What Are Hiring Managers Looking For But Don’t Ask About?

September 8th, 2014

Ever wonder what is it exactly that the hiring manager is looking for, but isn’t asking during an interview? If only you had a crystal ball that could give you the rights actions and words that would inspire them to hire you on the spot, this would be a dream come true!   The truth is, each side of the interviewing table is looking for specific things from the other party. The candidate wants a great career opportunity that compensates well for the job tasks. The hiring manager is looking for the right person who has the skills, personality, and experience to get the job done. Somewhere in the middle, these areas have to fit together.   However, no hiring manager is going to say these things right out loud. It’s their job to evaluate every candidate, using legal interviewing methods and questions, to get to the bottom of what the candidate is all about. But, to get you headed in a better direction, here are some things that the hiring manager wishes he or she could say to make this go smoother:

#1 – Please arrive for your interview on time, but not too early.

A hiring manager generally never mentions this, but it is a BIG pet peeve for many when someone shows up late for an interview. Or when they show up for an interview way too early (more then 15 min) and expect immediate attention. Remember, hiring managers often have a lot of things going on, people to talk to, and they don’t have time to disrupt their schedules when you show up at the wrong time.

#2 – Thank you for taking the time and effort to dress appropriately.

If you are going to go to an interview with any hope of impressing the hiring manager, please dress for the job and the corporate culture. This means wearing business attire that is flattering to your appearance. Avoid too-tight clothes, flip flops and “stripper” shoes, jeans or cut off shorts, t-shirts with rock bands on them, and over-the-top hairstyles, makeup and perfume that walks into a room before you do.

#3 – We appreciate a well-written cover letter/resume that’s not too wordy.

Hiring managers read through thousands of cover letters and resumes every week. While they wont say it, they do prefer to talk to candidates who have concisely written documents that are to the point and use plenty of white space and bulleted lists. And spell-checked (as hiring managers are sticklers for proper grammar and spelling).

#4 – Avoid using your cell phone, texting, or checking your watch while here.

Remember, always turn your mobile device off before you walk into an interview. It’s rude to take a call or text someone while interviewing. It’s also annoying to keep glancing at your watch as if you are trying to say you have something better to do.

#5 – How does your career background relate to what this company needs?

This actually belongs at the top of the list, but once you have the interview etiquette down you can then focus on what a hiring manager wants to know. This is – how do your skills and experience translate to profitability for our business. Be sure you have some examples of how you bring a lot to the table.

#6 – Don’t give us canned interview question responses – we’ve heard them all.

Stop it with the over-practiced interview questions! Instead, try to focus on being genuine and honest in your answers. Relax some,  then try to think of ways you can illustrate your work experience and how it can benefit the company.

#7 – Are there any personal matters that may prevent you from being a good employee here?

Oh…how the average hiring manager would like to ask this question, but unfortunately it’s illegal to do so. Make it a point to talk about how you are good at managing your personal life so that it never interferes with your professional life. Hiring managers are looking for people with no drama who can handle their personal business.

#8 –  If we hire you, do you plan to stick around for the long term?

This is the question burning on every hiring manager’s mind, but they will never ask you this. Before making a decision, they will weight all the qualities of the candidates to decide who has the best chance of staying loyal to the company. Make sure you are able to see yourself in this job for at least a couple of years before going through the effort of interviewing.

Your Employees are Important – Remind Them!

August 26th, 2014

One of the most important things all managers must remember is that their employees are very important to the operational success of the business. PEOPLE are the reason the company succeeds  and they are the reason outsiders want to do business with or work for the company. Companies must remind their employees on a regular basis of how important they are to the success of the company and to its culture.

We will discuss the best methods to use when reminding employees how important they are to a company here.

Everyday Conversations Cannot be Forced

Employees know when they are involved in forced conversations with their superiors. It is very easy to spot and it can be quite uncomfortable for everyone involved. Your everyday conversations with employees must be intentional. They should never be forced. If you have to force the conversation, do not have it until you are absolutely ready to do so.

