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Your Questions on COVID-19 Employer Obligations Answered!

HMG Success on November 3, 2020

Families First Coronavirus Response Act

               The Families First Coronavirus Response Act (“FFCRA”) requires certain employers to provide paid sick leave or expanded family medical leave to employees for specific reasons related to COVID-19. The Act affords: (1) two weeks of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined; and (2) two weeks of paid leave at two-thirds the employee’s regular rate of pay where the employee is unable to work because of a need to care for an individual subject to quarantine, or care for a child whose school or childcare provider is unavailable for reasons related to COVID-19. Employees who have been employed for at least thirty days are entitled to an additional ten weeks of paid leave where an employee is unable to work because of a need to care for an individual subject to quarantine, or care for a child whose school or childcare provider is unavailable for reasons related to COVID-19.

Covered private employers are those with fewer than 500 employees in the United States. Temporary workers are protected by the FFCRA if either the staffing company or the staffing company client is a covered employer. This means that the temporary worker is entitled to leave under the FFCRA and may sue for backpay, compensatory damages, liquidated damages, attorneys’ fees, pre- and post-judgment interest, injunctive relief, and reinstatement if the FFCRA is violated.

Employee Protection from Retaliation in Michigan

Michigan House Bill 6032, which was signed into law by Governor Whitmer on October 28, 2020, prohibits employers from discharging, disciplining, or otherwise retaliating against an employee, including temporary employees, who is absent from work because they are experiencing symptoms of, or have tested positive for, COVID-19, or had close contact with an individual who displays symptoms of, or tested positive for, COVID-19. Employees lose this protection if they fail to make reasonable efforts to schedule a COVID-19 test within three days after receiving a request from their employer to get tested. Employees are further protected from retaliation for opposing a violation of the law in the workplace or for reporting health violations related to COVID-19.

Employees, including temporary employees, may seek injunctive relief, money damages, or both. These protections are applied retroactively to March 1, 2020 and the size of the employer is irrelevant.

Michigan Occupational Safety and Health Administration Requirements

The Michigan Occupational Safety and Health Administration (“MIOSHA”) implemented additional rules for employers effective October 14, 2020. Under the new MIOSHA rules, businesses resuming in-person work in Michigan are required to develop a written COVID-19 preparedness and response plan, and to train employees on those policies and procedures. Further, employers must provide non-medical grade face coverings to their employees at no cost. Employers are responsible for enforcing mask mandates when employees cannot consistently maintain six feet of separation from others or are in shared spaces, including in-person meetings and in restrooms and hallways. Industry specific requirements for certain industries were also implemented.  MIOSHA has already issued citations and penalties  to a number of employers for failure to adhere to these requirements.

Employer Protections: Liability Shields in Michigan

Individuals and businesses in Michigan receive a liability shield if they comply with COVID-19-related government orders and statutes. Under Michigan House Bill 6030, employers are immune from liability for a COVID-19-related claim as long as the employer complied with COVID-19-related directives. Immunity will not be denied for “an isolated, de minimis deviation from strict compliance,” meaning the employer is rewarded for a good faith effort to comply with regulations.

Michigan House Bill 6031 provides immunity from liability under MIOSHA for an employee’s exposure to COVID-19 to an employer operating in compliance with COVID-19-related regulations. Similar to HB 6030, “isolated, de minimis deviation from strict compliance” does not defeat the employer’s immunity.  Both bills were signed by the governor on October 28, 2020.

What Employers Should Do Now

Employers should ensure they are complying with all rules, regulations, and orders related to COVID-19 to minimize legal exposure and ensure they will receive the liability shield protections afforded by the recent Michigan House Bills. Using temporary employees instead of hiring an employee directly does not shield employers of that liability.  Compliance includes strict enforcement of safety rules for all employees, including temporary employees, and refraining from any conduct that could be considered retaliatory following an employee’s absence for reasons related to COVID-19.

 

This article was written by:

Lynn V. Luther

Attorney at Law

EASTMAN & SMITH LTD.

ATTORNEYS AT LAW
Established 1844 – Innovating Daily

Columbus – Detroit – Findlay – Toledo

 

 

Start Making Yourself “Easy to Hire!”

HMG Success on October 30, 2020

Many candidates find the job search process challenging. After all, it’s hard to stand out from the pack and make yourself the clear top choice.

However, many professionals fail to realize how difficult hiring can be on employers. Many companies struggle when it comes to pulling the trigger if they aren’t practically 100 percent sure that a candidate will thrive. After all, bringing a new employee onboard is a major commitment. Plus, a single bad hire can be an incredibly costly mistake.

