Attracting Diverse Talent

October 11th, 2016

Having a diverse workforce is an important part of building a successful company that pulls from a large number of talents and different backgrounds. If your workforce isn’t currently diverse in terms of age, gender, skills, race, etc., your company is not reaching its full potential. Here’s how to attract diverse talent so you can start tapping into all your company has to offer:

Look in Diverse Places.

If you’re only looking for talent in one place, that’s your problem. In order to attract the most diverse talent pool possible, you need to look in diverse places. For example, try posting an online ad, putting up a flyer on a college bulletin board, releasing a press release, and having a booth at a local community fair all at the same time.

Have Different Ways to Apply for Careers with Your Company.

Another way to encourage diverse talent to apply to work at your company is to have different ways to do so. For example, while submitting a traditional application that answers basic questions is still applicable, many talented candidates prefer everything mobile The more options you provide, the bigger chance you’ll have of attracting diverse talent.

Ask for Recommendations.

If you’re having a hard time finding diverse talent, you could always ask friends, family, and colleagues for recommendations. If you have a diverse social circle, this could be an easy way to identify and be connected with individuals whom you may have not met otherwise.

If you recognize the importance of having diverse talent in your workforce, contact Olympic Staffing. We can help you find candidates from different backgrounds and who possess a wide range of different skills in order to broaden your company’s overall reach and effectiveness.

 Reducing Resume Bias

October 4th, 2016

When you’re hiring talent for your company, it’s important to make sure you don’t lose out on the best talent force by bias-driven discrediting of high-quality candidates in the initial resume screening. Here’s how you can reduce resume bias so as to ensure your company makes the best hire:

Cover Up the School and Company Names.

This happens all too much in the recruiting process: a candidate will get preferential treatment or passed over entirely based off a school they went to or a job they held with a specific company. It’s normal to have strong feelings, negative or positive, about certain schools and/or companies. However, you cannot let these feelings affect the hiring process because you may end up passing over a great candidate. In order to reduce this, cover up the school and company name so you focus on that candidate’s skills instead.

Don’t Compare That Resume to the Previous Resume. 

While you are eventually going to get to the point where you need to compare one candidate with another to make the best hire, don’t make the mistake of doing that during the resume process. Looking at someone’s resume is a way to determine whether or not they would be a candidate for a phone screening or an in-person interview. Don’t discredit a great candidate because the candidate prior to them had a higher GPA or more years of work experience, because the new candidate could have a skill or talent just as (or more) valuable than the original.

Don’t Make Snap Judgments.

The most important way to reduce resume bias is to avoid snap judgments. We’re all humans, and when we recruit other humans, it’s easy to pull from our experiences, thoughts, and feelings. However, it’s important to remain objective when looking at and sorting through resumes to make the best hire for the company.

Still feeling susceptible to resume bias, but needing to make valuable additions to your team?  Contact Olympic Staffing. We will be able to objectively look at the resumes your company receives, providing you with a complete list of top candidates so you can make the best hire – without bias.

 


 

Landing the Candidate in the Final Stages

September 13th, 2016

No matter how excellent your HR skills, the real test of your abilities rests with the final stages of the interview process. If you are not able to get top talent to commit to your company or firm at the end of the game, you need to adjust your approach to how you’re obtaining talent. Here’s how you can ensure you land the candidate in the final stages:

Anticipate Their Hesitations.

If you don’t want your candidate to say no, it’s your job to anticipate their hesitations and address them before they become an issue. Pay attention to what your candidate is saying or doing in their first few interviews, and you’ll be surprised about what you can pick up. For example, if they are concerned about the long commute to the office, you can mention the flexible work-from-home policy if you have one.

Paint a Picture of Their Future.

If you want to woo a candidate, paint a picture of their future at the company. Many people have a hard time seeing themselves committing to one particular place if they can’t visualize what their life will be like as an employee. Help your candidate out by painting a picture of what they can expect from the company in one year or five years and what kinds of tasks they will be performing. Knowing this information will make it that much harder for them to turn down your company.

Highlight Unique Benefits of Your Company.

It’s likely that your candidate is interviewing at multiple places, so you need to make sure they understand the unique benefits of your company. Remember, in this phase of the interview process; you want them to know beyond a doubt that they want to work for your company and no others. If your company’s benefits are similar to those of other companies, create a benefit that’s unique to just your company so they can differentiate and make the right decision.

Need help landing a particular candidate? Contact Olympic Staffing. We are experienced with working toward hiring top talent and know how to close the deal to get them to commit.

 

 

 

 

Spotting the Best Talent in Everyday Life

July 26th, 2016

If you own a company or manage employees on a regular basis, you know how important it is to hire the top talent to keep your company running successfully and thrive on a daily basis. Often, the best talent can be found in everyday life – somewhere you wouldn’t normally think to look. Here’s how you can spot the best talent in everyday life:

Be Open to Spotting Talent.

The first way to be able to spot talent in everyday life is to be open to the possibilities. Too often, hiring managers only look for talent through their staffing agency, resume, or job portal connections. If you open yourself up to the possibility of spotting talent out and about, you have taken that crucial first step of being aware that true talent can surround you; those who submit resumes may not always be the best fit.

