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Hiring managers and employers are looking at a variety of factors when they review resumes. Everything from education to work history, plus quite a bit in between, including soft skills.

Soft skills are quality that help make an employee well-rounded. You can convey these skills throughout the hiring process whether it be in the resume, cover letter or something you discuss in an interview. Basically, you want to convey you offer more to the position than just the technical skills, you’re more than just your resume.

Based on the job you’re applying to, you will find different soft skills may be more relevant to highlight. However, there are a few that are universal and can help you stand out from other candidates.

5 Soft Skills That Can Differentiate You From Other Candidates

  • Leadership

This soft skill is actually easy to include on a resume. Some people even have a designated “Leadership” section. Listing different roles and examples of your leadership will definitely grab the attention of the hiring manager.

A leader is good at collaboration, listening to others and admits mistakes to become better. They are honest and accountable, and employers are always looking for a leader in any position because these qualities are always helpful.

  • Respect

Being polite with basic manners and using a respectful tone of voice throughout the interview are great ways to show you possess this sought-after soft skill.

  • Enthusiasm

Every company wants their new hire to want to work there, so show it! You can demonstrate your enthusiasm, naturally, in a lot of different ways.

The easiest way is to tell your interviewer you are excited for the chance to work at the company. You can also show your enthusiasm by preparing for the interview with questions about the company and position. Another time to convey your interest and excitement is in the follow-up thank-you note for the interview. These simple ways of showing enthusiasm will definitely make you stand out, in a good way, to the interviewer and hiring managers.

  • Confidence

An employee that is confident in their ability to do their work well, or learn new skills quickly, is very attractive to a company. Your confidence is contagious, and therefore, the company will be confident in your ability to fill the position well. The only word of caution is to be sure your confidence in yourself doesn’t come across as arrogance.

  • Work Ethic

This soft skill is obviously important and thankfully, it can be highlighted throughout the hiring process. When talking about past jobs, use bullet points to demonstrate your work ethic, backed up by statistics or hard numbers. In the interview, you can discuss how your work ethic allowed you to succeed and taught you lessons for your future employment as well.

Worth ethic is the self-created drive and focus to get a job done well. Any employer is thrilled to talk more to a candidate who can demonstrate work ethic in the hiring process.

Make Your Resume Stand Out

For expert review and guidance on making your resume stand out, contact MS-IL Staffing & Packaging.

A slow hiring process has many implications, not just lost time onboarding a new hire and slower office productivity because of this gap. In fact, a hiring process that drags on has economic costs, creates negative candidate issues, damages your company’s brand, and results in bad decision making.

The Economic Costs of a Slow Hiring Process

  • Lower-quality hires

Did you know that a top candidate is only on the market for an average of ten days? The longer your hiring process takes, the lower quality of workers are still on the market. You will get to the point where you simply have to hire somebody and may have to make serious compromises in performance or skills with the talent that is still on the market.

  • Lower productivity

During your slow hiring process, your company is short-handed. Obviously, this will lead to a decrease in productivity which leads to lower revenue or sales.

  • Co-worker stress

As your employees work harder to cover the open positions, they are at risk for burnout, which can take a toll on them emotionally and physically; they may even end up injured or miss work because they get sick. Not only does this cause short-term productivity and morale issues, but your slow hiring process could actually end up being the reason why some of your employees look for other work at a different company.

  • Higher salary demands

If you have a long hiring process, you may end up having to pay more money for your hire. They may get other offers which they can use to increase their salary.

All these examples, and others not listed, contribute to decreasing the competitiveness of your company in the local industry. This can greatly affect other issues, long into the future.

Don’t Create Negative Candidate Issues

Job candidates want companies to be quick to make hiring decisions. Here are some examples of how you create negative candidate issues with a slow hiring process.

  • Candidates will apply elsewhere (and get hired)

This is straight-forward. If your hiring process takes too long, you run the risk of candidates applying to other jobs.

  • Low acceptance rates

When you do make an offer, you may find the candidate has been hired at another company or maybe lost their enthusiasm for your company. They may also think because a company is slow to make a hiring decision they are this way with the rest of their.

Your Company’s Brand is at Stake

The main problem for the company’s brand is a lower application rate because word will get around that your company has a slow hiring process. From negative comments on social media to low reviews on job sites like Glassdoor. These negative comments or reviews, and even word of mouth, will get around and can mean that even a great job posting might attract less qualified applicants because people just aren’t interested in your company anymore.

Avoid Poor Hiring Decisions

A slow hiring process can lead to frustration in the recruiting and hiring department, as well as other departments in the company. Here are some ways that it can lead to poor hiring decisions.

  • Less competition

With a slow hiring process, the pool of candidates diminishes and managers are left with fewer of candidates to truly find the perfect hire.

