Having Trouble Finding Local Electrical Engineer Talent?

June 13th, 2016

Electrical engineers are a very specialized talent pool. If you find yourself in needing to hire industry-leading talent but are unable to source high-quality candidates, it can be a very difficult situation. Luckily, there are a number of things you can do as a hiring manager to locate and attract talented electrical engineers to join your company.

Understanding the Electrical Engineering Talent Pool

Electrical engineering is a particularly specialized skill set, which requires a significant investment of time and education on the part of the candidates. Depending on your location, there may or may not be local schools which even offer the types of programs that will make your candidates qualified for the position. This is a key reason why some localities may offer only a handful of qualified candidates, and considering the demand for electrical engineers such areas see an unavoidably competitive hiring market. With that in mind, employers need to be proactive in their recruiting efforts and willing to provide the extra incentive to recruit and retain the talent they require.

Finding the Right Talent

Recruiting efforts such as help wanted ads, job listings, and job fairs are all hyper-local in their focus. Finding and attracting engineers outside of a given area can be difficult. While the internet has made it easier to communicate with candidates who are not located within the immediate vicinity of your business, convincing those applicants the work is worth a long commute or even relocation may not be in our best interest.

That said, social media is a powerful tool that allows employers to connect with a wider audience of candidates. There are often applicants looking for a change of scenery and as such are willing to widen their search parameters. To connect with your ideal electrical engineering candidates, be specific in your job descriptions, use smart keywords in your recruiting material, and be transparent in your expectations. To widen your search, consider joining localized groups on LinkedIn or Facebook. Above all else, make sure your company’s social media presence is strong and effective.

Networking with existing electrical engineers is another effective way to pinpoint high-quality talent. Many candidates or potential candidates are connected through school, work or social groups. Receiving a recommendation for a talented hire can be a simple and effective way to find your next electrical engineer. Ask current staff members if they have any connections seeking an opportunity with a company like yours, and consider offering a reward structure to incentivize hiring recommendations.

Working with a high-quality staffing firm such as Search Staffing often provides the support needed for companies to connect with a wider talent pool. We are highly skilled at recruiting and placing industry-leading talent in hard-to-fill positions. We have connections throughout multiple areas meaning our talent pool is more diverse and eager to hit the ground running. Give us a call today to see how we can help you find the talent you are looking for.

How to Attract Candidates With Job Descriptions

May 27th, 2016

Recruiting high-quality talent can seem like a never-ending process. There are so many ways to find the right people for your job opening that the hiring process can seem overwhelming. On top of that, budget and schedule demands can add constraints that turn an otherwise straightforward process into a high-pressure situation. Believe it or not, there are a number of actions you can take to simplify and optimize your search for the ideal employee. Working with a qualified staffing agency such as Search Staffing is a step in the right direction, but it is also important to really consider your marketing of a job opportunity.

The job description in particular is what will make or break the success of a hiring process. Today’s article goes in depth to provide you with the tools you need to craft and position a truly effective job description and attract the candidates who will benefit your organization in the long term.

Create Balance

One problem we come across often with unsuccessful job descriptions is overloaded content. An employer may be so eager to target their exact expectation of an employee that the job description becomes intimidating and unrealistic from the perspective of a candidate. To avoid this, we recommend balancing brevity with details. It’s important to really focus on what qualifications and requirements are relevant to the position. Then consider adding details that will describe what makes this position and the work it involves interesting and exciting to applicants.

By adding minimum and preferred qualifications (including education, certifications, and years of experience) you will tell readers what your expectations for the position are, but avoid going overboard because you will inevitably frighten off perfectly qualified individuals and find yourself left with candidates who simply didn’t bother reading through the job description.

Highlight the “Small” Benefits

Candidates look to job descriptions to learn what hiring managers are looking for but also what they are offering. While discussions of salary and financial compensation are often best left to a post interview conversation, highlighting the little things like flexible work schedules and a great company culture will help attract the attention of candidates who are in high demand. Noting your dedication to employee career development and salary growth will also help you attract choosy applicants.

Consider your Language

It’s important to remember that job descriptions are like marketing material. You are advertising your company as a place of employment, and should present the opportunity in an engaging and interesting manner. Putting the extra time and thought into the language or medium used to advertise an opening will help get your job opening the attention it deserves.

Just as you do in your product or service marketing material, use lively and engaging language to describe the position. Avoid using bland templates that are obviously not unique to the opportunity, and keep your audience in mind. The resulting job description will not only attract more applicants, but also a higher caliber of candidate.

