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!

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.

Benefits of Working with Temporary Staffing Provider

October 18th, 2013

Temporary staffing providers, or temp agencies, help you find candidates to fill available positions within your company. You set the standards for who they send over, including how many years of experience they have and if they need a college degree. Here are some benefits of working with temporary staffing providers.

Lower Cost

The first benefit to working with a temporary staffing provider is the fact that you will save on hiring costs. Yes, you will be paying the agency to provide you with part time or full time help, but hiring employees costs a lot more. You may not be aware of their skills, so you spend your time away from work reading resumes, interviewing and going through the hiring process. If you went through a temporary staffing provider, you would save yourself quite a lot of money.

Experienced Workers

It is a common misconception that temporary staffing companies only have entry level employees looking for their first job. In actuality, they go through rigorous competency tests before being sent on assignments, so you know you’re getting a qualified employee. Whether you need an office manager for a week or an accountant as a temp-to-hire, they will have the level of experience you require.

Save Time

Not only does it cost a lot of money hiring employees, but it takes up a lot of your time as well. Think of all the steps required just to hire one employee. You are losing time from your typical duties and really cutting back on your productivity levels. By going through a temporary staffing provider, you don’t have to do much except look over a couple resumes and choose if you want to interview them.

Choose Permanent Employees

You can get a contingent employee for short-term assignments, like during tax season when you need extra preparers or if an employee is out on disability. But sometimes you want to hire a permanent employee through the temporary staffing provider. This is another benefit because you get to see how they work day to day before deciding whether or not you will hire them as a permanent employee.

Networking

Staffing agencies also have a large network of employees who they have worked with before. Most of the time, they already have a list of potential workers who meet the qualifications you are looking for. Here are some tips to get the best candidate:

  • Be specific with the skills and experience you need in the candidate.
  • Ask for multiple resumes to review.
  • Request a short interview with each of the candidates.

Working with temporary staffing providers allows you a wide range of benefits. You can save money and time, put a candidate through a testing period before choosing to hire them, and select the qualifications, skills and experience required of the candidates they send over.

If you are looking for staffing agencies in Hammond IN, contact Davis Staffing today.

4 Ways to Get the Most out of Temporary Workers

September 13th, 2013

Congratulations are in order if you’ve decided to utilize a temporary workforce to augment your current staffing needs. This is an important step in the growth and improvement of your organization. In fact, over time you will likely experience the benefits of hiring temporary workers, which can include:

  • Lower costs of recruiting and onboarding staff
  • Higher levels of productivity and employee morale
  • Ease in managing fluctuating projects and seasonal work
  • Access to quality and pre-screened employees

To get the most out of your temporary workers there are some steps you can take as you work with the temporary staffing agency. These factors will help you to gain a more positive return on your investment.

  1. Hiring and Training – It’s true that your temporary workers will come from the agency, but still you must be invested in their success through a strategic hiring and training program. Develop clearly written job descriptions and requirements to provide to the staffing agency and to review with each temp. Have a training process put together to bring temps quickly up to speed during their first few days on the job.
  2. Improved Onboarding – Every business can improve the onboarding process with an orientation for both regular and temporary employees. Give your workforce a good introduction to the business, the mission and values, the corporate culture, and company leadership from the very first day. Assign mentors from among your more experienced employees to act as an initial point of contact for all new hires. Frequently check in with temps to help them understand and reach their goals.
  3. Task Management – It’s critical to provide training and orientation to all new temps, but it’s also important to provide them with the tools and resources needed to manage their tasks efficiently. Make sure all temporary workers have access to the systems they need to complete work, as well as guidance and support from your permanent employees. Let your teams know that they will need careful supervision to make sure tasks are not overlooked. Meet with your team leaders to ensure this is happening.
  4. Communication – The key to successful temporary workforce implementation is open and frequent communication. This includes communication between you and the agency, as well as floor managers and temps. Explaining work tasks and expectations is critical, otherwise the temporary workers may not know if they are meeting the needs of the company. Any special requirements need to be communicated early on so that the agency can provide the best possible temporary workers for the job.

By following the above steps, your organization should have a long and fruitful relationship with the temporary agency and workforce of your choice. This will give your business an advantage in the industry, enabling you to take on bigger and better projects.

