How To Turn Temporary Hires Into Permanent Ones

November 14th, 2014

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

Use a Staffing Firm

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

Watch the Temp Worker

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

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

Determine the Need for Another Full-Time Employee

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

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

Offer the Full-time Spot

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

Reap the Rewards

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

Should You Hire On Experience Or Potential?

October 29th, 2014

Working as a hiring manager is challenging and rewarding all at the same time. Each time you make an excellent hire, you get to watch first-hand how well the employee performs on the job. A hot topic within the industry right now is if you should hire on experience or potential when bringing in new employees. We will discuss why the answer should be potential and not hire based on experience.

Is the Candidate Fresh?

One of the first things you need to look at during the job interview is if the candidate is fresh or stale. When we compare fresh versus stale we are talking about right out of school and working the same job for 20 years. Sometimes, a candidate who is a recent college graduate will offer more to the company than someone who has been working the job for 20 or more years.

Does the Candidate Have Staying Power?

The next question you need to ask yourself when analyzing a candidate is if they have staying power at your organization. Is the candidate a flash in the pan? Did they accomplish one major thing during their career? If so, he or she might not be able to replicate the success when working at your company. A candidate with staying power will be able to work under the radar while being successful during the length of their career.

Is the Candidate Open to New Things?

A candidate who is stuck in their ways will fall into the experience category and you should stay away from hiring such a person. You want someone who is open to new things, especially as technology keeps evolving. You will need to determine if the candidate tries new things by asking questions that tell you if he or she is a risk-taker.

Is the Candidate Still Learning?

If the job candidate is on cruise control, then he or she might not be a good hire for your company. If the candidate is still furthering their education, is attending training courses, or asks about tuition reimbursement, he or she is the right fit for your company. This type of employee fits into the category of hire for potential.

Traits of Potential-Based Candidates

What are some of the traits of a potential-based hire? The traits you want to look for the most include insight, curiosity, determination and engagement. When you hire based on potential, the candidate you choose should have at least two of these traits. If you come across a candidate who has three or more of the traits, you need to make the best offer possible to secure a signature on the employment contract.

The bottom line here is that you should always hire based on potential and not experience because potential will bring more success to your company than someone who is stuck in their ways.

What To Look For In A Candidate Fresh Out Of School?

October 14th, 2014

As an employer, you need to do everything possible to find the right candidate for the open jobs at your company. This means that you will need to know what to look for in the candidates who interview for the open jobs. The student’s GPA and major are not the only thing you need to take into consideration when hiring recent college graduates.

We have compiled a list of the most important things to look for in a candidate fresh out of school here.

A Team Player

The candidate must be a team player. You will want an employee who not only can work well in a team setting, but also who wants to work as part of a team, not just go through the motions. A telling sign is how well the candidate can work with others who are very different from them. This will help you get a glimpse of how the candidate will work with your current employees.

Strong Writing and Communication Skills

You also should look for recent college graduates who can write well and have strong communication skills. No matter what type of job is open, the need to write and speak publicly will arise at some point. This means that your candidate must be able to put together a strong presentation that includes written material and requires them to speak in front of others.

Ability to Analyze and Solve Problems

A very important aspect of business today is the ability for employees to analyze and solve problems when they arise. Recent college graduates need to have this ability if they want to obtain employment. You need to make sure that any recent college graduates you interview can perform such a task. You can determine this by having the candidate provide an example of how they performed this task while working an internship.

Creative Out of the Box Thinker

Creativity is very important in the business world today because it separates the most successful companies from the least successful companies. As you interview recent college graduates for open positions, you need to determine if they can be creative and innovative when on the job. This will increase the success of your company because the candidate will bring their new ideas to the table each day they are on the job.

Strong Work Ethics

No matter which industry your company operates in, you will want to hire someone with strong ethics. When you bring in people who live by their ethical decisions, you will notice a difference in the office and your corporate culture.

Understanding of Numbers and Statistics

You also need to find candidates fresh out of college who understand statistics and numbers. This ability is necessary in today’s business world because it helps the company move forward with deals, projects and contracts.

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.

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.

 

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.

4 Ways to Optimize an Illinois Job Description

April 3rd, 2014

Recruiting candidates for your company in Illinois often starts with creating job advertisements on career pages that appeal to the market. There are a number of competitors in many of the main cities in Illinois, including Chicago. Your business will only succeed if you have the cream of the crop in terms of employees. Therefore, as a recruiter it is your job to optimize your job descriptions in order to reel in the best talent in Illinois.

Here are four ways you can effectively optimize an Illinois job description and attract the best job seekers before someone else does.

#1 – Know Your Target Candidates Inside and Out

As an employer in Illinois, it is in your best interest to paint a good picture of the type of candidates you want to interview and eventually hire. Experts suggest that you create a “candidate avatar”, which represents the qualities and personality of the type of candidate that you want for each job. This visual will help you as you create your online job descriptions for jobs in the Illinois area. Think like candidates, using content that will appeal to them directly. Know their wants, needs, and what moves them.

#2 – Add Search Engine Keywords to Online Job Descriptions

We live in a world where everyone searches for information and opportunities using the Internet. Therefore, when creating Illinois job descriptions you will want to create words that are search engine optimized, or SEO as it’s commonly referred to. This includes using industry keywords in your job descriptions. For targeted geographical areas in Illinois, you will also want to include the names of cities and regions in Illinois where are your jobs are located. This will help candidates tomorrow easily find your job descriptions and career pages online.

