Evaluate Bilingual Job Candidates with Testing

October 16th, 2015

Evaluate Bilingual Job Candidates with Testing

In a global economy, candidates who are bilingual are considered to be valuable for their ability to communicate with a wider range of people. Many workplaces are seeking bilingual job candidates, therefore job seekers often mark this on their applications in order to get noticed ahead of others. But, what if a candidate is somewhat bilingual and cannot perform well in the job, or worse yet, not bilingual at all? This is where a little testing can help out.

Test Bilingual Candidates during the Application Phase

It’s possible to build a little testing into the application process for any new candidates. At the conclusion of the application, add a set of screener questions in the alternative language that the candidate has indicated they can speak. If they can answer the questions, the candidate at least has the basic skills to move to the next step.

Utilize a Bilingual Interviewer

A member of your staff who is bilingual can help with interviewing candidates. Ideally, this should be someone on your HR team, but can also be someone you use on a contractual basis for recruitment purposes or borrow from another department to handle interviews. Ask some of the questions in the alternative language type, and then find out if the bilingual candidate has the skills to move forward.

Hire from a Staffing Agency

A staffing agency in the area that works with bilingual candidates can screen people ahead of time who are suitable for positions in your company requiring this skill. They conduct screening in a variety of ways, from candidate assessments and testing to verifying work skills with past employers. A staffing agency generally has a pipeline of great candidates who are bilingual and ready to go to work immediately too.

Evaluate Candidates in the First 2 Weeks

Once you have hired a candidate who is bilingual, be sure to observe their progress in the first few weeks on the job. Look for any issues that are related to language and communication. Someone who is bilingual may be a little “rusty” in some areas of alternative language use, but this should improve over time. Consider if a temporary assignment is a good way to get started until the candidate proves himself.

Guided by a commitment to maintain the highest standards of integrity and professionalism, Davis Staffing  strives 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 temporary agencies in Chicago.

Bring the Next Generation of Manufacturing Workers to Your Organization

September 30th, 2015

Bring the Next Generation of Manufacturing Workers to Your Organization
Not every company is planning on where new manufacturing workers will come from in the next five or ten years. This topic should be on the minds of all hiring departments within the manufacturing industry. Your company must have an idea of where these workers will come from, what it is they will look for in the industry and how to retain them.

Expectations of Next Generation

Because of the various career opportunities out there today, employees do not have to stay with their current employer if they are stuck in dead-end or repetitive jobs. Companies must begin to pay attention to development paths available and the working environment provided to their employees. Providing leadership training or sending employees to personal development seminars shows a dedication by the company to its staff members. Assigning projects or tasks tailored to employees’ strengths will also set them up for success and lead to a happier staff.

Create a Collaborative Culture

Many employees leave one job for another one because they were not part of a collaborative culture. It is also more common for employees to quit on their direct manager and not the company as a whole. Because of these reasons, companies must not only create a collaborative culture, but also train their managers better so they can get the most out of their staff members.

Millennials are used to working in groups because of their educational careers and their social lives. These employees want to work in groups so they can collaborate on different projects and run ideas by co-workers in order to get as much feedback as possible.

Embrace Technology

Your company must be more open to embracing technology as it becomes available if you want to attract the next generation of manufacturing employees. Employees get annoyed when their employers take too long to adopt new technology that can make life at work easier or allow employees to focus on more important or innovative projects.

Having to complete tasks using outdated technology when there is new technology available that can make the process less repetitive or difficult will only frustrate employees.

Switch to a Temporary Workforce

A strategic way to find the next generation of manufacturing workers is to create a policy of hiring from a temporary staffing agency in the industry. Many companies find fresh skilled laborers this way, for entry level and mid-level positions, as well as seasonal peaks in production. Staffing agencies will produce quality additions to your organization for whatever needs you have.

Work with a local, experienced staffing service partner who will provide service beyond your expectations – and help your business achieve greater success. Contact Davis Staffing today, one of the best staffing agencies in Chicago.

