The Power of Referrals

Referrals are instrumental in recruiting talent. It’s essentially the express lane of hiring, with quicker results and fewer obstacles. Referred employees have a 28.5% chance of being hired, while non-referral employees have only a 2.7% chance. What’s the catch? Only 7% of referrals make up the total number of applicants. Employees are simply not actively providing referrals.

Why Do Employees Not Refer Candidates

If you have a referral program in place but cannot figure out why employees aren’t using it, it could be for various reasons.

• Conflict of interest
• There are no incentives
• Unorganized onboarding process
• It’s your only recruiting tool

If your only recruiting tool is expecting employee referrals, you’re doing it wrong. Recruiters organize hiring and onboarding so that it’s a smooth and speedy process. Utilizing a recruiting team to find and maintain new hires could lead to referrals that are four times more likely to be offered a job.

How Do Recruiters Get Referrals?

Recruiters get referrals by adding value through their knowledge of the job market and being a guide during a challenging time. This could be by asking the right questions, providing resume writing services, or helping negotiate compensation. For a lot of recruiting companies, the standard stops there. Recruiters, like the ones at Staffworks, go beyond average measures. Our recruiters offer professional support throughout the entire process, as well as emotional support. We are not limited to only practical tasks like helping candidates edit resumes. Some of the ways we help include,

• Interview preparation
• Company knowledge and insiders
• Check-ins during the first few days, weeks, and months of the new position
• Job hunting advice
• Transparency
• Market knowledge

We get to know candidates personally, from their hobbies and kids’ names to their extended network of family and friends. This connection opens the door for us to confidently ask for and receive referrals because candidates understand firsthand the value that we provide.

Referrals Help Retention

Referred candidates not only save time by being 55% faster to hire, but they also stay longer. 25% of job candidates sourced through career sites remain at a company for more than two years, whereas 45% of employees hired through referrals stay for more than four years!

Conclusion

Finding top talent remains a struggle for many businesses. Fortunately, referrals are faster to hire and more likely to make a long-term commitment. However, a lack of time and resources in a business can result in the system not being efficient and referrals falling through the cracks. Recruiters can simplify this process.

We believe great people know great people. That’s why most of our placements are referrals across the board.

 Talk to a Staffworks recruiter today to increase your reach into our vast talent network HERE!

The post How Recruiters Use Referral-Based Hiring to Find Quality Employees appeared first on StaffWorks, Inc..

The job-seeking process is often dreaded. It’s a huge change, and if we know anything about human beings, we naturally resist change, especially one as significant as our career. Taking on a job search can bring feelings of instability, anxiety, and even low confidence. The expectations can be exhausting and time-consuming, and most of us can’t afford to quit our jobs to spend the time needed to find the right job. Employers understand this, at least the good ones do. That’s why companies hire job recruiters, like the ones at Staffworks. Recruiters have become a core part of companies hiring process, whether outsourced like us or in-house.

Who Pays Job Recruiters?

We are a resource to job seekers, paid for by companies. Employers struggle to find and keep employees, especially in the current market. We solve this problem for employers, so if a recruiting company ever asks you for payment, run!

When employers invest in professional recruiters to find their employees, instead of just a job post, it says a lot about that company. It not only shows that they value candidates and their time but also care about finding their culture and not just hiring ‘bodies.’ Our interactions with you are built on relationships, not transactions.

1.    Lessen the Burden of a Job Search

Looking for a job can feel like a job, and you already have one of those. Tasks like finding an offer that makes sense for your life, assessing if it utilizes your skills, questioning if it comes with the company culture you are looking for, setting up interviews, following up, and negotiating the final terms can be a headache. Job-seeking stress is real. But luckily, those things and more can be delegated to recruiters. Working with a recruiter makes your job search more efficient because we only contact you if there’s a job that aligns with your preferences– whether you’re looking for a consulting, contract, or permanent position. This means no more scrolling through countless job postings.

2.    We Get to Know Employers

Unlike a lot of other staffing agencies, Staffworks takes the time to get to know employers.  We visit these businesses hoping to get a feel for the culture, pace, cleanliness, and overall energy. We also note things like if it’s near public transportation. This is valuable information; you can’t research this knowledge for the 30 jobs you just applied to on Indeed. What usually happens is that you find out you don’t align with the culture three weeks in or hate the slow pace. Recruiters take the time to get to know employers because it helps us make the right fit and allows us to answer your questions honestly.

To see our newest job openings, click here.

