February 29th, 2016
Your staff is your most valuable resource. Recruiting and hiring is a necessary part of building a high-functioning team, but retaining your top talent is also critical to maintaining a high-functioning staff. Employee retention should be a corporate priority. By focusing on retention, you can increase positivity and motivation of your employees, reduce unnecessary turnover costs, and make sure your projects are staffed by experienced and trained workers. This article will discuss the three top reasons why you should make employee retention a high priority.
Retention Increases Morale
Employee morale and positivity is more than just a bonus for staff. It is a very real influencing factor in their work product and their commitment to an employer. Focusing your efforts on retaining existing employees has a marked effect on how your staff feels valued, and therefore on your bottom line. High turnover is not only disconcerting for existing employees, but it sends a message that yours is not a company people stick with for the long term. This will unavoidably impact your ability to maintain a high-quality staff of talented professionals. It is much better to address issues of turnover and morale head-on and in a transparent manner.
The Cost of Losing an Employee
Interestingly, employee retention programs can have a positive impact on overall human resource budgets. It costs quite a lot to recruit and train new employees. It is much more cost-efficient to retain and invest in the talent that you have. The cost of making your existing talent feel appreciated and valued pales in comparison to the cost of hiring from scratch, both in terms of recruiting expenses and lost productivity.
Employee retention programs needn’t be limited to financial compensation either. Today’s modern worker is interested in a compensation package that is competitive but also well balanced. Medical and dental benefits are highly valued. Vacation and other leave programs are also important. A flexible work schedule or telecommuting options also make a job more attractive. Most importantly of all, an employer’s commitment to its employees is what is valued. Show that you care about your staff and their goals through mentorship programs, training opportunities, and working with them to develop a clear career path based on their abilities and ambitions.
Avoiding a High Turnover Culture
Especially in today’s world of social media and increased connectivity, high turnover rates look awful to prospective employees. Don’t think this information isn’t readily available to candidates. With websites like Glassdoor.com becoming increasingly popular, candidates are doing their research about the companies they want to work for. A culture of high turnover and dissatisfied employees will earn your business a bad reputation online as well as across professional networks. Making the effort to increase your retention rates and support the employees you rely on will help to boost your reputation and make talented individuals actively seek you out for employment.
Contact the helpful and knowledgeable consultants at Search Staffing today for expert assistance developing a robust and high functioning employee retention program.
February 22nd, 2016
Are you a CNC machinist looking for your next job opportunity? If so, read on. Many job candidates consider safety to be a big concern when accepting a new position. This is even more relevant for professionals in the manufacturing industry. Safety is a very real concern. Employers who lack a high-quality safety policy and a corporate culture which supports a safety mindset are simply not worth the risk. This is equally true for staffing firms who don’t acknowledge the importance of a good safety record. This article will discuss the importance of partnering with a staffing firm that finds safety just as important as you do, and is up to date on relevant safety laws and hazards.
CNC Machine Safety
You should never operate or program a CNC machine without the proper training or consulting the specific operator’s manual for the particular machine and control type. Employers who expect you to are not aware of the risks associated with limited safety training. Accidents can happen unexpectedly with long-term repercussions. While CNC machines are equipped with a built-in safety system including guards and protective devices such as emergency stop buttons, soundproof casing, curtain guards, and other features, an operator who is not familiar with the intricacies of these machines can find themselves in unsafe situations. Know your limits, and if you are at all unfamiliar with the machine you are expected to work with, tell your employer.
The Value of Safety Culture
Workers simply should not be willing to work for a company that isn’t visibly concerned about their well-being in the present day and age. A transparent and effective health and safety program is an important place to start, but company culture is also a big influencer. An effective corporate safety culture is one that is the product of both individual and group values, attitudes, and competencies. An established, company-wide commitment to a safety program helps ingrain the importance of a safe working environment.
Pursue employers who encourage their teams to take responsibility for safety in the workplace, not just of themselves but of their co-workers as well. Safety is everyone’s responsibility. Employees should know what to do in case of an emergency, and what actions need to be taken after the fact to comply with company policies. It is the employees themselves who are most likely to experience and respond in such situations.
Partnering with Search Staffing
Partnering with a firm like Search Staffing is a great way to connect with the industry’s top safety-conscious companies. This is because they are committed to keeping their clients (you) safe on the job. Knowledge of current trends and regulations in job-site safety and hazards is critical to knowing what companies are accountable to their staff. This commitment to industry talent offers you the chance to benefit from their knowledge and research. You can really count on Search Staffing recruiters to have your back on the job.
