Keeping the Workplace Fresh: How to Reduce Turn-over in Young Employees

September 29th, 2011


Is your company noticing a higher than average rate of young employees leaving for other opportunities? The newest generation of workers, known as the “Millennials” is a challenging group of workers who have an entirely different set of work interests and abilities. It is true that this younger group of employees does require a different way of HR management, in order to reduce turnover and tap into the unique abilities they bring to the table.

Read on to learn more about keeping youthful employees happy and productive on the job.

Maintain a fun work environment. All employees love to combine fun with work, especially youthful employees. In order to appeal to the interests of today’s younger workers, provide a casual work environment that includes a multitude of fun activities.  Focus on team activities that put young workers in touch with more seasoned employees to inspire them to succeed. Develop friendly competitions to get younger employees excited about the work they so and to give them opportunities to shine.

Use attractive incentives. Employee incentives for younger workers need to be geared towards their unique needs. Many well-meaning incentive plans do not address single people in entry level and short-term assignments, but rather on more established employees. Be sure to give young employees a reason to feel motivated with employee incentives like gift cards, paid days off, volunteer rewards, and free meals.

Provide frequent feedback. Younger employees often seek out positive reinforcement from immediate supervisors and other more seasoned workers. Encourage workers to form casual mentoring relationships that include plenty of positive feedback on a regular basis. Additionally, give younger employees opportunities to earn certificates of achievement to show off their new skills.

Create healthy stimuli. Today’s generation of young workers demand work environments that include healthy activities on and off the job. Think about adding a fitness center, an entertainment room, or a wellness area where employees can gain access to healthy meals and beverages anytime. Younger workers will hang out more often and become engaged in the work environment when offered these fringe benefits.

Want more tips for improving your workplace productivity and reduce turnover? Be sure review the expert advice found on Davis Staffing.

Why Didn’t You Hire Me? How To Answer Questions From Rejected Candidates

September 23rd, 2011


In the hiring process there is often a gap in the expectations of applicants and the hiring manager. The authority seeking to fill a position is generally inundated with an overwhelming number of applications and resumes.  The goal is to find the most qualified candidate in the least amount of time since an unfilled position may mean less workplace productivity.

However, most applicants do not see the big picture, instead taking a self-centered stance. Candidates may think they are exactly what the company needs without realizing the number of competitors for the position. Applicants who are rejected may inquire why? Responding to these individuals requires care and respect.

Communicate Expectations

In the initial job interview, it is necessary to explain to applicants what can be expected in the hiring process. Applicants should be made aware of the qualifications sought for the job so they know what the employer is seeking. They should also be told in a general manner how the job search will be conducted. Understanding this early on may help applicants comprehend why they may have been rejected, if it comes down to this.

How To Inform of Rejection

Organizations may decide how to best inform applicants they are not being considered for appointment. This can be done through a rejection letter, phone call or email. The reason for rejection should be written in a general manner. It needs to be professional and to the point. Information like “over 200 people applied for this position” should be avoided. Instead, thank the candidate for applying, and invite the candidate to re-apply in the near future for a suitable assignment. Contact information should be provided if there are questions from applicants.

Give General Feedback

When dealing with questions regarding rejected candidates, general answers should be provided. Statements like “a more qualified candidate was chosen” or ‘there were many qualified candidates to choose from” should be provided. If asked what could have made them a better candidate, the company official could explain areas in the candidate’s background that could be improved like education. Under no circumstances should specific reasons be given why someone was rejected. Details comparing them to other candidates also need to be withheld.  Applicants may interpret specific reasons for rejection as discriminatory.

Future Considerations

How a company handles rejected applicants could have implications in future hiring. If treated well, rejected employees by word of mouth may say positive things about the company. This means good public relations for the company and could attract excellent candidates in future openings. Rejected applicants that had excellent qualifications may be great candidates for future vacancies. Treating these individuals respectfully when rejected may attract them in the future to work for the company in a different capacity.

Companies may have different ways to deal with rejected applicants. Certain situations may mean not everyone will receive a response. When dealing with rejected applicants, organizations should treat them with respect without revealing too much information.

For help with finding the right employees for your organization, consult with the career professionals at Davis Staffing today!

Smart Hiring: Candidates Who are Unemployed vs. Employed but Looking

September 15th, 2011

Source: Vlado /

Even with the increase in available candidates due to higher than normal unemployment levels in many regions, recruiters still often have trouble finding the right person for each assignment. There are some clear benefits of hiring unemployed candidates over employed but looking (passive) candidates – mainly that unemployed people are readily available to start work.

