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Why It’s Important To Conduct Background Checks and How To Do It Legally

HMG Success on October 7, 2026

The hiring of new employees can be sort of like walking a tightrope. It is important to find the right candidate with the qualifications and integrity to do the job, but in today’s hiring climate it’s impossible to accept clients at face value. To be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. The purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal.

Verify Employment Qualifications

Any employer can be overwhelmed with the number of resumes received for an open position. There could be several applicants with outstanding qualifications to do a job. It can be difficult to determine one that sticks out. At the basic level, the background check is to determine if information provided by an applicant is true and accurate. It also helps paint a picture about the applicant beyond what is on paper or discovered in a short interview.  Previous employers give an idea of what kind of work habits an applicant has. References can provide information on personal characteristics.

Protecting the Organization

The background check can be considered as a preemptive measure to ensure the integrity of the organization and the safety of employees. Individuals may not be appropriate for certain positions due to some aspect of their history. Someone with a criminal background may not be appropriate for a security officer position. If someone has had issues with substance abuse, they may not be able to work in a hospital with accessibility to drugs and medication. Certain kinds of information can only be found with a background check.

Legal Issues with Background Checks

One of the most important aspects of the background check is that information is gathered for job related purposes. Some activities of a background check may not be necessary. It is easy for an organization to go overkill in a background check to err on the side of caution. Before a background check is initiated, evaluate what the purpose is for it. Certain information such medical and credit history require written consent from the applicant.

Background checks may be somewhat different for applicants and should be planned on a case by case basis, however they must be consistent for all candidates. If an applicant feels they were discriminated against for not being selected for a job, they can file a lawsuit against the hiring authority. If subject to review,  any background investigation needs to reflect being strictly part of the hiring process based on ability and not personal private information.

The background investigation can be an essential part of the hiring process. It is a tool that helps identify qualifications of applicants.  The hiring authority needs to take care in collecting information to get what they require without violating the privacy of applicants.

For quality pre-screened candidates, consult with the staffing experts at Advance Temporary today!

4 Tips for a Long-Distance Job Search that Get Results

HMG Success on October 7, 2026

Several areas of the country have faced worse economic conditions than others. Some areas have been so depressed there is little prospect for opportunities for job seekers. As a result, many people have decided to conduct a long-distance job search to try and find employment in other communities. Trying to conduct a long distance job search can be a daunting task. The areas are unfamiliar. Following the right steps can make the job search easier.

Focus On Options

One of the surprising aspects of conducting a job search in another area is the greater competition with other candidates. It can also be a more time consuming process.  It is necessary to focus and concentrate on the jobs being sought after in this job search, which may be different depending on the locale.  For this reason, start by limiting the number of locations to search in. Take into account your personal situation and apply it to these areas. Look at cost of living, local schools, and quality of life. Many areas try to advertise to people moving to their areas by showing what their areas have to offer. Look into what areas have the best job prospects in your industry. Limit the search to twenty positions get a better idea of prospects in each area.

Access Your Network

Having a well-developed network can help uncover  long-distance career opportunities. Friends and family who have relocated can be consulted regarding job opportunities. Professional contacts can also be utilized to learn of new job openings. Use online searches for terms like “telecommute”, “relocation assistance” and “remote” for the best results when looking for a long-distance job. Consider joining a nationwide professional association in your industry. These organizations offer job search assistance to members and direct access to unadvertised openings in different parts of the country within the industry.

Social Media

The use of social media has enhanced the ability to research information and communicate with others remotely. Sites like Facebook and Twitter allow more people to communicate from other parts of the country. Developing a professional profile and a strategic business network through these sites can help enhance job prospects. People very often share information on who is hiring and what kinds of jobs may be available. Sites like Digg and Stumble upon may give news and information about employment in several locations.

Register With Employment Firms

It is a good idea to register with a national staffing firm, like Advance Temporary Services, to access openings across the country. Getting involved with the local office of a national company gives access to resources for openings throughout the country. Representatives should be aware that you are willing to relocate to assist your job search. Contacting recruiters and search firms in the areas of interest can give information about employment markets.

