Employee Engagement That Works for Everyone

Raza Rauf on October 15, 2018

While technology has been a boon in many workplaces, it isn’t without its drawbacks. Today, people expect their information in quick snippets and, at times, even instantaneously. This has led to the rise of efficient collaboration software, but has also rendered communications options like email, employee newsletters, and even intranet announcements to become less effective.

As people get used to gathering details in small bites and at record speeds, attention spans are shrinking. This means worker engagement beyond a few seconds can be a challenge.

However, by taking the right approach to communication, it is possible to hold a worker’s attention, ensuring they get vital information when it is needed most. If you are wondering how you can make your internal communications more engaging for everyone, here’s how to get started.

Target Your Communications

As social media, online news, and even advertising become more targeted to the user, people have become accustomed to tailored communications. This means blanket communications that aren’t relevant to the individual employee are likely to be ignored, even if some of the content may be useful.

If you want to catch a worker’s attention, you need to make sure all announcements and information being sent to them is relevant to their roles. This may mean avoiding “all staff” announcements or emails unless the message is genuinely important for everyone, or creating more internal groups to ensure content only goes to those who need it.

Embrace Images and Video

Practically no one will say that a lengthy text-based message is ideal for engagement. On social media, videos and images typically reign supreme, so take a cue from their success and integrate other formats into your content.

If you need to relay details about a new safety initiative, consider creating an infographic that summarizes the information. If you want to discuss a new program, create a short video that showcases it and serves as an introduction.

The idea is to mix up the mechanism on occasion to keep things interesting. You don’t have to eliminate text entirely, just use other options to engage your staff before leading them into the written content.

Use Multiple Delivery Platforms

When a message is truly critical, don’t rely on a single delivery platform to disseminate the information. Instead, share the content over multiple channels, including email, on the intranet, and through collaboration software.

By using multiple platforms, you increase the odds it appears on each employee’s preferred option. This makes it more likely it will be seen.

However, only use this approach for messages that genuinely apply to everyone who will see it. Otherwise, employees will learn to ignore these announcements, assuming the information isn’t critical to them.

By using the approaches above, you can increase engagement when it comes to your internal communications. If you would like to know more, the professionals at The Advance Group can help you identify options that are ideal for your workplace. Contact us to speak with one of our skilled team members today, and see how our workplace communication expertise can benefit you.

Don’t Scare Off Employees With Your Bad Reputation

Raza Rauf on October 5, 2018

When it comes to recruitment and retention, your company’s reputation matters. If your organization becomes known as a bad employer, securing the top talent you need to thrive is going to become increasingly challenging.

Even a handful of negative reviews from current or past employees can be very damaging. And, thanks to technology, workers have a variety of outlets in which to air their grievances, and their opinions may scare away high-quality job seekers or existing members of your team.

If your company ends up with a bad reputation, you are guaranteed to miss out on great talent. This means taking action is essential. Otherwise, you won’t be able to locate or maintain the top-tier professionals your business needs to succeed.

If you aren’t sure how to evaluate your current reputation, here are a few tips that can help you get the process started.

Do Some Research

Your first step in assessing your company’s reputation is to get a grasp on where you stand. This allows you to identify any potential issues, providing you with the information you need to make improvements.

Start by heading online and searching for employee reviews. Sites like Glassdoor can be a great place to begin, as well as social media platforms like Facebook and Twitter.

Look for reviews and note any patterns that arise. If a particular issue is presented multiple times, make a note of it. Similarly, if an accusation is especially damaging, even if it is only made once, record that information, as well.

As you proceed, resist the urge to respond to the reviews. If you don’t select your words carefully, your reply may come off as bitter or defensive, and that can damage your reputation more than not responding at all.

Finally, closely examine your company from an internal perspective. Consider what your workplace culture is like, whether workers are engaged and happy, or if there are any patterns in complaints filed with HR or managers. Additionally, review your compensation plans to see if they are competitive.

Create an Action Plan

After you’ve completed your research, you can begin crafting a plan to improve. How you need to move forward will depend on your unique situation, though concentrating on aspects with the most negative attention or that were frequently repeated can often be the most effective approach.

