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.

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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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The Current Landscape:

In today’s job market, we’re seeing two distinct scenarios play out; some companies are actively hiring and moving quickly to fill open positions, while others are hesitant to make hiring decisions. This is either because they’re uncertain about the state of the economy or because they’re unsure of their business outlook. When companies post job openings but don’t prioritize filling them, they risk disengaging job candidates. In Connecticut, this is causing stagnation, “Even if every unemployed person was hired tomorrow, we’d still have over 21,000 unfilled positions. The pace of Connecticut’s job growth is simply not meeting the demands of our economy,” said CBIA’s CEO Chris DiPentima. Companies must focus on attracting talent and encouraging people to join the workforce, not disengaging them.

While it’s understandable to be cautious during uncertain times, it’s important to consider the impact of your hiring strategy on your business, job candidates, those looking to reenter the workforce, and the current economic landscape.

Benefits of Hiring Faster

Businesses that move quickly to hire new employees can reap numerous benefits. Including:

Positive candidate experience

A CareerArc study asked job candidates what part of the job search needs the most improvement; 69% of candidates want the application process to be quicker and see employer response time improve. This is especially important in today’s competitive job market, where job seekers have more options and are looking for companies that value their time and effort. By hiring faster, businesses can demonstrate that they’re serious about finding talent and are committed to making the hiring process as seamless as possible.

• Tip: Respond to every candidate who applies to your job openings. Using email automation can make this easier. State that you received the resume and to expect a response from you in a given timeframe. Candidates not only value this demonstration of common courtesy, but it can also help avoid a bombardment of e-mails and phone calls from job candidates checking on their applications. This SHRM article highlights how to tell candidates they were not chosen for a desired role.

Improve candidate quality

In today’s competitive job market, skilled workers are highly sought-after. Waiting too long to interact with quality candidates can mean losing out on top talent. This is especially true for industries where specialized skills and experience are in high demand, such as IT, manufacturing, healthcare, and professional services. In these fields, quality candidates are often the first to be recruited by businesses that hire fast.

Minimize business disruption

While there’s room for flexibility, you don’t want to uproot your current employees and their individual responsibilities. Ensure that you distribute workloads evenly and prevent stressing out employees, especially during times of uncertainty when resignations occur unexpectedly. The Healthy Journal found that 63% of US workers are ready to quit their jobs due to stress.

• Tip: Make sure to check in with your staff after a team member resigns.

• Tip: Need a current employee to take on additional responsibilities? Make sure to clearly communicate what’s expected and the timeframe involved. Leaving it open-ended with a response such as ‘until the role is filled’ can create uncertainty and stress.

Culture of pride

Hiring faster sends a message to employees that there is a high demand to work for your company. It creates a sense of pride and motivation among current staff, showing them they are part of a team that is highly valued in the industry. Additionally, when candidates see that your organization is moving quickly to fill open positions, it can make them feel more confident in your company’s stability and commitment to growth. This can lead to a positive work culture, where employees feel supported and motivated to do their best work, rather than worrying about turnover or a lack of support.

• Tip: There’s no better way to foster a positive team culture than celebrating new hires! Once you’ve hired an employee, make sure to announce it and introduce them to the team in a casual environment. Celebrating new hires can help break the ice and show that your organization values creating a welcoming workplace.

Hiring faster through a streamlined process

You need a standardized process to streamline your hiring. Creating a new approach every time a position becomes vacant is not efficient. Consistency is the key to speed. It saves time and resources, and a structured process can be replicated whenever a new position needs to be filled. This helps eliminate bias and ensures that every candidate is evaluated similarly, regardless of the open position or their background.

Conclusion

It’s more important than ever for businesses to prioritize speed and efficiency in their hiring process. By doing so, you can enjoy a range of benefits, including a positive candidate experience, improved candidate quality, minimized business disruption, and foster a positive work culture. Remember to balance speed and thoroughness to ensure your hiring process is consistent and fair.

To take the first step towards improving the speed of your hiring process, we invite you to contact our team of experts today. With our help, you can create a streamlined hiring process that connects you with top talent. Need us ASAP? Reach us directly at 203.881.2037.

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Read to the end for insight into the MOST expensive part of hiring.

Internal HR Team Costs

As a business grows, having an in-house HR team may become necessary. An HR manager’s salary can range from $91,000 to $160,000 annually. The cost of hiring a new employee through an internal HR team can be calculated by determining the HR manager’s hourly rate and the number of hours they will spend on the hiring process. The longer a role takes to fill, the more expensive it becomes. Speed is crucial when calculating this cost, as a longer hiring process results in higher expenses.

External Hiring Team or Recruitment Partner Costs

For some businesses, an in-house HR team may not be economically viable or operationally efficient. In such cases, companies often seek the assistance of recruitment agencies, such as Staffworks, to fully take on their hiring needs. These agencies typically charge a fee that ranges from the employee’s annual salary or hourly rate. The recruitment process is time-consuming and resource-intensive, especially for roles requiring a specific skill set or that are not easy to fill. However, a recruitment agency can offset these costs by charging only when the position is filled, eliminating the time factor associated with internal HR teams.

Job Boards Fees

Posting and keeping up with job ads on various job boards is a costly undertaking. The median cost per job posting rose 43% in 2021, up to more than $28 per posting. The cost can vary widely. Monthly plans like CareerBuilder range from $250-$600. Other companies like LinkedIn and Indeed offer a more budget-friendly pay-per-click option. LinkedIn charges around $1.20 to $1.50 per click, and Indeed charges between $0.10 to $5 per click, depending on the title, location, and competition. Writing job descriptions and managing job postings is a time-consuming task that can divert attention from tasks that generate revenue. When working with a staffing company, these costs are typically included in the overall fee, and the company manages the job posting process for clients.

