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Are You Ready for New Hires to Start?

Raza Rauf on September 11, 2017

 

Now that you’ve selected your new employee, it may feel as though the hard part is done. While adding a member to your team is certainly a relief, you can’t expect them to come in their first day and hit the ground running. If you don’t provide suitable guidance to new hires, they’ll often feel lost, and that doesn’t lead to great productivity. Instead, by using a thorough onboarding process, you can set them up for greater success, provide them with support, and ensure they are productive as quickly as possible.

Here are some tips to get you started on creating an effective onboarding process.

Preparation Is Key

If you want a smooth onboarding experience, you want to start planning for it before you have a candidate selected. Ideally, you should start preparing as soon as you start working to fill the position, as this ensures you have a suitable amount of time to get things in order. It takes the pressure off of the managers as they don’t have to throw something together at the last minute. Additionally, it gives them an opportunity to assess how to integrate the onboarding tasks into their current workload, ensuring they are appropriately available when the new hire comes in on their first day.

Think Big

Often, determining what the new employee needs to know within their department is relatively easy, but onboarding traditionally goes well beyond a single section. You need to consider how the position interacts with other departments, as well as what core areas should be universally reviewed. Typically, everyone needs an introduction to key personnel in human resources or tech support, so include these in the onboarding process as well.

Ask for Input

If you’re looking for a solid source of information, other recent hires can provide important feedback. They can let you know what was missing from their onboarding process, allowing you to fill in these gaps for future hires. Additionally, they can let you know what went especially well, giving you the ability to keep those steps in place unchanged.

Generally, this approach can provide powerful insights, especially in areas that many employees see as common knowledge. For example, most new hires have questions about basics, like dress codes and lunch schedules, that might not be automatically included in the onboarding process by managers who’ve been with the company for a while. By providing these details, you give new hires a chance to get their footing faster, and improve the overall process.

Manage the Pacing

While there might be a lot of information to cover, you don’t want to risk overwhelming the new employee by throwing it at them all at once. Instead, consider if there are logical divisions in the information, and see if things can be divided to make everything more manageable.

Begin by identifying what details can be provided in advance of their first day. This can include the above-mentioned dress code information as well as things like where to park and where to meet their manager on the first day.

Then, prioritize the other information based on what needs to be addressed on day one, like computer password policies and team introductions, and then schedule out accordingly.

By creating an effective onboarding process, you’re helping the new hire get started in a more efficient manner. This can make them more productive quickly and ensures they are comfortable in their new workplace.

If you’re interested in more tips about successful onboarding or are seeking candidates for a vacancy, The Advance Group can help. Contact us today to discuss your needs with a member of our skilled recruitment team.

 

 

Want to Diversify Your Workforce? Start Doing This!

Raza Rauf on September 4, 2017

 

The idea that diversity in the workplace improves production and increases innovation isn’t new. However, many companies struggle to either attract a more diverse group of applicants or hire people from various groups. Luckily, there are techniques that can help you diversify your workforce. Here are a few you can start using today.

Provide Diversity Training

Sometimes, the company’s culture isn’t supportive of minority workers. One way to help create a friendlier environment for everyone is to provide diversity training to your employees and members of the leadership team. You can also expand the offering for hiring managers, giving them additional information about fair hiring practices and how to review candidates without bias. These extra efforts can make your business more welcoming overall, ensuring everyone is comfortable on the job.

Use a Neutral Application Process

At times, conscious and unconscious biases affect who ultimately gets interviewed and hired. One method for reducing the impact of bias is to use materials that limit the availability of information that can potentially identify a candidate’s gender, race, age, or similar factors.

For example, instead of providing hiring managers with all the details provided by the applicant, consider removing or redacting information like the person’s name or other personally identifiable information. That way, the applications are reviewed based solely on merit.

You can also create a standardized evaluation form for each position being filled. This sets the criteria in advance and creates a scoring method upon which to review candidates, providing a mechanism to limit the impact of bias.