Finding a Temporary Agency – Advice for Businesses

February 21st, 2013

Need a little help around the office? Not so sure you’re ready to make a long-term commitment? Then perhaps a temporary agency is the simple solution for your staffing needs.

Hiring temporary workers in Chicago and the surrounding areas can give you plenty of benefits without the pain, or expense, that goes along with hiring full-time employees in an uncertain economy. Of course, finding the right temporary agency is your first step towards finding the right temps to end your staffing woes. Look for these qualities when exploring your staffing options.

Go Local

Local agencies, like Davis Staffing in Chicago Illinois, know the lay of the land. They have developed a relationship with the temporary workers that work with them and know the skills, talents, and temperaments of these men and women.

Staffing agency employees and owners are the people who live and work in your community. They are going to do right by you and work hard to meet your needs now so that they can continue to meet them as the economy picks up in the future.

Consider Industry Specific Agencies

There are many different types of boutique staffing agencies dedicated to filling employment gaps in specific industries. Many industry specific agencies cater to the legal field, medical field, industrial work, and even phone work.

Depending on what your specific staffing needs are and how large the community where you operate your business happens to be, it’s quite likely that there’s an industry-related staffing agency to meet your needs nearby.

Compare Your Options

See what the differences are from one agency to the next in your community before you choose. Find out which agencies offer the best terms, the shortest commitments, and the lowest overall costs to you, as an employer. More importantly, check out the quality of temps various agencies have to offer.

What you want, above all else, is to get the best possible return on your investment.

Define Your Expectations

Of all the tips you’ll receive during your search for temp agencies and/or workers, this is the best advice you’re going to get. You need to know what you want and expect from the agency you work with and the workers they send your way. Spell it out for them, and yourself, in black and white so that no one is disappointed with the results.  This will save everyone involved time, money, and aggravation.

Don’t forget that the real benefit of hiring temporary workers is that you’re able to get trained staff members to work for short periods of time, to get through busy periods, or to test the waters and see how well they fit within the company structure. Try to make the transition as easy for the worker as possible and everyone stands to benefit. Trust Davis Staffing for all your temporary worker needs in Chicago Southland and Northwest Indiana.

What HR and Recruiters Wish You Knew

November 15th, 2012

Have you ever had a job interview that went so well you thought you had the job bagged before you left the building? But then, weeks later, you received a dreaded rejection letter. An experience like this can be very frustrating, even if you have a thick skin from all the jobs you’ve been turned down for in the past.

What HR and Recruiting Pros Want You to Know

Wouldn’t it be nice to have some insight into what HR folks and recruiters really wish you knew about successful job interviewing? This could certainly give you the edge over the competition (other candidates) and you’d probably have a better chance at landing a dream job. Come along for a sneak peek into the minds of the average hiring manager.

  • Punctuality is Professional – There’s nothing that will irk an HR person more than when someone shows up either too early or late for an interview. When asked to an interview, make sure you are no more than 15-minutes early and don’t show up late. If you have an emergency that prevents you from going to the interview, call ahead of time and reschedule – it’s common courtesy.
  • First Impressions Count – Walking in for an interview, you automatically give the recruiter an impression of yourself as a potential employee. It only makes sense then to make a positive first impression by dressing professionally in conservative business attire, coming in clean and shaven, and greeting the recruiter with a smile and handshake.
  • Be Prepared, but not too Practiced – Recruiters know that candidates practice ahead of time for interviews. Answering too many interview questions with canned answers not only irritates HR, but it’s impersonal. Just try to be yourself, breath and build rapport with the person on the other side of the desk. And bring a copy of your resume just in case.
  • Do Your Homework about the Company – Nothing spells success like having some basic knowledge about the company so you can ask intelligent questions and convey genuine interest. This is often a good way to break the ice with a difficult interviewer who will likely ask you what you know about the company.
  • Be Honest About Your Skills – The worst thing you can do in the HR person’s eyes is outright lie to get your way into a job for which you are not exactly qualified for. Be honest about what you know and what you are willing to learn. This can often show that you are worth the time and investment.
  • Recruiters Want to Match you to the Right Assignment – The job of a recruiter or HR person is to make sure you have the opportunity to work in an assignment that is a good match for your skills, interests, and experiences. Therefore, it may take time to find the right job for you – try to be patient if you can.

