We were so excited that our HR Coordinator, Heather Fisher was able to meet Cy Wakeman today at the THRAC conference. Cy was the keynote speaker who presented “No Ego: How Leaders Can Cut The Cost of Workplace Drama, End Entitlement, and Drive Big Results! The management team of The Advance Group are big fans of Cy Wakeman and her Reality-Based Leadership!
Welcome to Toledo, Cy!
#cywakeman #thrac #toledoshrm #advancestaffing #lovemypeeps
Sometimes, an employee with all the right skills ends up not working out. It often has nothing to do with their capabilities; it’s due to the company’s culture and a general sense that they don’t fit in.
While corporate culture is hard to define, it generally represents the overall working atmosphere. Everything from the physical environment to dress code to the presence (or lack) of training opportunities all play a role in the culture of a business.
There is no such thing as a perfect corporate culture that will work for everyone. Different people have varying needs, so creating a one-size-fits-all environment isn’t possible. However, if you find you aren’t attracting the kind of candidates you need or are struggling with retention issues, now is the perfect time to review how your culture may be impacting these metrics. Here’s how to begin.
The overall tone for a company’s culture is typically sent by the CEO or other members of upper management. They are often responsible for defining the missions and values of a business, and their actions and guidance directly impact everyone below them on the leadership ladder.
The intention here isn’t to automatically start making changes. Instead, review how your policies, procedures, and values are shaping how the company operates to gain insight into your culture as it stands today.
If you’re having issues with hiring or retention, your current workforce is a great source of information. Communicate with employees and managers at all levels and find out what is working for them, and what isn’t. Cover topics like opportunities for advancement, the perceived level of trust and transparency, and the current policies regarding work hours and locations. Have workers rank their priorities as well, as this lets you know what they value above all else.
Again, this is a fact-finding mission designed to help you identify points for improvement based on what your workforce actually says it needs. Once you have the details, you can begin planning for changes that help craft the culture you’re hoping to have.
Once you identify the changes you would like to make, create a plan to institute the improvements. Often, major cultural shifts take time, so patience is critical as you move forward. Keep employees informed of your efforts and solicit feedback at regular intervals. Be adaptable to their needs and try to strike a balance between their preferred culture and what your organization’s operations can support.
Ultimately, the creation of a company’s culture is ongoing, so the cycle is never complete. Once you begin making progress, ensure your hiring efforts focus on finding job seekers who don’t just have the right skills, but also fit in to what your culture is becoming. By doing so, you are bringing in people who are more likely to be successful over the long-term, improving retention rates and building a happier workforce.
If you would like to learn more about hiring for your corporate culture, the team at The Advance Group can help you find the right candidates for your positions. Contact us to see how our services can help you meet your workplace culture goals.
When it comes to attracting candidates, your job ads are a powerful tool in your recruitment arsenal. But, depending on how you structure them, you might not be bringing in the diverse group of professionals you’re hoping to find. Everything from the language you choose to the job boards you use can impact who decides to apply. If you want to start attracting a more diverse talent pool, here’s what you need to do.
When the goal is to increase the diversity among the candidates who choose to apply, the language you use can make all the difference. Choosing an approach that focuses on inclusion can ensure a wider range of people are comfortable with submitting an application. However, words that suggest a preference, such as relying on masculine terms in the posting or subtle choices that suggest a stance on disabilities or particular age groups, can be a turn off to certain job seekers.
Whenever possible, choose gender-neutral language when crafting a description of the vacancy, and avoid terms like “ninja” or “guru” that can lean masculine and may even be seen as culturally insensitive to some.
While diverse candidates use some of the larger job boards to find positions, these aren’t always the fastest method for increasing diversity. Instead of sticking to the standard, explore niche job boards that are either generally inclusive or target specific minority segments of the population. By examining different places to post your ads, you may find the number of diverse candidates applying increases.
Company websites and job postings often feature images that show employees on the job and, as the saying goes, a picture’s worth a thousand words. If your images don’t show a diverse workforce, certain individuals may doubt your commitment to diversity and might choose not to apply.