For more tips on how to improve your job descriptions, or for help in finding the right candidate, contact the staffing experts at Search Staffing Group.

3 Qualities to Seek in all Quality Control Specialist

May 10th, 2016

If you are in the market for a talented quality control specialist, you likely have a good idea of what such an employee would bring to the table. A strong background in the specialty is an indicator of past success in the field. High-quality references and interesting example projects are two more signs that your candidate will be able to meet your needs.

Experienced hiring managers are able to recognize a strong candidate by their application material, but keep in mind that work history and qualifications can often be misrepresented when presented in a resume. Often, when actually placed on the job, the difference between reality and the resume are profound, with long term negative impacts to a team or even business as a whole. Here are a few more subtle qualities to look for in a quality control specialist to ensure that the candidate you are considering has the skills to live up to your expectations.

Documentation Skills

In business, documentation really is everything. Being able to track, organize, and report on issues of quality control is critical to optimizing and solving long-term problems. Look for a candidate who has experience with effective documentation and who knows that such skills are of value within such a position. The process can be simple enough to be overlooked by many hiring managers, but the point remains that if a quality control specialist is unable to follow through on your companies’ reporting requirements, they will be unreliable in the position for the long term.

Attention to Detail

While quality control specialists are needed throughout a wide variety of industries, one key skill that the best specialists possess is a keen eye for detail. As the main objective of all quality control specialists is to test a product for its intended use and make sure it performs up to the necessary specifications, being able to identify and isolate problems quickly and effectively is critical to the success of the job.

A candidate who possesses this level of detail orientation should be able to cite specific examples of how and when their attention to detail paid off. Look for resumes or cover letters that provide examples of issues that were identified and resolved within the greater context of a project. If none of your candidates are able to communicate that information within the scope of their application, make sure to discuss real-world examples and scenarios within the interview.

Project Management Skills

Lastly, but certainly not the least important of these skills, is project management. Like the other skills mentioned above, hiring managers should look for specific examples of project management skills in action within the greater context of an application. Great project managers have the ability to communicate across diverse disciplines, motivate multiple team members toward a shared goal, keep schedules and budgets on track and organized, and make high quality and informed decisions. Again, look for real-world examples of these skills within a candidate’s work history to ensure they’re success with your team.

For more advice on what to look for in a quality control specialist, or for ways to find a quality control specialist, contact our expert staffing team today.

Hired a Temp? How Long Should Your Trial Employment Last?

April 27th, 2016

There is no doubt that temporary and contract employees are able to provide valuable support when your company needs it most. They are an ideal option when project needs are high but long-term resources are uncertain. Many temporary workers seek out contract work as it provides them with the opportunity to develop their skills, their network, and their resume in a relatively short period of time; not to mention temporary work can help pay the bills while they continue their search for a more permanent opportunity.

Given that temporary work is such a convenient opportunity, why then are there often hesitancies (both from employers and employees) to rely too heavily on short-term contracts? How long should an ideal trial period last before bringing a temporary worker on board permanently? These are all questions that employers are eager to answer, and in today’s article, we discuss the key issues.

Timing is Everything

The need for contract workers often stems from uncertainty in a company. This uncertainty can be due to a structural reorganization, budget ambiguity, or even a lack of qualified professionals in the job market. The result is the same: there is a need to find workers who can support business and project needs while holding off on a long-term hiring commitment. A good length of time for a temporary contract can be anywhere from 6 to 18 months, with some erring on the shorter side to avoid any conflict.

Getting the most from your temporary hires is all about timing. While it really is up to the employer to set the length of a contract, there is also a mental limit that most temporary workers are willing to remain under contract before expecting to be brought on full time. Recognizing that your short-term needs may not directly align with their long-term career goals is important, and seeking ways to bring the two perspectives into a mutually beneficial balance is key to a successful contract hire.

The Dangers of Hiring Too Early

It is true that employers can hire their temporary staff too early. Such situations can result in a bad hire when waiting a little longer could have resulted in a more informed decision. Don’t let the pressures of a competitive hiring market or urgency felt by an individual worker overly influence your decision-making process. Take the time you need to evaluate whether they will really be a good fit for the position and the team in a more long-term capacity before making them an offer of permanent employment.

The Dangers of Hiring Too Late

On the other hand, waiting too long to hire a high-quality temporary worker can result in frustration on the side of the employer or even legal action if contractors are misclassified and treated as an employee. If you don’t want your valued temporary staff to leave for another opportunity, wasting precious time and money invested in their training, and you want the piece of mind that comes with lower exposure to legal sanctions, consider bringing the employee on full time before it’s too late.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!

