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The Benefits of Second Chance Hiring

HMG DMA on October 7, 2026

Today, many companies are still battling with a labor shortage, making it hard to find capable candidates for open positions. However, many employers are significantly limiting their talent pool right out of the gate. It isn’t uncommon for companies to automatically disqualify candidates with criminal records, and that can mean missing out on some exceptional candidates.

Second chance hiring is a strategy that involves not eliminating job seekers with previous arrests or convictions immediately. Instead, those candidates get to move forward through the hiring process if they have the proper capabilities to perform in the role, potentially getting hired if they outperform other job seekers.

There are many benefits that come with second chance hiring. Here’s a look at a few of the most notable.

Bigger Talent Pool

The most significant benefit companies experience with second chance hiring is a far larger talent pool. An estimated 70 million Americans have a conviction or arrest on their record. By not disqualifying candidates immediately due to their criminal history, you’re opening up your company to far more job seekers, many of whom are incredibly capable.

Loyal Employees

Often, candidates with criminal backgrounds are more loyal to their employers than their counterparts. At times, this is because they appreciate that a company is willing to take a chance on them. In turn, they feel more connected to the employer, leading to longer overall tenures.

Additionally, that loyalty can translate into a stronger overall performance. When an employee values their opportunity, they typically strive to continuously exceed expectations. As a result, a job seeker with a conviction has the potential to turn into a top performer.

Tax Breaks

In many areas, hiring a felon makes the company eligible for the Work Opportunity Tax Credit (WOTC). Under these programs, employers receive tax credits that offset some of the wages they pay to the second chance hire.

Along with a federal tax credit, companies may be eligible for state-level tax credits, as well. What’s available does vary by location, so it’s wise to research the incentive in advance to determine if your company may qualify if it hires a particular candidate and assess the tax credit’s potential value.

Support Inclusion

Second chance hiring can lead to a more inclusive environment. It’s a demonstration that a company is focused on finding exceptional talent regardless of the person’s background. Additionally, it’s a clear way to support an often-marginalized community. That’s particularly true since felony convictions are more common among specific underserved minority groups.

For companies that are focused on diversity, inclusion, and equity, second chance hiring is a natural fit. As a result, it can enhance your employer brand, all while creating opportunities to find exceptional job seekers for your open positions.

Contact The Advance Group Today

Ultimately, second chance hiring is an excellent way for companies to broaden their talent pools and find highly capable, incredibly loyal employees who often exceed expectations. If you’d like to learn more or are looking for top talent for your open positions, The Advance Group wants to hear from you. Contact us today.

 

How to Prevent Attendance Issues & No-Call, No-Shows

HMG DMA on October 7, 2026

After a long hiring process, bringing a new hire on board usually comes with a sense of relief. That’s why it’s so frustrating if the incoming employee begins having attendance issues or no-call, no-shows soon after coming on board. Along with harming productivity, it leaves managers wondering if they made the wrong hiring decision. Plus, it could mean having to relaunch the hiring process if the new worker doesn’t improve.

Fortunately, there are steps companies can take to prevent attendance issues and no-call, no-shows when a new employee starts. Here are some tips to get you headed in the right direction.

Have a Comprehensive Onboarding Process

Giving new hires a strong foundation increases their odds of success. Plus, it eliminates any confusion or frustration that a lack of formal onboarding can cause, as employees that don’t feel properly supported or prepared are more likely to stop showing up.

When you develop your onboarding process, think in weeks instead of days. Include classic requirements like a review of company policies and workplace safety, as well as formal training to help introduce new hires to their role. Additionally, spend time familiarizing them with their environment and create opportunities to engage with managers, company leaders, and coworkers, as both help increase the employee’s comfort level.

Write a Formal Attendance Policy

Having a formal attendance policy is critical if you want to prevent absences and no-call, no-shows. The reason it’s valuable is that it officially outlines the company’s expectations regarding attendance. Plus, it allows you to formally describe any consequences for not adhering to the policy, making the penalty for tardiness or frequent unplanned, unjustifiable absences clear.

