Should You Only Place Large Amounts of Employees?

May 15th, 2015

Recruiters often ignore small number placements in favor of large volume employee placements. Why? It can be easy to make money on large placements because it’s about the numbers, and recruiters can become overly focused on numbers and ROI. However, don’t get caught in this trap as a recruitment professional. Placing one or two high-level employees into assignments can bring a significant amount of money too, and it can always lead to bigger and better things in the future.

Read on to learn more about the benefits of small placements and how your recruitment efforts can soar when you have a good mix of volume vs. small employee placements.

Income safety in smaller placement numbers

There’s something to be said about the money that can be made from small placements, including those that are for executive-level employees. This includes a certain amount of safety too, because the fees are more steadily arriving, and the small placements are less taxing on recruiters. When large placements are made, which take a lot more time and effort to manage, the placement fees can take a lot longer to earn too. Companies often sit on volume placements longer, meaning there’s less money in your pocket.

Shorter and more efficient staffing cycles

When staffing in smaller reqs, it’s possible to shorten staffing cycles so that you can focus on efficiency between the times that you get an order to the time you place the right candidate. This equates to more money over time. Large staffing orders increase the length of staffing cycles because they take up more time and money to manage, or involve extra recruitment team members.

Higher fees associated with small placements

You may think that large placements generate more placement fees, when it’s possible to make higher fees with more focused small placements. For example, you could place 20 entry-level workers into a manufacturing facility, or you could place two high-level executives in a financial firm. The numbers would be far better in a smaller placement.

Low-volume placements are easier to manage

Smaller placements are generally easier to manage because you are working one-on-one with candidates and the companies that want them. The entire recruitment cycle slows down and you have the chance to find the right fit for a more successful placement.

Quality of smaller placements build relationships with companies

Most importantly, your goal as a recruiter is to develop lasting networks and relationships with the companies you serve. Small placements give you the opportunity to learn more about each company, develop long-term connections with the people you place and the HR department for many future placements.

The answer to the original question then is to have a good mix of large and small volume placements that help to create a quality of placement and a growing recruitment practice.

Davis Staffing helps with placing jobs as one of the best staffing agencies in Chicago. Contact our team today to get started!

How to Make HR Presentations More Enjoyable

April 29th, 2015

If you’ve ever had to sit through a business presentation directly related to HR topics, you’ve quickly noted that it got dull very fast. Why? Because most HR people are talking about facts and figures around employee performance, personnel policies, and other workplace metrics. Now if you’re on the other side of the presentation you have a chance to make your HR presentations more enjoyable for your audience. Here are some ways to put the “fun” back in HR.

Create great presentation visuals

The key to a great presentation in HR is to create outstanding visuals that illustrate the topics at hand. You can create an effective HR presentation using PowerPoint or other slideshow programs, including great images and videos. The use of pie charts, graphs, flow charts and other business type visuals should be very limited.

Develop interactive materials and handouts

To keep your audience on their toes, you’ll want to make your HR presentation as interactive and hands-on as possible. Create an attractive one-page handout where your audience can take notes and write down questions. If you are conducting your presentation using virtual tools, include at least one poll or survey to get your listeners actively participating.

Do not read from slides, make good notes

The worst thing you can do during in HR presentation is to read through every slide. Instead, use your slides to support your points but have great scripted notes that talk about the topics in a conversational tone. Practice your presentation in advance, using good eye contact and body language, and move around the space as you talk. Never ever stand in one place and just read directly from slides because this will quickly bore listeners.

Inject a little bit of office humor

A great HR presentation includes a little bit of snark. This means to add some office humor into your presentation that is professional yet relevant. Share a favorite quote or story that relates to your presentation. Some suggestions would be relaying information about a recent corporate event, some good things that employees are doing within the organization, or a funny anecdote that you encountered recently on the job.

Share the presentation with a colleague

Another way to shake things up with your HR presentations is to code collaborate with another HR person or manager on your team. Take turns presenting the material in a partner style. Create a conversation and have a great rapport with your colleague. This can be very entertaining to those who are listening.

Provide great information in short snippets

A big factor in a great HR presentation is not offering too little or too much information. Your goal when creating a presentation is to provide useful information in short snippets. For example, you may be talking about employee retention, and you may have 10 points you’d like to make. Limit your points to the top 4 to 5. You will have a greater impact, and you can always follow up with another presentation or include this information in a special report.

