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!

Eliminate Low Morale in the Workplace

June 26th, 2015

Eliminate Low Morale in the Workpalce

It happens in every work environment at one time or another. People walking around grumbling, not being very productive, missing work days, and having a general bad attitude about things. What are we talking about here? It’s low employee morale. It sneaks in like a virus, infecting one employee and then over a matter of a few days or weeks, takes hold of the entire workplace. Over time, low employee morale slows down the progress of the business, even to the point where customers and profits suffer.

What can be done to improve low employee morale? Today, we’ll be talking about ways to eliminate a negative workplace and how to restore one that is already dealing with this plague.

Get to the root cause of employee morale problems

One of the ways to find out what’s causing low employee morale is to listen to what employees are griping about. They generally do this in a number of ways, from social media posts and emails to nasty comments made in meetings. Conduct a workplace survey and ask employees confidentially what they like about the company and what they don’t like. Ask managers to start opening up the floor for conversations about workplace satisfaction. This effort will help you pinpoint any causes of upset.

Identify trouble employees who are spreading the disease

While you are listening to feedback from employees, some of your most vocal employees may need some extra attention because they are spreading negative ideas. Your management team can work with them to see what they are unhappy with. Come up with a solution to give them more of what they ask for and reduce the stressors that are causing problems. For example, an employee may be taking on too many work duties, so a temporary employee can be brought in to alleviate the stress on this person.

Give employees a reason to enjoy their work again

If you have poor employee morale, it could be time to update your pay for performance or incentive programs. PayScale advises that the number one reason employees become disengaged in their work and eventually leave their jobs is due to low compensation. Setting up a stronger compensation package, coupled with an incentive program that is tied to workplace performance and positive attitudes can be a way to boost morale.

Work on developing better leaders and managers

It’s been said many times before, but people become unhappy and leave jobs because of poor management. Your managers may seem to be doing a good job, but they could lack the training or insight that’s causing some employees to become disheartened. Provide ongoing training for your managers and help them focus on making the workplace more positive every day.

Make a renewed effort to clarify expectations

Employees often become confused about their jobs, what they are supposed to be doing, and how their work is connected to the objectives of the company. Make it a point to clarify these expectations often at staff meetings and company events. Let employees know how much you value them and the hard work they do every day on behalf of the company. Show them proof that their efforts are making a difference.

Davis Staffing features some of the best jobs in Chicago. Our team of recruiters will help you find the job that meets your needs and gives you a great opportunity to succeed. Contact us today!

Chicago Ranks High Nationally In Temporary Jobs

June 19th, 2015

Chicago Ranks Nationally in Temporary Jobs

There’s good news for the Chicago job market! Based on a recent workforce survey conducted by a major job board, Chicago ranks high on the list of metropolitan areas that are experiencing an explosion in the number of jobs available.  Temporary jobs are on the rise too, by as much as 12 percent during the last year. In 2015 to 2019, temp jobs are expected to grow at around 13 or higher percent in Chicago and other large cities where companies are moving in to create more jobs.

Chicago leads the way for new jobs

According to Staffing Talk, “Twenty metro areas have a concentration of temporary jobs that are greater than the 2 percent national growth.” Because it is a major manufacturing area, Chicago tops the list for a high concentration of temporary jobs. There is a 3.4 percent increase in demand in the Chicago and Naperville IL region for 2015. In fact, experts note that the demand for temporary workers will be two for every five people hired this coming year.

Top growing jobs in Chicago

The jobs with the most demand for temporary workers include those in healthcare, like nurses and home health aides. In the technology sector, hot temporary jobs include computer system analysts, software developers, and computer user support specialists. Manufacturing jobs in Chicago that top the list are machinists, maintenance mechanics, and other related laborers such as truck drivers and warehouse personnel. Administrative, customer service, and management jobs abound in the Chicago area as well.

Economic outlook for Chicago

Much of the Chicago area (similar to most of the country) is still rebounding from pre-recession conditions, but the job market is taking the lead with many part-time, full-time, and temp-to-perm careers available for hard-working people. The Chicago Tribune reports that retailers in this area expect high growth, which is a sign that consumer spending is up and that jobs are plentiful. When consumers have extra income, they are also looking for real estate, great education for their kids, and good healthcare – all factors that encourage economic growth in the Chicago area.

For access to the top part-time, full-time, flexible and temporary jobs in Chicago, connect with the recruitment professionals at Davis Staffing in the greater Chicago area. We are able to help with all of your employment needs, so contact our great team today to get started!

