Who Should Manage Your Gen Z Employees

Raza Rauf on January 22, 2018

Generation Z is beginning to integrate itself into the workforce, representing a new source of candidates for companies interested in securing incoming talent. As with any new generation, many organizations are wondering how best to manage Gen Z employees, particularly since tension still exists between millennials and Gen X, as well as baby boomers.

Gen Z doesn’t have the same priorities as Gen Y, and many of these younger workers are fairly optimistic about their futures. But, like many millennials, technology is an ingrained part of their lives, and that can create challenges for managers who aren’t as device-centric. If you want to make sure these employees feel welcome and ready for success, here’s what you need to know about who should manage Gen Z workers.

Millennials Are the Best Match

While Gen Z may be more focused on inclusion than Gen Y, the two generations also have a lot in common. Both were raised with technology, making them more open to the advances that are on the horizon. In fact, Gen Z sees technologies like AI and machine learning not as threats to their job security, but as opportunities that will improve how people work. This can be a stark contrast to the positions many Gen Xers and baby boomers hold, but millennials will likely connect with the perspective.

Additionally, both Gen Y and Gen Z value workplace flexibility, including alternative work arrangements like nontraditional schedules and remote work. They also support the fluid nature of their professional and personal lives, promoting the agile culture that many millennials have worked to build. Since Gen Y and Gen Z see eye to eye in this area, millennials may be particularly well-positioned to manage Gen Z workers.

Gen Z Prefers Millennial Managers

Since Gen Y and Gen Z have similar values, it shouldn’t be a surprise that the newest working generation would prefer a millennial manager. Both generations prefer to find employment opportunities that provide them with purpose and allows for some level of personalization. Additionally, neither group considers their salary as the most exciting part of securing a particular job, prioritizing other perks like flexible scheduling, opportunities for advancement, and progressive maternity and paternity leave policies over higher pay.

The shared set of values makes it easier for millennial managers to relate to Gen Z employees and vice versa.

Now, this doesn’t mean that a Gen X or baby boomer manager can’t successfully lead a Gen Z worker, especially if they have effectively managed millennials during their career. However, Gen Y managers may be particularly well-positioned to take on the challenge as we learn more about what the newest working generation desires in the workplace.

If you are looking for more information and need to add a new professional to your staff, the team at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our services can work for you.

Scoop Up December’s Best New Grads!

Raza Rauf on December 22, 2017

When you think of college graduation season, you most likely focus on the summer. But, there are actually a lot of new grads who are just starting to receive their diplomas. And that means they are poised to join the workforce. If you are seeking out educated entry-level professionals, now is a great time to start looking for top talents who just completed their degree. To help you scoop up the best new grads, here are some tips to get you started.

Don’t Focus on Pedigree

Certain colleges and universities reputations proceed them. While it may be tempted to focus on these graduates, it could mean that you miss out on an extraordinary young professional who attended a different school.

In many cases, a strong pedigree doesn’t automatically mean the candidate will be a success. And graduates from state universities and local community colleges likely still have the skills you need. Unless you are hiring in an industry like healthcare where pedigree can have a substantial impact, don’t forgo an otherwise qualified candidate just because they didn’t go to a top 10 school for the field.

Examine GPA and Relevant Coursework Properly

Many hiring managers look at GPAs and relevant coursework to help gauge a new grad’s skills, since they often don’t have much (if any) work experience in the field. However, you want to make sure you approach this properly to get the best results.

It can be helpful to know the average GPA of graduates of the particular school’s program to help you better evaluate a person’s performance. For example, a 3.8 GPA may seem impressive until you hear that the average GPA for the program is a 3.7. Similarly, a 3.8 may be an incredible accomplishment if the average is a 3.1.

Relevant coursework is often easier to assess, as many universities provide copies of their catalog online. This gives you a glimpse into what the classes actually covered at the specific school, making it easier to gauge what the graduate likely learned along the way.

Internships and Work Experience

Not all college programs require internships for graduation, but those that participate in such an arrangement often have some real-world experience in the field as well as professional references. Similarly, grads who secured jobs in related to their major may also be better equipped to hit the ground running, which can be particularly valuable when you need someone who can start being productive quickly.

However, just because someone doesn’t have an internship or seemingly relevant employment history doesn’t necessarily mean they won’t be a great employee. Don’t overlook other forms of experience, like clubs and volunteering that can demonstrate the job seeker knows how to function in a structured environment and may have acquired valuable soft skills.

