6 Ways to Inspire Creativity at Work

August 27th, 2015

Six Ways to Inspire Creativity at Work

Occasionally, employees need a little extra push when it comes to being creative. There are some workers who can put together a creative project each and every time they are asked while there are some workers who have very little creativity. But, everyone needs some inspiration in order for creativity to flow freely.

No matter the situation in your office, a time will come when you need to inspire creativity at work. Here are six ways to make this happen.

Keep it Anonymous

Every workplace has employees who are outspoken and not shy when it comes to talking with management about their ideas. On the other side of the spectrum, that same workplace will have creative employees who are too shy to share what they create. To fix this issue, you can keep suggestions anonymous by providing a suggestion box. Do not make this the only way to share new ideas but presenting it as an option will provide an outlet for quieter employees.

Offer Rewards for Creativity

The next time you walk into a meeting and announce that a new product needs to be created, offer rewards for those who come up with the best ideas. This tactic helps weed out the poor suggestions and the ones made by employees who just make suggestions to show they are participating in the project.

Create Innovation Teams

Brainstorming is an excellent way to improve creativity in the office. You can take it one step further by creating innovation teams. Each team can be assigned various projects to complete by specific deadlines. Some employees might view this as deliberate, and not spontaneous, but they can be successful if handled properly.

Diversify Your Office

An excellent way to inspire creativity in the office is by diversifying it. When you have a group of like-minded people from similar backgrounds, you will continue to receive the same ideas. The more diverse your office is, the more likely that creativity will flow throughout all your employees.

Be Receptive to Ideas

Your company must support creativity in order for it to be inspired. Managers must be receptive to ideas brought forth by employees. Shooting down ideas on a regular basis will kill creativity. Do not let your employees be afraid to make mistakes. It is part of the process when being creative.

Create a Positive Environment

In some cases when the office setting is very serious, creativity can be hindered. If this environment exists in your company, it is time to create a more positive environment for your employees. Employees who feel relaxed will develop more creative ideas, which helps the company on a long-term scale.

Featuring Great Chicago Careers

At Davis Staffing, we strive to provide excellence in service with personalized attention and gainful employment opportunities to our employees. Contact our great team of recruiters today to work with one of the top Chicago staffing firms.

How a Staffing Firm Will Help You Find a Manufacturing Job

August 21st, 2015

How a Staffing Firm Will Help You Find a Manufacturing Job

Finding a new job is a difficult task, even for the employee with years of career experience. To go out and look for a manufacturing job – whether you are right out of school, unemployed, or looking to switch jobs – can be difficult for everyone. Pairing with a staffing firm makes perfect sense the next time you want to find a manufacturing job. Here, we will discuss five reasons why working with a staffing firm to find a manufacturing job is a good idea.

Staffing Firms Want Both Parties to Win

The goal of a staffing firm is to please both an employer and a job seeker. Staffing firms are hired by companies to source and hire top talent for their open jobs, while job seekers go to staffing firms to be placed in some of the best jobs in the area. The staffing firm makes money when a candidate gets placed, so it wants to make both parties pleased.

Staffing Firms Help You Prepare

Since staffing firms are working on behalf of employers, they will do everything possible to help prepare job seekers for job interviews with those companies. They will help you put together your cover letter, resume and even complete job applications. Staffing firms will also help seekers prepare for interviews by reviewing tough questions, how to be professional and background information about the company.

Staffing Firms Know the Good Jobs

If you are having trouble finding the best manufacturing jobs in your region, look no further than a staffing firm to end that search. Staffing firms know about the good jobs because the companies they work for send openings that have immediate needs. Using a staffing firm allows you to find and apply for higher-level jobs while not using your valuable time applying and interviewing for entry-level jobs.

Your Success Is a Staffing Firm’s Victory

When you are recommended by a staffing firm for a manufacturing job, and you are hired by the company, it is a victory for the staffing firm. By recommending a candidate who turns out to be a good hire, the staffing firm can leverage this success when signing clients to future contracts. They will also be able to use these success stories as part of data they show potential job seekers. A staffing firm wants employees to look as good as possible to employers. A bad candidate will reflect poorly on the staffing firm, which is bad for business.

At Davis Staffing, we strive to provide excellence in service with personalized attention and gainful employment opportunities to our employees. Contact our great team today on finding careers in Chicago.