Find Great Job Candidates at the Next Job Fair

September 15th, 2015

Find Great Job Candidates at the Next Job Fair

An excellent way to find new employees is by setting up a table at the next job fair in your area. Or, if you really want to expand your employee search, consider attending career fairs outside of your region. The trick here is that you must do a little extra work when attending job fairs because the great candidates will not just present themselves to you asking about your company and the openings you have. That is why we have compiled this strategy for your company to use at the next job fair it attends.

Refrain from Using Your Phone

Even if you attend the event by yourself and are bored, do your best to stay off your phone during the career fair. Job candidates will see you on your phone and not want to stop by your table because they think they will bother you. This is a big-time no-no. Playing around on your phone also shows others that you might be bored. What kind of message does this send possible employees? Not a good one.

Dress Appropriately

It is understandable that companies want to see job candidates dressed appropriately when they attend job fairs. Well, the same can be said for representatives of companies or recruiters. Just because you are doing the hiring does not mean that the candidates will excuse your appearance. If you don’t want to wear a suit or a tie, consider wearing dress pants with a polo that has your company logo on it.

Be Punctual and Ready

One of the worst things you can do when representing your company at a job fair is to walk in after the event has started to set up your table. Make every effort to arrive to the event on time and have your table ready when the doors open to the job seekers. Unpacking containers as job seekers walk around will prevent you from finding a great candidate because they will not waste their time waiting for you to unpack.

Refrain from Eating at the Table

Do your best to eat breakfast or lunch prior to the doors opening. You do not want to eat at your table while job candidates are walking around trying to speak with you. This shows poor manners and the notion that you do not care about those in attendance.

Contact Candidates Within 24 Hours

If you met some candidates who piqued your interest at the job fair, be sure to contact them within 24 hours after the event so they do not forget about your company. For all you know, they could be receiving three or more phone calls from other companies that were in attendance as well. The competition just got stiffer.

If you follow this strategy the next time you attend a job fair as a representative for your company, you should have no trouble attracting top candidates.

Davis Staffing strives to provide excellence in service with personalized attention and gainful employment opportunities to our employees. Contact our great team of recruiters today to learn about Chicago careers and how we can help meet all of your job search needs.

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!

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!

Questions to Ask to Find the Right Staffing Firm

May 22nd, 2015

Questions To Ask To Find The Right Staffing Firm

As a job seeker, you are already aware that a staffing firm can support your efforts of finding a great new career. There are many benefits of working with and through a staffing agency. But, how can you choose the right staffing firm for your type of background and interests? In this article, we will look at some questions to ask when selecting a staffing firm, so that you can get the best results.

Are they well-connected and respected in the area?

One of the first signs that you are working with the right staffing firm is that you have heard great things about them. People will talk about companies they had great experiences working with as they want to help their friends have the same experience. They are well-connected in the industry where you want to work, and the recruiters know most of the companies in your area through strategic networking and community involvement.

Is it easy getting registered and alerted of new jobs?

A great staffing agency is focused on the candidate experience. From the time you apply for work through the online portal to the ease in which you can conduct job searches and take assessments, all of these actions contributes to your success. Staffing agencies that care about you (and want to work with you) as a candidate will make it simple for you to sign up for email and text alerts of new jobs too.

What companies are partnered with the agency?

You will want to ask if the staffing agency works with the companies you want to work for. Check around and call the agency to find out if they know of opportunities at your targeted companies before working with them. You may find several agencies staffing for the same companies. Work with the agency that offers the best job assignments with the company that you want to add to your resume.

Does the agency offer a large variety of temp and perm assignments?

When it comes to the work you do, you may be looking for many types of work arrangements and experiences. For example, you may be looking for a permanent replacement job for the one you have now, whether part time or full time. Or you could be seeking contract work in your area, with greater flexibility. You may just need something temporary to fill a gap in your career skills or during a seasonal period between college classes. Look for an agency that offers a variety of work options, and the right salary rates and perks.

Ask the above questions when evaluating the right staffing agency for your career goals. Then contact Davis Staffing, one of the best staffing agencies in Chicago, to access premier career opportunities.

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 Post Job Listings To Social Media

April 16th, 2015

How To Post Job Listings To Social Media

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

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

Use Hashtags # Appropriately

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

Utilize Paid Advertising

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

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

Use LinkedIn’s Recruiting Tool

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

Have You Considered YouTube?

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

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

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