HR & Management Tips - The Advance Group

What Workers Want from their Bosses this Summer

Raza Rauf on July 13, 2012

What can employers do to enable employees to be happier on the job? One thing they can do is to realize that summer is not when most workers want to put in long hours. Rather, a study found that in the summer, employees long for long weekends where they can cut out of work early on Fridays and flexible schedules to accommodate mid-week breaks. Is that outrageous? The same study found that employers are happy to offer these benefits.

Controlling the Schedule

There are many benefits to having some control over their schedule, employees note. A survey of 400 employees and more than 500 human resource managers provided the information. In the survey it was found that many employees expect these types of concessions during the warmer months.

41 percent of all workers participating in the study desire flexible schedules during the summer months.
28 percent of those who participated want the ability to leave early on Fridays.
Some employees desire company picnics and a more laid-back dress code during the warmer months, too.

It used to be that summer was time to roll up your sleeves and get down to business. It could be the fact that workers are putting in longer hours or it could be that more employers are hoping to accommodate the needs of their employees. In either case, employers are on board with providing such incentives.

Employers Offer Incentives

Employers who responded to the same survey were more than happy to extend some benefits to their employees during the warmer months. About 75 percent of them allowed for flexible schedules, which is the most commonly requested feature from employees. As far as Friday’s go, employers understand this need too. Accordingly, about 63 percent of them will allow employees to leave early on Fridays to get a bigger weekend in.

As for the other requests from employees, employers want to provide help there, too. About 50 said they reduced their dress code requirements and about 25 percent stated that they offered some type of picnic or outing during the summer for employees. About 6 percent stated they offered no benefits for this time of the year.

Should You?

A big question to ask then is should you be offering some type of incentive to your employees? It is a good idea to accommodate the needs of employees when it fits within your schedule and your abilities. However, it is critical to do so properly and that often means that there should be some level of supervision involved. While most will be more committed to their job when you offer incentives like this, there may be the one or two people who take advantage of it. That is why it is important to have monitoring in place.

Creating a Workplace Safety Culture

Raza Rauf on July 4, 2012

To create a safety culture within your business, do not focus solely on the safety programing. Rather, take it to the managers. Without managerial support, no type of safety program is going to be effective. Creating a safety culture, though, can yield positive results and reduce losses. To do this, the employer must prioritize the workplace health and safety in a meaningful way.

Creating a Safety Climate

In a study conducted at the University of Georgia’s College of Public Health, researchers found a significant link between those businesses with a positive safety climate and workplace injuries. The study also found that situations that interfered with family life or the demands in the family put a greater risk on employees and their ability to do their job. But, what makes a safety culture?

Key Components Required for an Effective Safety Climate

Creating a safety culture within the workplace is a key step every employer needs to take if that employer hopes to see significant changes in losses and employee safety. Rather than sticking up posters and a list of guidelines, it is best to create a safety culture that happens throughout all levels of the business.

Does the commitment to safety start with the business owner and top level management? Does the president of the company communicate the priority of safety within the business? Is it a focus of the company’s mission statement?
Are policies and procedures written down? Communication about safety must be effective and for that to happen, a set of procedures is necessary. Write them down and share them. The physical demands and functions of each job needs documentation.
Are sufficient resources provided to ensure a safety culture exists? This includes dedicating enough time, budget, staff and resources to achieve safety goals. It includes ensuring the team has the proper training and equipment for safety.
Is there a level of accountability present? When safety violations occur, what really happens? Does the employer take these actions serious enough to take action? This sets the precedent for every other layer in the business model.
What steps are taken and written down, to track safety procedures and policies? Is there a managerial task set up to ensure that safety tasks are managed? Do senior managers participate in this?

Creating an effective safety culture is critical to managing a business. Employers must make this a focus of their every day function as well as their mission. In doing so, it will not only help employers to achieve the goal of less liability and loss but it also enables employees to feel safe on the job.

For access to a wide range of candidates who are monitored by a supportive staff of recruiters, consider the advantages of hiring pre-screened and oriented employees through Advance Staffing Solutions in Michigan and Ohio.

5 Ways to Make Your Seasonal Hiring More Efficient

Raza Rauf on June 26, 2012

Hiring seasonal employees can be quite the challenge at times. The competition among businesses to attract top talent is fierce and heats up early during peak seasons. But, there are things you can do that will help you be more efficient and effective at finding those talented individuals to add to your roster of seasonal workers.