As you assign work to an employee, make sure you let them know why they are receiving this project. If it calls for a client presentation, tell them how great of a job they did on the team meeting presentation in the office last week. Let them know you have a reason behind why they are receiving specific work.

Employees Want to be Challenged

An employee will know he or she is important when they are challenged by their employer. Employees who are not challenged at work will feel a lack of importance in their job. This can lead to them slacking off or even leaving the company for greener pastures.

Instead of handing out boring, repetitive assignments to the same employee, you could give them a more challenging assignment. This will show them you have confidence in their skills and abilities to get the job done on-time and correctly.

You can show employees how important they are to the company by choosing them to train new hires. This will show them how much trust you have in them because you are relying on them to show the new hire how the company operates and what it takes to be successful.

Have Others Offer Feedback

As nice as it is to receive feedback from a direct supervisor, having this occur often could become routine. Have others from within the organization speak to your employees about how they are important to the company. This can be done by a human resource executive, the head of another department, a higher-up executive or someone from a client’s office or company.

Acknowledge the Individual

As nice as it is to recognize your employees as a team, it is also important to acknowledge the individual in your department. If an employee went above and beyond the call of duty, offer them an extra day-off from work or nominate them to attend an important conference on behalf of the department or the company.

Employees are very important to the success of a company. The more they are reminded of this, the more success the company will experience.

Can You Trust Your Candidates? Nonverbal Cues to Watch Out For

June 27th, 2014

Companies that are in the middle of filling open jobs want to complete the process fairly quickly so everyone already on the payroll can continue to perform their required duties. Sometimes, a company will cut corners to fill an open position and miss nonverbal cues of job candidates during a job interview. Not all candidates can be trusted, which is why we will discuss the nonverbal cues to pay attention to during interviews here.

Tone of Voice

One of the first things you need to watch for is the candidate’s tone of voice. This can be a little tricky because you don’t know if the their tone is changing during an interview because they are genuinely nervous or because they are trying to hide something about their past. A candidate’s tone of voice can be a trigger for other nonverbal cues such as their posture, their facial expressions and their gestures.

The Walk Around Test

An excellent way to measure a candidate’s body language or nonverbal cues is to engage him or her in the walk around test through the office. Give the candidate a tour of the facility and watch for some different cues. Take note of how quickly they smiled when meeting someone new, if they asked questions of the people they met, if they made eye contact and much more. You can even gauge the idea of them getting along with their co-workers should they be hired for the open job when doing the walk around test.

Appearance is Important Too

We are all told that appearance should not be important in life, but when it comes to acquiring a job, it is very important. If a candidate shows up to a job interview at your company in ripped pants, a stained shirt and an unshaven face, you likely will not hire that person. You would not want that person representing your company to clients and customers because it sends a bad message. Check the appearance of your candidate. Did he or she wear business attire? Did the candidate shave for the interview? Everyone makes snap judgments based on other people’s appearance. It can be a major factor in a job interview.

Lies, Lies, Lies

It is incredibly easy to spot someone who is telling a lie or a fabricated story when you are talking with them in-person. It is more difficult to accomplish this during a phone interview. Nonverbal cues such as twitching, hands shaking, sweating and fidgeting can tip an interviewer to the fact that the candidate might be telling a fib or hiding something from their past.

Take a long look at nonverbal cues presented by your job candidates during an interview to figure out if he or she is being truthful and trustworthy.


Management Skills: Are You a Leader or a Boss?

June 13th, 2014

It can be difficult for managers to traverse the divide between being a leader and being a boss. For some, it can be very easy to do. If you are a manager or supervisor, it does not matter how many people work under you, it is imperative that you can differentiate between being a leader and a boss. How is this done? We will discuss some of the tell-tale signs that you might be more of a boss than a leader at the workplace.

Leaders Will Lead

We know that this is very simple, but it is true. Leaders will lead their team and not rule them. This means that you will be working alongside your team instead of in front of them. You will take the time to provide the team with insight, help and show them gratitude during projects.

