Introduction Matters 

Securing employment should enhance lives, not disrupt them. Also, expecting new employees to join your team at full throttle when they are already burned out from the job search is a tall order. The reality is that the job search process can be incredibly time-consuming, especially if your candidates are not qualified or you have a lengthy application process. This is where a strategic partnership with a staffing company can alleviate the burdens of the process. They ensure that prospective employees not only feel supported but also enjoy a seamless and positive introduction to your company. In today’s competitive job market, the initial interactions and first impression of your company are critical.  

New Generation of Job Seekers 

Deloitte found that, “77 percent of respondents say they have experienced employee burnout at their current job, with more than half citing more than one occurrence.”  

You need an approach that not only eases burnout but also aligns with the preferences of the new generation of workers that value flexibility and diverse pathways to their careers, such as temporary or contract roles. For these types of employees, it often makes more sense to explore opportunities through staffing agencies. This approach not only provides the desired flexibility but also offers the convenience of having these individuals on their payroll, simplifying administrative processes, and enabling businesses to adapt more efficiently to their ever-evolving staffing requirements. It is a mutually beneficial solution that aligns with the preferences of today’s job seekers while optimizing operations for employers. 

The Quest for Honest Qualified Talent 

In today’s workforce, there is a noticeable shift towards what some call the ‘Fake It ’til You Make It’ attitude among the younger generation of job seekers. 75% of them are unapologetically applying for positions they do not meet the minimal qualifications. While this determination is admirable, it often leads to exhaustion and frustration for both employers and candidates alike. The reality is that sifting through countless applications and conducting interviews can be a time-consuming and often disillusioning process, especially when the qualifications do not match the initial promise on paper.  

Conclusion 

In today’s ever-changing job market, job seeker burnout is a real challenge affecting both employees and employers. At StaffWorks, we offer a solution that not only addresses burnout but also aligns with the preferences of the new generation of workers. Our partnership approach ensures a seamless and positive introduction to your company, simplifies processes, and enhances your adaptability to staffing needs. 

 If you are ready to streamline your hiring process, contact StaffWorks today to unlock your organization’s potential and create a thriving, successful workplace. Your journey starts here. 

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In the fast-paced world of production, the safety of temporary workers takes center stage. As a leading staffing company, we recognize the vital role of comprehensive training in ensuring a safe work environment. In this blog, we will explore the key training practices that can empower both temporary workers and their supervisors to prioritize workplace well-being and foster a culture of safety.

Effectively Communicate Safety Knowledge:

Safety is not just a priority – it’s the foundation for success.

To promote a safe work environment, it is essential to provide temporary workers with thorough safety training. Cover topics such as hazard identification, risk assessment, proper equipment usage, and emergency procedures. Empower them with the knowledge and confidence to recognize potential hazards, take preventive measures, and respond appropriately in challenging situations. Effective communication should transcend language barriers, ensuring that all individuals, including non-fluent English speakers, can access and comprehend the safety training materials. Complex concepts should be broken down into easily digestible information accessible to all individuals, regardless of their background.  By equipping temporary workers with safety knowledge, you create a vigilant workforce that actively contributes to a secure work environment.

Supervisor Training for Safety Leadership:

Supervisors play a vital role in setting the safety tone within a facility. Equip supervisors with the skills to conduct safety inspections, lead safety meetings, and implement corrective actions promptly. By investing in the development of supervisors, you foster a culture where safety becomes ingrained in the day-to-day activities of the facility. Supervisors who are knowledgeable and passionate about safety become safety champions who can inspire and guide their teams toward a safer workplace.

supervisors should not only receive comprehensive safety training but also actively participate in the hands-on aspects of safety management. This approach fosters a collaborative and proactive safety culture within the organization.

Engaging Training Methods:

To ensure training effectiveness, incorporate engaging methods that captivate the attention of temporary workers and supervisors alike. Utilize interactive elements such as role-playing exercises and real-life simulations. These hands-on methods not only enhance knowledge retention but also allow employees to experience the potential consequences of their actions in a controlled environment and develop the confidence to handle similar situations in the workplace. By making training sessions interactive and enjoyable, you create a positive learning environment that promotes safety engagement.

Continuous Reinforcement and Refresher Training:

Safety training should not be a one-time event. Implement a system of continuous reinforcement and refresher training to reinforce safety protocols and address emerging risks. Regularly update temporary workers and supervisors on industry best practices, regulatory changes, and advancements in safety technology. This ongoing education ensures that everyone remains up-to-date and equipped with the latest safety knowledge.