When you create your attendance policy, focus on clarity. Any ambiguity can leave employees confused about what the company expects, which isn’t ideal.

Additionally, make sure to separate unsanctioned absences from absences that are justifiable, such as unexpectedly falling ill. However, you should also include information about acceptable call-in procedures for those spontaneous events, formally informing employees about what to do to avoid any consequences.

Reward Good Attendance

Incentivizing good attendance is another strategy that’s worth considering. When you offer a reward – such as an attendance bonus or extra paid time off – employees have another reason to arrive on time every day that they’re scheduled. As a result, you’re proactively encouraging the behavior you’d like to see, which can increase compliance with any attendance policies.

For this approach to work, you need to formalize the reward. Define what good attendance means in your organization, as well as the exact incentive employees earn for meeting the requirements. Additionally, consider openly celebrating workers who exhibit good attendance, allowing you to demonstrate that the company follows through on this commitment.

Cultivate a Positive Company Culture

Having a positive workplace makes a difference when you want to limit absenteeism and tardiness. When employees enjoy their jobs, they’re more likely to show up on time every day. In comparison, when workers don’t like their workplaces, they’re far more inclined to call out with little notice or not prioritize arriving as scheduled.

Generally, great company cultures are supportive, welcoming, and positive. Make sure your employees feel appreciated, seen, and valued. Focus on transparent communication and train managers to use a coaching mindset. Address any issues that negatively impact your culture directly, ensuring small missteps don’t grow into a toxic environment.

Ultimately, all of the strategies above can help you prevent attention issues and no-call, no-shows. If you would like more retention tips or are currently looking for high-quality, reliable candidates for your open positions, The Advance Group wants to hear from you. Contact us today.

Tools for Better Employee Management of Your Manufacturing Workforce

Stacey Bigelow on March 21, 2024

In the manufacturing industry, understanding and managing your workforce effectively has become more crucial than ever. As companies strive to keep pace with technological advancements and market demands, the need for a skilled, engaged, and efficiently managed workforce is at the heart of maintaining competitiveness and driving growth. As a result, understanding your manufacturing workforce and various tools that improve employee management is a must.

Here’s a look at the significance of workforce management within the manufacturing sector and key tools and strategies that can enhance employee management.

Skill Profiling and Tracking Software

One of the foundational elements of effective workforce management is the ability to accurately assess and utilize the skills of each employee. Skill profiling and tracking software is often a vital part of the equation, offering managers a clear overview of the workforce’s capabilities, qualifications, and development needs.

By maintaining up-to-date profiles for each worker, managers can assign tasks that align with individual strengths, identify areas for upskilling, and ensure that the right people are in the right roles. In the end, this not only maximizes operational efficiency but also contributes to employee satisfaction, as workers are more likely to feel valued and engaged when their skills are recognized and harnessed effectively.

Workforce Development Programs

The dynamic nature of the manufacturing industry – characterized by rapid technological changes and evolving processes – makes continuous learning and adaptation essential to success. Implementing workforce development programs is a strategic move to make sure that employees keep pace with these changes, as well as ensures they’re appropriately supported during the journey.

These programs can range from technical training and certification courses to soft skills development and leadership workshops. Ultimately, investing in these initiatives not only enhances the overall skill set of the workforce but also signals to employees that the company is invested in their personal and professional growth, fostering a culture of continuous improvement and innovation.

Employee Engagement Strategies

Employee engagement is crucial to the success of any organization, including companies operating in the manufacturing sector. Overall, engaged employees are more productive. Plus, they exhibit lower turnover rates and contribute positively to a workplace’s culture.

By developing and implementing effective engagement strategies – such as recognition programs, feedback mechanisms, and opportunities for career advancement – companies can significantly boost morale and motivation. Plus, actively involving employees in decision-making processes and continuous improvement initiatives can foster a sense of ownership and alignment with the company’s goals and values, further enhancing the results.