  • Settling on mediocre

A drawn-out process can lead to a lot of frustration throughout the hiring department and other managers in the company. Eventually, this can cause managers to just end the search and hire a mediocre candidate. This could lead to a bad hire which will start the whole hiring process over sooner than if they had made a good hire, faster.

Streamline Your Hiring Process

For advice or professional guidance on how to speed up your hiring process and improve your company, contact MS-IL Staffing & Packaging.

In the recent years, one growing problem for companies is the rise of employees missing work. Employees who are missing work are often not sick, and this makes the issue even more complicated.

While some companies have an absenteeism policy, most companies do not and these responsibilities tend to fall on the immediate supervisors. This logic is sound, except for when different supervisors implement their own policies, and in the end, workers are not treated equally.

The Importance of the Supervisor

Since the supervisor interacts with their workers on a daily basis, they are first to know if the employee is struggling with work or personal issues. Because either issue could affect their work attendance, the supervisor could help find a resolution quickly.

However, just because they are in the best position to implement an effective resolution does not mean they shouldn’t have any guidance or assistance. In fact, to ensure that a supervisor feels both confident and competent to handle absenteeism, the company should create a policy with the help of the supervisors. Allowing them to contribute will utilize their unique position for creating a realistic and helpful policy as well as giving them power to enforce the absenteeism policy and any disciplinary actions necessary.

What to Include in an Effective Absenteeism Policy

  • Counseling Interview

This is when the supervisor tries to understand why the employee is absent from work. Is it a work issue, family issue or health issue? From here, within bounds, the supervisor can help the worker come up with a plan to deal with the underlying issue while improving attendance and work performance.

  • Verbal Warning

If the employee’s attendance worsens over the next few months after the counseling interview, the supervisor will have another meeting to discuss the effects of poor attendance. Aside from a medical condition, the supervisor can give a verbal warning to the worker that if it doesn’t improve, their job is in jeopardy.

If there is a medical condition which is keeping the employee from coming to work, the supervisor must get HR involved. From here they will determine, with the expertise of a company doctor, whether or not the employee is fit for work.

  • Written Warning

This meeting will include representatives from HR and should review the absentee records of the employee and any previous meetings on the matter. The employee will be given the opportunity to discuss why they have missed work regularly, but if deemed necessary, they will be given a written warning that if they cannot improve their performance, their job is at risk. This warning will go into the employee’s file for a predetermined amount of time.

  • Temporary Suspension

Some companies see success with a temporary suspension if the employee continues to miss work. A temporary suspension is without pay for a short amount of time. From here, the employee can be invited back to work.

  • Termination

Most often, a company will go from the written warning to termination if the situation doesn’t improve. As with all terminations, human resource and company policies must be followed.

Find Dedicated Workers for Your Company

If you are looking to fill your open positions with workers who are hardworking and ready to make a positive difference in your company, contact the recruiting professionals at MS-IL Staffing & Packaging.

 

The job interview can be a stressful, yet exciting event in any professional’s career. And even though the majority of the time will be spent with the you answering questions and talking about why you are qualified for the job, it’s also an important time to show your interviewer how interested you are in the job and company with asking the proper questions.

Do Your Homework

There is no list of absolute questions you must ask your interviewer. These questions should be unique for a few reasons: the company, the position, your genuine interest.

Knowing this, take time to research the company on their website, social media profiles and news articles to learn as much as you can about the company. During your research, you may have a few points you find intriguing and want to know more about. Make a note to ask these questions during your job interview. Showing a genuine interest in the company is a great way to set yourself apart from other candidates.

Imagine Yourself in That Position

Another technique to come up with questions is to imagine that you’re already working in job. What kind of questions might you have?

  • Can you describe a typical workweek for this position?
  • What are some challenges this position entails?
  • How do you measure success or performance for this position?
  • What type of growth opportunities are there for this position in your company?

These questions are just a few that will not only give you valuable information about the job, they also demonstrate to your interviewer you are very interested in this opportunity.

Get Expert Advice on Every Step of the Hiring Process

From resume review to interview coaching, let the professionals at MS-IL Staffing & Packaging help you secure your next job.

What’s one of the biggest fears of any hiring manager? Making a bad hire. But, is hiring an overqualified candidate a bad hire? This is often debated by human resources professionals everywhere.

This article won’t answer the question, but it will illustrate a few pros and cons of this debate, so you can decide what makes sense for your company.

The Pros of Hiring an Overqualified Candidate

  • Easier to Manage

A client with extensive experience will feel more comfortable taking initiative and adjusting to a new professional setting than a younger, less-experienced hire. With their experience, they will require less supervision and management over the details, but they’ll still be productive.