Luckily, there are things candidates can do to put a hiring manager’s mind at ease. You need to position yourself as the clear choice for the role. By removing doubt, you increase the hiring manager’s confidence in your capabilities.

But figuring out how to pull that off can be difficult. Thankfully, by using the right approach, you can make yourself easy to hire. Here’s how to make it happen.

Showcase Your Relevant Capabilities

When you apply for a job, you want to make sure you can check as many boxes as possible. Ideally, you want your resume and cover letter to clearly show that you have as many of the must-haves as possible. When you create those documents, tailor it to the opening. Focus on accomplishments and skills that align with what’s listed, increasing the odds that the hiring manager will view you as a match.

Discuss Complementary Skills

If you want to stand out from other candidates, highlighting a complementary skill or two that weren’t on the hiring manager’s initial list can help. This can be a technical capability or a soft skill, depending on the role and what was specifically requested.

The idea is to show the hiring manager that you bring a bit extra to the table. It makes your value proposition stronger and can make you appear unique among a sea of other applicants.

Have the Right Attitude

Many hiring managers focus on a candidate’s potential, not just their technical prowess. A big part of that is the job seeker’s attitude. For example, a positive outlook, passion for the field, and enthusiasm for the opportunity and the duties associated with it can help you shine.

Plus, many hiring managers won’t extend offers to candidates who don’t seem interested. After all, no one likes to be rejected, so they’ll bypass job seekers who don’t seem inclined to accept an offer.

Additionally, a willingness to learn can be a critical asset, particularly since many industries experience near-constant change. Discussing your current efforts to enhance your skills on your own time, your interest in training programs and similar topics can work in your favor.

Ultimately, making yourself easy to hire is all about alignment. You need to have the right skills and attitude. But by showcasing a little bit more – like the complementary skills mentioned above – you can separate yourself from the pack, increasing the odds that the hiring manager will view you as the obvious choice for the role.

If you’d like to learn more about how you can stand out from the competition, the team at The Advance Group can help. Contact us today or click here to browse open jobs.

 

 

Looking for the Best People? Try This!

HMG Success on October 26, 2020

In the aftermath of the COVID-19 layoffs, many companies assume that now is the time to be pickier than ever when hiring. After all, with the number of available candidates has risen dramatically, it’s easy to assume that finding a skilled professional with every one of your must-haves will be easier.

However, rigid requirements don’t always yield positive results. Finding a great new hire requires more than a laundry list of hard skills. Plus, if you go that route, you could miss out on exceptional talent simply because their experience doesn’t check all of your theoretical boxes.

Luckily, by going a different route, you can find standout candidates quickly and efficiently. If you genuinely want to land the best people, here’s what you need to try.

Narrow Down the Must-Haves

If you want to find top talent, your first step is to loosen, not tighten, your requirements. Limit your must-haves to skills that are genuinely required on day one, or that can’t be learned efficiently on-the-job, or through any training programs you may offer.

Many candidates won’t apply if they don’t have 100 percent of what you’re requesting, even if they could reasonably thrive in the role. By reducing your must-haves list, you’re more likely to receive applications from these individuals.

Focus on Potential and Mindset

Being a great employee isn’t always about experience or education. While a degree from an impressive university or a long work history may seem like a sure bet, that may not be the case.

Instead, focus on potential and mindset. When a candidate has the right core skills, is highly enthusiastic, has a positive outlook, and is willing to learn, they may have the ability to outperform a highly skilled professional set in their ways or has a negative view over the long-term.

Plus, they may be a more robust culture fit, which can be incredibly important. If an employee meshes with their team and environment, they are more likely to thrive, so that is a critical factor to examine.

Don’t Overlook Soft Skills

Soft skills make a significant difference when it comes to a new hire’s success. The ability to communicate and collaborate effectively can often trump more advanced technical expertise. Additionally, strong problem-solving and critical-thinking skills can be an incredible asset, particularly for roles that commonly encounter challenges, involve troubleshooting, or otherwise face the unexpected.

There is a wide selection of soft skills that should be viewed as vital. As a result, hiring managers may want to make these a greater priority, ensuring they get the kind of employee who can navigate the workplace with ease, building strong relationships that will serve them and the company as a whole over the long-term.

Ultimately, focusing on the areas above can substantially impact the quality of your new hires and overall success. If you’d like to learn more about recruitment best practices, the team at The Advance Group can help. Contact us today.

 

 

Is Now the Right Time for Taking Risks? (You Might Be Surprised…)

HMG Success on October 23, 2020

Due to COVID-19, the world is experiencing an unprecedented level of flux. The business landscape had to change quickly, adjusting the shifting priorities and alterations to traditional workplace paradigms. While the degree of uncertainty leads many to believe that now is the time for caution, when it comes to your career, that may not be the case.

