Temporary Or Direct Hire: Which Should You Choose To Fill Your Position?

December 26th, 2014

Deciding who to hire for an open position at your company can be very difficult. No matter how many people you interview, or how in-depth you research a person, there is no guarantee that the hire will pan out and be with you long-term. Because of this, an argument has come about that asks how you should fill an open position. Should it be done using a temporary hire or a direct hire? We will take a look at both sides below.

Make it a Temporary Hire

Some business professionals, including those working in human resource departments, will argue adamantly for filling an open position using a temporary hire. The main reason for this is that companies can use temporary hires to their advantage. A temporary hire does not have to be provided health benefits through the company, only needs to be hired when the company requires extra help and can be removed from the position when the project is complete.

Another added benefit of a temporary hire is that the staffing agency you use will do all of the legwork for you. This means that you do not have to read through hundreds of resumes, sit through countless interviews, or spend time posting job ads. The staffing firm will remove a lot of the overhead from the process and even help the company save time and money.

Possibly the most important benefit of hiring a temporary worker is that you can test the employee for a specific amount of time. If you only require their help for a month, then so be it. But, if you want to eventually offer the temporary worker a full-time spot with your company, the time they are working for you can be a test period without them knowing it.

Make it a Direct Hire

What is the difference between a temporary hire and a direct hire? A direct hire is a hire made to fill an open position at a company without the use of a staffing agency. This means that the company will need to conduct the entire hiring process on their own, from posting the job ad to sifting through the resumes to conducting the interviews to making the offer of employment.

When making a direct hire, you are involved in the entire process, which many companies prefer. The reason for this is that they are responsible for researching the potential employee and learning about their background. If the employee turns out to be a bad hire, it is on the company and no other entity. If the hire is a good one, the company is the reason for the success.

Choosing between a temporary hire and a direct hire can be difficult, but as we have outlined, it looks as though using a temporary hire to fill an open position is the best way to go.

The Benefits Of Pairing With A Staffing Agency

December 12th, 2014

Staffing firms have been helping companies find extra workers for decades. Not every company out there takes advantage of the services offered by a staffing agency, but many more are beginning to do so. There are plenty of reasons for this and we will discuss those reasons in this post. The benefits far outweigh the negatives, of which we really cannot find many.

Find out why it’s wise to make Davis Staffing your recruitment partner.

Save Time and Money

Right off the bat, two benefits of working with a staffing agency are the ability to save time and money. It costs close to $58,000 to hire a new worker, according to the U.S. Bureau of Labor Statistics. This number does not include benefits, 401(k) match, the cost to advertise an open job and cost of recruiting. When you use a staffing firm, the firm will help you save money on overhead costs.

Partnering with a staffing firm will also save you time. The average time it takes from a job interview to a hire is roughly 22-25 days. This number does not include posting a job ad, acquiring resumes, sifting through those resumes and then interviewing candidates. Staffing firms will remove some of these aspects for you, helping you save time.

Flexibility of Employees

Pairing with a staffing agency makes it easier for the company to be flexible when it comes to the scheduling of its employees. Temporary workers can be brought in for a job that can last one day, one week, one month, six months, one year or multiple years. You can bring in temporary employees when busy seasons hit, during the holidays, when employees take vacations or when you lose an employee to sick or maternity leave.

Quality of the Hire

When a company pairs with a staffing agency, it will always be provided high-quality hires. Staffing firms are tasked with weeding out the undesirables or inexperienced candidates for all available openings. This means that your company will experience a drop in turnover rate for employees when working with a staffing firm.

Increased Productivity

If you are worried about the workload of your employees and their stress levels, then it might be time to pair with a staffing agency. This will help you spread the workload evenly amongst employees by bringing in new workers. This can be done during the holiday season, when there is an influx of work, or when a major project comes across your desk that needs to be completed quickly using high quality work.

Find Full-Time Workers

Many companies pair with staffing agencies for the sole fact that they can test their temporary workers to see if they will be a good fit with the company on a full-time basis.

Pairing with a staffing agency is an excellent idea for companies of all sizes, because of the above reasons and many more. If your company has not paired with an Illinois staffing agency yet, it might be time to move in that direction to save time, money and drop the employee turnover rate.

How To Sell Your Organization To A Candidate In An Interview

November 28th, 2014

One of the biggest challenges a company faces during a job interview is pitching the company in an attractive way to a “dream” candidate. The candidate obviously has some level of interest in your company since he or she has submitted a resume and has accepted a job interview, but you need to make the final push. We will discuss how to sell your company to the candidate, without seeming too desperate to get the candidate on board.

Clarity about the Role is Important

You need to be as clear as possible when discussing or describing role for which the candidate is interviewing. You cannot leave out any details, nor make any mistakes in describing what the candidate would be doing during a normal workday. All of this information will play a role in the decision the candidate makes as to whether or not he or she will accept an offer of employment. Another way to show clarity is by giving the candidate a tour of the company when arriving, during the interview, or on the way out the door at the conclusion of the interview.

Think about the Competition

As you sit down with a candidate, effective recruiting means you need to take into consideration your company’s competition. If you want to be successful in selling your company to a candidate, you must acknowledge that these candidates could be interviewing with the competition in the near future. You will need to provide them with incentives to join your organization. These include better compensation, a strong benefits package or better schedule flexibility.

Think about the Candidate

Another way you can sell the company to the candidate is by thinking like the candidate. Put yourself in the candidate’s shoes. Figure out what it is he or she will want from such a job at your company. This includes strong autonomy, a clear path to advancement, job security and recognition for strong performance. You can determine all of this by asking the candidate about their expectations, hopes, values and work style.

Describe the Outstanding Culture

Candidates want to know what type of culture the company has so they can determine if he or she will fit into that environment. If your company has a very positive culture, you need to explain it and show the candidate why the culture is so positive. This can be done by showing the candidate around the office on varying occasions.

Demonstrate Genuine Passion

Even though you are conducting the job interview, you still need to display passion for your company as a part of effective recruiting. If you are not passionate about the job and the culture of your workplace, then the candidate will not feel compelled to accept an offer of employment. Passion shows the candidate what is alluring about the position and what the company can bring to the table.

If you follow the tips outlined above, it should not be difficult to sell the candidate on your company during a job interview. If you need help coming up with ways to highlight the company strengths or in finding a well-matched candidate — consider working with Davis Staffing in Hammond Indiana.

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.

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