Displaying items by tag: Staffing Agency
We’re officially 4 days into 2021. While it may still feel like the same winter we had only a week ago, we’ve entered into a new month, a new year, and a new opportunity to rebound from the impact 2020 had on all of us. If you haven’t already, now is the time to begin looking forward and letting the hardships of last year serve only as a reminder of what we can overcome.
Economic forecasts predict improvements in non-farm payroll employment of approximately 600,000 new jobs each month. By the fourth quarter of the year, household employment is projected to recover to 148 million. There are industries that are expected to continue to recover more slowly, such as food service and hospitality, but others including delivery and warehouses and those tied to e-commerce will continue to grow at a fast pace to meet the continuously increasing demand of online shopping and contactless purchasing. Additionally, if the vaccines work, we can expect the labor market to heal rapidly this year.
2021, the dream we have all been waiting for is now in sight! Christmas is only a few days away. The approach of the 2020 holiday season has young and old equally excited for a new year to begin.
While COVID is unfortunately still here, we have many gifts for which we can be thankful. In a remarkably short time, the medical community has delivered a vaccine to the general public. We are seeing more signs of stability in the economy with the stock market rallying sharply in recent weeks. Unemployment continues to wane and many companies are reopening. The US Labor Force Participation Rate has significant room for improvement, but we are still seeing progress. According to a recent American Staffing Association article, 80% of job candidates, both active and passive, foresee working for a new company in the next 12 months even despite the economic uncertainty created by the pandemic. In addition to this, 1 in 3 candidates are more open to working as a temporary employee through a staffing agency. Undoubtedly fueled by the astronomically high unemployment rates we’ve seen this year, 66% of respondents for the article said that looking for a job is more stressful than planning a wedding. 59% said it was more stressful than the birth of a child and 25% and 24% said it was more stressful than the death of a loved one or financial concerns related to COVID-19, respectively.
Confusion and concern abound amongst unemployed individuals and those considering changing employers. Even the most talented candidates may burn out before finding the next career opportunity due to the stress of job hunting. As a respected staffing provider, Peoplelink provides candidates with guidance navigating the challenging application process. We can help you tap into a skilled candidate pool with which you may not otherwise connect. As professionals in the staffing industry for over 30 years, our tried-and-true methodology for screening candidates gives you access to the highest quality talent. Partner with us to achieve your optimal workforce. Call us at (608) 827-7772 or submit your information through our website.
Why is it important?
If 2020 has taught us anything in the staffing world, it’s that we must find a new way of doing business. This includes getting creative in how we partner with our clients and engage with our talent. The global pandemic became “real” for us all in March of 2020. Organizations that were able to pivot to a remote workforce quickly and effectively were able to stay ahead of the current and set themselves up for a period of sustained growth.
One of the unintended benefits that has come from this terrible pandemic has been an awareness that new ways of delivering business results, no matter the industry, is essential. Organizations that were previously hesitant to entertain a remote workforce now realize it is a viable alternative to remain competitive in the race for talent. According to Stanford Research, an incredible 42% of the U.S. labor force was working from home full-time by June. Even by August, the fraction of entirely home-based work, despite a slight decline relative to earlier in the pandemic, remained very high at 20.3%, according to the Dallas Federal Reserve Bank.
What are potential wins for organizations that are able to make the right pivot? When physical geography is de-emphasized due to remote work capability, there is access to a more diverse workforce in greater supply. Kate Lister, President of Global Workplace Analytics, touts that an estimated 25-30% of the workforce will be working from home multiple days a week by the end of 2021. In keeping up with this plunge, people become the peak differentiator of every industry. Greater diversity creates ideas that spur growth. Teams are more effectively engaged. Expensive, unwanted turnover rates drop significantly. Your employees and your business collectively experience a win/win.
Having proven, repeatable onboarding steps is essential for riding the long-term wave of a successful remote work arrangement. Throughout the recruiting process, candidates form impressions quickly that are crucial for a long-term employment partnership.
What are the crucial steps to successfully onboard a new candidate?
1) Ensure that all necessary equipment is delivered early. Too often, candidates are stressed the week before starting a new position because they are unsure how to perform their job duties. An important unknown to remove is the physical equipment necessary. Make sure that new resources have the necessary setup at home. IT equipment should be delivered with enough time to test access to all applications that the candidate needs to perform their duties. The Friday before the start date is too late.
Gather requirements with the candidate on what they need to be successful. Would they benefit from a second monitor? Is their email set up correctly? Do they have access to all the appropriate applications? Are their security protocols configured? Do they know who to turn to if they have issues? What types of communication are used to interact with leadership and teammates?
