Online Job Descriptions

In either case, job descriptions must accomplish the following factors in order to be effective at attracting top talent. They should:

Have compelling and accurate job titles that stand out from other similar jobs advertised.
Make sense given the duties and responsibilities of each assignment and the scope of the company.
Include enough information to help candidates make an informed decision whether to apply or not.
Add value by shedding light on the company culture, compensation, and objectives of the company.

Getting online job descriptions right can take extra research and practice, but over time the HR team should have a fairly good idea of how to write them well. Here are some steps for optimizing your online job descriptions so they can become a powerful recruitment tool.

Step 1 – Know the job goals well.

Before you launch into the writing of an online job description, it’s time to understand that the job has specific goals. Look over the history of the job previous employees, and what has worked and not worked for this job. Re-write the description based on the duties that are aligned with company objectives.

Step 2 – Understand what kind of candidate you want.

It is impossible to write a job description without knowing what kind of candidates you’d like to attract and eventually hire for the position. Create a candidate avatar, with the qualities you are looking for. This will help you to determine how to write the job description to accurately reflect your recruitment focus.

Step 3 – Write for the search engines.

Today all recruiters must be up to speed with candidate job search behaviors, which includes looking for career opportunities using keywords typed into search engines. Include industry keywords in your job descriptions, referring to the US Department of Labor and O*Net descriptions of job types.

Step 4 – Avoid writing too much, but not enough.

Your online job descriptions need to include a good amount of information, but not so much that it becomes tedious to write and publish. Limit the first paragraph which describes the basic job details, the company, and how to apply. Include a short bulleted list of job requirements, including skills and educational level. Wrap it up with EECO information and a link to the career application center.

Step 5 – Include great incentives to attract candidates.

Your job descriptions are not only a basic listing of the kinds of work your company offers, but also a sneak peek into why people work for you. Include information about the company compensation and benefit program educational incentives, and corporate culture perks.

Use the above tips to write online job descriptions and advertisements that will attract the best candidates. For help with evaluating your job descriptions, reach out to Advance Staffing Resources a knowledgeable employment agency in Michigan and Ohio to talk with one of our recruitment pros.

Warehouse Safety Regulations for 2014

HMG Success on March 13, 2014

Accidents at workplaces across the country happen much too often. This is why the Occupational Safety and Health Administration (OSHA) is so involved in making sure that companies take every measure necessary to keep employees safe while at work. Warehouses are one of the most common places for workplace injuries to occur and safety regulations are updated each year to keep employees as safe as possible.

To help your business to stay on top of preventing worker injuries, here are some 2014 updates and tips to take note of.

Awareness of Eye Injuries in Warehouses

One of the most common injuries across American workplaces each year is that of an eye injury. That’s why early in 2014 is National Eye Injury Awareness month. Some 300,000 Americans visit emergency rooms each year due to eye injuries suffered at work. For the most part, eye injuries tend to occur at manufacturing, mining and construction sites, according to Manufacturing.net.

According to the Bureau of Labor Statistics — February jobs report, the U.S. added 48,000 jobs in construction, 21,000 jobs in manufacturing and 7,000 in mining in January of 2014 alone. The BLS reports that 40 percent of eye injuries at work happen in the industries of mining, construction and manufacturing. The BLS also reports that nearly 90 percent of eye injuries at work can be avoided by employees wearing simple eye protection while on the job.

Annually, eye injuries cause $300 million in lost productivity, workers’ compensation and medical treatment. Injuries can be as mild as a strain to as severe as permanent vision loss.

Targeting Directive Issued by OSHA for 2014

OSHA has released its targeting directive for 2014, which will direct the enforcement resources of the agency towards workplaces where “the highest rates of injuries and illnesses occur,” according to Environmental & Safety Law Update.

The new plan will target non-construction workplaces that employ more than 20 people and are high-hazard. The new program is being launched based on a survey of 80,000 workplaces in the high-hazard group. The industries surveyed included trucking, manufacturing, warehousing, automobiles, air transportation and courier services, poultry products, scrap and waste, construction materials, medical facilities, groceries and department stores.

According to a press release from OSHA, Dr. Davis Michaels, the Assistant Secretary of Labor for OSHA, said, “By focusing our inspection resources on employers in high hazard industries who endanger their employees, we can prevent injuries and illnesses and save lives.”

With the new program, OSHA will select 1,260 workplaces at random to perform a survey in order to determine if the enforcement is working properly.

