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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.

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.

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.

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.

As a hiring manager, you have a lot of responsibility. One of your biggest responsibilities is making sure you hire valuable and competent workers for your company. A bad hire is expensive, but a star talent can help your company reach their goals faster.

While resumes provide the basic information for each candidate, you’ll need to spend time interviewing your candidates to determine whether they will be a good fit for your company. It’s a crucial time to weed out bad candidates from the ones who should move on for another round of interviews.

If a job candidate does any of these faux pas, consider it a red flag, and move on.

  • No Knowledge of Job Position or Company

It is one of the first rules of applying to or interviewing for a job: The job applicant should do their homework on the company. If you are interviewing a candidate and they aren’t even aware of the job’s responsibilities, or key information about the company, they aren’t interested in working for your company. Even if the applicant has shining experience, if they aren’t dedicated enough to do some basic research to get the job, how dedicated will they be as an employee?

  • Unable to Prove Previous Job Experience

It’s hard to believe that anyone would lie on a resume or cover letter, but unfortunately, it still happens. If during the interview, a candidate can’t provide proof or details on previous employment experience or anecdotal examples, you should end the interview and move on. This is a clear red flag and is a clear reason to consider someone else.

  • Not Willing to Take Responsibility for Shortcomings

Another red flag, though maybe a bit more common, is when an applicant is hesitant or unwilling to take responsibility for any weaknesses or professional shortcomings. No one is perfect and your new hire should own this fact. It’s common to ask about weaknesses or setbacks in the office or professional setting, and if your job candidate cannot answer this question honestly, they might have a hard time with constructive critiques, being a team player, or demonstrating integrity when they work for you.

Find Quality Job Candidates for Your Company

If you need help finding quality candidates for your job openings, contact MS-IL Staffing & Packaging.