Tumultuous times can be an opportunity. With the dramatic shifts may companies are navigating, you may get a chance to do something incredible. While you may have to take a leap to make the most of what’s suddenly possible, if you don’t, it could mean missing out on a once in a lifetime experience.

If you are considering taking a career risk or are wondering why now could be the right time to do so, here’s what you need to know.

There Is Risk in Every Career Decision

When most professionals think about career risk, they envision making an unconventional move. This could include changing fields, taking on a high-difficulty project, or anything else that could negatively affect if it doesn’t go to plan.

The thing is, every career decision is a risk; some are just more obvious than others. While changing fields or even securing a new job involves clear risks, choosing to ride out the storm and wait until things calm does, too.

Being overly cautious or risk-averse means you may let an opportunity pass you by. Your growth could slow or stall entirely, harming your career over the long-term. Essentially, staying in one position too long can encourage stagnation or hinder your ability to achieve your overall career goals.

It’s important to understand that all career decisions come with risk. When you begin examining your choices from that perspective, what initially seemed bold might not seem so outlandish after a bit of reflection.

You Can Limit Risk Through Vetting

Being open to taking a risk doesn’t mean you have to leap blindly. Assessing an opportunity to see if the potential pros outweigh the possible cons is a smart move. Not only does this allow you to ascertain the amount of risk, but you can also explore its nature. You can then decide if the rewards make it worth pursuing and identify paths that allow you to reduce the odds of a negative outcome.

Ultimately, taking a risk is going to feel uncomfortable. A bit of anxiety and stress comes with the territory. However, with proper vetting, you can ease your mind to a degree. Plus, you can develop a larger plan for pursuing the opportunity, including figuring out how to navigate or respond to any issues that could potentially arise on the way.

A bit of risk-taking can be incredibly beneficial for your career. With the business world shifting, opportunities may be arising that may not be available later. As a result, every professional should keep an open mind and maintain a level of vigilance. That way, if the right option comes along, you would let it pass you by.

If you’d like to learn more about how to take smart career risks, the staff at The Advance Group can help. Contact us today to find your dream job.

 

 

How Can You Get Staff to Stay Long Term? Advance Employees Answer

HMG Success on October 19, 2020

Retention is often a top concern for companies. Every employer wants to keep their best and brightest on staff, so they often seek out opportunities to enhance the employee experience and encourage skilled professionals to stay long-term.

However, figuring out how to approach retention can be a challenge. Not every professional wants the same things, and an option that may have seemed like a winner on paper may not pan out in reality.

The recruiters at The Advance Group understand the struggle and want to help companies understand what it takes to keep your staff on board long-term. Here’s what they had to share.

The Power of Culture and Perks – Tara Robison, Regional Business Development

When asked about how companies can encourage employees to stay long-term, Tara’s focus quickly went to culture. “I feel that what’s most important in getting employees to stay long term is promoting a work environment that’s positive,” she said. “Have company policies and structure that enhance the employee experience, making sure everyone is treated fairly and feels appreciated.”

Tara also believes in the power of perks. “People always enjoy perks,” said Tara. “In-house massages, lunches, summer hours, early release on holiday weekends, beer Fridays, relaxed dress code, company
social events… those are all popular options.”

Ample vacation time, birthdays off, expanded holiday pay, and other work-life balance offerings are also great incentives that boost retention, according to Tara.

Respect and Aligning Work with the Mission – Alayna Starrett, Business Development

According to Alayna, the biggest and easiest thing a company can do is treat employees with respect. However, helping them understand how their role aligns with the bigger picture also makes a difference.

“Show them why they are important to the success of your business,” said Alayna. “Coach instead of dictate,” she added. “Employees stay when they feel like they are valued as part of the team.”

Understanding Employees’ Motivations – Tyler Vanderhorst, Branch Manager

Tyler also believes that appreciation goes a long way when companies want to enhance retention. However, he takes it a step further.

“The most effective way to showcase your appreciation is to find out what means the most to each employee and go from there,” said Tyler. “Some employees are motivated by positive feedback, others may be motivated by a pay increase or some other type of monetary incentive, and others may be
motivated by opportunities to learn more.”

By figuring out what motivates the employee to excel, you connect with them on a new level, increasing the odds that they’ll stick around.

Don’t Overlook the Impact of Good Communication – Mindy VanAcker, Branch Manager

“I think the biggest thing for me is communication,” said Mindy when asked this question. “I am big on making sure I have all the information that I can get and that it’s accurate.”