Allow for 15 minutes for questions at the end

HR presentations can quickly get out of hand or become very boring if there is too much or not enough participation from attendees. You can solve this problem by limiting all questions and comments until the very end of the presentation. Have a few canned questions prepared in case no one speaks up.

Follow up personally with attendees

Once your HR presentation is completed, your job is now to follow up with any last-minute questions or concerns that come up. Take the time to send a thank-you email out to all of your attendees and include a link to the recorded presentation whenever possible. Answer any questions and share insights from the presentation.

Davis Staffing in Chicago will help with all of your employment needs. As one of the top Chicago staffing agencies, we will work with you to find the best fit. Contact us today!

How To Post Job Listings To Social Media

April 16th, 2015

The business use of social media has exploded during the past handful of years, and its common for companies to post their job openings to various social media sites. Recruiters are having an easier time finding candidates for open jobs because of the access to millions of people via social media. Sites such as Twitter, LinkedIn and even Facebook make it easier for companies to find their next employees.

Here, we will discuss how to post job listings to social media effectively so they are noticed by the right job seekers.

Use Hashtags # Appropriately

If your company decides to use Twitter as a way to post job listings, make sure each tweet is using an appropriate hashtag or two. You cannot just include a hashtag for the sake of including one in a tweet. With social media recruiting, you need to make sure that the hashtags are reaching the right audience and do not cause your tweet to get lost in a sea of other tweets. Misuse of hashtags will be very ineffective for finding a new employee.

Utilize Paid Advertising

Facebook offers businesses a popular feature called paid advertising. Businesses can promote their page on the social network by purchasing advertising spots that can be posted all over Facebook. They not only promote the business page of the company on Facebook, but they also can be used to link to the careers section or specific job listings the company has on its website. Using paid advertising will help you attract a specific group of people, which is very important for companies looking for candidates with a certain set of skills or experience.

It is also a good idea to create a separate tab on your business’s Facebook page that is dedicated solely to careers at your company. Even if there are no job openings at the time, the page should still be active, providing visitors with information about the company and when job listings are usually posted so they know when to return.

Use LinkedIn’s Recruiting Tool

LinkedIn has a paid recruiting tool called LinkedIn Recruiter. Companies use this tool because it has an algorithm that follows the pattern of the company and helps find candidates on the social site that match the company’s needs. The tool also helps track the applications sent to the company, which makes it easier for companies to monitor how many applications have been sent and who has sent them.

Have You Considered YouTube?

Have you thought about using YouTube for your job listings? This is a little out-of-the-box, but can be very effective. Many companies have YouTube channels now, so why not use it to find a new employee. Make a short video that describes your company and the jobs available. Spice it up a little bit with some humor, and you might just find the right candidate for your company.

Social media has become a go-to resource for recruiters and hiring managers when looking for candidates for open jobs today. Make sure your company is using social media correctly in order to find the best candidates for your open jobs. For any of your job needs, contact Davis Staffing and our recruiting experts.

What to Know About Chicago’s Minimum Wage Increase

March 20th, 2015

For the first time in many years, the hard working people of Chicago are finally going to get a break due to an approved state minimum wage increase – making this the nation’s third largest big city to do so in the last few months. As part of Mayor Rahm Emanuel’s effort to make Chicago one of the best places to live and work in the USA, the City Council approved a wage hike that will increase Chicago’s minimum wages to $13 per hour by the year 2019.

When the Minimum Wage Will Increase in Chicago

The plan in place currently is to raise the current Illinois minimum wage of $8.25 per hour (which is actually $1 above the national minimum wage) over a series of increments. This is much like other states that are slowly raising their own minimum wages over a period of years. Starting with July of 2015, Chicago’s workers will be earning $10 per hour, and then over the next three years, it will go up by 50 cents to $1 to $13 by January of 2019. This is a 58 percent increase in wages.

Will the Minimum Wage Hike Help Chicago?

In terms of where Chicago now stands, it is the latest big city to rule in favor of higher wages for those who live at or just above the poverty line. Earlier in 2015, cities like Seattle and San Francisco also voted in favor of raising the minimum wages for their regions. Additionally, Portland and Louisville are taking strides towards bumping up the minimum wage so that people have a chance to earn real life wages and improve the economy in the process.