What You Need to Know about Predictable Scheduling

June 12th, 2015

What You Need to Know about Predictable SchedulingWhat kind of schedule does your workplace require? If you have been considering the idea of moving from a flexible schedule to a regular schedule that’s based on production needs, then you must learn something about predictable scheduling. Here is a rundown of what predictable scheduling is and advice on if this is a good option for your business.

Explaining predictable scheduling

First, the term predictable refers to a schedule that is explained or known in advance so there are no surprises for employees or for the management team. A predictable schedule, therefore, means that employees know week to week what hours they are expected to work and, in some cases, their project assignments. The other side of predictable scheduling is that the company makes an effort to minimize any potential changes to the schedules so that employees do not miss assigned work times or have their regular weekly hours altered.

Advantages of predictive scheduling

There are some key benefits to using predictable scheduling in the workplace, for both employers and the people who work for them, which include:

  • Better management and utilization of human capital resources because staffing planning takes place well in advance of actual project and seasonal peaks.
  • Employees are better able to manage their personal schedules and other responsibilities such as childcare and school age children’s schedules, transportation, attending school and working secondary jobs.
  • Improved employee morale, productivity and engagement because employees know what’s expected of them and what they need to accomplish during each shift.
  • Coverage is determined by the scope of work and the skills needed to complete tasks, to limit the number of overtime hours worked and productivity losses due to bored employees.
  • Reductions in employee tardiness and absenteeism as a general rule because they know in advance when to report to work and when to go home.

Choosing predictive scheduling or not?

While these are just a few of the many ways that predictive scheduling benefits all concerned,  how can you know this is right for your particular company or industry?

Predictive scheduling works best for companies who use hourly workers vs. salaried employees. Hourly workers are more apt to deal with fluctuating schedules in some industries that are dictated by seasonal peaks or production needs, so there needs to be some area for flexibility. The challenge is understanding if the organization regularly deals with large fluctuations in projects or market driven needs. Consider any potential safety needs as well.

It’s simple to set up a predictive schedule in any workplace. Talk with the employment and staffing specialists at Davis Staffing for more information and resources to help you make the most use of your people.

How to Effectively Use Mobile Recruiting

May 29th, 2015

This year, mobile recruitment became more important than ever before. Why? Because everyone and their grandmother is using a mobile device to get information and this includes candidates who are looking for great career opportunities. If you want to improve your recruitment strategy, then the use of mobile recruitment methods should be at the top of your priority list. Here’s some facts on mobile recruitment from Kelton Research: 

  • 50 percent of all people check their mobile phones at least 25 times per day
  • 55 percent of job seekers prefer to upload their resume to a career website
  • 70 percent of active candidates like to apply via mobile devices
  • 86 percent of active job seekers use their smartphone for a job search

If you want to attract top talent to your company, then you must know how to effectively use mobile recruitment. Here are some tips to get this right.

Set up a branded presence on a mobile-friendly career website

Establishing yourself and your recruitment agency means having a presence that helps you stand out from others on mobile networks. Make sure your career website is mobile friendly with the latest updates for adapting to a variety of mobile devices, and create content that’s simple with easy to find information.

Use social networks consistently to educate job seekers about career opportunities

Take your brand further by extending this effort to social networking. Add regular valuable content to professional networking platforms like your blog, LinkedIn, and other social networking avenues where your best candidates are likely to be found. Creating a presence on those outlets allows you to make a first impression to future job candidates.

Make it simple for candidates to find and apply for your open positions

Your online advertisements and career site are only as good as the ability for candidates to apply for them. Make sure this is a simple one-step process that allows job seekers to share their resume and contact information with your recruitment team. Don’t provide any reason for job candidates to not apply and go to another firm.

Stay connected with passive and active job seekers through mobile apps

Use mobile apps in a variety of ways to stay connected with the talent you want to reel in. Use recruitment apps to create introductory videos, add job postings, and search for talent online. Communicate and follow up promptly with candidates.

Get used to evaluating profiles rather than resumes and cover letters

Leave your “old school” recruitment methods at the door as you venture into mobile recruitment. Instead of spending your days hunting down resumes and critiquing them, spend time evaluating the profiles of candidates and see their merits clearer.

When you are ready to begin recruiting, you want to find a search firm that values mobile recruitment and has made a commitment to harnessing this powerful sourcing method.

For any of your recruiting and staffing needs, contact Davis Staffing today for jobs in Chicago!

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