How to Stay Safe in Warehouses

This might seem obvious to some, but knowing how to stay safe in a warehouse can help to limit or even eliminate the number of workplace injuries that occur each year. All packing stations should have non-slip mats at them, heavy loads should be moved using machinery and not personnel and overhead lighting should be effective enough to prevent employees from straining their eyes.

When running power cords across a floor, make sure they are covered with heavy-duty cord covers or are tapped down to the floor. You can also put a sign near them warning of the cord. All spills and liquids should be cleaned up immediately and the warehouse should be well-ventilated at all times.

We hope you enjoyed this post and share it with your networks! Also, we look forward to your comments and feedback!

Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions – one of the leading employment agencies near Detroit MI!

Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

How to Attract Temps with Incentive Programs

HMG Success on February 20, 2014

Finding the right employee in today’s tough job market can be very difficult. The reason for this is that there are so many people unemployed and so many others looking to switch jobs. When the job market floods with potential employees it can be difficult to determine which ones are the most talented and which ones are perfect for your company. In addtion to working with a quality Detroit MI Temp Agency, a way to attract some of the best temporary employees is to create an incentive program for them and your full-time, permanent employees.

Start with Recognition in the Office

One of the first incentive offers for temporary workers should be recognition within the office. Recognizing a temporary employee for a job well done in front of permanent workers can go a long way in building the confidence in the temporary employee. By doing this, you will create a track record that you can show your potential temp workers who are trying to make a decision where to work.

Provide Opportunities for Full-Time Employment

Another option is to offer temporary workers in Detroit full-time employment opportunities. You can make this incentive known to your potential employees prior to hiring them so their decision to work for your company is easier. If a temporary worker knows he or she has the chance of being hired full-time, it will help motivate them while on the job, making sure that success becomes a staple within the organization.

Offer Some Form of Cash Incentive

While interviewing a temporary employee, you might want to consider offering a cash incentive. Let the potential employee know about the incentive prior to hiring them so their decision to work for your company is easier for them to make. The cash incentive can be as simple as $100 for working a specific time length without an accident on the job or for remaining employed with the company for three months. You can also reward temporary employees who refer other temporary workers. This cash incentive can be paid out to the temp worker after the new hire is on the job for at least six months.

Paid Time Off

Who does not love days off from work? How about paid time off? Employees love both of these, so why not offer your temporary workers extra paid time off? Aside from their sick days and personal time, allow your temp workers the chance to accrue extra paid time off for every sick day or personal day they do not use in a given year. For example, an employee can accrue one additional paid day off for every two sick/personal days he or she did not use for the year.

By offering these incentives and more, you can recruit and retain some of the best temporary employees in the industry today. Advance Staffing Solutions, a Detroit MI temp agency, is here to help you accomplish this.

How to Keep Employees Productive During 2014

HMG Success on January 16, 2014

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

Bonuses and Other Financial Rewards

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

An Assortment of Perks

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

Learning Reimbursement and Support

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

Workplace Amenities

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

Positive Reinforcement

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

Give Your Employees a Say

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

Don’t Watch the Clock

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

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

The Three Keys to Conducting a Background Check

HMG Success on December 12, 2013

Hiring new employees can be an exciting adventure. However, one bad hire can be damaging to your business and in some cases, costly too. Fortunately, there are some things you can do to protect your business and recruit the best candidates during this process. A good way to do this is to run thorough background checks for any potential new hires in Detroit MI before you bring them on board.

Conducting background checks doesn’t have to be complicated. Here are the three keys to running background checks for all new hires.

#1 – Use a standardized and legal, background screening process.

There are certain pre-employment background checks that you can and cannot perform on candidates, under current employment laws. The Small Business Administration provides these guidelines to help simplify this concept. Keep your focus on criminal background checks, drug screening, credit checks, and workers’ compensation claims are permissible, but on a limited basis.

#2 – Get every candidate’s written permission to perform any background checks.

Remember that all candidates must give their consent by signing off on a permission form before any background checks can be completed. This usually involves a permission clause during the application process or a chain of custody form that they take to the drug screening agency. Use a third-party company that is approved to conduct criminal background, credit checks, and workers’ compensation checks — don’t try to do them yourself.

#3 – Never release the results of any background checks to the candidate or others.

The background checks you perform are considered to be your company property, and the information is of a privacy matter with any candidates. Therefore, you are not under any legal obligation to provide candidates with access to this information at any time. In the case of credit records, the candidate does get a letter stating they are eligible for a free credit report due to information determined during the credit check only. If you decide not to move forward with a candidate, simply state it is to pursue other candidates. Do NOT state it is because of something on a background check, which could open up a discrimination lawsuit.