The raise in minimum wages in Chicago is estimated to improve the lives of well over 400,000 working people who currently earn the current minimum wage. While there are some who say this will put an added burden on businesses in Chicago that are already feeling the effects of the Affordable Care Act requirements, most say that a raise in pay for minimum wage workers is long overdue.

What Workers in Chicago Can Expect

For workers who are earning minimum wages now, especially those in manufacturing, retail and hospitality jobs; the minimum wage increase could not come at a better time. Workers can expect to start seeing employment notices going up about the minimum wage increase, along with dates when this will occur.

By early 2016, salaries will be going up with the first incremental raise and this will require employers to also raise rates for other hourly paid jobs. Some may find themselves looking for work as companies reduce their workforce to maintain labor costs, but there will be plenty of temporary jobs available in Chicago that pay at or above the minimum wage.

How To Optimize Your Job Postings

February 26th, 2015

When jobs open up, companies like to advertise for new employees as quickly as possible in order to begin the hiring process without much of a delay. Job postings are published in newspapers, magazines, on bulletin boards, in online forums, with internet job sites and on social media sites. However, often these job postings are not fully optimized in order to attract the best talent.

Use these tips to post job advertisements that are outstanding and will get you the right results.

Use a Custom Job Posting URL

An excellent way to optimize your job postings is to use a custom URL for each posting. The custom URL should include the city where the job is located and either the job title or the target keyword for the job. You can do this on your career portal or have your staffing agency create a featured job listing on its recruitment website.

Utilize Keywords in the Post

Make sure all of your job postings, from now on, utilize keywords. Do a little bit of research to find out which keywords are used the most by job seekers when searching for jobs like the ones you offer. No longer can you simply write a standard job description and hope that it will catch the eye of a job seeker. Use keywords that incorporate the city where the job is located, the job title, certifications needed and more.

Include a Video Introduction

Job seekers and search engines love videos. Videos not only help your company get noticed by search engines, but they also keep job seekers on your page for longer periods. To go along with the video, include a transcript of it to add even more SEO (search engine optimization) material to your site.

List the Salary Range

It is a good idea to start listing salary for your available jobs whenever posting ads online. Many companies refrain from doing this, but when you list the salary, you will likely receive a larger group of applications.

List the Same Job Multiple Times

Take the extra time and list the same job multiple times using different job titles and different content for each posting. This will help the job get noticed by search engines and by job seekers. Some people refer to one job in three different ways. For example, a job could be called a secretary, an administrative assistant or an office assistant. If you are trying to fill this job, post the ad three different times using all three job titles.

Make it Easy to Apply

An important aspect to optimizing your job ads is to make the application process as easy as possible. Job seekers do not want to spend an hour filling out a questionnaire online. Have them answer a couple of questions and then let them upload or email their resume and cover letter to the company.

Optimization is more important than ever these days when it comes to publishing job ads. Make sure your company is doing everything possible to have their job ads noticed by search engines and job seekers alike.

Davis Staffing, a local and experienced staffing firm, has a number of job postings to reach a wide variety of candidates. Contact us today to learn more information!

How To Perform a Thorough Employee Background Check

January 29th, 2015

Background checks are an excellent way for companies to weed out undesirable or dangerous candidates. Almost all companies perform background checks on candidates in order to learn more about them and their past. These checks are also great ways to avoid hiring potentially damaging employees and to prevent high employee turnover.

Here, we will discuss how to perform a thorough employee background check the legal way.

Criminal Background Checks

It is the responsibility of the employer to provide employees with a safe environment. This is done in various steps, with one of those steps being criminal background checks of all job candidates. All prospective employees should have their criminal history checked prior to being offered employment as part of the background check. The check should go back at least seven years and search for felonies and misdemeanors.

Credit History Checks

Depending on the type of job you have available, a credit history check might be a necessary part of the employee background check. For example, if you are hiring for a financial position, then a credit history check should be included. If you are interviewing a candidate for a financial planning position who does not know how to manage their money well and has bad credit, you want to know that before offering him or her employment.

I-9 Verification

Even though an applicant might say that he or she is legally allowed to work in the United States, they might be lying in order to get a job. This is why it is important to perform the I-9 verification with all employee background checks. I-9 verification is done using the Department of Homeland Security’s interface. Any red flags that come up will be sent to your company so you do not break the law in hiring someone who is not permitted to work in the United States.