Then, don’t shy away from discussing your plan with your staff. If you admit the company could improve and that a strategy is in place, that can actually help you repair your reputation. However, you have to follow it up with action. Otherwise, empty words will just do additional damage.

As you begin to implement your plan, understand employee sentiment won’t shift overnight. It takes time to build their trust, so recognizing the road ahead may be a long one is important. However, with time and diligence, you can repair a bad reputation, ensuring you don’t scare off job seekers or your top performers.

If you would like to learn more about how you can manage your company’s employer brand, the professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today, and see how our company reputation of excellence can benefit you.

Are You Prepared for Your Employees’ Maternity Leave?

Raza Rauf on September 28, 2018

When an employee is getting ready to head out on maternity leave, the situation is both exciting and daunting for the employer. Often, it means a valuable staff member will be away for an extended period, and their absence will be felt by their co-workers, manager, and even the entire company.

However, if you prepare for your employee’s maternity leave in advance, you can make the situation less challenging for the business. If you aren’t sure where to begin, here are some tips to get you started.

Start Planning ASAP

Once you learn an employee will need to use maternity leave, it’s best to begin planning for their absence immediately. The sooner you start, the easier it will be to ensure all of their duties are covered and a suitable communication plan is in place. Plus, making sure everyone feels fully supported during the process, including the employee on maternity leave and the rest of their co-workers, will be easier to manage.

Additionally, if you intend to bring in a short-term worker during the employee’s time away, you will have ample time to determine what skills and experiences this person needs to be successful. You’ll be able to make a smarter hiring decision, ensuring you get the best candidate for the job.

Get to Know Their Duties

When a worker is preparing for maternity leave, you need to have a thorough understanding of their role. Meet with them to discuss all of their duties, no matter how small, to make it easier to arrange for proper coverage.

Begin by having them outline all of their major projects. Then, request that they provide a detailed account of their day. Once you have the information, you can identify other team members who can cover the employee’s duties during their absence or decide if you are better served by hiring a short-term worker to join your staff.

Prepare for an Early Handover

While your employee may know their due date, a birth isn’t guaranteed to happen on schedule. They may deliver days or weeks early, so it’s important to be ready for a transition well in advance of their anticipated due date.

Allow the employee to start working with their team members or the short-term worker in advance, providing training and insights regarding the management of the duties they will be handling during her absence. In some cases, you may want to transition specific tasks over before they officially go on maternity leave, allowing the employee to focus on specific responsibilities, like completing a critical project, in lieu of duties that don’t provide the same amount of value.

Hire Wisely

If you decide to bring in a temporary worker to cover the employee’s maternity leave, consider partnering with a reputable staffing firm. They can help you locate great candidates quickly and efficiently, assisting with everything from recruitment to screening.

Plus, the short-term team member doesn’t have to become an official employee. Instead, they remain an employee of the recruitment firm, allowing you to avoid any concerns about unemployment, workers’ compensation, and similar hiring risks.

If you are looking for an ideal short-term worker to cover your employee’s maternity leave, the professionals at The Advance Group can help. Contact us to discuss your needs today and see how our services can make maternity leave coverage easier to manage.

How to Properly Onboard Your New Welders

Raza Rauf on September 17, 2018

When a new welder comes in on their first day, some companies don’t spend much time familiarizing them with the environment, introducing them to team members, or providing them with helpful information that will allow them to excel. Instead, they give them the basics of what they need to know and then largely leave them to their own devices.

While that approach may be quick, it isn’t offering your new welders the best experience. Plus, you are missing out on an opportunity to engage with them early, ensuring they are set up for success.

If you are adding new members to your welding team and want to make sure they reach peak productivity as soon as possible, here’s how you need to onboard them.

Create Strong Bonds

On a welder’s first day, they are walking into an unfamiliar environment. They likely don’t know every co-worker they will work with and usually haven’t met key members of the leadership team.

While forming relationships with their colleagues usually takes some time, you can facilitate stronger bonds through your onboarding process. Not only can this increase the new hires comfort level, but it often makes them feel more committed to the company.

