Recruiting - The Advance Group

Don’t Ignore the Signs of Seasonal Stress in Employees

Raza Rauf on December 12, 2014

Over time, employees can easily become subject to work stress. It can happen to anyone, especially when the seasons change. Seasonal stress is nothing new and it can affect people of all ages. It is called seasonal affective disorder (SAD) and occurs, for the most part, at the same time each year. As the seasons change from fall to winter, those who suffer from SAD see themselves become moodier. We will discuss the signs of seasonal stress here so you can spot it in your employees before it becomes a real problem.

Common Symptoms of SAD

Some of the most common symptoms of SAD that you need to keep an eye out for in your employees include the following:

Lack of energy
Feeling of tiredness
Irritable
Sensitivity to rejection
Oversleeping
Weight gain
Changes in appetite

What Not to Do

If you suspect that some of your employees are suffering from seasonal stress while on the job, there are a couple of things that you should avoid doing. Your company should avoid all of the following:

Do not introduce new career-related expenses such as required parking passes, updates to the dress code or paying for beverages in the breakroom.
Do not make any major procedural changes.
Do not evaluate the performance of your employees only on how they finished the year. Always look back at what the employee has done for the entire year.
Do not make any major changes or decisions regarding the company’s management.

What to Do

Should any of your employees exhibit signs of seasonal stress at work, you need to do the following tasks to help the situation:

Provide employees with an isolated space where employees can be alone with their thoughts and reflect.
Think about scheduling some minor team-building activities if this is a slow time of the year for the company.
Always let your team know how much their hard work is appreciated.
Let employees pace in the hallways if they need to do so, just let people know that they should be mindful of where they are walking.

Ignorance Affects Success

Should your company decide to ignore the signs of seasonal stress in employees, do not expect much productivity or success during this season. Your employees will become lackadaisical, miss deadlines and not have enough drive to complete their work to the best of their abilities. This can cause major issues within your corporate culture and even cause some resentment amongst employees who are picking up the slack.

The bottom line here is that you can help employees suffering from seasonal stress at work. All you need to do is recognize the signs and then implement some steps that will improve their outlook during the season. Contact Advance Staffing Solutions if you want to know more about handling employee seasonal stress.

Implement Company Policies Now – Before It’s Too Late!

Raza Rauf on November 20, 2014

When an incident occurs at the office, it is too late to discuss implementing a policy to govern such a problem. All company policies need to be implemented right now, before it is too late and something happens that can affect the entire workforce and the success of the company. In this post we will discuss the best ways to implement new company policies and how to activate them immediately without confusing or overwhelming your employees.

Policy Must Solve Problem in Best Way Possible

One of the most important things you need to take into consideration when implementing a company policy is that it must solve the problem in the best way possible. This means that whatever the issue is within your office, it must be solved using this one policy. There should never be more than one policy created to solve the same issue. When this happens, the culture of your organization can take a hit because employees will be confused with the overlap of the company policies.

Policy Should be Reviewed by Multiple Teams

When implementing a new company policy, it should be reviewed by upper management, a select group of employees and the company’s legal team. All three of these groups will have different views about the policy and will be able to determine if it follows employment laws in the country. They should also review the policy and offer any changes, should they be deemed necessary.

Implementation Deadlines Must be Met

As you add new company policies to the employee handbook, it is important that implementation deadlines are always met. If you set a deadline for a new policy, do not push it back to a later date multiple times. This will only frustrate your employees and give them the sense that you are not comfortable with the policy that was created. You want to show confidence in the new policy and that you mean business when putting it into action.

Mandatory Meetings for Staff are a Must

Mandatory meetings must be held for your staff when implementing new company policies. If employees are absent from work when these meetings are held, you must provide make-up dates for meetings. Information about the new policy should be presented at the meetings and employees should be allowed to ask questions and express their concerns at the same time.