  • More Talent

An overqualified hire has plenty of knowledge and skill to add to their job and may raise the standards of their co-workers, too. They may even transform the overall role of the position for the better.

  • Higher ROI

Because the overqualified candidate brings more to the position than required, they immediately bring a return on your investment.

The Cons of Hiring an Overqualified Candidate

  • Unrealistic Expectations About the Job

Unfortunately, sometimes an overqualified candidate has lofty and unrealistic expectations about the position. Once they get to work, they might become bored or bitter if their expectations don’t become a reality.

  • High Turnover

One reason an overqualified candidate might take a job that is lower in rank or pay is because they need the money now, before they move on to bigger job. This reason, in addition to being bored because of unrealistic expectations, can be why an overqualified candidate is quick to leave. Employee turnover is costly to a company and since it happens quickly with overqualified candidates, it’s that much more disheartening and expensive.

  • Expensive

Aside from the expenses of training or even employee turnover, overqualified candidates can be more expensive to their perfectly qualified candidates because they demand more money.

Find the Right Candidate for Your Open Position

If you need help finding the perfect candidate for your open position, contact MS-IL Staffing & Packaging.

Many workers can fall into the vicious cycle of putting their job over their health. Staying up late, working during lunch, and never getting a break from the job can not only contribute to low employee morale, it can take a serious toll on your employee’s health. A good, responsible company should value the health of their employees. And an even better leadership team will take the steps to create an employee wellness program that encourages their employees to live a healthy, balanced life.

A Quick Look at the Benefits of an Employee Wellness Program

So, why should you implement an employee wellness program? Take a quick look at this extensive list:

  • More productive employees
  • Less office stress
  • Less office illness
  • Fewer office-related injuries
  • Happier, positive employees

What Should Your Employee Wellness Program Include?

What exactly is an employee wellness program? Below is a list of different categories for a successful employee wellness program.

  • Fitness Activities

While some companies have the perks of on-site gyms or fitness classes, that is not feasible for most. What is feasible, however, is reimbursement of gym memberships. Some employee wellness programs also invite employees to submit their Fitbit, or other fitness tracker data to create contests and incentives for employees’ activity levels.

  • General Health Benefits

To keep any colds or illnesses isolated, it’s important your employees know that it’s preferred they work from home or take a sick day if they are symptomatic of any illness. Some employee wellness programs offer flu shots during the winter. It’s also a great idea to stock healthy snacks and drinks in your office.

  • Mental Health & Stress Relief

Stress is inevitable at any job, but it can also be the silent killer of morale, productivity and overall health. It’s important to encourage your employees to take time for their personal lives so they don’t experience burnout or mental health distress. Some employee wellness programs include in-office massages by a licensed professional on an annual basis. Other programs require an employee to take a day off if they’ve accrued a certain amount of PTO.

  • Social Activities

Consider offering extracurricular activities for your employees to take part in, such as a book club or running club. Some employees may prefer to exercise alone, but others may be more motivated to get moving with a group.

  • Community Service

It’s important to give back to the community and after volunteering, many employees get a morale boost. Encourage your employees to give back to the community by organizing a volunteer day. Your employees can provide input on the charities and organizations they care about, so they feel even more connected to their community.

Follow These Steps to Create Your Employee Wellness Program

Now that you know what your employee wellness program can consist of, here’s how you can make it happen.

  • Set Goals

Be sure your employee wellness program benefits your employees as well as the company.

  • Form a Team to Create the Program

Not only can each member of the team take on some responsibility, it will also ensure the program is serving the company as well as the employees. It will be similar to providing checks and balances.

Plan the Program

Once you have your team, it’s time to get to work! You must create a budget, delegate research and create a clear program. Once your program is created and approved, you can do a formal presentation with the entire company. This announcement will help encourage participation and is a great time to answer any questions.

 

  • Get Feedback & Optimize Program

A successful program will evolve over time. Be open to feedback and changing health trends to keep your employee wellness program attractive and effective.

Looking for more ways to create a healthy company culture?

If you are interested in learning more about implementing your employee wellness programs or other ways to encourage positive company culture, contact MS-IL Staffing & Packaging.

After carefully selecting your new hire, another important part of your job is just beginning – onboarding and training. Properly training your employee makes a huge impact in how successful that new employee is at their job and can also affect your employee retention rate.

Follow These Four Tips to Train Your New Hire

With so much riding on how well you train your new hire, following the advice of experts is a great way to make sure you are setting up your new employee for long-term success.

  • Give an Office Tour

Take a few minutes as you welcome your new hire to show them around the office. This includes where different departments are located, the bathrooms, break areas, conference rooms and any other space that a seasoned employee already knows about. Making the new hire feel welcome can be as simple as helping them learn their way around the office.