If you want to create strong bonds, integrate interactive activities into your onboarding process. Craft mechanisms for peer-to-peer training, like assigned them a buddy to help guide them as they familiarize themselves with the company’s facilities, processes, and procedures. You can also include getting-to-know-you activities to help everyone share information about themselves, creating a positive and welcoming culture.

Build Their Confidence With Training

When you provide your new welders with comprehensive training, you increase their confidence in their ability to do their job effectively and independently. While giving detailed instruction takes time, it enables the worker to reach a point of peak productivity faster, making them more efficient contributors and allowing them to provide more value in less time.

Showcase the Benefits

Onboarding isn’t just about paperwork and showing the new hire where the bathroom is; it should also be about highlighting all of the benefits that come with being an employee of your company. Make sure they know what services and offerings are available to them, including everything from standard benefits like medical and retirement to fun perks like free snacks in the breakroom.

By showing your new hires everything that comes with saying “yes” to the job offer, you increase their level of engagement, ensuring they are invested in the success of the company. Additionally, it allows you to make sure they don’t miss out on something great and supports a culture of transparency.

When you follow the tips above, you increase the effectiveness of your onboarding process, allowing your new welders to thrive. If you would like to learn more or are looking for skilled welders to join your team, the experienced professionals at The Advance Group can help. Contact us to discuss your company’s process and goals with one of our knowledgeable staff members today and see how our expertise can benefit you.

A Strong Case for Banning Salary History on Job Applications

Raza Rauf on September 7, 2018

As of January 2018, employers in California are no longer allowed to ask candidates about their salary history during the hiring process, either orally or in writing. Additionally, a number of other states, including Oregon, Massachusetts, and Delaware, have similar laws in the works that are designed to prevent salary history discrimination.

Changes to any employment law can create challenges for companies. However, removing salary history information from job applications and the hiring process isn’t as difficult to implement, and can even result in positive outcomes. Here’s how.

Enhancing Your Talent Pipeline

When salary details are no longer available during the hiring process, you may find yourself meeting with candidates you would have otherwise bypassed. For example, a job seeker with a history of higher pay rates than you are prepared to offer is usually eliminated from contention early in the process, leading them not to be interviewed or otherwise screened.

While companies may worry they will end up dedicating time to a candidate who ultimately wouldn’t accept the role at that salary, it does create another opportunity. You’ll learn more about professionals who may be suitable for other jobs, including those at higher pay levels.

Even if they don’t accept an offer, or have one extended to them, they do become part of your talent pipeline, allowing you to reach out should a suitable role come available in the future.

Removal of Bias

One of the reasons for California’s legislation was to eliminate pay discrimination based on gender. Statistically, women still earn less than men even when they perform the same duties. When salary information is available on applications, these patterns can perpetuate, as potential employers often base their offer on the person’s last salary.

Even if your company isn’t intentionally being discriminatory, allowing past earnings to dictate a job offer enables gender pay biases to continue. When you remove salary details from your hiring process, this possibility is potentially eliminated. Instead of using their prior pay rates as a starting point, you have to present an offer based on what is fair for the work being performed and the skill set the candidate brings to the table.

Ease of Adoption

In general, removing salary information from your hiring process isn’t a particularly challenging task. While you may need to update your forms if you use standardized applications, companies that rely on resumes likely wouldn’t have to adjust how candidate information is collected as most job seekers don’t list these details without being prompted to do so.

Beyond that, hiring managers may need to be trained regarding what questions are and aren’t appropriate after making the shift. This ensures they don’t unintentionally cross a boundary due to lack of knowledge about the change.

Ultimately, removing a salary history from the hiring process can be beneficial, as long as it is viewed as an opportunity instead of a hardship. If you are interested in learning more, the professionals at The Advance Group want to hear from you. Contact us to speak with one of our highly knowledgeable team members today and see how our hiring expertise can benefit you.

Need Better Ohio Employees? Read This

Raza Rauf on August 27, 2018

Finding the right job seekers to fill your vacant jobs can feel like a challenge. After all, you have an ideal candidate in mind, but actually locating top talent that meets your needs isn’t always easy.

Luckily, there are things you can do to find better Ohio employees for your positions, ensuring you have access to the right skill sets that allow your company to thrive. If you’re ready to find higher-caliber candidates, here’s how to get started.