“Often, employers are quick to shield information from employees. While they think they may be helping, it seems to hurt more.”

“Communication is effective in keeping morale up, keeping confidences up, and continued growth,” she added. “If people aren’t communicating information to their employees, they may feel excluded or not a value to the company.

Mindy believes strongly in transparency as a means of boosting retention and listening to employees to learn more about their perspective. “When someone feels their opinion matters, and they are part of the conversations,” said Mindy, “they will be more deeply committed as a whole.”

Those are just some of the insights our recruiters want to share. If you’d like to learn more about how you can get your staff to stay long-term, the team at The Advance Group can help. Contact us today.

 

 

30 Years of Advancing Our Communities: Why Being a Reputable Firm Matters More Than Ever

HMG Success on October 16, 2020

This year, The Advance Group is celebrating its 30th anniversary. That’s three decades of helping our communities thrive, advancing the careers of job seekers, and enhancing the operations of area companies. We couldn’t be prouder of the work we get to do, supporting people and businesses in ways that really matter.

By partnering with The Advance Group, either as a job seeker or client company, you are securing a high-quality experience where you’ll be a priority. If you wonder why choosing a reputable firm like The Advance Group is so important, here’s a look at the difference it can make.

Why Job Seekers Should Work with a Reputable Staffing Firm

Finding a job is always challenging. Often, professionals turn to recruitment agencies to get high-value support and guidance and access to opportunities that may not be available elsewhere.

Less scrupulous firms don’t always act with a candidate’s best interests in mind. They may try to push a job seeker toward a position they don’t want to make a placement. They aren’t listening to the candidate’s needs, focusing instead of just their bottom line.

At The Advance Group, we treat candidates with respect. We want all job seekers to find their ideal position, so we work with them to identify their capabilities, preferences, and more. Job seeker satisfaction is a high priority, and it motivates us to focus on the quality of the fit above all else.

Why Companies Should Work with a Reputable Staffing Firm

Whenever a company chooses a staffing firm, they are handing a core part of their operations over to an outside partner. This requires a substantial amount of trust, and that can be daunting. Luckily, by choosing a reputable staffing firm, you’re getting an ally who can help you achieve your goals.

When you partner with The Advance Group, you gain access to recruitment experts who can help you fill even the most challenging vacancies quickly. Our experience and knowledge ensure we can locate exceptional candidates with ease, using cutting-edge technology and leading approaches to engage with job seekers.

Plus, along with having a strong understanding of the local market and community, The Advance Group provides companies with customizable services that can be tailored to meet their needs. Whether you need a temporary employee to cover an unexpected absence, a long-term contractor to handle a project, or a skilled professional to join your team permanently, we have options for that.

As always, The Advance Group provides affordable solutions designed to streamline your workforce management needs. Additionally, many of our options can help you reduce risk, particularly when it comes to your contingent workforce.

Ultimately, at The Advance Group, integrity, efficiency, and cost-effectiveness are just some of what we offer. Our driving goal is to support our community, including local job seekers looking for opportunities and area companies that need top-tier talent to thrive.

If you’d like to experience The Advance Group difference, we want to hear from you. Contact us to learn more about our services and see how we can help you achieve your goals today.

 

 

Here’s How COVID-19 Changed Job Search Etiquette

HMG Success on October 12, 2020

COVID-19 had a significant impact on job searches. Core portions of the recruitment process had to be altered to account for shelter-in-place orders, social distancing, and general safety. As a result, specific approaches that were once considered best practices don’t work in today’s landscape. Changes had to be made.

As a result, job search etiquette has also shifted. Candidates have to adjust their expectations and adapt to the new paradigm. Otherwise, they may have a more challenging time landing a new role.

By understanding how the landscape has been altered by COVID-19, candidates can prepare for becoming the new normal. With that in mind, here’s a look at the job search etiquette shifts that the pandemic is making necessary.

Virtual Interview Job Search Etiquette

One of the easiest ways to move forward with recruitment processes in a post-COVID-19 world is to take much of the experience online. Virtual interviews allow hiring managers to get to know candidates without meeting in person, making them a reasonable stand-in for the traditional approach.

However, the video interview requires some adjustments. Candidates have to prepare their spaces appropriately, invest in reliable tech, and attempt to control their environment.

Ideally, candidates need to see how they and their office space look on camera before the interview. Camera angles, wall colors, lighting choices, and décor items in the frame all impact the experience, so job seekers need to spend time reviewing what’s in view of the camera and take reasonable action to ensure everything comes through clearly and is appropriate.