#3 – Put Your Illinois Job Descriptions on Social Networks

As of most recent statistics for 2014, most job seekers spend a great deal of time on social networks looking for job opportunities in Illinois – as much as 1-2 hours per day. Go where the best candidates are by adding your job descriptions and advertisement on niche Illinois job search groups. Use social media tools to make it easier for candidates in Illinois to apply for work. Post new openings using industry hashtags on Twitter and Facebook. Social networking tools are available to make things easier in recruitment. Take advantage of recruitment apps found on mobile devices that tap into social networks.

#4 – Make Job Descriptions Stand Out with Compelling Titles

Compelling titles for job descriptions can really make them stand out against the competition. In addition to making all job descriptions and titles SEO friendly, you will want to use words that demonstrate the corporate culture, benefits, and other perks that are associated with working for your company. Make sure your company’s mission is clearly stated in job descriptions and use the title to attract the best talent to your team in Illinois.

For more information about creating Illinois job descriptions and recruiting great people, talk to the recruitment professionals at Davis Staffing, a leading IL Staffing Agency. We are ready to support your hiring needs for this year and beyond.

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.

Employer Tips – What Questions to Ask a Staffing Provider in Chicago IL

December 20th, 2013

Working in the real world today takes a lot of time and energy, which is why many companies in Chicago, Illinois elect to hire staffing firms to help fill empty positions within their organization. Before you select a staffing firm to work with, be sure you find out if it the best one available in the region. You can do this by asking the firm a series of questions that, if answered properly, will be able to provide you with all the information you need.

Who (clients) do you work with right now?

When interviewing prospective staffing firms this is a very important question to ask. You should ask to see client testimonials and ask for contact information so you can seek more information. It is best to make a connection with the firm’s clients so you can find out from the clients if the staffing firm is performing to their standards.

Which industries do you provide staff for?

This might seem like a commonsense question to ask, but it is always worth repeating. Ask the staffing agency what their niche is so you can weed out any firms that do not operate in your industry. It is best to work with a firm that specializes in your industry instead of one that has its hands in multiple industries.

Are there candidates available for hire right now?

A major selling point for some companies is the fact that staffing agencies have prospective temporary employees in Chicago ready and waiting to begin work. If you need to hire a staffing firm and then bring in prospective employees immediately, it might be best to ask this question during the interview process.

What is the firm’s screening process?

Find out how the staffing agency screens its job applicants. Do they simply read cover letters and resumes or do they perform full background checks? Do they contact references for you or do they have the hiring company do so? Will the staffing firm check employment dates and interview the candidates? These are all excellent questions to ask the firm prior to signing a contract for their services.

How does the fee system work?

Some staffing firms charge a percentage of the hire’s first-year salary as their fee while others use a fee system. Find out in advance how the fees are determined and then charged so there are no surprises when the bills arrive.

Does the firm offer any other business services?

Most staffing firms provide more than just employees to their clients. Some even offer on-site HR support, compliance, and the creation of training programs for employees. Not all firms provide these services, so be sure to find out if these are items your company would like assistance with in the future.

Is the firm local, national, international?

There are staffing firms out there that operate locally, nationally, internationally, and in multiple realms. Depending on what you need, you should find out how the firm operates so you can make your decision. The advantages of working with a local firm are that you may get more personal attention from recruiters who understand your market and community better than a larger staffing agency.

Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing! 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 in the Chicago, IL area. If you are looking for temp agencies in Chicago IL, contact us today.

Should You Promote In-house or Hire from the Outside?

December 12th, 2013

A large part of succession planning involves deciding whether to promote employees from within the company or look to new employees by recruiting from the outside world. This can be a tough decision, particularly when you have a great deal of talent within your existing teams. However, each business needs specific skill sets and knowledge in order to remain competitive in their market. Therefore a plan to develop employees who have potential coupled with the benefits of  recruiting temp employees can boost your business the most.

To help you decide what’s the right option for your particular business situation, here are some general guidelines to follow as part of succession planning activities.

#1 – Evaluate what skills are in biggest demand for upcoming projects and objectives.

Your business is likely to have a number of upcoming growth initiatives that may include special projects, new clients, and he development of innovation. As part of these activities, you will find yourself needing to either develop your in-house skills or hire new staffers who have the necessary skills. Decide what skills are in the highest demand and then make a plan to train potential employees and recruit when needed.

#2 – Conduct a complete skills and performance assessment of your current employees.

Chances are, you have some onsite employees who have the skills needed to get the job done, but you have not tapped into them yet. Do a review of the most recently conducted performance reports, talk with your supervisory team, and identify who among your current team members possess skills you can better use. Then you will have a good idea of who you can develop as part of your succession plan rather than recruiting.

#3 – Identify top performing employees who have demonstrated loyalty to the company.

As part of your quest to develop and build upon the skillsets among your current teams, you will want to evaluate staffers on their longevity and dedication to your company. The reason you want to focus on this area is because employee development takes time and money to accomplish, therefore your efforts will want to be investing in employees who will stick around for the long haul – not those who will jump ship soon after earning ne credentials.

#4 – Recruit temporary employees to develop into permanent employees to fill in skill gaps.

Once you have developed all your in-house human resources, then it’s time to recruit new skilled employees in Oaklawn, IL and other areas where you do business. You can do this two ways. (1) Partner with the staffing agency to recruit entry and mid-level temp employees to replace those who have moved up in your company. (2) Hire specialist temps for specific skill gaps among your existing teams where you have not identified employees who have potential.

The decision to hire or to train, or both, should be based on your ultimate time and costs associated with these efforts. Luckily, Davis Staffing has the resources to help you maintain cost effective succession planning and recruitment efforts.

We hope you enjoyed this post and will share it with your networks! Also, we look forward to your comments and feedback! Want to learn more? Explore important recruitment and employment topics by reading a few more popular blog posts from Davis Staffing in Oaklawn IL!

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