15Feb
Are you ready to expand your team, but you dread the process and know that it can be expensive if you make the wrong hire? Taking on the hiring challenge on your own is possible, but when you engage the services of a professional staffing solutions firm, you have more possibilities available to you.
  • A larger pool of qualified talents, many of whom are "passive," meaning they are currently employed and aren't actively putting their name out there. However, they are open to discussing the possibility with a trusted recruiter.
  • You won't have to dedicate your staff members to help with the search as the recruiter will do most of the heavy lifting. This is especially helpful when it's pertinent to keep the talent hire confidential.
  • The process is usually quicker as the recruiter has systems to narrow the list to include the "A" candidates.
  • You can choose a recruiter specializing in the field you're seeking to hire. For instance, if you're looking for top talent in the technology industry, a company that "lives" in that arena will have the most connections and experience when it comes to pre-screening candidates.

I’m interested in hiring a recruiter. How do I make the most of the relationship for the best results? To follow are some tips to help make the search successful.

Clear Communication

A good recruiter will be very insightful and know the right questions to ask you. You must be open and honest about your needs. Make sure to include the skills & experience needed to perform the job and the type of work environment they should expect. There is no right or wrong answer, but it will help the recruiter give a clearer picture, which helps secure a better fit.

Industry Knowledge

Top candidates generally seek out recruiters who understand their areas of expertise. When the recruiter has experience in their industry, it gives them the upper hand to weed out those who may not be all that their resume claims. And, they’ll have a good handle on the terminology when you are working together on the job description.

There are many reasons to develop a
relationship
with a qualified recruiting agency.

  • They get to know your company culture.
  • They can help develop job descriptions that make sense and attract top talent.
  • They will keep you in the loop when someone quietly seeks a change but needs to be careful, so they don't alert their current employer.

Streamlined Process

A recruiter does much more than find the ideal candidate. They handle all of the time-consuming pieces such as:
Initial interviews | Skills assessment | Reference checks

Will Take Action if Things Don’t Go as Planned

Before you agree to work with a recruiting firm, make sure they have a strong services agreement in place should a placement not work out.

 

No matter how much due diligence is performed, there are occasions when it is not a good fit. The candidate checked off all the boxes, but sometimes life happens. You need to make sure you are working with a solid recruiting firm that will be there to pick up the pieces and find a replacement.

Your company is your baby, and every team member is vital to its success. And, your time is a commodity as it’s essential to focus on your core business instead of getting caught up in an area that may not be your strongest skill. A good recruiting firm will act as an extension of your team, and everything they do will be in your company’s best interest.
If you would like to test the waters and learn more about how partnering with an experienced, knowledgeable and honest recruiting firm can benefit your company, give us a shout. We would love to get to learn more about your business.
26Jan
Attracting top-notch employees requires more than finding a great candidate and extending a competitive salary and benefits package. These days, it’s about developing a company culture that will keep people engaged and inspired.
Engaged employees are more productive, which leads to better results for your business. And, a happy team translates into happy customers and clients. They’re also less likely to leave after only working for a short period — which means spending less time/money hiring and training new people. By implementing a few changes, you can begin to create a company culture that everyone will want to support.

Be Clear About Your Company Values

Every business has its own set of values—beliefs that form the basis for how they operate. Some are obvious, like “work hard” or “put customers first.” Others are less visible and take some digging to uncover. The values you choose should be clearly defined and communicated to potential employees.

This will help applicants evaluate whether or not they will thrive in your company culture and help minimize the number of candidates who would not necessarily be a good fit. Taking these steps will help accelerate the hiring process. Always be transparent about your vision and mission when partnering with staffing agencies to find new talent or when posting open positions online.

Showcase People Behind The Work

The factors that make up a healthy company are many:
  • Mission
  • Values
  • Reward structure
  • Team dynamics
  • And more

But at the heart of it are the people empowering the organization. Passion can be an impactful recruiting tool, especially when it’s authentic. Survey your current employees to find out what they like most about their jobs and use that information to attract incoming talent. Allowing the candidates to hear from a current employee during the interview process, instead of marketing jargon can be the difference between finding top talent or just another job-seeker.

Be Personable When Communicating

Make an effort to be more engaging and personable in all of your communications when corresponding with potential candidates. Outdated website text and stuffy job descriptions can be a subtle signal of a low-engagement work environment. Personalize emails, minimize internal jargon, and refrain from using robotic “corporate speak.”

You need to build rapport and trust to successfully advance a qualified job-seeker. And that means taking the time to communicate in an approachable and candidate-friendly way.