  • Create Key Contacts Sheet

Make sure your new employee knows how to contact the people they will work with. You can make a contacts sheet with employees names, job titles, emails and phone numbers. If you have a full organizational chart, that would also be a great piece of information to help orient your new hire.

  • Check-In Periodically

Make yourself available for questions, concerns and conversation. In the first few weeks of training your new employee, be sure to actively check in and ask them questions so you can help them navigate their new role successfully.

Even after your new employee has been working for a few weeks or months, be sure to reach out and touch base. Employees will appreciate your willingness to make time for them in case they need anything. This simple act of making yourself available will keep your employees satisfied and can lead to better employee retention.

  • Provide Resources

In addition to a contact sheet of employees for your new hire, you also want to be sure you supply them with valuable company resources. Since this resource packet could get quite extensive, break it up so that your new hire doesn’t get overwhelmed. For example, you can give them basic company information along with health benefits, 401(k), and general employee information one day, then go over software and other technical information or databases on another day.

Are You Looking for Your Next Hire?

If you have open positions and need help finding the right candidate for your company, contact MS-IL to find the right fit.

As a manager, one of your jobs is keeping your team motivated, on task and ultimately, successful at their jobs. Obviously, you can’t be totally responsible for how successful an employee will be, but there are a few ways to help them be successful and motivated. One of those ways is through employee recognition and rewards.

The Importance of Employee Recognition & Rewards

Rewards and recognition shouldn’t be handed out for every little thing, but it is important to acknowledge when an employee plays a key role in client happiness or company success.

Recognizing your employees can boost morale and motivation, increase productivity and propel the company as a whole to be more successful.

3 Sure Ways to Reward Your Employees

Recognizing your employees for a job well done doesn’t have to be elaborate or expensive. Here are a few simple and effective ways to reward your employees and help them be even more successful.

  • Provide Flexible Hours

When your employees prove their abilities to stay focused and get their jobs done, it’s a good idea to start giving them more flexibility. Beyond abandoning the urge to micromanage, consider offering your well-performing employees flexible hours or office location. For example, a reward could be working from a remote location a few times a month, or even earning paid personal days.

Remote office days are a great way to show your employees you value their commitment and you trust they will continue to get their work accomplished. Your employees will truly appreciate this reward to work at their favorite coffeehouse, or even in the comfort of their living room.

Rewarding an employee with a paid personal day is another great way to show your appreciation. It won’t really cost the company anything extra.

  • Host Company Happy Hours

After a busy season or long project, reward your team or company with a company-hosted happy hour with refreshments, beverages, and a relaxed evening. Not only will your team enjoy the gesture and the reward, it’s a great way to build camaraderie and boost morale. When employees feel connected to each other, they will work better together on professional matters.

  • Acknowledge Employees in a Company-Wide Email

Another very simple, yet effective way to reward your employees is to send out an email to the company giving a shout-out for their hard work and success. This is so simple yet it goes a long way! Your employee will feel great, the team will feel a little morale boost, and it will help foster the ripple effect for success in your company.

Learn More Ways to Improve Your Management Style & Company Culture

If you are looking for more ways to improve your company culture, or to learn different management techniques, contact MS-IL Staffing & Packaging.

A cohesive team in the office means a more productive and successful company. Even though it’s a valuable piece of workforce management, many leaders struggle to foster teamwork within their company.

4 Ways You Can Foster Teamwork to Get Better Results

  • Hire the Right People

When it comes to creating a cohesive team, you must have the right people in your office. To hire the right people, you need to have specific job descriptions that will attract the missing members of your all-star dream team. As you are in the hiring process, be sure to assess your current team and each person’s strengths and weaknesses. It is completely OK to look for any skills your team is missing, so you can create a strong team that will help propel your company to success.

  • Identify Individual Strengths

Each member of your team has different strengths – you know that because you hired them! As a manager, it is your job to identify each employee’s strengths, and then play to them individually. Assemble your team and each person’s responsibilities to compliment their strengths. This will create an efficient and effective team that doesn’t break down.

  • Plan Goals & Create Timelines

A great way to foster teamwork is to create timelines for projects. Then, use the timeline to plan goals for each employee. This allows each member of your team to see how they fit within the big project and how their work helps to make the project successful.

  • Build Teamwork in Informal Settings, Too

To help build strong cohesion with your team, aim to get them out of the office or workplace setting together. This simple change can help everyone connect better and even open up when talking about work projects. Consider going out for lunch or happy hour, or even holding a meeting in an outdoor space. This change of scenery truly aids in building teamwork without cutting into anyone’s personal time.

Find the Right People for Your Team

If you are looking to build your team with star talent, contact MS-IL Staffing & Packaging for help during the entire hiring process.

There is so much preparation during your job search, especially when you are getting ready for an interview. With so much to prepare, from your outfit to rehearsing answers to possible questions, it’s easy to forget a few rules.