Leaders Do Teach

It is important for leaders to teach their employees instead of expecting they can get the job done and ignoring them in the process. The best leaders out there will have self-esteem, but will not be embarrassed to learn from employees who hold lower positions at the company. A leader will pay attention to their colleagues almost all the time, while a boss will tend to ignore colleagues and employees on a regular basis.

Bosses Establish Poor Relationships

If you are a boss, you might notice that you have very poor relationships with your employees. Leaders will develop relationships that focus on equality at the workplace. This encourages employees to be creative and to speak up when they have an idea. A boss will likely let his or her personal preferences regarding employees take over their relationships in the office.

Bosses Sit on the Sidelines

For the most part, a boss will sit on the sidelines when a project is being worked on or when meetings are taking place. Leaders have a tendency to get involved in the action and lend a helping hand whenever and wherever it is needed. Leaders will make adjustments throughout the project and offer their assistance to any employee who has a question or an issue. Bosses will stay hands-off during these projects.

Leaders Listen

One of the most important traits of a leader is that he or she will listen and then speak to employees. Bosses have a tendency to shout orders and reprimand immediately when something goes wrong. Bosses love the feeling of having all eyes and ears on them throughout the day while leaders would rather listen to their co-workers and implement their ideas when possible.
So, after reading this post, are you a leader or are you a boss? Think about your actions at work and figure out what needs to change to become a better leader. Explore important recruitment and employment topics by reading a few more popular blog posts from a leading Staffing Agency in Chicago IL Davis Staffing!

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8 Things to Include in Your Temp Onboarding Kit

May 16th, 2014

Making the decision to use a temporary workforce can be a positive one, but once you have done so, it takes some time to implement this workforce into your company. Having a consistent process helps to get the most return on investment from your temp workers. Onboarding is the way to orient and ramp up the skills of temp workers from day one.

When you bring temporary employees into the fold, a good option is to put together an onboarding kit that helps them understand the company, how it operates, what their daily duties will be and what is expected of them as temporary workers. Here’s what your temp onboarding kit needs to include:

#1 – A Welcome Letter

The welcome letter should include a nice note to the employee that explains the company, its mission and a brief history. Make sure your direct contact information is in the letter and let him or her know you are always open to discussion.

#2 – Schedule for Orientation

The packet should also have a schedule for orientation. This lets the employee know what will happen during their orientation day. Provide a timeline of events to make the onboarding process as easy as possible.

#3 – Written Duties of the Job

There should be a document that outlines the duties of the job the temporary worker will be responsible for on a daily basis. It also leaves no doubt as to what he or she will be asked to do while at work. Include information about who to go to for trouble shooting or guidance on tasks.

#4 – Employee Manual

The employee manual is very important and should be included in all onboarding kits. Take time during the orientation to discuss all of the corporate policies found in the manual. Also, briefly go over any other sections that might be of interest to the employees. Make sure they read through the entire manual on their own time and sign any important paperwork found in it. Also tell them that if they have any questions they should not hesitate to ask.

#5 – Mandatory Meetings

All onboarding kits should include documents that inform the employee of any mandatory meetings he or she must attend during the workweek. Make sure that all of the meetings are noted with the day of the week, the time and the location within the building.

#6 – Access to Training Technology

Techology access from the start of the temp assignment is crucial to their success. If the new temporary hire must complete online training while on the job, make sure the kit has all of the information for those websites listed. This includes the web address of the site, any login credentials, and expected completion dates.

#7 – Employee Checklist

All onboarding kits for temporary hires should have an employee checklist in them. These checklists should have items such as signed new hire paperwork, receiving access cards to the building, receiving a calling card and much more. The employee will be able to keep track of everything he or she has received and can then sign the document and send it to HR once everything is received.

#8 – Campus Rules

Your onboarding kit should also include all of the rules in place on your company’s campus. These can include the designated smoking areas, break policies, where to eat during lunch taken in the building, how to order copies, making phone calls and much more.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from a leading staffing agency in Chicago IL, Davis Staffing!