Attracting the right employees can be fostered in many ways — but it starts with valuing candidates, showcasing the people who empower the company, and communicating realistically and honestly.
Let Lone Star Staffing Solutions help you find the right employees for your business. We pride ourselves on maintaining outstanding relationships with top talent that are a perfect fit for your business.
06Jan
A popular New Year’s resolution is to find increased success in your career. Whether that means looking for a new job, aiming for a promotion, or pivoting into a completely different industry, there are many ways to attract your dream employer.
One of the best strategies to develop into a “top candidate” is by continuing to learn new skills. To get started, begin by trying one of these four steps toward personal growth while gaining the knowledge that will help you stand out from the competition.

Take a Class

There are many in-person and virtual class options to help you learn new skills. While it’s always beneficial to brush up on the requirements of your current position, exploring a new capability can broaden your horizons. Even if you aren’t seeking new employment, the ongoing dedication to lifelong learning will demonstrate to your current employer that you want to make yourself more of an asset. A quick search online can return many potential opportunities, or check with your manager to see if there are any company-sponsored classes where you can take advantage of learning that’s already in place.

Attend a Seminar

There are many in-person and virtual class options to help you learn new skills. While it’s always beneficial to brush up on the requirements of your current position, exploring a new capability can broaden your horizons. Even if you aren’t seeking new employment, the ongoing dedication to lifelong learning will demonstrate to your current employer that you want to make yourself more of an asset. A quick search online can return many potential opportunities, or check with your manager to see if there are any company-sponsored classes where you can take advantage of learning that’s already in place.

Get a Certification

If you are looking to jump into a new industry, certifications can help propel your career. Pursuing a relevant certification will show your existing, or potential employer that you have specific skills, even if you don’t necessarily have years of experience in that area. There are hundreds of certification options, depending on what you would like to learn, that can be completed in a day or could take many months. Make sure to do your research on the company offering the certification to make sure that it is legitimate and well respected in your field.

Find a Volunteer Opportunity

Volunteering allows you to learn new skills while also giving back to your community. Talk about a win-win! Numerous organizations are happy to trade education for your time and willingness to support their mission. Becoming a board member for a non-profit or helping to plan a local fundraising event are great ways to grow the “skills” section of your resume while seeking a new opportunity.
After learning a new skill, Lone Star Staffing Solutions can help you find an employer that values your growing talents.

We specialize in understanding the unique needs of employees and employers by facilitating connections that are beneficial for everyone.

Contact our team today and achieve your resolutions early by finding your perfect employment fit!
15Dec
The holiday season is a great opportunity to slow down and celebrate with friends and family. During this time, many employees look forward to being out of the office and may be less responsive to emails and calls. However, for job seekers, the end of the year is perfect for ramping up their job search.
Time off and reflective thinking about job satisfaction can often lead to an increased desire to find something new. Employers should be prepared to handle this trend to allow team members to take time off, without missing out on potential candidates.
Read on to learn about a few key strategies that can help both employers and candidates be successful while navigating one of the busiest times of the year.

Prepare Your Recruiting Team

Make the month easier by letting your recruiting team (human resources department, or in-house-person responsible for staffing) know that they should expect more inquiries during the holidays. This will allow them to prepare by double-checking that application processes are up and working correctly, all desired positions are posted, and staff is taking time off accordingly, in a way that best supports the whole department.

Utilize Automated Responses

Staffing team members should update their out-of-office responses to include follow-up information for job seekers who may be trying to contact them while they are out of the office. Some companies have invested in automated bots or texting services to fill in the gaps while their recruiting staff is enjoying the holidays. You don’t want to lose the candidate you’ve been trying to attract simply because you aren’t able to be responsive.

Be Respectful of the Holiday Hustle

Recruiters deserve time off too, so encourage team members to be honest with candidates about when they can expect to receive more in-depth communication. This will eliminate frustration from job-seekers who may be frantically waiting for the next steps that won’t realistically happen until after the holiday season when everyone is back in the office.

Need to Fill a Position But Lacking the Time and Resources?

Work doesn’t go away during the holidays and you still need to ensure you have the capacity to meet the needs of your business. If you’re not already working with a full-service staffing solutions provider, now’s the time to reach out. An experienced firm will be equipped, and available, to manage the necessary communication to secure qualified prospects. Remember, they’ll also have their network of passive candidates who will generally not respond to an open job post. Don’t risk missing out on the perfect fit during these busy holidays.
Ready to work with professionals who care? LET’S TALK!

LEARN MORE ABOUT LS3

02Sep
Are you currently seeking a new job or advance into a leadership position within the organization you work for now?
If either of the above scenarios is you or could be you in the future, it’s time to make sure your social media profiles match the persona you are presenting to future and current employers.