There are many wonderful jobs available today for skilled candidates like you. There are also opportunities to work for growing companies in Chicago Southland and Northern Indiana, all with the support of caring recruiters who are HR professionals that want you to find the job you are best suited for. Take the time to review the job board at Davis Staffing for more information.

Improve Your Google Ranking to Attract the Right Candidates

September 17th, 2012

When you’re a business that’s actively recruiting job candidates, it’s more important than ever to have a high ranking in Google’s search results. Unfortunately, that, in and of itself can be a challenge. You’re not in the business of SEO (Search Engine Optimization). But, it can seem like you need to be an expert in that and countless other foreign sounding words in order to make your presence felt on the World Wide Web. Here are a few things you can do that will make a huge difference in your Google Ranking.

Use WordPress for Your Website

Not only does WordPress make the website design process simple for the non-technical person to do, but it’s also extremely SEO-friendly. If you aren’t going to hire someone to handle your website design, this is by far the best solution for businesses to use today. WordPress will take care of many of the off-page SEO things that are needed in order to help Google notice your site.

Understand Keyword and do Your Own Keyword Research

Keywords are the words and phrases people type into search engines to find what they’re looking for. The more frequently the keywords are used, the greater the competition will be for those words when it comes to ranking well on Google. But you want to find at least three well-searched phrases (keywords) that will help people to find your site and optimize your site around those keywords.

Provide Valuable Content

Your website is your virtual storefront on the Internet. It allows people to do a little window shopping to see if they want to come inside or cruise on over to the next website in the search results. Google sees your site the same way. They need to see content that is relevant to the topic of your site and the keywords you’ve chosen. This will help them determine how useful your site will be to the average user and rank you accordingly.

Content is king and always will be when it comes to getting good search engine ranking. Include content on your site about jobs your have available, recruiting efforts, the company culture, the research you’re doing, new products in the work, and the products (or services as the case may be) you have on the market today.

Finally, use social media to announce the presence of your site and solidify your corporate branding efforts. Not only does this help increase your brand recognition with consumers but also with job seekers. More importantly, it creates vitally important backlinks to your site that indicate to Google that you’re site is worthy of their attention too. The more good press you generate about your company and your site the better it will be for your Google ranking.

Enjoy a few related posts on using technology and web marketing to promote your business to attract better candidates:

Do’s and Don’ts of a Company’s Social Media Page

Online Brand Management: Protect Your Company’s Identity

10 Best Interview Questions to Ask

August 20th, 2012

Hiring managers face many challenges when interviewing candidates. From finding the right skills and qualifications to actually do the necessary tasks to discovering a talent that will also be a good fit within the company “culture.” With so many businesses struggling today, there is more pressure than ever to find the right person for the job as quickly as possible. That leaves a lot riding on the interview.

It’s worth taking a little time before the interview comes around to think about the type of person you’re looking for to fill the position and then come up with questions that will help you find that person best. In this economy, it’s a good idea to focus your effort on finding talented people who aren’t afraid to think outside the box to get the job done.

These are ten of the best interview questions to ask in order to help you cut through the standard, rehearsed answers and find the right person to get the job done for your business.

1)   What will make you love coming to work every day?

2)   What are the top three things you need to be successful in this position and what could really prevent your success in here?

3)   When is a time in your professional life that you’ve had to overcome a major obstacle in order to succeed?

4)   If you could go back and start over in your career, what would you do differently this time around?

5)   What do you see as the biggest challenge someone coming into this position for our company will have face?

6)   What would you consider a successful first year if you were working in this position?

7)   Describe one time when you took a risk and failed and one time where your big risk was successful. How were they different?

8)   When working with other people, what changes have you made in order to be more effective at doing your job?

9)   What’s one thing you wish you did better, and what plans do you have to improve that?

10) What are the top five attributes of successful people and what kind of role do they play in your life? In other words, how do you measure up?

Asking the right question will not only force the candidate to think outside the scope of typical interview questions, but it will also force the job-seeker to provide candid glimpses into the way he or she deals with real-world problems rather than theoretical problems. It’s a revealing way to go through the interview process, and it places a great deal of pressure on the candidate. This is a great way to see how he or she responds to that pressure and who among the candidates sinks like a stone or rises to the top.