By using the tips above, you can increase your odds of finding the best new grads available today. If you would like assistance filling your job vacancies, the professionals at The Advance Group can help. Contact us to see how our services can make your hiring process more effective and efficient today.

Want to Hire Better Next Year? Start Understanding Your Candidates Better

Raza Rauf on December 15, 2017

Hiring managers often wish they could get a glimpse into a candidate’s head instead of having to second-guess their every move and answer. While mindreading still isn’t an option, a recent survey provided a substantial amount of insight into how job seekers think. And that can help you hire better in the future.

Here’s what you need to know.

Professionals Want to Hear About New Opportunities

While low unemployment rates can make it seem as though there aren’t enough viable candidates available, the vast majority of professionals are interested in new opportunities, even if they are currently employed. That means there is a large potential talent pool that isn’t showing in the unemployment statistics, so don’t be afraid to target these workers when posting about a vacancy.

Additionally, nearly two-thirds of professionals who recently changed jobs who were surveyed admitted they knew either nothing or very little about their newest employer before the found out about the position. This means you don’t necessarily have to have a prior connection to the potential candidate for them to be interested in your opportunities.

They Want Information About You

One of the biggest pet peeves for candidates is when they look for information that would give them a better idea of what it’s like to work for you, and it just isn’t there. In some cases, this means that they are finding the information on your website too vague to give them a solid concept of what you are like as an employer or they have trouble finding details in other common resources, like Glassdoor or even the job announcement itself.

Since candidates are more focused on company culture and work environments than ever before, giving them access to additional details can make you a more attractive potential employer. This can include providing insights on your website about what the company is like from an insider’s perspective, adding points about the company culture and employee perks to the job announcement, or even creating a blog that makes sharing this information more natural.

They Have Priorities

While money is still a significant factor in whether a person applies to a new position, it is a detail that is often not provided in a job announcement. Many companies try to keep this information private for a variety of reason, but not making either a salary minimum or standard range accessible in the vacancy posting means some top talent may make assumptions that affect whether they would either apply or accept the opportunity. Being forward about salary makes you seem more transparent and ensures that those who apply are open to working at or near that rate.

Company culture, as mentioned above, also plays a substantial role, making it crucial that you share insights that can help job seekers determine if your workplace might be a good fit. Additionally, work-life balance is more desirable than ever, so showing that your company supports initiatives designed to make this achievable can help you connect with higher-quality talent.

If you are looking to hire better staff members during the upcoming year, the team at The Advance Group can connect you with top talent in the area. Contact us today to see how our services can help you hire better in 2018.

Is the Labor Market Going to Help or Hurt Your Recruiting Process?

Raza Rauf on December 4, 2017

Even though the Great Recession is becoming more of a forgotten memory with every passing day, the aftereffects of the downturn are still impacting the labor market today. While the number of available jobs has risen significantly over the past few years, there are still millions of unemployed Americans looking for work. And, of those, nearly two million have been unemployed for six months or more, having them qualify as long-term unemployed.

Here’s what you need to know about the current labor market and how it can help or hurt your recruiting process.

Data Makes Things More Competitive

Many companies have turned to data to help them find top candidates in their field. While this sounds like it would help businesses locate the talent they need, the sheer volume of opportunities to capitalize on the information has more organizations using the same processes to try and get ahead.

Social media and other public data sources have made information highly accessible. So, while you may find a great candidate on these platforms, it’s unlikely you’re the only one who’s taken notice. This means you need to focus on creating value for job seekers to help attract them to your vacancies, and that isn’t necessarily a small feat.

Long-Term Unemployed May Come With Risks

It would seem as though long-term unemployed job seekers are the ideal area to focus on, but it can actually be a challenging route depending on the position. For example, tech professionals who’ve been out of work for a significant period of time, and haven’t been working to maintain their skills on their own, may be falling behind the curve. The tech sector changes rapidly, and it’s easy for those who aren’t currently working in the field to miss out on recent developments, making their skill set less valuable.

However, not all long-term unemployed job seekers neglect their skills when they are out of work. This means, by seeking out those who have maintained their level of competency on their own may be particularly valuable.

Broad Candidate Pools Are Required

Companies can’t afford just to sit back and wait for candidates to find them. Instead, they need to be proactive when it comes to filling vacancies. This can include targeting passive job seekers who are currently employed but open to making a switch as well as enlisting the support of a reputable staffing firm to help you access talent you may otherwise miss.