3.    Personal Support Throughout Your Job Search

We know the job-seeking process can be a physical burden but also a huge mental burden. You’re putting yourself out there, opening the door to criticism and rejection. Taking your career into your own hands is not easy, so we commend you for taking it on.

Your job is a big part of your life, it might feel odd that you don’t want to share details with family or close friends, but this is entirely normal. It’s a heavy conversation. It would help if you had someone to talk it through, preferably a specialist. We offer our professional support throughout the entire process, as well as our emotional support. We are not limited to just the practical stuff like helping you edit your resume. We help you prepare for interviews by talking through potential questions that might be asked, discussing what types of environments you thrive in, or encouragement through a pep talk. We’re your biggest fans when it comes to your career!

I want a recruiter to reach out!

4.    We’re Connected to Serious Employers

Submitting job applications can feel like throwing darts in the dark, especially with many companies automating their hiring systems. You don’t know if a hiring manager will see it, let alone get back to you. Do you reach out again? How many times is too many?

Recruiters solve this by ensuring that they are getting your resume in front of the right people and hiring managers directly. This means questions and concerns are answered promptly, keeping the process moving forward. The employers we work with hire us in consideration of your time and theirs. They don’t want to meet you if you’re not serious just as much as you don’t want to meet them if they’re not serious. Fair.

5.    We Have Industry Knowledge

We get to know employers, but we also have industry knowledge. We understand the skills necessary and recognize the personalities best suitable for certain jobs. It also allows us to create a network of people who help each other. Often, we fill roles through referrals. This is easier when you focus on a set of industries. To view the industries we serve, click here.

Working with a recruiter is a free resource for you during your job search. It is not too good to be true. It works because it encourages transparency of expectations on both sides and considers everyone’s time. This means you aren’t wasting your time applying for job posting with 500 other people, and they aren’t receiving 100s of job applicants for people who aren’t even qualified. With a recruiter like the ones at Staffworks, you can have someone to talk your career through, offer advice, and be an overall mentor. To submit your resume, click here.

The post 5 Reasons Why Working with a Job Recruiter is a Smart Move appeared first on StaffWorks, Inc..

According to Harvard Business Review, recruiting talent remains the number one concern of CEOs. CBIA President Chris DiPentima states, “There’s no greater threat to our economic recovery than the labor shortage—Connecticut’s labor force declines since February 2020 represent 46% of the regional losses and 26% of the national decline.” Finding the right talent and keeping them has never been more difficult.

Finding The Right Talent

Effective recruiting and staffing is the first step in putting your goal and vision into practice in the workplace. The talent pool has cultivated rapidly with remote work allowing employees to work anywhere geographically. On the flip side, candidates for in-person roles are declining, putting them firmly in the driving seat. The task to recruit and retain top talent demands fresh and refocused energy.

Here are some do’s and don’ts to consider when recruiting for a role in the current competitive environment:

Do:

Require that all job openings are posted internally

This is one of the very few options that require little to no recruiting costs and training could take less time because of the employee’s familiarity with the environment. This is also important for keeping good talent, especially for those who value growth. LinkedIn data shows that the most common reason employees leave their company is career advancement, which is often linked to employers’ reluctance to promote from within.

Do:

Offer a generous compensation and benefits package

Another approach for firms to draw in and keep top employees is by offering competitive compensation and benefits packages. If your business gains a reputation for providing favorable perks, it will typically be easier to attract skilled candidates, and you might even experience some favorable side effects in marketing and sales. According to Glassdoor’s Employment Confidence Survey, 80% of employees would choose additional benefits over a pay raise.

Don’t:

Hire any talent that comes along

We get it, staff is hard to find. However, you do not want to compromise the integrity of your business. If employees feel the company’s recruiting practices come off as desperate, then they are less likely to have pride in the company. They feel as if they too were picked out of desperation.

Don’t:

Do it all alone

Nobody said it was easy. When it comes to recruiting, there are no courses or much reading material on what it is supposed to look like. We promote exemplary staff into management, but we never offer them training on how to effectively hire a team. We subconsciously start looking for candidates who remind us of ourselves or cognitive bias obstructs our judgment in other ways. This can keep great candidates from advancing in the process. Outsourcing your recruiting or staffing services is a simple solution to this. The staffing industry is a multibillion-dollar industry for a reason – it works. Recruiters like the ones at Staffworks Inc. work towards creating relationships with businesses and candidates, figuring out their needs, and making the right fit.  This attention to detail requires a dedicated effort. At StaffWorks we understand that talent is the most valuable business asset.