Ultimately, understanding and effectively managing your manufacturing workforce is a multifaceted challenge that requires a strategic approach and the right set of tools. By implementing skill profiling and tracking software, investing in workforce development programs, and employing robust employee engagement strategies, manufacturers can unlock the full potential of their workforce with greater ease.

Contact the Advance Group Today

If you’d like to learn more or are seeking top talent to fill your manufacturing positions, The Advance Group wants to hear from you. Contact us today at one of our convenient locations in Monroe, MI; Toledo, OH; or Southgate, OH!

The Benefits of Second Chance Hiring

Raza Rauf on April 12, 2023

Today, many companies are still battling with a labor shortage, making it hard to find capable candidates for open positions. However, many employers are significantly limiting their talent pool right out of the gate. It isn’t uncommon for companies to automatically disqualify candidates with criminal records, and that can mean missing out on some exceptional candidates.

Second chance hiring is a strategy that involves not eliminating job seekers with previous arrests or convictions immediately. Instead, those candidates get to move forward through the hiring process if they have the proper capabilities to perform in the role, potentially getting hired if they outperform other job seekers.

There are many benefits that come with second chance hiring. Here’s a look at a few of the most notable.

Bigger Talent Pool

The most significant benefit companies experience with second chance hiring is a far larger talent pool. An estimated 70 million Americans have a conviction or arrest on their record. By not disqualifying candidates immediately due to their criminal history, you’re opening up your company to far more job seekers, many of whom are incredibly capable.

Loyal Employees

Often, candidates with criminal backgrounds are more loyal to their employers than their counterparts. At times, this is because they appreciate that a company is willing to take a chance on them. In turn, they feel more connected to the employer, leading to longer overall tenures.

Additionally, that loyalty can translate into a stronger overall performance. When an employee values their opportunity, they typically strive to continuously exceed expectations. As a result, a job seeker with a conviction has the potential to turn into a top performer.

Tax Breaks

In many areas, hiring a felon makes the company eligible for the Work Opportunity Tax Credit (WOTC). Under these programs, employers receive tax credits that offset some of the wages they pay to the second chance hire.

Along with a federal tax credit, companies may be eligible for state-level tax credits, as well. What’s available does vary by location, so it’s wise to research the incentive in advance to determine if your company may qualify if it hires a particular candidate and assess the tax credit’s potential value.

Support Inclusion

Second chance hiring can lead to a more inclusive environment. It’s a demonstration that a company is focused on finding exceptional talent regardless of the person’s background. Additionally, it’s a clear way to support an often-marginalized community. That’s particularly true since felony convictions are more common among specific underserved minority groups.

For companies that are focused on diversity, inclusion, and equity, second chance hiring is a natural fit. As a result, it can enhance your employer brand, all while creating opportunities to find exceptional job seekers for your open positions.

Contact The Advance Group Today

Ultimately, second chance hiring is an excellent way for companies to broaden their talent pools and find highly capable, incredibly loyal employees who often exceed expectations. If you’d like to learn more or are looking for top talent for your open positions, The Advance Group wants to hear from you. Contact us today.

 

How to Prevent Attendance Issues & No-Call, No-Shows

Raza Rauf on March 23, 2023

After a long hiring process, bringing a new hire on board usually comes with a sense of relief. That’s why it’s so frustrating if the incoming employee begins having attendance issues or no-call, no-shows soon after coming on board. Along with harming productivity, it leaves managers wondering if they made the wrong hiring decision. Plus, it could mean having to relaunch the hiring process if the new worker doesn’t improve.

Fortunately, there are steps companies can take to prevent attendance issues and no-call, no-shows when a new employee starts. Here are some tips to get you headed in the right direction.