Safety Starts at the Top of the Organization

August 14th, 2015

Safety Starts at the Top of the Organization

Safety in the workplace should always be at the top of the list of business priorities. In fact, it is a legal obligation to provide a safe environment for employees and others who step foot on your company property. According to a survey from the Occupational Safety and Health Administration (OSHA) and the U.S. Department of Labor, there were 4,585 fatal work injuries in just 2013 alone. This is about 12 employees a day who are killed just performing the duties of their jobs.

The focus on safety must start at the top of an organization because it takes a strong management team to ensure that everyone has the opportunity to work in a safe work environment. Here are some guidelines for supporting safety at work from the top down.

Have clear workplace safety policies and procedures

Every workplace should have a central safety communication center, where hazardous materials and chemical information are stored, and important procedural data is readily available to managers and employees. Have a clearly written safety communication policy in the employee handbook and make sure all employees sign off on this. Managers should have regular safety meetings with staffers to ensure compliance and reporting happens before someone gets hurt.

Include business leaders as stewards of safety teams

Tap into the expertise of the leadership team by including them to participate in safety measures at the company. Make them the stewards of this mission by encouraging them to protect the lives of employees as much as they protect other business assets, such as the equipment and inventory. The best leaders are those who step up and take command of the safety matters that affect working people.

Keep listening and engagement as an ongoing effort

While managers need to be on top of safety measures in the workplace, they also need to be accessible enough so that employees can promptly report safety risks that can prevent loss of life and property. Make it simple for employees to report things and have an active ear listening to any concerns and complaints from employees and floor managers. Accidents can happen but being aware and listening will help management be proactive in addressing safety issues.

Make safety training a priority

As company leaders, it’s possible to make safety one of the key values of the company through continual training. From the moment employees begin work to the end of the day, ensure that safety training and equipment is provided to all. Have regular training sessions to refresh current employees on things like lifting, use of safety equipment, material handling, personal safety, and other issues that are common in the workplace.

If you make safety a topic that comes from the top down, employees will be more willing to follow the rules and report safety risks to their managers before someone is seriously injured or killed.

Whatever challenges you face, Davis Staffing has the experience and flexibility to help you overcome them. Contact our great team to work with one of the top staffing agencies in Chicago!

What’s The Timeline For A Post-Interview Follow-up?

August 7th, 2015

What's the Timeline for a Post-Interview Followup

You’ve been eagerly anticipating the job interview for weeks and now it’s over. You think things went well, but the waiting game begins. For many job seekers, this is the most painful part of the process. And it’s fairly awkward too, especially if you don’t know how and when to follow up with the recruiter on the status.

It’s natural to wonder what the next steps should be for a post-interview follow up. Here is a timeline to help for checking back in with tactfulness, but being proactive at the same time.

The Next Day

Take the time to write a thank-you note to the person (or people) you interviewed with. You can purchase a professional-looking thank-you card and jot your note inside. Keep it brief, personal, and to the point. Be sure to thank them for taking the time to meet with you to discuss the job opportunity and invite them to contact you if they have further questions or need more information. Leave your name and phone number inside. Address it to the person you met with, and drop it in the mail promptly.

One Week After the Interview

Allowing enough time for the hiring manager to check your professional references, verify your work and educational history, and evaluate you against other candidates is important. Generally, a week is enough. This is a good time to send a quick email to check on the status of the hiring process. Make it a point to offer any additional information the hiring manager needs or to track down your references if anyone is taking too long to respond.

Two Weeks After the Interview

By now, the hiring manager should have gathered all the necessary information at this stage. Now is a good time to pick up the phone and check in with the hiring manager to find out the next steps. Be polite and remind the hiring manager who you are based on something unique at the interview. You want them to have a positive impression of you. Respect their time and if they seemed rushed, let them know you will follow up in a few days.

Three Weeks After the Interview

Checking in now requires a phone call. If you don’t connect, send an email right afterwards to invite the hiring manager to get in touch with you at their convenience. You may be asked to come in for a second interview, or you may be advised that the company has not made a decision or may have cancelled the job need at this time. Be patient and remember that all good things come to those candidates who are professional.

Following up after an interview is a bit tedious, but worth the effort because it sets you apart from other candidates who don’t demonstrate interest. While you are following up, be sure to keep applying for jobs and interviewing elsewhere. Take a temporary assignment while you are seeking an answer from a company you want to work for. You may end up getting a great temp assignment that turns into a full-time, rewarding career.

Davis Staffing possesses those great Chicago jobs, whether they are full time or temporary. We have more than 40 years of experience who will provide service beyond your expectations. Contact our great team today!