HR Must be on Same Page as Management

Another important aspect of implementing a new company policy now, before it is too late, is that the human resources department must be operating on the same page as the management team. No matter which department created the policy, everyone needs to work as a cohesive team in order to ensure success in rolling out the new policy.

Want more information on how to implement new company policies, or how to find candidates who fulfill company requirements? Contact the staffing experts at Advance Staffing Solutions today.

5 Reasons a Temp Agency can Boost Your Candidate Search

Raza Rauf on September 12, 2014

Companies routinely recruit new employees so they have someone to contact when positions become available. Waiting until the last minute to fill open jobs can hurt your chances of finding the strongest person for the job. Here, we will discuss the top five reasons why a temp agency like Advance Staffing Solutions in Detroit MI can boost the candidate search for your company.

Try Employees Prior to Hiring Them

One of the most popular reasons for working with a temp agency for companies is that you can try the employees out before hiring them. This means that you can bring them into your office for a couple of weeks or a couple of months and then make a hiring decision — whether you end their assignment or extend an offer for a full-time position. They are considered temporary employees until you make an offer of full-time employment. This is an excellent way to determine if they will fit within your corporate culture.

Increase Productivity of the Office

When your company works with a temp agency, it makes productivity at the office increase. By hiring temporary workers, you can take some of the load off your full-time workers. This will prevent them from suffering burnout while on the job. Employees’ schedules can become overloaded with projects; when this happens, it is best to consult a temp agency so you can bring in a couple of temp workers to lighten the load of the full-time staff.

Avoid Unemployment Claims from Employees

When you hire temporary workers from an agency, you will be able to avoid unemployment claims when their time on the job comes to an end. Temporary workers are employees of the temp agency, so when they are let go from their jobs with a company, the company does not have to file unemployment claims. This will help keep the unemployment rate of the company at the same levels it was prior to hiring the temp workers.

Reduce Operating Costs

Working with a temp agency can help a company reduce its operating costs. This happens because the temporary workers do not have to be provided benefits or health coverage by the company using them since they are employees of the temp agency. The company will also be able to save money on overtime for full-time employees when temp workers are hired. The more temp workers you have in your office, the less overtime regular employees will need to work during the week.

Flexibility is Important

One of the most popular benefits of a company working with a temp agency is that it offers the company flexibility with their staff. Companies can bring in temp workers when large projects come in and can let them go when all the work is complete. This can be done during busy seasons for companies or every other week, it all depends on the needs of the company.

Working with a temp agency can benefit a company in multiple ways, especially the five outlined in this post. If you want to learn more about how your company can benefit from temporary employees, contact the staffing experts at Advance Staffing Solutions today.

How to Attract, Retain and Develop Star Supervisors

Raza Rauf on August 23, 2014

Attracting, retaining and developing star supervisors is paramount to thriving in an ultra-competitive market. It’s not impossible to do, but it takes an investment in time, training and money on the part of the company, as well as an investment of commitment from the candidate being chosen for the supervisor position.

Let’s talk about how to recruit and keep the best management team engaged in your company’s success.

The Workplace Must be a Positive One
In order to recruit – and ultimately retain – star supervisors, you must provide them with as much of a positive workplace as possible. Management teams will not want to stay with their current company if the workplace is not enjoyable due to negative attitudes or poor culture. At the same time, supervisors must also be able to stay positive while at work if they want to keep their employees happy and at the company for prolonged periods.

Offer Quality Programs for Supervisors
Star supervisors will be more inclined to stay with your company if you have quality programs in place for everyone to enjoy. This means that aside from increases in salary, you could also offer supervisors programs that add extra benefits. These benefits include flexible work schedules, extra paid time off, child care, memberships to a gym, and much more.

Create a Managers’ Mentoring Program
Another excellent way to attract and retain top supervisors is to create a mentoring program. This can be company-wide, but it should have a strong focus on employees who want to be promoted to supervisory positions. The program should pair either regular employees with supervisors or rookie supervisors with veteran ones so everyone can learn how to work in such a role.