If you have never worked with a recruiting agency before consider reading our article on; 5 Common Misconceptions About Working With a Temp Agency for better insight into how we bring value to you and your future employees.

Keeping Talent

Keeping employee turnover low is extremely important, especially during a labor shortage. Recruiting is timely and overall, a huge expense. According to Employee Benefit News employers typically pay 33 % of a worker’s annual compensation to replace them. Hourly workers are also expensive to replace. A study from Society Human Resource Management states that the average cost to hire an employee is $4,129, or 6 weeks of pay for a $15 per hour job. On top of that, businesses invest $1,886 and 47.6 hours a year in the training of each hourly worker. After effective recruiting, retaining employees becomes critical to the long-term success of your business.

Do:

Invest in employees who might not meet all requirements

Realistically not a lot of candidates are going to be able to check every box in the job description. Willingness to teach and train potential prospects can be well worth it, especially in today’s market. Remember you can always teach skills, not personality. For example, if a company is looking to hire an engineer III it could make more sense to hire an enthusiastic engineer I or II with leadership skills and have them trained in the company’s process to eventually be the engineer III they need. This opens the candidate pool and allows employers to be pickier.

Do:

Offer perks that encourage employee productivity

Another way to retain talent is by offering perks that result in more productivity, this is mutually beneficial to employers and employees. This can look like an attendance incentive where employees earn cash bonuses for consecutively showing up on time. With the labor shortage, new and creative incentives must be created to keep good employees.

Don’t:

Ignore employees through uncertain times

As an employer, it is easy to look the other way when times are tough, usually with no consequences. However, those employers who act during uncertain times get that much more admiration from employees. A great example of this is a company we work with that recently rolled out a recession bonus for employees. The bonus includes a few hundred dollars that say, we know it is tough right now and we support you. Support could also look like mental health benefits. PwC found that 76% of stressed employees say financial worries have hurt their productivity, and 25% of this group say the impact has been severe or major. With the holidays less than 6 months away consider ways you can support your team which simultaneously fuels company culture and employee retention.

Undeniably, recruiting and retaining talent in today’s market is much more difficult than it once was. Recruiting the right candidate is difficult enough and retaining them is a whole new challenge. Let us take care of the first part. With 40% of recent job switchers looking for new positions, company focus should shift to keeping employees happy and engaged.

Our experienced recruiters are always willing to answer your questions. Click HERE to talk!

If there is something you do for your employees that is unique and has helped you keep them happy, please feel free to share down below with our recruitment community.

The post Recruiting and Retaining Talent During a Labor Shortage appeared first on StaffWorks, Inc..

Governor Lamont signed the bill, which allows those aged 21 or older to possess of 1.5 ounces of marijuana in public and 6 ounces at home from July 1st, with cannabis sales expected to begin in May of 2022.

Connecticut is now the 19th state, along with the District of Columbia, to legalize cannabis for non-medical use.

The bill includes employer protections for maintaining safe workplaces that CBIA and member company representatives advocated for, which include the following:

• Employers can drug test employees and job applicants and take disciplinary action.
• Employers can adopt policies prohibiting the possession and use of cannabis in the workplace.
• No accommodations are required allowing employees to perform job duties under the influence of cannabis or possess or use marijuana in the workplace.
• Employers may prohibit cannabis use outside the workplace if the employer adopted a policy under the bill’s conditions.
• Employers are not limited from taking adverse or other employment action upon reasonable suspicion of an employee’s use of cannabis while working or determining that an employee shows specific, articulable symptoms of drug impairment while working.
• With certain exceptions, an employee or prospective employee aggrieved by a violation of the bill’s employer limitations may, within 90 days after the alleged violation, bring a civil action.

Next Steps for Connecticut Employers

It is a good idea for employers to begin thinking about the impact on CT’s marijuana legalization and how to create company policies, update your employee handbook, and answer questions regarding how the legalization of marijuana can impact operations. Staffworks is happy to discuss these new ideas with our clients and we are available to help.

The post What must CT employers consider with new recreational marijuana laws? appeared first on StaffWorks, Inc..

1. Have filed an unemployment claim with the State of Connecticut for the week immediately prior to May 30, 2021;
2. Obtain and maintain a full-time job for a period of eight consecutive weeks prior to December 31, 2021; and
3. Not receive unemployment compensation during the required eight-week period of employment.

This program is being administered by the Connecticut Department of Revenue Services.  If you are interested please contact StaffWorks today and we will make sure you are eligible and help you complete the application to receive your $1,000 for those employees that qualify.

https://portal.ct.gov/Office-of-the-Governor/News/Press-Releases/2021/05-2021/Governor-Lamont-Announces-Back-to-Work-CT-Program

The post Need a job? How about an extra $1,000? appeared first on StaffWorks, Inc..

