Why You Should Start Prepping for Winter Temp Staffing Now

Hiring extra help for winter break is often necessary, but if you have waited until the last minute to hire employees, you might want to rethink your strategy. It’s never too early to start looking for good hires when the reputation and productivity of your company are at stake. Here’s why:

You Will Be Ahead of the Competition.

Your competitors most likely aren’t thinking about hiring temp staffing this early, because they’re busy with other problems or the day-to-day operations of running their business. If you start looking for winter temp employees now, you will ensure that you can choose from the cream of the crop compared to what your competitors will have to choose.

You Will Attract Go-Getters.

Any individual who is looking for a job in October is sure to be a planner and a go-getter. These are the types of individuals you want for your business because they will be responsible and proactive employees. You are also establishing your business as an organized company, which is a selling factor to Type-A employees who need that type of structure and planning.

You Will Be Less Susceptible to Surprises.

If you start looking for employees now, you will be less susceptible to surprises when the time gets closer to winter break. For example, you may find out that you are only permitted to hire four employees when you had been planning on hiring eight. Starting early will make sure that you fix any hitches in the hiring process so you can hire the best workforce possible when you need them to start working.

If you would like to get ahead with the winter temp staffing process now but are limited on time and workforce to do so contact Award Staffing. We will be able to help you identify valuable recruits that would add to your workforce during that short time of need.


How to Reduce Expensive Hiring Mistakes

Make no mistake: making hiring mistakes can be incredibly costly. Not only are you taking on the cost of training for someone who won’t use the Intel afterward, but you risk losing out on valuable company assets and/or secrets. Here’s how you can reduce expensive hiring mistakes:

Hire Temp Staff.

Before you invest in long-term staff, try hiring temp staff members who can do the job. The biggest benefit of hiring temp staff is that you aren’t responsible for all the initial onboarding costs you would have with a full-time, long-term employee. It’s your opportunity to “try before you buy.” 

Establish a Probationary Employment Period.

If you are committed to hiring long-term employees, you establish a probationary employment period. This employment period could have a reduced amount of financial implications (such as basic training) to protect your company and costs. If the employee isn’t performing to your satisfaction after the probationary employment period is complete, you can let them go knowing you didn’t lose money on the entire situation.

Incentivize Extended Employment.

No matter what protective measures you put into place, it’s always going to be the least expensive option to hire someone and have them stay with the company. The way you can incentivize this is to put an extended employment clause or contract into place for your employees. This clause or contract would give your employees a bonus for every year (or six months) they’ve been at the company.

When you need additional employees, contact Award Staffing. We are committed to best-fit matches. We work hard to help you find and hire staff members who stay because they are the right fit for your business.

Your First Networking Mixer

As a working professional, networking should always be on the back of your mind. If you’ve never been to a networking mixer before, you should make it a point to go to one that’s relevant to your field. Here’s what you can expect at your first networking mixer.

Ice Breakers.

Depending on the networking mixer you’re attending, you will likely play some ice-breaker games. Ice-breakers are games that help people get to know other people so starting a conversation afterward isn’t awkward. During ice-breakers, it’s a good idea to identify one or two people with whom you’d like to start a conversation during the networking event.


During the actual networking event, you will be given time to talk to people whom you find interesting. If your networking session has name tags, make sure to look at them to see which companies or industries are relevant to you. Remember that a networking event is all about connecting you with people whom you can help and who can help you. If you let this guide your interactions, you will walk out of the networking event with a good number of business cards.


Don’t let your time at your networking event go to waste! Make sure to follow up with your new connections via e-mail one to three days after the networking event and every few months following the networking event. If you have an opportunity that’s relevant to them, make sure to send it their way – you’ll be surprised to find others doing the same for you!

If you’ve gone to several networking mixers, you may find yourself wanting to get involved with a different line of work or seek opportunities that will allow you to grow further in your current line of work. If this is the case, contact Award Staffing. We will be able to help you find jobs and career opportunities that would be a good fit for you.

Why Your Employees Should Provide Feedback

As an employer, you should be asking your employees to give feedback regularly. You can do this in a variety of different ways or during different time periods, but it’s important that they can do so. Here’s why your employees should provide feedback:

You Can See Problem Areas.

If you’re running the company and focused on the bigger picture, it can sometimes be hard to drill down to what the actual problem areas of your company are. If your employees provide feedback for you, you will be getting real insight into what the problems your employees are facing on a daily basis. This information and intel is absolutely crucial to you, helping you to run your business effectively.

You Can Reward Employee Honesty.

If your employees are providing helpful feedback by being honest, you can reward employee honesty. It would be hard for you to do so in any other forum other than one in which they were providing feedback. If you want to incentivize your employees being honest, you can give them the option to provide feedback anonymously, so they aren’t worried about repercussions. Of course, this would negate employee-specific rewards, but you can always reward departments who give the most effective feedback.

Make Necessary Changes.

The biggest reason why your employees should provide feedback is so you can make necessary changes. If you aren’t learning from your employees and adjusting your strategies, you aren’t doing it right. Feedback is meant to be taken in, thought about, and new strategies implemented.

If you are looking for new employees who will be able to give you valuable feedback, contact Award Staffing. We will be able to help you identify and hire these employees.