Reach Out to Community Organizations

Cultural institutions, colleges and universities, and churches can all be a great source of candidates and may offer a more diverse population than you are otherwise reaching. Similarly, certain non-profits also work to help empower minorities and connect them with opportunities.

You can start by letting local chapters and schools know about your job openings, and then expand your search to nearby cities or through organizations that operate nationally. Simply let the group know you are looking to find skilled applicants for your positions, and see if they have avenues to get the word out in the community that you may have not otherwise explored.

Widen Your Recruitment Base

If you focus all your recruitment efforts on the local area, you are only reaching a relatively small applicant pool. This can occur when companies rely on sources like local newspaper classifieds or limited online placement based on the city in which they operate.

By expanding into the surrounding area, you can catch the attention of candidates who may live nearby, but not in your town proper. Online recruiting can be effective for reaching a larger recruitment base as well as using services offered by an experienced staffing firm operating in the area.

If you would like to widen your search, the recruitment specialists at The Advance Group can connect you with the skilled workers you need. Contact us today to see how our services can work for you.

 

 

5 Steps for Finding Your Best New Employee

Raza Rauf on August 28, 2017

 

When you’ve officially reached a point where bringing on a new employee is the right move, you want to make sure you handle everything right the first time. This helps ensure you can get the person you need quickly while making sure you aren’t stuck with a less than ideal fit or finding yourself hiring again too soon. To help you manage the task efficiently, here are five steps for finding your best new employee.

1. Clarify Your Needs

Whether you are refilling a position or starting one from scratch, you need to review the position to see exactly what competencies are required to get the job done. This involves looking at the assigned duties as well as evaluating the new employee’s team for skill gaps that need to be filled by the candidate. Once you clarify your needs, you can create a job posting that includes those high-priority items, ensuring you are speaking to the right job seekers before anyone submits an application.

2. Locate the Candidates

After crafting your vacancy announcement, you need to put it out into the world. You can begin by listing the job opening on your company website as well as relevant job boards and even local classifieds. Working with a reputable staffing firm is also a great method for connecting with qualified job seekers, so consider it when you start the recruitment process to help widen your net.

3. Handle the Interviews

Once you have a quality resume or application in your hands, it’s time to start interviewing. You’ll start by contacting candidates who most closely meet your needs and scheduling times to meet. Prior to the interview, craft some key questions you want to cover during the meeting, so you are prepared in advance.

Make sure you schedule interviews for a sufficient duration based on the complexity of the position and how much you hope to discuss. In most cases, professional-level interviews should be blocked for at least an hour, though some entry-level jobs make only require half that. When in doubt, give yourself more time instead of less. After all, the candidate you choose to pursue could be with your organization for a long time, so give yourself the opportunity to be thorough during the interview process instead of feeling rushed.

4. Manage Background and Reference Checks

Whenever you hire anyone, you should always take the time to run an appropriate background check based on the position and speak with the person’s references. While professional references are often somewhat biased, as the contacts are provided by the candidate, using probing questions can help you gain a deeper understanding of the job seeker’s capabilities, allowing you to get the most out of these calls. Make sure you give yourself time to get the information you need by handling these reference checks during a time where you won’t feel rushed.

If you want to streamline this part of the process, many staffing agencies can conduct background and reference checks on your behalf. This means you get all of the information you need, collected by professionals, without having to take the time from your busy schedule.

5. Make the Offer

As soon as you’ve identified your ideal candidate, it’s time to make an official offer. Start by speaking with them over the phone to cover the basics and send the details in a formal letter. Be prepared to negotiate with the job seeker, as this is a common practice, and then send an updated formal letter once you have found mutually agreeable terms and obtain their official acceptance.

Once that process is complete, you can begin looking forward to the onboarding process and having a great employee joining your team. If you would like to work with a skilled staffing agency to manage the process for you, the professionals at The Advance Group have the experience to handle the process right the first tie. Contact us to see how our recruitment specialists can help with your hiring needs today.

