It’s no secret that companies of all sizes in nearly all industries are looking for employees right now. In fact, organizations in some industries are downright desperate to get them. As a result, successfully identifying and then hiring the right people for your company can be quite challenging in this current environment.
 
With that in mind, here are five tips for sourcing, engaging, and hiring top-notch employees:
 
#1—Ask for referrals from current employees.
 
If you’re looking for good employees, why not start with referrals from your existing batch of good employees? Many organizations offer referral bonuses to their workers who provide successful referrals. More than likely, if you trust the employee, then you can trust them to provide a referral who will also be a good worker.
 
#2—Write a compelling job description.
 
This is the starting point for attracting and engaging top-notch job seekers and candidates. Right now, there are a lot of companies looking for a lot of workers. That means the market is flooded with job descriptions. The key is to stand out from everybody else. So while you certainly want to include a list of duties and responsibilities in your job description, be sure to put some “sizzle” in there, as well. Give job seekers a reason to want to work for your company, as opposed to your competition.
 
#3—Utilize social media to the fullest extent possible.
 
Not every company uses social media in exactly the same manner. However, it can be an excellent way to not only brand your organization in a positive way, but also to gain exposure for your job openings. Simply put, you want to get your job openings in front of as many qualified people as you possibly can, and social media can be an important channel for doing just that.
 
#4—Communicate consistently throughout the hiring process.
 
This is the next important step in engaging top-notch job seekers and candidates. Once you get them into the hiring process, the last thing you want to do is allow them to drop out. Or worse yet, convince them to drop out because you haven’t communicated with them enough. Job candidates want to know two things. First, where they stand in the process. And second, what the next steps of the process are. Keep them apprised of the situation and they will be more likely to remain engaged.
 
#5—Enlist the services of a reputable and experienced staffing agency.
 
When workers are scarce, using the resources and expertise of an experienced staffing agency can help you in multiple ways. These ways include finding qualified job seekers and candidates and also helping to facilitate the interviewing and hiring process. If you haven’t yet worked with a staffing agency, this is the perfect time to do so!
 
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!

Hiring the right people is always a big concern for companies and organizations. After all, making a mis-hire can be extremely costly in terms of time, energy, resources, and money.
 
Hiring is an investment, and you want to earn a return on that investment. The best way to do that is to hire a great job candidate who offers a lot of value, makes numerous contributions to the organization, and ultimately boosts its bottom line is a big way.
 
That’s why the size and the depth of the talent pool from which you draw your job candidates is perhaps the single biggest factor affecting the quality of your hires.
 
As you might imagine, if you want to hire the best job candidate possible for an open position, you must make sure of the following two things:
 

1. That the talent pool from which you’re drawing is as wide as possible
2. That the talent pool from which you’re drawing is as deep as possible

 
What’s the difference between the two? In terms of a wide talent pool, that means drawing quality talent from as many different places as you can. This can refer to geographical regions or to sourcing methods. In terms of a deep talent pool, that reflects how many quality candidates you’re able to identify.
 
In other words, you want both a diverse talent pool of quality candidates and you want a high volume of quality candidates. That’s the best possible outcome. Some might call it an unrealistic outcome, but it’s what employers should strive for. It should be their ultimate hiring objective.
 
So this is where a problem enters the picture.
 
If you’re an employer and your only strategy for sourcing job candidates for your open positions is to use online job advertisements, then your talent pool becomes instantly smaller. But wait, there’s more. Do you believe that every single person who starts to fill out an online job application actually finishes the application? Of course not. That’s unrealistic.
 
Many online applications are not easy. They’re cumbersome and time-consuming. They can even be confusing. When that’s the case, job candidates are likely to simply close their Internet browser and look elsewhere for possible employment opportunities.
 
In today’s marketplace, employers must be proactive in their hiring efforts. You might even say that they should be aggressive. Sure, you can use online job advertisements. You can post your jobs on the company website and also post them through the various online job boards.
 
However, this is why using an experienced staffing agency helps to “cover all the bases” when it comes to your hiring.
 
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!

