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.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5 Top Trends Employers Should Be Noticing

March 27th, 2018

Never Forget It’s a Gig Economy

There are some advantages – You can hire according to project rather than fulltime, access talent across the nation and globally, and often bypass the insurance/benefits/taxes package, but there are also challenges.

  • There is increased ambiguity in the workplace and maintaining a consistent culture identity is difficult.
  • Creating a teamwork atmosphere with a blend of permanent staff and contract staff can be rocky.
  • Remote employees – means a high level of communication technology.
  • On-the-job training is tricky.

Catering to Candidates Matters

From tweaking a candidate’s attention to engaging dialogue to signing the dotted line on a contract, talent is in control. If you want to attract and retain, it’s time to:

  • Communicate clearly and in all formats – especially mobile
  • Build your company brand
  • Adjust hiring criteria – focus more on behavior, skills, and experience; and less on specific degree requirements.

Offer Flexibility to Enhance Work-Life Balance

One thing Baby Boomers, Millennials, and Gen Z have in common is a desire for flexibility in the workplace. If you want to build a pipeline of talent, it’s time to bend. According to a recent post on The Balance,

“Flexible managers treat employees as individuals and make an effort to accommodate personal styles and needs. They provide workers with greater latitude about the way they accomplish goals. They assess the needs of employees and provide feedback, guidance, and recognition individually to optimize performance.”

Create a Health and Wellness Work Culture.

Wellness programs in the workplace are high in demand – in small and medium-sized companies as well as large corporations. It’s no longer a “perk” but rather an essential part of the company benefits program. They provide employees with incentives, tools, support, and strategies for making healthy lifestyle choices.

The truth is – wellness programs benefit the employer as much as the employee.  Successful wellness programs not only improve employee health behaviors, they also reduce healthcare costs, improve productivity while decreasing absenteeism and sustain company morale. It’s a win/win.

Focus On Closing the Gender Gap – Especially in IT.

Of course, creating an environment that encourages diversity in multiple ways is critical, but a primary focus for 2018 is closing the gender gap. Employers who implement hiring policies and benefits packages that remove the typical obstacles women face will increase their talent pool

American women earn just 75-80 cents for every dollar that men earn and fill less than 15% of Fortune 500 boardroom seats. To address this gender imbalance, it is imperative that organizations create environments that encourage diversity at all levels. Focus on building a business attracts both genders by:

  • Implementing non-discriminatory hiring policies and benefits packages.
  • Removing obstacles that women face on the job.
  • Fostering a culture of care and confidence in which women can excel
  • Creating a flat structure where ideas from men and women alike are accepted and valued.

Olympic Staffing has your back. As your strategic partner, we do more than fill positions – we craft solutions designed to increase your productivity and profitability. Olympic Staffing Services maintains an extensive network of vetted, tested, and trained professionals. We work to identify your needs and then find the individual best suited to fit those needs. Contact us today.

 

Your Company & Diversity

January 23rd, 2018

Every company says they support diversity, but how many are taking specific steps to make it happen. Are you? Let’s talk about how – but first, let’s share a little light on why you need diversity in your company.

Companies who encourage diversity – hiring based on skills, experience, personality, rather than gender, ethnicity, or lifestyle – reap in multiple ways.

  • A broader base of talent encourages more open-minded learning, which in turn, means increased innovation and effective decision-making.
  • Expanded recruiting opportunities, including improved attraction and retention rates, and broader talent pool, which turns into more productive, smarter teams. In other words, you now have a definite competitive edge when it comes to hiring.
  • Strong employee relationships and improved company culture, all which leads to increased company attractiveness and employee loyalty.
  • An increased market reach – due to your expanded awareness of trends for varying demographics, which means happier, more satisfied customers who keep coming back.
  • An improved and notable reputation with both employees and colleagues, as well as clients.
  • Improved bottom line – all of the above means a growing, healthy, and stable bottom line.

Ok – there’s a packet of reasons to build diversity, but how do you make it happen?

  • Be intentional about breaking stereotyping. You may think you don’t have a bias or preconceived ideas, but when we dig beneath the surface, most of us do – we have to choose to change our thought patterns.
  • Build a diverse network. Connecting with different organizations, and attending various conferences will connect you to a broader spectrum of talent.
  • Change your tactics when recruiting. Focus on top talent in skills – both hard and soft, experience, cultural vibes – rather than gender, ethnicity, lifestyle choices, etc. It will not only bring diversity into your company; it will give you the competitive edge of a more in-depth talent pool. Ideally, your work team should represent the full diversity of your customer base.
  • Start a pattern of not only accepting diversity but embracing it. Start at the top – what management does is much more influential than what management When you create a diverse team for a company project, encourage feedback and lively exchanges of ideas, promote by merit, express appreciation for every job well done, your employees will soon pick up on the idea that everyone has value and potential. And if someone doesn’t – it’s time for some private dialogue and laying out of your expectations. Don’t let a few ruin the whole.
  • Present opportunities for employees to express themselves.The best way to encourage innovation and fresh ideas is to provide a safe atmosphere for sharing. Respect differing viewpoints and promote a healthy exchange of perspectives. Foster group problem-solving.

