How Can You Set the Tone on Your New Hire’s First Day?

April 15th, 2016

chicago-temp-agenciesIn a candidate-driven job market, employers must do all they can to provide a positive experience for new hires during their first day and onward. Studies have shown that when employees are given a positive onboarding experience they are much more apt to stay with their employer longer. For example, Aberdeen Group conducted a study that revealed 86 percent of HR managers felt that a new hire’s decision to remain employed for the first six months was based on a positive experience during the first few critical days.

Setting the tone of a new hire’s day takes a few simple, yet effective, steps. We will outline them here, so you can design a positive onboarding process for all your new employees.

Start with a great orientation and training period.

On the first day of employment, make sure there is someone on hand to greet your new hires as they arrive, then walk them over to the training space. Give your new employee(s) a tour of the building, provide them with all the materials they will need to be successful, and conduct introductions to their colleagues. Use training as an extension of the onboarding process, with ongoing support and guidance.

Make new hires feel involved in the company.

When employees understand their importance to the company and how their role contributes to the company, they are better able to feel a part of something bigger than themselves. Let employees know from day one how valuable they are to the company and they were handpicked for their unique skills and experience. You don’t want to give the impression that the job description was something different than what their actual job duties and responsibilities will ebe.

Explain company goals in detail.

During the interview, it may not have been apparent how a new hire fit into the company goals. Now is the time to explain this in detail with your new hires. Talk about the exciting projects they will be working on that help the company achieve these objectives. Let them know they are valued and respected for their ability to contribute much to the organization.

Have an open door policy for all new hires.

During the first day at work and in subsequent days, make yourself available and accessible for any questions, needs or concerns  your new hires may have. Set up daily and then weekly touchpoints to stay connected to new hires as they overcome learning curves and find their place within the company.

At Davis Staffing, we help companies find great employees who will be excited about joining your company and taking the next step in their career. Contact a leading staffing agency in Chicago today to get started on filling all of your employment needs today!

What’s the Best Decision – Paying Overtime or Hiring Temporary Workers?

January 29th, 2016

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It should be the goal of every business to be smart when it comes to staffing costs. At times, it’s necessary for regular employees to work overtime to complete time-sensitive projects. These types of situations are basically unavoidable. With some careful planning, companies can save money and time by hiring temporary employees to augment current teams. In this way they can reduce the costs of paying overtime to regular employees.

But the question you may have on your mind is if it’s actually more cost-effective to hire temporary employees or to pay out occasional overtime? If you only have to pay an hour or two of overtime, then it’s not the best decision to bring temporary workers on board. However, there is always a break-even point where temporary workers will be the more cost-effective (and better) solution.

Here’s some simple math:

Employee A: Regular works 46 hours in one week at $15/hour. The regular salary is $600 and the overtime is a cost of $135, for a total salary of $735.

Employee B: If your company hires a temporary worker at $10/hour, the break-even point in salary comes around 13-14 hours.

Your company will have to onboard the employee and provide some training, but you can bring a talented, skilled employee to your team for 13-14 hours instead of getting six hours of overtime from your current employee.

A Better Way of Staffing Your Company

Once you see the above figures and the way hiring a temp worker makes better sense than paying overtime on a regular basis, it’s easy to understand there are better ways of managing staffing costs. Making the smart decision to augment your current workforce with temps has many benefits, including:

* Upfront administrative and other recruitment tasks handled by the agency
* Payroll and benefits managed by the agency allows your company not to worry about ACA compliance or providing vacation time.
* No overtime costs to your company since the staffing agency monitors work hours
* The temp worker improves productivity from day one due to experience and skills
* On-demand staff available for seasonal peaks and replacements of regular employees

If you have developed a great relationship with a staffing company, in those times of stress when you need to augment your staff quickly, the staffing agency can provide temporary help quickly. A boost in your business is great, and you shouldn’t have to worry about turning away revenue because you don’t have the staff to handle the additional workload or don’t want to tax your existing staff with long hours.

Remember to always consider the attitude and morale of your team. If some employees want to pick up extra shifts or hours, then that might be the best decision. However, you don’t want to work your team too hard where productivity drops and attitude becomes poor.

Whatever challenges you face, Davis Staffing has the experience and flexibility to help you overcome them. Contact a leading staffing agency in Chicago today to work with our great team of recruiters!

Make Your Temporary Workers Feel Welcome

January 14th, 2016

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Any company will need temporary workers from time to time. A sudden rush, peak times, shortage of manpower, employees calling in sick or going on abrupt leaves, sporadic business growth and any other operational demands can call for temporary workers. Now, companies and the temporary workers, both parties are aware that it is a contractual or time-bound arrangement, and it is not perennial. In such a scenario, it is very normal for companies to ignore their temporary workers. Also, it is obvious that temporary workers will not learn as much about the business or feel as connected as full-time permanent workers. Companies must initiate an attempt to make the temporary workers feel welcome, comfortable and compassionate about the work or at least dedicated to the business. That kind of sincerity will help companies to get the best out of their temporary workers.

Here are a few ways companies can make temporary workers feel welcome and then derive the best from them.

Make a Great First Impression

The initial correspondences are very important. How the temporary workers are welcomed physically, what kind of interaction they have with others and with the employers, the briefs or introductions they get and the manner in which they are made to feel a part of the organization or otherwise, will determine the level of engagement. It is very common for temporary workers to feel that they are unwanted or not integral to the business. This makes temporary workers feel less concerned about the business. You can easily avert this disconnect with a induction session, where the temporary workers are briefed about every relevant policy or information about the company. The temporary workers could be given a tour of the building or the premises and can be shown where the pantry is, the vending machines are and anything or everything which the workers will get access to.