1) Start the hiring process earlier than your competitors. This might seem like overkill; but it is the most effective way to ensure that you’re getting the employees that are forward thinking and ready to roll once the season begins. The most important aspect of this is that it doesn’t leave you scrambling to find workers at the last minute.

2) Hire more workers, initially, than you believe you’ll need. For whatever reasons, most companies lose a lot of seasonal workers throughout the season. Some workers meet their personal goals and no longer need the work, others find permanent positions, and still others find that they really aren’t as suited for the work as they believed they would be. You need to be prepared for this ahead of time and have contingencies in place, such as a workforce that’s sufficient to lose at least two-thirds of its numbers throughout the season or a handy list of backup candidates to call in if needed. Some companies continue hiring throughout the season in order to replenish their numbers as well.

3) Invite previous employees to come back. In fact, if you’ve had people who have worked well for you in the past you might want to not only invite them to come back but also to ask them for referrals. They know what the job entails and that they’ll be the ones “picking up the slack” if they don’t recommend hard workers. They are often better able to pick out and refer good, solid employees for you than most HR staff members could easily identify from a stack of applications.

4) Hire your customers. The people who buy your product day after day and year after year are often the people who are best suited to get excited about working for your company—even if it’s in a seasonal capacity. They know your brand. They use your brand. They are in an ideal situation to help promote your brand as well. If you really want to reel them in, consider letting them know about any employee discounts or other perks you have to offer.

5) Develop a reputation for respecting your employees. There are few things that can go further to help you get good employees, seasonal or otherwise, than developing a reputation that says you show your employees respect. It can overcome many workplace deficiencies such as only offering seasonal work, paying less than some competitors, and even offering fewer employee benefits because it’s become such a rarity in today’s businesses. Be that business and you’ll be much better able to entice talented seasonal workers to your business.

The above ways can make a big difference in your efforts to hire the cream of the crop when it comes to hiring seasonal workers. For even more success with recruiting seasonal temporary workers, Advance Staffing provides many excellent candidates year round.

3 Emerging Technologies for Workplace Safety

Raza Rauf on June 21, 2012

Safety is a major concern for business owners today in every industry. From office and factory floor workers to delivery and long-haul truck drivers, emerging technologies are making workplaces safer every day. Here are three prime examples of technology that’s emerging to improve safety and promote wellness in the workplace.

1) Electronic drive logs. The industrial transportation industry is getting a technology makeover that goes way beyond adding a few creature comforts to the cabs of trucks. Long-haul truck drivers face many dangers and risks in association with their long hours on the roadways. Paperless logs of their mileage, speeds, and gas consumption may not seem to be all about improving safety at first glance, but it has quite a few unintended consequences that err on the side of safety-minded driving. That’s good news for truck drivers on the roads as well as the, passenger vehicles that share the roads with them. These electronic records can help businesses boost efficiency, cut costs, and implement higher safety standards for their drivers.

2) Ergonomic office equipment. Ergonomics may not seem all that technological in nature at first, but there is a great deal of innovation in the products that are designed to make office spaces safer and more comfortable for employees. From office chairs with ergonomic designs to office equipment that’s designed to minimize risk of developing carpal tunnel syndrome there is a wide range of emerging technology in the office that makes the office space a little more “user friendly.” But, did you know that there are also new tools and technologies for shop floors and industrial applications that involve ergonomics? In fact, the latest advances in ergonomic technology involve push carts that are used for transporting various shop materials. Traditionally these carts have been heavy and difficult to maneuver. New, ergonomic technology leads to carts that handle much more deftly when pushing or pulling large volumes of weight allowing employees to do so without risking back injuries or overexertion.

3) 3-D visualization technology. Believe it or not, different people have different standards when it comes to safety. It’s tough for big and small businesses alike to implement a written safety policy that works across the board with the same degree of success. One man’s risk may be playing it safe to the other man. It’s all about perspective. That’s why 3-D visualization can be so useful. It doesn’t tell a story that has room for interpretation but paints a picture that’s impossible to overlook or misunderstand. This type of technology explores risks and potential consequences without putting any actual person at risk as an example.