 

 

Here’s What Really Stinks About Your Interview Process

Raza Rauf on August 21, 2017

 

Often, a company’s hiring process is somewhat arduous simply because that is the nature of the beast. However, there are parts that are especially frustrating for job seekers. Many of these headaches can be quickly remedied with a little effort, allowing you to improve the impression you make with all of your candidates. To help iron out these wrinkles, here are some insights regarding what really stinks about your interview process and steps you can take to eliminate them.

Being Left Out of the Loop

One of the biggest frustrations cited by most applicants is a lack of information regarding what happens after they submit a resume. It isn’t uncommon to liken hitting the submit button on an application to tossing a resume into a black hole, as most job seekers have only a limited idea of what is happening once they throw their hat in the ring.

An easy way to alleviate this headache is to provide basic email updates regarding the status of the hiring process. Let applicants know their materials have been received, if they have been eliminated from contention, or if interviews are being scheduled in the upcoming weeks. By sharing information, you ensure your top applicants are engaged throughout the process, and those that aren’t selected are quickly informed of the decision.

Not Hearing from a Person

Even some companies that provide updates do so in an impersonal fashion. Many use automated messages to let candidates know what is happening instead of reaching out to them individually. While in certain entry-level positions that bring in a lot of applications, speaking to every job seeker might not be practical.

However, once you’ve narrowed down the pool and have begun interviewing, sending a personal message is the best approach. This will almost always leave a better impression on candidates and can help your businesses reputation of truly valuing those who took the time to apply.

Ideally, interview invitations should also be personalized to help the applicant begin to forge a relationship with the company.

A lack of human connection is a big frustration for candidates, especially if they took the time to craft a meaningful cover letter and customized their resume to the position. So, consider defaulting to using a human touch whenever you communicate with applicants to ensure your interview process is as friendly as possible.

Demonstrating Personality

When a candidate takes a seat in an interview chair, it’s often hard to gauge how much of their personality should shine through. Additionally, finding the opportunity to do so isn’t always easy. A person’s personality can often impact their odds of being successful, especially in organizations that have a distinct corporate culture.

Interviewers need to learn to create openings where a job seeker can show parts of their personality, including a sense of humor. Not only does this help build trust and allow you to assess them as full human beings, but it can also serve as a test to determine if they’ll fit in and if they can make jokes in an appropriate manner.

Learning to balance the needs of the company with those of candidates during the hiring process is tricky. But, but taking some time to reach out personally, keep them updated on the status of the job, and finding methods to let them show their personalities, you can remove many of the most frustrating aspects of the job search process.

If you are looking for new employees and would like to streamline your process while adding a personal touch, the recruitment professionals at The Advance Group have the skills you need to do just that. Contact us today to see how our process can eliminate headaches and help you find the ideal candidates for your open position.

 

 

Keep an Eye Open for These Expensive Workplace Injuries

Raza Rauf on August 14, 2017

 

According to the Occupational Safety and Health Administration, workplace injuries and illnesses cost U.S. businesses approximately $170 billion per year. These incidents also raise the rate of absenteeism, lower production, and can increase workers’ compensation and retraining costs, resulting in lower profits.

Certain workplace injuries are far more prevalent than others, and many could be avoided if the proper safety precautions were in place. To help you spot potential hazards in your company, here is an overview of what causes the most common workplace injuries and what can be done.

Handling Materials

The most common cause of injuries at work involves the handling of objects. This includes lifting, lowering and carrying items, as well as certain other actions. Injuries resulting from these activities range from strains and sprains to cuts, punctures, and contusions, and even fractures. Improper lifting and handling techniques are often responsible, as well as items being stored in an unsafe manner.

A person who is less experienced with the job is more likely to be injured than someone with experience, with a quarter of those hurt being on the job less than a year. To help lower the risk of injury, proper training is critical. This includes covering material handling techniques designed to limit the chance of being hurt, such as how to lift and lower heavy objects and when it is wise to get help or use a lifting device.