 

A long-distance job search can be challenging, but not impossible if you follow the above tips. Using the proper resources can make it easier.  Get a job start on your long-distance job search by working with the career experts at Advance Temporary Services today.

Why it’s Important to Conduct Background Checks, and How to Do It the Right Way

HMG Success on October 7, 2026

There are many good reasons why it’s important to conduct background checks for all potential new hires. For one, people are not always who they say they are in the interview process. People will very often say anything to get a job, especially when there is an average of 10% unemployment rate in the country as of this article. Conducting a background check protects not only the company, but also the existing and future staff at the company, from possible issues such as workplace violence, theft and property damage.

Did you know that in just 2009, there were nearly 572,000 non-fatal crimes that occurred in workplaces around the USA? These figures were released by the Justice Department Bureau of Justice Statistics’ newly released publication, Workplace Violence, 1993-2009. Those figures may seem staggering, but more and more cases of workplace violence and crime are making the news daily. It’s important to reduce the chance of workplace crime by conducting thorough background checks as part of the new hire process.

A best practice for conducting background checks is to use a reputable employment background check company to objectively provide information on candidates before an offer of employment is made. This information can be obtained within a matter of days by a good background check company, but keep in mind that all candidates must give their written consent to this check. Require each candidate to sign a background release form, which gives you permission.

Another best new hire practice is to check employee references, from past employers. Find out if the candidate is being truthful about his or her work titles, duties, dates of employment, and reason(s) for termination. While sometimes a candidate may use an incorrect date or embellish actual work duties on a resume, look for glaring differences in the information provided by the candidate vs. the actual information received by references.

You will also want to require a drug test as part of the background check. You would be surprised at the types of people who are actively engaged in drug usage in this country – an epidemic that has spread to all socio-economic communities. Again, do this before making any offer of employment, and make sure to consistently check all candidates regardless of the job itself.

Lastly, work with a quality staffing company that can conduct background checks for all your candidates. This can save you a great deal of time and money with your recruiting efforts. Any candidates will have already been checked for criminal histories, drug use, false information, and more before they have a check to become part of your corporate environment.

Want more information on how using a staffing agency to conduct your background checks can best work for your company? Consult with the career experts at Advance Temporaries today!

 

 

 

Confessions of an HR Manager: Why I Love a Great Staffing Agency

HMG Success on October 7, 2026

A special thank you to our client, Meredith Soleau, Human Resources Director at Ed Schmidt Auto, Inc. for writing this post.

I’ll never forget the first time I called Advance Staffing Services.  I was beyond stressed.

My Lead Administrative Assistant was going to be out for a medical emergency, and we had no idea when she would be able to return to work. It was a total crisis. Visions of me answering the phone and making customer receipts danced through my head.

I needed help. Thus began the beautiful relationship between the Ed Schmidt Auto Group and Advance Staffing.

Finding help that day was easy. It was honestly easier than ordering a pizza. They delivered Jacque to our doorstep the next morning, and she was absolutely perfect. She handled the Administrative position much better than I ever could have, and she was already trained!  We ended up loving Jacque so much that we’ve found her a permanent position in our company, and she is now our employee.

I’ve really relied on Advance Staffing over the years. I call them for a variety of staffing needs.

  • Temporary Assignments: They handle both short and long term temporary assignments.
  • Temporary to Hire:  I can “test” and employee and decide if they would be a perfect fit before I hire them on my staff.
  • Direct Hires:  They take care of my entire recruiting process.
  • Professional Search:  They seek out the top talent in the industry and feed me the best. This is especially useful when you never stop recruiting for very hard to find, niche positions.

As the head of a small HR department, I’ve found there are many advantages to using a staffing agency.

Cost & Time Effective
My time is worth money.  The time it takes to recruit, hire, and train an employee is valuable.  And when I make a hiring mistake?  It’s not as if I can just send them away.  There are additional costs involved with replacing someone and leaving a position open during that time.

Advance Staffing removes cost per hire/cost of turnover concerns from the equation.  If I am not 100% satisfied with whom they’ve sent – they send me someone else.  If I need someone tomorrow – I have them on time, every time.

