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Want to Diversify Your Workforce? Start Doing This!

Raza Rauf on September 4, 2017

 

The idea that diversity in the workplace improves production and increases innovation isn’t new. However, many companies struggle to either attract a more diverse group of applicants or hire people from various groups. Luckily, there are techniques that can help you diversify your workforce. Here are a few you can start using today.

Provide Diversity Training

Sometimes, the company’s culture isn’t supportive of minority workers. One way to help create a friendlier environment for everyone is to provide diversity training to your employees and members of the leadership team. You can also expand the offering for hiring managers, giving them additional information about fair hiring practices and how to review candidates without bias. These extra efforts can make your business more welcoming overall, ensuring everyone is comfortable on the job.

Use a Neutral Application Process

At times, conscious and unconscious biases affect who ultimately gets interviewed and hired. One method for reducing the impact of bias is to use materials that limit the availability of information that can potentially identify a candidate’s gender, race, age, or similar factors.

For example, instead of providing hiring managers with all the details provided by the applicant, consider removing or redacting information like the person’s name or other personally identifiable information. That way, the applications are reviewed based solely on merit.

You can also create a standardized evaluation form for each position being filled. This sets the criteria in advance and creates a scoring method upon which to review candidates, providing a mechanism to limit the impact of bias.

Reach Out to Community Organizations

Cultural institutions, colleges and universities, and churches can all be a great source of candidates and may offer a more diverse population than you are otherwise reaching. Similarly, certain non-profits also work to help empower minorities and connect them with opportunities.

You can start by letting local chapters and schools know about your job openings, and then expand your search to nearby cities or through organizations that operate nationally. Simply let the group know you are looking to find skilled applicants for your positions, and see if they have avenues to get the word out in the community that you may have not otherwise explored.

Widen Your Recruitment Base

If you focus all your recruitment efforts on the local area, you are only reaching a relatively small applicant pool. This can occur when companies rely on sources like local newspaper classifieds or limited online placement based on the city in which they operate.

By expanding into the surrounding area, you can catch the attention of candidates who may live nearby, but not in your town proper. Online recruiting can be effective for reaching a larger recruitment base as well as using services offered by an experienced staffing firm operating in the area.

If you would like to widen your search, the recruitment specialists at The Advance Group can connect you with the skilled workers you need. Contact us today to see how our services can work for you.

 

 

5 Steps for Finding Your Best New Employee

Raza Rauf on August 28, 2017

 

When you’ve officially reached a point where bringing on a new employee is the right move, you want to make sure you handle everything right the first time. This helps ensure you can get the person you need quickly while making sure you aren’t stuck with a less than ideal fit or finding yourself hiring again too soon. To help you manage the task efficiently, here are five steps for finding your best new employee.

1. Clarify Your Needs

Whether you are refilling a position or starting one from scratch, you need to review the position to see exactly what competencies are required to get the job done. This involves looking at the assigned duties as well as evaluating the new employee’s team for skill gaps that need to be filled by the candidate. Once you clarify your needs, you can create a job posting that includes those high-priority items, ensuring you are speaking to the right job seekers before anyone submits an application.

2. Locate the Candidates

After crafting your vacancy announcement, you need to put it out into the world. You can begin by listing the job opening on your company website as well as relevant job boards and even local classifieds. Working with a reputable staffing firm is also a great method for connecting with qualified job seekers, so consider it when you start the recruitment process to help widen your net.

3. Handle the Interviews

Once you have a quality resume or application in your hands, it’s time to start interviewing. You’ll start by contacting candidates who most closely meet your needs and scheduling times to meet. Prior to the interview, craft some key questions you want to cover during the meeting, so you are prepared in advance.

Make sure you schedule interviews for a sufficient duration based on the complexity of the position and how much you hope to discuss. In most cases, professional-level interviews should be blocked for at least an hour, though some entry-level jobs make only require half that. When in doubt, give yourself more time instead of less. After all, the candidate you choose to pursue could be with your organization for a long time, so give yourself the opportunity to be thorough during the interview process instead of feeling rushed.