Look for Soft Skills and Cultural Fit

When most companies hire new Ohio employees, finding candidates who possess the right technical or hard skills is usually a priority. However, soft skills, like communication and problem-solving ability, are also valuable in most roles, so those should be evaluated as well.

It’s important to remember hard skills can often be taught, but training a person to improve their soft skills is a challenge. If you find someone with potential and can help them acquire the needed hard skills, consider whether making an investment would be beneficial in the long run.

Additionally, ensuring that the job seeker fits with the company’s culture is a must. If the candidate doesn’t mesh with the environment, they will probably struggle even if they have all of the required skills to be successful in the role.

Along the same lines, making sure your business can meet the potential new hire’s needs is also crucial. Ultimately, if part of the job doesn’t align with their expectations or requirements, they likely won’t stick around for the long term.

Nurture the Talent Pipeline

Having a strong talent pipeline is a must if you need to fill positions quickly with high-quality individuals. This allows you to have access to a pool of candidates at all times, some of which may already be at least partially vetted.

Often, you can nurture your talent pipeline by staying in touch with top talent who could excel in your company but didn’t match a particular opening. That way, when a suitable vacancy comes along, you can reach out and ask them to apply.

Similarly, engaging with interested job seekers – even when a job isn’t available – can help you flood your pipeline with skilled individuals. You can develop a rapport with experienced professionals over time, increasing the odds they’ll apply when an opportunity comes along.

Partner With a Staffing Firm

Recruitment agencies are an excellent resource when you need top talent quickly. Not only do they maintain relationships with active and passive job seekers, but they are also well connected in the community, giving them access to additional candidates at a moment’s notice.

Plus, staffing firms focus on recruitment, screening, and hiring. This makes them experts in the field and, when you partner with a reputable recruitment agency, you gain access to their expertise.

If you are looking for high-quality Ohio employees, the team at The Advance Group can connect you with some of the area’s leading professionals. Contact us to discuss your hiring needs today and see how our services can benefit you.

Here’s the One Thing Your Clerical Employees Are Missing at Work

Raza Rauf on August 17, 2018

For many clerical employees, work-life balance is a priority. However, if the workplace is overly rigid, achieving that goal can be a challenge, if not impossible. In some cases, this may even drive top talent away from your organization, especially if your competitor is providing the kind of flexibility that will help them craft their ideal lives.

If you aren’t allowing for some flexibility for your clerical employees, here’s why you might want to reconsider.

Attract and Retain Top Talent

Many companies view workplace flexibility as a perk. However, it is becoming increasingly available, and most skilled professionals are aware of its existence. Plus, employees desire these kinds of arrangements, so they often seek them out.

If you provide employees with some flexibility, it can make your company more attractive to job seekers and your current workforce. This can help with both recruitment and retention, increasing your odds of being able to secure top talent and keep them on board.

Increased Productivity

When your staff feels that their lives are in balance, they are usually happier. In most cases, a happy workforce is more satisfied and engaged, and that can boost overall productivity.

Providing flexibility gives employees the ability to adjust their lives in ways that help them flourish personally and professionally. It makes handling matters outside the officer easier, allowing them to keep their personal obligations in order, while simultaneously decreasing their stress levels.

Plus, it shows the company recognizes how busy the lives of most of their workers are and that they are willing to work with everyone to make work-life balance a possibility.

What Flexible Work Arrangements Should You Offer?

In the end, every company is different. That means what works for your competitor might not suit your environment, and that’s OK. However, an alternative may be entirely manageable, or at least worth exploring.

Flexible work arrangements come in all shapes and sizes. For example, some companies have telecommuting options, letting their clerical workers perform certain tasks from home. Others allow employees to start earlier or later in the day, giving workers the ability to slightly shift their schedules to fit their lives best.

Compressed work weeks can also be an option. Four 10-hour days allow your employees to have a weekday off, while a 9/5/4 accomplishes a similar goal, but they only have a weekday off every other week.

When you offer flexible work arrangements, that doesn’t mean you don’t have control. You can set mandatory core business hours to ensure everyone is on-site during specific portions of the day and make sure telecommuting days or compressed workweeks are staggered, guaranteeing someone is always in the office.