Slips, Trips, and Falls

Slips, trips, and falls can be responsible for a whole host of injuries, ranging from simple strains and sprains to fractures to head injuries. Even death is possible during the aftermath of a fall.

Wet floors are an obvious culprit, though foreign objects in walkways and uneven surfaces can also be responsible. To lower the risk of a slip, trip, or fall injury, it is important to keep walkways clear at all times. Make sure signs are used to mark potential hazards, like wet floors, and that uneven surfaces are repaired quickly. Non-slip rugs are also helpful if a surface is innately slippery.

When employees are working from a height, it is vital to have the proper safety gear available. Make sure the use of ladders is accompanied with proper training and that all stairs or elevated walkways have suitable guardrails.

Falling Objects

Any item stored above floor level can potentially fall and injure someone. Materials kept on shelves should be limited based on the number of approved layers, and those placed in piles need to have stack limits to help ensure the items are balanced. If debris is likely in an area, then clear signage should be in place warning of the hazard and personal protective equipment should be provided to anyone who has to cross through the area. When employees are removing items from an upper shelf, others should avoid passing through the area underneath to ensure that, if an object falls, there is no one in its path.

By taking basic precautions and requiring comprehensive safety training, many common workplace injuries can be avoided. If you would like to learn more about workplace safety or are interested in hiring a new employee, the professionals at The Advance Group can help. Contact us to discuss the needs of your company today.

 

 

Has “Ageism” Crept into Your Hiring Pattern?

Raza Rauf on August 7, 2017

 

While most companies intellectually understand that age discrimination isn’t something that should be tolerated, ageism still makes its way into many organization’s hiring practices. The issue is especially prevalent when evaluating candidates for IT positions, a segment where youth is often valued, but any business could be susceptible to the trend.

There are laws in place that prohibit discriminating against workers over 40, but ageism still persists in many companies today. To help determine if ageism has crept into your hiring patterns, here are some signs that you could have an issue.

Older Candidates Are Removed from Contention Before Similarly Skilled Younger Applicants

When most businesses are looking to hire, qualifications are often stated as the standard by which they determine who to pursue. This suggests that candidates with similar skill levels should advance congruently. However, if hiring managers are discarding resumes from older workers while younger applicants with the same skills advance, then there could be an ageism issue.

While a candidate’s age isn’t displayed on a resume, you can often estimate a person’s age based on their amount of experience, dates of prior employment, or graduation date. This means a hiring manager could likely weed out older workers by using data to approximately gauge a person’s age.

If you notice a pattern within screened out and screened in applicants, then intervention is required. Hiring managers need to be informed regarding EEOC law and how resumes need to be reviewed to ensure discrimination, either intentional or unconscious, is eliminated from the process.

Language Choices That Suggest Ageist Tendencies

While blatantly discriminatory language is easy to spot in most cases, there are some subtle choices that also reflect a problem. A manager that states they are looking for “young blood” or “a youthful perspective” could show bias towards younger workers. Also, job postings that say the company is looking for “recent” or “new” graduates could suggest they are trying to screen out older workers while language like “digital natives” as indicates a preference towards youth.

Any question or comment that brings age into the equation can also be a sign of a problem, as well as providing greater access to training to younger workers or favoring them for a promotion could show ageism is playing a role in decision making.

Even discussions that take place outside of the hiring process can indicate a problem, as ageist comments made by a hiring manager in the workplace suggest a predisposition for age-related discrimination.

All potentially discriminatory language or activities need to be properly dressed by the organization to ensure they aren’t affecting hiring processes and other aspects of the company’s operations. Often, the best first step is to ensure all employees receive training that addresses issues of discrimination. All hiring activities should be monitored for potentially discriminatory patterns, and internal practices like training and promotions should also be reviewed.