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How the ACA Affects Illinois Temp Employers

May 2nd, 2014

Health care reform is on the mind of many working people, especially those in the Chicago IL and other cities across America. The Affordable Care Act of 2010, also known as the ACA, has transformed the way that individuals think about their personal health. It has also changed the way that companies manage benefits administration and provide health care insurance to employees.

A recent CareerBuilder survey indicated that almost 42 percent of US employers are planning to hire temp employees in 2014, as compared to only 40 percent from the previous year. On tops of that, 54 percent of the surveyed employers are hoping to hire the same if not more temp workers and full-time workers than in 2013. Nearly 40 percent of these employers are also planning to transition their temp workforce into a permanent workforce in the coming year.

How the ACA Impacts Businesses in Illinois

One of the bigger concerns for job seekers is that the ACA will put a damper on the number of full-time jobs in Illinois, including temporary contract work. However, recent research suggests that the ACA has actually made temporary jobs more plentiful. Why? Because the ACA requires that employers with 50 or more full-time employees to provide access to health benefits. This has created an administrative and cost burden for many employers. Therefore, an increasing number of employers in Illinois and other US states are using alternative staffing means to support human resources including the use of temporary staffers.

The ACA Affects Illinois Temp Employers

For the hundreds of temporary agencies who serve clients and provide workers for companies in Illinois, all of this is good news. This means that employers are more likely to hire temporary employees whenever they need to augment their workforce. As the state continues to recover from the recession, more temp workers will have access to jobs in the area. Traditional hires will still take place, but temp to hire assignments are more attractive to employers because of the new benefit requirements that the ACA brings.

How ACA Rules Affect Temp Job Outlook

Temporary employees can expect great things in terms of Illinois employment options, which are expected to expand around the state. Companies will be increasingly looking for candidates who are available through temporary agencies like Davis Staffing, to select their best employees. This means that the job outlook is strong for temp workers in 2014 and beyond. Smart job seekers in Illinois should take steps to become registered through Davis Staffing to increase their chances of being hired on with Illinois employers.

If you are looking for an Illinois employment agency, contact us today.

Why You Could Be Losing Temp Workers: Importance of Feedback

April 10th, 2014

Hiring temporary workers is a common practice for thousands of businesses across the country. There are benefits of temporary work on both sides – from the business side and the employee side. Businesses use temporary workers to receive quality work from skilled laborers in a flexible contract that cuts down on recruitment costs. Temp employees work temporary jobs to fill gaps on their resumes and develop career skills. No matter the reason, temporary work is very important to the economy.

However, some companies don’t hold on to their temp workers as well as they would like. In this post we examine some of the reasons why this could be happening — including the importance of feedback.

Lack of Incentive Programs

Incentive programs are not just for full-time employees anymore. With more and more companies hiring temporary workers, they need these workers to be just as productive and successful while under contract. One way to hold onto temporary workers is to offer an incentive program. This can include bonuses, paid time off, rewards and awards. Giving positive feedback to temps often serves as an incentive for future work opportunities.

No Camaraderie or Team Building

Camaraderie is very important in the workplace, especially when it comes to retaining temps. Workers at all levels need to feel comfortable while on the job. Being able to work well with colleagues is an important part to the success of the company. If full-time workers do not welcome temporary workers into the workplace, then issues can arise. This can lead to the company receiving a bad reputation among temp workers, which could cause them to shy away from your company.

Lack of Involvement from Management

One way to lose temporary workers prior to the end of their contract is to have a lack of buy-in from management. Companies that hire temp workers should make sure their management team gets involved in the daily duties of the temp workers. They should introducing themselves, getting to know the temp workers and offering any assistance or guidance when needed. This will help the temp workers get used to the company and feel comfortable each day. Management that takes the time to meet with employees, both full-time and temporary, will be able to hold onto top talent.

Feedback Can Stop the Exodus

If your company has suffered a recent exodus of temporary employees, for whatever reason, you should employ some form of feedback system. Whether this includes exit interviews, surveys, questionnaires, or face-to-face conversations, all of it can help your company understand what is wrong.