Background Checks

Conducting background checks on job candidates is a standard practice that also incurs costs. While you might be tempted to sign up for a screening service to run a background check for the low cost of $10, this is not the best practice. The reason is risk management. The Fair Credit Reporting Act (FCRA) is a federal law that ensures fair treatment of job applicants when employers use screening companies to gather information for employment decisions. It is imperative to choose a screening service that complies with FCRA criteria and does not compromise the quality of the background check. Working with a professional recruitment agency, ensures the use of an FCRA-compliant service, mitigating the risk of facing legal challenges.

Training and Onboarding Cost

The cost of training and onboarding a new employee is also a significant factor to consider. This can include the cost of materials, equipment, and any additional training programs. LinkedIn found that the associated cost of onboarding is $3,000 per employee. Of course, you can onboard an employee for much less, but onboarding is often tied to retention. A good onboarding experience can lead to longer tenure. Companies that focus on onboarding retain 50% more new employees than companies that don’t. A bad onboarding experience is often linked to employees not referring. This is not good for future business, considering referral-based hiring is the best practice to land quality employees.

The Cost of an Unfilled Role

We know that time is money, but something we don’t talk enough about in the recruiting space is how expensive leaving a position vacant can be. It might even be the MOST expensive, especially if the role is critical to the business. A role with a $105,000 salary has a cost of vacancy (COV) of $20,000 in 35 days! An empty role can drain your company’s resources and impact your bottom line in more ways than you imagine. Here are a few:

• Additional marketing expenses – more time on job boards means more costs.
• Missed sales opportunities or decrease in the quality of service.
• Overtime pay to current employees covering the responsibilities of the vacant position.
• Decreased morale among current employees due to increased workload and pressure to compensate for the unfilled role.

Every day that goes by with an unfilled role, these costs pile up, slowly but surely eating into your profits.

Optimizing Hiring Costs

To optimize hiring costs, it’s essential to consider all the above factors and determine the most cost-effective solution for your business. This may involve negotiating fees with recruitment agencies, contemplating different job boards, and always considering time as a major factor.

Conclusion

In conclusion, hiring employees can be costly, but it is critical to the success of a business. By understanding the different cost areas involved in hiring and taking steps to optimize these costs, businesses can make informed decisions that support their growth and performance. Many of these costs can be avoided by partnering with an effective and reputable staffing agency like Staffworks.

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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.

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Ask the right questions

It’s easy to put skills on a resume that match a job post so that it’s pulled from the applicant tracking system. It is up to the interviewer to ask the right questions to see if the candidate really possesses said skills. To assess soft skills, you are looking for instances where they’ve demonstrated leadership, problem-solving, conflict resolution, or adaptability. Some questions to ask can be:

1. Tell me about a time when you had to communicate difficult or sensitive information to a colleague or supervisor. How did you handle the situation?
2. Tell me about a time when you had to adapt to a change in your work environment or responsibilities. How did you handle the situation?
3. Can you give me an example of a situation where you received feedback or constructive criticism, and describe the actions you took in response?
4. Tell me about a time when you were under a lot of stress or had a heavy workload. How did you handle the situation and manage your time effectively?
5. Can you provide an example of how you have built or maintained a positive relationship with a coworker or client? What specific actions did you take?

It’s important to remember that these questions are very surface-level. A quality candidate will be able to answer questions tailored to the specific needs and requirements of the job.

Assessing soft skills through body language and demeanor

Body language is a form of communication that can convey confidence, openness, and engagement, or the opposite such as disinterest, discomfort, or insecurity. When the candidate is answering questions, pay attention to their body language to get a sense of their soft skills at work.

Here is how our recruiters relate soft skills to body language in an interview:

1. Confidence: Good posture and eye convey can all convey confidence and leadership potential.
2. Openness: Open body language, such as uncrossed arms and legs, can show that you are approachable and receptive to others.
3. Engagement: Active listening and nodding can show that you are engaged in the conversation and interested in what the other person has to say.
4. Disinterest: Slouching, avoiding eye contact, or appearing distracted can convey disinterest or lack of motivation.
5. Insecurity: Fidgeting, avoiding eye contact, or crossing your arms and legs tightly can indicate insecurity or discomfort.

Take references into consideration.

Remember always to check references! Speaking with previous supervisors or colleagues can provide valuable insight into a candidate’s soft skills and overall work ethic.

Pro tip: Check LinkedIn to see if you have mutual connections, this can be a good sign.

If you’re contacting the references of a candidate, then you probably know they’re a technical fit, so be sure to stick to questions regarding personality. Here are a few to get started:

1. Can you describe a time that the candidate contributed to the company culture?
2. Can you provide an example of the candidate learning new things and taking on additional responsibilities successfully?
3. Can you give an example of the candidate using problem-solving skills to overcome a particular obstacle?
4. Can you describe a time when the candidate was given a significant amount of responsibility, and how they managed their workload?

Consider a temp-to-perm opportunity or internship

For some roles, it may be helpful to offer a trial period or internship as a way to assess a candidate’s fit within the company. This can be especially useful for entry-level or intern positions where technical skills may be less important. A recruiter, like the ones at Staffworks, can help you decide what makes the most sense for the open roles in your business. We specialize in an extensive range of industries, all with varying staffing goals.

Conclusion

Assessing soft skills is crucial to ensuring that a candidate will fit into the culture you and your existing team have cultivated over time. By asking the right questions, analyzing body language, and considering references, you can work toward making better hiring decisions. With practice, this becomes second nature, as it does for our recruiters.

Find out how we can support your hiring needs, so that you only meet with quality candidates.

Contact Us

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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.

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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!

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