Have a Comprehensive Onboarding Process

Giving new hires a strong foundation increases their odds of success. Plus, it eliminates any confusion or frustration that a lack of formal onboarding can cause, as employees that don’t feel properly supported or prepared are more likely to stop showing up.

When you develop your onboarding process, think in weeks instead of days. Include classic requirements like a review of company policies and workplace safety, as well as formal training to help introduce new hires to their role. Additionally, spend time familiarizing them with their environment and create opportunities to engage with managers, company leaders, and coworkers, as both help increase the employee’s comfort level.

Write a Formal Attendance Policy

Having a formal attendance policy is critical if you want to prevent absences and no-call, no-shows. The reason it’s valuable is that it officially outlines the company’s expectations regarding attendance. Plus, it allows you to formally describe any consequences for not adhering to the policy, making the penalty for tardiness or frequent unplanned, unjustifiable absences clear.

When you create your attendance policy, focus on clarity. Any ambiguity can leave employees confused about what the company expects, which isn’t ideal.

Additionally, make sure to separate unsanctioned absences from absences that are justifiable, such as unexpectedly falling ill. However, you should also include information about acceptable call-in procedures for those spontaneous events, formally informing employees about what to do to avoid any consequences.

Reward Good Attendance

Incentivizing good attendance is another strategy that’s worth considering. When you offer a reward – such as an attendance bonus or extra paid time off – employees have another reason to arrive on time every day that they’re scheduled. As a result, you’re proactively encouraging the behavior you’d like to see, which can increase compliance with any attendance policies.

For this approach to work, you need to formalize the reward. Define what good attendance means in your organization, as well as the exact incentive employees earn for meeting the requirements. Additionally, consider openly celebrating workers who exhibit good attendance, allowing you to demonstrate that the company follows through on this commitment.

Cultivate a Positive Company Culture

Having a positive workplace makes a difference when you want to limit absenteeism and tardiness. When employees enjoy their jobs, they’re more likely to show up on time every day. In comparison, when workers don’t like their workplaces, they’re far more inclined to call out with little notice or not prioritize arriving as scheduled.

Generally, great company cultures are supportive, welcoming, and positive. Make sure your employees feel appreciated, seen, and valued. Focus on transparent communication and train managers to use a coaching mindset. Address any issues that negatively impact your culture directly, ensuring small missteps don’t grow into a toxic environment.

Ultimately, all of the strategies above can help you prevent attention issues and no-call, no-shows. If you would like more retention tips or are currently looking for high-quality, reliable candidates for your open positions, The Advance Group wants to hear from you. Contact us today.

The Importance of Ongoing Training for Employees

Raza Rauf on November 4, 2022

Ongoing training for employees is a crucial addition to your workforce management plan. When you offer skill-building opportunities to your workers, everyone stands to gain. As a result, any investment in training typically produces a solid ROI, all while increasing the odds that employees view your company as an employer of choice.

By understanding the importance of ongoing training for employees, you can capture the most benefits. Here’s what you need to know.

Improving Retention

Most professionals have career goals beyond their current position. Additionally, many top performers thrive on challenges. By offering ongoing training, you’re creating opportunities for your workers to grow and advance. Plus, it introduces engaging challenges that can boost morale.

Ongoing training also makes employees better at their jobs. New skills can boost productivity and efficiency, enhancing their work experience in a positive way.

In turn, these improvements can bolster retention. When job satisfaction rises, professionals are less inclined to look at other opportunities. Similarly, when growth and career progression come with it, they don’t have to explore options outside of the company to advance. Finally, if they can’t get the same training elsewhere, they’ll view your organization as an employer of choice, further improving retention.

Simplifying Recruitment

In a similar vein to the point above, ongoing training for employees can make recruitment easier. Once word spreads about your offerings – particularly if you establish your company as an employer of choice – attracting top talent is easier.

Job seekers commonly favor organizations that offer opportunities for growth, development, and advancement. Since ongoing training brings that to the table, your open jobs are inherently more enticing, leading to higher-quality applicants.