Ultimately, there’s a lot you can do to add a degree of flexibility to your workplace, so consider testing a few options to see which ones are right for you and your clerical employees. If you would like assistance exploring your options, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our expertise can benefit you.

Want to Improve Retention Rates? Read This Advice!

Raza Rauf on July 27, 2018

Improving your retention rates comes with a range of benefits. First, it means you won’t need to recruit as often, since fewer vacancies occur. Second, it can keep your costs down in key areas like recruitment and training. Finally, it creates peace of mind when high turnover is a thing of the past.

Making progress in an area like retention doesn’t happen by accident. It requires dedication and a willingness to take a hard look at company operations. While some level of turnover is unavoidable, specific actions on the part of management can drive top performers away. Correcting these issues can make a significant difference, allowing you to keep your best and brightest on staff.

If you are ready to improve retention rates in your company, here are some areas to examine.

Poor Management Styles

As the old adage goes, people don’t leave companies, they leave managers. Many top performers will quit a job if they don’t agree with their supervisor’s management style.

Poor leadership often results in tension. At times, this is because expectations or directions are unclear. In others, a sense of being micromanaged can leave professionals frustrated, particularly if they are highly experienced and capable of working with a bit of autonomy.

Providing managers with a suitable amount of training can help make sure issues don’t arise. It also benefits new leaders in your organization, teaching them the value of empowering their workers and ensuring they aren’t overloaded.

Negative Attitudes

Having a negative attitude can wreak havoc on morale. Employees may feel underappreciated, unsupported, or that the deck is stacked against them, particularly if none of their accomplishments are recognized, or conversations with their supervisor are overloaded with undue criticism.

Similarly, leaders who take credit for the work of their team can drag workers down. Failing to address legitimate concerns also demonstrates a lack of caring, which drives employees away.

Teams need to feel like management is invested in their success, and that requires more than pointing out problems with their performance, especially if the employee performs well in their role. Otherwise, workers will likely seek out greener pastures.

Not Following the Rules

If it appears managers aren’t subject to the same standards as employees, discontent is often a side effect. Employees need to know the rules apply equally to everyone or the company’s culture will be harmed.

Similarly, blatant favoritism can take a toll. Treating certain workers differently than others, whether positive or negative, creates imbalance and uncertainty, and that is damaging to morale.

Having a single standard in regards to behavior and performance is a must. This provides a sense of consistency and makes it easier for employees to gauge management’s expectations. Additionally, it ensures that favoritism doesn’t harm the workplace, creating an environment where everyone is on equal footing.

By making sure leaders in your company are creating a consistent and supportive environment, you can improve retention rates. If you’d like to know more, the experienced team at The Advance Group can help. Contact us to discuss your retention goals today and see how our expertise can benefit you.

Keep Your Michigan Workplace Engaged This Summer With These Tips

Raza Rauf on July 16, 2018

When it comes to managing productivity, summer can be one of the most challenging periods. Many employees begin heading out on vacations, or are at least planning them, and it isn’t uncommon for thoughts about spending time out of the office to dominate the workplace, especially on beautiful summer days.

During the summer, focusing on engagement is a must. This can help keep morale and productivity high, ensuring the company can meet its goals and that your workforce is happy. If you need to keep your Michigan workplace engaged this summer, here are some tips that can help.

Host a Recognition Event

Acknowledging the achievements of your staff can go a long way, especially when you need to boost engagement. It lets your team know their efforts are appreciated and the company recognizes all they do to help everyone achieve success.

Summer is a great time for a recognition event, especially if you have not held one recently. Gather teams together (or the entire company) and show your appreciation.

Give a Mid-Year Rundown

Employees generally want to know how the business is doing, as this can give them a sense of both security and satisfaction, particularly if the first six months were good.

If you haven’t made your workers aware of the status of the company, consider providing a mid-year rundown. Share information about the triumphs and challenges the organization has faced, including relevant details that give context to the situation.

Additionally, make sure to be open to questions if some of the news isn’t great. That way, you can hear the concerns of your workforce and address them, giving them additional confidence in the health of the company.