By taking an active role in educating your workers and tracking activities, you can help ensure ageism has not crept into your hiring practices. You can also enlist the assistance of a reputable staffing company to ensure all bias is removed from your candidate screening processes. If you’re looking for a new employee, The Advance Group can ensure that all applicants are given an equal chance. Contact us today to discuss your hiring needs and see what our services can do for you.

 

 

Update Your Assembly Workplace Safety Policies for 2017

Raza Rauf on July 24, 2017

 

When you operate an assembly workplace, you already know that safety is important. Having strong policies and procedures in place ensures your employees aren’t experiencing undue risk and govern what actions must occur when in regards to safety. If your policies haven’t been revised within the past few years or if there have been major equipment or procedural changes since your last safety policy review, here are some reasons to update your assembly workplace safety policies in 2017.

Changes to Laws and Regulations

In some cases, laws and regulations regarding safety policies and procedures may change, leaving your current iteration incomplete, incorrect, or even illegal. Check all of your existing policies to make sure the content is relevant and accurately reflects any standards as set forth by federal, state, or local laws and regulations. Otherwise, you could have trouble enforcing your policies if even a portion is found to be out of date.

Facility Security Measures

Many businesses have chosen to add metal detectors, security cameras, and guards to help make workplaces safer. While these measures can be beneficial, there use should be outlined and governed by safety policies. By explaining why these systems are in place, you can increase the likelihood of employee buy off. And, by making their use or presence a part of the employee handbook and formal employment agreements, you are ensuring everyone is aware and willing to comply.

Medicinal and Recreational Marijuana

As more states approve the use of marijuana for medicinal and recreational purposes, safety policies may need to be updated to clearly specify what employees can and cannot do regarding its use. This could include simply preventing its use by workers while they are on the job or making its consumption completely against the rules. If the policy will be enforced through random drug screening, then that requirement needs to be clearly specified as well. Just make sure that any such policies meet the standards set forth by federal, state, and local laws before it is implemented.

Make the Information Digital

In an increasingly digital world, consider embracing the prevalence of technology by making your safety information accessible on mobile devices. For example, add URLs or QR codes to safety signage or assembly machinery. Then, employees can go to the sites or scan the codes to get additional information that they can review at work or on their own time. This gives you the widest disbursement of the information and increases the chance that all of your workers will get the details they need.

By keeping your safety policies updated, you are not only protecting your workers but your business as well. If you are interested in locating some workplace safety professionals to join your team or are looking for high-quality assembly workers to fill vacancies, The Advance Group can find top candidates in any field. Contact us to discuss your hiring needs with one of our recruitment specialists today.

 

 

Start a Summer Wellness Plan with These Tips

Raza Rauf on July 21, 2017

 

Summer is the perfect time to implement a wellness plan, especially if your organization doesn’t currently have one in place. In recent years, companies have begun taking employee wellness more seriously, especially as a method to combat the rising cost of healthcare and lost productivity due to health issues. However, many businesses have limited experience in the area, making it difficult to figure out exactly what needs to be done to ensure success. To help you design a program that is more likely to engage and excite employees, here are some tips for getting started.

Make the Message Personal

A summer wellness program is likely going to be associated with a particular message, functioning as a tagline for the initiative, and choosing the right message is critical. Statements that promote feelings of guilt or shame, or those that make workers feel pressured to join aren’t always very effective, and standard platitudes generally don’t do much when you’re hoping to inspire the masses.

Instead, you need to select a message that helps them see how the program benefits them in a way that actually speaks to them. You need them to see how activities like eating right and exercising assist them in reaching their goals. Otherwise, if you just relate it to the concept of better health, you’re not likely to get much attention.

Get the Leadership Team Involved

Your employees aren’t going to be inclined to participate if upper management isn’t actively showing support for the wellness program. Having top-level management, including the CEO, take part in the program shows they aren’t just tossing it out there to see if it sticks; they actually think it provides value to their lives too. By having leaders take part, and even share their results, the rest of your workforce may feel more comfortable with jumping in, and that can increase participation levels and lead to stronger results for everyone.