Top 3 Tips for Hiring and Managing Temporary Engineers

April 20th, 2016

Hiring and managing temporary engineers is a great opportunity for employers to grow their staff in valuable and proactive ways. While temporary workers are recruited and contracted in a different manner than the average full-time employee, the benefits they provide to a workforce are often highly influential. In order to get the best out of your temporary staff, here are the top three tips you can implement in your hiring and management practices when it comes to your contract engineers.

Round Out Your Team

Seek out an engineer with a slightly different background than most of the applicants you are used to seeing. A well-rounded resume helps to bring new knowledge your team and will provide them with the opportunity to think outside the box, address problems in new and interesting ways, and interact with other members of the team in a more synergistic manner. Every team member has something to teach and to learn from the others. Keeping that key element of collaboration in mind when bringing on new talent, particularly temporary talent, will enable your staff to leverage unique skills and experiences for a truly synergistic team environment.

Think Long Term

Most temporary workers are in fact looking for permanent employment, whether that is with your company after a successful trial period or a competing company who recognizes the value of the experience they have gained as a temporary employee. As a hiring manager who is committed to staffing your company with industry-leading talent, knowing when to hire a temp permanently can make a significant difference in the long-term success of your hiring strategy.

This requires some long-term and strategic thinking around your recruiting practices. Engineers are in high demand and that trend is unlikely to reverse in the near future. Recognizing high-quality talent and investing in their training on the job will set your temps up for success within their temporary position and in the long term as well. If a contract engineer is a good fit for the company culture, able to engage and collaborate well with their team, and understands the priorities and goals of their projects and the corporate strategy, they will in all likelihood make an excellent permanent addition to your team.

Emphasize Career Growth

Temporary workers are as interested in developing their career as any other employee you will have hired. Keep that in mind when interviewing candidates for a temporary engineer position. Highlighting career-growth opportunities to the interviewee if they were to take a long-term position down the road addresses a number of issues that temporary workers are often concerned by. It says that you are loyal and committed to employees who are loyal and committed to the company. It also reassures candidates that any time spent on a contract job with your company is not time wasted in their career.

Addressing the immediate need for temporary workers upfront but still recognizing that there is potential to convert a contract into a permanent position if the situation allows, provides temporary workers with the confidence they may need to accept and fully engage in the opportunity.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!

The Biggest Danger of Hiring Temps

April 5th, 2016

Many employers recognize the value of recruiting temporary workers. In fact, according to the American Staffing Association, more than three million temporary and contract employees work for staffing companies across the U.S. on any given week. They provide on-demand assistance when you need it most and often with limited training and ramp-up time. Working through a staffing agency such as Search Staffing makes the process more streamlined and helps you identify and attract the top industry talent during times of need. But there are some dangers you should be aware of when hiring temps. Today’s article discusses such hazards and provides some solutions that can help you sidestep any potential negative impacts associated with temporary hires.

The Nature of Temp Work

Employers and candidates often rely on temporary contracts to hold them over in times of need, but both sides of the equation are often looking for a more invested contract for the long term. As an employer, it is important to recognize that most temp workers are looking for full-time employment. Temporary work is a great opportunity for candidates to gain experience in their field, to contribute to exciting projects and build their resumes, but the short-term nature of the work is often not ideal for an employee’s five- or ten-year career goals.

From an employer’s perspective, temporary workers provide the on-demand support many high-pressure projects or seasons within the industry require. Short-term contracts are also an excellent way to give applicants a trial run to see if they are able to meet expectations. The danger for employers of temporary workers is often in the potential loss of a really great hire should they begin to take their temporary workforce for granted. Leaning too heavily on temporary workers without committing to hiring the great candidates in a more long-term capacity sets employers up for a potential financial loss as their all-stars eventually get frustrated and move on to another opportunity.

The Financial Investment

As is true with any new hire, temporary workers require a certain amount of time and training to fully settle into a new job.  Furthermore, recruiting employees often has an upfront cost whether that may be a signing bonus or staffing agency fees. Each new hire (temporary or otherwise) requires a financial investment from the employer on the front end making the short-term nature of temporary workers that much more expensive in the long run.

The danger in relying on temporary workers is tied directly to whether you are able to convert them to a permanent position within your company. A good rule of thumb is to hire a temporary worker within 3-6 months of their original start date. This is frankly 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. If a temp proves to be a worthwhile hire, and if they have settled into a position enough to provide value to their employer, letting all of that training go to waste, only to have them leave for another opportunity, is a loss of time and money.