Accidents and safety violations in the workplace cost businesses in more ways than one. The human factor, involving the injury or loss of a valuable employee, coworker, and/or friend, can be significant. However, there are other costs to the business that also need to be taken into account – damages, liability, loss of productivity, and repairs. Emerging technologies, such as the three mentioned above, can save your company time and money. More importantly, it can help protect your greatest asset: your employees.

Find out how Advance Staffing Solutions can support your efforts for a safer work environment.

Lean Six Sigma- Reasons Your Organization Needs it

Raza Rauf on June 7, 2012

When it comes to manufacturing and engineering processes, efficiency is the key to success. The Lean Six Sigma strategy applies the best of the Six Sigma concepts within a lean production based environment. While Six Sigma focuses on reducing waste and increasing speed, lean production is focused on cutting costs and improving quality of goods. When combined, a Lean Six Sigma becomes a catalyst for sustainable corporate growth.

Corporate Benefits of Lean Six Sigma

There are several reasons why your organization needs Lean Six Sigma in order to realize this success. Obviously, increased efficiency and quality are important elements of business success, but there are many more reasons to implement a Lean Six Sigma program within your organization. Read on to learn more about Lean Six Sigma’s benefits.

Sets the organizational standards. As you begin to implement a Lean Six Sigma program in your organization, you will begin to elevate the processes that occur across all departments and levels. This will help to set organizational standards that are consistent for all. Once you do this, you will establish a clear set of guidelines that all managers can follow as they recruit, onboard, train, and develop employees.
Easy to implement knowledge. The beauty of a Lean Six Sigma philosophy is that it makes sense in any business. This means the knowledge of the program can be implemented quickly to produce much faster results than other quality assurance programs. By sticking to the guidelines presented in Six Sigma, a lean production program can be taught to all in the company in a short period of time.
Value to customers increases. For any organization, being able to rise above the competition can be the difference between gaining a new client or losing out. By proving that your processes are superior as a result of your Lean Six Sigma practices you can distinguish yourself and get more positive opportunities.
Improves business sustainability. Investing in a Lean Six Sigma program can provide a valuable source of business sustainability. Once implemented, the processes in the workplace become more efficient, saving in labor and materials. This can lead to long-term opportunities for growth and expansion.

To learn more about improving your workforce processes and getting more from your human resource strategy, be sure to consider the advantages of using a contract staffing company like Advance Staffing Solutions.

Be Smart about Workers’ Comp – Reducing the Costs of Claims

Raza Rauf on May 20, 2012

As an employer, your bottom line comes down to keeping staffing costs low and productivity high. This is partly achieved through providing a safe environment in which employees can do their best work. Unfortunately, workplace accidents can and do happen – costing your company a hefty sum in workers’ compensation claims and lost work hours.

While you cannot 100 percent prevent all accidents from happening, there are ways to develop a policy on safety that can help your organization to avoid being involved in frequent and expensive workers’ compensation claims.

Provide Safety Training Sessions – from the very first day of employment, make it a priority to give employees the information and training they need to avoid accidents or injuries at work. Teach employees the proper way of lifting and carrying objects, the safe operation of all company equipment and vehicles, what to do in a crisis situation, and how to limit exposure to harmful work elements such as chemicals, fumes, and heat. Hold a monthly safety meeting and send out frequent reminders on safety topics, inviting employees to see more information as needed to prevent workers’ comp cases.
Hazard Communication Procedure – This is an area that many companies forget to emphasize, however it can be beneficial in preventing accidents and injuries in the workplace. Establish a procedure for reporting possible hazards on the job, and make sure that all employees understand what to do if they spot a problem. Make sure your employees know where to find the latest information in the MSDS book in case of chemical exposure. Even office printer inks and cleaning chemicals should be included.
Evaluate Workplace Ergonomics – Since repetitive stress injuries, like Carpal Tunnel Syndrome and back strain, are growing as a source of workers’ compensation claims in many organizations, making changes to the work environment makes sense at times. Take the time to observe your workers in process, and note the strain they experience by standing on hard floors, using their hands to perform strenuous tasks, and the state of their chairs and desks. You may be able to cut down on the number of workers’ compensation cases merely by investing in more ergonomic equipment.

Remember, if an accident occurs on the job, the key is to make sure that the employee gets prompt medical attention to avoid a lengthy and costly workers’ compensation claim. Have an occupational medicine center nearby to refer employees to and be sure to document everything immediately to reduce the chances of an injury becoming worse than it has to be.