For more great tips and advice on how to find a job with an excellent safety culture, reach out to the staffing experts at Search Staffing today!
February 19th, 2016
Do you have a temporary worker on staff who just shines on the job? If you’re thinking about bringing them on in a more permanent capacity but haven’t yet pulled the trigger, here’s a few reasons you might want to tie them down before they find another company who will bring them on full time. Remember that temporary work is just that, temporary. Most temps are actively looking to be brought on board in a long-term capacity, and as such it is highly likely that they are either expecting your contract with them to turn into something more official, or they are actively pursuing other employers. Here are a few things to keep in mind when considering how soon to hire your temps.
Consider Their Workload
The need for temporary workers is common across multiple industries. Sometimes, work picks up very suddenly and the need for talented workers appears before employers have the time to budget and recruit regular employees. Project work or short-term opportunities are great to hire temps for, but if that workload looks to extend further into the future, it’s a good time to consider bringing your temporary staff onboard in a more full-time capacity. They are a great option for new hires because they are already familiar with your company, policies, and the work itself. Rather than wasting precious resources on recruiting and hiring outside staff, consider bringing on your temps full time.
Consider Their Goals
When you hold on to your temporary staff without hiring them once they have proved their competency, you run the very real risk of losing them to another employer. There are a couple of reasons for this. First, it’s common for other employers to actively seek out temporary workers who have not yet been hired full time. Second, a temporary worker may also wonder if they have a future at the company if a regular job offer does not occur in a timely manner. Morale and productivity can suffer because of this, and as a result, they are that much more likely to be poached by other companies.
Bringing Temps Onboard Full Time
A good rule of thumb is to hire a temporary worker within 3-6 months of their original start date. This is because you can expect them to be receiving calls from recruiters and actively pursuing other jobs while they are working for you. Taking a temp on directly is definitely an option. In fact, the temp-to-hire scenario saves you money in the long term because employers are often overpaying for temporary workers, as opposed to paying full time. Bringing your temporary staff on board sooner rather than later will actually save you money in the long term. Not hiring them runs the risk of losing them to another company, or may even result in a reduction in the quality of their work.
Still looking for the temporary staff you need? Contact the team at Search Staffing today. You’ll have access to the high quality temporary talent that will help you balance your workload.
February 18th, 2016
There comes a time in a job hunt when you may need to turn down an offer or two. Despite it being exciting and a good ego boost to receive multiple job offers, figuring out how to turn down an accounting position without burning a bridge or losing a valuable professional connection can be tough. But the fact is, if you are qualified for the work you are pursuing, and if you are working with a staffing partner, you very likely could end up evaluating multiple competing offers. Today, we’re discussing how to be strategic and sensitive when turning down a job offer.
The Importance of Timeliness
If you’re in the position where you need to politely turn down an accounting position, you don’t want to do so in a way that reduces your chances of future work with the employer, such as by delaying your response. Maintaining a diverse and robust professional network will only serve to support your future job hunt efforts, so making an effort to maintain relationships is critical. One of the most helpful things you can do for an employer you are turning down is tell them your decision in a timely manner. The last thing you want to do is leave them hanging, expecting you to come on board only to find themselves back at square one. Recruiting and hiring is a time and budget intensive activity for companies, and they need to know whether you are on board or not sooner rather than later.
Remember to Be Polite
This might seem like an obvious tip, but you might be surprise how many people are willing to let their manners slide in a situation like this. It’s important to remember to be polite because every interaction you have in your job search will impact how recruiters and hiring managers think of you and your professionalism. Reputation is everything in a job hunt. If you tarnish yours by being disrespectful, chances are you will not see an offer again from that company. Worse still, word will likely get around to other accounting managers that you are lacking in professionalism and make a future job hunt more difficult still. Be polite by emphasizing your appreciation of the offer, and remember to thank a hiring manager for their time and effort.
Above all else, leave your relationship with the hiring manager in a good state. Consider working through a high-quality staffing firm to help you build and maintain these relationships. In fact, working with a staffing partner can result in less low-quality opportunities than may be presented in a solo job search, resulting in less of a need to turn down bad jobs. Recruiters know the value of your skills in the present job market and are able to work with you to find your dream accounting job.
Still looking for a staffing firm that can find you the high quality accounting opportunities that will make you turn down bad jobs? Contact the industry-leading team of recruiters at Search Staffing today!