3 Ways Staffing Agencies and Small Businesses Team Up

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Imagine opening up a new business that starts booming quickly. You suddenly find yourself in need of an employee or maybe even a couple of employees. The problem is you’ve never hired anyone. You don’t know how to onboard someone into your company let alone go about finding them. Some research will show you that you need to post the job online, read resumes, interview, screen candidates, and even get tax information prepared.

Maybe that situation isn’t hard for you to imagine. Finding and hiring new employees is a common problem for small and growing businesses. Whether you are in need of one employee or several, you need a staffing solution that will work for your plans and processes. One option you have: partner with a staffing firm that can bring you custom solutions. Here are three great ways how staffing agencies and small businesses can work together to find great solutions:

  1. Testing Out Employees. As a small business, you’re probably still going through some growing pains, which means money could fluctuate on a month-to-month basis. You may not be quite ready to make that full-time hire. When you choose to hire a temporary worker or even a temp-to-hire worker, you allow yourself the time to adjust to the growth and test out the waters. See if the employee will work well within your company and if you can handle another full-time employee before you actually make that commitment.
  2. Ease the Stress: Finding employees is a full-time job and can be overly stressful. In order to find the right employee, you have to post your open position on job boards, read resumes/cover letters, and interview candidates in order to find the right hire. As a business owner or even a manager, you don’t have the time it takes to really find that right fit. No matter your needs, specifications, or requirements, a staffing firm can help find you the right candidate for the job. Instead of looking through dozens (or more) resumes, a staffing firm will simply send you a few candidates after pre-screening and screening them. These candidates will be the best choices for your staffing needs.
  3. Make Onboarding Easier: One of the biggest issues with hiring new employees is the onboarding process. It can take months for an employee to become fully acclimated to a new work environment. Partnerships between staffing agencies and small businesses can make this process more effective and easier through presentations, testimonials, mentor programs, multimedia tools, and tours. When your new employee starts, you want them to be as prepared as possible and a staffing firm can help make that happen.

Your life doesn’t need to be stressful because you need to hire an employee. Instead, rely on a team of experts to target, engage, and qualify top candidates who can help you successfully carry out your plans and effectively manage your processes.

Leave your staffing questions in the comments section below!

 

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Checking References

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When you start collecting all of those resumes, there is a lot of information to take in. You’ll look at education, work experience, skills, and accomplishments. One thing you’ll look at is references, though you’ll probably avoid it as long as possible.

Really, you don’t need to check references until after your initial applicant screenings, but keep in mind that reference checking is an important part of the process. Once you determine which applicants would make great candidates, you, you can start checking references. Applicants should have provided you with their references, but you may need to ask. Once you have the references, it’s time to start checking them. Here are a few tips on how to properly check references:

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4 Resume Red Flags

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As you start sifting through all of the resumes you’ve collected from job applicants, you might find that they tend to all look the same. Flipping from resume to resume, they start to blur together and you just don’t know which one is which. It can happen and that makes finding the right candidates even more difficult.

When resumes start to look the same, you can easily overlook small mistakes that candidates made or even miss something huge like incorrect information. While you probably don’t want to be skeptical of candidates, you need to treat resumes with a certain grain of salt. Fact checking is important when it comes to hiring new employees. But what do you look for? What could candidates be lying about? Here are four resume red flags to be looking out for:

  1. Listing a university, but not a degree.  You may see that the applicant studied at a prestigious school and think that it would be a great thing. However, you need to make sure that there is also a degree listed. If only a university or school is provided, it can be a resume red flag for not having completed the degree. When screening the candidate on the phone, be sure you ask why they left out the information.
  2. General employment dates.  Gaps in employment history can look really bad for an applicant, so in an effort to hide those gaps, a resume may contain years instead of specific dates for previous positions. Applicants are able to hide up to 12 months of unemployment by doing this. You need to know the circumstances around those gaps, so ask for a detailed work history with more specific dates.
  3. Exaggeration of job titles.  Trying to make themselves appear more important, applicants modify their job titles. While this looks impressive, it can cause work histories to not have a natural flow. If someone moves from an entry-level position to a director position, a resume red flag should be thrown. Don’t just look at titles. Read job descriptions to make sure those titles make sense and the responsibilities match.
  4. Overstating accomplishments.  It’s no secret that awards, certifications, and achievements look impressive, but sometimes there isn’t any real substance behind them. While some applicants certainly earned their awards, some may have simply paid for their awards. If you find that an applicant has a few different awards and you don’t recognize them, take a few minutes to do some research. You can easily find out the requirements of an award and it can be achieved.

These white lies may seem harmless to applicants, but they can end up hurting you and your organization in the long run. When you don’t know the truth about applicants, you can end up hiring someone who seems impressive, but doesn’t actually have the knowledge or the skills you are looking for. Take the time to look at resumes closely, ask questions when you see a résumé red flag, and spend time with anyone you are thinking about hiring before making your decision.

Call us today at 317.803.2910 so we can help you detect those resume red flags and make sure your candidates are qualified before you ever meet them. 

The Right Interview Questions

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You probably have a huge stack of resumes and cover letters sitting on your desk. Or maybe they are sitting in your inbox. Either way, you are dreading reading them all. Even after carefully reading them and selecting a candidate, you could end up with an employee who turns out to not be what you thought.

While things like resumes and cover letters are certainly helpful in finding candidates, it’s important to focus on the interview. You can’t replace things like first impressions, responses to questions, and dealing with the stress of an interview with the information in resumes and cover letters. However, if you aren’t asking the right questions in the interview, you could still end up hiring someone you think is a great fit, but turns out to not be what you were looking for. Here are a few questions you should be asking in an interview:

1.  Can you tell me about a challenging work situation you experienced and what the situation resulted in?

By asking this question to candidates, you are going to learn how they handle stress and how they perceive results. You should be looking for honest answers, but also answers that have positive results. Candidates should be trying to show you that they work through issues and strive for positive results.

2. Why do you want to work here?

“It seems like a fun work environment.” “I really like the way the company is structured.” “Your brand is really great.” These are typical responses that don’t really carry any meaning. If a candidate gives you an answer like these, you’ll be able to tell they haven’t done much research. Look for specific answers about your company and show that thought and time was put into preparing for the interview.

3. What would you do differently, if you were to start your career over?

The ideal candidate would say nothing and are happy that their career path has lead them to you. But, we don’t live in an ideal world, so you should be looking for answers that focus on, growth, learning, and positive actions. You want a candidate who can recognize mistakes and is willing to make the necessary corrections to get back on track.

4. Where would you like to be in 5 years, career wise?

Sure, it may be a stereotypical question, but it’s an important one to ask. Interviewers sometimes avoid it because of overuse, but it serves a great purpose. You are looking for employees that are going to be dedicated to your organization and want to work for you. By asking this particular question, you can find out the goals of the candidate and if they match those of your company.

5. What type of work environment do you function best in?

As the one interviewing, you should have a handle on the work environment this candidate will be in. Is it fast? Hectic? Slow? Quiet? Once you are able to answer this question for yourself, you can ask candidates what type of work environment they work best in to ensure the two match. Employees who don’t fit with their work environments tend to be unhappy, stressed, and seek out other opportunities.

When it’s all said and done, you need to be asking interview questions that get to the heart of the situation: does this employee fit. Your questions should be tailored to your organization, the requirements of the position, and your overall goals.

Having trouble finding, interviewing, or qualifying candidates? We can help you!