You’re thinking, “What I do on my personal time shouldn’t make a difference as long as I’m doing a great job at work, or my experience and skills meet all of the requirements .”

Yes, your time is yours, but it’s open to the public when you post on social media. Even if your profiles are private, someone in your network could share.

Did you know that many employers utilize social media to prescreen candidates in the process of hiring? And that your current employer is most likely checking even though you’re already a part of their team? They want to know their employees are not doing anything to jeopardize their online reputation or behaving in a manner that does not align with the company culture.

Misuse of social media could have severe repercussions and harm your chances for new opportunities or future advancement within the company you currently serve.

For example, if you go out with friends and decide that belly shots or getting captured on video in a nasty brawl are funny, then think twice.
Remember, even if you aren’t the one posting, it’s still out there.
They could misinterpret something someone posted about you or a controversial view you’re sharing.
When organizations scan your social media, it isn’t necessarily to find something negative about you but to get a snapshot of your personality. Culture has become even more of a factor when hiring, as employers realize the importance of a cohesive atmosphere where diverse people can come together to work toward a common goal. And, it helps if they respect and like each other as it makes for a more productive environment.
Not sure what is appropriate and what could pass for “normal” sharing? To follow are some suggestions on what NOT to post.
  • Revealing photos or sexual videos
  • Criminal behavior
  • Negative remarks about a former or current employer
  • Sharing confidential information about an employer (past or present)
  • Discriminatory remarks related to gender, religion, race, etc.
  • Photos or comments about drugs and drinking
Other telltale signs that it wouldn’t be a good fit:
  • If currently employed, you call in sick, and then they see images of you at Disney World.
  • Poor grammar on social media can indicate what they expect as far as your communication skills.
  • Too many posts. Why does that matter? If you have a history of constantly posting, then it suggests you would be spending a portion of your workday keeping up with social media versus managing your responsibilities.
Take some of the following steps to a more positive social media presence:
DON’T ERASE YOUR PROFILES
  • If they cannot find you, they’ll feel you’re hiding something as it’s rare that someone doesn’t exist on social media.
CLEAN UP YOUR EXISTING POSTS
  • If there’s something inappropriate, delete that post. If it’s on someone else’s channel and it’s a real negative, politely ask the person who posted it if they can either “untag” you or remove it altogether.
  • Include content that aligns with the persona you are representing in your career.
  • Add your skills and history, so they match with your resume. This advice is primarily for LinkedIn as that’s a dedicated professional channel.

It’s OK to be “social,” but be mindful of what you’re putting out there. Many co-workers connect on social media, so have fun, but before posting, ask yourself what employers would think about what you’re about to share.

And remember, you shouldn’t ease up on ensuring your online presence is positive once you are successfully employed.
31Mar
Part of a recruiter’s responsibility is to manage their candidate’s expectations and provide the employer with the best fit. These factors include the right experience, skillset, and mindset to match the company’s culture.
The following blog is to help employers better understand how we can best work together for the absolute best outcome.
The candidate sent to you just wasn’t your cup of tea. Should you give your recruiter the reason(s)?
YES! A top-notch recruiter will rarely be off-the-mark when they send you their candidate’s shortlist.

Both the recruiter and candidate have traveled an intense path to get to this point; explaining why it’s a “no” in further detail will go a long way to help both the recruiter and candidate to have more success in the future.

If the candidate was late, appeared frumpled, or didn’t smell fresh, was rude or unprepared, those are legitimate reasons, and if working with an experienced recruiter, it should RARELY happen.

The recruiter spends hours working with the candidate to get a true sense of their demeanor as their reputation depends on your satisfaction.

There are also instances where it may not be about the candidate’s skills or experience but something that rubbed you the wrong way. We’ve heard it all:
  • Did the candidate show up far too early and caused a mild interruption while your staff tried to make them comfortable ahead of schedule?
  • Did the candidate abbreviate or mispronounce your name?
  • Did they appear nervous and repeatedly use “um” in between words?
  • Were you having a bad day, and the time you thought you had for the interview was interrupted by a client emergency?

We all have our pet peeves, but the employer is the leader, and your opinion is valued. If one of the above, or similar, went “wrong,” we highly encourage you to be open to what the candidates’ skills and experience can bring to your company.

With open communication, something the recruiter can tackle on your behalf, you can overcome the more minor pet peeves.

Whether it’s something minor or even more severe, we urge you to be honest with the recruiter about your decision. It will help both the recruiter and candidate for future interviews.

There are current trends with other employers that you’re not ready to embrace right now.

