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.

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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.

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!

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!

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!

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

How To Effectively Use Mobile Recruiting
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!

Should You Only Place Large Amounts of Employees?

May 15th, 2015

Should You Only Place Large Amounts Of Employees

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

How To Make HR Presentations More Enjoyable

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!

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