Sources:

http://abcnews.go.com/Business/CornerOffice/story?id=86287&page=1#.UChXNZ2PX0k

http://www.forbes.com/sites/work-in-progress/2011/08/03/the-best-interview-questions-you-never-ask/

http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/interviewing-candidates/best-interview-questions.aspx

Six Job Skills to Recruit for in New Hires

July 20th, 2012

The old ways of scanning resumes in search of the perfect job candidate are producing fewer real results in today’s ever-evolving work force. It’s not enough to simply seek out signs of intelligence or “book smarts” by way of GPA, affiliations, and honors program memberships. In fact, the companies that are making the grades these days are the ones who employ people who can think outside the box a bit—in defiance of traditional understanding.

If you can’t trust the tried and true markers of good employees companies used in hiring practices, what can you trust? What skills do you need to seek out in your new recruits instead?

1)   Passion. This is by far the most important trait or characteristic to look for in employees. Without passion, very little else matters. Passion is what will drive employees to deliver results time and time again. They love the product, love the challenge of creating products, and love coming to work every day. They will fight to make the products they believe in. More importantly, they’ll fight to make the products the right way from the very start because they believe in them.

2)   Integrity. It really matters today more than ever. You don’t want a staff filled with people who make big promises and never deliver. It’s more important to have good people working for you who promise small but hit the mark every time rather than a whole factory filled with people who promise big but never seem to give you the goods.

3)   Attitude. Nothing makes an office or factory a more pleasant place to work than having a staff that has the right attitude about their work and each other. With companies moving away from offices to cubicles, attitude is more important than ever before. There is less privacy and more opportunities for dissension to cause big problems in the ranks.

4)   Empathy. Employees need not only be able to get along with other employees but also need to be able to empathize with the customers who are buying the products too. This will help them design and deliver products that can meet the needs of the widest possible range of buying customers.

5)   Discipline. This is a skill that’s harder and harder to find in today’s marketplace—at least when it comes to the people in the job market—but it’s one that continues to be vitally important. Discipline, self-discipline in particular, means that you’ll never have to worry about driving your staff in the direction you need to go. They’re going to drive themselves. They’re going to keep plugging away until they get it right rather than giving up in frustration or getting sidetracked by distractions along the way.

6)   Adaptability. The workplace is changing today at an alarming rate. Quite frankly, you need employees who can not only keep up but also adapt and excel with the rapid changes and new technology the world is throwing at them.

There are other traits and skills you may prefer or need in your specific industry. However, these overall skills are invaluable in the workplace regardless of industry and will mean more to you, as an employer, when push comes to shove and deadlines approach, than any GPA or honors citations ever will.

Find your best candidates by working with Davis Staffing for skilled employees ready with today’s best attitudes and abilities.

What Workers Want from Bosses this Summer

July 6th, 2012

Summertime is often the time when HR departments are actively searching for new candidates to fill temporary and permanent assignments. Additionally, as current employees are more frequently dreaming about taking vacations at the beach, supervisors are trying to maintain staffing numbers by boosting employee morale. Knowing what workers want from their employer this summer can help to retain greater numbers of employees, and help make the workplace more productive.

So, what are many employees looking for this summer? A recent employee poll revealed that 78 percent of working parents value flexible work arrangements to care for their families, while another 62 percent of all workers agreed having a flexible schedule is a major perk. In fact, many employees reported they would take a pay cut in order to have more flexibility in their work schedules.

Having the ability to work from home at least part of the week, or being able to leave early on Fridays is another factor that employees want to have more work-life balance. There are certain job tasks that are more friendly to telecommuting, and this is something that all employers should look at closely. In some cases, it can even save your company money by reducing office use.

It’s clear that in order to keep employee happier during the summer months, employers need to be thinking outside the box in terms of offering incentives. Here are some suggestions:

  • Give all employees the option to work remotely during the summer, if their job duties allow.
  • Provide a work environment that is casual and flexible so employees look forward to coming in.
  • Have fun corporate events like catered lunches and after-work parties to let employees relax.
  • Develop an incentive plan for employees who achieve their goals in the summer months.
  • Offer employee development classes and training on-site to encourage skill and team building.
  • Encourage employees to schedule their summer vacation times in advance.
  • Design flexible work plans to allow remote employees to set their own schedules.

Your workplace can be a fun environment in which to encourage productivity and attract more talent to your team. Use the above tips to make your company a place where your employees will want to spend their summer.

Get help with your summertime staffing needs in the Southland Chicago area by working with the Davis Staffing team today!

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