Closing Skill Gaps

When companies offer training, they have the ability to curate the program to meet their needs. As a result, it can be far more effective at closing skill gaps than having to find those capabilities solely through new hires.

During the planning phases, explore each team and department to determine if specific skill gaps are harming productivity or efficiency. Additionally, consider whether particular projects are on hold simply because the right skill set isn’t available. If so, you can strategically choose courses that address those needs, allowing you to cultivate an increasingly capable workforce while aligning their progression with the company’s interests.

Boosting Productivity

With ongoing training, companies have a range of opportunities to boost productivity. They can introduce courses that support the introduction of cutting-edge technologies that enhance efficiency, allowing employees to work more effectively. Additionally, as capabilities improve, so does worker confidence, making them feel better equipped to handle challenges or embrace change.

Ultimately, ongoing training for employees is a powerful tool, one that can boost retention, close skill gaps, and improve productivity. Plus, it can lead to morale and job satisfaction gains, all while positioning your company as an employer of choice.

Contact The Advance Group Today!

If you’d like to learn more about how you can cultivate a capable workforce or need to expand your team quickly, The Advance Group wants to hear from you. Contact us today.

Why Manufacturers in Michigan Should Partner with a Staffing Agency

Tamila McDonald on October 24, 2022

When you’re looking for manufacturing employees, the task ahead can often seem daunting. Today, companies are battling against labor shortages and skill gaps, making it far more difficult to access top talent. Additionally, many manufacturing employers in Michigan need to hire quickly, as being short on staff members creates additional challenges, hindering productivity, increasing workloads, and leading to a more stressful environment.

Fortunately, by partnering with a reputable manufacturing staffing agency, you can alleviate many of the struggles and achieve better results. Plus, there are benefits beyond accessing talent, allowing your company to reduce turnover, risk, and hiring expenses.

Here are 3 reasons why employers should partner with a manufacturing staffing agency in Michigan:

Manufacturing Recruiters in Michigan are Trusted Local Advisors

Often, one of the most distinct benefits of partnering with a reputable staffing firm in Michigan is immediate access to skilled, knowledgeable, local recruitment advisors. At The Advance Group, our team isn’t just well-informed about hiring trends; they’re well-versed in the challenges local companies face. They factor current economic and labor market conditions into the equation, providing guidance that allows you to hire strategically.

Additionally, the recruiters at The Advance Group have explicit knowledge regarding how to attract and engage with local manufacturing professionals. This allows us to cultivate and maintain a talent pool brimming with high-quality candidates. Further, it elevates the candidate experience, improving your position as an employer and making it easier to establish your business as an employer of choice.

Ultimately, having trusted local advisors by your side makes navigating various recruitment and hiring challenges easier. Plus, it allows you to focus more on other responsibilities, as the team at The Advance Group will be there to handle your recruitment and hiring needs.

Manufacturing Staffing Agencies Reduce Risk

Partnering with a leading manufacturing recruitment agency gives your company to reduce risk in several key ways. By choosing temporary employees or using a temp-to-hire program, you can bolster your workforce without having to bring new hires directly onto your payroll. This allows you to reduce costs and risks associated with unemployment, workers’ compensation, payroll management, and more.

Additionally, with temp-to-hire opportunities, you can ensure that a candidate is an excellent fit before you offer them a permanent position. Essentially, it creates opportunities to conduct working interviews, allowing you to evaluate the new hire in the role before transitioning them to your payroll.

Leverage Access to Value Adds with a Manufacturing Staffing Firm

When you partner with a staffing firm, you also get access to more value adds. Since you can ensure candidates are a great fit, you can increase staff tenure significantly, as there will be far fewer poor-fit hires. Additionally, you can scale your workforce up and down with ease, empowering business growth strategically and in a cost-effective manner.