Not all job candidates are equal, and not all employees are equal. If that was the case, then you’d only hire superstar workers and your profits would be astronomical every year. While that sounds nice, that’s not reality.
 
For the purposes of this blog post, we’re going to examine the retention end of the personnel spectrum. Below are three ways to increase retention of your best employees:
 
#1—Hire the right people and challenge them.
 
This may sound flippant, but it’s 100% true. In many cases, poor retention on the back end is simply the end result of poor hiring on the front end. Legendary NFL football coach Chuck Noll of the Pittsburgh Steelers was never one for giving big motivational speeches. He was once asked about that. His response: “If I have to motivate you, I’ll fire you.”
 
Noll hired players who were already motivated to achieve great things. When you hire employees who are motivated to also achieve great things, then your biggest problem will NOT be motivating them. Your biggest problem will be properly challenging them.
 
#2—Be flexible when it comes to their time.
 
Some companies use rigid and inflexible work schedules in their attempts to ensure that work gets done, projects get completed, and goals are met. The best employees don’t need rigid and inflexible work schedules to ensure they do these things. They are already motivated to do them (see #1).
 
What they need is the exact opposite: some flexibility in their schedules. Why is that? Because when you offer that flexibility, you are also showing that you trust them to meet their deadlines. Once they recognize that trust, they’ll be even more motivated to excel for the company.
 
#3—Instill them with confidence.
 
Instill them with confidence in themselves? They already have confidence. That’s why they’re top employees in the first place. No, your job is to instill them with confidence in the organization and its leaders.
 
These employees want to feel as though the company knows where it’s going and how it’s going to get there, and they want to know where they fit into the plan. That means not only casting an exciting and enticing vision for the future, but also giving employees the assurance that the vision will be realized.
 
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!

Hiring the best job candidates available in the marketplace and turning them into productive, valuable workers is not easy. If it were easy, every company would be able to do it.
 
However, the things that attract the best workers differ from the things that attract other job candidates. The problem for many organizations is that they believe the same approach will work for both groups. That simply is not the case.
 
Instead, a more targeted, more focused approach is necessary. Below are five steps for standing out to top job candidates:
 
#1—Make sure everybody is on the same page.
 
Standing out in the marketplace doesn’t just “happen.” It takes a concerted effort by multiple members of your organization and an investment of time and energy that will produce a return in the form of better candidates, more quality hires, and improved rates of retention.
 
#2—Determine your employment brand.
 
Quite simply, your brand is who you are as an organization, your identity, and the things you stand for and represent. These could also be described as your company’s core values. Whatever you call them, these things must be clearly identified and articulated by everyone involved in the hiring process.
 
#3—Communicate your employment brand.
 
There are numerous ways to do this, including on your company’s website and through social media. Find your most engaged employees and set them up as brand champions, allowing them to tell their personal stories. The most effective way to communicate your brand is through the stories of your champions.
 
#4—Make the hiring process a great experience.
 
You can talk about how fantastic you are all you want, but it’s more important to show candidates how fantastic you are, and the hiring process is a prime opportunity to do that. Remember, you’ve piqued their interest with your employment brand and compelling stories about your brand and culture. Don’t lose them now.
 
#5—Emphasize the value that you offer.
 
It’s all about value. Does your organization provide a flexible work schedule? Talk about it. Does it provide opportunities for continuous training and skills development? Mention that, too. Do employees have the chance to climb the career advancement ladder at the company? Make sure top candidates know all about it. At this level, anything could serve to tip the balance in your favor.
 
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!

In a previous blog post, we discussed the value of soliciting feedback within your company. One of the reasons we presented for doing so is to improve the retention of your employees, especially your best employees.
 
(Let’s be honest for a second. You probably don’t shed a tear over every employee who leaves your organization. The truth is that some are more valuable to the company than others.)
 
There is hardly any doubt that you’ve heard the phrase “The Great Resignation,” in the news or otherwise. That’s because a staggering number of people are quitting their jobs in the employment marketplace. There is a myriad of reasons why, the COVID-19 pandemic being one of them, as workers have begun to analyze their lives with a “big-picture perspective.”
 
