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!

Have an Accounting Degree With No Experience?

April 10th, 2016

In today’s hyper-competitive job market, having an accounting degree but a distinct lack of experience can put candidates at a severe disadvantage. Hiring managers are interested in well-rounded applicants who are both academically qualified and who have the real-world know-how that proves their value on the job market. Employers sometimes hesitate to take the risk of hiring an unproven accounting professional because the training and ramp-up time can be a costly investment. Luckily there are a number of things you can do as a recent graduate to prepare yourself for a career in accounting and set future employer’s at ease.

Building Experience

Many colleges are able to provide opportunities for students to build experience through internship and volunteer programs. Be sure to take advantage of those opportunities while you are in school because they will form the foundation of your accounting work history and help make essential professional connections within the industry. Once you are fully independent of your academic institution, your options may be more limited.

Strive to gain experience by applying for staff accountant or junior auditor positions in a firm you would like to grow your career in. Or, if you are more interested in working in the private sector, consider creating reports for monthly audits or working in a budget department. Most companies have an accounting division and can benefit from your academic knowledge, so don’t limit yourself to one specific job type that might be out of reach at the current time. Building experience takes time. Invest in your future by developing the experience you need from the bottom up.

Promote Transferable Skills 

Accounting isn’t all about the classes you took to get your degree. Skills and traits which make an accountant competitive in the job market are often transferable from other jobs or experiences. Promoting transferable skills, such as organization, team work, efficiency, and problem solving, will make your resume that much more appealing to prospective employers because they are able to see you have the potential needed to succeed within a position. Some employers will simply overlook a lack of experience if the skills they are looking for are present and you have a solid academic background.

Taking a Targeted Approach to Career Growth

Target your job applications for opportunities you are qualified for but will also provide you the change to learn and grow. Keep your 5- and even 10-year goals in mind while you are building the experience you need to become competitive in the job market. It is essential to create your own opportunities as well. Don’t wait for the work to come to you. Show future employers you are proactive and engaged in your career by starting your own company, volunteering for a nonprofit, or taking on personal projects that help you gain the experience you need to move your career forward.
For more advice on how to further your accounting career, or how to find your next accounting opportunity, contact the 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!