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Tag: Hiring Staff

  • About 20 Million Americans Work Part-Time During the Holidays. Here’s How You Can Set Them Up For Success. | Entrepreneur

    About 20 Million Americans Work Part-Time During the Holidays. Here’s How You Can Set Them Up For Success. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    With the holiday season right around the corner, businesses across the economy are already making plans to bring in temporary workers. In many cases, these workers will be completely new to the businesses that hire them. Yet they won’t just be working a few shifts — they’ll also be auditioning for more opportunities, including permanent positions.

    That’s because the holidays are a great time to “try before you buy” in the labor market. Businesses that staff up to fill seasonal needs have a unique opportunity to see how candidates perform, not just in an interview but actually in the workplace.

    Close to 20 million people will work part-time during the holidays. So how can managers set their new co-workers up for success?

    Related: 4 Ways to Avoid Holiday Staffing Blunders

    Step 1: Onboarding

    Onboarding is the most critical step toward success with temporary workers, both for getting to know their preferences and for aligning expectations. People who work on a temporary or flexible basis have diverse motivations. Most of them are working to pay for essentials, so earning money is certainly at the top of the list. After that, things get a little more complicated.

    Some workers are looking for shifts primarily to fit around their other responsibilities. Whether it’s because of caring for loved ones, education or another job, these workers generally want to work at the same time every week with a reasonable expectation that their shifts won’t be canceled. They still need some flexibility, though, in case something unforeseen comes up, like a child home from school, a big exam or overtime in another workplace.

    Other workers are more interested in personal autonomy and growth. They want to set their own schedules, which could be different every week, and they want to pick up new skills to give themselves more options in the labor market. They may want to try out a variety of roles, and they can bring new ideas into the workplace.

    The time to find out workers’ preferences is during onboarding. Ask what sort of schedule would work best. Find out whether they want to hone their skills in one position or try out several. See if they can be “on call” to work on demand. Talk about whether a permanent position could be a realistic goal for both sides.

    Step 2: Training

    Businesses don’t want to invest a lot of time or money in training if a worker is simply going to move on a couple of weeks later. So it’s crucial to use what you’ve learned during onboarding to assign training in the most efficient way.

    If a worker wants to try for a permanent position, then there’s a greater chance they’ll be staying with you and more reason to train them. The same is true if they want to stay with one role during their time in your workplace. By contrast, workers who are just looking for a little extra money may not want to pursue these opportunities. Calibrate your investment according to the expectations that you’ve already set.

    Related: Hiring This Type of Employee Can Protect Your Business From a Volatile Market

    Step 3: Scheduling

    When it comes time to set a schedule, the information you collected at onboarding comes front and center again. Even if you’re only looking for extra labor during the holiday season, you probably want consistency in the workers who show up from day to day. It means only having to train people once, as well as higher productivity as they gain experience.

    To start, identify the workers who can work on the most consistent basis, and assign them shifts first. Try to place the same workers together as much as possible, so they get used to each other’s rhythms. Assigning the bulk of shifts in this way will also cut down on bureaucracy since the same workers will be involved most of the time.

    Workers want consistency, too. One of Instawork’s recent surveys showed that 86% of workers on our platform wanted to work at least two to four shifts per week at the same business, and 55% wanted a whole week of shifts or more. Another one of our surveys suggested that more than 70% of these workers could commit to five days a week of shifts for a month or more.

    Step 4: Retention

    Some businesses will want to make permanent hires as soon as the holiday season is over. But in other cases, a few brief and frenetic weeks may not be enough to make a decision. Here it’s important to offer an intermediate stage, like a long-term assignment, to avoid losing the relationship. When employers show commitment, workers are more likely to reciprocate.

    Even for businesses that aren’t considering workers for permanent positions, holiday hiring isn’t just a one-shot deal. Most of them will need people in the years to come, and bringing the same people back will save time and money. In these situations, it’s important to offer workers an incentive — a bonus for returning, a promise of more training, a higher-level position, etc. For example, the best front-line workers this year might be your peak-time supervisors next year.

    You can keep the relationships with temporary workers alive using small gestures during the year — a photo from the holidays, a birthday card or a reminder that you’ll be hoping to work with them again. These gestures don’t cost much, but they can save you thousands in recruiting and training.

    Related: 5 Tips to Ace the Busy Holiday Season With Flexible Work

    All of these things come in addition to the basics that workers truly appreciate: helpful and upbeat co-workers, a clean, safe workplace and prompt payment for their time. Especially around the holidays, when shifts can be non-stop and intense, keeping a positive attitude and a touch of the festive spirit can go a long way to support morale. Just like in a family, there are some people you might only see for a few days a year — make that time count.

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    Daniel Altman

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  • 9 Traits to Watch for When Hiring in 2023 | Entrepreneur

    9 Traits to Watch for When Hiring in 2023 | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Every business owes its success not just to its leaders but also to the employees who carry out the day-to-day operations. But how do you find the right employees for your business?