Motor Vehicle Records Check

As with the credit history check, there might be a job you are trying to fill that requires a check of a candidate’s motor vehicle records. These jobs include bus drivers, truck drivers, emergency vehicle drivers and taxi drivers. A motor vehicle records check will help you determine if a candidate will be a liability in your company vehicle. This check is not limited to a job that requires driving though. They can be done by a company to determine how responsible the candidate is by having a clean record.

Employment and Education History Checks

The final aspect of a thorough employee background check involves employment and education history. Many candidates lie on their resumes and companies find out when it is too late. You can check the status of any degree they claim they earned and which schools they attended. You can also check where they have been employed in the past, for how long and what salary they earned.

As you can see, thorough background checks are vital to the success and culture of a company. Make sure yours are being done properly the next time you hire for an open position. Use a third party background check company or have the expert staffing services at Davis Staffing handle this important task before you hire the next person.

How To Integrate Temp Employees With Your Team

January 16th, 2015

Companies across the country supplement their workforce during busy seasons by hiring temporary workers. No matter how many temp workers are on your staff, you need to be able to integrate them successfully into your team of regular, full-time employees. Integrating temp workers is important to their level of comfort, their productivity and how well they interact with their co-workers at the company.

Here’s how to do this well:

Explain Company Guidelines Clearly

One of the first things that must be done is that you need to explain guidelines to temp workers as clearly as possible. Make sure their workspace is setup prior to them arriving for their first day. Have instructions or an employee manual at their workspace so they can reference it when issues occur. Also, make sure they know who they should report to at the office and how communication should be made.

Explain Your Culture

The next thing you need to do when integrating your temp employees with your regular staff is to explain the culture of the office to them. They need to know what type of culture they will be working in so they can model their behavior and attitude to match the culture. It does not matter if the temp worker will be at your company for one day, one week, one month or one year; they need to know what is expected of them and how to handle themselves in the office.

Tell Staffing Company What You Need

Before you accept any temporary workers for open jobs, you need to communicate clearly with the staffing firm as to what you want. Tell the staffing firm what type of job is open, the details of the job, the type of employee you require and also explain your culture. The staffing firm will then be able to sort through the candidates they have and try to match one who will fit the culture at your company while also being able to perform the required duties.

Never Treat Like a Temp Worker

Even though the temp worker might be at your company for only a brief time, you should never treat the worker like a temp employee. Instead, treat them like they are a regular, full-time employee. Let them have the run of the building like your regular staff members, welcome them to team meetings, provide them with access to the cafeteria and other features of your company. An excellent way to treat them like a regular employee is by letting them take ownership of the job they were hired to do.

It is vital to integrate temporary workers into your regular staff if you want them to succeed when on the job. The more you treat them like regular employees, the more productive they will be in their job.

Temporary Or Direct Hire: Which Should You Choose To Fill Your Position?

December 26th, 2014

Deciding who to hire for an open position at your company can be very difficult. No matter how many people you interview, or how in-depth you research a person, there is no guarantee that the hire will pan out and be with you long-term. Because of this, an argument has come about that asks how you should fill an open position. Should it be done using a temporary hire or a direct hire? We will take a look at both sides below.

Make it a Temporary Hire

Some business professionals, including those working in human resource departments, will argue adamantly for filling an open position using a temporary hire. The main reason for this is that companies can use temporary hires to their advantage. A temporary hire does not have to be provided health benefits through the company, only needs to be hired when the company requires extra help and can be removed from the position when the project is complete.

Another added benefit of a temporary hire is that the staffing agency you use will do all of the legwork for you. This means that you do not have to read through hundreds of resumes, sit through countless interviews, or spend time posting job ads. The staffing firm will remove a lot of the overhead from the process and even help the company save time and money.

Possibly the most important benefit of hiring a temporary worker is that you can test the employee for a specific amount of time. If you only require their help for a month, then so be it. But, if you want to eventually offer the temporary worker a full-time spot with your company, the time they are working for you can be a test period without them knowing it.

Make it a Direct Hire

What is the difference between a temporary hire and a direct hire? A direct hire is a hire made to fill an open position at a company without the use of a staffing agency. This means that the company will need to conduct the entire hiring process on their own, from posting the job ad to sifting through the resumes to conducting the interviews to making the offer of employment.

When making a direct hire, you are involved in the entire process, which many companies prefer. The reason for this is that they are responsible for researching the potential employee and learning about their background. If the employee turns out to be a bad hire, it is on the company and no other entity. If the hire is a good one, the company is the reason for the success.