Make Healthy Sleep Habits a Priority

Getting enough sleep is a cornerstone of health, and Americans are some of the most sleep-deprived workers in the world. Failing to get enough shut-eye can lead to significantly increased risk for certain health issues including mental health conditions, heart disease, and diabetes. Productivity can also suffer, and safety issues are often more prevalent. Adding a “healthy sleep” component to the program can help workers learn better habits and encourage them to be more aware of the amount of time they dedicate to sleep.

Go Beyond 10,000 Steps

The idea of getting in at least 10,000 steps a day is fairly well known, and it only scratches the surface of what it takes to improve overall wellness. Make sure your program includes additional points like stress reduction, meditation, and even personal finance. By including methods to improve the whole person, more employees are likely to find value in at least part of the program, and that can help your initiative achieve success.

If you are interested in learning more about workplace wellness or would like to find a wellness specialist to join your team, The Advance Group can help. Contact us to discuss your goals today.

 

 

Can’t Find Skilled Workers? Start Here

Raza Rauf on July 14, 2017

 

Many industrial and construction businesses struggle to find the skilled laborers they need to fill critical positions in their companies. Interest in trades has declined in the workforce, especially since younger generations have been raised to believe the only way to a stable career is a college degree, which can make a worker shortage harder to manage. However, there are methods that can help you reach a larger candidate pool or even create the skilled workers your business needs to succeed. Here are some tips to get you started.

Making Training a Priority

Sometimes the easiest way to gain access to the kinds of skills you need is to teach them to your workforce. By creating comprehensive training programs or mentorship opportunities for your employees, you can give your current staff more knowledge and fill in certain skill gaps with the best and brightest you have on staff. Not only does this help your employees grow, but it can also improve their level of job satisfaction, raise productivity, and even improve the reputation of the business as an employer. All of these can make your company more attractive to applicants as they can clearly see where their career can go when they accept a position.

Connect with Local Colleges and Trade Schools

Area colleges and trade schools can be an excellent source of fresh talent. By connecting with local institutions, you can gain access to new graduates as well as those approaching graduation, which may give you an upper hand when recruiting for certain positions. You can discuss your interest in forging a partnership with the administration, employment assistance offices and, in some cases, instructors of relevant courses. Then, if a student seems like a potentially good fit, they can be referred to your company.

Colleges and trade schools may also host job fairs on a regular basis, allowing you to connect directly with potential new employees. Often, these events aren’t limited to students, so you may find applicants with a range of experience levels who are interested in working for a company like yours. Contact the schools directly to see if they host an event and see what it takes to participate. You may be surprised how easy it is to join.

Reach Out to a Professional Staffing Firm

Staffing agencies can help you locate skilled workers for temporary and permanent positions in your company. Often, they have access to a large candidate pool with a range of skills and experience levels who are interested in finding a new position in the area. Typically, these are active job seekers who could potentially start a job quickly, helping you get the top talent you need in less time that some traditional recruitment methods.

If you are interested in working with one of the leading staffing agencies in the area, then contact the team at The Advance Group. They can help you find high-quality workers for any of your open positions.

 

 

Are You Guilty of “Vacation Shame” in the Workplace?

Raza Rauf on July 7, 2017

 

In a perfect world, from the perspective of many employers, workers would want to come to work week in and week out, never needing time off to rest and rejuvenate or to help avoid burnout. But the fact is people need time away for a variety of reasons, including to simply improve morale or take some time to reset. While most companies have reasonable vacation policies, some workplaces attach guilt to a request for time off and this attitude can actually hurt an employee’s sense of job satisfaction, lower productivity, and even lead to burn out.

If you want to make sure your business supports the need to take some time off, and doesn’t guilt employees with vacation shame, here are some methods to do just that.