Follow These 3 Rules in Your Next Interview

While you are reviewing your job history and relevant skills, remember to be mindful of things you shouldn’t say in a job interview (and one thing you definitely should say).

  • DON’T ask how much the job pays

If this information isn’t presented in the job description or in the interview, don’t ask your interviewer. Consider the interview a time to learn more about the job, responsibilities and whether or not you would enjoy working at the company. Assuming you are right for the job, there will be plenty of time to discuss money later, when it won’t send the message you are only about money.

  • DON’T say you don’t have any weaknesses

Yes, you do have weaknesses because everybody has some! So during your preparation, brainstorm what professional weaknesses you have so you are ready to discuss them during your interview. One way you can do this is to think of a time at your previous job when you needed to improve, then talk about how you are becoming better in that area. Another option is to discuss how you didn’t have training in a particular skill, but you are learning that skill to become a more well-rounded professional.

  • DO ask at least one question at the end

It’s almost guaranteed you will have an opportunity to ask your interviewer any questions. During your interview, take notes as you might want to ask any follow-up questions to previous topics. You should also come prepared with at least one question. Asking questions demonstrates you are interested in the company, the employees and the open position. A good default question could be asking your interviewer about their experience working at the company or how they got started at the company.

Find Your Next Job Opportunity

Do you need help finding a good job to take you to the next step in your career? Contact the recruitment and staffing professionals at MS-IL Staffing & Packaging.

Feeling overwhelmed by trying to hire star talent? There’s a reason hiring managers dream about an employee referral program that actually works. It would free up so much time during their days and ensure quality candidates actually apply.

So, how can you build such a program?

5 Tips for Building a Successful Employee Referral Program

  • Determine the Goal

The first step and piece of advice is to decide what the goal of your referral program will be. Believe it or not, the goal may not just be a broad, “get more referrals.” You may want to only get referrals for certain types of job openings. Another way to be specific with is to determine how much you want to increase referrals, such as 10 or 20 percent.

  • Create a User-Friendly Process

When you are ready to implement your employee referral program, follow the basic rule of keeping it simple. To be more specific, your program should require your current employee to do the least amount of work possible.

The more steps your employee has to complete in referring a job candidate, the less successful your program will be. Once your employee gives a referral and contact information, your hiring team should take it over from there.

  • Train Your Workforce

Once you’ve decided on how your employee referral program will work, and you’ve ironed out all the details, it’s time to present and train your workforce. Be sure to go over:

  • The practical information on how to use your program

If there is any software to use or you want specific steps to be completed during the referral process, you must train your employees on how to do this correctly.

  • What your company is looking for in referred candidates

During your training, you should communicate to your employees what qualities you are looking for in any referred candidate. Don’t assume your employees know what you’re looking for. Be specific so you will get quality referrals. Both you and your employees appreciate meaningful referrals because you both want the benefits!

  • What your employees can expect for referring candidates

This last piece of training is extremely important. Employees should be educated on what the next steps are after they refer a candidate. This way, they can communicate your process to their referrals, minimizing confusion and discouragement from candidates waiting for a response.

  • Keep Employees Engaged

If you want your employees to refer candidates, they need to know what positions are open! This could be as simple as sending out weekly or monthly emails updating your employees on open positions.

How to Find the Best Candidates for Your Open Positions

Are you looking to fill open positions at your company? Let the professionals at MS-IL Staffing & Packaging help fulfill your hiring needs. Contact them today.

Even though the reference section on a resume is quite small, reference checking is crucial to a successful hiring process. Candidates may seem amazing on paper, and even have social networking profiles to back it up, but reference checks are the only way to prove that what they say is, in fact, true.

Bad Hires Cost the Company Money

Remember, a bad hire can cost the company a lot of money. From having to face costs to post the job again, to the personnel time it takes to interview a new round of candidates, it’s a costly mistake. Often, hiring and human resources professionals can cut their chances of a bad hire by making thorough reference checks.

Why Is Reference Checking So Important for Your New Hire?

Reference checking is the one time in the interview process you have access to independent information on a candidate’s previous employment positions. You can also ask for experience directly related to the responsibilities of the job position. If you have specific scenarios the position requires, you can ask references if the job candidate has had experience similar to them. This is also a time to clarify any “gray” areas in employment history, if you weren’t satisfied with the answers during the regular interview.

What Should You Ask a Reference?

Be specific and ask concrete questions that can illustrate a candidate’s skills, qualities, and knowledge. You can determine whether or not the candidate’s skills match up with what your job position requires. You can also gain an understanding with the type of worker and personality qualities the candidate has, based on learning how they handled particular situations at their previous job. However, DO NOT ask hypothetical questions. They are not fair to the candidate you are considering. The only exception to this rule is asking if the reference would hire them again.