3 Ways to Develop Your Own Employees and Watch Them Prosper

July 29th, 2015

Develop Your Own Employees and Watch Them Prosper

If you want your business to prosper, then you must take the time to invest in your employees. Why? Good people are hard to find, and loyal employees are even rarer, so the more you invest in the learning and developing of your teams, the more they will give back to your business. While you can do a fair amount of hiring too, giving your employees a fair chance at being their best on the job is worth the time and effort.

The benefits to the company as a result of investing in employees are:

  • More engaged employees
  • Improved team work
  • Increased ability to compete
  • Higher employee retention
  • Loyal employees going the extra mile

Employees who see their companies investing resources to help their careers will appreciate those investments. That behavior shows the company values its employees and wants them to succeed.

Here are some ways to develop your own employees and watch them prosper, while your business bottom line is improved too.

Use Onboarding Programs for all New Hires and Temporary Workers

Bring people on the right way with structured onboarding programs for all the new employees you hire and all temporary employees. Studies have shown that onboarding increases retention and performance by as much as 60 percent over those employees who have not had this experience. Your employees will prosper because they know how to produce and perform. The beginning of their time with the company won’t be trying to learn everything on their own.

Create On-site Learning and Development Programs for Employees

Your employees come with many skills that they’ve earned in previous jobs, but if you really want efforts to be focused on your company goals, the addition of on-site learning programs makes the best sense. Hire educators to work with groups of employees to learn new concepts and skills. Support advanced education to help employees grow in their careers so they can prosper. Those smaller investments in your current employees will be less than the time and money needed to make a new hire.

Develop a Succession Plan to Help Employees Earn More

If you really want to get the most return on investment for your employee development programs, then a succession plan is a must. Plan who you will move up into mid-level and management positions, and when you will need to hire replacements at entry-level roles. Temporary staffers can be added to fulfill this need. Your promoted employees will be ready to give back to the organization through their new assignments and increased salary level.

 

Whatever challenges you face, Davis Staffing has the experience and flexibility to help you overcome them. Contact our great team today to work with one of the top staffing agencies in Chicago.

See What Changes Are Happening In Steel Factories

July 23rd, 2015

See What Changes Are Happening in Steel FactoriesSteel factories do not run the way they used to. In fact, they have changed quite a bit over the past decade. Take, for example, the ArcelorMittal in Burns Harbor, Indiana on Lake Michigan. The company operates a program known as the Steelworker for the Future program. This program enrolls people who want to work in the steel mills and trains them so they have the knowledge and the skills necessary to work in the mills.

This week, we will discuss the various changes that are occurring in steel factories across the country.

Required Skill-Set Expansive Today

The required skill-set for people who want to work in steel mills is quite expansive today. In fact, the skills required to work in steel mills have become so in-depth that a host of educational programs have been created across the country. Those programs can be found in unions, trade schools, high schools, colleges and community colleges. These skills were not required until recently, at least within the last 30 years.

Those seeking work in steel mills need to be well-versed in automation, mathematics, science and engineering in order to have a successful career. They must also learn the new automation and technologies to mix, melt and pour steel. The Steelworker for the Future program requires students to hold a 2.8 GPA in order to obtain a paid internship with ArcelorMittal. As the students continue to study and work, they are brought in for additional interviews, assessment testing and some hiring qualifications.

Partnerships in Five States

The Steelworker for the Future program run by ArcelorMittal operates partnerships with 10 colleges in five states. The partnerships are located close to the company’s plant in the suburbs of Chicago and in areas around Northwest Indiana. Some of the colleges partnering with the company include the Ivy Tech Community College campuses in East Chicago, Valparaiso, and Gary; Prairie State College in Chicago Heights; Moraine Valley Community College in Palos Hills and Lorain County Community College in Elyria. The program is also available at Delaware County Community College in Pennsylvania and two Penn State campuses in Harrisburg and York.

Employment Opportunities Abound from the Program

Students who successfully complete their schooling and two internships could be in line for jobs with ArcelorMittal. According to the company, 93 percent of students who pass the hiring requirements and graduate from the program accept the offer of employment, which is full-time, with the company. One of the most intriguing parts of the program is the fact that by the third year of full-time employment after the program, employees will typically be making $90,000 per year for their salary.

The bottom line here is that the steel industry in the United States has changed drastically over the last 30 years. If you are looking for a new career, consider working in steel.

