Volume 2
Employment Essentials Volume 2
In today’s employment market, offering competitive salaries is no longer just a perk, but a strategic necessity.
In a time where skilled professionals have more options than ever, a strong compensation package is a statement about your company’s commitment to excellence and recognition of talent.
At FLAG we’ve seen firsthand how competitive pay can significantly impact your organization’s success and brand in the employment world.
Stay with us as we dive into the tangible benefits of competitive pay as well as how to actively incorporate these practices into your organization!
We recognize pay alone is not a one size fits all solution to every hiring and retention problem, but it is one of the biggest levers you can pull to mitigate the chances of the issue being employer related.
Attracting and Retaining Top Talent
With the exception of bad employment fits, we find that top talent usually leaves for one of three reasons: Pay & growth opportunities, schedule & commute, or bad management. Higher pay can help alleviate the pressures of the first two.
Higher pay allows your employees to address more of their basic and personal needs. This peace of mind allows them to satisfy their professional needs as well and not need to look elsewhere or entertain any other employment offers.
Higher pay can ease the burden of longer commutes, and/or less desirable work schedules.
Higher pay can help you identify more competent talent that can in turn increase operational efficiencies for the company and better products for your clients.
Reciprocated Value
The increase in wages allows the company to revisit the supporting infrastructure of the HR and Employee Relations practices at the company.
This is a great opportunity to revisit the company’s Job Descriptions, KPI’s, Employee Review System, and other department salaries.
Employees don’t only expect better pay but better management to go hand in hand with that. This is an ideal time to identify whether your existing leadership can take you to the next level.
Well-compensated employees increase both your internal and external brand & culture. Internal employees will look for ways to be a contributing member of the team as well as be advocates for the brand to the market.
Improved Market Responsiveness
Employee retention can always be improved but it is still a variable only the individual controls. The ability to pivot in an ever-changing market can be the difference between a successful quarter, or being in the red.
In the event of a resignation, new contracts/projects, being able to hire quickly can allow the operation to not strain the existing team.
Hiring fast allows you to save money on cutting down potential downtime or overtime for existing staff.
Now that we know why it’s in our best interest to provide competitive wages, how can you implement these practices while ensuring a return on your investment?
Transparent Salary & Career Path
Your employees need something to aim for.
Knowing where they currently stand and what other roles are available at your company allows them to set goals and know what they can improve on.
Merit Based Reviews on Clear Performance Metrics
When it’s time for any conversation about pay, both parties know that additional pay comes at the price of higher expectations.
Ensure that the employee is clear on what is expected of them and what is considered exceptional work by managements standards. The standards should be challenging yet attainable.
Rewards and Recognition Program
These programs don’t have to break the bank but go a long way in fostering additional engagement.
Reward the habits and practices you want to continue fostering at your company.
These practices also show your employees you care in front of their peers.
Invest in Learning and Development
Continuously invest in your talent so they have the latest advantages to be as efficient as possible.
A well-trained team can further extract value, save time & money from existing tools, resources, and platforms.
Given their higher pay, these employees should be investing in their skillset and bandwidth to ensure they can meet the company’s needs.
Higher pay does not just mean throwing money at the candidates or the HR/Talent team.
As you think about your company’s next steps in their journey, we invite you to partner with us for insights like these and tailored staffing solutions.
Cheers to your Success!
#WESTANDFORYOU
Employee Insights Volume 2: How should you prepare for a technical interview in the manufacturing industry?
Stepping into a technical Interview in the manufacturing space can feel like operating complex machinery- precision and preparation are crucial!
In this article we will give you the blueprint and schematics of a successful interview, gear by gear.
Prepare to be equipped for a stellar interview and make a strong impression that sets you up for your next opportunity.
The main aim of any interview is to answer two main questions for prospective employers, “can this person do the job”, and “do we think they are a fit for the team”.
To a degree, the resume answers the first question but not entirely. This is where a strong interview can tilt the odds in your favor. This is your opportunity to highlight yourself as the best candidate available with your thoroughness and subject matter expertise.
While there are multiple facets for an interview, we will focus on 3 key items for interviews for technical roles.
3 Key Items for Interviews for Technical Roles
Technical Proficiency
While interviewing for a technical role, keep in mind that the prospective employer is looking to add a competent professional to the team.
Chances are these roles will require you to interface with highly technical equipment such as machinery, or programming software. In any case, both require a high degree of sensitivity and could cost the company large sums of money if not handled properly.
Your aim is to convey confidence and thoroughness in your ability to help their department.
Be familiar with the brands of machines and software’s you’ve used.
Be able to explain the functions and purposes of various equipment and how they relate to each other.
Speak to the frequency and level of involvement, while referring to certain aspects of the job.
Understand the order of operation and where their role provides the most value.
Provide examples of times you’ve executed other tasks.
Regulatory Compliance/Safety
Depending on the industry, be sure to know which governing agencies apply to your industry, such as OSHA, FDA, FAA, etc. and how they interact with the operation.
Be able to explain certain standards depending on your industry such as ISO 9001, SQF, HACCP.
Clearly explain the protocol and value of safety practices such as LOTO, if applicable.
Be able to express the order of operation of certain tasks while adhering to any regulatory agencies in a safe manner.
Relevant Initiatives
While being asked questions regarding your relevant experience, provide examples of times you successfully executed a similar task with a favorable result.
Although the person you speak with may know the role as well as you do, be sure to detail how you accomplished the job from start to finish along with any challenges you may come across.
At times, you may have taken the initiative to improve a process or solve a difficult problem. If the opportunity arises, explain the value added from your initiative and how it impacted the team.
Another trait employers look for is leadership. Share any times you may have mentored, coached, and trained other employees to improve the overall team aptitude and develop a talent bench.
Bonus!-Best Practices
Be sure to arrive promptly, gather and compose yourself, and set your intention to have a great meeting.
Do your research! Review the company website, like About Me, to learn more about what this company focuses on.
Be presentable. While we all have different styles, ensure you are well groomed with appropriate interview attire.
Learn the interviewers’ names and address them as such. Ensure to have adequate eye contact and minimize your “umms” and “likes”.
Connect with a FLAG recruiter for additional interview prep and Best Practices.
In this fast paced, dynamic employment market, technical interviews are much more than showcasing your skills-it’s about demonstrating your readiness to work and contributing your expertise to the employer.
Remember, every question is an opportunity to highlight how you added value, every challenge is your time to share how you’ve shined.
Are you ready to take the next step?
Let FLAG guide you to your next opportunity with our industry expertise, our network, and team of talented recruiters that can open the right doors.
Cheers to your Success!
#WESTANDFORYOU