Unfortunately, there is still somewhat of a social stigma associated with being unemployed for long periods of time, which is often the case with today’s job seekers. Choosing not to hire unemployed people is an outdated attitude, and not a productive way to find the best candidates. In fact, in the near future it will be illegal to discriminate against people based on their employment status, due to an EEOC backed bill in Congress currently.

While making the right hiring decision should be handled on a case-by-case basis, there are some ways to determine if hiring an unemployed vs. a passive candidate is the way to go. Read on to review the plusses and minuses of each choice.

Hiring Unemployed Candidates

On the plus side, making the decision to hire unemployed candidates is somewhat easier than hiring someone who is still employed. These candidates are generally ready to start work right away, have possibly spent some time getting new training, and have positive attitudes about going to work. On the negative side, some people who are unemployed will become difficult when advised about an assignment that may not provide them with enough financial reward to exceed their unemployment benefits. They may also be looking for a temporary solution for their situation, and accept a job simply to get a paycheck until a better job presents itself. Be sure to screen unemployed candidates well to find out what they are truly looking for in a new assignment, to avoid these issues.

Hiring Employed but Looking Candidates

It may not seem obvious, but the plus side of hiring passive candidates is that they are up to date on work skills and possess work related credentials, which makes them valuable to other companies. Additionally, those that are employed but looking tend to have more stable work histories and progressive responsibilities as a result, a factor that is also appealing. The negatives of hiring people who are currently employed include requiring a time period of notice before working a new assignment, a resistance to change, and heavy salary negotiation. Again, carefully evaluate a passive candidate before making any offers to eliminate issues that can stand in the way to a good hire.

Need high quality candidates for openings at your company? Contact the staffing specialists at Davis Staffing to find your next great employees!


The Benefits of Employee Recognition

September 7th, 2011

Source: photostock /

Employee recognition is vital to ensure a solid working community. It doesn’t matter if you have a small staff or hundreds of people: recognizing the sacrifices that employees make on a daily basis will go a long way towards employee satisfaction. As a general rule of thumb, the more satisfied the employee, the more productive he will be. The more productive employees are, the better the company will perform as a whole.

Recognition and Productivity

Studies have shown that employees who feel recognized and rewarded are more productive than those who aren’t. The 2008 Towers Watson’s Global Workforce Study showed that organizations that employ consistent recognition and engagement with the workers experienced returns almost 10% higher than those that didn’t. When you look at these numbers you’ll see that keeping a happy workforce means a more profitable workforce.

From the employee’s standpoint that simple recognition can change the job from just something that has to be done to something they enjoy doing. If an employee feels motivated beyond a paycheck  they are much more likely to perform at their absolute best.

Recognition and Engagement

Recognition doesn’t need to come in the form of extra pay. In fact, an employee making good money is still more likely to leave that job for another if there is no engagement factor. The paychecks are expected, and believe it or not, aren’t much of an incentive for most employees. The truth is, that paycheck can be found next door at your competitors just as easily as it is with you.

The single most important factor in employee recognition programs is to keep your employees engaged. This creates enthusiasm. Employee incentives that are designed to promote the positives in each employee, such as management training programs for those who shine, are simple to implement and will give employees far more satisfaction than the occasional pat on the back.

Even programs that are designed to take average performers and increase their performance are appreciated. The key to this is to frame it in a way that it doesn’t come across as punishment. If an employee isn’t performing up to par, they already know it. When a worker fears they aren’t meeting expectations they start dreading work. If you can turn this around you can create a star performer and keep satisfaction high.

Successful organizations also listen to their employees. If your workers feel like they have a voice and aren’t just another cog in the machine they are much more likely to stick around and feel a sense of pride in their jobs.
Successful Recognition Programs

There are several simple ways your company can recognize employees in a unique fashion that will create a sense of community and loyalty.

1. Flex time is an easy to implement program that shows employees that their time is valuable.  A simple flex plan could allow for an employee to show up an hour late or leave an hour early and make up that time during their normal workday. This way they don’t have to struggle making it to doctors’ appointments or get the kids to school.

2. Creating a fun environment is also key to keeping satisfaction high. Small things like themed days or workday picnics can increase social activity and keep employees happy.

3. Make a point to recognize birthdays and anniversaries. Cakes are cheap and handwritten notes from the ‘big boss’ are completely free.

4. Special parking spots for the top performers, small prizes for the best daily performers, and public recognition of individual success will also go a long way to creating a work environment that is both productive and fun.

Want more information about creating workplace recognition programs? Contact Davis Staffing today for support and happier employees!

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