Post-Training Check-Ins and Assessments:

To evaluate the effectiveness of the training practice, conduct post-training check-ins and assessments. Engage temporary workers in discussions about their understanding of safety procedures and their confidence in implementing them. Provide opportunities for feedback and address any concerns or gaps identified. These check-ins help identify areas for improvement, reinforce learning, and ensure that training aligns with the specific needs and challenges of your business’s environment.

Conclusion:

Prioritizing safety through effective training practices for temporary workers and supervisors is a critical step toward creating a culture of safety within a facility. By empowering temporary workers with safety knowledge, providing supervisor training for safety leadership, utilizing engaging training methods, implementing continuous reinforcement, and conducting post-training assessments, you can foster a safe work environment where everyone is invested in their well-being. Remember, a strong commitment to safety not only protects the workforce but also boosts productivity and establishes your business as a leader in the industry.

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Wage Breakdown

• Minimum Wage – From $14 to $15
• Restaurant and Hotel Workers – Unchanged $6.38
• Bartenders – Unchanged $8.23

Mark Your Calendar

Don’t let the upcoming minimum wage increase catch you off guard. Even small mistakes can have significant consequences. With a trusted staffing partner by your side, changes like the upcoming minimum wage increase are seamlessly managed for you.

Connecticut’s Steady Path to $15

Connecticut’s attempt to raise the minimum wage to $15 began in 2019 when Governor Ned Lamont signed the minimum wage increase in May of that year. The first step involved increasing the state’s minimum wage from $10.10 to $11 in October 2019. Since then, Connecticut has pursued a consistent approach, with the minimum wage rising by $1 every 11 months, ultimately reaching the rate of $15 per hour in June 2023.

Indexing for a Sustainable Future

Once the $15 per hour mark is attained, the state’s minimum wage will be indexed by the U.S. Department of Labor’s employment cost index. Senator Cathy Osten explains, “It will automatically adjust moving forward without the need for a political debate.” This proactive measure is expected to maintain the value of the minimum wage over time, promoting stability and predictability for workers and businesses alike.

Implications for Businesses and the Worker Shortage

Connecticut’s labor market currently faces a shortage of workers, prompting many businesses to offer wages above the minimum requirements. This response reflects a recognition of the need to remain competitive and foster employee satisfaction in a rapidly changing job market.

Conclusion

Connecticut’s steadfast commitment to achieving a $15 minimum wage signifies its determination to create an equitable economic landscape for workers. Many businesses have surpassed the minimum wage requirements, demonstrating commitment to their employees’ welfare and a desire to remain competitive in the face of upcoming wage hikes.

Companies that have temporary workers through staffing companies can breathe a sigh of relief as they don’t have to worry about making this adjustment. With a trusted staffing partner handling the intricacies of the upcoming minimum wage increase, businesses can focus on their operations without the added burden of minimum wage changes.

The post Connecticut 2023 Minimum Wage Increase appeared first on StaffWorks, Inc..

AI is Just the Start

It’s important to note that AI is just one tool in your toolkit. While it’s a great starting point, there isn’t a human behind the screen to account for every unique situation. Errors are common, and AI may not be able to provide the nuanced advice that a human recruiter can offer. We recommend working with a recruiter in your industry.

AI Saves You Time

AI saves candidates time by analyzing resumes, crafting cover letters, and suggesting job opportunities, as well as reducing the chances of errors in the job search process. Candidates no longer need to worry about missing out on a job opportunity because of a typo or oversight. With AI handling these tasks, candidates can focus their time on other important aspects of their job search, like researching different companies, networking, and following up. Furthermore, it allows them to continue being productive in their current job or present in their personal life.

Different Ways to Use AI

So, how exactly can AI help you in your job search? For starters, AI-powered platforms can analyze your resume and provide personalized feedback on how to improve it. But that’s just the beginning.

It’s important to note that most AI tools can remember past conversations, so remember to share your resume and then refer to it in your prompts.

Using AI To Switch Industries

AI can help you identify skills that are transferable to different roles and industries. By analyzing your previous work experience and skills, AI-powered platforms can provide recommendations on other roles and industries where your skills could be valuable. If you want a job in a different industry where little to no skills might be transferable and you don’t know where to start, you can prompt AI on what the path looks like. This can help you broaden your job search and explore opportunities that you may not have considered otherwise.