Instead of defaulting to a standard picture, select an option that features people similar to those you are trying to attract. You may also want to choose different images for each job board, especially if they target a specific demographic. Also, make sure your website includes pictures showing diverse groups of employees. This can make your company seem more welcoming and open to workers from a wider variety of backgrounds.
Some managers are surprised to hear that while men are willing to apply for a position as long as they meet the majority of the requirements, women aren’t normally inclined to submit an application unless they meet 100 percent of the requirements. That means, if your list includes a lot of points, women are more likely to have a reason to screen themselves out before they’ve even thrown their hat in the ring.
While having some requirements may be necessary, try to limit the number of items to the true necessities. You can also reframe the list by focusing on what the person will be accomplishing on the job instead of the list of hard skills they need to bring to the table.
Attracting a more diverse talent pool doesn’t have to be difficult, and a few small adjustments can go a long way. If you’re interested in increasing the level of diversity in your workplace, the recruitment specialists at The Advance Group can connect you with the top talent you need to succeed. Contact us to see how our services can help you reach your hiring goals.
Fall is upon us, and the holiday season is right around the corner. During this time of year, it isn’t uncommon to start planning for family gatherings and that typically involves time off from work.
Asking to use vacation time can feel awkward, especially if you’re afraid of looking as though you are putting off your duties or aren’t a team player. But using your vacation time is healthy, so requesting a little time away isn’t a bad thing.
If you want to increase your odds of being allowed to take some time off, here is what you need to do.
Almost every company has basic policies and procedures regarding vacation time, and making sure your request aligns with those guidelines is critical if you want it to be approved. To make sure everything follows the rules, take some time to review the employee handbook and check to see how many vacation days you have available before you ask for time off. Also, consider whether there are any informal standards if your department, especially if you are trying to take a vacation that lasts for a week or more.
By understanding the rules, you can ensure your request is reasonable before you approach your manager.
Once you have reviewed the policies and procedures, it’s time to examine your workload. Determine whether there are any deadlines, events, or major project milestones that fall during the same period as when you want to take off (or immediately upon your return). If so, you ought to adjust your vacation plans to make sure you can meet your workplace obligations.
You also want to consider how your absence will be covered by other members of your team, especially if someone else is going to have to pick up a few major tasks while you’re gone. In some cases, you may be able to adjust your schedule or speed up certain processes, so you don’t burden co-workers. If that isn’t possible, you’ll need to create a plan to make sure whoever is covering your duties can do so with ease.
Now that you’ve settled on some dates, you want to turn your request in as quickly as you reasonably can. The more notice you give your manager, the better, as this allows them to make adjustments in advance and increases the odds everything will be approved.
You do need to remember that you are “requesting” time off, so your manager doesn’t have to approve it regardless of the amount of notice. Don’t cement your plans (such as by booking plane tickets and hotel rooms) until you know for certain that you can use your vacation time. However, having a plan in place for the coverage of your duties can make it easier to say “yes,” so be prepared before you submit the request.
Everyone has good days and bad days, and asking for an extended vacation when your manager is stressed isn’t as likely to be approved as when they are in a positive place. Be considerate of their schedule and try to find a moment when things are peaceful to have the conversation.
Even when you do everything right, they could still deny your request. Issues with project timelines and busy seasons could play a role as well, as if someone else on your team is already approved to be absent during that period. If they say “no,” accept their decision. You can see if another time would be acceptable and adjust your plans accordingly, but arguing (or simply leaving for vacation, anyway) won’t play in your favor.
If you would like to learn more or are hoping to land a new job this holiday season, the professionals at The Advance Group can help. Contact us to discuss your needs today.
When it comes down to it, most people are pressed for time. If you’re already juggling work and home life obligations, how on earth are you supposed to squeeze in networking, too?