Take This Opportunity to Determine Whether or Not the References Are Real

Unfortunately, fake references are very real. A true reference should be a manager or supervisor, not just a co-worker or friend. Social media has helped determine whether or not references truly were managers, but if you can’t find the answer on a site like LinkedIn, calling the reference will usually cast away any doubt.

Recruit the Workers You Need

Are you in need of reliable and honest local employees? Let MS-IL Staffing & Packing help you find the workers you need by contacting us.

A forklift operator plays an important role in your company’s success and meeting the demands of the supply chain. A bad hire can not only cost your company money, but can cause delays in important processes that affect the overall bottom line.

How to Hire the Right Forklift Operator

To make sure you hire top talent, be sure to consider these areas during the hiring process.

Key Forklift Operator Skills

When you are glancing over resumes and applications, look for these skills:

  • Experience operating the particular machines used at your workplace, or a similar model
  • Proficiency in math, at least at an eighth grade level with the ability to calculate loads, bills of lading, and freight quotes.
  • Reliability, so your supply chain remains productive and contributes to the company’s overall success.

Training Considerations

Any good forklift operator is trained. In addition to some previous experience, it’s important you also train your forklift operators in-house. To comply with OSHA standards, and ensure a safe and productive warehouse, your training programs should include:

  • facility operations, including surfaces, types of loads and other important specifications;
  • traffic patterns in the warehouse, including machines and especially pedestrian;
  • operation of specific machinery and an understanding of mechanical issues; and
  • hands-on testing.

Looking for Local Top Talent?

If you need help finding the right forklift operator to move your company to greater success, contact MS-IL Staffing & Packaging.

Keeping your employees motivated and happy goes a long way to improve your employee retention. It can be a tiring job to be sure your employees stay motivated through the ups and downs of daily operations, but by following a few guidelines, you will be able to seamlessly motivate your employees, which can keep your top employees around for the long run.

Key Tips to Employee Motivation and Retention

Motivating your employees is not as difficult as it might seem. Your team wants to be lead with purpose and a bit of personal attention. By incorporating these strategies, you will be able to keep your employees motivated and increase employee retention.

Be Clear About Expectations

It’s so important managers and supervisors are clear about their expectations for their employees. People will more often leave a manager, rather than leave a job or company. One of the best ways to keep your employees is to be clear about expectations regarding growth opportunity, daily tasks, wages or compensation, and company goals. When workers know what’s expected of them, they have a greater sense of purpose which translates to overall worker happiness.

Allow Employees to Speak Their Minds

Another great way to achieve higher employee retention is to create an environment where employees feel comfortable speaking their minds. Workers want to be able to share ideas, feedback, or frustrations. When a company allows the proper avenues for open communication, it makes their employees feel significant and valued. Workers will be more motivated and less likely to leave a company when they feel they can speak their mind to their co-workers and supervisors.

Reward and Recognize Your Employees

Employees want to feel their work is appreciated. A company can motivate and retain their employees by recognizing effort and accomplishments, and rewarding those workers who meet or exceed job performance expectations. Sometimes, the reward or recognition can come in the obvious form of an increase in compensation. Other times, small gift cards, or lunch outings are appropriate.

Know Your Employees

While it’s not a good idea to become friends with your employees, it is motivating for employees to feel as though you are invested in them. Getting to know your employees’ hobbies or even some personal goals can help increase their motivation at the office, and also feel more connected to your company, increasing their likelihood to stay at the company for many years.

Create a Healthy Company Culture

There are many ways to create a healthy and positive company culture. This can also help increase your employee retention. For more information on how to enrich your office culture and retain happy employees, contact MS-IL Staffing & Packaging.

 

Depending on the industry, gaps in work history can be normal, even seasonal. The length of the absence in employment will determine how to best talk about it during an interview. Let’s break it down.

Boost Your Resume

Take advantage of any time off to grow as a professional. Whether you take classes, do volunteer work or become part of a professional networking group, you will gain experience from every opportunity, and they can be listed on your resume. Plus, if it’s unplanned time off, you may find a real job possibility from these “extracurricular” activities.

Short Gaps in Employment

If you have short gaps in your career path, or seasonal breaks, you can list the years of each job on your resume, instead of specific starting and ending dates. Highlight your strengths and responsibilities to draw attention to your experience rather than the length of time at each job.

If you have a job that has regular breaks or seasonal low times, plan ahead to get involved in opportunities to grow in your trade or enhance your skill set. This will not only make you a better worker, it will make for positive conversation points during your interview.

Long Gaps in Employment

Unfortunately, there can be times when you may have a long gap in employment. Especially in these lapses, it’s important for you to stay with the times, and prove you’re not out of touch.