Additionally, candidates can’t expect hiring managers to be sympathetic if they have subpar technology. While you don’t have to have a cutting-edge camera, headset, or microphone, they need to be of decent quality and reliable overall. If you can’t be seen or heard clearly, it’s time for new tech.

Finally, while hiring managers understand that you’re likely interviewing from home, candidates need to do their best to limit interruptions or extraneous noise. Pick a quiet room with a door you can close and potentially lock. Let family members know you are unavailable during the interview. That way, you can give the hiring manager your full attention.

Online Skills Testing Etiquette Tips

Many companies have incorporated skills testing or trial projects into their recruitment processes as a means of finding top talent. If you are asked to complete a task, there are a few steps you should take.

First, ask the hiring manager for a due date for the test or sample. Not only does this let you know how long you have to finish, but it may also help you gauge the recruitment process timeline.

Second, plan to handle the test or project as quickly as possible. If you weren’t given a specific due date, then you want to assume that sooner is better than later. This is especially true of the hiring manager is considering several applicants, as they may choose a frontrunner as soon as they see an impressive submission.

However, even if you are given a due date that’s several days away, that doesn’t mean you don’t want to be ahead of the curve. Not only are you ensuring the hiring manager gets what they need quickly, a move that can be interpreted as a sign of respect and diligence, but it also highlights your excitement about the opportunity.

Ultimately, job search etiquette has been impacted by COVID-19. With the tips above, you can make sure you’re ready to shine in this new paradigm. If you’d like to learn more or are looking for a new job, the team at The Advance Group can help. Contact us today.

 

 

Burned Out from Working at Home? Try This!

HMG Success on October 9, 2020

COVID-19 led to an unprecedented situation. As shelter-in-place orders began to emerge, many companies had little choice but to send their employees home, launching telecommuting programs to maintain operations. While many professionals thrive when working remotely, the stress of the situation and lack of in-person contact can be draining. As a result, burnout is also incredibly common.

Luckily, it is possible to overcome this kind of burnout. If working at home is getting you down, here are some tips that can help you recover.

Embrace the Right Routines

When you work from home, it’s easy to let your professional and personal lives blur together. Your office is mere steps away, so you may end up feeling like you always have to be on, or that squeezing in one more email isn’t a big deal.

Additionally, your eating and sleeping patterns may shift. At times, this could be due to having to handle your professional responsibilities along with personal obligations, like assisting children who are going to school remotely. However, it can be caused by merely remaining inside your house all day, every day, harming your ability to track time as effectively.

Thankfully, many of these challenges can be overcome by establishing various routines. For example, speak with your boss about your schedule to define your work hours and when you’re expected to respond. Outside of those hours, turn it all off, ensuring you have a chance to rejuvenate.

You may also want to schedule your breaks and lunch in your calendar, setting reminders that encourage you to get up, move around, and have a healthy meal. Establishing a nighttime routine can help you prepare for a good night’s sleep, ensuring you get enough rest.

Make Room for “Me Time”

Many professionals are surprised at how difficult it can be to squeeze in some “me time” when working from home. This is particularly true if you have children who are going to school remotely or are living with other adults who are telecommuting. It often feels like there is a lack of space. Plus, you might struggle to justify taking time to yourself when you’re not going to an office.

However, “me time” is essential. It gives you a chance to relax, recenter, or do something you enjoy. When you’re fighting against burnout, that’s critical.

Try to carve out 10 to 15 minutes twice a day for yourself. Whether you spend it drinking a cup of coffee and reading in the morning, meditating in the afternoon, or taking part in a hobby in the evening is less relevant than making the time for you to do you.

Reach Out to Your Manager

When you’re working from home, your manager may not be able to quickly determine if you’re struggling. They can’t stop by your desk to check-in or gauge your mood during a meeting.

If you think you’re suffering from burn out, reflect on the potential cause, and brainstorm possible solutions. Then, schedule a meeting with your manager and speak up. By doing so, you may adjust part of your work paradigm to lessen feelings of burnout.

Plus, you’ll get critical support. Your manager might be able to help you overcome challenges that are leaving you stressed and frustrated, but you’ll only find out if you are open and honest about how you are doing.

Ultimately, burnout can happen to professionals who are working from home. With the tips above, you can overcome it, allowing you to regain your focus and improve your mindset. If you’d like to learn more, the staff at The Advance Group can help. Contact us today.