Performing background checks on candidates is something that all recruitment professionals face at some time, but it’s a solid practice. Use a staffing agency to handle details like this and your company will have one less thing to worry about.

We hope you enjoyed this post and share it with your networks! Also, we look forward to your comments and feedback! Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions – a premier temporary employment agency in Detroit, MI.

Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

4 Things to Include in Your Manufacturing Job Description

HMG Success on November 25, 2013

Manufacturing industry recruiters – listen up! If you want to attract the best manufacturing candidates to your organization, then you will want to make sure you are writing great manufacturing job descriptions. Candidates who are skilled in manufacturing work are in high demand as the industry expects to add more than half of all new jobs to the American workforce over the next few years. If you want your manufacturing business to thrive, then you need the best manufacturing employees to make it happen.

Read on to find out what 4 elements your manufacturing job descriptions must have in order to hire the best.

#1 – An Eye-Catching Manufacturing Job Title

Write a dull job title and you can pretty much call it quits as a manufacturing recruiter. Today’s manufacturing candidates are actively searching online for their next career opportunity, therefore they will respond well to job titles that compel them to learn more. For example, would you respond to a job advertisement that said “Technician for QA Manufacturing Division” or “Hiring Now – Career Minded Manufacturing Candidates with Strong QA Background for High Growth Employer in Monroe Michigan!” ?

#2 – Keyword Maximized Job Descriptions

The other aspect of the best manufacturing job description is including all the most common industry keywords within the job title, the list of job requirements, and the actual duties of the job. Remember, your job descriptions will be used for creating job advertisements, at career events, and other recruiting activities. They need to be searchable online. Use a resource like O*Net or the US Department of Labor’s Occupational Outlook directory as guides when creating keyword maximized job descriptions.

#3 – Industry Competitive Pay and Compensation

One of the major reasons that candidates will choose to apply for an assignment at one company vs. another is if they include a competitive pay and compensation strategy. Resources like PayScale.com can provide access to the most recent salary data to make it easier to include this information in job descriptions. Add a section in your job descriptions that provides an overview of compensation, including starting salary ranges, along with any benefits (health and wellness, retirement program, bonuses, etc.) and perks (casual work environment, flextime, etc.) you offer to employees.

#4 – Manufacturing Company Branding

Developing great job descriptions also requires branding them to your unique company culture, mission, and values. After all, you want your job descriptions to stand out from the competition so you can go after the best candidates. Include a company bio statement in all job descriptions, along with links to any news events that put the company in a positive light. Share the general vision of the company, along with details of the corporate environment, and information about the work style and culture of the people who make your business great.

If you are looking for staffing agencies in Monroe MI, contact us today!

4 Tips for Onboarding Temps | Temporary Employees Toledo Ohio

HMG Success on November 15, 2013

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

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

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

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

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

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

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

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

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

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

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

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

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

3 Tips to Improve Your Job Descriptions and Attract Top Candidates

HMG Success on October 10, 2013

As the recruitment leader for your organization you are keenly aware that you must create accurate job descriptions based on the actual responsibilities and requirements of each assignment. Unfortunately, often these job descriptions are very dry and not very appealing to the best candidates. In today’s job market it is absolutely vital that you are creating job descriptions that attract the top candidates to your company. Therefore it’s time to take your job description to the next level and write them in such a way that they will attract the top candidates.

Here are our best 3 tips to improve your job descriptions and attract high performance candidates to your business.

Number 1 – Use an eye catching headline

Online marketers and recruiters know that when it comes to catching the attention of consumers and job seekers that the headline counts the most. Therefore, you will want to use an attention-grabbing headline that will peak the curiosity of the best candidates out there. Start things off with the right tone that fits with your corporate culture and make sure that the best job title is included for ease in searching online.

Number 2 – Keep the job advertisement short and sweet

When designing your job advertisement take the time to stand out from the crowd with a well-designed advert that takes advantage of plenty of white space. After your initial description of the job’s requirements include a bulleted list of traits and skills that you desire in the right candidate. This will help to weed out the best candidates from those who are less suitable for the assignment.

Number 3 – Include the company branding and industry keywords

Remember that every publication that you put out there is a representation of your company brand. This means you will want to share pertinent information about your company, including its status in the industry, any leading innovations you’ve created, and the outstanding work environment, compensation and benefits package you offer to new hires. Use the most common industry keywords to help top performance candidates find you on social networks and online search engines.