So what can you, as an employer, do to combat the forces that are currently driving the employment marketplace and resulting in the mass resignation of workers?
 
In addition to soliciting feedback, which we covered previously, below are four keys to improving your company’s retention of its employees (especially its best employees) and avoiding the fallout from “The Great Resignation”:
 
#1—Strive to over-communicate.
 
Why over-communicate? Because when you strive to over-communicate, you usually end up communicating just enough. Unfortunately, with as important as communication is within the professional setting, many people are not as proficient or as skilled as they need to be.
 
#2—Recognize your employees.
 
Most employees simply want to be recognized for the good work that they do. This can just include a kind word, something akin to a “pat on the back.” If you recognize the employee in front of their co-workers, that’s even better. They want to know that what they do for the company is both noticed and appreciated.
 
#3—Provide adequate compensation and benefits.
 
This should go without saying, but we’re going to say it, anyway, since we’re in the midst of the greatest mass resignation event in this nation’s history. Not only is good pay and benefits a strategic way to attract workers, but it’s also an effective way to keep them.
 
#4—Provide opportunities for growth and development.
 
Employees—especially your top employees—want the chance to learn new things and continue to add to their skill set. This is a win-win proposition for your company because not only will providing these opportunities improve retention, but your employees will also put their newfound skills to work for the 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!

Feedback is important in just about every professional endeavor, and that certainly includes employment. With the right feedback, companies and organizations can make the strategic changes they need to make to provide a better experience to their employees, and in the long run, increase their rates of retention.
 
The problem is that some organizations do not collect feedback from their employees, and for some that do, they don’t collect enough of it or collect it consistently enough. This is a shame, though, since there are plenty of benefits and a ton of value associated with collecting employee feedback.
 
The bottom line is that listening to your employees and asking for their feedback is one of the best things that you can do as a company, and below are three reasons why:
 
#1—You gain valuable information.
 
This is the whole point of collecting feedback in the first place. You gain information that you didn’t know previously but that you can use to make strategic changes to the way your organization operates. As a result, you can improve employee production, and ultimately, profit.
 
#2—You increase employee engagement.
 
Not only can you gain valuable information, but you can also increase engagement with your employees simply by reaching out to them and basically asking their opinion. They’re going to feel as though their opinion is valued and that they’re appreciated as employees. This reason, all by itself, should be enough to convince organizations to collect employee feedback on a consistent basis.
 
#3—You improve employee retention.
 
When you increase employee engagement, you also improve retention. The only thing worse than not hiring a great job candidate that you want to hire is losing a great employee because they left to pursue another employment opportunity. 
 
You can see how collecting employee feedback sets in motion a positive loop that results in better performance, higher morale, and more productivity.
 
The bottom line is that when it comes to employee feedback, you can’t afford NOT to collect it.
 
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!

It’s no secret that it’s difficult to hire right now in the employment marketplace. Even with a flood of new positions following the lifting of COVID-19 restrictions and lockdowns, employers are still having trouble finding the employees they need.


There are two main components of successful hiring:

1. Hiring the right people for the positions
2. Hiring the right people for the positions in a timely manner, because the longer that positions stay open, the more likely it is that your company will lose money.

In light of this, you can see how challenging the current market really is. Not only are some companies not able to hire employees quickly enough, but they can’t even find workers at all. This can result in organizations becoming desperate and hiring just about anybody they can find, but hiring the wrong person for the job is nearly as bad as not hiring anybody at all.


With all of this firmly in mind, below are three tips for hiring new employees quickly and not losing quality in the process:


#1—Focus on writing effective job descriptions.


What makes a job description effective? First, it must accurately convey the duties and responsibilities of the position, but while that is important, it’s also dry. An effective job description should also have some “sizzle” that grabs the reader and makes them interested in the position. If you can’t get them interested in the job, then you won’t be able to hire them.


#2—Utilize social media.


If your company doesn’t have a social media presence, then it absolutely must have one. If your company does have a social media presence, then you must absolutely maximize it, especially for the purpose of generating exposure for your open positions. However, you also want to post and share content that is informative and accurately conveys the brand of your organization.


