Defeating the Skills Gap

April 11th, 2018

Every company faces it – from trades such as construction, oil and gas, and welding to manufacturing and logistics, to healthcare and hospitality, to IT and C-Suite positions, when the economy is up, and unemployment is down, finding and keeping talent is a challenge. Specific plans and decisive steps are needed to maintain a steady workforce.

Review your Human Capital Needs

Meet with your managers and team leaders. Gaining a clear understanding of your weakest areas in need of immediate bolstering, as well as projected growth areas is crucial.

  • Is your current staff overstretched?
  • Do you have expansion plans in theEVP, flexible, culture, respect, appreciation,
  • process?
  • What do you need for immediate relief?
  • What’s your projection for three months, six months, one year?
  • What level of skill is most lacking? Entry-level? Mid-management? C-Suite?

Bolster your Talent Sourcing

Review, improve, and build on your talent sourcing – build a talent pool.

  • Do you have talent sourcing activity continually on-the-go?
  • Are your managers consistently tapping into their networks, seeking talent?
  • Do you maintain an attractive employee referral program?
  • Do you throw your employee fishing net in diverse ponds?
  • Are you connected with a reliable staffing firm?
  • Is your staffing partner specialized in your area of need? For example, do they have a healthcare expert for healthcare recruiting? A construction, security, safety, oil and gas, or IT expert for recruiting in their respective industries?

Assess your Hiring Process

Creating an active, efficient, and consistent hiring process will enhance your ability to attain the right talent when you need it.

  • Do you have clear communication channels in place among the key decision makers?
  • Is there a specific written process for hiring at each level – from single interview entry-level to multiple tier interview C-level?
  • Does everyone know his/her role in the process?
  • Do the right people have the authority to move forward?
  • Do you have accommodations in place for when a key decision maker is on vacation?

Evaluate and Improve your EVP

Your employee value proposition (EVP) is critical in attracting and retaining quality talent.

  • Are you a step ahead of the market salary index for each level and position?
  • Do you offer flexible schedules?
  • Are work-from-home options available for appropriate positions?
  • Do you offer and encourage career growth and advancement for employees?
  • Does your culture support work/life balance and integration?
  • Do you have efficient internal communication?
  • Is your company culture based on respect and appreciation?

Yes, it takes time to review needs, bolster your talent sourcing and assess your hiring process. Yes, it costs money to boost your EVP.  But burnout employees who leave because another company offers more and has a higher respect for their time costs you more in both time and money. Likewise, with bad hires. The only way to win in the war for talent is to develop the best strategy and invest in the best ammunition.

Olympic Staffing is your strategic advisor and ammunition source. Since 1983, Olympic Staffing has been dedicated to your success. We maintain a network of thoroughly vetted, tested, and experienced professionals. We offer a consultive approach, working to identify your needs and find the best solution. Contact us today.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Hire The Best Seasonal Workforce Ever

November 28th, 2017

Hiring a seasonal workforce can be stressful because the holidays are enough of a stressful time already. Luckily, there are several ways in which you can circumvent these stresses to be able to hire the best seasonal workforce possible for your company.

Start Early.

The most crucial factor in hiring a phenomenal seasonal workforce is that you need to start early. If you haven’t already, get your help now because people do need time to prepare their plans for the holidays. Plus, a lot of companies need to hire seasonal support at the same time, so if you don’t start early, you very likely could run out of options for engaging reputable employees.

Be Clear About the Expectations.

Sometimes, seasonal workers come in expecting full-time hours and benefits. You do need to be perfectly upfront about the hours, time commitment, length of the seasonal employment, and anything else that could be relevant for anyone who might be applying to work for your company. When you’re clear and upfront, you won’t run the risk that people will leave because they’re confused or upset.

Have a Comprehensive Training.

It can be confusing when you’re introducing in new employees to your company, especially when you’re in a time crunch. Even though it could be tempting to rush training for the sake of onboarding everyone on time, you need to take the time to train everyone correctly and to make sure that they don’t have any more questions.