I no longer spend time to placing expensive help wanted advertisements, weeding through 100’s of resumes, interviewing, and waiting on background checks.  I simply call them and they deliver quality people time and time again.

It’s Flexible
I need extra help during our busiest times of the year.  The car business is cyclical, and I don’t want to be saddled with actual employees that would need to be terminated during out slower months.  So whether I need a little extra help during our annual inventory audits or extra people to assist with customers, it’s great to know I can adjust my staff size with temporary help based on business need.

Forming Relationships
Jacque is a perfect example of how long lasting relationships can be built with Advance Staffing employees.  She was able to show us her abilities, and when a position opened in our company, we were able to hire her.  She was noticed as a top performer before I ever had to place an advertisement.  A connection was made between us (the employer) and Jacque (the employee).

At the end of the day, that’s what human capital is all about.  Humans.

5 Steps to Ensure Retention of Top Performers

HMG Success on October 7, 2026

It should come as no surprise that roughly half of all top performing employees are actively seeking new career opportunities. These A-list employees are typically those that have very high goals for their careers, and they will not be loyal to your company if something more attractive comes along. Companies that want to outperform their competitors had better take note of this trend and do something to keep their top performers, for maximum profitability. Here are some steps to ensure retention of highly motivated employees.

Regularly Evaluate and Develop Skill Sets

A good rule of thumb when trying to retain top performers is to know whom they are and recognize any rising stars among the employee roll. Doing this means regularly evaluating employee skill sets and developing those who show true potential. It can be easy to forget that there are valuable team members within the ranks of existing employees, since many are going to school for advanced degrees or participating in work training programs. Don’t make the mistake of only searching for these gems in new hires, as there are many achievers already at work in your company. Take the time to seek out these folks and do everything in your power to help them find their career path within your corporate structure.

Support Employee Mentoring

Mentoring can be a great way for you to be in more than one place at one time as an HR professional. Encouraging existing, seasoned employees to take an active role in the development of less experienced employees is a no-cost way of enhancing skill sets and employee morale. Mentors also have the added benefit of being given more responsibility, which gives them a sense of accomplishment and loyalty to the company. It’s important to match new hires up with seasoned employees early on for the best way to identify and retain top performers.

Provide Training and Career Advancement Opportunities

Top performers are not always interested in jumping ship solely over money concerns. Oftentimes, A-listers are just lacking a good challenge or career advancement on the job, therefore they seek this elsewhere. Any organization can benefit from putting in place a career advancement program for each department, so that high achievers can set goals and attain them while on the job. This serves both the employees and the company in that work will be of higher quality, there is a sense of accomplishment and top performers lead to higher levels of productivity among many team members.

Engage Top Performers for Maximum Productivity

To keep the best employees in the game, it’s a common practice to hold regular meetings and events to help them stay motivated and engaged in the success of the company. Give your A-list employees reason to come to work every day with challenges and tasks that are within their abilities. Ask employees through frequent surveys what other responsibilities, ideas and needs they have. Accept and implement new ideas whenever possible. This activity alone can provide insight into developing more educational programs that benefit all levels of employees.

Promote a Performance-Focused Environment

Every employee needs to feel inspired to do the work he or she has been tasked with. Top performers just happen to need a little more challenge in order to keep them interested. A performance based organization is the right environment for top performers. Be sure to set goals for each employee at employee evaluation time, encourage friendly competitions, and keep employees motivated for the best chance at retaining your key performers for the long term.

Need more help developing a workable employee retention program for your organization? Consult with the human resources specialists at Advance Staffing Solutions today!

3 Reasons Why You Should be Sending Rejection Letters to Applicants

HMG Success on October 7, 2026

Image Source: nokhoog_buchachon / FreeDigitalPhotos.net

For the busy human resources professional, taking the time to write rejection letters is probably the last thing on your to-do list. However, sending rejection letters can actually be a helpful way to improve your hiring practices and give your company a great impression at the same time. Here are three reasons why you should be sending rejection letters to applicants.