This is one of the greatest areas of uncertainty that can provide a negative initial impression for a candidate. On the bright side, it is also one that can be easily eliminated through a well-designed, repeatable process that ensures everyone is operating on the same wavelength.
2) Communication of the organization’s mission, vision, and values during the recruitment process. One of the keys to a successful remote engagement is to recruit to an organization’s mission, vision, and values. Inherently, leaders are placing an increased trust in remote workers due to lack of direct oversight. Identifying candidates that fit from a values perspective is crucial. In addition, a candidate must be propelled by the mission and vision of an organization and be able to identify with that “why” factor!
3) A clearly defined, pre-communicated schedule for the first week. This is another often over-looked aspect of onboarding. Everyone that starts a new job is dealing with some level of anxiety, much of which is caused by the unknown of what they will be doing while they initially settle in. A simple step to take during the onboarding process is to set up a time to go over the first week in detail. Lay out a calendar that can be given to the candidate so they can prepare their thoughts ahead of time. Knowing what the first week looks like from a schedule perspective eliminates much of the unknown and reduces the ramp-up period, ultimately saving both time and money!
4) 30-60-90 day expectations laid out during the onboarding process. As mentioned in the previous point, every candidate has anxiety stepping into a new role. Too often, we forget what that feels like. Another key action to minimize this anxiety is to provide absolute clarity in the expectations of the candidate. Successful leaders go so far as to spell out these expectations in offer letters! If a new employee can step into a role knowing what is expected of them, they can plan and be set up to succeed. Unclear expectations lead to disengaged employees and some of that expensive, unwanted turnover.
5) Build trust. This point cannot be understated. Trust is at the crest of building a high-functioning team. There are several tactics for building a trusting culture:
- Introduce the new employee to the team ASAP. Don’t make the initial intro about work. Make this intro about getting to know each other on a personal level by having every individual on the team share something about themselves. This tactic is not a box to be checked once – it must be repeated consistently. Continue to start all team meetings with a “get to know you” exercise. Make some fun and light-hearted. Make some serious to understand the why behind each individual.
- Provide collaboration opportunities. Actively schedule opportunities for the new employee to collaborate with different members of the team. One of the quickest ways to shorten the ramp-up period and establish long-term engagement is to provide opportunities to accomplish a task together with a teammate. Emotional connections are established through joint success that will keep the workplace current flowing strong.
- Focus on the culture. The first step here is to be aware of what the impression is of your current culture. Next, envision what you want your ideal culture to look like and onboard with those goals in mind. Communicate the vision for that culture consistently and be sure to demonstrate those values in all interactions.
- Engagement is critical. A remote candidate is at an increased risk of disengagement when they are isolated and new to the team. Go above and beyond to engage with the new resource and be sure to include them in all appropriate meetings. Use video for the majority of interactions – with the camera on! Set that expectation immediately so that no one shies away.
The current state of the world means new positions are being created and unanticipated needs are being met. As a result, companies have had to rapidly adjust to these changes, including additional or reduced staffing, safety protocols, and new business lines. More organizations are reopening and determining the most effective way to do business in a pandemic.
When looking at your own company, you evaluate your needs and determine the best way for everyone to get back to work, as well as what hiring should look like for your IT positions. With so many areas still uncertain, moving to a contingent staffing approach may be the right choice for you.
Meet your specific IT needs
When evaluating your own IT needs, you recognize the kind of talent needed, yet you’re often required to focus more on generalities for the budget. With a contingent IT staff person, you can find the help you need, so an important project can be completed without having to find room for a new position in the budget.
Control the contract
Since you set the terms, you determine exactly what you want an IT professional to do and the length of time with your organization. This eliminates any uncertainty and prepares your new hire for what to expect. Another benefit is you can offer the option to move from contract to permanent. If you feel their skills and work ethic align with your company’s, they can be hired on a full-time basis.
Offer support faster
A contingent offer increases the speed with which you will get the IT support you need. Vetting a person’s qualifications, experience, and general fit with your organization can take time, but you want to do it right. A contract worker does not carry the same kind of commitment. Plus, IT staffing agencies exist with a bench of talent waiting for you to choose from for your company.
Partner with a firm dedicated to IT staffing
Agencies dedicated to IT can fill your needs faster. By sourcing and vetting candidates, they have the right person waiting when you have a need. Instead of locating and interviewing yourself, you get the potential hire delivered to you, and all you need to say is yes or no. TeamSoft is the best in IT staffing because of our focus on quality and retention. Our simple approach of selecting the best and cultivating relationships has served us well since 1996, and we have no plans of stopping. Learn more about the quality fit we can provide for you today.