Create a Vacation-Friendly Culture

To help everyone reap the benefits of taking time off to recharge, it is important to have a company culture that supports the reasonable use of vacation time. While some businesses have chosen to institute an unlimited vacation policy, allowing workers to take time off without having restrictions regarding the number of days, this isn’t a necessity as long as sufficient time off is supplied. Consider allowing PTO is be earned more quickly by moving away from traditional tenure-based schemes. You can also institute a “use or lose” policy to encourage employees to use their vacation hours within a specified time period.

As long as managers stay in tune with the needs of their workers and create mechanisms to ensure critical tasks are covered when staff members take time off, having a generous vacation policy can actually work in everyone’s favor.

Be Realistic About Productivity Shifts

It is easy for managers to worry about lost productivity when key employees are away but, in most cases, day-to-day operations are largely unaffected if a strong plan is in place. Make sure team members are cross-trained to cover each other’s duties, guaranteeing you always have coverage for priority work. Additionally, create policies regarding the use of extended vacations that require a sufficient amount of planning time before a worker is out for a planned absence.

By focusing on the planning and cross-training aspects, most organizations can ensure that all activities are well covered regardless of who is taking time off. It can also create a supportive culture, as team members understand who will be managing their work while they are away and that they are expected to do the same for others.

Often, the benefits to morale and productivity make the planning efforts worthwhile and can ensure that employees feel confident in their ability to be away from time to time since the business will suffer no ill effects.

If you are interested in expanding your team to make vacations more feasible and stear clear of vacation shame, giving you the extra manpower to support cross-training and planning, the professionals at The Advance Group can help you locate top candidates quickly. Contact us to speak with a recruitment specialist about your hiring needs today.

 

 

Turn Your Workplace into a “Best Place to Work”

Raza Rauf on June 19, 2017

 

Most companies are familiar with the “Best Places to Work” list created by the site Glassdoor. Those who make the list often have their pick of top talent, making them models that many businesses strive to follow. But what separates a good company from a great one? And what truly makes some organizations the best? To help you see how these top companies differentiate themselves from the competition, and what you can do to improve your workplace, here are some key areas that define the greats.

Cultivate Passion

Most of the best places to work have one thing in common: passionate employees. These workers and managers operate with a sense of enthusiasm and curiosity and are typically more open to change than those who feel less strongly about their work.

Cultivating passion means creating a culture that encourages exploration and one that is open to taking new avenues when the right opportunity presents itself. While not every idea will turn into something helpful, making sure workers have the space to consider new possibilities and formulate new ideas can help keep the level of passion high.

Support Growth

Employees want to work for businesses that will help them progress in their professional lives, either through informal arrangements or formal programs. Companies that give workers a chance to learn new skills, interact with emerging technologies, and work together in new ways help employees advance their understanding of their field and keeps them feeling challenged.

Often, top performers need this kind of workplace to thrive, as it keeps them engaged and gives them new opportunities to grow. Without them, your best and brightest likely won’t stick around if a better offer comes around.

Offer Recognition

Another must-do to be considered a great employer is to recognize employees for a job well done. Anything from a sincere thank you from a manager to a full employee appreciation event can do the trick, as long as workers are shown that their input is valued by the company overall.

Some organizations make the mistake of treating employees like assets and not people. By acknowledging their efforts, you show that you understand the company wouldn’t be where it is today without workers like them.

Offer Competitive Salaries

While compensation alone doesn’t make a company a best place to work, not remaining competitive is a sure way to find yourself off of that list. Businesses need to keep pace with their competitors in regards to salary and benefits. Failing to do so may lead top talent to simply pass you by and your current employees to leave once a better opportunity becomes available.

Now, you don’t have to outdo other companies in the area of compensation. Instead, just make sure you are within the norms for your location and the type of work being performed.

If you are interested in learning more about what make a company a great place to work or are looking to hire new members for your team, let the professionals at The Advance Group put their hiring expertise to work for you. Contact us today and see how our services can help your business reach new heights.

 

 

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