Finally, by choosing a local recruitment agency, you can help develop communities in Ohio and Michigan. You’re making a difference beyond individual hires, ensuring the communities around your company are strong.

Partner with the Top Manufacturing Staffing Agency in Michigan Today

If you’re ready to partner with a leading staffing agency in Monroe, Southgate or the surrounding Detroit areas, the recruiters at The Advance Group want to hear from you. As a trusted partner, we deliver temporary, temp-to-hire, and direct hire recruiting solutions that improve efficiency for manufacturing companies throughout Michigan. Gain access to top talent and contact our manufacturing staffing agency today.

This Tip Can Help You Empower Employees and Improve Your Bottom Line

Raza Rauf on September 12, 2022

Empowered employees are engaged employees. When engagement is high, it creates a win-win situation. Your workforce secures higher job satisfaction, which can improve morale. In turn, they’re also more focused and productive, which can benefit your bottom line.

Often, organizations struggle when it comes to employee empowerment. Usually, this is due to the fact that company leaders are making assumptions in regard to what makes employees feel more capable and valued. As a result, it’s common for employers to miss the mark, leading to lackluster results.

Fortunately, there is a simple way to get things moving in the right direction. If you’re wondering what your company should two, here’s one tip that can help you empower employees and improve your bottom line.

Flip the Delegation Script to Empower Your Employees

In most organizations, delegation involves a manager divvying up tasks among team members. It’s a simple way to ensure that all required duties are handled in a timely fashion. However, while it’s a classic approach, it doesn’t always lead to greater employee empowerment.

When many managers delegate, they merely give instructions to employees and outline various expectations about what the worker needs to do. As a result, the employee isn’t part of this process, aside from handling the responsibility once it’s handed over. If you want to empower employees, flipping the script can make all of the difference.

Turning delegation on its head allows employees to have a say in regard to the tasks they’ll tackle. It invites team members to take part in the decision-making process, empowering workers by offering them the ability to choose. Team members can discuss all of the required tasks for a project or that fall in their niche. Then, they can work together to divvy up the work in a way that’s rewarding.

This approach essentially allows employees to do more of what they enjoy, which can increase job satisfaction. Plus, by getting them involved, management is respecting their perspective and valuing their input, which boosts morale. It also creates a sense of ownership, which is empowering.

While there may be a need to delegate less desirable tasks at the end, that will be less challenging since every employee has a say in their workload. It ensures that there’s balance between responsibilities they want to take on and those that may be a bit mundane in nature. As a result, they’ll have higher motivation since they’re doing more of what they’ll love, which can translate into improved outcomes for the other activities that simply must be handled.

Launching This New Strategy at Your Company

Often, the easiest way to test out this new delegation strategy is with projects. You’re working with a subset of the team, which makes the decision-making process easier. Plus, projects are finite in nature and occur regularly, making them an excellent way to introduce the concept.

At the start of the project, bring the team members together to talk about the required steps and responsibilities. Then, gauge their excitement for various aspects of the work and ask which tasks ignite their passion. After that, work together to determine who will handle what, allowing employees to play a role in their work destiny.

If you’d like to learn more about employee empowerment, the staff at The Advance Group wants to hear from you. Contact us today.

Why “Hiring People Smarter Than You” is a Good Leadership Practice

Raza Rauf on July 22, 2016

Why Hiring People Smarter Than You is a Good Leadership Practice

 

There are so many management professionals out there who refuse to hire people smarter than them because they fear it will lead to them losing their job. The simple fact of the matter, however, is that it is important to hire people smarter than you for various reasons. One of those reasons is that it is in the best interest of the company to hire the most talented people available for open jobs. Use these tips to learn why hiring people smarter than you is a good leadership practice.

Reduction in Micromanagement

When you hire people smarter than you, the amount of micromanagement you will have to do will decrease immensely. Spending time micromanaging employees is never good for a company’s bottom line. In fact, it can be a major waste of time, talent and resources when managers have to hold the hands of employees or continually walk them through projects. When you hire people smarter than you, those employees will not have to be led through the darkness to reach a solution.