 

 

Becoming an Employer of Choice

HMG Success on October 7, 2020

Unemployment may still be high, but that doesn’t mean great workers are easy to recruit, motivate and retain. In this video interview, Stacey Bigelow explains why becoming an employer of choice is critical to attracting and keeping superior employees right now:

 

Video Transcript:

Mandy Wittschen:

What does it mean to be an employer of choice –  and how can you use it to your advantage in today’s economy? My name’s Mandy Wittschen, and today I’m joined by The Advance Group’s president, Stacey Bigelow, who’ll be answering these questions and more. Welcome and thank you for joining me today, Stacey.

Stacey:

Thank you, Mandy.

Mandy:

Today’s discussion is all about becoming an employer of choice, and specifically, what businesses can do to make their organization more attractive to candidates and current employees. But before we get into that portion of today’s conversation, Stacey, if you would, just take a minute and tell us a little bit about your professional background, The Advance Group and who you serve.

Stacey:

I’d love to. I founded the company almost 30 years ago. Actually, next month is our anniversary. And I’ve been blessed to have some unbelievable people that have been very supportive of me and I really feel like I was mentored over the years. We have three and a half offices: an office in Sylvania, Ohio, Monroe, Michigan, and Dundee, Michigan, and then also Southgate, Michigan.

We really handle everything from the Toledo and Detroit markets in the manufacturing, distribution, warehouse and fulfillment areas. We do a lot of shift work. We provide people on a project or temporary basis, temp to hire and also direct hire basis for our clients.

Mandy:

Great. Thank you for that introduction. Let’s start with a quick 101 for anyone who’s not familiar with the term. What does it mean to be an “employer of choice”?

Stacey:

Okay, so big topic. An employer of choice is an employer who offers a great work culture and a workplace environment that will not only attract, but retain superior employees. If you want top notch employees, you have to be able to attract them and you have to be able to keep them.

Being an employer of choice is also focused on the wellbeing of employees, their safety and the happiness of employees and their customers. And safety is a huge concern right now as we’re in the midst of this COVID pandemic.

Mandy:

Sure. In today’s economy and employment market, why is it important for companies to aspire to become an employer of choice?

Stacey:

Well, the pandemic has really led to widespread unemployment, and there’s so many additional challenges that go along with that: fear of the virus, COVID-19; the safety and wellbeing of people and their families; and the uncertainty on whether schools are going to be in session, and if kids are going to be safe in schools or childcare arrangements. This pandemic has caused people immeasurable anxiety and high stress; I don’t know when we’ll actually come out of that.

If you’re not exceeding what people can receive without having to work, then you’re not going to capture that audience, that talented workforce that you’re looking for. You have to be able to not only offer it, but to showcase what you’re doing – like providing a safe work environment, and providing job security. What does that mean in your organization? How can you show that to those talented workers out there and to give people the flexibility that they need in this day and age?

Mandy:

It sounds like it has a lot more to do than with just pay rates right now. And I know specifically that The Advance Group has worked hard to develop your reputation as an employer of choice. What did the process involve for you? Where did you start and what did you do?

Stacey:

We really wanted to create an atmosphere from the beginning so employees are able to advance, right? We want to make sure that we’ve got high performance and very collaborative teams. We listen to our employees. And I think that that’s really important to listen to what they have to say. That collaboration that we have within our teams, I mean, they are the brightest and the best. We get great feedback from them and implement many of their ideas for process improvement. We’re willing to try anything, during these abnormal times.

We’ve instituted some quarterly S.M.A.R.T. awards, which recognize Some Measurable Action Recognized Throughout the company. That was one of my employee’s ideas that stuck, and everybody loves it. We also do weekly appreciation and recognition during our team meetings. We’re constantly evolving, looking for ways to go from good to great. That’s kind of our motto, especially this year.

We also recently implemented some new technology to improve the interface with not only our staff members, but with our employees and our candidates, so that it’s more user-friendly. That was a plus to be able to really advance some of the things that we’re doing forward.

We encourage our employees to develop their skills and advance their careers and offer them lots of career pathing and training opportunities.

I think flexible scheduling is very important now, too. We have many contests and incentives to create a “fun” factor, because we all work a lot of hours.

Finally, having a comprehensive benefits package is extremely important. Enhanced PTO is essential, because life does happen and we want employees to have that balance of work and life. We have a 401(k) too, so it rounds out our generous compensation package.

Mandy:

You’ve provided so many great ideas there. If I were an HR leader or a business owner, what could my company do to strengthen our employment brand and attract higher quality candidates? Where would you advise somebody to start?

Stacey:

Well, listen to your people, right? See what’s on their mind and don’t be afraid to change.

I think you have to practice what you preach. Early in this pandemic, I was concerned about the health and well-being of our employees because of this level of stress we were all feeling. And so we really enhanced our EAP (employee assistance program). We met with the staff, we reviewed why we were doing what we were doing, and that’s extremely important – so people understand and feel comfortable using this resource. We added this benefit at no cost to them, explained the offerings, kept them educated and then kept this new program top of mind.