4. Manage Background and Reference Checks

Whenever you hire anyone, you should always take the time to run an appropriate background check based on the position and speak with the person’s references. While professional references are often somewhat biased, as the contacts are provided by the candidate, using probing questions can help you gain a deeper understanding of the job seeker’s capabilities, allowing you to get the most out of these calls. Make sure you give yourself time to get the information you need by handling these reference checks during a time where you won’t feel rushed.

If you want to streamline this part of the process, many staffing agencies can conduct background and reference checks on your behalf. This means you get all of the information you need, collected by professionals, without having to take the time from your busy schedule.

5. Make the Offer

As soon as you’ve identified your ideal candidate, it’s time to make an official offer. Start by speaking with them over the phone to cover the basics and send the details in a formal letter. Be prepared to negotiate with the job seeker, as this is a common practice, and then send an updated formal letter once you have found mutually agreeable terms and obtain their official acceptance.

Once that process is complete, you can begin looking forward to the onboarding process and having a great employee joining your team. If you would like to work with a skilled staffing agency to manage the process for you, the professionals at The Advance Group have the experience to handle the process right the first tie. Contact us to see how our recruitment specialists can help with your hiring needs today.

 

 

Here’s What Really Stinks About Your Interview Process

Raza Rauf on August 21, 2017

 

Often, a company’s hiring process is somewhat arduous simply because that is the nature of the beast. However, there are parts that are especially frustrating for job seekers. Many of these headaches can be quickly remedied with a little effort, allowing you to improve the impression you make with all of your candidates. To help iron out these wrinkles, here are some insights regarding what really stinks about your interview process and steps you can take to eliminate them.

Being Left Out of the Loop

One of the biggest frustrations cited by most applicants is a lack of information regarding what happens after they submit a resume. It isn’t uncommon to liken hitting the submit button on an application to tossing a resume into a black hole, as most job seekers have only a limited idea of what is happening once they throw their hat in the ring.

An easy way to alleviate this headache is to provide basic email updates regarding the status of the hiring process. Let applicants know their materials have been received, if they have been eliminated from contention, or if interviews are being scheduled in the upcoming weeks. By sharing information, you ensure your top applicants are engaged throughout the process, and those that aren’t selected are quickly informed of the decision.

Not Hearing from a Person

Even some companies that provide updates do so in an impersonal fashion. Many use automated messages to let candidates know what is happening instead of reaching out to them individually. While in certain entry-level positions that bring in a lot of applications, speaking to every job seeker might not be practical.

However, once you’ve narrowed down the pool and have begun interviewing, sending a personal message is the best approach. This will almost always leave a better impression on candidates and can help your businesses reputation of truly valuing those who took the time to apply.

Ideally, interview invitations should also be personalized to help the applicant begin to forge a relationship with the company.

A lack of human connection is a big frustration for candidates, especially if they took the time to craft a meaningful cover letter and customized their resume to the position. So, consider defaulting to using a human touch whenever you communicate with applicants to ensure your interview process is as friendly as possible.

Demonstrating Personality

When a candidate takes a seat in an interview chair, it’s often hard to gauge how much of their personality should shine through. Additionally, finding the opportunity to do so isn’t always easy. A person’s personality can often impact their odds of being successful, especially in organizations that have a distinct corporate culture.

Interviewers need to learn to create openings where a job seeker can show parts of their personality, including a sense of humor. Not only does this help build trust and allow you to assess them as full human beings, but it can also serve as a test to determine if they’ll fit in and if they can make jokes in an appropriate manner.

Learning to balance the needs of the company with those of candidates during the hiring process is tricky. But, but taking some time to reach out personally, keep them updated on the status of the job, and finding methods to let them show their personalities, you can remove many of the most frustrating aspects of the job search process.

If you are looking for new employees and would like to streamline your process while adding a personal touch, the recruitment professionals at The Advance Group have the skills you need to do just that. Contact us today to see how our process can eliminate headaches and help you find the ideal candidates for your open position.

 

 

Keep an Eye Open for These Expensive Workplace Injuries

Raza Rauf on August 14, 2017

 

According to the Occupational Safety and Health Administration, workplace injuries and illnesses cost U.S. businesses approximately $170 billion per year. These incidents also raise the rate of absenteeism, lower production, and can increase workers’ compensation and retraining costs, resulting in lower profits.