Focus on What is Right in a Supervisor’s Job
You must also focus on what the supervisor is doing right while on the job and not too much on what they are doing wrong. When you put more of an emphasis on the positives instead of the negatives, the supervisors will be more inclined to remain at their current company. This can be done by having individual meetings with supervisors and by recognizing their accomplishments in front of the entire workforce.

Increase Morale at the Office
Morale at the company must be very high in order to retain star supervisors. This can be done by showing your supervisors how they can work smarter and not harder while on the job. Have your supervisors create a list of their daily activities and show them how they can get it done smarter instead of spending more time on each task. They should work faster, show a stronger commitment, and take on as much work as possible to work smarter.

Recruiting, retaining and developing star supervisors can be a difficult task for companies to complete, but when it is done properly, the reward will be immense. Partner with a staffing firm like Advance Staffing Solutions to learn how to implement and reap all the benefits of a star supervisor program.

How Much Does it Cost to Work with a Michigan Temp Agency?

Raza Rauf on June 20, 2014

Working with a Michigan temp agency can be very beneficial for any organization looking to fill vacant jobs. Temp agencies help companies recruit and hire temporary workers on an ongoing basis, making it easier to keep jobs filled. Temp workers are very helpful to companies because they might be able to perform some services that current employees do not have or can work just enough hours where the company does not have them counted against their employment numbers for the Affordable Care Act.

Hourly Temp Workers

When a temp agency places hourly temporary workers with your company you will be paying the agency that placed them with you a fee. For the most part, you will be paying that worker by the hour, so you also pay the agency in Michigan by the hour. For example, if your hourly worker is paid $10 USD per hour, you might be paying the temp agency a percentage rate slightly higher than the hourly rate paid to the worker.

Now, keep in mind that you only have to pay the temp agency when the employee actually performs work for your company. On average, a markup for salary can range from 15 to 30 percent of the worker’s hourly wage. This more than makes up for the benefits of working with a temp agency. Consider these factors:

The temp agency does all the recruiting, screening, assessments and background checks.
The agency manages areas such as benefits, payroll, overtime, and bonuses.
The agency is partnered with your company to ensure that the temp employee performs well on the job.

Temp to Perm Employees

Many temporary employees can find themselves being offered permanent, full-time employment at their companies after being placed by a temp agency. When this happens, the temp agency will charge the hiring company a fee that comes from the employee’s starting salary. The fee will be in the range of 25 to 75 percent of the employee’s starting salary. In this scenario, the company will need to pay the temp agency whether or not the employee winds up working out for the company. This means that temp agencies will need to scrutinize their candidates a lot more so they provide companies with top talent that will stay with the company for the long haul.

Executive Searches

Temp agencies in Michigan are also able to provide companies with executive searches. This is an easier way for companies to bring in new vice presidents, presidents and financial officers for various departments throughout the company. You can sign a retainer fee with the temp agency, which could be a portion of the fee you will pay the agency when they find an executive to work at your company. For the most part, the retainer fee will be half of the expected fee.

Working with a temp agency in the state of Michigan is beneficial to companies of all sizes. Many temp agencies will have set rates to help companies fill open positions, but will be open to working with companies when it comes to negotiating rates. As a company, all you need to do is ask what their lowest rates are and what services you will get for those rates.

Lean Manufacturing Trends for 2014

Raza Rauf on May 28, 2014

Thousands of companies across the country are trying to move towards lean manufacturing in 2014 in order to save money on operating costs and much more. The principles of lean manufacturing have always played a significant role in Michigan’s economy, and will continue to do so this year. Leading companies are employing a lot of different factors to turn their operations into lean ones and we discuss them all here in this post.

Reduction of Budgets

A lot of companies are reducing their budgets in order to go lean or ‘green’ in 2014. This includes laying off employees and cutting costs in other areas of the company. When layoffs are performed, the company saves money not only on salaries, but also the benefits it has to pay to those employees while they are employed. It seems as though recovery is occurring within the manufacturing industry right now.