AI prompts for switching industries / identifying transferable skills:

“Based on my previous work experience in my resume, suggest other industries and roles where my skills could be transferable.”

“Analyze the skills on my resume and provide recommendations on job titles or roles in other industries I should consider applying for.”

“What types of education or training are needed to switch from [current industry] to [desired industry] based on my current resume?”

“What networking opportunities should I pursue to make the transition from [current industry] to [desired industry]?”

Using AI For Personalized Job Recommendations

With AI, job seekers can receive personalized job recommendations that match their skills, experience, and career goals. With endless job opportunities, AI helps you come back to center and remember your goal in the first place.

AI prompts for job recommendations:

“My career goals are [goals] in [current industry] can you suggest job titles that match my skills and experience that are on my resume?”

“Based on my previous job searches: [list them], suggest additional positions that I may have overlooked.”

Resume Optimization With AI

AI can help job seekers optimize their resumes to increase their chances of getting noticed by employers. Job seekers can receive feedback on their resume’s content, format, tone, and language. This can help them tailor their resume to specific job openings and increase their chances of landing an interview.

AI prompts for resume optimization:

“Analyze my resume and provide feedback on how I can improve it to better fit the job description for [insert job title].”

“Suggest keywords and skills I should add to my resume to increase my chances of getting noticed by recruiters for [insert job description].”

AI Mock Interviews

AI-powered chatbots can simulate job interviews and provide feedback on the job seeker’s responses. This can help job seekers practice their interviewing skills and prepare for the real thing.

AI prompt for mock interviews:

“Stimulate an interview for a role in [insert job title/description] and provide feedback on my responses.” 

“Based on my resume and the job description [insert job description] what are some important points I should bring up?”

Conclusion

The significance of technology in the job search process is undeniable, but it’s essential to recognize the value of human connections. While AI-powered job search tools can help job seekers answer questions quickly, they cannot replace the value of personal relationships and networking. There are countless reasons to work with a recruiter; adding AI to the mix only expands the possibilities. To get started, contact a Staffworks recruiter today and tap into their experience and network!  

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Clear and Defined Goals

Candidates should be able to articulate their career goals clearly and confidently during the interview process. They should also define timelines for these goals, demonstrating a level of commitment and drive. Career development ranked 2nd to compensation as the reason employees left their organizations. The alignment of a candidate’s career goals with the values and direction of your company can lead to a mutually beneficial and long-term working relationship.

Emotional Intelligence Green Flags

Analyzing emotional intelligence during an interview can be difficult, but it’s not impossible. Here are a few tips on specific questions to ask and how their responses give insight into their emotional intelligence.

• Ask questions that require candidates to share their thoughts, feelings, and opinions. This can give you a sense of their ability to express their emotions. A question to ask can be, “Can you tell me about a time when you had to adapt to a significant change in the workplace, and what were your thoughts and feelings throughout that process?”
• Ask questions that show you how self-aware your candidate is. A question can be “How do you stay aware of your own limitations and what are your strategies for seeking help or support when needed?” If they are honest and self-aware, they should be able to accurately assess their own emotions and how they directly impact the process of the business which is a huge candidate green flag.
• Ask questions regarding communication, specifically with those who have different backgrounds. For example, you can ask, “Tell me about a time when you had to communicate complex or technical information to a non-expert?” or, “tell me about a time you had to communicate feedback to a coworker or manager. How did you approach this?” Pay attention to how their responses differ based on whom they communicate with.

Researched the Company Beforehand

A green flag to keep an eye out for is if a candidate researched the company beforehand. This is usually very obvious with the right questions. It shows that they are serious and not just taking a shotgun approach where the apply anywhere and everywhere. This part can be easily missed, so make sure to ask questions like “What do you know about our company’s products/services/mission/milestones?” or “What attracted you to our company?” A green flag candidate will be specific. For example, a good response might mention the individual’s experience with sustainability initiatives if a company is recognized for being sustainable.

As you sift through potential job candidates, remember these green flags that will surely help you distinguish a suitable candidate from a great one. These include clear and defined goals, emotional intelligence, and the ability to research the company beforehand. Focusing on these critical areas during the hiring process can increase the chances of finding an ambitious, emotionally aware, and prepared candidate.

For questions or help with your hiring initiatives, call us at 203.881.2037. Our expert recruiters are constantly on the lookout for candidates displaying green flag characteristics and skills for your business.