Reason #1 – It’s Professional

The hallmark of a truly great company is that is has a procedure for every aspect of how it does business, including candidate selection. As an HR professional, you know that you represent your company to the rest of the world. So, when it comes to eliminating candidates for whatever reason, it’s always a fair to keep candidates in the loop by sending a well-written rejection letter. The letter does not have to be elaborate or go into detail about why the candidate was not chosen. Keep it simple and respect the person who will be reading it on the other end. You never know, but the candidate you are rejecting now may become the perfect person for another opening later on, so it’s best to keep the door open a crack.

Reason #2 – Protects Company

Another good reason to send out rejection letters is to protect your company from unwittingly giving the impression of discriminating against certain protected classes of candidates. Every once in a while, a candidate who has not been chosen for a job can get upset and try to find a loophole in EEOC laws. The best way to reduce the chances of this happening is to send a neutral rejection letter to all candidates that goes something like this: “Thank you for your interest in our company. We appreciate your time and believe you have many excellent qualities; however, we have chosen to move forward with other candidates. We invite you to re-apply for openings at our company in the future.” That way if there is ever a question in the future, you can prove that you treat all candidates the same.

Reason #3 – Provides Feedback

Candidates who are actively seeking work are not only frustrated, they can be completely oblivious to how they are presenting themselves. That’s why it can be a nice touch to provide a little bit of feedback to rejected candidates when you send your rejection letter. Include a copy of their resume with the letter and make a couple of brief notes or highlight misspelled words so they can make improvements. Let them know you appreciated their interview skills. Include links to some helpful job search resources on the bottom of the letter. Little touches like this will give a great impression with candidates and they will remember the positive experience they’ve had with you.

Need more pointers for making your hiring processes better? Please visit Advance Staffing Solutions today!

The evolving role of HR Professionals

HMG Success on October 7, 2026

According to an article, “The Changing Role of Human Resources” on the website for Society for Industrial and Organizational Psychology, pressures like increasing globalization, rapid technological change, tougher competition, and organizational changes make HR’s role in navigating these transitions vital, but different from their limited responsibilities of yesterday.

In shifting for “personnel” to “human resources,” HR had to become a strategic partner with the leaders of the business–to contribute to significant business decisions, advise on critical transitions, and develop the value of the employees–in short, to have a real seat at the table.

Dave Ulrich, author of “Human Resource Champions: The Next Agenda for Adding Value and Delivering Results,” lays out a path for the next generation of HR departments to follow. He describes a multi-faceted approach to delivering HR services that meets the needs of both employees and employers, and positions HR as a significant contributor to organizational success.

Ulrich writes the “new” HR should be responsible for four areas within a company:

  1. Strategy execution– as a strategic partner working to align HR and business strategy.
  2. Administrative efficiency–as an administrative expert working to improve organizational processes and deliver basic HR services.
  3. Employee contribution–as an employee champion, listening and responding to employees’ needs.
  4. Capacity for change –as a change agent managing change processes to increase the effectiveness of the organization.

Making the shift to a new HR role will raise unique issues for every HR group that attempts it, Ulrich continues, but there are some common steps and activities that will increase the likelihood of success:

  • Strong HR leadership: A strong leader can develop a clear vision, motivate others to share that vision, and help them work toward achieving it. The HR leader will need to work both within the HR group and with the organizational leaders to reshape everyone’s expectations of what HR can and will deliver. The success of the change will depend upon HR’s ability to meet the real needs of the organization and the credibility it develops.
  • Acute future orientation: HR must understand how changing environmental, organizational, and workforce factors will likely influence the business, anticipate the associated HR needs, and be prepared to deliver appropriate solutions to meet those needs. By focusing on workplace trends, like the importance of intellectual capital in they way employees are hired and managed, HR can anticipate changes that will need to be made in company processes and respond “ahead of the curve” as opposed to reacting behind it.
  • Flexibility and creativity: Today’s HR group needs to be flexible and respond quickly as the organization’s needs and priorities change (as in globalization, for example).
  • Delivering value: HR is still often perceived, says Ulrich, as simply a non-revenue generating function. It is important to make apparent the value provided by working with the management team to hire the right people, manage them well, pay them appropriately, and build a working environment that encourages success.