Many companies are offering remote opportunities, and it may happen in the future for you, but you’re just not there yet. Be honest about that, and if you can offer a safe environment, we will know that’s a deal-breaker if we have a candidate that is only seeking to work from home.

Let us know if the door is slightly open for that scenario should we find the perfect fit to decide based on the individual.

If you are looking for someone who doesn’t have one foot out the door at 5 pm, please let us know that. We may have the perfect candidate, but he/she may have personal obligations that require them to be home at a specific time. There are many ways to compromise so that it’s a win-win.

The more we know upfront, the better we can serve your needs. An experienced recruiter with years of experience under their belt can be a sounding board to walk through some of the unknowns.

There may be something holding you back simply because you “don’t know what you don’t know.” Be open, as a recruiter’s goal should always be to find you the best long-term fit.

Exclusive Relationship, or Not?
Recruiters will tell you the exclusive relationship is the best scenario, and they’re right. However, if they are inexperienced or not proactive, it’s a lousy situation for the employer. A qualified recruiter will request an exclusive agreement because they will invest what is needed to:
  • Reach out to the candidates who they know would fit the bill.
  • Make those calls to the passive job seekers with who they’ve developed a confidential relationship. These are the most difficult to reach because they are not openly looking as they are interested in a change but currently in a position.
  • Once they identify the candidates, they will go through all the vetting stages to ensure only those who indeed would be a good fit for your company make the “hot” list.
It’s not to say they wouldn’t implement the above steps if you did not agree on an exclusive relationship. Still, it’s easier to bring one of their highly-qualified and currently employed applicant to the surface if it’s a more exclusive nature.
17Mar
When ready to hire for a critical role in your company, do you clearly understand what you require when filling the position?

Before you begin, take a step back and determine what the role will entail, and start drafting one of the most important aspects – a clear job description.

Unfortunately, many hiring managers understand what they’re looking for but haven’t properly put it in writing to share with the person, or recruiting firm, who will assist with the job search.

This part of the process is essential. It could be the difference between employing the right person for the position or someone who, on the surface, looks like a proper fit but, without a clear description of their duties, does not possess the skills and mindset to be the right candidate.

Writing the job description is one of the most critical aspects of the hiring process. Poor hiring decisions can quickly impact your company’s long-term health, which is why it’s necessary to set your job search up for success from the beginning.

Elements of a Good Job Description

In addition to the daily duties, you want to include what you expect the right candidate to accomplish, so they have a proper understanding of that position’s goals. To be competitive, you will need to perform the research to have accurate job details and attract qualified candidates.

If the ability to write a good job description is not your forte, take advantage of a qualified staffing solutions firm’s services as they understand market trends and what makes sense to skilled candidates.
Your job description should include the following specifics to help weed out unqualified candidates:
  • Job Title
  • Description to include daily activities and responsibilities
  • Desired skillset
  • Required level of experience and education
  • The physical location of the position and if it’s remote, include details such as what that would look like (i.e., fully remote or a combination of physical/remote)
  • The expected amount of time needed to dedicate to the position. Is it full-time, part-time, or flexible as long as the work is complete and up to company standards?
  • The description of the overall company culture (i.e., more structured or more casual based on the type of work involved
  • The salary range and any benefits
  • Summary of your ideal candidate. This step further narrows down the applicants as it provides insight into your company.
Accuracy is Essential

If your job description is inaccurate or too vague, this could cost you time and money and leave you frustrated, especially when you need to fill the position swiftly.

On that note, expediting the process too quickly could negatively affect the process as the adage “Hire slow, fire fast” is a huge factor in getting it right the first time.

You will also be inundated with unqualified applicants if your details are not precise. The application process is already overwhelming as you need to comb through resumes and cover letters, which can be highly time-consuming.

If you’re like most, with a busy schedule, this may be the time you consider working with a staffing solutions firm that will remove all of the upfront legwork from your plate.

Help a Recruiter to Better Serve You

If you work with a staffing solutions firm, a poor job description can considerably slow down the process. A qualified firm will have the goal of making the hiring process much less stressful. Allow them to manage all of the upfront details.

They will provide you with only qualified applicants who meet the qualifications you require and who will complement your company’s culture.

As mentioned earlier, the right recruiting firm will help take your job description to the next level as they understand the terminology and what best attracts the right people for the position.

Valuable Tip to Help Lay the Road Map

Do you have someone in your company who fits the profile of your next desired hire? We encourage you to talk about this with your recruiter as he/she will be able to draw from that description and incorporate it into a good job description.

In summary, the goal is to lay the foundation of your search with a job description that will clearly define your next hire’s expectations. Simultaneously, it should provide enough information to attract the best person to add to your growing team and help your company succeed.