If you’re in need of a new employee to work for your company, contact Olympic Staffing. We will be able to help you find an employee who is a good fit for your business and will perform the job optimally while still being an excellent fit for your company culture.

Using Tech or Talent to Recruit

November 14th, 2017

Hiring new employees can be stressful, and it’s likely that you’ve considered using both tech and talent to help you narrow down your search for a new employee. Both have their positive aspects and negative aspects, but you ultimately will need to choose one to help you make the right decision. Here are some considerations about whether you should use tech or talent to recruit your next hire.

What Does Your Business Need?

The ultimate answer to this question is going to rest with what your business needs. Do you need a new hire with an outgoing personality or a series of traits that can only be gauged with in-person interviews? Or, is the candidate’s technical skill set enough, regardless of their personality type? Take some time to assess what you need, and that will help shape your recruiting style.

What Are Your Time Constraints?

Undoubtedly, using talent to will take longer than using tech. So, if you need someone on board shortly (one month or less), you may be better off using tech to achieve your results. However, if you are looking for more of a long-term solution, using talent could be a great fit because you could work on fostering a relationship with multiple individuals who could be a good fit.

Do You Prioritize Quality or Quantity?

If you need a variety of candidates from which you can choose, technology is probably your best bet for hiring new employees just based off the fact that you can reach a much more extensive breadth of people from places all over the country. If you prioritize having quality employees from which you can choose, connect with a reputable recruiting company or staffing agency. They maintain ongoing relationships with individuals who are close to your company location.

If you’re in need of a new employee to work for your company, contact Olympic Staffing. We will be able to help you find an employee who is a good fit for your business and will perform the job optimally while still being an excellent fit for your company culture.

Can You Trust Your Employee?

October 17th, 2017

Trust is key when deciding whether or not to keep an employee on board. You need to have a basic level of trust with all your employees. As the saying goes, “a chain is only as strong as its weakest link.” Don’t let one untrustworthy employee ruin it for the rest.   Here’s how you can determine if you can trust your employees.

Assign an Important Role.

One great way to determine whether or not you can trust an employee is to assign them an important role. This could be limited to a particular project, or it could mean assigning them more responsibility overall. The key is that you are looking to see if they can handle that particular project or task. If they can’t step up or display traits that aren’t great, you may have your answer.

Give More Freedom.

Though this might seem counterintuitive, giving employees more freedom instead of less is a good way to see if they can be trusted. A lot of employees will stay within the bounds of your trust and will behave appropriately; watch out for employees who will take your trust too far and make it hard for you to trust them again.

Listen to Colleagues.

If you want to know whether or not you can trust a particular employee, listen to their colleagues. You can get a lot of intel by learning what someone’s coworkers think about them, especially in a setting where they have had to trust that particular coworker.

If you’re looking for a new employee, contact Olympic Staffing. We can help you find trustworthy employees who fit your company culture and will inspire your current team.

Why Your Company Should Host Networking Events

September 12th, 2017

If you own a company and don’t ever host networking events, you should probably reconsider or try hiring a freelance event professional to aid you with producing them. There are a lot of different reasons why you might want to host networking events.

Get Your Company Name Out There.

Regardless of if the candidates are seeking a new job, you will be getting your company name out there. Getting your company name out there in a field that is relevant to your business will always be an asset, not only for community relations but also for potential recruit hiring and scouting. In addition, your company will be seen as a company that is known for fostering connections and promoting innovation within your field.

Foster Connections.

As an employer, it’s a good idea always to be seeking out your next talent or recruits whenever possible, even if from a passive manner. By hosting a networking event, you will be fostering connections with applicable potential employees who might want to work for you or will introduce you to someone who could work for you someday.

Give Your Employees Good Opportunities.

It’s always a good idea to give back to your employees, which can be accomplished through the introduction of company networking events in which they can meet mentors and other connections who can help them eventually further their careers. Plus, you’ll be giving them an employer-sponsored excuse to leave work early, which will put them in a good mood.