Another option for reducing workers’ compensation claims is to work directly with a staffing agency like Advance Staffing Solutions to manage a contract workforce for you.

Manufacturing Skills Gap or Management Skills Gap?

Raza Rauf on April 26, 2012

All manufacturing companies experience a shortage of qualified workers from time to time, due to various challenges that can include poor staff management, lack of educational support, and high-demand for specialized skills. However, when this occurs, HR departments are put into overdrive, trying to compensate and oftentimes falling short of project needs. This is when they turn to management to come up with a solution to proactively address the staffing and development needs of the company – to prevent this kind of scenario.

At times, HR managers may be asking if the problem is due to manufacturing employee skills gaps or something within the management skills that are lacking? There are a few ways to determine this.

When There is a Skills Gap

One of the ways you can determine if the problem exists among your staff is to conduct a skills inventory to determine how well your job descriptions match up with the actual duties and skills of your employees. This will tell you if you are accurately hiring the kinds of people you need to be successful in their roles. If you see marked gaps in skill levels, it’s time to revamp your recruiting efforts.

Then you need to take the time to visit local educational centers to see if they are offering programs to prepare the coming generation of workers to meet the demands of your industry. New graduates can be a valuable source of new employees so it’s important that the schools you recruit from have the updated skill development programs you need from future candidates.

Your in-house staff have already proven to be valuable assets to your company, that is if you are taking the time to develop their skills to higher levels and promoting from within. Set up the time to find out where skills are lacking, and then either hire a trainer to come in to teach these skills, or provide employees with learning incentives to get this education on their own.

When Poor Management is to Blame

There is a common saying among HR people: “People don’t leave jobs, they leave managers”. This is certainly true in the manufacturing world, where there may be little time for managers to foster positive relationships with employees on the job. However, if there is a continual turn-over issue present in a specific department, it can mean it’s time to evaluate the people skills of that department manager.

One of the best investments any manufacturing company can make is in its management, at all levels. This means from your newest to your most seasoned managers, everyone should be continually getting trained and updated on industry topics. This includes training on tough personnel issues, like onboarding and employee development.

While a manufacturing skills gap can be caused by a little of both aspects, there are ways to manage staffing within manufacturing in a more positive way.

One is to bring on quality staff who have the right skills to do the job well. This can be accomplished by working directly with a manufacturing staffing agency, to provide pre-screened candidates suitable for all levels of manufacturing work.

The second is to give management the support needed to become better at their jobs, by offering management training and development initiatives. Back this up with incentives to cut down staff turnover and build more engaged teams.

6 Ways the Job Search has Changed

Raza Rauf on April 21, 2012

Job searches have come a long way in the past decade. The more prevalent mobile phones and devices are becoming in society, the more the job search is evolving. Of course there are quite a few different contributing factors to the ever-changing job search process.

Here are a few things to keep in mind so that you can take advantage of these changes.

1) Technology. This is perhaps the biggest change in the way job searches are performed. Technology has brought many powers to our fingertips through mobile devices and the power of the World Wide Web. Whether you’re using a laptop at home or your mobile phone (or tablet device) at the neighborhood coffee shop, the power of the web has made the job search a much more streamlined process than it was in the days of circling “help wanted” ads in the newspaper.

2) Scope. The other difference is that your job search is no longer limited to a certain zip code on the map due to the logistics of long distance interviews and assessments. This is once again thanks to the power of technology but the ability exists now to interview, at least initially, across long distances. This opens a whole new world of positions for job seekers and talent for business owners.

3) Competition. The “great recession” has had a massive impact on jobs and how the search goes. Today’s job search is much more aggressive than those in years past. Job seekers really have to get out there and market themselves in order to get the jobs they want. It’s a common expression that a job search is a full time job in and of itself. Today that is an undisputable fact.

4) Leverage. In order to get the “cream of the crop” jobs that everyone is in serious competition for, it’s necessary to leverage the power of the web along with social networking sites to really make your presence felt by a company. Social networking, personal branding, and even blogging – as long as it is professional blogging that shows off your talent and expertise – are all necessary components in the process of finding quality jobs in today’s competitive market. The more tools you leverage to assist you in the search, the better your odds of getting hired are.