By focusing on broadening your candidate pool, you can find more people who might be a great fit for your vacancies. If you are looking to hire a skilled professional, the team at The Advance Group can connect you with top talent looking for opportunities just like yours. Contact us today to see how our services can make today’s labor market work in your favor, allowing you to recruit the high-quality candidates you need to succeed.

Is Overtime Killing Your Profits?

Raza Rauf on November 17, 2017

Most companies are acutely aware of the financial costs of employee overtime. Paying a minimum of time-and-a-half to have workers on-site adds up fast, but this isn’t the only aspect of these extra hours that is affecting your bottom line.

Overtime has numerous drawbacks that can significantly harm your profitability, and they aren’t all easy to spot. Here are just a few of the other ways overtime is costing you.

Falling Productivity

When used sparingly, overtime can actually bump your productivity levels up, helping you meet tight deadlines and maintain production standards in extreme circumstances. But, if having employees work overtime becomes common practice, productivity can actually stagnate, or even fall.

Once overtime becomes commonplace, some employees compensate for the extra hours by lowering their peak production levels. This can be a method for taking advantage of the additional pay or for helping them save energy, making the extended work hours feel more manageable.

If mandatory overtime ends up being the new standard, you’ll also see employees burn out. After some time passes, it becomes challenging to keep up with the extra demands and your staff may become resentful or frustrated with the additional pressure, leading them to not perform at their best. And, if there is no end in sight, some of your top talents may even look for new employment opportunities, giving them a chance to escape the longer hours and mitigate their rising stress levels. This ultimately leaves you shorthanded and can worsen the cycle of overtime for the rest of your employees.

Health Implications

There are numerous studies that suggest that prolonged stress has negative consequences for a person’s health including damage to the immune system. This can cause workers to become ill more easily, increasing the number of missed work days. And, in extreme cases, you may even see the average duration of their absences rise, as it takes longer for them to recover when they do become sick.

Employee illnesses don’t just affect the amount of total output; it can increase healthcare costs too. This means you lose money based on lost productivity while having to spend more to compensate for rising insurance costs.

More Workplace Safety Incidents

As employees put in more hours on the job, their level of awareness often decreases, and they may struggle to maintain their regular level of focus. These shifts can increase the odds that a mistake will occur and can cause the number of on-the-job injuries to rise. And, should a serious injury take place, you aren’t just faced with costly workers’ compensation claims but will also see production decrease, both of which reduce your profitability.

While the infrequent use of overtime may be necessary, making an effort to keep it a rarity helps you save money in the long run. If you anticipate that overtime will be required over the long-term, then bolstering your workforce with temporary employees may be the ideal solution, ensuring you can maintain your production targets will minimizing cost.

If you are interested in acquiring some short-term staff, the team at The Advance Group can connect you with skilled workers who are interested in temporary assignments. Contact us today to see how our flexible services can help you avoid many of the costs associated with employee overtime.

Eliminate Hiring Bias with These Steps

Raza Rauf on November 10, 2017

The vast majority of companies know that biased hiring practices aren’t acceptable. There are numerous laws and regulations that dictate what can and cannot be taken into consideration when evaluating candidates, and most businesses do a good job of adhering to these standards.

But, unconscious bias can be harder to control, as many people aren’t fully aware their initial judgments are affecting their decisions. And this can spell trouble for companies that don’t take an active role in eliminating the impact of these snap judgments.

Luckily, there are ways to eliminate hiring bias, whether conscious or unconscious, from your business. Here are some steps to get you started.

Recognize the Different Kinds of Bias

Bias can take multiple forms and be based on a variety of points. A hiring manager may make an assumption about a person’s capabilities due to their race, gender, age, and other protected statuses as well as superficial factors, such as a candidate’s height or weight. Understanding what may trigger a quick judgment is the first step in eliminating such bias from the hiring process, as we can only correct an issue if we know it is potentially present.

It’s also important to know the different kinds of thinking that can accompany a bias. For example, confirmation bias is a process where a person seeks out evidence to confirm that their initial judgment was justified, while an expectation anchor involves adjusting expectations (such as skill requirements) so that a favored candidate can be selected.

Again, knowing how bias can impact thinking is another critical step in eliminating bias from hiring decisions, and has even led some companies to turn to blind applications, where all personally identifiable information has been removed, to ensure biases don’t affect initial screenings.