#3—Use a staffing agency.


As mentioned above, hiring right now is as difficult as it has been during the last several years. In addition, you probably have other tasks and duties that you must perform, in addition to hiring. That’s why it makes sense to enlist the services of an experienced and successful staffing agency, one that can help you not only hire the right people for your company, but also hire them quickly without losing quality in the 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!

Right now, it’s difficult for some companies and organizations to find the employees that they want to hire. This is due, at least in part, to the COVID-19 pandemic and the economic conditions that currently exist in the country.


With as difficult as it is to find and hire the right people, it’s even more important for employers to hold onto those people once they’re hired. However, turnover is a reality in the employment marketplace. The most that an employer can do is try to reduce it.


With all of this in mind, below are three big reasons for employee turnover:


#1—The job is not what the person expected.


This could entail a great many things. They might not have realized how much physical labor was involved with the job. Or perhaps they find themselves with duties and responsibilities they did not know they would have when they got the job. Whatever the reason, if the job is different enough, then chances are good that the employee will start to formulate plans for their exit.


How do you prevent this from happening? By writing a great job description and also by communicating with excellence during the interviewing and hiring process.


#2—The employee is overworked and suffering from burnout.


We’re not talking about somebody who has worked a few hours of overtime. We’re talking about somebody who is basically being “worked ragged” and it’s been happening over the course of several weeks or months. Sure, every company wants to make a profit and they want to make as much of a profit as possible, but a high volume of turnover can cut into those profits.


A possible solution is to hire more workers, even on a temporary basis, if more permanent hires are not possible for whatever reason. This will lessen the load and help convince your best employees to stay.


#3—The employee is not a cultural fit for the positon and/or the company.


Cultural fit is extremely important when it comes to hiring. This is why companies must consider cultural fit during the interviewing and hiring process, as well as the soft skills of the job seekers who are applying.


No matter the industry in which your company operates, “people are people,” as they say. What does this mean? It means that no matter what other duties and responsibilities an employee has, they probably have to interact with other people during the course of their job. Ideally, you want to hire people who will work well with one another . . . and with management.


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 desire for increased productivity is one of the reasons that a company or organization hires employees in the first place. They want to increase productivity so they can also increase profitability, which will (theoretically) be good news for everybody.
 
The bad news is that productivity is often difficult to increase and easy to lose. In fact, even if you don’t lose an employee, you can still lose productivity, depending upon what is happening within your company’s workplace.
 
Below are five big danger signs of decreasing productivity:
 
#1—Messy and/or disorganized work environment
 
A person’s workspace is often, although not always, a reflection of what is happening inside of their mind. Some people are just naturally untidy.
 
However, if it appears that most or all of your employees appear to be disorganized, it might be a warning sign that productivity is being lost because obviously, the environment is not as efficient as it could (and should) be.
 
#2—Frequent complaining
 
Having no complaints is probably not a realistic goal. Every once in a while, somebody is going to say something. Once again, if it appears as though complaining is a frequent occurrence, it presents two problems.
 
First, if an employee is complaining about something, then they’re not actually working, and if they’re not working, then they’re not being productive. Second, complaining is a possible sign of greater discord within the team or department, which can also negatively affect productivity.
 
#3—An apparent lack of structure
 
Structure lends itself to systems, and systems often lead to more productivity. Structure is required in the workplace for employees to operate more efficiently and more effectively and ultimately reach their full potential on the job, especially in terms of productivity.
 
#4—Too much “busy work.”
 
Just because an employee or worker is busy does not necessarily mean that they are also being productive. It’s not enough to work hard; you also have to work hard on the right things. It’s true that productivity is a precursor to profitability, but that is only the case when that productivity is centered upon those things that lead most directly to profitability.
 
#5—All work and no play
 
Finally, a workplace in which nobody is having any fun is a workplace in danger of experiencing decreased productivity. It might seem counterintuitive to suggest that promoting the idea of fun in the workplace is a way to increase productivity, but that suggestion is accurate. If people don’t have any fun at all where they work, then they will be less motivated to work hard and be productive.
 
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!