Put Yourself in Ideal Talent Participation Situations.

While you can find talent “in the wild,” there are going to be certain locations and situations that lend themselves much more to finding the kind of talent you want. For example, while you’re less likely to find the talent you want at a rave, but you could find the talent at a networking event – any type of networking. Other situations you should be made aware of are lifestyle hobby activities like hiking or surfing, meet-ups, or organizational events.

Look Out for Specific Workplace Qualities. 

When you look for talent out and about, you primarily want to look for the qualities and traits that are important to you for an employee in your workplace. For example, if you see an individual displaying a high level of leadership in a transportation crisis and you need your employees to be leaders, they could be a good fit for your team.

If you allow yourself to be able to spot talent for your company in everyday life, you’re just opening up your talent pool and increasing the chances that you will hire the absolute best fit for that particular position. If you need help figuring out how to identify the hallmark qualities of a good candidate, contact Olympic Staffing. We will be able to help you identify these qualities and characteristics so you can be on the lookout for top talent no matter where you are.

 


 

Using Facebook Live Video to Promote Your Business

July 5th, 2016

If you’re a business owner, you’re always looking for new and improved ways to promote your business. To do this, you need to stay on top of the newest trends, which are usually associated with some social media. Utilizing Facebook Live Video as part of your business strategy is a great way to promote your business. Consider these benefits.

The Algorithm Promotes Videos to the Top.

Facebook is always trying to figure out ways to promote its newest product offerings as a way to stay relevant in the tech community. Facebook does this by configuring its internal algorithm to promote various content to the top of the newsfeed. Take advantage of the fact that Facebook will naturally push your Facebook Live Video to the top of people’s newsfeeds and view it as a sort of free advertising. Promote your content for free and enjoy the extra publicity.

Show a Face Behind Your Company.

People love seeing a face associated with a company because it makes it that much more likely to trust them. By doing a Facebook Live Video, you’re setting a spokesperson for your company or someone who’s internally significant to your company on a digital platform to be able to make announcements, take feedback, and field concerns or complaints in real time.

Get Feedback from Customers/Clients.

Facebook Live Video is a great way to get feedback from customers and clients about issues or topics that are relevant to your business and day-to-day interactions. You can set up the Facebook Live Video to accept comments so you can respond to them live. The great part about letting your customers and clients ask you questions is that many of your other clients may also have those same questions. This is a great way to test out a new product or idea your business has been thinking about to get an honest response of how they feel.

If you need help hiring employees who are tech-savvy and can help you set up Facebook Live Video for your business, contact Olympic Staffing. We can specifically ask the technical skills and qualifications of potential recruits to make sure they can stay ahead of the curve and be able to market your business effectively using the latest and greatest trends.

Why Your Company Should Partner with a Non-Profit

June 28th, 2016

If you own a company, it’s important to partner with other organizations periodically. Specifically, you should consider partnering with a non-profit in some capacity, whether it’s to donate a portion of your proceeds to them or to give them publicity in conjunction with your company’s publicity. Consider these reasons why your company should partner with a non-profit:

The Community Will Trust Your Organization.

Communities inherently trust organizations who partner with non-profits, because it shows that you have a soul and are concerned about the well-being and good of others besides yourself. Not only will this build up a positive image of your organization, but it will show that you have a vested interest in the general population and community immediately surrounding your business.

You Will Give Your Employees an Opportunity.

Most likely, you have employees who are passionate about giving back, helping others, and doing good in the world. By partnering with a non-profit, you are giving those employees an opportunity to be civically engaged in a way that might not have otherwise worked for them. This is a great benefit to brag about when you’re interviewing potential recruits.

You Will Do Good in Your Community.

The biggest benefit of partnering with a non-profit is that you will do good in your community. Every community could benefit from a little extra TLC, and you will be well on your way to accomplishing that. Whether you’re supporting a local non-profit Little League team or installing new community gardens for all to use, you will find your impact on the community extremely rewarding and helpful to building up a positive image of your business.

If you’re looking for a staffing agency to help you find hard-working employees, contact Olympic Staffing. We can inform them that your company has, indeed, partnered with a non-profit to attract employees who like doing community service and are passionate about helping others.

 

 

 

How to Close a Recruitment Call

June 7th, 2016

When you initiated the recruiting of a highly desirable candidate, the stakes are higher than when they contacted your company. You need to act fast, lest they accept another job offer before listening to your offer. If you want to increase your chances of making the hire, here’s how to close a recruitment call.

Repeat The Positive Aspects of the Job

As soon as you have the recruit on the phone, make it a point to repeat the positive aspects of the job. If there are parts of the job duties that the recruit initially positively reacted to in the first phone call, bring those up as part of this step. This will reinforce to the recruit that they want to work at this particular job, and it will set the stage for delivering your verbal offer, while serving as a reminder why they should work at that company.

Give a Choice Alternate.