Choosing between a temporary hire and a direct hire can be difficult, but as we have outlined, it looks as though using a temporary hire to fill an open position is the best way to go.

How To Sell Your Organization To A Candidate In An Interview

November 28th, 2014

One of the biggest challenges a company faces during a job interview is pitching the company in an attractive way to a “dream” candidate. The candidate obviously has some level of interest in your company since he or she has submitted a resume and has accepted a job interview, but you need to make the final push. We will discuss how to sell your company to the candidate, without seeming too desperate to get the candidate on board.

Clarity about the Role is Important

You need to be as clear as possible when discussing or describing role for which the candidate is interviewing. You cannot leave out any details, nor make any mistakes in describing what the candidate would be doing during a normal workday. All of this information will play a role in the decision the candidate makes as to whether or not he or she will accept an offer of employment. Another way to show clarity is by giving the candidate a tour of the company when arriving, during the interview, or on the way out the door at the conclusion of the interview.

Think about the Competition

As you sit down with a candidate, effective recruiting means you need to take into consideration your company’s competition. If you want to be successful in selling your company to a candidate, you must acknowledge that these candidates could be interviewing with the competition in the near future. You will need to provide them with incentives to join your organization. These include better compensation, a strong benefits package or better schedule flexibility.

Think about the Candidate

Another way you can sell the company to the candidate is by thinking like the candidate. Put yourself in the candidate’s shoes. Figure out what it is he or she will want from such a job at your company. This includes strong autonomy, a clear path to advancement, job security and recognition for strong performance. You can determine all of this by asking the candidate about their expectations, hopes, values and work style.

Describe the Outstanding Culture

Candidates want to know what type of culture the company has so they can determine if he or she will fit into that environment. If your company has a very positive culture, you need to explain it and show the candidate why the culture is so positive. This can be done by showing the candidate around the office on varying occasions.

Demonstrate Genuine Passion

Even though you are conducting the job interview, you still need to display passion for your company as a part of effective recruiting. If you are not passionate about the job and the culture of your workplace, then the candidate will not feel compelled to accept an offer of employment. Passion shows the candidate what is alluring about the position and what the company can bring to the table.

If you follow the tips outlined above, it should not be difficult to sell the candidate on your company during a job interview. If you need help coming up with ways to highlight the company strengths or in finding a well-matched candidate — consider working with Davis Staffing in Hammond Indiana.

How To Turn Temporary Hires Into Permanent Ones

November 14th, 2014

Even though your company brings in Temp to Perm Hires every so often, it does not mean they must absolutely be let go once their contract comes to an end. You have a couple of options; renew their temporary contract for another set period or hire the employee to the full-time staff. It is very easy to turn temporary hires into permanent ones and we will show you how.

Use a Staffing Firm

The first step you need to take in the process is partnering with a staffing firm to find the right Temp to Perm Hires for your open jobs. The staffing firm will handle the application process, the interviews and the paperwork. You will only need to introduce yourself and train the new temp worker when the time comes for them to start the job.

Watch the Temp Worker

The second step is to watch how the temp worker performs. Never make it known that the worker has been chosen to be hired full-time, or has the possibility of being hired full-time because it might cause them to change their work ethic. You want to see how well the temp worker will perform without any expectations.

If they come to work each day knowing their contract will be up in two weeks or two months, yet still work their hardest, complete projects on-time, provide leadership in the office, then you know you have an excellent employee on your books.

Determine the Need for Another Full-Time Employee

Your next step in using Temp to Perm Hires is to determine if your company truly needs another full-time employee. You will need to crunch numbers and determine a budget for another full-time position, which will include salary, benefits and a possible signing bonus.

You also need to take a look at the workload of your current full-time staff. Will adding another full-time employee help them complete work quicker, of higher quality and prevent burnout? If even one of these answers is yes, then you need to begin the onboarding process right now.

Offer the Full-time Spot

Now that you have determined that a temporary worker should be added to your full-time staff, you need to begin the process of onboarding the employee. This includes offering the job permanently to the employee, having them sign the paperwork, putting them through any additional training or introductory meetings required.

Reap the Rewards

Now it is time to sit back and reap the rewards of hiring your temp worker full-time. You were able to analyze how they performed, determine if it is worth it to bring them on permanently and now you can watch how they respond to having a full-time, permanent job with your company.

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