The post 3 Candidate Green Flags to Look Out For appeared first on StaffWorks, Inc..

Warning Signs To Look Out For

1. Recognize Which Industries Are Getting Hit The Hardest

Industries in the technology and online commerce sectors are getting hit especially hard, specifically those that drastically grew during the pandemic. This includes companies like Meta, which reduced the size of their team by 13%, laying off 11,000 employees. Zuckerberg took the fault saying,

“Many people predicted this would be a permanent acceleration that would continue even after the pandemic ended. I did too, so I made the decision to significantly increase our investments. Unfortunately, this did not play out the way I expected. Not only has online commerce returned to prior trends, but the macroeconomic downturn, increased competition, and ads signal loss have caused our revenue to be much lower than I’d expected.”

When a large sum of customers and businesses moved online due to the pandemic, companies expected it to stay that way, not realizing that everything that goes up must come down. In the past, a recession usually affected blue-collar employees. However, the demand for those workers continues while large sums of white-collar employees are being laid off.

2. Keep Track Of The Company’s Financial Status

It’s difficult not to see layoffs as a personal decision, but it’s simply not. It has much more to do with the company’s poor hiring priorities or significant unexpected changes impacting the business. It’s essential to keep up with your company’s financials in order to predict being laid off. Even if you’re a top earner, do not turn your head when conversations about below-average company earnings and budget cuts rise. Keep an eye on press coverage or company announcements around the subject.

3. A Shift In The Culture

Take a moment to stop and feel the energy of the workplace and ask yourself if it feels different. This could be a shift in transparency and communication among the company’s leaders. It could also look like removing incentives such as no holiday party, no more free parking, or the environment has simply turned hostile. Do not ignore the small signs, all of these could hint at layoffs in the near future.

It’s not about waiting for layoffs to happen. It’s about being ready before they happen and setting yourself up to be less vulnerable. A Staffworks recruiter can be a resource you keep in your back pocket before a layoff occurs. You can always connect with a recruiter even when you are not looking, just simply being prepared. Allowing us to keep your information on file means it takes one quick call before we start sharing your resume with hiring employers.

Post Layoff – What’s Next?

• Gather Everything Before Losing Access

If you received awards, be sure to take them with you. Next time a potential employer asks for an instance when you did something remarkable, you now have real examples to leverage. Please be mindful not to take anything that is proprietary or confidential and only items pertaining to your personal achievements. You won’t have access for long, so remember to be proactive, not reactive.

• Reach Out To Co-Workers

Send an email to co-workers expressing your gratitude for getting the chance to work with them. Share your personal email as well as your LinkedIn account to stay connected. Consider asking close co-workers to be a reference and share your resume with them. You never know who will say your name when an opportunity arises. It’s worth a shot, especially when referred employees have a 28.5% chance of being hired, compared to non-referral employees having only a 2.7% chance.

• Connect With a Recruiter

Recruiters, like the ones at Staffworks, are dedicated to your job search. We help you update your work history, schedule interviews, and negotiate new pay rates. Recruiters are connected to serious employers ready to hire. This means you aren’t wasting time applying to old jobs that were never taken down or being lost in the shuffle with hundreds of other applicants.

• Ask HR For a ‘Laid-Off’ Letter

Assuming you are being laid off for reasons outside your control, getting an official letter stating the circumstances is essential. Providing proof to potential employers puts you in a safer position. Without a note, employers can interpret the situation as if you were fired.

• Find The Company’s Policies Around Unused Days Off

Break out the employee handbook to find out how the company treats unused vacation/sick days or PTO (paid time off). You’d be surprised at the number of companies that pay off unspent vacation days.

• Ask For a Recommendation Letter

It’s best to maintain a positive connection with the leaders you have worked with throughout your career, even when the circumstances are unfavorable. A recommendation letter from a manager or supervisor can be highly impactful when looking for a new job.

Conclusion

Remember that you are not your job and a company’s inability to keep you is not a reflection of you and your hard work. Staffworks recruiters are there through all the ups and downs of your career. With recent trends of layoffs, it’s essential to recognize the warning signs and the steps to take.

Give yourself peace of mind and speak to a recruiter today about staying on top of your career path.

The post Layoff Warning Signs & What To Do When They Happen appeared first on StaffWorks, Inc..

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.

Send Us Your Resume!

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.

Conclusion

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.

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