If you left the workforce for a reason like raising your family, caring for a loved one, recovering from an injury or continuing your education full-time, talk about that with confidence. Don’t be apologetic about your decision; instead, showcase how that decision makes you a strong and capable candidate for the job.

Keep it Positive

No matter what the reasons for your employment gaps, it’s beneficial for you to stay positive during your interview if they are a part of the conversation. Never talk badly about a previous employer, and recognize how you’ve grown during those gaps to become a better professional. If you feel you might need practice before talking about this during an interview, then definitely do so!

Employment Guidance and Resume Tips

If you are looking for more employment opportunities, or a different career path, contact MS-IL Staffing & Packing. We’ve helped many professionals find a path that works for them. If you want help making your resume stand out to hiring managers, we can help you there, too.

No good leader has dreams of becoming a micromanaging boss. However, sometimes even a good leader can slip into micromanaging tendencies.

Why You May Be Micromanaging

If it was an accidental spiral into micromanaging, it could be innocent. Here are a few reasons good leaders find themselves trapped in a micromanagement style.

  • Unconscious Insecurities

If you have underlying insecurities about your leadership adequacy, you may actually be doing damage by overthinking your responsibilities.

  • Bad Hires

Hiring unqualified, immature, inexperienced or unmotivated employees is a drain to everyone on the team, and it can also pull any good leader into the habit of hovering over their workers. This type of boss behavior often leads to micromanaging.

  • Striving for Perfection

No one is perfect. While it’s important to have clear expectations of your employees (and communicate them), it’s unreasonable to expect perfection. By striving for perfection, you will only become frustrated, unmotivated and burned out. These effects can turn you into a micromanager and will negatively impact your team as well.

So, are You Micromanaging? Here’s How to Tell

1) Measuring or monitoring too much.

The advances in technology and available data are amazing. It can help offices be more productive, cut costs, reach more customers, etc. However, tracking too much, just for the sake of tracking, leads to micromanaging and confusion. Instead, focus on what’s most important. Measure one or two things for each project or area of the company and only add to those if absolutely necessary.

Where measurement deals with data, monitoring is concerned with behavior. Another point of confusion is when a manager thinks they are mentoring an employee, but in reality, they are just constantly looking over their shoulder. Step back and give your employees the space to do their work.

2) Gathering too much consensus. When making a decision, it’s important to collect input from employees who will be affected by or involved in that decision. Too much discussion, however, can lead to confusion and things not getting done. To avoid this trap, set a deadline to make decisions. If input isn’t gathered by then, move on! 

3) Intervening too much. Don’t be a “helicopter boss.” Your employees are allowed to make mistakes – then they can learn from those mistakes! A manager who always jumps in doesn’t give their employees the opportunity to learn some valuable lessons and bounce back stronger, smarter and more experienced than before. 

4) Creating too many priorities. Many people, including managers, can fall into a trap of trying to achieve too many tasks or goals that aren’t related. If you set too many priorities that fall on the same level of importance, you only create confusion. Plus, employees become overworked without clear direction.

Looking for More Management Advice?

For more help on being a confident leader for your office, and ditching any trace of micromanaging, visit MS-IL Staffing & Packaging.

To get top-performing job candidates to interview for your open position, you need to write effective and compelling job postings. The quality of your job post will determine what type of candidates apply for your company.

Guide to Writing a Highly Effective Job Posting

  • Use a Strong Job Title

Be sure to use a strong, straight-forward job title. You can also include a brief subtitle that highlights the main responsibilities (up to three) that relate to this position.

  • Include a Compelling Introduction

In your job posting, include an introduction that is similar to a lede in a newspaper article. It should be informative and interesting, making it hard to resist reading more about the open job position. If your introduction is boring, people may think your job or company is also boring.

  • Tell the Company Story

This doesn’t need to be long because it shouldn’t take focus away from the open position. It is effective to include a concise summary of when and why the company started in addition to what the mission of the company is, so the applicants can begin to get aligned with your purpose as well.

  • Sell the Job Position

Not all jobs are exciting, but you need to do your best to communicate the value of your open position. Describe how significant the job is to the company’s success, so the candidate is excited for the opportunity to fulfill these duties and be a part of your company.

  • Give Directions for the Application Process

Since there are various steps depending on the channel of the job posting, this is extremely helpful information. It will also help eliminate unnecessary communication between your office and applicants.

Post Your Jobs & Find the Best Talent for Your Company

For more help on posting your open positions to the best audience for your business, contact MS-IL Staffing & Packaging.

Every manager and human resources professional understands the importance of employee evaluations, but sometimes it can be hard to deal with performance problems.

