 If there’s one thing that companies and employers crave right now, it’s flexibility. There’s no question that many managers and their staffs are overburdened at the moment, constantly looking for ways to accomplish more regardless of market conditions.
With this in mind, there are a variety of different situations in which a company might opt to hire an interim (or temporary) employee. Those situations include the following:
Part of the flexibility inherent in hiring an interim or temporary employee is that the company can utilize their skills and know-how for any length of time, as much—or as little—as they need to. The problem for many company officials is that they’re hesitant or fearful about hiring on an interim basis. However, when examined more closely, the pros outweigh the cons, and the benefits could be tremendous. As many fears and pitfalls as there are when it comes to hiring candidates on an interim basis, there are just as many—if not more—advantages and benefits:
Now let’s address the fears or potential pitfalls:
Flexibility and creativity are vitally important in today’s job market. Companies can’t be too rigid in their approach. Instead, they should be willing to accommodate the varying factors involved with each individual situation. No two interim positions are exactly the same, and no two interim employees are exactly the same. Attempting to apply the same rigid guidelines to all of them could be counterproductive. Besides, if the ultimate goal is to convince the employee or executive to stay for the long haul, being flexible and accommodating will go a long way toward accomplishing that goal. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! We’ve written before about the importance of providing value to your employer. There are a number of reasons for this:
With all of this in mind, the more value that you can provide, the better. Below are yet five more ways to provide value to your employer: #1—Show up. This is quite possibly the most basic and critical element, because you can’t provide value if you’re not there. This means showing up on time and showing up consistently. When you do this, you brand yourself as somebody who is reliable, and over time, as somebody who is trustworthy. #2—Do NOT be a “clock watcher.” Don’t bolt out the door as soon as possible, especially if there are problems in the workplace that still need to be addressed. Your willingness to do whatever is necessary to get the job done (even if it means staying past quitting time) can increase your value exponentially. #3—Be flexible in the face of change. Flexibility is a must in the workplace if a company is to succeed, which means that organizations are in need of flexible employees. This means being flexible in your time, in your mindset, and in how you approach your work. #4—Bring a can-do attitude to problems. The ability to solve problems is one of the highest forms of value that you can provide for any employer, namely because there seems to be no end to the number of problems in the world. The first step in solving problems, though, is believing that you can solve them. Because when you believe that you can solve them, you start to think of ways that you can get the job done. #5—Be a positive influence on others. Positivity, as they say, is contagious. When you’re more positive, the people around you are more likely to be positive, and that is valuable to any employer. This can mean a number of things, including bringing a can-do attitude to problems, being encouraging to coworkers, and refusing to participate in gossip. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! It would be an understatement to say that the employment marketplace and job market have undergone considerable changes during the past three years.
The COVID-19 pandemic kicked off one of the most turbulent periods in the history of our nation’s workforce—and the turbulence may not be over yet. After all, the Great Resignation is still happening and the pandemic still exists, albeit in the form of weaker strains of the virus. Regardless, while there is no crystal ball that will reveal the future, there are some things about which we can be almost certain. As you will see, many of them are simply a continuation of trends that began during the past three years. And since there does not appear to be anything poised to stop them—at least at this point—they could continue unimpeded. Below are four important hiring trends that will shape 2023: #1—Remote interviewing The pandemic is most definitely behind this trend, and it’s continued almost unabated since the pandemic started. Employers are still conducting in-person interviews, but they’re quickly becoming the exception rather than the rule. With this in mind, it’s a good idea to audit your interviewing practices, starting with all of the interviews that you conducted in 2022. #2—Increased emphasis on diversity and inclusion Actually, the acronym is DEI, which stands for Diversity, Equity, and Inclusion. According to Wikipedia, DEI is “a conceptual framework that claims to promote the fair treatment and full participation of all people, especially in the workplace, including populations who have historically been under-represented or subject to discrimination because of their background, identity, disability, etc.” This is a trend that is NOT going away, regardless of how prevalent (or not) the COVID-19 virus becomes. #3—The need for employee retention efforts As noted above, the Great Resignation has not slowed down much, if at all, since it began nearly two years ago (despite the fact that some large technology companies have recently laid off employees). More than ever, companies must do what is necessary to adequately engage their employees, especially their top performers. Failure to do so can result in the loss of those employees—and the value that they bring to the organization. #4—The need for temporary workers. You’ve probably noticed the nearly non-stop flow of headlines proclaiming that there will be a recession in the near future, most likely in 2023. Since that’s the case, temporary workers will become an important part of employers’ workforce management plans. This is yet another reason why building a relationship with an experienced staffing firm is a strategic move heading into 2023. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! The New Year is upon us, one filled with potential and possibilities! At least, we hope that’s the case, both personally and professionally.