    You can develop a more effective hiring strategy by prioritizing certain traits. Focus on building relationships with the best candidates who show the following qualities.

    1. Personable

    Even in an age of email and chatbots, strong interpersonal skills matter for client-facing roles. And all employees, even remote workers, need to get along with their team members.

    Look for applicants who demonstrate strong people skills: smiling, shaking your hand firmly, maintaining eye contact and mirroring body language are just a few. This trait isn’t about hiring an extrovert over an introvert; instead, it’s about finding a candidate capable of interacting in a likable, relatable manner.

    Related: 10 Strategies for Hiring and Retaining New Employees

    2. Goal-Oriented

    Asking job applicants about their five-year plans may sound cliché, but it’s an easy way to gauge their level of personal ambition. An applicant with a clear plan for the future will tend to be goal-oriented, which extends to how they carry out their day-to-day duties.

    You might also understand a candidate’s aspirations by looking at the awards and achievements listed on their résumé. Previous accomplishments point to an ambitious, goal-driven attitude that will likely carry into the future.

    You can also nurture this trait by providing opportunities for professional development and advancement, which maximizes the talents of your new hire.

    3. Problem-solving

    Business is all about overcoming challenges. The most valuable employees can think through these challenges and develop workable, efficient solutions.

    You know that problem-solving abilities are essential for those in technical fields — but you should also cultivate these skills in everyone who works for your company.

    How do you find out whether a candidate is a problem-solver? Asking questions about when the candidate had to think outside the box to solve a workplace problem is a good start. Sometimes, the candidate’s references can point out clear examples of when the candidate addressed challenging problems head-on.

    Related: What to Consider When Hiring Employees

    4. Technically proficient

    If you’re hiring for a specialized role, you’ll want to ensure that you hire candidates who have the experience and expertise you need.

    For instance, bookkeepers and accounts receivable specialists should be familiar with basic accounting software. You might also prefer candidates who know the same software platforms that your company depends on.

    For hybrid or remote positions, your candidate must have experience using video conferencing or project management applications to better coordinate with you and other team members.

    5. Confident

    Fortune favors the bold — especially in the world of business. You want to assemble a team of decisive thinkers. Employees who delay decisions because they second-guess themselves or overanalyze the situation, will do more to prevent innovation than promote it.

    Instead, seek out job applicants who can clearly articulate their strengths and back them up with real-world examples from their previous positions. While interview jitters are understandable, an applicant who avoids eye contact or struggles to articulate might lack the confidence you’re looking for in your organization.

    Related: Workplace Issues Often Trickle Down From the Top. Have You Tried These 3 Ways to Fix Your Biggest Challenges?

    6. Teachable

    Technical proficiency is important, but every industry is evolving rapidly. Few traits are as valuable as the willingness to learn. While the ideal candidate should be confident about their existing skill set, an ability to adapt to new technologies or business models is often far more valuable.

    Ask candidates about new skills they’ve picked up or acquired from previous employers. Better yet, ask your applicants what skills they want to develop while working for your company. Their answers will reveal a lot about their ability to learn new skills as well as their eagerness to apply these skills in a new setting.

    7. Trustworthy

    Personal integrity is about more than just following the rules. An employee who demonstrates consistent honesty and integrity will contribute to a transparent company culture. You also need employees you can depend on during every business cycle phase.

    The best way to assess the trustworthiness of a job applicant is by contacting their references — particularly previous employers. Ideally, you want to learn that your applicant has a strong attendance record and that their previous employers could rely on their participation and support.

    Related: The Best Employees Have These ’31 Flavors’

    8. Collaborative

    Business is a team sport, so you need to hire candidates who play well with others. Even if the position requires much solo work, you’ll still want to know that your employees can function well as a team when called upon.

    This trait often surfaces during the interview process. When you ask an applicant to list past accomplishments, listen for clues indicating that they collaborated with other team members.

    If you can’t tell from this list alone, ask probing questions about how the candidate has worked with coworkers. You can even ask about how they’ve handled past conflicts to learn how well they’ve navigated office relationships.

    Related: Quiet Quitting Preceded Another Insidious Workplace Issue That’s Unfolding Right Now, Survey Reveals

    9. Loyal

    Employee turnover is a major threat to any company. The time and money you spend replacing an employee can be put to better use in growing your core business. The best employees commit to your company for multiple years, allowing you to build a lasting relationship and maximize their skills.

    Be wary of workers whose resumes indicate a lot of job-hopping. That’s especially true if their past work experience has been in fields similar to yours. Don’t dismiss these candidates entirely — sometimes, finding a company culture that fits takes a while. But make sure to investigate the reasons for so much past instability.

    Identifying candidates with the most sought-after traits will improve your chances of assembling an effective team. It will also make screening your job applicants easier, streamlining the hiring process.