Improving Processes

Manufacturing companies have also taken to improving their processes that occur on a daily basis. This helps the company improve its use of existing resources so the company does not waste valuable time or money on processes that just do not get the job done anymore in this high-tech world.

Adding a Green Touch to the Company

Companies all over the country, not just in the manufacturing industry, are going green in an effort to save money and go lean. This includes installing light fixtures that have timers or sensors, reducing waste produced by the company, new package design, better travel plans and much more. Going green is an initiative taken on by millions of companies and individuals each year.

Reducing the Company’s Footprint

Another option for lean manufacturing is for the company to reduce its footprint on the environment. This is a part of going green and it involves the company using less resources. On the other side of things, this is primarily concerning the use of less physical space. Companies are employing the use of a better supply chain management system and inventory management system in order to reduce its footprint on the environment.

Technology

The innovations in technology have helped companies move into leaner manufacturing practices. There is software in place now that helps companies monitor processes, supplies, equipment and other aspects of the company. These programs also help to automate and control processes that the company uses on a daily basis. This software can help the company save money in these areas and then put that money to good use in other departments.

When companies move into lean manufacturing, they must put more than one policy into effect in order to be successful.

Advance Staffing Solutions is a premier Detroit MI Temp Agency, giving employers access to temp staff to compete on a global market and maintain len manufacturing processes. Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

Operations Manager Salaries in Michigan. What to Offer Candidates

Raza Rauf on May 21, 2014

Perhaps one of the most difficult decisions for a company to make, besides which candidate to hire, is what to offer their candidate of choice in terms of compensation. The state of Michigan is one of the best places to live and work, and many residents enjoy working as operations managers for great companies. These positions are available in many different industries, requiring a broad range of skills and experience. Therefore, offering a fair compensation is vital to successful recruitment.

Before you offer a salary to a potential operations manager candidate in Michigan, here are some things you need to know.

Range of Compensation

Salaries for operations managers working in the state of Michigan range greatly depending on the level of employment and the company where the positions are held.

Glassdoor has reported three operations manager positions in Michigan that have an average annual salary of $73,750. Another great place to work in Michigan as an operations manager is a company called Stryker, a medical supply manufacturing company that has operations managers working in Michigan for an average annual salary of $84,625.

Another excellent annual salary for operations managers in Michigan comes from Best Buy, where managers are making an average of $61,312.

Two of the lower range operations manager salaries in Michigan come from Staples and Old Navy. Managers who work at Staples find themselves earning an annual average salary of just over $41,000. Managers from Old Navy can earn a little over $31,000 per year in their position.

Duties of an Operations Manager

You might be wondering what an operations manager does on a daily basis while at work. Well, we have that information for you in this post. Operations managers are regarded as senior-level management officials within their companies. They are responsible for providing services or overseeing the production of goods.

Operations managers are responsible for analyzing budgets, monitoring reports, reporting to stakeholders, managing employees, reporting to upper management teams and much more. An operations manager must be able to multi-task as much as possible while working in this position. If they cannot, they will find themselves struggling through their daily operations and possibly out of a job.

Some of the best operations managers have worked their way up the chain of their current company, learning each department along the way. This enables the manager to know the ins-and-outs of the company and how it operates on a daily basis. They are able to troubleshoot issues and take care of problems quickly without involving others.

Working as an operations manager in the state of Michigan is a lucrative job if you have the right level of experience and are at the right company.

Looking to hire operations managers in Michigan? Get in touch with Advance Staffing Solutions — a top Detroit MI temp agency.

Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

How Temp Work is Affected by the ACA

Raza Rauf on April 23, 2014

In 2010, the Affordable Care Act or ACA went into effect across the USA to provide employees with health care insurance coverage options. As part of an initiative to boost the health and wellness of the average American, so far the ACA has enrolled millions of hard working people into qualified health care plans. Yet, there are some concerns that the ACA may be having a negative effect on the job market as employers look for ways to cut costs by reducing workforce numbers.