And speaking of your professional life, suppose that this is the year that you make serious progress in your career. Because of the pandemic and other factors, the past few years have not exactly been conducive to exponential professional growth. However, 2023 could be different. But what must you do to make it happen? What steps should you take? The good news is that we have the answers! Below are five steps for creating a career plan to grow in 2023: #1—Conduct research. This is not as intimidating as it sounds. In this case, Google is your friend. Find out what’s happening in the industry in which you work. See where the opportunities might be and which companies are offering those opportunities. #2—Audit your skills and interests. Conduct an objective assessment of your skills and experience. Basically, identify the value that you can offer to an employer. What about your interests? What interests you the most, especially in an employment opportunity? #3—Make networking a priority. We can’t emphasize enough the role that networking can play in a person’s career. It’s not just what you know and it’s not just who you know, but’s a combination of both what you know and who you know. So at the same time that you’re increasing your knowledge, be sure to increase and enrich your professional relationships. #4—Set aggressive yet realistic goals. These are also known as “reach goals.” They should make you feel a bit uncomfortable when you set them, because you might have to step out of your comfort zone in order to achieve them. “All growth is painful,” as the saying goes. #5—Align yourself with an experienced staffing agency. There are people who can help you to tackle your professional goals and grow your career. In fact, they may already have access to great new employment opportunities in your area. However, you won’t know about them or be able to leverage the expertise of a staffing agency without first reaching out and expressing your interest. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! There is a lot involved in the value that you provide for your employer. There are, of course, the skills and experience that you bring to the position, which translate directly into your level of productivity.
In addition to your technical skills (or hard skills), there are also your soft skills. These are the skills that involve how you interact with other people. Beyond hard skills and soft skills, though, there is yet more value that you can provide for an employer. Comprising this value are a number of intangible attributes. Among the most important of these attributes is the ability to keep your commitments. Keeping your commitments is as easy as doing what you say you’re going to do. While it sounds easy, it unfortunately is not, since not everybody is able to keep the commitments they make. In fact, if you’re somebody who consistently keeps your commitments, then you already have the potential to set yourself apart and “stand out from the crowd.” Below are four important aspects of keeping commitments in your job and your career: #1—No commitment is too small. Thinking that you don’t have to fulfill commitments because they’re too small or they’re “no big deal” is dangerous thinking. If somebody is expecting you to do something and you don’t do it, then you’ve let that person down and branded yourself in a negative way. (See #3 below.) #2—Don’t make a commitment that you don’t intend to keep. It might seem this goes without saying, but we we’ll say it, anyway. If you say that you’re going to do something, then you must do it. In the hiring process, this includes showing up for a phone screen or a face-to-face interview. After all, if you can’t be trusted to do something as simple as that, then why would a company want to hire you as an employee? #3—Your personal brand and reputation is at stake. When you keep your commitments, you brand yourself as reliable, dependable, and trustworthy. When you keep your commitments consistently and for an extended period of time, you further brand yourself as a person of integrity. On the other hand, when you don’t keep your commitments, then you lose your chance to brand yourself positively. #4—Keeping commitments leads to advancement. And by advancement, we mean more opportunity, as well as a better chance of earning a promotion and/or a raise. That’s because the members of management are more likely to trust an employee who consistently keeps their commitments. And company officials are not going to invest more in employees who they don’t trust. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! One of the most important parts of the hiring process is knowing when to make an offer to a job candidate . . . and when to keep the process going.