If you’re looking to hire new employees, contact Olympic Staffing. We will be able to help you hire employees who would like to attend your networking events and will also fit seamlessly into your company culture.

5 Overlooked Candidate Skills

August 22nd, 2017

When recruiters are trying to fill a position one of the first things they do is create a short check list of the job requirements. Things like education, experience, and demonstrated ability using specific software or tools.

Using a checklist like this is a great way to narrow down a stack of resumes, but it’s a bad way to fill a job. The best candidates need more than just the basics to be an ideal fit. Learn how to identify the traits that are the difference between an acceptable candidate and a great hire.

Wide Skill Sets

When you focus on certain specific required job skills, it can be easy to overlook everything else a candidate brings to the table. A candidate with a wide base of knowledge has a proven track record of openness to new experiences, and they have knowledge from more sources to apply to problem-solving.

Remember, after you scan the resume for prerequisites, take a minute to see what else is there and how it can apply to your company.

High Energy

High energy people get more done than low energy people. They are also more capable of functioning under the pressure of big deadlines. Jake Villareal says, “you have to hire people who can push ahead with a project when you need it the most — usually a time when it’s least convenient. During interviews, see if candidates have the tenacity necessary to perform in these situations.

Flexibility

The longer someone stays with your company, the more changes they will experience. Candidates that handle these change well are going to be a better long term fit.

Always devote time in an interview to talking about training for new skills and taking on new duties. Identify candidates who are eager to learn and adapt.

Transferable Skills

Reading a resume for skills with direct application to the task at hand is second nature for most recruiters. Sometimes the skills that don’t seem relevant at first glance are real difference makers.

Steve Leichmann talks about the way a restaurant job can prepare you to excel in other roles later in life. Any candidate you are looking at with roots in the restaurant industry understands that the core of a business is its clientele, so keeping the customer happy and coming back (i.e. acquiring regulars) benefits everyone. Your clients are happy, your business does well, and the employee earns his/her keep.”

Personality

Checking to see if a candidate has the right degree, the right amount of experience or familiarity with workplace processes is easy. Finding out if they are a personality fit is hard.

Make sure you understand the culture in the department the new hire will be working in. Finding a great personality fit is just as important as finding someone with experience using specific software.

If you are looking to hire a new employee who brings more to the table than just the basics, contact Olympic Staffing. We have the experience of sourcing candidates and pre-interviewing them to find the ones who have the basic job skills and the extra experiences that make them a real asset to your company.

Why You Should Let a Staffing Agency Handle Your Job Search

June 13th, 2017

Hiring new employees is stressful and disruptive. It takes a lot of time out of your already busy schedule, and a bad hire can hold your whole business back. There are real advantages to bringing in the outside professionals of a staffing agency for your next job search:

Time

A job search isn’t just one extra task; it’s an extra job added on top of your other duties. You have to come up with a job description, write and place ads on job boards, search for candidates, read through resumes, contact candidates to set up interviews, go through the interview process, conduct background checks, verify references, and make job offers.

A staffing agency can take most of this extra work off your shoulders so you can focus on selecting the right fit from the prospective employees the agency sends them to you.

 Advertising.

Writing and placing advertising on job boards is time-consuming and expensive. It can also be a difficult skill to pick up on the fly.

A staffing agency will know how to write the most effective job posts. They will also know where to place ads to make the biggest impact. Finally, they have a deep network of potential candidates.

Screening.

One of the most frustrating parts of a job search is narrowing down the applicants to a manageable amount.

A staffing agency will help you set the parameters and then prescreen candidates accordingly. This way you only talk to people who match your need.

Filling Interview Slots.

Wasting time talking to the wrong candidates can be frustrating. Not having any candidates to talk to can be even more frustrating.

A staffing agency will go the extra mile to find good candidates to fill even the most difficult position.

Temp to Perm.

Even after all the work you put into screening and interviewing prospects, you can’t be sure how well they will fit into your business until they show up for work.

A staffing agency can offer candidates a temp position through the agency and transition them to full-time once you get to know them a little better.