I think that that’s really important, but also, when your company is posting a job on a website or a job board, you’ve got to be able to change your mindset from what you’re looking for to what you’re going to do for the employee. Think: What do you have to offer that employee? Candidates have a lot of choices right now. They’re very quick to go on social media and take a look at reviews to determine what the company’s reputation is, so it’s important to keep an eye on that.

Mandy:

And that leads me to my next question. Actually, it was a perfect lead-in. That is, how important are candidate and employee reviews to a company’s reputation?

Stacey:

They’re very important. In this day and age of technology, you can grab your smartphone and check out reviews before you purchase a product. It’s at people’s fingertips. If a customer walks out of a business and is not satisfied or they are at a restaurant, and they’re dissatisfied, it’s quick and easy for them to give very specific reviews online. It’s out there.

It is essential to make sure that you’re monitoring those review platforms and that you’re responsive. If someone is unhappy, what are you going to do as a company to fix it? Get on the phone, talk to that person and see what you can do to change the situation. And a lot of times it might just be a simple misunderstanding.

Mandy:

Sure. And sometimes those simple misunderstanding set the stage for service recovery, which allows you to do even more to promote your employer brand and strengthen it.

Stacey:

Absolutely.

Mandy:

And then finally, what advice would you give to a leader who’s struggling with creating an employer of choice work environment or culture? Because it does impact culture. It’s defined by culture in ways.

Stacey:

Yes, it is. It is. I think there are a lot of things that you can do as an employer to really reevaluate, obviously your starting pay, because you want to be competitive. Do you offer shift differentials? Can you stabilize your work schedules? Because last minute overtime doesn’t work for everyone right now, right? This is a weird time, especially for childcare and for schools.

Add flexibility because employees really need that. Offer potentially part-time opportunities or job sharing opportunities. There are many things you can do to make sure that the workload is covered and you have a happy staff to be able to maintain that. And of course, safety is a top priority. Make sure you have clear policies and strict procedures. It’s very necessary in today’s climate.

Some companies that we’re working with right now are really updating their hiring criteria. Maybe there was a lot of steps in their process and that now causes them to lose people in today’s market, especially with so many opportunities. If somebody can get a job and not have to jump through a bunch of hoops and another employer wants them to take an assessment and three interviews, well, you know what? They might go the other way. I mean, a candidate’s perception of your reputation starts from the get-go, so take a look at your hiring criteria and update them if necessary.

I am very happy to meet, and we do this quite often with our clients, and talk to employers about what’s happening in the marketplace. I mean, we are very embedded in our communities and we know a lot of people and what their practices are. We’re happy to bring that insight to them to really share some best practices with what we’re seeing out there, in terms of what’s working and what’s not working.

Mandy:

Well, there’s so much involved with the subject of employment brand and you’ve done a really good job providing some practical takeaways that employers can begin implementing immediately to make a difference in becoming an employer of choice. I’d like to thank you for sharing all these insights today, Stacey.

Stacey:

Thank you, Mandy.

 

 

3 Signs You May Have Become a “Toxic” Manager

HMG Success on October 5, 2020

If you ask a manager to describe themselves, the odds that they’ll label themselves “toxic” are pretty slim. However, it can be hard to see yourself accurately. Even if you believe that you’re making sound leadership choices, your employees may view your actions differently. Ultimately, whether you are toxic depends more on their perspective than anything else.

But that doesn’t mean managers can’t figure out if they may have crossed into toxic territory. Certain traits or habits are often classic examples, and they can be used to help you figure out where you stand. If you are worried, you may have become a toxic manager, or want to know what to look out for so you can avoid it, here are three signs that you may be heading down that road.

1. Micromanaging

If you ask an employee to describe their worst nightmare for a manager, there’s a decent chance micromanaging will come up. While workers understand that their boss needs insight into their activities, an overbearing boss can be hard to stomach. Plus, it creates a sense of distrust, as it seems like their boss doesn’t believe they are capable of handling their jobs.

Generally speaking, the hallmark of micromanaging is feeling a need to have a say in or control over everything that happens in your team. Employees can never take full ownership of their tasks, as you believe that your involvement in every activity is necessary. Without it, you’re sure that your team will fail.

Overcoming a tendency to micromanage can be challenging. You have to relinquish a degree of control. While that isn’t easy, it’s a critical step. Not only does it help you show that you trust in your team’s abilities, but it also gives them a chance to flourish. They’ll become more capable along the way, all while freeing you up to focus on tasks that genuinely need your attention.