Certain workplace injuries are far more prevalent than others, and many could be avoided if the proper safety precautions were in place. To help you spot potential hazards in your company, here is an overview of what causes the most common workplace injuries and what can be done.

Handling Materials

The most common cause of injuries at work involves the handling of objects. This includes lifting, lowering and carrying items, as well as certain other actions. Injuries resulting from these activities range from strains and sprains to cuts, punctures, and contusions, and even fractures. Improper lifting and handling techniques are often responsible, as well as items being stored in an unsafe manner.

A person who is less experienced with the job is more likely to be injured than someone with experience, with a quarter of those hurt being on the job less than a year. To help lower the risk of injury, proper training is critical. This includes covering material handling techniques designed to limit the chance of being hurt, such as how to lift and lower heavy objects and when it is wise to get help or use a lifting device.

Slips, Trips, and Falls

Slips, trips, and falls can be responsible for a whole host of injuries, ranging from simple strains and sprains to fractures to head injuries. Even death is possible during the aftermath of a fall.

Wet floors are an obvious culprit, though foreign objects in walkways and uneven surfaces can also be responsible. To lower the risk of a slip, trip, or fall injury, it is important to keep walkways clear at all times. Make sure signs are used to mark potential hazards, like wet floors, and that uneven surfaces are repaired quickly. Non-slip rugs are also helpful if a surface is innately slippery.

When employees are working from a height, it is vital to have the proper safety gear available. Make sure the use of ladders is accompanied with proper training and that all stairs or elevated walkways have suitable guardrails.

Falling Objects

Any item stored above floor level can potentially fall and injure someone. Materials kept on shelves should be limited based on the number of approved layers, and those placed in piles need to have stack limits to help ensure the items are balanced. If debris is likely in an area, then clear signage should be in place warning of the hazard and personal protective equipment should be provided to anyone who has to cross through the area. When employees are removing items from an upper shelf, others should avoid passing through the area underneath to ensure that, if an object falls, there is no one in its path.

By taking basic precautions and requiring comprehensive safety training, many common workplace injuries can be avoided. If you would like to learn more about workplace safety or are interested in hiring a new employee, the professionals at The Advance Group can help. Contact us to discuss the needs of your company today.

 

 

OPEN INTERVIEWS – Michigan Works Southeast

Raza Rauf on August 7, 2017

Join Us tomorrow Tuesday, August 8th 8:30am-10:30am

Michigan Works! Southeast

1040 South Winter Street

Adrian, Michigan 49221

Please bring 2 valid forms of ID

Requirements …

  • 18 years of age or older

  • HS Diploma/GED

  • Work history in the last 12 months

We have multiple openings for ….

  • Welding

  • Assembly

  • Machine Operators

  • Packaging

  • Warehouse

  • Production Workers

 

Has “Ageism” Crept into Your Hiring Pattern?

Raza Rauf on August 7, 2017

 

While most companies intellectually understand that age discrimination isn’t something that should be tolerated, ageism still makes its way into many organization’s hiring practices. The issue is especially prevalent when evaluating candidates for IT positions, a segment where youth is often valued, but any business could be susceptible to the trend.

There are laws in place that prohibit discriminating against workers over 40, but ageism still persists in many companies today. To help determine if ageism has crept into your hiring patterns, here are some signs that you could have an issue.

Older Candidates Are Removed from Contention Before Similarly Skilled Younger Applicants

When most businesses are looking to hire, qualifications are often stated as the standard by which they determine who to pursue. This suggests that candidates with similar skill levels should advance congruently. However, if hiring managers are discarding resumes from older workers while younger applicants with the same skills advance, then there could be an ageism issue.

While a candidate’s age isn’t displayed on a resume, you can often estimate a person’s age based on their amount of experience, dates of prior employment, or graduation date. This means a hiring manager could likely weed out older workers by using data to approximately gauge a person’s age.

If you notice a pattern within screened out and screened in applicants, then intervention is required. Hiring managers need to be informed regarding EEOC law and how resumes need to be reviewed to ensure discrimination, either intentional or unconscious, is eliminated from the process.