A Passive Candidate Might Be the Best Job Candidate

July 16th, 2015

A Passive Candidate Might Be the Best Job Candidate
Looking for new employees? If you are like many hiring managers then your first step is researching resume databases to try to find someone suitable. This is a long and often frustrating process filled with disappointments. Candidate pools are filled to the brim with candidates who don’t have the skills or the experience needed to get the job done. Bad hires happen more often with these types of candidates.

Instead of hiring a “warm body,” why not take the time to find an outstanding candidate from those who are not actively searching for a new job, but whom may be open to a better opportunity? We’re talking about passive candidates here. Find out how a passive candidate may be your ticket to success in recruitment.

Passive candidates have a solid career track record

When considering the value of passive candidates look at their career history, and you will see it almost immediately. They tend to stay in their jobs for longer periods of time, are focused on developing all their talents in a meaningful career, and they have solid references.

Passive candidates have current working knowledge

Many passive candidates have taken specialized training to get where they are. Therefore, your company can benefit from this because they have current industry and technology knowledge. Choose candidates who are actively pursuing advanced degrees, certificates, or whom have the knowledge your company needs to go after better projects.

Passive candidates help elevate your current team

The idea of hiring a passive candidate is to select someone who is a leader in their chosen industry. When you find such a candidate, and convince them to work for your company, it raises up the entire team because this is someone who comes from a strong background and can lead others. Whenever you can add talented employees, it will benefit your entire organization.

Passive candidates care deeply about the culture

One of the reasons that passive candidates can make better employees is because they care less about having a job and more about making a difference. An Undercover Recruiter study found that passive talent is 120 percent more likely to want to make a positive impact and 56 percent more likely to seek out a corporate culture that they feel they fit in. These candidates don’t switch jobs without careful consideration, so they want to ensure it’s a great fit and do their part to help with the culture.

Passive candidates may need more time to start, but this can be an advantage

Something that may deter companies from hiring a passive candidate is the fact that they may not be able to start right away. However, this can be a positive thing because it gives the company time to design a job that’s perfect for the candidate while accommodating their need for a few weeks to transition from a former job. This type of situation can be ideal when succession planning.

If you are looking for great candidates to add to your company this year, be sure to reach out to our expert recruitment team at Davis Staffing for support. We are one of the best staffing agencies in Chicago and are ready to help you today!

Change It Up To Light a Spark

July 10th, 2015

Change It Up to Light a Spark
Do you often approach the work day with apathy because it’s become dull? Is your work environment so ugly that you cannot bear to face another day there? Maybe it’s time to change it up! Whether you think so or not, your attitude about your job matters the most.

A job that becomes boring or a work environment that leaves you wanting something more can be signs that you need to take steps to make it better. While you cannot change everything you dislike about your job, there are some things that you can change to make it more appealing. Here are some ways to take your job by the horns and improve your outlook.

Change the environment

Whether you work in a cubicle, on the road, or have a simple workstation, there are ways to make your work environment more appealing. Start with removing clutter from your work area as much as possible by putting things into drawers, folders, or obtaining a low-cost organizing system. Next, improve the lighting of your work area with a small lamp that gives off soft lighting, or ask your safety manager to install overhead lights that are less glaring on computer screens. Then add some personal touches, like some pictures of people and things that inspire you, a few houseplants, and even a pillow for your chair.

Ask for new duties

Oftentimes, management may know about opportunities to work in new assignments or on new projects. Unless you speak up and ask for a new assignment or project, you may not know about it. Let your boss know you enjoy working for the company and want to expand your horizons, then come up with a plan to take on new things that will once again get your juices flowing.

Establish an improved personal brand

A big part of developing a solid reputation at work and bringing that spark back is to create a personal brand. This is what you are best known for. Let people know about your special talents, hobbies, and interests. Participate in activities at work that bring these things out. Brand your social media accounts, your office space, and your computer desktop. Be an expert at something, and you will soon gain the respect and admiration of your peers.

Learn something new

Add to your work experience by choosing an area of your job that you really enjoy. Grow this passion by taking some low-cost online classes or by attending some community education at a local college. Let your boss know you are taking steps to enhance your learning in a particular area of the business or industry, then ask for new projects or responsibilities in this area once you have built your confidence.

Try a new assignment

You could also change things up a little by taking some time off from your present job and taking on some paid temporary assignments. If you are considering switching jobs, this can be a great way to try a new job without the full on commitment. How can you do this? You can ask your boss for more flexible hours so you can take on a side job, or you can ask for a brief leave for a few months to try your hand at a new job.