How the ACA Affects Hiring Trends in the USA

One concern is that the ACA has resulted in fewer employers hiring temp and full time workers because of the new requirement to provide health care coverage for all full timers (for employers with 100 or more employees). A trend that is happening across the nation is employers who are offering more part time assignments to avoid having to pay already astronomical health insurance premiums. While there have been a few workforce studies indicating a slight dip in the number of full time hires for last year, this fear is unwarranted at this time.

ACA Good for Full Time Temps or Not?

It has been widely debated whether or not the ACA gives employers the incentive to cut work hours below the 30-hour per week threshold that constitutes full time work hours. This includes full time temps who regularly receive health care benefits through the staffing agencies they work for. The real problem is when a temp is working at full time status is then offered perm placement at a lower hourly rate to avoid providing them with continued health care coverage. Both employers and staffing agencies need to tread carefully when it comes to ACA guidelines in order to avoid any potential issues like this that may come up.

More Employers Hiring Temp to Perm Employees in 2014

A surprising benefit that has come out of the ACA mandates is that more employers turned to temporary workforce options than ever before. According to a survey conducted by CareerBuilder, a leading career search portal, nearly 42 percent of US employers plan to hire temp workers in 2014. This is as compared to 40 percent of employers in the year before. Additionally, 54 percent of employers anticipate hiring the same if not more temps and full time workers than previously. 40 percent of the companies polled in the survey stated that they planned on transitioning their temp workforce into permanent full time roles in 2014.

We are hopeful that the ACA will continue to only offer good things to the American workforce, including the growing temp market. Hiring through a temp agency can provide your company with a cost effective method of staffing without the worry of meeting ACA mandates. Consider that you may want to talk with one of our experts at Advance Staffing Solutions, a Detroit Michigan staffing agency leader.

Why you Lose Talented Candidates. Give Timely Feedback

Raza Rauf on April 18, 2014

Have you ever interviewed the perfect candidate, but as just soon as you make the job offer they inform you that they’ve accepted another job already? No hiring manager wants to lose talented candidates because it means starting over in the process of finding another. While you may be wondering what is going wrong, if this keeps happening it’s time to determine why.

Steps to Handle Candidate Feedback for Retention

One possible issue that could be working against your recruitment efforts is your candidate feedback process. Getting back to candidates in a prompt and positive manner can help to foster good will between your company and the people who hope to join your employee ranks. Here are some tips for providing timely feedback and retaining more of your prized candidates.

#1 – Make the applicant tracking system work for you.

One of the biggest pet peeves of candidates is applying for a job online and then getting absolutely no response from the company. Put the ATS to work by setting up a series of email auto-responders that thank candidates for their application and let candidates know of next steps in the hiring process. Send out an email to all candidates to announce job fairs and new open assignments.

#2 – Use the phone to pre-screen candidates.

Once you have gathered up applications, take the time to routinely screen those who pass through the initial online resume scan. Schedule a brief phone call to each candidate to thank them for their application. This personal touch shows that you value candidates and have an interest in learning more about their career goals.

#3 – Set up interviews as soon as possible with top talent.

When it comes to reeling in the best talent, the sooner you can set up personal interviews with them, the better. Schedule an interview and have promising candidates come in to learn more about work opportunities with your firm. Or use a temporary agency to conduct the initial interviews on your behalf.

#4 – Build a talent pipeline by staying in touch, and often.

Regardless if you have open assignments or not, giving feedback to candidates also involves having a way to build rapport with a certain amount of talented pros your business can hire in the near future. Develop online groups for your company and keep in touch with top talent through frequent company updates on new jobs.

#5 – Send a professional rejection letter.