While it might be tempting to keep looking once you’ve interviewed a great candidate, doing so can prove to be counterproductive. First of all, the myth of the “perfect job candidate” is just that: a myth. Such a candidate does not exist. However, great candidates do exist. The key is to be able to recognize them, so that you can make an offer of employment to them—before another company does. Below are four traits, characteristics, and attributes of a great job candidate: #1—Intrinsically motivated People who are intrinsically motivated are able to motivate themselves. Those who are extrinsically motivated need other forces to motivate them, including other people. Typically, intrinsically motivated individuals provide more value to their employers, due largely to the fact that they’re “self-starters.” They don’t always have to be told what to do and how to do it. Instead, they’re proactive about doing what is necessary to be successful. #2—Superb communicator Communication is one of the most valuable soft skills that a job candidate or an employee can possess. That’s because lack of communication of miscommunication can cause a wide variety of problems, and more problems are the last thing that an employer needs. Good communicators, on the other hand, can not only help to solve existing problems, but they can also prevent new problems from occurring. #3—Willingess to learn and improve The best job candidates and employees are those who realize they do not “know it all.” They recognize that they must engage in continuous training and education so they can improve their skill set and provide more value to their employer (and any potential new employers). In addition, candidates who are willing to learn and improve don’t need to be told by their employer to pursue continuing educated. They are often intrinsically motivated to do so. #4—Good team player and cultural fit This is an important characteristic, one that some employers unfortunately overlook. Although talent, skills, and experience are important, how the person fits into the company culture is equally critical. You want to hire somebody who will help to lift up those around them, not bring them down in any way. While the “perfect job candidate” does not exist, you can come close to perfect by finding a great candidate who meets all of the requirements and also possesses a number of intangible traits that add greatly to the amount of value they can offer to your organization. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! First, allow us to state that there’s nothing wrong with meeting expectations in your job.
That, after all, is what your employer expects, that you will fulfill the duties and responsibilities of your job and meet expectations. That, in a nutshell, is why your employer hired you in the first place. However, meeting expectations is actually the bare minimum. Your employer hired you with the belief that at the very least, you will meet expectations. Company officials certainly didn’t begin the hiring process thinking they would hire somebody who would not fulfill the duties and responsibilities of the position. And on top of that, meeting expectations—especially the bare minimum expectations—typically does not result in a raise. Or a promotion. Or even special recognition. However, exceeding expectations is another thing altogether. When you exceed expectations, you stand out from those around you. You make your boss and other company officials take notice of you and your work. And if you consistently exceed expectations, then you can brand yourself as an exceptional employee. Now, it is true that it often requires more energy and effort to exceed expectations. However, in some cases, it’s not as much energy and effort as you might think. In other words, you don’t have to work hours and hours of overtime to do so. It simply requires the right attitude and mindset, as well as the desire to get the job done. In addition, there’s a way that you can accelerate the positive personal branding process, and that’s by “under-promising and over-delivering.” This can take many forms, including producing more than you said you would be able to produce or meeting a deadline more quickly than you indicated you could. Keep in mind, though, that “under-promising” is NOT the same as “sandbagging.” First, your boss or supervisor will more than likely know if you’re trying to “sandbag” them. Second, “under-promising” is simply committing to completing a certain amount of work by a certain time—an amount that you are confident that you can complete. Ultimately, the goal for your job (and also the goal for your career) should not be to merely meet expectations. It should be to consistently exceed them, brand yourself as somebody who takes pride in their work, and provide as much value as possible to your current employer . . . and any new employer that may want to hire you. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! There may be more Millennials in the workforce right now than the members of any other generation. However, the members of Generation Z will comprise 27% of the workforce by 2025. (Believe it or not, that’s only two years away.)