While it’s a regular part of your job to deal with performance issues, you should still try to minimize poor performance. To maximize performance in the workplace, you should identify the underlying issues that can be associated with poor performance. This way, you can do your best to avoid those issues.

3 Underlying Issues in Poor Performance

  • Unclear Expectations

It’s crucial that all managers communicate clear expectations for their employees. Minimizing confusion will give employees the confidence and direction they need to perform their best. If performance is still subpar, you will know it is not because they didn’t understand the expectations of their job, and then you can move on to identify other issues, or find employment solutions.

  • Untrained Employees

Make sure that you provide thorough training for all your workers. Training should be both hands-on and in the form of booklets or packets, so employees are able to reference training materials after their initial training sessions. You should also encourage an open-door policy when it comes to questions. Employees need to know they are allowed to ask questions or ask for feedback so they can be sure they are doing their job correctly.

  • Work Overload

Whether there aren’t enough hours or people to accomplish the tasks, or the work is being done sloppily, continual overload can negatively affect the quality of work and lead to burnout.

All these reasons for poor performance in the workplace can also lead to greater employee turnover, so it’s important to evaluate whether these issues are something your office needs to address.

Boost Morale & Productivity

To avoid poor performance and employee turnover, contact MS-IL Staffing & Packaging to discuss ways to find stellar employees, create a positive company culture, and increase employee productivity.

Almost every business or hiring manager has faced the dilemma of having several open positions at their company and needed help filling these positions with quality candidates. This can be extremely frustrating and costly to the company if open positions are slowing productivity. Thankfully, a staffing agency can be a helpful partner to solve this problem.

4 Ways a Staffing Agency Can Help Fill Open Positions

A recruitment agency can be an effective partner in employment solutions – whether you have to fill one position or 20 (or more). Here are four reasons you should ask your local staffing agency for help filling your open positions.

  • They are experts. Staffing agencies are dedicated to being experts in job trends, specific industries and recruitment practices. They stay ahead of trends, and a local agency is focused on your market – not an area of the country that doesn’t apply to you! They will know how to find qualified talent within a reasonable radius of your company.
  • They have a large network. Whether you are looking for temporary workers, full-time positions or seasonal employees, a local staffing agency has a network that can supply quality talent for your needs. Because this is their business, and not a department at a company, they spend their days building a network of professionals they are confident to recommend. Even if you have several open positions, they will be able to help you find workers for each position.
  • They help in all areas of hiring. From recruitment, to background checks, to payroll and/or benefits administration, they are there to help you. This will help you find the right job candidates quickly, so you can move on to your other work.
  • They will help minimize hiring chaos. One of the biggest risks when hiring in high volume is the sheer amount of paperwork to organize. A recruiting agency will keep everything organized, so you can focus on your other responsibilities and your days don’t spiral into chaos during a busy hiring season.

Start a Partnership & Never Look Back

If you are ready to have extra help during high-volume employment needs, contact MS-IL Staffing & Packaging. They’ll find qualified professionals to help your company fill any number of open positions.

Every human resources department or manager has wondered how to make their employees more productive. Some even try to figure out how to make them happy. The truth is, these two questions don’t have to be separate.

Why You Should Invest in Your Employees’ Happiness & How to Do It

In fact, happy employees are productive employees. When your employees are happy, they are motivated and they work harder. To dive a little deeper, here are the main reasons why it’s important to invest in employee satisfaction.

Employee Development & Engagement

Your employees want to know you value their talents, skills, and potential. A company can help boost employee happiness – and even retention – by investing in the professional development of their workers. Bring in educational presentations or workshops, or even consider offering a discount for additional certifications. Your employees will be grateful for the opportunity to improve on their professional skills, and you’ll also receive more skilled, happy workers to help your company succeed.

Encourage Collaboration

Employees are happier in the workplace when they create meaningful relationships with their co-workers. They are not looking for best friends, but they will enjoy their days more when they feel connected to their colleagues.

One informal way to do this is to hold a happy hour every quarter (or more) to allow your workers the chance to get to know one another in a relaxed environment. Getting to know hobbies and establishing connections is a great way to boost employee happiness and morale.

For workplace collaboration, be sure to have regular check-ins with your employees so they always have the chance to speak their mind, brainstorm or ask for feedback. You can choose to have these meetings with an agenda, or be more relaxed, depending on your company culture. Either way, giving your employees a chance to collaborate will help improve their happiness at work and can boost productivity as well.

Happy Employees. High Performance. Low Turnover.

When you do your best to implement practices that invest in your employees’ happiness, you will find productivity among the company increases as well. Another notable change is your employee retention will also increase, making your happy and strong team more successful.

Implement These Practices & Find Greater Success

If you are interested in learning more about how to implement these practices, or how to find valuable employees for your growing team, contact MS-IL Staffing & Packaging.