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Happy 6th Anniversary, Andrea Niceley!

HMG Success on May 5, 2020

To celebrate Andrea Niceley’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 quote do you live by?
A: “Everything happens for a reason.”

Q: What do you do with your downtime?
A: Play volleyball, attend country concerts and play with my twin boys.

Q: What is on your bucket list?
A: Visit Turks & Caicos and attend CMA Fest in Nashville at least once.

Andrea is a Branch Manager with The Advance Group’s Sylvania branch.  Happy Anniversary, Andrea.

3 Benefits to Upskilling Your Workforce

HMG Success on May 4, 2020

If a company wants to stay competitive in today’s ever-changing business landscape, they need to make sure that their employees are highly capable. Since the workplace changes rapidly, having the right skills available is essential if an organization wants to thrive.

When a workforce is lacking specific capabilities, many companies assume they need to look for outside candidates to handle the shortcomings. However, upskilling is nearly always a better approach. If you are wondering why you would upskill your workforce, here are three benefits you’ll experience if you do.

1. Fill Skill Gaps

Today, the workplace changes with surprising speed. New technologies continue to make their way into new industries, and companies need to be able to leverage them if they are going to stay ahead.

However, these constant shifts create challenges. Often, businesses need employees with specific skills if they are going to make the most of advances. And it isn’t uncommon for these professionals to be incredibly hard to find.

By focusing on upskilling, a company can concentrate on existing skill gaps. The approach allows the organization to enhance skillsets in critical areas, ensuring they can utilize new technologies and improve operations.

Plus, it gives businesses a chance to be ready for what tomorrow brings. By monitoring trends and upskilling employees accordingly, companies can stay ahead of the curve and, ultimately, the competition.

Primarily, through training, organizations can cultivate their ideal workforce. It lets them mold the teams they need, ensuring they always have proper coverage and robust capabilities.

2. Retention

In most cases, top performers prefer employers who will help them learn and grow. By offering upskilling opportunities, you are addressing that desire, proving pathways for development in highly relevant areas.

Plus, training creates healthy challenges that boost engagement. In turn, morale can improve. When taken all together, upskilling turns into a retention powerhouse, giving your best and brightest a more substantial reason to stay on board long-term.

3. Cost-Savings

By and large, it is cheaper to upskill your workforce than to recruit to fill skill gaps continually. The ROI for training is incredibly strong, especially if you focus on areas that can enhance productivity, streamline processes, or reduce waste.

Additionally, since it enhances retention, companies also limit turnover. This means not having to recruit replacements as often, reducing the need to advertise positions, spend time screening candidates, or offering bonuses to entice skilled professionals.

Ultimately, upskilling your workforce is a good idea. It lets you create and keep a workforce that is better equipped to meet your needs. Plus, it boosts morale and makes a job more satisfying. In the end, that can boost performance, leading to higher productivity and better outputs.

If you would like to learn more about how you can craft your perfect workforce, the skilled team at The Advance Group wants to hear from you. Contact us to speak with one of our recruitment and retention specialists today and see how our employee training expertise can benefit you.

 

 

The Labor Market Is Tightening. Here’s How to Still Land the Best Talent

HMG Success on April 27, 2020

The unemployment rate in the United States has been shockingly low for a long time. For more than a year, it has remained below 4 percent, and it’s been more than three years since it crossed 5 percent. As a result, it’s is incredibly challenging for companies to find the talent they need. To make the situation more daunting, the labor market is continuing to tighten.

However, even if that being the case, that doesn’t mean companies can’t land great candidates. If you want to remain competitive during periods of low unemployment, here’s what you need to do.

Offer More Than Your Competitors

While most businesses don’t want to spend more money than they have to, a tightening labor market could be substantial justification for upping the ante. If you can bring more to the table than your competitors, you’ll be a more attractive employer; it is that simple.

Along with offering higher wages, try augmenting your benefits package. More paid time off, flexible work schedules, telecommuting programs, tuition reimbursement, student loan assistance, and similar options can all entice top talent. Add or enhance whatever may speak to your ideal job seeker, as it may make the difference between them choosing your company or a competitor.

Shrink Your Must-Have List

When you release a job ad, make sure the must-have list is as short as possible. If you have too many requirements, you could be screening out great candidates incidentally.

Many professionals won’t apply if they don’t have the majority of what you say is necessary, and some won’t apply unless they are a 100 percent match. By paring down your list, you are opening yourself up to receive more resumes, and you might find a job seeker with a slew of potential you would have missed otherwise.

Look at Your Second-Place Finishers

If you’ve filled a similar role in the past, you might already have details about an exceptional candidate. Job seekers who came in second-place (or even third or fourth) could be worth contacting.

Your past applicants are a great talent pool. Not only did many of them have the skills you need and made a good impression, but they’ve actively expressed an interest in your company. By reinitiating contact and inviting them to apply, you keep them engaged and could fit a great fit.

Craft a Winning Candidate Experience

When it comes to standing out from the crowd, having an excellent candidate experience works. If you treat every job seeker with respect and appreciation, communicate regularly, provide clear timelines, focus on personalization, and make the engagement a priority, you’re enhancing your employer brand. This can make you an employer of choice, increasing the odds that you can snag top talent even when the labor market is tight.

Ultimately, all of the tips above are worth using, especially during periods of low unemployment. If you’d like to learn more about recruiting the best and brightest, the staff at The Advance Group can help. Contact us today and see how our recruitment expertise can benefit you.

 

 

Looking for Work Before You Graduate? We’ve Got You Covered!

HMG Success on April 24, 2020

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When you need to hire, whether it’s for a temporary opening or a full-time addition to your team, you want the right candidate, fast.

At XYZ Staffing, we provide the people you need, when you need them.

Happy 4th Anniversary, Ryann Francis!

HMG Success on April 21, 2020

To celebrate Ryann Francis’s 4th year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:

Q: What quote do you live by?
A: “She believed she could, so she did!”

Q: What is your favorite holiday?
A: Halloween.

Q: What is your favorite place to eat?
A: Applebee’s.

Ryann is a Staffing Specialist with The Advance Group’s Monroe branch.  Happy Anniversary, Ryann.

Why Manufacturing Companies Need to Focus on Company Culture More

HMG Success on April 20, 2020

The manufacturing industry has long been a part of the American economy. While it suffered greatly during the last major recession, the sector ultimately rebounded. Many of the lost jobs eventually returned, which initially seemed like a boon.

However, many manufacturing companies struggle to find and retain skilled and dedicated employees. Engagement often wains for those working in the field, and many younger workers don’t view opportunities in this sector as pathways toward a long and lucrative career.

If a manufacturer is going to overcome these obstacles, there is one thing they need to do. Focusing on building a winning company culture can make a difference, improving retention, and generating more interest in open positions. With an influential culture in place, engagement can thrive.

If you want to learn how to improve your manufacturing company’s culture, here are some tips.

Speak to Your Employees

No one understands the pain points of a role like the person doing the job. That’s why, if you want to come up with a plan for improving your culture, the first step needs to be to speak with your employees. Often, they’ll be able to identify stressors and obstacles they encounter with ease. They can also describe any culture-oriented shortcomings that are harming the employee experience.

Once you identify critical areas for improvement, you can create a functional action plan. You’ll know where to focus your energies to ensure the most significant return, allowing you to facilitate meaningful change in the shortest time possible.

Communicate Openly

Communication is critical if you want to build a positive culture. Employees need to feel informed, so finding pathways that allow information to be disseminated quickly and thoroughly is a must. That way, no one feels left in the dark thanks to the increased level of visibility.

Similarly, striving to make managers available to their team members is critical. If manufacturing managers don’t seem approachable or overly receptive, communication is hindered, and morale drops. Both of these harm your culture, so managers must make themselves accessible to their teams.

Define Career Paths

Most professionals aspire to keep their careers moving forward. If they aren’t sure how to make that happen with their current employer, they may seek out opportunities elsewhere.

If you want to create a positive culture that supports retention, define paths, employees can use to move up. Let them see how the skills they learn in one job makes them eligible for another later. Incorporate training and mentorship programs that allow them to acquire new capabilities that enable them to advance. This approach makes longevity with a manufacturing company seem like a viable career option, ensuring it’s explicit about where their efforts can take them.

All of the tips above can help manufacturing companies enhance their cultures, creating avenues for better recruitment and retention results. If you’d like to learn more about what you can do to attract and maintain top talent, the staff at The Advance Group can help. Contact us today and see how our company culture expertise can benefit you.

 

 

When Corona’s Done

HMG Success on April 17, 2020

Linda Roth, our Operations Manager commissioned a song for the staff of The Advance Group.  Stacey Bigelow has always had the motto, Work Hard, Play Hard.  The video that Linda created is a real look at the “play hard” side! ?

A special Thank you to Linda for this gift and to Ryan Dunlap for this song, such a treasure!

 

Want to Make a Good Impression at Your New Job? Start Here!

HMG Success on April 17, 2020

When you start a new job, making a great first impression is critical. You’ll be setting the tone, giving your manager indications of what they can expect now that you’re working in the role.

While you may assume that asking questions would work against you, that isn’t necessarily the case. Some can help you solidify yourself as a skilled, considerate professional, ensuring you begin your time with the company on your new boss’s right side.

If you want to boost your reputation, here are some thoughtful questions that are worth asking your manager whenever you start a new job.

How Are You Today?

This is technically a question you should ask regularly. Many managers feel unseen or underappreciated, or that the fact that they may be stressed doesn’t matter to those around them. By inquiring about how your boss is doing, you are making them feel seen. Plus, it can lead to a dialog that may allow you to discover new details about your role, the company, and other opportunities to get involved.

Just make sure you don’t expect your boss to divulge a ton of details immediately. Initially, your goal should simply be to use this question as a rapport-builder. It’s a polite thing to ask, so make sure you do so regularly.

What Goals Do You Have for My First Week/Month/Year?

If you want to be a top performer, you need to exceed expectations. But that’s incredibly tricky to do if you don’t know the goals your manager has set for your position.

By asking them to outline their objectives, you can learn more about their expectations and priorities. Additionally, you’ll have a chance to ask clarifying questions to ensure you understand their goals and learn about the next steps you can take to shine. Along the way, you’ll also make the impression that you’re a forward-thinker who wants to hit the ground running, and that can work in your favor.

What is Your Preferred Communication Method?

Often, communication is critical if you want to avoid workplace conflicts. By asking your manager how they prefer to communicate, you can learn about the mechanisms they use most and least. Further, it gives you a chance to avoid missteps, like assuming they have an open-door policy when they don’t.

Along with asking for a general preference, see if they favor another approach in different scenarios. For example, would they rather hear about an emergency in person? Do they like their employees to send calendar requests for more extended conversations or touch base before reaching out to schedule?

Essentially, this is an opportunity to get on the same page as your manager. You’ll know what approaches they prefer, giving you a chance to use them and support better communication.

Ultimately, each of the questions above can help you make a good impression at your new job. If you’d like to learn more about how you can shine from day one, the team at The Advance Group can help. Contact us today and see how our expertise can benefit you.

 

 

Happy 12th Anniversary, Brenda Frank!

HMG Success on April 14, 2020

To celebrate Brenda Frank’s 12th year with The Advance Group, we sat down with her for a Q & A session. Here are a few highlights to enjoy:

Q: What brings you the greatest joy?
A: My family brings me the greatest joy.

Q: What is your favorite holiday?
A: My favorite holiday is Christmas.

Q: What do you do in your spare time?
A: In my spare time, I love to read.

Brenda is the Administrative Assistant with The Advance Group’s Sylvania branch.  Happy Anniversary, Brenda!

Ghosted by a New Hire? We Can Fix That!

HMG Success on April 13, 2020

The hiring process can seemingly take ages. You’ll spend weeks reviewing resumes, screening candidates, conducting interviews, and finalizing the job offer. That’s why, when a new hire ghosts you, it’s so frustrating. You have already spent a significant amount of time and energy, finding the ideal job seeker. Then, they just don’t show up.

Many companies believe that, when they are ghosted, their only choice is to relaunch their hiring process. This is especially true in a tight labor market, as your second, third, or even fourth choice candidates may no longer be available.

However, that isn’t your only option. The team at The Advance Group can help. If you are wondering how we can fix your problem after a new hire ghosts you, here’s what you need to know about our services.

Rapid Temporary Staffing

Sometimes, when a new hire ghosts you, you need a moment to regain your footing before you work to fill the role again permanently. But you also need to maintain full productivity, so having the vacant spot is less than ideal. Luckily, there’s a way to find a great candidate that will fill that gap, for now, giving you a chance to plot your next move.

With The Advance Group’s temporary staffing services, we can get a great short-term worker to you quickly. We actively recruit and thoroughly screen professionals from all walks of life, including some who aren’t looking for permanent positions. After contacting us, we can identify a reliable, qualified job seeker who is open to short-term work. That way, you can augment your workforce now, all while giving you the space to make a change once you get your bearings.

Temp-to-Hire Arrangements

Sometimes, a new hire doesn’t work out because they weren’t a great fit for the job. While they may have looked good on paper, it became clear that they weren’t suited for the work once they started in the role. As a result, they decided to walk away because it wasn’t the right fit.

If you want to avoid that scenario, The Advance Group’s temp-to-hire program can be an ideal option. After choosing one of our prescreened candidates, you can bring them onto your team temporarily. This allows you to evaluate their capabilities while they assess whether the job feels right to them. If it’s a match, you can extend a permanent job offer. If not, you can dismiss them from the role and bring in another candidate quickly.

Direct Hire Services

Sometimes, the best way to improve your hiring outcomes is to partner with recruitment specialists. Through The Advance Group direct hire program, our recruiters will identify and screen qualified candidates, tapping our massive talent pool and presenting you with the best options available.

You can then screen the candidates further and choose the ideal match. Not only is this approach designed to produce results, but it’s also incredibly efficient and cost-effective.

If a new hire has ghosted you and you want to explore the options above, the staff at The Advance Group wants to hear from you. Contact us today and see how our services can benefit you.

 

 

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