Introduce Temporary Workers to Everyone

• Temporary workers must meet the employees, department heads and more importantly, the owners. Most temporary workers deal with their immediate bosses or managers. The employers or owners don’t have to deal with temporary workers but a quick few words for introduction and getting them acquainted would never hurt any company. On the flipside, the temp workers will feel respected and will consider their place worthwhile.

Provide Some Perks

• Temporary workers should be given a few perks that other permanent employees get. For instance, they can get their own desks, corporate T-shirts or pens, can work with a mentor or get some incentives like the permanent employees. Temporary workers could also be included in group activities or meetings to make them feel welcome. Having a written policy on these perks will avoid any future disputes and make the guidelines clear for everyone.

Whatever staffing challenges your company faces, Davis Staffing has the experience and flexibility to help you overcome them. Contact our great team of recruiters today, and we can help with any of your Chicago staffing needs.

How to Respond to Workplace Bullying

December 11th, 2015

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In our previous article, how to deal with workplace bullies, we shared some tips for preventing bullying at work by employees. Incidents of bullies at work seem to be on the rise, many going undetected for months until a worker goes postal and harms another person. The good news is that human resources leaders and managers are improving at spotting trouble before it starts.

If your workplace is experiencing alleged bullying by an employee, here are some ways to respond legally and ethically. After all, it’s your responsibility as an employer to protect your employees under current workplace laws, and it’s even more important to weed out bullies before they ruin your company in other ways.

1. Be educated on how to recognize workplace bullying.

There are many forms of bullying that can take place in a work environment, from seemingly harmless “teasing” to ostracizing to harassment to outright mental and physical abuse perpetrated on others. It’s important that you understand the signs of bullying at work, so you can address them properly. HR Morning has a good guide for understanding the personality of workplace bullies and their behaviors.

2. Take any complaints or reports seriously.

The best course of action when dealing with workplace bullying is a swift one. Don’t dismiss claims of bullying as minor as any tension or abuse by an employee can quickly spiral out of control. Take claims seriously and use due diligence to get to the bottom of the matter now.

3. Develop a clear written policy on workplace bullying.

If you are concerned there may be workplace bullying going on, now is the time to make sure your employee manual includes a clear policy on bullying, including any disciplinary steps that will be taken with offenders. This should be distributed and a training session should take place so that all employees understand bullying is not to be tolerated in any form.

4. Conduct a confidential workplace investigation.

Within 48 hours of any complaints, be sure to work with the management team to investigate alleged bullying. Talk with the person who has been offended to understand the nature of the abuse. Talk with the person who is being accused of bullying. Offer to mediate a mutually agreement between the parties, because it could be a misunderstanding or there could be a more serious issue at hand.

5. Take disciplinary action with any repeat offenders or employees who endanger others.

If there is a true case of workplace bullying, defined as: Repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is threatening, humiliating, or intimidating, or causing work interference (sabotage) which prevents work from getting done, or verbal abuse. (Source: Workplace Bullying Institute) Use the disciplinary steps as outlined in your policy manual, from requiring the employee to take an anti-bullying class to suspension or termination.

Guided by a commitment to maintain the highest standards of integrity and professionalism, Davis Staffing is dedicated to providing the highest quality clerical and light industrial staffing solutions to small and medium-sized businesses in the Greater Chicago Southland and Northwest Indiana areas. Contact Davis Staffing today to get started!

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 Optimize Your Job Postings

February 26th, 2015

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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!

Should You Ever Hire An Overqualified Candidate?

February 13th, 2015

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Companies have plenty of decisions to make when choosing a candidate for an open job. One of those decisions is whether or not to hire an overqualified candidate. Some companies will say absolutely, while others will refuse to bring an overqualified candidate on as an employee and won’t back down from that sentiment. We will discuss both sides of the argument here so your company knows how to go about making such a decision the next time it needs to hire.

Is the Candidate Actually Overqualified?

The first thing a company must determine is whether or not the candidate is actually overqualified for the position. You determine this by researching his past experience, talking to his references and bringing him in for a job interview. The candidate might be overqualified, but still wants the job because he is relocating to a new state, looking for a new work-life balance or moving into a new industry.

Does the Candidate Show Passion for the Company?

One way to determine if an overqualified candidate should be hired by your company is by his passion for the company itself. If the candidate exhibits passion for working at your company, then it might be a good idea to hire this candidate. If there is no sense of passion for your company, then he will not be a fit at your organization.

Would You Hire Same Candidate Without Their Experience?

An excellent way to figure out if an overqualified candidate is right for your company is by asking the following question:

Would you hire the candidate without his experience? This question helps the company look at other areas of the candidate, including his personality, their fit into your culture and other intangibles. Hiring a candidate for an open job should not be based solely on his resume, which is why this is an excellent question to ask of yourself during the process.

Did the Candidate Go Above-and-Beyond in Their Application?

If the candidate took the time to put together a stellar application even though he is overqualified for the job, then he might be the right person for the job. An overqualified candidate who does not follow the directions or who does not take the time to send in a stellar application will likely exhibit the same work ethic if hired for the job.

Does the Upside Outweigh the Downside?

If the upside of hiring an overqualified candidate outweighs the downside, then it is a good idea for your company. This means the candidate will work hard, want to solve problems, tackle deadlines with ease and want to help the company succeed as much as possible.

Hiring an overqualified candidate all comes down to the preference of the company looking to fill an open job. If none of the problems discussed in this post are evident, then it is a good idea.

Davis Staffing, a top staffing firm in the Chicagoland area, can help you find a job placement today. Contact us to get started!

How To Integrate Temp Employees With Your Team

January 16th, 2015

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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.

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