One common sales tactic is to give recruits a choice, so they don’t feel coerced into anything, but really, the two choices you are giving them are both your ideal outcomes. You do want to stack the outcome you favor slightly more first, so it seems like they have more of a choice. This will put them in the headspace of only being able to pick from those two choices instead of turning down the job overall. For example, you could ask a recruit: “Do you want to start next week or the first of the month?” instead of “When do you want to start?”

Increase the Urgency.

Close out the call with a sense of urgency, but not panic. Maintain integrity, of course, but subtle statements that let them know that there are other recruits waiting for one particular spot. By letting them come to these conclusions on their own about the timing, you are encouraging them to make the choice sooner rather than miss the opportunity.

Need help in finding those hot candidates and closing successful recruitment calls? Contact Olympic Staffing. We can do all of the recruitment pre-work and post-work for you in your efforts to build up the team of your dreams.

Training Temp Employees Helps Prevent Accidents

May 24th, 2016

Hiring temporary employees brings many plusses to the table, but sometimes it also brings the challenge of specific experience. Taking the time to correctly training your temp employees will ensure a smooth and safe transition. Here are some ways you can facilitate this training:

Cover company policies

 Safety policies are in place for a reason –  they help prevent accidents. Explain the company’s safety guidelines, time regulations, and skill set requirements. Clearly state rules, and then actively enforce compliance. When temp employees adhere to the policies, it lessens the accident risk for everyone.

Place priority on “training the team”

When you treat your temp employees as a vital part of the team and train them accordingly, they are more likely to display care, precision, and accuracy in their work.  Training temps and then giving them sufficient responsibilities is a great way to ensure they feel like part of the team.

Show and tell

Before your temp employees start working, conduct a walk-through of the work environment. During the “tour,” point out examples of safety hazards. This enables new temp employees to have a visual of what to look out for and be aware of as they perform their daily responsibilities.

You can reduce accidents in the workplace with proper training. Of course, it can be trickier to enforce the same safety policies with temp employees, but you can meet the challenge through education and risk avoidance. Contact Olympic Staffing today – we provide high-quality temp employees who are ready to adhere to safety standards.

 

Freelancers vs. Employees – Which One is Right for Your Business?

April 12th, 2016

When you’re in need of additional help with your business, it’s common to wonder whether you should hire freelancers or employees. Depending on your exact needs, that answer can vary drastically, so here are our tips to help you make the right choice.

The length of Work.

Typically, an employee is someone who is with a company for a prolonged amount of time, and a freelancer is with a company for a short amount of time. This aspect can vary, though, depending on the other factors. There have been circumstances where freelancers have held long-term relationships with companies but only have worked remotely or on a part-time basis.

Remote or Office.

Most of the time, freelancers have the option to work remotely whereas employees usually don’t. Because a lot of freelancers work part-time, there doesn’t need to be designated desk space for them to complete their job duties. This will also depend on whether the job needs to be completed with other people or can be done alone.

Full-Time or Part-Time.

If you need part-time help, you could either be in need of an employee or a freelancer. However, full-time help is almost always an employee as opposed to a freelancer, unless the duration is extremely short (a few weeks).

Job Duties.

There are some jobs that won’t be freelance because you simply will need someone at the office every day to get things done. However, there will be some jobs that won’t require that person to interact with anyone and maybe just do a few things on the computer. In this case, the former would be an employee and the latter would be a freelancer.

No matter which type of help you end up needing to hire, you can contact Olympic Staffing. We specialize in helping companies find the best freelancers or employees, in the office or out, for short-term or long-term availability.

How to Stand Out at Job Fairs as an Employer

March 29th, 2016

Job fairs can be a great way to recruit outstanding employees. You’re able to meet with multiple people at once and expedite the candidate vetting process. However, you will probably be joining multiple employers, so you’re going to need to stand out to have your first pick of candidates. Here’s how you can stand out at job fairs as an employer:

Have a Friendly Representative.

First impressions matter, so make sure you have a friendly representative greeting prospective candidates. A smile and a firm handshake go a long way, and your candidates will certainly remember that at the end of the day.

Give Take-Home Goodies.

With all the excitement surrounding a job fair, it’s common that the companies start to blend after a while. You can avoid this by giving your employee take-home goodies such as flyers or small gadgets so they can remember your company.

Ask the Candidate About Themselves.

A lot of the recruiters will be focusing on their companies as opposed to focusing on the candidates. You can stand out by asking the candidate about themselves as opposed to telling them about your company. If they’re a good fit, there’s always time to tell them more about the company later, but you will have left a positive impression on them.

Follow Up.

Many recruiters fail to follow up with prospective employees after a job fair because they either forget or get too busy with their everyday duties. Always follow up with potential recruits, or else the time you spent trying to “woo” them was essentially wasted. It’s always a good idea to follow up the day after a job fair so that you’re fresh in their minds.

If you’ve identified that you are in need of new staff or employees, contact Olympic Staffing. We can help you determine if attending job fair as a prospective employer – and which one – is a good recruiting tactic for your specific needs. Meanwhile, we can help you with the staffing process on our end so you are matched up with employees who can help get the job done.