Of course, there are more ideas afloat on how to build diversity, but the critical key is simple – do it!

Looking for help in building a diverse workforce? Contact our team at Olympic Staffing. We do more than fill positions. As your strategic partner, we craft solutions designed to increase your productivity and profitability. Contact us today.

Personality Traits that Impress Employers  

January 16th, 2018

Getting a job and keeping a job isn’t just about your skills and experience – even in a healthy market. Prospective employers dig deeper – yes, they want the skills and experience, but they are also looking for personality traits that will help their business grow. Do you have what it takes?

Professionalism

Professionalism is a pillar to success in the workforce. Employers are looking for candidates who present themselves professionally in every way. They know how to dress appropriately for the position. They can be depended on to do their work well and on time. They have mastered the art of communication – connecting with others, treating everyone with respect, abstaining from foul language, etc. Professionalism includes keeping the company’s reputation in mind when interacting with customers.  And one more thing – don’t throw professionalism away when it comes to social media.

 Interpersonal Skills

The ability to be a team player who can work well with diverse groups of people in a variety of situations. Being someone who can be counted on not only keep the peace but also to understand the art and value of a healthy debate – and the time and place.

Self-Motivation

Do we have to say more? Can you be counted on to get up and get there – on time – every day. Do you fulfill your job plus a little? Can you perceive what needs to be accomplished and do it? Yes, being able to receive instruction and willing to follow orders is critical, but so is being an initiator – someone the boss can depend on to keep going on their own, solving problems as they arise.

Flexibility

Everybody wants flexibility – they want the freedom to balance their work against their lifestyle, family, and other commitments, but your employer wants flexibility too. Change is a constant – they need employees who can bend in the wind when problems arise, change direction when necessary, and even fill a different role than their job description defines.

Aptitude and Desire for Learning

Employers want, and need, staff members who don’t remain happy with status quo but are consistently learning and growing, developing themselves professionally.

 Confidence

Do you have the confidence you need to do the work? If there’s a glitch, do you dig in and find the problem, consider your options, and present a solution, confident that you can complete the project?

Teachable and able to teach

Are you willing to learn from others, to receive instruction – including from someone younger? Are you ready to be mentored and coached when necessary? On the other hand, can you step in and teach/mentor someone else. Can you help them land on their feet in a new role?

Bring your winning personality traits to Olympic Staffing. Together we create a strategy that leverages your career goals, education, work experience, and yes your winning personality. We work with a variety of companies and industries to maximize your exposure and opportunities. Helping you achieve your career goals is our priority. Contact us today.

5 Ways to Motivate Your Sales Team

October 10th, 2017

It’s no secret that sales successes are entirely dependent on how excited your sales team is to go out and make those sales. Day in and day out, it can get tiring just making calls all day – especially if none of the sales prospects are delivering. Here are 5 great ways to motivate your sales team.

Provide a Threshold.

Thresholds are great in sales because they give your salespeople a tangible goal. When you sell and don’t have goals, it can get a little aimless because you know your goal is just to always sell “more” as opposed to striving toward something attainable.

Raise Their Commission.

The more money your sales team can make, the more they will be motivated to sell. A great way for you to facilitate this is to raise the commission they make, even by 5%, so they feel like their efforts are going further.

Create “Extra” Perks.

Instead of just incentivizing them with money, you could create a series of “extra” perks such as trips that can be earned on top of money. If salespeople see that their peers are also going on these trips, it will motivate them that much harder.

Have Networking as Part of Their Sales Strategy.

Let your sales people get out on the town so they can meet potential sales partners. It’s not good to only have people cooped up inside making sales calls, and they will appreciate the change of pace.

Let Them Suggest Their Leads.

Giving your sales staff the opportunity to create their leads is a great motivator. In fact, anytime you give increased responsibility – with the corresponding authority, it can make a notable difference.

If you’re looking for a new employee, contact Olympic Staffing. We can help you find an employee in sales or any department, who is perfect for your company culture and who will be a good fit for your fellow employees.

How to Talk Yourself Up – but Still Be Humble

October 3rd, 2017

If you’re at the point in your career where you want a promotion or would like to have more of an impact, you may need to talk yourself up a little bit so that you can earn recognition for the work you’re doing. However, you still need to stay humble, which can be a little bit of a delicate balance. Here’s how to talk yourself up but still be humble.

Start with a Tangible Work Example.

If you want to give yourself a little bit of credit or attention without feeling like you’re bragging, try bringing up a tangible work example in which you had an instrumental part. Bring up the work issue that was presented, how it was solved, and what role you played in it. This will help plant the seed of you being a resourceful and productive employee.

