Volume 11
Employment Essentials Volume 11: How can I ensure that your screening is identifying the right people for the role.
“That was a bad hire”, “they were not a good fit after all” how many times have we heard this before? Having a bad hire on the team can really dampen the team dynamics and frustrate the team players who are still in the role making the operation move forward.
While we cannot completely avoid bad hires in any operation, understanding your teams actual needs can help lower the chances an offer is extended to someone who perhaps should not have gotten one to begin with.
Today’s Masterclass is dedicated to showing you what information you need from all involved members to make a properly informed decision in your recruiting efforts.
First and foremost we clear up the misconception that recruiting is exclusively HR or the recruiters job/responsibility. While they may be the primary drivers of the process, it is in the End Users best interest to share input as to what they need at a minimum and what would be optimal if given the option. Weve all been the End User at some point, maybe its choosing an item at a restaurant, personal shopping, or a large expense like a home, or vehicle! In every single one of those purchases, you as the End User provided plenty of inputs, discussing your likes, and dislikes etc. With that in mind, be sure to involve the End User to learn what will help them accomplish the department goals.
Today we share the FLAG way on how we partner with both HR/recruitment and the End User to focus on relevant talent that can positively impact the team! We recommend you conduct an “Intake Call” with that person and discuss the below items to better understand their department.
Key details:
This is traditionally as far as most teams go with each other. Be sure to cover these details, but don’t stop here!Job Description: the JD will give you general details about what job is to be performed.
Compensation: is this number finite? Is there room for more?
Schedule: Days and hours, and other time commitments.
Work environment- What environment are we hiring for?
Non-Negotiables
Non-negotiables gives you a definitive item or skill to look for. Understanding these items helps you determine what candidates may not be worth pursuing if lacking any of these items.Skills- Is this person actually experienced in particular skills relevant to this job?
Equipment expertise- Can this candidate actually operate the equipment we have at our facility?
Education/certifications- Certain roles require specific expertise or years of experience depending on the level of technical nuance.
Candidate profiles
Look for other items the manager is interested in that you can identify while screening.Competitors desired? Any relevant competitors you’d like to see candidates from?
Acceptable job titles? What other titles are relevant enough to your open position?
Other applicable industries: Is your hiring manager open to candidates from other fields?
Manager Preference
Ultimately, the new person will report to the manager, and they may be best suited to identify those other nontangible items in the department.
Communication style: the manager knows what kind of communication needed to ensure all team members are working together cohesively.
Team culture: The manager has to maintain an upbeat, positive environment for all members and cannot afford a bad fit.
Now with all this newly acquired information, that vacancy starts to take the shape of your next hire! The details are like a silhouette of the next person you hire providing you with the details needed to conduct your search much more successfully.
If you are in the market for a team that can provide this level of service and more, FLAG confidently recommends you reach out today to discover howe we can elevate your Talent Acquisition process.
Employee Insights Volume 11: On Assignment success!
Congratulations! You crushed your interview and have been extended an offer for your new role and are now ready to begin your assignment with FLAG! We trust our Onboarding team will treat you well while ensuring all necessary back-end details like your application, Direct Deposit, among other important items. Your recruiter will be sure to provide all the details for your 1st day.
While this may not be your first time starting a new job, part of the candidate experience around FLAG is built on long term success beyond the assignment. This means we invest in preparing our candidates with Universal Best Practices, to succeed at work whether with FLAG or not.
Before starting a temporary assignment or a contract to hire role, it is important to have a proper frame of mind before starting. Many people have the misconception that these roles never materialize into full time opportunities and therefore don’t merit the same level of seriousness. The reality is that EVERY job is performance based. Whether hired “Direct”, or “contract to hire”, performance and attitude are the main drivers hiring managers use to determine whether you will be a good fit for the team. Even the occasional “temporary” assignment, can turn into a long-term full-time opportunity if you stand out enough! Realize this, everyone is in the market for value! If you can help a team directly with your efforts and indirectly with your cooperation, etc, hiring managers are constantly extending offers to individuals who set themselves aside.
With that in mind, lets dive into this Masterclass reviewing the Best Practices you can use to stand out while on assignment. This list is also universal and is not limited to temporary, or Contract to hire roles, as these practices are more behavior based.
Communication
Attendance & Punctuality:
If you won’t be attending work for illness or other reasons, provide as ample time of a heads up as you possibly can. If you will be late as well, be sure to communicate with your recruiter and supervisor if possible.Upcoming Appointments
With the exception of emergencies, for any appointments, be sure to give your supervisor at least 2 weeks notice if possible.Communicate effectively
Be direct, concise, bring up your challenge, along with your proposal if needed, otherwise, develop a cadence of providing feedback to your supervisor.Solicit feedback
After your work is done, take the time to ask for feedback with the intent of making small improvements and getting better at your work.Add value
Proactiveness
Once you understand your job and importance to the team, don’t wait to be told what to do at every turn, have a certain amount of ownership of your role and make decisions within the scope of your job.Exceed expectations
If your goal is to grow and stand out, don’t be a clock watcher that does “enough”. Your team, and company employ you to deliver so the company can follow through on its commitments to clients, and in turn, US. Do as best a jo you can and seek for ways to improve, remember, you’re learning something too!Align with Company values
Understand what these are. Success at work may not be as tricky as we might think. Many company’s are very vocal about what’s important to them and what kind of traits they value in their team mates. Every organization has a different plan and view on how to get to that next level. Learn what these traits are and focus on the ones you are naturally inclined towards.Networking
Consider all the people in your department, both up and down the companies organizational chart. Also, what about all the other departments that support the operation? You are directly or indirectly connected to so e of these colleagues, get to know them and build a positive working relationship with them. Don’t forget outside vendors or clients! Chances are that you will come across the same people in your industry time and time again. Some of your colleagues will move on to other opportunities; be sure to be in good professional standing so they can facilitate future work with you.
Develop Professionally
Every job or profession has room for improvement! Whether your role is entry level, highly technical, or requires years of experience, there is always someone that is the best performer at that job. Why are they better? Invest in your craft and cultivate a skillset. Then, and only then, can you expect a return on your investment.