Language Choices That Suggest Ageist Tendencies

While blatantly discriminatory language is easy to spot in most cases, there are some subtle choices that also reflect a problem. A manager that states they are looking for “young blood” or “a youthful perspective” could show bias towards younger workers. Also, job postings that say the company is looking for “recent” or “new” graduates could suggest they are trying to screen out older workers while language like “digital natives” as indicates a preference towards youth.

Any question or comment that brings age into the equation can also be a sign of a problem, as well as providing greater access to training to younger workers or favoring them for a promotion could show ageism is playing a role in decision making.

Even discussions that take place outside of the hiring process can indicate a problem, as ageist comments made by a hiring manager in the workplace suggest a predisposition for age-related discrimination.

All potentially discriminatory language or activities need to be properly dressed by the organization to ensure they aren’t affecting hiring processes and other aspects of the company’s operations. Often, the best first step is to ensure all employees receive training that addresses issues of discrimination. All hiring activities should be monitored for potentially discriminatory patterns, and internal practices like training and promotions should also be reviewed.

By taking an active role in educating your workers and tracking activities, you can help ensure ageism has not crept into your hiring practices. You can also enlist the assistance of a reputable staffing company to ensure all bias is removed from your candidate screening processes. If you’re looking for a new employee, The Advance Group can ensure that all applicants are given an equal chance. Contact us today to discuss your hiring needs and see what our services can do for you.

 

 

Start a Summer Wellness Plan with These Tips

Raza Rauf on July 21, 2017

 

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.

Make the Message Personal

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.

Get the Leadership Team Involved

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.

Make Healthy Sleep Habits a Priority

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.

Go Beyond 10,000 Steps

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.

 

 

Why You Should NOT Hire That Engineering Candidate

Raza Rauf on May 26, 2017

 

Hiring a new employee is a challenge. Often, you have a limited amount of time to assess a candidate before having to make a decision about whether or not to hire them for your engineering position. While most candidates won’t set off any alarm bells along the way, there are some red flags that no hiring manager should ignore. To help you spot which candidates you shouldn’t hire for a job, here are some warning signs that could indicate trouble.

Too Many Discrepancies

When you speak with a candidate, what they say and what they listed on their resume should generally align. Additionally, they should be able to cover the information regarding their skills and abilities with a reasonable amount of ease.

While a bit of nervousness is to be expected, the experience should feel right when examined as a whole. If something makes you uneasy or just doesn’t appear to add up, it could be a warning sign of trouble ahead if you move forward with a job offer.

Sharing Too Much

Most candidates will try and be thorough when answering questions, but there can come a point when it goes too far. If an applicant begins divulging information that is better left unsaid, then it could indicate a problem. For example, if an interviewee begins giving details regarding why they are unhappy with their current job, and the conversation turns negative or accusatory towards others, it may be a sign that they would speak similarly of their new co-workers if this job doesn’t go perfectly in their eyes.

Complaining About the Process

Interviewing isn’t the most comfortable experience for many, but openly badmouthing the need for this part of the hiring process isn’t an indication of a future stellar employee. While they may think they are perfect for the position, you are the one who ultimately has to decide. So, as long as you are continuing the process with a genuine interest in the candidate, they should be open to being a part of the journey. If they complain about having to interview, then they might not be the right kind of candidate for the job.

Too Much Brevity

While being focused and concise can be a good sign, candidates who are intentionally vague or cliché aren’t really answering the questions. Most applicants will be prepared to share information regarding the experiences, education, and skills, so those who don’t seem to have much to say might actually not have much to offer. One or two answers that seem a bit short might not be a big deal, especially if they fill in the gaps during the rest of the interview, but a habit of short responses might mean the candidate isn’t worth pursuing.

Interviewing isn’t always the easiest tasks, but most qualified candidates will handle the situation with professionalism and enthusiasm. If they don’t, it could be a sign that they aren’t as interested as they claim to be.

If you are looking for a new employee to join your team, The Advance Group can help you identify and screen top candidates for your position. Contact us and see what our services can do for your company today.

 

 

Skipping Millennial Hires Because of Stereotypes? Get the Truth Here

Raza Rauf on May 15, 2017

 

When the millennial generation joined the workforce, a number of stereotypes soon followed. Many of these ideas had hiring managers worried about whether these workers would provide the kind of value they needed to help move their companies forward. However, this generation might not be everything that some reports would have you believe. Before you dismiss a candidate simply because they fall into the millennial category, here is the truth beyond the stereotype.