We all know that networking is important; it helps you make connections with other professionals and may give you avenues for furthering your career. But many people maintain the perception that they don’t have time available to network, when that isn’t truly the case. Luckily, for those feeling the time crunch, there are techniques that make fitting networking into even the busiest schedules a breeze. Here are a few ways that can help you get started today.
In most cases, when people think of networking, they picture large events that take hours out of their day. While conferences and meetings can be excellent networking opportunities, they aren’t your only option.
Instead of concentrating on big events, turn your attention to smaller actions that are easier to fit into your daily activities. For example, reaching out to other professionals online can be done in five-minute blocks, making it simpler to integrate into your life. You can send an email during your lunch or comment on a social media post while you’re on break.
All the little efforts add up, so don’t assume you need to dedicate hours every week when a few minutes every day can make a lot of difference.
Another issue with focusing on large, professional events for networking is that you may be missing out on natural opportunities that occur throughout your life. For example, time spent with friends and family can actually be used for networking, especially if you know other professionals. They may have connections you can benefit from, so getting input from the people in your life could create new opportunities.
Similarly, casual activities like getting your morning cup of coffee or taking an elevator in a shared building can lead to chances to network. If you frequently cross paths with particular people, consider introducing yourself and finding out more about who they are and what they do. You never know who that person behind you in line at the café is unless you ask, so consider it a chance to expand your network and say “hello.”
Once you’ve identified small actions that can help you network more effectively, it’s time to truly dedicate yourself to the process. Doing little things every day spreads out the burden many people associate with networking. It makes the load easier because it breaks it up into manageable pieces.
By making it a habit, you can create workable patterns that don’t interrupt the flow of your life while still letting you get the job done.
If you’re looking for additional information about networking or would like assistance with your job search, the recruiters at The Advance Group can help. Contact us to see how connecting with the members of our team can help your career move forward.
When you’re looking for a new job, you can expect prospective employers to ask if they can contact your current manager for a reference. But deciding whether to give them permission isn’t easy, depending on your circumstances. Often, job seekers try to keep their search for a new position private, and allowing the potential employer to contact your company is a sure-fire way for word to get out. Luckily, there are ways to navigate this tricky territory.
First and foremost, you need to realize you have all the power in this equation. Yes, a prospective employer would like to contact your company for a reference, but most understand if you’re trying to keep them from finding out that you’re looking for a new position. That means you can generally say “no” without a high chance of negative repercussions.
If you aren’t comfortable with them calling for a reference now, but are open to it later, you can state that, while you are trying to keep your job search private at this time, you would be open to them contacting your current employer once a job offer is made. This would give you an opportunity to tell your manager personally that you’ve found another position, but lets the hiring manager access the information when the time is right.
In some cases, you may feel comfortable letting your employer know you are looking for a new position. For example, if your job is seasonal and layoffs are just around the corner, or you are working a contract position that is almost complete, you might not find the need to keep your efforts a secret. The same situation can occur in situations where your manager already knows you’re planning on leaving, which can happen if they know you are moving to a new city on a specific date, for example.
If your employer is aware of your job search, there’s no reason they can’t be a reference, as long as you’re certain their review of your performance and capabilities will be positive.
Similarly, if your manager doesn’t know you are looking for a new position, but a co-worker does, you could consider offering their information for a reference. However, it’s important that you only go that route if you are certain they won’t inform anyone else when that call comes through.
Ultimately, you are never required to provide your current employer as a reference, and most hiring managers will understand if you want to keep your job search private for the time being. By giving them the opportunity to contact your workplace at a later date, such as when an employment offer is on the table, you can demonstrate you have nothing to hide from them and that you’re just trying to preserve your relationship with the manager you report to today.
If you are interested in learning more or are looking for a new position, the recruiters at The Advance Group can help. Contact us to discuss how our services can assist you with your career goals today.
If you enjoy a fast-paced work environment, the idea of getting a job as an assembler is likely very appealing. These workers help keep a production line moving by connecting various parts and pieces of the final product, which can be very gratifying work for those who like to see the physical results of their efforts.