5 Myths About Working With a Temp Agency

You Can’t Get a “Real Job”

Even though positions often are negotiated on a temporary basis, an employee’s job function is integral to the company’s operations. Workers who make themselves an asset to the business often are hired permanently.

It’s Only for People Seeking Entry-Level Work

Working with a staffing agency is an excellent option for recent graduates to gain job experience. However, a temp agency also is a valuable resource that helps experienced workers connect with employers.

Placements Last a Short Period

The length of a position varies by the job and company. Some last only a few days while others extend several weeks or even months. This trial period provides excellent experience for people trying out a new industry.

There Is No Career Growth

When you work with a Staffworks Inc. recruiter, they are invested in your success and career goals. They will provide coaching to help you through the interview process and share advice on how to turn a temporary position into a permanent job.

You Won’t Make Much Money

Staffing agencies are skilled at negotiating better pay for candidates than they earned in the past. Recruiters also can find positions with perks like a short commute, flexible work environment, and exciting projects.

Staffworks Inc. has more than 20 years of experience matching hardworking people with reliable, high-quality staff positions. We are a premier temp agency that also provides professional recruiter services to fill full-time positions. Typical job placements include production assemblers, inventory control staff, administrative assistants, light manufacturing, and more. To learn more about our services, call (203) 881-2037.

The post 5 Common Misconceptions About Working With a Temp Agency appeared first on StaffWorks, Inc..

5 Benefits of Temp Agencies

1. Make the Transition

Temping is an exceptional way to put yourself in the running for a full-time position with a company. After taking the time to prove yourself in the workplace, the company will recognize you for all of your hard work and ability to meet goals and accomplish tasks. This could easily parlay into a full-time role with the company.

2. Test the Waters

What is the right industry for you? Working with a temp agency exposes you to a variety of industries and positions. You may work a desk job for one organization and be placed in the field for another. If you’re flexible and interested in testing the waters to determine where your strengths lie, joining a temp agency could make an enormous difference in your future successes.

3. Develop Contacts

Connecting with important industry figures and making contacts within your prospective field could be just what you need to carve out a role for yourself. This is important whether you’re vying for a part- or full-time position—you never know who knows someone who is hiring within your field.

4. Learn the Skills

All jobs require a specific skill set. You’ll develop all of those skills and gain the hands-on experience many employers love to see in their prospective hires.

5. Obtain Benefits

Being without employment for extended period can have an impact on your life in more ways than one. During your search for a part- or full-time position, you can work with a temp agency and enjoy temporary benefits while you’re there.

If you’re ready to jump back into the workforce and want to obtain the skills you need to grow as a professional, joining a temp agency is a logical step that can play an enormous role in your success. Turn to Staffworks Inc. to find out how our job searching professionals can help you. Call (203) 881-2037, and like us on Facebook stay in the loop on social media.

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1. You have a lot of potential – start recognizing it!
   You may not be built like Arnold Schwarzenegger or be mistaken for a supermodel.  But with positive thinking, focusing on your strengths, and self-determination you can achieve some truly amazing things.
2. Decide what you want – and set goals along the way.
   Remember the old saying “Rome wasn’t built in a day”?  Well, it wasn’t!  When setting goals, it’s important to keep your long-term goal in mind, but set smaller goals along the way.  This will help keep you motivated and patient.
3. Get focused and discipline yourself.
   Nothing in life is free.  If you want to meet your goals, you’re going to have to work for it.  Focus your attention on your goals and don’t stray.  Make sure each day you do at least one activity that centers around your goals.
4. Stop doubting your abilities and develop self-confidence.
   Strike the phrase “I can’t” from your vocabulary-because “you can”!  Don’t complain or get frustrated with little roadblocks.  Instead visualize your success.
5. Avoid negative people.
   Negativity is contagious.  One of the easiest ways to become successful is to surround yourself with positive, successful people.

Let Staffworks help get you into that perfect job!