These are just a few ways to make your work life better and change things up so you can shake the boredom of your present job. Be creative and be proactive, focused on being a better person and a better employee for the ultimate results.

As one of the top staffing agencies in Chicago, Davis Staffing presents a number of opportunities for anyone looking for a change in their employment. Contact our great team of recruiters today to get started!

Employees of the Month – May 2015

July 9th, 2015

These employees have been recognized by our clients for outstanding performance, production, attendance, housekeeping, and quality.

Michael Rodriguez
MICHAEL RODRIGUEZ photo
  • Davis employee since February 2015
  • Began assignment at client in February 2015
  • Commute to assignment: 16 minutes
  • Hobby: Basketball
  • Michael’s statement:
    • “Hard work and dedication always pays off. You get what you give, so give it your best.”
  • Feedback from Davis co-worker:
    • “Congratulations Michael! I think this program gives employees a feeling that people care and keeps them on top of their job.” – Lueberta E.

 

 Sheniqua Drake
SHENIQUA DRAKE photo
  • Davis employee since April 2015
  • Began assignment at client in April 2015
  • Commute to assignment: 9 minutes
  • Hobby: Singing
  • Sheniqua’s statement:
    • “Thank you Davis Staffing and [client] for giving me this great opportunity!”
  • Feedback from Davis co-worker:
    • “Great work Sheniqua! Thank you Davis for recognizing our hard working employees.”  – Karen M.

 

Briana Carroll
BRIANA CARROLL photo
  • Davis employee since May 2015
  • Began assignment at client in May 2015
  • Commute to assignment: 17 minutes
  • Hobby: Writing and Poetry
  • Briana’s statement:
    • I want to thank Davis Staffing and [client] for giving me the opportunity to work around positive people and giving me the chance to prove that I can do ANY type of work I put my mind to.”
  • Feedback from Davis co-worker:
    • Great job Briana!” – Derrick R.

 

Ashley Lucas
ASHLEY LUCAS photo
  • Davis employee since March 2014
  • Began assignment at client on February 2015
  • Commute to assignment: 18 minutes
  • Hobby: Bowling
  • Ashley’s statement:
    • “Thank you for recognizing my hard work and effort!”
  • Feedback from Davis co-worker:
    •  “Good job Ashley. I think this is a great [Employee of the Month] program.”  – Christina F.

What to Bring to a Job Interview

June 30th, 2015

What to Bring to the Job InterviewGetting the interview is just the first step in landing the job. By preparing for the questions you may be asked and bringing these important things, you can increase your chances of impressing the interviewer and getting the offer.

Copies of your resume. Even though pretty much everything is done by computer these days, hiring managers often still want to see a hard copy at the interview. Bring a few in case there is more than one interviewer. Also bring a list of past employment dates, supervisors, and education in case you are asked to fill out a job application.

Notebook and pen. You may not need to take any notes and the interviewer may be happy to supply you with a pen, but it’s better to be prepared just in case. You can write down contact information so that you can send thank you notes after the interview.

Simple bag or padfolio. You’ll want to keep your resumes clean and flat, and you may need a place to store any other paper or items the interviewer may provide. But don’t carry both a briefcase and a purse. You’ll look disorganized.

Shoes you can walk in. If your interviewer wants to take you on a tour of the building or if there is a long walk to the interview room, you don’t want to hobble along in heels or limp in dress shoes that pinch. If you buy new shoes for the interview, take them for a test drive well in advance.

Questions for the interviewer. A job interview is a two-way conversation. The interviewer is assessing you for employment, but you also need to find out if you are interested in working there. Some typical questions you may ask include asking why the position is vacant and what would make someone successful in the role. Don’t ask, “Hey what do you guys do here?” You should have done plenty of research ahead of time that would answer that question.

Current references. You may not be asked for them, but bring a list of at least three professional references just in case. Be sure to include their contact information.

Identification. You may not need ID until the employer makes an offer, but it doesn’t hurt to have it handy. Typically, employers like to see a driver’s license and social security card.

Lastly, check your notes or email for anything the interviewer asked you to bring. Going into your interview well-prepared will impress the employer and give you a boost of confidence. Be sure to read through the many helpful career articles for job seekers here at Davis Staffing, a leading Chicago IL Temp Agency. Contact us today. We’re here to help you!

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