Ulrich concludes that it is clearly time for a quantum leap in the HR field and stresses that everyone within a company can help this transition along by taking seriously the organizational pressures to change, helping to identify ways to measure the value delivered by HR, and conducting meaningful research related to all areas of human performance in tomorrow’s organizations.

Advance Temporary Service helps some of the area’s busiest HR departments fill their need for experienced and qualified employees. Please call us today if you are interest in being one of the candidates presented.

Team Building: Improve Your Company Culture

HMG Success on October 7, 2026

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.

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

HMG Success on October 7, 2026

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.

Predictions and Solutions for the Industrial Sector

HMG Success on October 7, 2026

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.

What To Say to Your Workforce, Instead of “I Don’t Know!”

HMG Success on October 7, 2026

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There are times in a manager’s career when a lack of enough information may leave no other answer but “I don’t know” to subordinates. However, this is not a good phrase to use because it takes away from the management role. How? Employees need strong leadership, so a wishy washy answer that implies the leader is really not in control of the situation leaves them feeling confused and worried. In order to maintain your status as a leader, you need some other ways of expressing yourself without saying you don’t know. Here are some other things you can say.

“This is what I know, and I will have more information for you soon.”

When employees know that an immediate supervisor has their best interests in mind, they are often good with this kind of response. It shows that you are going to share what you know (and maybe share some managers-only information) and that you are going to update them as soon as possible. This conveys you have things under control and they will be the first to hear when anything new develops.

“I’m not the right person to ask about this, let’s find out who can answer your question.”

As a manager, you will never have all the information and you may not always be the go-to expert on a particular subject. This is OK. Employees are simply following the chain of command when they ask a manager about something. It’s up to you to direct them to the right resources and experts in the company for more clarity on some subjects. For example, if an employee has a benefits-related question, you will use this phrase and then walk them over to the human resource office for more support.

“I hear your concern, so give me an opportunity to get the right answer for you.”

Being a good listener and using reflective phrases like this can go a long way towards fostering good relationships with subordinates. By stating that you hear what the employee is saying, you acknowledge their concern and want to do something to help them. However, if you don’t have the right answer, which is reasonable, you are asking the employee to trust in you as a manager to get the correct information for them – something they can respect.

Use the above phrases to demonstrate your ability to lead others, without leaving them scratching their heads.

 

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How to Turn Renegade Employees into Valuable Team Members

HMG Success on October 7, 2026

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Do you often walk by your work teams and see several people missing, off doing their own things? These are your renegade employees, and while they are very talented, they are somehow disconnected from the rest of the team – and need to be reeled back in. How can you turn renegade employees into valuable team members who can add to the collaboration and innovation to your company?

Invite all employees to share

As a manager, it’s your job to bring your people back together. Invite all to a project kick-off meeting to allow all employees to share what they are currently working on and learn about a new team project. Look at the individual projects and match employees up to collaborate and get them finished more efficiently. Advise employees you will expect them to work together on the new project and have daily touchpoints.

Give all employees rewarding tasks that honor skill sets

Now is the time to make sure the renegade employees don’t get bored and wander off again. Bring them in and ask employees on an individual level what part of the project they’d like to work on. Then ask them to identify the top-three colleagues they are most comfortable working with. Sometimes renegades become annoyed by other employees, or they may self-ostracize because there are personality conflicts. Weed these out now.

Open up the lines of communication

Using the technology available to you, make sure that there is a central team location for sharing updates and information. Include all team members. Open up communication with weekly staff meetings and project touchpoints. Assign a few of the renegade employees as team leaders to head up certain portions of the project, which forces them to stay involved with others.

Bring in additional talent

Augment your current team with some temporary contractors to take the pressure off your employees. Renegades often take on too much and become overwhelmed and frustrated, leading to their isolation. Temps can alleviate some of the stress and take on administrative and tedious tasks so that all employees can focus on the project and the team building activities.

 

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