Look Beyond the First Impression

While first impressions get a lot of attention since they affect how the rest of the interview is perceived, learning to set these initial thoughts aside can go a long way to combatting bias. Instead of letting the first moments of the meeting determine whether someone is a strong candidate, take time to review all of the facts and other relevant details to make sure that it isn’t just a poor first impression that is leading you to discard someone’s application.

Use Interview Panels

Sometimes the easiest way to limit bias is by having multiple people involved in the hiring process. This creates a team of interviewers who make decisions jointly, ensuring the opinion (or potential bias) of just one hiring manager isn’t swaying the outcome unfairly.

Create a Standardized Process

Another simple way to help limit the effect of bias is by using a scoring rubric for every interview. Key skills and traits can be identified in advance and added to the rubric. Then, it serves as a guide for the process and ensures every candidate is evaluated based on a single standard.

You can also use a reputable staffing firm, like The Advance Group, to help eliminate hiring bias. Our process ensures every candidate is treated fairly and that those who possess the right combination of skills and experience are referred for your open positions. Contact us today to see how our approach to hiring can be an ideal method for eliminating hiring bias from your company.

Now Is the Perfect Time to Work on Your Corporate Culture

Raza Rauf on October 30, 2017

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.

Start at the Top

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.

Talk to People

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.

Be Patient

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.

Start Attracting a More Diverse Talent Pool

Raza Rauf on October 23, 2017

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.

Watch Your Words

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.

Consider Different Job Boards

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.

Select Images Wisely

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.

Keep Requirements Lists Short

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.

You May Have Made a Bad Hire…

Raza Rauf on October 16, 2017

Having the right employees is critical to a company’s success. It ensures that the right skill sets are present and that everyone works well together. But hiring isn’t a simple process, and you often have to select a candidate with limited information regarding how they will likely perform. At times, you’ll choose a job seeker who will support your business objectives and help the company flourish, and sometimes you won’t.

Spotting a bad hire isn’t always easy, but there are signs that someone may not work out in the long run. Here are four indications you might not have the right person for the job.

They Don’t Fit In

Company culture is becoming a more prominent factor in many workplaces as it can help promote success and team cohesion. However, even if your culture is great, that doesn’t mean it works for everyone. And a single person can disrupt the harmony of the environment.

If you notice your new hire isn’t fitting in with everyone else or isn’t integrating into the atmosphere, it’s possible they aren’t the best person to have in the position. While being a bit of an outsider, in the beginning, is normal, it should dissipate quickly if they are a good fit. If not, they could drag down productivity and bring in negativity that affects others, especially if they have a penchant for complaining.

Additionally, if they continually bring up how they did things in “my old job” and aren’t willing to adapt to your processes, there is a strong chance they won’t work out.

They Won’t Go Outside the Original Job Description

Most jobs grow and change over time, and almost all come with tasks that aren’t specifically listed in the job description (often falling into the category of “other duties as assigned”). In general, successful employees roll with these requests as they understand the need to be flexible at work. But, if a new hire won’t drift from what is explicitly spelled out on paper, you may have a problem.

Granted, asking an accountant to troubleshoot a computer isn’t reasonable, and shouldn’t be considered a sign that someone is a bad hire, asking a receptionist to help out with a filing project isn’t really out of line. Typically, if it falls in their skill set or job category, and makes sense for the level of their position, deviating from the description just comes with the territory. So, if someone isn’t willing to step just outside of their box, it might be wise to find someone else for the position.

Finding the right person for the job can feel like a challenge, but it is possible. If you want assistance selecting the best candidate for the position the first time, the recruitment specialists at The Advance Group are here to help. Contact us to see how our customized approach to hiring can make it easier to locate ideal job seekers and rid you of any bad hire today.

Use Your Leadership Skills to Keep Employees Happier Longer

Raza Rauf on September 25, 2017

Your company’s leadership team plays a big role in how employees feel while on the job. Often, managers are largely responsible for the culture of a workplace and have a significant impact on morale and engagement among workers. One issue tends to be that leaders are often preoccupied with overseeing company products and services, and culture can easily fall by the wayside. Luckily, there are ways to use your leadership skills to keep your employees happier longer. Here’s what you can do to improve your workplace today.

Observe Workplace Interactions

You can’t institute cultural change without understanding the current state in your business. To help you gain a better understanding, start by paying attention to all the workplace interactions you witness. Consider how the employees treat one another during conversations. Determine whether each team member is being heard and whether those around them treat them with respect. You also want to see if workers are showing appreciation for the efforts of others and acknowledging one another’s accomplishments.