If you’re looking for a new employee, contact Olympic Staffing. We can help you find an employee who is a good fit for your company goals, culture, and overall advancement.

Be Aware of These Red Flags in the Hiring Process

May 23rd, 2017

When you’re hiring for employees, it can be easy to overlook small red flags if the candidate otherwise presents positively. If you don’t look out for the small red flags, you could have a costly situation on your hand and ultimately end up with a bad hire. Here are the three red flags of which you should be aware:

Unprepared for the Interview

When an employee shows up unprepared for the interview, that means that they’re not prioritizing your job or haven’t yet developed the necessary skills that are required to work for you. For example, if they show up looking unkempt and like they just rolled out of bed or without the information you requested.

Doesn’t Follow Directions

When you’re setting up the initial interview, you should always ask the potential recruit to follow an assignment just to see if they do. For example,  ask the recruit to bring a specific number of resumes – if they don’t arrive with that amount or more, it can be an indicator of what you’ll have to deal with when they’re on your payroll.

Doesn’t Follow Professional Protocol

When you’re in the initial hiring stages, pay very close attention to the professional protocol your recruit does or doesn’t follow. For example, if your recruit isn’t professional on the phone, you have no reason to believe s/he will be professional in person. Or, if your recruit doesn’t make eye contact or refuses to shake your hand, these are also red flags.

If you need help pre-vetting candidates, so you only have to meet with the cream of the crop, contact Olympic Staffing. We have a stringent pre-vetting process that includes evaluating the employee’s skills, qualifications, and past employment history as well as education.

Should You Hire Someone Smarter Than You?

May 9th, 2017

When you’re doing a round of interviews for your company, you’re likely going to come across a whole different bunch of candidates. Some will be incredibly intelligent; others will not be. When you’re hiring, though, there’s always one central question: should you hire someone smarter than you? Thoughts to consider.

Would Your Business be at Risk?

One of the biggest risks of hiring someone smarter than you is the fact that your business could be at risk. Will the potential employee be able to use valuable company data or Intel to bring to a competitor or to launch their competing company? (Of course, this has more to do with character than intelligence) Make sure you assess how readily accessible this data is before you make the decision to hire a candidate with the skills to access it.

What Would the Net Gains Be for Your Business?

Hiring an intelligent individual for your business could yield very positive results. For example, that person may be able to devise new ways of thinking or achieve actionable results that would have otherwise been impossible. These new processes could directly lead to increased revenue and more business relationships.

Can That Person Be a Team Player?

Intelligence is a plus, but you also need a recruit who connects with coworkers. If you can find an intelligent recruit who is also a people person and will work well with a team, you have hit the jackpot.

Need to hire? Contact Olympic Staffing. We regularly work and interface with highly intelligent individuals who are seeking out a new job or career path. We will be able to present you with several options so you can choose the candidate who fits best.

Effective Employee Communication Tools  

November 15th, 2016

Employee-employer communication is crucial if you want to have an effective business. There are a lot of different ways in which you can stay connected to your employees; we’ve highlighted some of our favorite tools below:

Use a Project Management Tool.

Digital project management tools like Trello, Asana, or Basecamp are a great way to communicate effectively with your employees. These tools allow you to let your employees know when key deliverables are due, so there’s no confusion. Your employees can also assign tasks to each other, so there’s double coverage on all the tasks at hand.

Use a Chat Tool.

People don’t always read e-mails because they can be cumbersome and take too long to read. This is why using a Chat tool like Skype, HipChat, or Slack is a great idea. You can communicate quickly with any of your employees to give them the pertinent information you would have otherwise forgotten.

Do In-Person Meetings Once a Week.

Even though technology is great for communicating quickly and effectively, you still want to make sure you’re meeting with your employees at least once a week so you can give them a chance to ask you questions. You will find that when one person asks you a question in-person, your other employees will learn from them as well.

If you feel like you are a good communicator and would like to add more members to your team, contact Olympic Staffing. We will be able to pre-vet candidates for you so that you are only interviewing the best of the best when it concerns your workforce.