For more insight into hiring the best temporary talent in your area, contact the staffing experts at Search Staffing Group today!

4 Qualities to Look for in All Mechanical Engineering Candidates

March 14th, 2016

The manufacturing industry is at the heart of many successful global economies. The right mechanical engineer is can be an asset to your company and can help accelerate growth. How can you hire a mechanical engineering candidate that’s a great fit for the company? What are the skills that a mechanical engineering candidate should develop to become highly sought after by the top employers in the nation? This article will discuss these questions and share the qualities to look for.

Attention to Detail

This is a key quality that makes a good mechanical engineer into a great mechanical engineer. This shows up in all aspects of work starting from requirement gathering and design to automating processes or using existing processes, to development and delivery and, finally, quality control. A detail-oriented candidate spots inefficiencies and opportunities to improve workflow which others might miss. These incremental improvements have a potential for aggregating and delivering a large optimization gain in the end-to-end pipeline.

Patience

A high-quality mechanical engineer is methodical and takes a thoughtful approach to problem-solving. They portray a lot of patience in their work. Rushing to a solution is how errors and inaccuracies seep in. Patience is a virtue and this is true in mechanical engineering candidates as well.

Project Management

Great project management skills are an asset in any industry. This is especially true for mechanical engineering where time is money. A candidate with a great project management skill set can make the difference between landing a large project on time and budget. On the other hand, the lack of this key skill set can not only delay and derail a project, it can damage the company’s reputation with the client and can potentially cause monetary damage.

Teamwork

Whether you hire a fresh graduate looking to start a career or a seasoned professional who has been in the industry for several years, the importance of teamwork skills is difficult to overstate. Collaboration is at the heart of a successful organization. A good team player can get others around him excited about the project and deliver throughput which is exponentially greater than any one individual can achieve. This is a critical skill in managers where the success of the team and the company depends on working as a team and fostering a collaborative work environment.

There are not many other ways one can make up for the lack of teamwork. Technical skills are a must have, but hiring a candidate squarely based on their technical skill set isn’t necessarily in the best interest of the organization. Teamwork fosters collaboration and hiring individuals which lack this important skill set can, conversely, dampen collaboration.

If you find yourself in need of access to a wider range of well-rounded mechanical engineering candidates, particularly ones who display these qualities, contact the industry-savvy recruiters at Search Staffing today!

3 Qualities of a Great Accounting Employer

March 5th, 2016

Today’s workers are looking for more than just a paycheck when they pick which companies they choose to work for. A positive reputation will help you hire and keep your best workers, making you that much more successful and productive in the long run. While it might seem like a challenge to create a positive image as a hiring manager, there are a number of things you can do to actively improve your appeal to candidates. Here are the top three qualities of a great accounting employer for you to incorporate into your recruiting strategy.

Building a Great Company Culture

A good corporate culture can mean the difference between staff loyalty and a high turnover rate. While it might not seem like something you have individual control over, you might be surprised how much employees take the lead from management. A positive corporate culture based on open communication, actively growing the successes of individual employees and the company as a whole, and providing staff with the tools and resources they need to do their best is a great place to start. Focusing on building those positive relationships will help ingrain that attitude into the staff as a whole, making your company a more interesting and engaging place to work for everyone.

Encouraging Further Education

As a manager, you want your employees to be at the top of their game when they are working for you. Encouraging and even subsidizing their continued education is a great way to show your employees that you care about their long-term success. Encouraging your accounting staff to pursue their CPA certification, or even go back to school part time for an advanced degree can provide as much benefit to your business as to their individual careers. Showing candidates that you are invested in them will make them want to invest in you.

Above and Beyond Standard Benefits

Today’s workers are particularly discerning in where they chose to spend their time. They want to know that their individual contribution is valued and the best employers are finding creative ways to do that outside of just raising salaries. Benefits packages that include paid leave for vacation and sick time along with a comprehensive benefits package are standard in the realm of accounting. To really stand out as a great employer, you need to go above and beyond the norm.

Consider investing in benefits such as an engaging work environment, access to an on-site gym or exercise programs, high-quality mentorship opportunities, health and dental insurance that goes above and beyond expectations, and an emphasis on work-life balance. Flexible work options like flextime and telecommuting can help to bring otherwise unavailable talent onto your team. There is a whole range of non-salary-based benefits that really will help put you ahead of your competition when you are recruiting the industry’s top players.

For more great tips and other advice from our smart, helpful recruiting advisors, contact Search Staffing today!

3 Reasons to Make Employee Retention a Priority

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.

Hire That Temp…Before Someone Else Does!

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.