Companies that cannot hold onto temporary workers will find that hiring replacements also becomes difficult due to a reputation in the market. Word-of-mouth can be both positive and negative in the business world. It is not just something clients and customers do either. Employees talk about their employers.

If your company is losing temporary workers, it is time to examine the situation and get as much feedback as possible so your company can change its operations or attitude towards temp workers. Contact the recruitment experts at Davis Staffing, a leading staffing agency in Chicago IL, for advice and support on how to provide better feedback and retain your biggest asset – your people.

Average Temp Wages in Illinois – Where Do You Stand as an Employer?

February 21st, 2014

With the news that multiple states would see an increase in the federal minimum wage for 2014, many employers in Illinois have been looking for ways to attract the best candidates to their doors with an improved compensation strategy. Although Illinois has one of the highest minimum wages, higher than the national average, there is still a struggle for the best talent. It can be difficult to compete for talent because Illinois is in a period of rebuilding, like many areas that were hit hard by the recession.

In Illinois, the minimum wage stands at $8.25 for 2014. According to the US Census Bureau, in 2013, the average household income in Illinois was $59,861 for a family of two, and $80,776 for a family of four. This indicates that working people are earning at least 70% above minimum wages. This goes for those who work in temporary contracts too. Typically, employers try to offer temporary employees an hourly wage that’s more than minimum wage. They do this for several reasons:

  • Desire to attract a skilled labor force that are seeking competitive salaries, benefits, and work opportunities.
  • The need to hire pre-qualified and skilled employees who have outstanding backgrounds and educations.
  • Avoiding the pitfalls of losing employees after they have invested in recruitment and training programs.

The Fair Labor Standards Act very closely oversees the wages that all employers offer to workers, with strict guidelines that temporary agencies must also follow. Any temporary agency must be licensed with the state of Illinois to recruit temp employees. In addition, wages that are paid to temp employees must be comparable to those paid to the average worker for each job type. Most agencies go above and beyond this, offering higher starting salaries and providing benefits and bonuses to their temps. They do this because they want to make sure they earn a solid reputation in the industry for being a temp agency of choice. Hiring companies then contract with temp agencies as partners in acquiring all future talent.

It’s important to note that the salary range for a temp job varies depending on factors such as: difficulty of the job, required skills and education of the job, and the job industry. Examples of the types of jobs and temp wages offered include:

  • General Laborers and Assemblers in manufacturing earning between $8.50 to $9.50 per hour
  • Machine, Saw and Lathe Operators in manufacturing jobs earn $9.25 to $11 per hour
  • QA Technicians in Food Production can expect to earn around $14 per hour
  • Maintenance Mechanics earning $19 to 23 per hour for their skills
  • Sales, Administrative and Customer Service temps earn around $12 to $19 per hour

Where do you stand in terms of the wages you are offering to your employees? If you are experiencing high levels of turnover or having trouble attracting good candidates, perhaps there is a better way? Companies that turn to temporary agencies in Illinois are smart because they are able to reduce staffing costs, while offering something more to their employees. Staffing agencies can become an integral part of the process of hiring more quality candidates and developing a more attracting compensation package.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing, a leading temporary staffing agency in Chicago IL!

Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates.

How to Improve Profit with Temps

February 13th, 2014

As a well-managed organization, you have probably already realized some of the initial benefits of using temporary staffing services to maintain your human resources. It can be convenient to hire temps for entry level assignments, to fill in for employees who are on leave, or to staff for large projects. But, how well are you doing in terms of reducing overhead and increasing profits using temp employment Chicago IL as a foundation of business growth strategy?

When it comes to running a profitable business, how much your staff contributes to the overall success of your productivity affects the bottom line. In this article, we’d like to give you some ideas for increasing profits by tapping into a temporary workforce.

Cut back on human resource costs

Experts estimate that replacing even one employee can cost as much as a half-year’s salary. However, when you are working with a temps, you can reduce many of these costs because the agency absorbs them. Cutting back on HR costs such as recruiting, screening, background checks, and even benefits and payroll can save your money a great deal.