5) Customization. Resumes were once a one-size-fits-all-jobs proposition. That isn’t the case today. You need to do your homework on the company and make sure that your resume is specifically tailored for the specific job that’s available with that company. Every company seems to have its own wish list of strengths and weaknesses from employees. Find out what they are and create a resume that highlights your strengths according to the company’s desire. It will make a huge difference in the hiring process and make you more likely to be called in for the all-important interview.

6) Interviews. In the past, interviews were typically yawner affairs. That’s not the case today. The interview today requires you to be at your best, alert and ready for anything that’s thrown your way. These aren’t the softball questions your grandfather answered. These are hard-hitting questions worthy of an experienced reporter looking for the barest hint of grit in the story.

The job search has changed in many ways. Many of them are definitely for the better. Keeping all of these aspects in mind will help you to be more competitive in this competitive market during your job search.

Robotics and Its Effect on Manufacturing

Raza Rauf on April 7, 2012

Who, or what, is working next to you? Sooner or later, it is likely to be a robot rather than a human. In the eyes of many, the use of robots is long overdue. In fact, even ten years ago, people in the industry were warning that people would soon be doing far less work and robots would be doing much more. Keeping that in mind, individuals may need to take into consideration how robotics will play a role in the manufacturing industry going forward.

Robotics Isn’t New

It is important to keep in mind that the use of robotics in the manufacturing industry is not something new. In fact, robots have been in the business since 1961. That’s when General Motors introduced Unimate into their production lineup. This 4,000-pound arm did a great deal of work that would have taken humans much longer to do. Dangerous and boring tasks are no problem for Unimate. These machines are not late for the job and they perform without needing to take breaks. That makes them better, you would think.

However, these systems are not always the best option. In fact, robotics is not always a good option in manufacturing. In any task requiring decision making, it takes a human brain to make it happen. This also includes tasks where creativity is important or where the need for adaptation is critical. In some situations, a simple task is just not what needs to be done. That’s where these robots become limited.

What Robotics Does Offer

Keeping in mind the limitations, there are still many situations in which robotics make sense in manufacturing.

Productivity is never higher than when a robot is doing the work. Program them, turn them on and let them go.
Quality improves as well, especially when precision in each piece needs to be spot on. There’s no mistakes made in this process.
For businesses that need to increase productivity and decrease costs, the hiring of these robots, instead of paying unskilled workers, makes sense. It makes these manufacturing businesses able to compete with the low cost of labor in countries like China.
New machines are able to learn and expand on their skills. Though they are unable to make decisions without some level of input, it is now possible to apply robotic technologies in more applications, even in more complex processes requiring decision making.

The effect of robotics on the manufacturing industry is nothing short of profound. With 60 percent or higher increase in productivity, there’s no doubt the use of robotics is here to stay. Yet, that does not mean the human’s job is on the line, at least not yet. For many businesses, there is still plenty of time to move beyond the limitations in the manufacturing process and to push forward with the aid of robots.

Team Building: Improve Your Company Culture

Raza Rauf on March 30, 2012

Today, many companies are getting back into the hiring game after a little bit of an absence. Some employers believe the search for the perfect candidate will be an easy task with so many people unemployed. However, the fact that so many companies are suddenly beginning to hire again means that there is greater competition for top tier employees. Employing the right recruitment strategies can help ensure that you’ll be able to pick and choose from the cream of the crop when it comes to job seekers.

Pre-screen Potential Candidates Well

There’s no reason to waste your time or the time of candidates who do not have the required skills to get the job done. Include a rigorous “skills” test as part of the application process. This will help you hire with confidence that the candidate can do the job you need them to do while avoiding those who interview well but really lack fundamental skills that are necessary to the job. More importantly, it will save valuable time interviewing and investing in getting to know a candidate better if that candidate isn’t going to be a good fit for the position in the end.

Do Not Wait Until You Need to Hire to Start the Process

Begin the hiring process now. This will allow you plenty of time to vet potential candidates before you’re ready to commit to the actual hiring of a new employee. Many companies are waiting until the need is critical and then they are rushed and make hiring decisions they would not have made in other circumstances. It’s better to have the process in place and a few talented candidates in mind before a definite need arises in order to avoid mistakes that could be prove costly in time, training, and lost productivity.