Have Some Fun

Stress can be the enemy of productivity, even over the short-term. If your employees have been burning the midnight oil to meet goals or simply cover for summer vacation absences, organize some fun activities to help them de-stress.

Team-building activities can be both a great distraction and a wonderful learning opportunity. Plus, they can bring people together, making times of strife easier to manage. While it may take a few hours out of the workday, the rewards often offset the inconvenience.

Provide Work-Life Balance

Offering telecommuting or flexible scheduling options can make a significant difference during the summer, helping your staff achieve greater work-life balance. It gives them a level of freedom that can be incredibly valuable during the summer. Plus, it ensures productivity can remain high as employees will still be fulfilling their duties, even if it is in a nontraditional fashion.

By using the tips above, you can keep your Michigan workplace engaged this summer and beyond. If you are interested in learning more about what you can do, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members about your business needs today and see how our expertise can make this summer a great one for your Michigan workplace.

5 Ways Employee Wellness Benefits Your Company

Raza Rauf on July 9, 2018

From the company perspective, employee wellness programs are an investment. After all, there’s usually a financial burden that comes with administering such benefits, so knowing you’ll reap the rewards for managing the program is a must.

On the surface, it may be hard to see how employee wellness benefits your company. To help you understand the value, here are five ways employee wellness helps your bottom line.

1. Reduced Absences

By having a robust employee wellness program, you can reduce health-related absences. Healthier employees typically require fewer sick days and may be less inclined to take “mental health days” as a way to manage stress.

Plus, the length of absences may also decrease. Employees who are in good health usually don’t take as long to recover from an illness or injury, ensuring they are back to work faster.

2. Lower Medical Costs

Medical costs, such as healthcare benefits, are usually a substantial line item for every business. But, if you offer an employee wellness program, you may be able to reduce these expenses, helping you save more than you spend on the program.

Healthier employees don’t require as many medical visits or treatments, which can make it easier to achieve lower rates on your plans. Not only does this benefit the company, it helps your employees as well, keeping costs down for everyone.

3. Improved Retention

Offering an employee wellness benefit can improve your retention rates. When employees feel their employer cares about them, they are more likely to feel satisfied on the job. This decreases the urge to seek out new opportunities, particularly if your competitors aren’t offering a similar program. Ultimately, it can set you apart as an employer of choice, something that isn’t always easily achieved.

4. Attract Top Talent

When word gets out about your employee wellness program, this can help you cement your reputation as a great employer. Then, when you need to attract top talent for your vacant positions, you may discover you are having an easier time finding high-quality applicants.

Many job seekers consider a company’s reputation before applying for a job, so ensuring that yours is positive can go a long way when it comes to bolstering your recruitment efforts.

5. Increased Productivity

When employees know the company cares about their well-being, morale can improve, and productivity may rise. Plus, healthier employees may also be happier, especially if their employer is helping them achieve their health-related goals. This can provide an additional boost to productivity, allowing them to accomplish more during their day than their unhappy counterparts.

Ultimately, employee wellness programs are powerful benefits that can help you save money, increase productivity, improve retention, and even assist with recruitment. If you are interested in learning more or are seeking skilled job seekers for your vacant positions, the team at The Advance Group can help. Contact us to discuss your company’s goals today and see how our expertise can benefit you.

Faster. Cheaper. When Temp Is a Smarter Hiring Option Than Full-Time

Raza Rauf on June 25, 2018

Managing the size of your workforce can be a challenge. Whether it’s navigating employee vacations or other forms of leave, adjusting to seasonal shifts in demand, or handling a large-scale project, having the right skills available is a necessity.

Often, companies default to seeking out new full-time, permanent workers when they require additional staff. But, there are some situations where bringing in temporary employees is a smarter, faster, and cheaper hiring option.

If you are wondering whether you should hire a full-time or contract worker, here are some signs that choosing a temp may be the right hiring option.

Covering Absences

Companies often have a wide range of duties that must be covered at all time. This can make it challenging if your permanent employee needs to take some time away from the workplace, especially if you rely on them for critical tasks and their workload can’t be easily covered by existing staff.