Of course, if you find your job advertisements falling flat, you do have the option of hiring through a temporary staffing agency like Advance Staffing Solutions in northwest Ohio and southeast Michigan. This can be a way to get around an otherwise frustrating experience of trying to recruit the right candidates on your own. You’ll have access to highly skilled and pre-screened candidates in Michigan and Ohio, without the worry of having to write so many job advertisements.

If you are looking for Michigan employment agencies, contact Advance Staffing Solutions today.

Hire Great Temps – Here’s How!

HMG Success on September 6, 2013

When projects are looming and your business is falling behind in human capital, one of the better options is to seek the support of a temporary workforce. There are a number of benefits of hiring temporary workers for your business. The benefits include having fast access to skilled and specialized laborers, more flexible staffing options, as well as eliminating the costs of overtime and benefits. Hiring temps is a win-win situation for everyone.

According to the American Staffing Association, 2.9 million people are employed by temporary agencies every business day and 11.5 million temporary and contract employees are hired by companies over the course of a year. These are hard-working individuals who have decided to provide their services via a temporary staffing agency for the benefit of companies like yours. There are some ways to maximize the advantages of hiring temps. Use these to experience a greater return on investment for your temporary staffing program.

Write clear temporary job descriptions

Before you can hire temporary workers, you need to develop assignments that are realistic and accurate. Consider that the temp may be on the job for a short period of time or may work in a part time status. Write a clear job description that the temporary worker can understand. Give a copy of the job description to the staffing agency for use in sourcing the right candidates and orienting the temps.

Hire for corporate culture suitability

When meeting with your staffing team, you’ll want to emphasize how important it is to hire temps who fit well with your corporate culture. From the values that help your company produce its greatest innovations to the way teams work together, a good fit means temps can seamlessly become part of this culture.

Educate the staffing agency on your requirements

The only way you can get the best temps for your company is to communicate your requirements to the staffing agency you choose to work with. Take the time to talk with your recruiter to help him or her understand the types of candidates you want to bring on board, along with any special skills or personality types that work well.

Create an orientation program for temps

To help temps be more successful, you’ll want to design an onboarding process that provides a positive experience from day one. Give temps the tools they need to do their jobs and assign a mentor employee to serve as a guide. Explain the goals of the temporary assignment and clearly lay out your expectations.

Provide frequent feedback on temp progress

Temporary workers need to hear feedback, whether it’s good or bad. Take the time to work with your staffing manager to work out issues early on. Provide honest feedback and encouragement along the way. Communication is the key to a better working relationship with your temps.

Hiring great temps starts with understanding what the staffing agency can do for your business and then setting clear expectations from the beginning. Make this a productive effort by maintaining contact with your staffing agency and being proactive about your company objectives.

If you are looking for temp agencies in Michigan, contact Advance Staffing Solutions today. We have the experience and network to help find talented temp workers for your business.

Drive Employee Potential with These Tips

HMG Success on August 16, 2013

As a manager or HR leader, you’ve probably encountered a few employees in your lifetime who show the potential for greatness, but for whatever reason they’ve decided to take easy street. Every company has a few of these employees on board – so called “Slackers” who could do so much more for your company and their careers, but they instead choose to work at less than full capacity and do not reach their full potential.

Why do employees fail to reach their potential at work?

There are a few common reasons why employees begin to reduce their productivity in their roles. First, they may not be getting any positive feedback from their supervisor. Second, they lack the incentive to perform better. Third, the company culture may not encourage performance. Lastly, they have become burnt out in their role.

Luckily, there are some things you can do to drive employee potential!

Here are some ways to light the fire for employees who have the ability, but not the desire to perform better at work. Use these ideas to increase participation and productivity.

Give employees meaningful incentives

To encourage hard work, a company can introduce new and improved incentives and benefits to the workplace. Make them attainable and meaningful to the employees you are trying to bring up to speed. A little friendly competition never hurts.

Verbally praise employees for their good work

Employees need to receive feedback when they do a great job. Make sure your management team is praising for performance and recognizing the efforts of their team members. Give this praise in front of peers for added benefit to your employee recognition program.

Provide an employee mentor to lead by example

Oftentimes, employees have the right ideas about where they want to go with their careers, but no clear direction from leadership. To offset this problem, match your employees to mentors within your organization and industry. This creates support and accountability.

Get support from temporary staffers

When employees are overworked or burnt out, they are less likely to perform well. Alleviate this pressure and improve productivity by working with Ohio staffing agencies to bring on temporary staffers for large projects.

Re-training classes and educational support

Low performance employees often get into a rut simply be developing poor work habits and task management gaps. Correct this by scheduling regular training classes and providing educational support for those who need some re-training. If you are looking for a Monroe MI temp agency, contact Advance today!