With more and more Gen Zers entering the workforce, employers will have to meet the challenges presented by the members of this generation. Specifically, they must successfully engage these candidates if they have any hope of successfully hiring them as workers. However, the members of this generation are motivated by more than just salary and benefits. (Although these are still important considerations for today’s candidates. If your company does not offer a competitive compensation package, it will be difficult to attract just about any job candidates, regardless to which generation they belong.) Below are three strategies for attracting Generation Z workers: #1—Promote your company’s core values. Core values are very important to the members of Generation Z. As such, they want to work for a company that has the same values they do. That’s why you should mention and promote your core values during the interviewing process. There was a time when employers did not have to mention their core values during the interview. However, that time has passed, especially if those same employers want to hire Gen Zers. #2—Offer schedule flexibility and positive work-life balance. The members of Generation Z want to “work to live” and not “live to work.” There are fewer workaholics among their ranks than among the previous generations, and they consider that to a positive attribute and not a negative one. Consequently, Gen Zers are not going to want to work for an organization that schedules them for excessive amounts of overtime, although they’re certainly open to working more hours occasionally when necessary. #3—Highlight your company’s commitment to diversity. Diversity and inclusion are also crucial issues for Generation Z. Consequently, they want to work for an employer that is committed to both. More importantly, they want their employer to not just talk about diversity and inclusion, but to actually do something about these issues. To put “their money where their mouth is,” so to speak. As more members of Generation Z enter the workforce and the longer that a worker shortage exists within many industries, the more challenging it will be for companies to hire the talent they need to succeed. That’s why they must implement these strategies as part of their recruiting process. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! Believe it or not, today is the last day of November. There’s just one more month left in the year before 2023 will be here.
When it comes to your career, the question is this one: does your fresh start for 2023 involve your current employer . . . or another opportunity? There’s a good chance that, like most people, you’re continually seeking ways to enhance your career. For some workers, they have chances to do that at their current company. However, for others, that’s simply not the case. What about you? Are you looking forward to 2023 and tackling the challenges and taking advantage of the opportunities that await you where you are now? Or are you not so sure that those challenges and opportunities are awaiting you—or that they exist at all? If you’re not 100% sure that where you are is where you should be, then it might be time to audit and evaluate your current employer. What does that mean? It means taking a hard look at your current situation and asking questions about your employer that you may not have considered before, questions like the ones listed below:
Your answers to these questions will better help you to figure out where you stand right now. In other words, they will help you to audit your current employer and determine your best course of action. The course of action you plot could involve a move to a new employer, one that will provide you with the advancement—and the satisfaction—that you’re looking for. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! Finding job candidates and workers is difficult these days. Finding and hiring them in a timely fashion is even more difficult.
However, what if you could find—and hire—more of the job candidates you want as quickly as you want? More importantly, what would it mean to your company’s bottom line? Below are three keys for hiring better candidates in less time: #1—A thorough understanding of the job requirements This starts with a detailed job description, but not the description that was used to hire the previous person in the position. The job requirements have almost certainly changed to some extent since then, which means the description should fully reflect those changes. Those changes should be agreed upon and understood by everyone involved. #2—Selective (and effective) screening of job candidates A thorough understanding of the job requirements and description leads directly to a more effective screening process. That’s because not only will the hiring manager know which skills are most important during the screening, but they’ll also know which traits they would trade for a candidate who has tremendous potential to be a good fit. These candidates often don’t match the requirements 100%, but they possess other talents and abilities that could make them an ideal fit and a great employee. #3—Assessing competency (over experience) What applies to skills also applies to experience. How competent a candidate might be in executing the requirements of the position may not have as much to do with experience as it does with the other things that the candidate brings to the table. Experience is certainly important, but an over-emphasis on experience may exclude a “diamond in the rough” candidate capable of not just filling the position, but also excelling in it. When too much time is taken during the recruiting and hiring process—for whatever reason—the best job candidates can be lost. As a result, not only are lesser candidates eventually hired, but the process also takes longer, costing the company even more in terms of time, energy, and productivity. How well does your company employ the three keys listed above? Are there systems in place to ensure high levels of success in all three areas? What measurements do you use to track that success? Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! |