Better Locus of Control

Hiring people smarter than you will also lead to better locus of control with your employees. Locus of control is when people are able to take personal responsibility for failures they experience in their life and work. When this happens, you will see employees blaming outside circumstances less when mistakes occur. These employees will also learn from their mistakes, preventing the same problems in the future.

Handle Problems Better

Do you have trouble handling certain problems at the office? If so, consider hiring people smarter than you. If a problem arises that has you angry and upset, there might be someone even angrier with the same problem in the office. If this is the case, they might know more about the issue and how to remedy the problem. Put this person in charge of the issue and see how the situation plays out. When you hire people smarter than you, problems become easier to solve.

When you hire people smarter than you, it should not be taken as a threat. Instead, it needs to be looked at as a step in the right direction for the entire organization. Change your hiring habits and thinking today. You will see a difference almost immediately!

Partner with Advance Staffing Solutions today to find candidates in Michigan and Ohio who are smart, vetted, and ready to begin work at your company today!

 

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The Real Reason Your Best Salespeople Are Leaving

Raza Rauf on July 15, 2016

The Real Reason Your Best Salespeople Are Leaving

 

Running a company takes a lot of blood, sweat, tears, heartache and energy. You can’t just sit back and hope success finds you. All companies, even the most successful ones, have trouble keeping employees on the payroll for various reasons. You might be wondering why your best salespeople keep leaving. Well, this is a question that too many companies have to ask on a regular basis.

You might be wondering why your best salespeople keep leaving. Well, this is a question that too many companies have to ask on a regular basis. Here are the real reasons why your best salespeople are leaving.

Few or No Growth Opportunities Offered

One of the biggest reasons why your best salespeople continue to leave your company is the fact that you provide them little or no opportunities for growth. No one wants to get stuck in the same job for their entire career. People want to climb the corporate ladder and become a manager, vice president, president or part owner. There are plenty of positions within a company that someone can aspire to during their career. Don’t limit your salespeople to just being salespeople. If you want to retain your best employees, provide them with opportunities to grow within the company.

Selfishness Reared Its Ugly Head

Selfishness has no room in the business world, especially in a company that relies on salespeople to get the job done on a regular basis. You hired these salespeople to do a job for you and they have goals they want to attain, both personal and professional. If you fail to let the employees integrate their goals into your company, you will have trouble retaining them. Get rid of selfishness immediately to keep your best salespeople in the organization.

You Take Up Too Much Time

Taking up too much time is a major factor as to why your best salespeople are leaving. Stop sending late-night emails and memos on the weekends when the office is closed. Doing this sends a message to employees that you do not value their time. A large portion of employees will answer these emails and sit on conference calls when out of work to play the game and retain their job, but it will take a toll on them, ultimately forcing them out the door to greener pastures.

You Ignore Autonomy

Companies that ignore autonomy make a major mistake. Employees want to be heard, listened to, respected and felt like they are actually part of the bigger picture when they come to work. Do not ignore what your salespeople have to say when it comes to new ideas or other thoughts. The more you acknowledge your employees, the less likely it is that they will withhold innovative ideas that might solve a problem within the company.

In order to keep your best salespeople from leaving, you need to encourage autonomy, stop the weekend emails and calls, get rid of selfishness and provide plenty of opportunities for growth. Then, and only then, will you be able to keep your best salespeople on the payroll.

Need help retaining your top salespeople, or hiring better employees? Work with the staffing professionals at Advance Staffing Solutions to find the perfect employees for your organization today!

 

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Are You Missing a Mobile Recruitment Strategy?