    For critical positions, executive search firms can assist you with screening and hiring top-quality candidates. But to ensure that you staff your business with the right people at every level, look for these key traits of successful employees.

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    Shawn Cole

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  • 10 Tips to Help You Pick Your Next Great Employee

    10 Tips to Help You Pick Your Next Great Employee

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    Opinions expressed by Entrepreneur contributors are their own.

    In its recent monthly jobs report, the National Federation of Independent Businesses revealed what many small businesses already know: finding quality labor is a challenge.

    In fact, the report noted that filling open positions is the single largest issue facing small firms. Nearly one-quarter of owners said the worker shortage is affecting their ability to fill open positions and limiting their ability to grow.

    Among the respondents, 46% said they were unable to fill job openings in September. That brings the number of unfilled job openings to a historic high.

    While finding the next great employees may seem futile, it is not impossible. Contrary to popular belief, there are qualified candidates in the market. It’s just a matter of knowing where to find them and capturing their interest in a compelling way.

    Sourcing talent requires a strategy and creativity that reaches beyond posting positions online and praying for a rush of candidates to apply. A more effective approach is to unearth passive candidates who may not be looking for a career move but would entertain the right position. That means searching for high-performing individuals through trade associations, events, universities and even those who may be working in another industry but whose skills are applicable to the open position.

    Related: How Entrepreneurs Can Find Great Talent Despite a Labor Shortage

    Here are some proven ways to re-energize your recruitment process and unearth candidates with the skills and passion for your business:

    1. Revisit your company’s mission and values to use as selling points in attracting talent

    As a business owner or department leader, you undoubtedly are familiar with your company’s mission. But do you understand what separates your firm from others in your industry? That is, does your company have a unique product or service, a nurturing culture or a penchant for giving back to the community? Use this information to craft a compelling company story that will pique the interest of job-seekers and passive candidates alike.

    2. Audit your brand to find out what others are saying about you on popular websites and social media platforms

    Shoring up your reputation with positive reviews from current and past employees and customers will go a long way in selling a position to a potential new employee.

    3. Put yourself in the candidate’s shoes

    Why would someone want to work in this role? What are the opportunities for advancement (a key consideration for job candidates)? In what ways can the employee contribute to your company’s mission and the greater good? Equip your hiring team and recruiting partner with details that serve as selling points for the organization.

    4. Consider what’s most important to candidates in a changing work environment

    Pay remains a top driver in attracting quality candidates to jobs, but work-life balance and an opportunity for employees to do what they do best rank high on the list too. In a study among 13,085 U.S. employees conducted by Gallup earlier this year, 61% of respondents said greater work-life balance and personal well-being were important — a steady rise since 2015. This includes more flexibility in how and where they work. It may sound obvious, but workers also want to focus their efforts on areas where they have strength and training. As such, hiring leaders must be in sync with what candidates want, and in the words of Gallup “sell what employees want to buy.”

    Related: Why Small Businesses Struggling to Hire New Employees Should Embrace Gig Workers

    5. Plan for your hiring needs today and devise a strategy for filling open positions

    Some things to think about: What is the budget for recruiting? How will you plan to find candidates in a tight labor market and for hard-to-fill positions? And what does your company’s diversity hiring plan look like? Answering these questions before you begin the recruiting process will help crystallize your hiring plan and move the recruiting process along quickly and efficiently. Remember to start the search now for positions that need to be filled in the first quarter. And consider engaging an outside recruitment partner to get a fresh perspective and uncover candidates in unexpected places.

    6. Before initiating a job search, understand the candidate’s journey

    Where do they congregate? What are their circles of influence? How do they get their information? Then put your detective skills to work by searching for “passive” candidates – those who may not be actively looking for a job but may consider the right opportunity for a career change online, through professional networks and even cold-calling.

    7. Ensure your company and the candidate are aligned

    If you are wondering about the focus on passive candidates, it’s because some of the most desirable individuals are not looking for work. Oftentimes, their skills are in direct alignment with the open role. They are also transparent, sharing exactly what they want in their next career move, including opportunities for advancement, plus how they would approach the job at hand.

    8. Create a story that humanizes your company and piques your candidates’ interest in the job

    For example, share ways the company engages employees, celebrates success and gives back to the community. Using information gathered in your fact-finding exercise for the company and the position, craft an interesting “pitch” to attract best-in-class talent to your company.

    9. Strategize ways to keep in touch with top candidates

    Your candidates are probably entertaining multiple offers. Find reasons to check in and do it in ways, such as texting, that are effective without being intrusive.

    10. When the search is over, create customized, in-depth candidate profiles

    Include details on their skills, abilities and passions that may not be evident in a resume. Highlight silver medal candidates who may be a perfect match for your next job opening.

    Recruiting new staff members can be a laborious task. But the investment you make into recruiting will pay dividends in the form of stellar employees who can help your business prosper.

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    Kathleen Duffy

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