Hire Experienced Operators

The job market is filled with people who have experience in all sorts of fields. The odds are good that there are plenty of qualified candidates for any positions you have available. The problem with hiring inexperienced candidates, while they may work for less, is that they also bring along bigger expenses and a much greater “learning curve” for the particulars of a job. If you’re hiring someone with industry experience and knowledge, there will still be a slight learning curve as they get to know your method of operation. However, it will be far less than the interruption of someone who will need complete and total on-the-job training in your industry. Most companies don’t have that kind of time on their hands to invest once they’ve reached the point of hiring someone new in today’s economy. Do you?

There are many things you can do that will improve your odds of finding the perfect fit for your company culture with the right experience to get the job done. These are just a few things you can incorporate into your hiring mindset to improve the odds that you’ll get the right person from the start.

Predictions and Solutions for the Industrial Sector

Raza Rauf on February 21, 2012

The American Staffing Association reached out to representatives in each industry sector to ask: What do you think will be the sector trend to watch this year and how do you predict your sector could change in 2012?

Our president, Stacey Bigelow, was chosen by ASA to speak for the industrial sector and made the following predictions:

More businesses will experience additional production needs.
Some of the clerical/administrative positions that were lost during the economic downturn will be restored.
However, companies will continue to be cautious about committing to permanent hires.
The biggest hurdle in this sector will be the shortage of skilled labor.

What else will affect the industrial sector?

Ms. Bigelow pointed out that in an election year, the business world tends to experience a feeling of being unsettled, as companies wait to see whether there will be changes in the country’s administration and therefore changes in how things are done. The financial troubles in Europe are also on many business owners’ minds.

What does this mean for you?

Between the uptick in work, the employee shortage and the global implications of the election and the European economy, more companies are utilizing the flexibility of staffing services. Why?

Simple. They help you work around those issues mentioned above.

Need additional employees?
Having trouble finding people with the skills you need?
Not ready to add to your permanent payroll?

Your staffing firm can provide you with skilled, prescreened employees, whether temporarily or permanently. You don’t have to take the time to find them. You won’t have to pay overtime. You’ll have the people you need to get your work done, without worrying about layoffs or unemployment claims.

Economists predict that we’ll continue to see a slow but positive trend in employment throughout 2012, but it won’t be until 2013 until the economy really begins to pick up steam. Stay tuned to the Advance blog to stay up to date on industry trends and career advice—or call us anytime you’re looking for more.

The Importance of Hiring a Social Candidate – Who Doesn’t Just Look Good on Paper

Raza Rauf on February 8, 2012

Hiring the right candidate takes more than just looking at what the professional can do based on his or her paper application. Many employers are spending time researching and learning about candidates more fully, outside of the standard resume. Recruiters want to know if a candidate is social and what their social skills are doing for them. After all, in a globally connected world, it is critical to communicate at the best level and that means being a socially active person, both online and offline.

What Is a Social Candidate?

The right candidate for any position needs to have the proper technical skills and the experience necessary to do the job. However, soft skills, including communication skills, are just as vital. Those who have limited social skills often lack the ability to use the knowledge they have to do their job properly. Turnover is higher. They often struggle with relationships within the workplace. Some never move from lower level positions due to their inability to communicate. They can even contribute to a poor morale among employees.

On the other side, a social candidate is one that does embrace working with others and has good communication skills to back it up. These professionals may stand out in an interview but they also stand out when researching them online. Here are some of the features to look for in the social candidate.

Choose someone that understands and monitors the way his or her actions affect those around them.
Does the candidate show concern for others through their actions and words? Do they understand how to manage other people’s feelings?
Does the individual have good control over him or herself in terms of communication? When expressing emotions, do they do so in a negative, abusive or destructive manner? You do not want these traits in your workplace.
Are they socially active? Often times, just noticing if a candidate is active in communicating with others (usually in a positive manner) helps indicate how effective communication skills are. Comparatively, a candidate that is not social active could be a factor.
Is the individual highly judgmental? Does he or she describe others in a negative light or in a positive one? Those candidates that do not express positive insight but only negative information are often problematic in the workplace.

Why do social skills like these really matter to you?

As a business professional, every detail of the way a person looks, acts and speaks reflects directly on your business. A person that dresses inappropriately, for example, does not represent your company well. Likewise, hiring a candidate that has poor communication and social skills can mean that person’s interactions with your clients and business partners, as well as employees, can be negative. Rather, hire a social candidate with the skills to communicate properly and you could score a candidate you want to work with long term.