Raza Rauf on May 13, 2016

Mobile-Recruitment-Strategy

 

Does your company have a mobile recruitment strategy in place? Perhaps it should. A recent workforce survey conducted by IBM Smarter Workforce Institute indicated that 70 percent of high-potential candidates prefer and are drawn to companies that have a mobile recruitment options. Around 12,000 workers representing organizations around the world said they use mobile devices for job-searching activities. If your company doesn’t have a mobile recruitment presence, that’s a lot of potential candidates you could be missing out on.

How to implement a mobile recruitment strategy.

Thanks to technology resources that make mobile recruitment cheaper and more readily available, any organization can create a mobile-friendly recruitment plan. Here are some ways to get started:

Create a mobile-enabled career website.

Set up a website with a career portal that is easy to access via mobile devices. Your website should be responsive to every type of mobile device available from the smallest smartphones to the largest tablet. Keep the content simple and have a search function prominently featured on the page so candidates can quickly search for jobs.

Develop an interactive brand.

The optimum content to share across the mobile recruitment platforms are videos and images. Use this space to create a powerful introductory video explaining the corporate culture and the benefits of working for the company. Recruiters can create personal videos to introduce themselves and the different job types that may be available. Your career portal can also be setup to share important announcements such as Career Fairs and other recruitment events.

Use a one-page application form.

Since mobile devices use a simple interface, you will want to have a one-page application form for candidates to complete. Several social media tools such as LinkedIn recruitment offer this option which can simplify candidate acquisition. You may also want to include an opportunity for candidates to upload a short introductory video or to link their social networks to the application.

Mobile messaging.

When developing a mobile recruitment strategy, it’s also important to keep in mind that you will want your application to include text messaging opportunities. Create short job titles and appealing headlines that can be broadcast out to all candidates in your system. Automate the process. Make sure to include an opt-in box so that candidates can choose to receive text messaging via their mobile devices.

Need help creating a better recruitment process? Partner with the recruiting experts at Advance Staffing Solutions! Contact us online today.

 

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It’s OK to Be the Boss Everyone Likes!

Raza Rauf on May 6, 2016

Boss-Everyone-Likes

 

Years ago, people didn’t really like their boss. In fact, they would express fear when asked about their relationship with their immediate supervisor. Bosses were secretive, conniving, and not to be messed with. Then came a new wave of bosses. These were the folks who wanted to be your friend. But they had a method to their madness. They wanted to get close to you so they could find out what motivated you so they could squeeze more work out of you. Again, it wasn’t a very positive relationship between bosses and employees.

If you are facing the very real possibility that you are going to be someone’s boss, don’t get too caught up in the past. You have the chance to be the boss you’ve always dreamt about — and yes you can be the boss everyone likes.
Here’s how:

Be Understanding

There’s nothing worse than working for someone who is inflexible or unrealistic. Be a better boss by being flexible and understanding of your employees. This is particularly important as millennial employees tend to put more emphasis on work-life balance then on becoming workaholics.

Learn to Communicate

A great boss is someone who is skilled at communicating with all different types of people. Communication skills can be learned over time and practice. Always have an open door communication policy with your employees. Learn to demonstrate compassion and also become a good listener when dealing with your employees.

Build Positive Relationships

You don’t have to be everyone’s best friend in order to be a good manager. However, you do need to be someone that others can respect and relate to. Take the time to get to know your subordinates and develop positive relationships with each person. Find out what motivates them and what their career goals are. Be an encouraging source of support to help people reach their full potential.

Recognize Your Team

Bosses who recognized the unique value in every individual are well on their way to being the boss that everyone admires. Evaluate your employees and identify their strengths as part of your team. Give regular praise and recognize the effort of your employees. Provide meaningful projects that honor the strengths of employees.

Set Reasonable Expectations

A good boss will recognize the human side of the business. They understand that each individual has specific talents, but that there are also certain limitations. When conducting performance reviews other employees, remember that the goals that you set must be reasonable and attainable within a certain amount of time. So too, the support and resources must be available. Don’t set unrealistic demands on people. Remember what it felt like to be put in this position by a previous supervisor.

 

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