To be successful in an assembly position, you do need certain core competencies. Here are five skills every assembler needs to possess.
Most production lines aren’t one-man shows; they require a team of skilled workers to get the job done. As an assembler, you’re going to be a part of a larger team, and knowing how to work well with others will help you progress in your career. Often, this includes being willing and able to do your part, as well as wanting to help others when the need arises.
When you are assembling pieces, you need to make sure everything is put together correctly. Small errors in the construction of the final product can lead to serious issues down the line or may lead the item to fail to function properly.
Assemblers need to be detail oriented to make sure that everything comes together as it should, so this skill is often considered a necessity.
Assembly work is typically a manual process. You may be putting pieces together by hand or using a variety of hand tools, so manual dexterity is a must. Fine motor control and strong hand-eye coordination are also helpful, as they make adapting to the physical components of the job easier.
Generally, the pace at a production facility is quick. Since attention to detail is so important, and you have to keep up with the speed of the line, being able to maintain focus for extended periods is critical. This will help you get your tasks done in a timely fashion, which keeps the line moving, and ensures everything is put together properly – even when you are moving quickly.
While assemblers are often expected to meet certain performance metrics, such as completing a specific number of pieces during a shift, it’s unlikely someone is going to be standing over your shoulder to keep you on task. This means you need to be a self-motivated individual who can monitor their own performance and make adjustments as required.
Yes, failing to meet the production standards during a shift will be noticed, so it’s not that you won’t receive direction. However, keeping yourself on target may largely fall on your shoulders, so being self motivated is an important trait.
If you possess all the skills above, it’s likely a career as an assembler could be right for you. If you are interested in learning more about assembly positions in your area, the team at The Advance Group wants to hear from you. Contact us to see which leading employers are hiring today.
Check out this webinar from the staffing experts at The Advance Group!
As you search for a new engineering job, you’ll likely encounter a few opportunities that aren’t ideal. There could be an issue with the position, company, or the salary offered that actually make saying “no” a smart move. But how do you know when turning down a position is actually the right call? Here are a few signs that declining the offer is the best way to go.
Most job seekers don’t have an issue turning down an opportunity when the compensation offered falls on the low side. If you can’t imagine surviving on the salary, then saying “no” is generally the right way to go. However, if the pay offered is significantly higher than you were expecting, it is important to figure out why before you accept the job.
Sometimes, surprisingly high compensation is justified for the position, but you need to be clear regarding what about the job makes that so. Is there something particularly hazardous about the work? Will the work be harder than you anticipated? Are the number of hours involved more than you thought? Is there something the company isn’t telling you?
All of the above questions could be relevant when an offer is unexpectedly high, so make sure to do some research before you decide to take the job.
Any company that is associated with a bad track record with their staff or customers should be considered a red flag. High turnover and disgruntled employees suggest there may be something dysfunctional in the business, and upset customers may indicate an issue with long-term profitability if people stop buying the product or service. Before you accept a job, look into the company’s reputation. And, if it seems there is only bad news being reported, it may be wise to let this one pass you by.
While startups may not be able to offer much specificity in regards to your role, an established company should have a clear picture regarding what your job will entail. If they aren’t able to clearly outline the expectations set for the position and what the primary tasks will be, the business may pull a “bait and switch,” changing the duties once you come through the door and leaving you stuck doing work you weren’t expecting.
If they don’t provide you with sufficient details from the beginning, feel free to request more specific information and ask for it in writing. If the company doesn’t fill in the gaps using a formal method, then consider moving on to another opportunity.
In the end, saying “no” to a job offer is appropriate if the position doesn’t seem right for you, so don’t be afraid to keep your best interest in mind. If you would like to work with a skilled recruiter to find your next job, the professionals at The Advance Group can help you explore your option. Contact us to speak with a member of our team about your career goals.
When you operate an assembly workplace, you already know that safety is important. Having strong policies and procedures in place ensures your employees aren’t experiencing undue risk and govern what actions must occur when in regards to safety. If your policies haven’t been revised within the past few years or if there have been major equipment or procedural changes since your last safety policy review, here are some reasons to update your assembly workplace safety policies in 2017.
In some cases, laws and regulations regarding safety policies and procedures may change, leaving your current iteration incomplete, incorrect, or even illegal. Check all of your existing policies to make sure the content is relevant and accurately reflects any standards as set forth by federal, state, or local laws and regulations. Otherwise, you could have trouble enforcing your policies if even a portion is found to be out of date.
Many businesses have chosen to add metal detectors, security cameras, and guards to help make workplaces safer. While these measures can be beneficial, there use should be outlined and governed by safety policies. By explaining why these systems are in place, you can increase the likelihood of employee buy off. And, by making their use or presence a part of the employee handbook and formal employment agreements, you are ensuring everyone is aware and willing to comply.
As more states approve the use of marijuana for medicinal and recreational purposes, safety policies may need to be updated to clearly specify what employees can and cannot do regarding its use. This could include simply preventing its use by workers while they are on the job or making its consumption completely against the rules. If the policy will be enforced through random drug screening, then that requirement needs to be clearly specified as well. Just make sure that any such policies meet the standards set forth by federal, state, and local laws before it is implemented.
In an increasingly digital world, consider embracing the prevalence of technology by making your safety information accessible on mobile devices. For example, add URLs or QR codes to safety signage or assembly machinery. Then, employees can go to the sites or scan the codes to get additional information that they can review at work or on their own time. This gives you the widest disbursement of the information and increases the chance that all of your workers will get the details they need.
By keeping your safety policies updated, you are not only protecting your workers but your business as well. If you are interested in locating some workplace safety professionals to join your team or are looking for high-quality assembly workers to fill vacancies, The Advance Group can find top candidates in any field. Contact us to discuss your hiring needs with one of our recruitment specialists today.
Summer is the perfect time to implement a wellness plan, especially if your organization doesn’t currently have one in place. In recent years, companies have begun taking employee wellness more seriously, especially as a method to combat the rising cost of healthcare and lost productivity due to health issues. However, many businesses have limited experience in the area, making it difficult to figure out exactly what needs to be done to ensure success. To help you design a program that is more likely to engage and excite employees, here are some tips for getting started.
A summer wellness program is likely going to be associated with a particular message, functioning as a tagline for the initiative, and choosing the right message is critical. Statements that promote feelings of guilt or shame, or those that make workers feel pressured to join aren’t always very effective, and standard platitudes generally don’t do much when you’re hoping to inspire the masses.
Instead, you need to select a message that helps them see how the program benefits them in a way that actually speaks to them. You need them to see how activities like eating right and exercising assist them in reaching their goals. Otherwise, if you just relate it to the concept of better health, you’re not likely to get much attention.
Your employees aren’t going to be inclined to participate if upper management isn’t actively showing support for the wellness program. Having top-level management, including the CEO, take part in the program shows they aren’t just tossing it out there to see if it sticks; they actually think it provides value to their lives too. By having leaders take part, and even share their results, the rest of your workforce may feel more comfortable with jumping in, and that can increase participation levels and lead to stronger results for everyone.
Getting enough sleep is a cornerstone of health, and Americans are some of the most sleep-deprived workers in the world. Failing to get enough shut-eye can lead to significantly increased risk for certain health issues including mental health conditions, heart disease, and diabetes. Productivity can also suffer, and safety issues are often more prevalent. Adding a “healthy sleep” component to the program can help workers learn better habits and encourage them to be more aware of the amount of time they dedicate to sleep.
The idea of getting in at least 10,000 steps a day is fairly well known, and it only scratches the surface of what it takes to improve overall wellness. Make sure your program includes additional points like stress reduction, meditation, and even personal finance. By including methods to improve the whole person, more employees are likely to find value in at least part of the program, and that can help your initiative achieve success.
If you are interested in learning more about workplace wellness or would like to find a wellness specialist to join your team, The Advance Group can help. Contact us to discuss your goals today.