Search Jobs

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1. Don’t show up late!
   The easiest way to look bad right off the bat is to show up late. It gives the impression that you’re irresponsible and makes the interviewer feel that their time isn’t important to you. When planning for your interview give yourself enough time for traffic jams, a late train, bad weather and whatever else could happen. And if you arrive early you’ll have more time to relax and prepare.
2. Don’t appear disinterested.
   There may be some points in an interview when you determine this job simply isn’t the right fit. It that happens, do NOT show it! Remember that the interviewer does not exist in a vacuum. He or she has friends, relatives, and associates who may influence future job opportunities. If you behave poorly, the interviewer will remember and will share the story of you and your unprofessional behavior with others. Haven’t you shared bad job search experiences with people close to you? The interviewer is probably no different.
3. Don’t be unprepared.
   There’s nothing worse than interviewing someone who doesn’t even know what your company does. Take some time before your interview to conduct research. Learn about the company, try to talk with existing employees, gain insight into their industry. Excellent sources of information include the Internet, periodicals, and experts in the field.
4. Don’t forget to be polite.
   No matter how old fashioned it appears to use words like please, sir, ma’am, and thank you, do not delete these words from your vocabulary. These simple words can work wonders towards making a positive impression. Always use a respectful tone of voice. Do not unnecessarily interrupt the interviewer. Maintain eye contact and a pleasant expression. Leave the slang, slouching, and gum chewing at home. Good manners signal respect for yourself and the people around you; never underestimate their importance.
5. Don’t dress down.
   No matter how laid back or casual a company is, always “dress up” for an interview and remember it’s not time to express your individuality. Always remember that your goal is to gain employment, not to make a fashion statement. Accordingly, you should not dress in any way that will distract attention from you and your qualifications. Things to avoid include unconventional hair colors, excessive jewelry and makeup, and any clothes that you would wear to a nightclub. Do your best to dress accordingly. If there is any doubt, err on the side of being overdressed.
6. Don’t lie.
   Never, ever lie during an interview. Mistruths have an uncanny habit of catching up to people. If the interviewer catches you in a lie during the interview, you have seriously damaged your chances of being hired. After all, would you hire someone that you couldn’t trust? If your employer finds out you lied after you have been hired, it could be grounds for dismissal. Even if they do not dismiss you, you are still in serious trouble as you have damaged your integrity in the eyes of your boss. The bottom line is that you should always be truthful when interviewing.
7. Don’t be modest.
   When searching for the right job, put your modesty aside. Don’t be afraid to confidently describe your skills and accomplishments. After all, if you don’t sing your praises to your potential boss, then who will? Don’t count on your resume to do all the work; it is only a tool to help you land the interview. Once you get your foot in the door, it is up to you to convince the interviewer that you are the ideal person for the job. Worried that you will come across as conceited instead of self-confident? Then practice how and what you will say with a friend or family member who can provide honest feedback.
8. Don’t forget a thank you note.
   Once the interview has concluded, take a few moments to jot down your impressions of the interviewer, what you talked about and any interesting points that were brought up during the meeting. The ideal time and place to do this is in your car as soon as you have exited the building, as your thoughts will be most fresh at this time. Use this information as you compose a well thought out thank you note to the interviewer. Mail this note no later than the day following the interview. Remember, promptness signals interest.

By avoiding these eight simple mistakes, you can improve your chances of having a successful interview and landing the job of your dreams. If you’re ready to take that next step, contact us today!

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Here are some common feedback mistakes:

• Speaking out only when things are wrong.
• Providing generic praise without specifics or an honest underpinning.
• Waiting until performance or behavior is substantially below expectations before acting on it.
• Giving negative feedback in public.
• Criticizing performance without giving suggestions for improvement.
• Not conducting regular performance reviews.

Clearly, giving and receiving constructive feedback is a skill that must be honed.

Developing proficiency in this area is essential to building good relationships with, and motivating peak performance from, your team.  To help get you started, here are four tips for providing feedback the right way:

1. Be proactive. Nip issues in the bud and avoid messy interpersonal tangles that result from neglected communication.  If you meet with employees regularly to give feedback, it conveys, “Your success is important to me, so I want to be accessible to you.”
2. Be specific. Although it’s not easy to provide negative feedback, it’s important to be as clear as possible by giving specific examples that illustrate your point.  Instead of saying, “Your attitude is bad,” say, “When you miss deadlines, then cross your arms and look away when I discuss it with you, it gives me the impression that you don’t care about the quality of your work.  Can you help me understand this behavior better?”
3. Develop a progress plan. Be clear about the specific changes in behavior that you expect in a specific period of time, and follow up as scheduled.
4. Link employees’ performance to organizational goals. Reinforce the value of your employees’ contributions by giving specific examples of how their work and positive behaviors serve the organization and its customers.

At Staffworks, we understand and appreciate the value of constructive feedback. So we’d like to hear from you. Please contact us with your questions, comments, and suggestions.

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