One of the Largest Generations

It is possible millennials are hard to understand because of the size of the generation. In some cases, they are defined as anyone born between 1980 and 2000. That’s a period of 20 years. With such a large age range falling into the category, it is almost impossible to generalize their behaviors in a way that actually fits even just the majority.

Issues with Loyalty

One of the most pervasive stereotypes is the lack of loyalty the millennials display. However, the source of the issue isn’t actually loyalty; it is a desire for new opportunities and experiences. If a millennial doesn’t find the challenges they need with their current employers, they may begin seeking out other options to learn and grow.

Companies that are prepared to keep millennials engaged, offering the chance to mentor and learn on the job, then these valuable workers won’t be inclined to look elsewhere for new opportunities. That means top performers need to have access to challenging work so that they can continue to progress along the career path they envision for themselves.

Problems with Authority

What some companies see as issues with authority is actually a disconnect between how older generations operate in the workplace and a millennial’s preference for collaboration. Businesses that work to break down barriers between their employees and management often find millennials are prepared to help their company find new, better solutions to organizational problems and can provide a lot of value.

By creating an environment that supports inclusion and open communication can involve a more diverse portion of their workforce when solving problems, and may even reach new, innovative ideas that can help further the company mission.

Being Lazy

Mobile technology has changed the way we work. Now, many millennials embrace flexible workstyles thanks to the ability to work from more locations with ease. However, some older workers simply notice that millennials aren’t spending hours upon hours sitting at their desks, and may interpret that as laziness.

Flexibility in the workplace helps employees manage their duties without having to fit into the confines of a traditional work schedule. When these options are managed properly, millennials are just as productive, if not more so, than any other generation in the workplace today.

If you are interested in learning more about what millennials have to offer or are wanting to find a new employee for your team, The Advance Group can help you find the right candidate to suit your needs. Contact us today to see which of our services can work for you.

 

 

Increase Your Workplace Diversity with These Tips

Raza Rauf on May 12, 2017

 

Companies understand the need to support workplace diversity, but many businesses aren’t sure how to change their hiring approach to attract more top female candidates. Organizations often default to perks oriented to their women employees including anything from providing feminine products for free in the company restrooms to providing spaces dedicated to breastfeeding mothers. Even though these benefits are valued, they aren’t typically enough to bring in new female candidates alone.

If your business wants to improve diversity by recruiting more women, here are some tips to get you started.

Paid Time Off

An employee can only achieve optimal work-life balance with sufficient paid time off, and it is actually the benefit that women value most. Female employees are often tasked with more of the childrearing tasks when part of a dual income family, and not having the time off necessary to manage these responsibilities can make it hard for them to move forward in the workplace. Offering generous paid time off ensures all employees can manage their private lives without the stigma associated with needing time away from the office to manage family obligations. And that can help attract more top talent across the board.

Strong Salaries

Everyone wants fair wages based on the work being performed and their level of experience. However, many companies still have a gender pay gap that makes the workplace less attractive to female candidates. Making an effort to pay employees in parallel ensures everyone is treated fairly based on what they have to offer. Failing to do so means you will have trouble keeping women on the payroll once the discrepancy is discovered.

Supportive Culture

A company’s culture develops over time, and if the culture is designed to favor male employees, female candidates won’t be interested. Creating a gender-neutral environment helps in recruiting and retention efforts, as it makes everyone feel more comfortable and equally supported. The goal is to make everyone feel welcomed in the workplace and that they are all part of a single team, working together to reach common goals.

Merit-Based Opportunities

Any advantage available in the workplace needs to be open to any qualified employee regardless of gender, and the easiest way to make that possible is to focus on merit during the selection process. This allows employees who excel the opportunity to learn and advance without any other factor being a consideration.

This approach can actually be considered a benefit for any employee as it levels the playing field for anyone working at the company. And having an environment that supports equal opportunities means those who work hard for the chance to participate in programs or training opportunities will be rewarded for their efforts.

If you are looking for a new recruitment source to help you meet your diversity goals, The Advance Group offers a range of solutions to suit your needs. Contact us to discuss your hiring objectives today.

 

 

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