If you do not choose a candidate for the time being, it doesn’t mean they may not be a great fit later on. Your job is not over yet. Have a well-written rejection note ready to send out by postal mail to all candidates. Be sure to let the candidate know you will keep them in mind for future employment opportunities and will be in touch again.

If you are concerned that all of this will take up too much time or be difficult to manage, your next option is to work with a staffing agency to maintain feedback with top talent. Advance Staffing Resources a Detroit MI staffing agency has experienced recruiters who are ready to help you find the best candidates for your company, and help with candidate feedback efforts.

5 Steps for Optimizing Your Online Job Description

Raza Rauf on April 3, 2014

When candidates start looking for work often times the first place they will begin is on the Internet. Online job descriptions created by human resource and recruitment teams are generally how candidates find out about the qualifications and requirements of each job type. Sometimes job descriptions are included as part of job advertisements themselves or they may just be found on the company career portal.

Writing Better Online Job Descriptions

In either case, job descriptions must accomplish the following factors in order to be effective at attracting top talent. They should:

Have compelling and accurate job titles that stand out from other similar jobs advertised.
Make sense given the duties and responsibilities of each assignment and the scope of the company.
Include enough information to help candidates make an informed decision whether to apply or not.
Add value by shedding light on the company culture, compensation, and objectives of the company.

Getting online job descriptions right can take extra research and practice, but over time the HR team should have a fairly good idea of how to write them well. Here are some steps for optimizing your online job descriptions so they can become a powerful recruitment tool.

Step 1 – Know the job goals well.

Before you launch into the writing of an online job description, it’s time to understand that the job has specific goals. Look over the history of the job previous employees, and what has worked and not worked for this job. Re-write the description based on the duties that are aligned with company objectives.

Step 2 – Understand what kind of candidate you want.

It is impossible to write a job description without knowing what kind of candidates you’d like to attract and eventually hire for the position. Create a candidate avatar, with the qualities you are looking for. This will help you to determine how to write the job description to accurately reflect your recruitment focus.

Step 3 – Write for the search engines.

Today all recruiters must be up to speed with candidate job search behaviors, which includes looking for career opportunities using keywords typed into search engines. Include industry keywords in your job descriptions, referring to the US Department of Labor and O*Net descriptions of job types.

Step 4 – Avoid writing too much, but not enough.

Your online job descriptions need to include a good amount of information, but not so much that it becomes tedious to write and publish. Limit the first paragraph which describes the basic job details, the company, and how to apply. Include a short bulleted list of job requirements, including skills and educational level. Wrap it up with EECO information and a link to the career application center.

Step 5 – Include great incentives to attract candidates.

Your job descriptions are not only a basic listing of the kinds of work your company offers, but also a sneak peek into why people work for you. Include information about the company compensation and benefit program educational incentives, and corporate culture perks.

Use the above tips to write online job descriptions and advertisements that will attract the best candidates. For help with evaluating your job descriptions, reach out to Advance Staffing Resources a knowledgeable employment agency in Michigan and Ohio to talk with one of our recruitment pros.

How to Attract Temps with Incentive Programs

Raza Rauf on February 20, 2014

Finding the right employee in today’s tough job market can be very difficult. The reason for this is that there are so many people unemployed and so many others looking to switch jobs. When the job market floods with potential employees it can be difficult to determine which ones are the most talented and which ones are perfect for your company. In addtion to working with a quality Detroit MI Temp Agency, a way to attract some of the best temporary employees is to create an incentive program for them and your full-time, permanent employees.

Start with Recognition in the Office

One of the first incentive offers for temporary workers should be recognition within the office. Recognizing a temporary employee for a job well done in front of permanent workers can go a long way in building the confidence in the temporary employee. By doing this, you will create a track record that you can show your potential temp workers who are trying to make a decision where to work.

Provide Opportunities for Full-Time Employment

Another option is to offer temporary workers in Detroit full-time employment opportunities. You can make this incentive known to your potential employees prior to hiring them so their decision to work for your company is easier. If a temporary worker knows he or she has the chance of being hired full-time, it will help motivate them while on the job, making sure that success becomes a staple within the organization.