2. Unrealistic Expectations

While setting the bar high isn’t inherently a bad thing – as health challenges can boost engagement and productivity – it is possible to go too far. If you’re asking your employees to achieve the impossible, you aren’t motivating them. Instead, it can quickly become demoralizing.

It’s perfectly fine to ask your employees to stretch a bit. Just make sure that any goal you set is attainable. Otherwise, all you’re doing is setting them up for failure.

3. Lack of Professionalism

Yelling at an employee, name-calling, or disparaging members of your team are all marks of a lack of professionalism. Similarly, being rude in general, such as by cutting your employees off mid-sentence or rolling your eyes at their ideas, are signs that you may be a toxic manager.

All bosses need to maintain the highest level of professionalism. Usually, this means ensuring your emotions don’t influence your actions, and that you always factor in the consequences of approaching a situation in a particular way.

Ultimately, all three of the signs above could indicate that you’ve become a toxic manager. If you’d like to learn about how you can improve your leadership capabilities and overcome the issues above, the team at The Advance Group can help. Contact us today.

 

 

Now Is the Perfect Time to Find a New Temporary Job

HMG Success on September 25, 2020

Many people are surprised when they hear that now is an excellent time to find a new temporary job, but it’s true. Companies are hiring, and there are opportunities available in a variety of industries.

Plus, many short-term positions are offering higher pay rates than usual. That means finding a temporary job today could be more lucrative than ever before, making it an even smarter decision.

If you are wondering why now is the perfect time to find a new temporary job with The Advance Group, here’s what you need to know.

Demand for Temporary Workers Is Rising

While COVID-19 initially led to widespread unemployment, it has also created some unique opportunities. Many companies are having to adjust their staffing levels based on expected fluctuations in demand. As a result, they are hiring temporary workers to handle short-term increases and to provide them with much-needed agility.

However, that’s not the only catalyst for the rising need for short-term hires. Many businesses are preparing to ramp up for the holiday season, and that means securing enough seasonal talent to support accelerating operations. Scaling up is usually a process, so many of the area’s leading employers are already getting started. That way, they can secure the best and brightest, and make sure they are fully trained, before demand really kicks up a notch.

Pay Rates Are Increasing, Too

Many people assume that higher unemployment leads to falling wages. After all, more people are potentially looking for work, increasing competition among candidates.

While declining pay rates can happen, during COVID-19, it isn’t the case. The federal government bumped up unemployment benefits, offering an additional $600 a week to those who lost their jobs. While that amount later declined to $400, and it won’t remain in place for long, companies had to adapt their offerings. After all, candidates won’t be interested in temporary positions if they don’t pay more than they can receive through their benefits.

Savvy professionals are taking advantage of these rising pay rates, scooping up lucrative temporary jobs while they are available. That way, they can earn a healthy living while still exploring other long-term opportunities, or stash away some cash before taking another break from the workforce.

Find Your Next Temporary Job Today

Temporary jobs with some of the area’s leading employers are available. If you want to find a short-term position with excellent pay, The Advance Group can help.

Our recruiters will discuss your skills and experience, as well as review your needs and preferences. Then, they’ll help match you to an exciting opportunity, ensuring you can start working in the perfect short-term position as quickly as possible.

If you are ready to launch your temporary job search, the team at The Advance Group wants to hear from you right away. Contact us to connect with one of our skilled recruiters today and see how our services can make finding the right short-term position as easy as possible.

 

 

Happy 6th Anniversary, Renee Trombly-DuBois!

HMG Success on September 22, 2020

 

To celebrate Renee Trombly-DuBois’s 6th year with The Advance Group, we sat down with her for a Q & A session.  Here are a few highlights to enjoy:

 

Q: What is the best advice you’ve been given?
A: “Just Because Life Gives You A Cactus, That Doesn’t Mean You Need To Sit On It”

 

Q: What do you like to do in your spare time?
A: I love spending time with family and friends and being outdoors. That could include going on a long walk at the state park, sitting on my deck enjoying a book or a glass of wine, or sitting around the bonfire with family/friends.

 

Q: What pet would you love to have?
A: The better question is what pet wouldn’t I love to have?!?!  I am a HUGE animal lover! If I could, I would run a rescue of some kind. I’d love to take in senior dogs from local shelters and let them live out their final years in a loving home. Another dream of mine would be to live on a big piece of land with horses, alpaca, llamas, sheep, goats, dogs, cats, and more! But for now, I have a dog and her name is Lexi Lu.

 

Renee is a Staffing Specialist and works in our Monroe branch.  Happy Anniversary, Renee!

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