Give your higher level employees a break

When employees become overloaded with administrative aspects of their tasks, they tend to be less effective of getting any real work accomplished. Temps can alleviate much of this by taking on the routine tasks that higher level employees are burdened with. Giving employees a break means they can be more effective at task management and ultimately make your business more profitable.

Augment critical skillsets to improve workflow

In high demand industries, such as manufacturing, IT and health care there are a general lack of skillsets that are critical to organizational success. Coupled with increasing numbers of retirees who are taking developed skills with them — your business could suffer from skill gaps. Recruit temps who have these skills or are trainable in critical skill areas to maintain business growth.

Reduce seasonal hiring woes

Oftentimes, businesses experience their greatest profits during peak seasons. This can be an opportune time to bring on a temp workforce to handle the increased amount of tasks from every angle of your business. Temps can work for a lower hourly rate, and you can prevent having to pay overtime to your other employees using this strategy. Less overhead means more profits.

Project fluctuations are covered

Like seasonal ups and downs, any business may suddenly experience a project that gets ramped up quickly and then ends abruptly. This can make it difficult to allocate staffing resources correctly. The problem is solved by hiring temps to cover various areas of the project and seamlessly augment your current teams. The better you can manage project fluctuations, the better your business will control costs and experience a jump in revenues.

Davis Staffing offers access to temp employment Chicago IL resources and solutions to meet your business needs. Find out how we can help you increase business profits through a temp staffing plan this year.

3 Books to Read to Improve Your Management Skills | Manager Jobs Chicago

January 24th, 2014

People who hold management positions come in two forms; those who are satisfied with how they run their team and those who are never satisfied with how they run their team. For those of you in the second group, there are plenty of management books on the market today that can provide you with advice, tips, and information about becoming a better manager in Chicago IL. We have chosen three of those books and discuss them in this post for managers of all levels.

“Empower Your Inner Manager: Essential Skills, Self-Assessment, and Effective Planning That Secure Successful Careers”

This book was written by Ian R. Mackintosh and was published on May 31, 2012 by iUniverse. In this book, which is 173 pages and a very easy read, Mackintosh explains how you can analyze your management style and what you can do to improve it. The book describes a process that includes targeting the skills you need to improve, analyzing the skills you need to become a candidate for a management position, revisit your needs for growth in the future as they improve and developing a plan needed to improve your skills.

“TKO Management!: Ten Knockout Strategies for Becoming the Manager Your People Deserve”

This book was written by Dave Anderson and published on May 23, 2013 by John Wiley & Sons. In today’s competitive business world, it is vitally important to work as hard as possible in order to succeed in management positions. You will want to be able to perform the basics of the business world well because it can mean the difference between being successful and losing within the industry. In this book, Anderson provides readers with the practical strategies needed to defeat your competition from start to finish. The book outlines such tips as how to create a workplace environment that wins, how to hold employees accountable for their work, how to balance leadership and management skills and how to deal with underperformers.

“The Clarity Principle: How Great Leaders Make the Most Important Decision and Business (and What Happens When They Don’t)”

This book, published on May 6, 2013 by John Wiley & Sons, was written by Chatham Sullivan. Working in a management position is not easy, especially when you have to deal with various issues that arise at work each day. Some of those issues include low employee morale, battles over who is permitted to work on which project, misguided strategies and bad politics. Managers at companies whose purpose of business becomes confused are responsible for clarifying the issues at hand. This book discusses issues faced by real-world managers who saw their companies deal with identity crises and then rebound from them successfully.

We hope that you take the time to check out these books either at your local library or by purchasing one for your career library. Reading these and other books about management can help you to become better at your job in management and leading people.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing  in Chicago IL! Please feel free to follow us on Facebook and Twitter, and be sure to learn more about us at LinkedIn for company and industry news, job leads and featured updates. If you are looking for manufacturing manager jobs in Chicago IL, contact us today.

Disclaimer: This article is for educational purposes only. Davis Staffing is not affiliated in any way with the authors, publishers or retailers of the books mentioned in this article.

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