Give Colleague References.

If you’re looking for more ways to bring attention to yourself in a humble manner, you could always give colleagues specific references in which you’ve done so. This is similar to giving a tangible work example, but in this instance, you are prompting colleagues to respond to actual instances in which you may have affected their particular result or outcome at work. When you do this, it is likely that your colleagues will step up to bat for you when surrounded by your superiors, which will end up giving you more credibility while remaining humble.

End with Constructive Feedback or Suggestions.

One of the best ways to showcase your knowledge or skill with your job is to give out constructive feedback. When people see that you know what you’re talking about, they will be more likely to consider you an expert in your field and will readily listen to you.

If you’re looking for a new job, contact Olympic Staffing. We can help you find a new job that is a good fit for your skills, education level, and current job goals. Our network is deep and wide – let us help you.


 

Should You Develop a “Side Hustle?”

September 26th, 2017

If you’re currently working a 9-5 job but aren’t earning as much money as you would like, it may be tempting to want to develop a “side hustle.” There are a lot of positive aspects associated with having a side hustle, but there can also be some negative aspects. Here’s what you should take into account when you’re making your decision.

Will It Detract from Your Main Job?

Some “side hustles” are so time-consuming that they could start to affect your progress and position at your main job. Before you jump into any side gig, make an effort to understand the time and commitment that is necessary for you to succeed with it.

Do You Have Skills You Can Monetize?

The denotation of a “side gig” means that it’s something that can bring in extra income and help pay the bills. Before you decide to move forward, carefully evaluate whether or not you have any skills that you could monetize.  If not, is there an area of interest in which you can build your skills?

Will It Make You Happy?

The biggest factor you should take into consideration is whether or not having a side hustle will make you happy. Money is not the whole picture. If adding a side hustle will bring more stress and tension, is it worth it? On the other hand, if your side hustle is something you already do and enjoy without getting paid, then why not turn it into a side hustle so you can make some extra money!

If you’re looking for a new job but are having a hard time finding one, contact Olympic Staffing. We can help you find a job that is a good fit for your current skills – whether or not you add a side hustle.

 

 

How to Ensure Your Employees Have Work-Life Balance

September 19th, 2017

As an employer, it can be easy to let overload happen – especially when employees are working on a time-sensitive task that needs to be completed quickly. However, it’s your job to make sure that they have good work-life balance so that they are ultimately more rested and can be more present at their job. Here’s how to ensure your employees have work-life balance.

Let Them Go at a Reasonable Hour.

Don’t keep your employees in the office just for the sake of keeping them. If your employees have been working hard all day and have finished their tasks, consider a “surprise” early dismissal. They will likely appreciate the effort and will be that much more likely to work harder for you in a time of need if they remember how considerate you are of their time.

Try to Send E-Mails During Work Hours.

Don’t be the inconsiderate boss who sends e-mails after work hours. If you have something important to say to your employees and you don’t want to forget, try scheduling the send time of your email. (Simply writing a note to yourself can work too). Even if you tell your employees that they don’t need to respond until work hours, sending it on downtime will direct their thoughts to work when they should be relaxing and de-stressing.

Encourage Vacation Days.

Don’t punish your employees for taking vacation days. You should have an open policy about how many vacation days they get, as well as when they get them. If an employee requests a vacation day, make sure to do everything you can to lighten their workload before and after their vacation so they can take that time to relax while they’re gone.

If you’re looking to hire new employees, contact Olympic Staffing. We will be able to help you hire employees who fit seamlessly into your company culture and will be receptive to having a work-life balance.

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.

Preparing Now for the Holiday Rush

September 5th, 2017

Yes, it’s already September and less than 90 days until Black Friday and then the holidays. If you want to avoid production delays and extra holiday stress, it’s a good idea to prepare now for staff shortages.

Make a Plan – Create a Calendar

  • How many days – if any – do you close for Thanksgiving and Christmas?
  • Do you experience an increase in orders over the holidays?
  • Christmas Eve and New Year’s Eve both fall on Sunday this year. How does that affect your company-wide time off days?
  • Will you set a limit on how many employees can take vacation days between Thanksgiving and the end of the year?

Making your decisions now helps you make the best decisions for your company.

What about Inventory

Do you have sufficient supplies for additional orders? It is never a good idea to wait until the last minute. Be proactive and stock up now – before the holiday shipping delays cause problems.

Consider Temp Staffing

Bringing in extra staff now and training them will make a significant difference, saving you time, money, and stress. When extra orders, holiday vacations, etc. hit, you won’t have to worry about excessive overtime costs or loss of production – your temp support will be firmly in place.

Planning now for the last six weeks of the year will help your company avoid hitting the panic button. Call Olympic Staffing. Our temporary staffing provides you with extra staff when you need it – without increasing your permanent headcount.