Offer Some Form of Cash Incentive

While interviewing a temporary employee, you might want to consider offering a cash incentive. Let the potential employee know about the incentive prior to hiring them so their decision to work for your company is easier for them to make. The cash incentive can be as simple as $100 for working a specific time length without an accident on the job or for remaining employed with the company for three months. You can also reward temporary employees who refer other temporary workers. This cash incentive can be paid out to the temp worker after the new hire is on the job for at least six months.

Paid Time Off

Who does not love days off from work? How about paid time off? Employees love both of these, so why not offer your temporary workers extra paid time off? Aside from their sick days and personal time, allow your temp workers the chance to accrue extra paid time off for every sick day or personal day they do not use in a given year. For example, an employee can accrue one additional paid day off for every two sick/personal days he or she did not use for the year.

By offering these incentives and more, you can recruit and retain some of the best temporary employees in the industry today. Advance Staffing Solutions, a Detroit MI temp agency, is here to help you accomplish this.

How to Use LinkedIn Groups to Create a Talent Pool

Raza Rauf on January 7, 2014

A big part of a professional recruiter’s job is building a reliable talent pool of highly qualified candidates in Michigan to fill future positions within the company. Thanks to the tools found on social networks, such as LinkedIn, it’s possible to create a talent pool using the “groups” feature. The advantage of using LinkedIn groups to grow a pool of eligible candidates are:

A chance to learn more about candidate professional backgrounds and credentials by way of profiles.
The opportunity to engage passive candidates who have the skills and experience needed by your company.
A way to categorize skillsets, and invite candidates to apply to specific types of jobs for ease in recruitment.
The ability to create multiple candidate pools based on job types and skills in several groups.

The great part of using LinkedIn to form talent pools is that you can do this for no fees and with relatively little effort on your behalf. Instead, it’s a matter of building networks for jobs in Michigan using this powerful social network and sharing valuable content so you can attract the right kinds of people to your doors. Here’s how:

Set up a profile for your company on LinkedIn.

The first step in using LinkedIn for recruitment efforts is to set up a professional company page for your organization online. Write a good overview of your company, add your branding images and link to your company leaders who are on LinkedIn. Include your company website and any other social networks as well as links to your job postings.

Create a LinkedIn group for candidates.

Once you have established a presence as a Michigan hiring company on LinkedIn, added some followers and connected with other members, it’s time to build your first LinkedIn group. Create the group based on your industry so you can attract the best candidates out there.

Segment your LinkedIn groups for certain skillsets and jobs.

Set up complimentary LinkedIn groups for job seekers in your industry, and start branding them to your corporate image. Invite members of your first group who meet the criteria for certain skills, credentials, work experience ad interest to your segmented groups. For example, you may have a main group and then one for IT professionals to narrow down your talent pools.

Add weekly content relevant to your market.

To keep your LinkedIn groups fresh and growing at a steady rate, take the time to add weekly content in the form of shared articles, news, and blog posts about your company and industry. Encourage dialogue and sharing from all members of your groups.

Add job postings to your LinkedIn career groups.

To get maximum value from your talent pools, you’ll also want to post job listings online and share them on your LinkedIn groups. Invite members to either apply or share them with colleagues who may be a good fit. If you are contracted with a staffing agency in Michigan, ask the agency to share their job links in your groups too.

Invite passive candidates to LinkedIn talent pools.

You can also increase the size and influence of your LinkedIn talent pools by directly reaching out to potential candidates who are not actively looking for work but are seeking new opportunities. Check their profiles once you have searched for passive candidates by job keywords using LinkedIn’s search engine. Invite them to learn more.

We hope you enjoyed this post and share it with your networks! Also, we look forward to your comments and feedback! Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions – a premier temporary employment agency in Detroit, MI.

Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates