Preparing Your Team for Seasonal Demands

September 18th, 2017

Fall is here! Your summer hires have packed up and your fall hires are in place, you’ll already need to think about the next big challenge: the holiday season. If your business model involves any kind of seasonal element, or touches on industries that move through staffing cycles during the year (like tourism, travel, academia, construction, and even healthcare), you’ll need to be ready for each of these cycles as they arrive.

Prepare for your seasonal demands—the packed rush of the high season and the quiet lulls of the low—by engaging with a temporary staffing firm and taking on seasonal help. A staffing agency can help you fill your open positions in short order with high quality experts. Here’s how.

We hire employees so you don’t have to.

When we present you with candidates or likely matches for your open position, you can bring them onboard as quickly as you like. They’re already insured, tax reporting has been taken care of, and they’ve already been vetted and reviewed, because they’re already working— for us. During their contract period, your employees are our responsibility, not yours. So you just have to show them the ropes and welcome them to the team.

Goodbyes can be painful, but not when you work with temporary talent.

When the season ends, some of your goodbyes may be cheerful occasions. Students returning to school and employees leaving for other positions will be taken care of. But what about those who aren’t? An annual cycle of lay-offs can be upsetting for both parties, but when you no longer need your temporary workers, we simply assign them to other jobs. No worries.

If you want full time hires, we can do that.

After your contract period ends, you’re free to hire your temporary employees full time if you choose. In this fashion, both employer and employee can test-drive the relationship to see how well it works for each of you. If you get along and appreciate what the other has to offer, you can easily hire your temporary employee for a full-time, permanent role.

We can stay at your side as your business grows.

If you see no end to your seasonal hiring cycle and you know you’ll need to deal with this aspect of your business model over and over, year after year, form a trusting partnership with your staffing agency. We’ll be here for you at the start of every season, no matter what future brings.

For more on how to manage the ups and downs of a cyclical staffing model, turn to the Cleveland County staffing experts at PSU.

Overcome Roadblocks to Successful Hiring

August 7th, 2017

If you’re like most managers, you define “successful” hiring in a few key ways: a successful hire steps into the role, picks up the ropes quickly, takes ownership of tasks within a few weeks or months, and stays with the company for at least one calendar year. An unsuccessful hire steps in amid confusion, misunderstandings about the nature of the job, and a slow uptake of responsibility, and then completes a short tenure with the company. If you’re looking for ways to remove obstacles from the path to successful hiring and generate more of the first case and less of the second, keep a few key tips in mind.

Remove your roadblocks with a recruiter

Talk to a professional recruiter who can help you identify the specific challenges that may be holding you back. You’re deeply immersed in your business model, your team, and your company culture, and sometimes a little outside perspective can help you spot problems that might otherwise remain under your radar. If there’s one small misstep or unhealthy habit standing between you and success, recognize that habit and get it cleared away.

Meet reality halfway

Most employers begin a candidate search with sky-high expectations. They want nothing less than the best, which may mean finding a global expert in three or more overlapping skill areas—who just happens to live down the street. Since this isn’t realistic, you’ll win by finding a clear path between your ideal vision and your actual successful candidate. If you can’t find that path, the confusion, disappointment, and frustration that result can cloud the water on both sides of the relationship and make a rough start worse over time. Communication and common sense can help both parties succeed.

Know where to look

The right approach to candidate sourcing can mean the difference between choosing from a stellar pool of nearly-perfect applicants, and settling for the best of a mediocre crop. If you can identify your target audience and publish your job post within easy reach of that audience, you’ll raise your odds of finding the candidate you’re looking for.

Move quickly and you’ll cover more ground

The more laborious and bureaucratic your hiring process, the slower you’ll move. And the slower you move, the more likely you are to let great candidates slip away. Help from a recruiter, a streamlined administrative process, and a rapid-fire interview schedule can help you gather data and make your decision before critical opportunities pass you by.

For more on how to overcome the staffing obstacles that and between you and your goals, contact the Cleveland County staffing experts at PSU.

Think Reference Checks are Overrated? Think Again!

April 17th, 2017

As you source candidates for an open position, review resumes, and conduct interviews, you rarely doubt the value of you endeavors. You feel confident that the time you invest in these activities will pay off as you narrow your options and hone in on the most qualified candidates in the pool. But when it comes to reference checks, you may feel differently.

Too often, HR pros and hiring managers eliminate reference checks altogether, assuming that the payoff just isn’t worth the effort, time, and social awkwardness that reference checks entail. But if you’ve weighed the cost and benefits and decided to skip the reference check process, reconsider. Here are some benefits you may be overlooking.

Reference checks don’t take long if they’re done right.

You don’t have to set aside an hour for a long phone call; just correspond by email. And you don’t have to allow a rambling discussion to consume your afternoon; just ask a quick series of concrete questions with easy answers. If you read between the lines, even a five-minute exchange can provide insight into how others feel about your candidate and the general impression he leaves behind.

References DO provide meaningful information.

Managers often skip reference checks because most references provide bland, non-committal, unassailable answers that won’t get them into trouble. But if you don’t let this happen, it won’t happen. Instead of saying “Did you like the candidate?” (of course the answer will be yes), ask something more pointed. Try: “Was the candidate consistently on time? What did she do best? If you had to provide a coaching tip for me, what would it be?”

References catch red flags.

Just embarking on the process can provide meaningful information. For example, if you reach out to a reference and your call is ignored or avoided, you can consider this a successful data-gathering mission. You never exchanged a word, but this non-responsive reference has shared a data point that you can add to a growing picture of the candidate’s profile.

References might give more than you asked for.

An enthusiastic, full-hearted, hyperbolic testament to the candidate’s abilities can be a powerful statement. If even one of your candidate’s references shouts her praises to the heavens, you can consider this a plus. These enthusiastic supporters can also tell you about accomplishments or proud moments the candidate herself may have omitted due to oversight or modesty.

Reference provide a point of comparison.

You may have two candidates with apparently equal technical abilities, in which case a reference check might provide a quick and immediate tie breaker. Make the calls and see what happens.

For more on how to conduct reference checks in an efficient, appropriate, and meaningful way, reach out to the Cleveland County professional staffing team at PSU.

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