When this occurs, bringing in a temporary worker can be an excellent choice. You get access to a high-quality employee for the duration of the absence, ensuring that must-do tasks can be managed. Plus, once your permanent employee is ready to return, you can release the temp from the assignment without concerns like unemployment.

Seasonal Demand

A wide variety of industries are affected by seasonal demand. Workloads can increase dramatically for a specific portion of the year then return to a low point once the season is over.

If you hire full-time, permanent team members to cover seasonal upticks, you’ll inevitably have to consider layoffs once the workload decreases during the slow season. But, if you choose to supplement your workforce with temps, that burden is eliminated.

Contract employees understand that their time with your organization is limited and, since they never officially join your payroll, you don’t have to worry about the financial impacts that generally accompany a layoff.

Project Hires

At times, companies need to complete projects that require a specific set of skills that aren’t necessary for daily operations. Luckily, you can find temporary workers that specialize in nearly any field.

By choosing a contract employee, you gain access to the skills you require for a project for the duration of the tasks. Then, once the project is complete, you can respectfully part ways. This approach is incredibly common when it comes to finding someone with expertise for tech projects that aren’t part of your core business.

Working Interviews

In some cases, bringing in a temporary worker gives you a chance to effectively host a working interview. You can see if their skills meet your needs, evaluate their attitude, and judge whether they fit into the workplace.

If they aren’t a great match, you can release them from the assignment and seek out a new candidate. However, if you find that they’re a perfect fit, you can extend a permanent job offer, officially making them a long-term part of your team.

Ultimately, temp employees can be an incredible asset to businesses looking to manage costs, hire quickly, or evaluate a person with potential. If you are interested in learning more, the professionals at The Advance Group can help you explore your hiring options. Contact us to speak with one of our knowledgeable team members and see how our services can benefit your company today.

3 Easy Ways Manufacturers Reduce Turnover

Raza Rauf on June 15, 2018

Employee turnover is something every manufacturing company must manage. The cost of an employee leaving is often quite high, so focusing on retention can help businesses craft a strong workforce for the long haul and limit the amount of time, energy, and money that must be committed to finding replacement workers.

Luckily, there are things manufacturers can do to reduce turnover that are relatively easy to implement. Here are three easy ways manufacturers minimize turnover and how you can get started.

1. Offer Competitive Compensation

If your salary and benefits offering don’t measure up to your competitors, you will inevitably struggle when it comes to retention. Employees want to be paid fairly for their work and, if your business doesn’t step up, they will seek out opportunities with competitors who will.

Now, you don’t necessarily have to go far above industry norms. Instead, make sure your total compensation packages are at least in line with other manufacturing businesses in the area. That way, your employees will feel they are being treated fairly.

It may take some research to determine if your offerings are competitive. But there is a significant amount of information available online that can help get you started.

2. Acknowledge Their Efforts

Showing your employees appreciation for all that they do can go a long way. Anything from a simple, but specific, “thank you” to an employee appreciation event to merit-based pay raises can help show your workers that you recognize their accomplishments and value their contributions.

You don’t necessarily need to praise your staff for everyday tasks for this approach to be effective. Instead, look out for significant accomplishments, like exceeding production quotas or wrapping up a major project, and intentionally acknowledge what it took to get there.

3. Hire the Right Candidates

If you want to reduce turnover, then you need to make sure you are bringing the right people onboard in the first place. Selecting candidates that aren’t a proper match increases the odds they won’t stay for the long-term.

For example, a new hire who is destined to conflict with the company’s culture, regardless of whether they are suitable skilled, likely won’t fit in with their co-workers or enjoy the environment. And unhappy workers are more likely to harm overall productivity and ultimately quit.

Similarly, a candidate who doesn’t possess the right skills will struggle in the role, which could lead to them quitting or the need to terminate their employment.

However, by choosing a right-fit candidate, you are more likely to end up with a happy and productive employee. Plus, if they enjoy their time at work, they probably won’t be interested in heading out the door too quickly.

If you are seeking top talent for your vacant positions, and want to reduce turnover at your company, the professionals at The Advance Group can connect you with some of the area’s most skilled job seekers. Contact us today to discuss your hiring needs and see how our services can help your retention goals.