By carefully observing your workplace, you’ll gain valuable insights into the current culture. Then, if you want more information, don’t be afraid to ask your employees about how they are generally treated. Allow them to speak without defending the actions of others. This allows them to air their frustrations while you learn about issues that may need addressing.

Set Ground Rules

Now that you’ve observed how your employees interact, it’s time to intervene against anything that is harming your culture. Start small by creating some simple ground rules that provide guidance regarding what is considered acceptable behavior.

Limit yourself to five initial rules, and consider focusing them on specific activities, like meetings. List what you want workers to do instead of what you don’t want. This gives them clear instruction regarding expectations and can help create a more effective and productive environment.

Once the rules are set, make sure you adhere to them personally. Your team looks to you for an example of what is considered acceptable behavior, so make sure you are ready to live up to these expectations, as well.

Address Poor Behavior Immediately

After the ground rules have been set, you’ll need to enforce them. Your employees now understand what is expected of them, so taking action when someone breaks the rules is acceptable.

Failing to act when a worker makes a misstep allows others to question the validity of your guidelines. Instead, as soon as someone acts out of line, such as by demeaning a co-worker, put an end to it immediately. Once the situation has been stopped in its tracks, you can save any additional disciplinary action for a private meeting between yourself and the employee. The important thing is to show everyone that misaligned behaviors won’t be tolerated and that you will intervene.

If you’re currently looking for a new employee who will fit into your ideal culture, The Advance Group can help you locate top candidates in the Michigan and Ohio areas. Contact us to discuss your vacancies today.

Increase Warehouse Safety (Without Blowing Your Budget)

Raza Rauf on September 18, 2017

Workplace and warehouse safety should be a priority in every warehouse. Not only is protecting your employees the ethical thing to do, but it can also result in cost savings by preventing expensive injuries on the job. But, if your budget is limited, it may be tempting to forgo certain safety measures to help improve the bottom line. While financial restrictions can be a factor, it’s vital to never put safety on the backburner, as it can easily cost you more in the long run.

Luckily, you don’t have to blow your budget to improve warehouse safety. Here are a few methods that can be implemented with ease — and without having to spend a fortune to make it happen.

Workplace Safety Training

No two warehouses are alike, so even experienced workers need to receive training to ensure they know how things operate in your place of work. Often, this starts by making sure every new employee is given a safety-oriented introduction to the environment with additional focus placed on areas relevant to their position. This gives everyone critical information about how to do their job safely and guarantees no worker misses out on the experience.

Safety Policy Enforcement

If your company is like most warehouses, you probably have a list of workplace safety policies and procedures that all workers are expected to follow. However, to ensure these policies are effective, you need to put real effort into enforcing them. Allowing safety issues to go unaddressed gives your workers mixed signals regarding workplace priorities and simultaneously increases the chances of an accident occurring. And, if those who violate policies aren’t reprimanded, you’re even implying these policies don’t actually matter.

When a safety-related incident occurs, it’s important to act quickly and decisively in accordance with policy. This shows that ignoring the requirements isn’t acceptable and demonstrates your dedication to the cause.

Provide the Right Tools and Equipment

While tool and equipment costs can add up, ensuring everyone has the things they need to do their job properly and safely is a wise investment. Employees who don’t have the right tools for the work often have to improvise, and this doesn’t always turn out well. Additionally, missing or damaged safety equipment leaves workers vulnerable. By ensuring the right items are available at all times, everyone can work more safely and productively, both of which benefit the company.

Make Smart Hiring Decisions

Warehouses are often subject to seasonal fluctuations that require new employees to be added quickly. But just taking the first applicant and throwing them in the position to get a warm body in place can be dangerous, especially if they don’t have the right experience or skills for the work. Not only are they more likely to be injured, but their inexperience could put others at risk, as well.

Instead, taking the time to select the right individual for the associated duties can keep the workplace safer, and it doesn’t cost you anything extra along the way.

If you’re looking for a cost-effective approach to hiring and warehouse safety, the recruitment specialists at The Advance Group can provide access to skilled talent quickly and efficiently. Contact us today to see how our approach can help your business succeed.

Are You Ready for New Hires to Start?

Raza Rauf on September 11, 2017

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

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

Preparation Is Key

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

Think Big

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

Ask for Input

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

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

Manage the Pacing

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

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

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

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

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