The Ultimate Guide to Building a Resilient Workforce

As HR managers, the health and productivity of our businesses rely heavily on building a resilient workforce. And while resilience is often praised as an invaluable characteristic for weathering disruptions, cultivating such strength within a team isn’t always easy. From market fluctuations to shifting consumer behavior, various factors can impact business operations, and it’s essential to have a resilient workforce that can adapt and thrive during these times. Building a resilient team that can balance short-term agility with long-term strategic vision can be the key to success.

From identifying employee obstacles to developing a supportive culture, we’ll explore what it takes to create an adaptive team that can better withstand turbulent environments with ease. With our expert advice, your team will become more organized, productive, and collaborative while also remaining strong through tumultuous times – allowing your business to succeed in any environment.

1. Prepare for the Future

Preparing your workforce for the future can sound like a daunting task. However, building resilience through strategic planning can be greatly beneficial. Analyzing current trends and implementing forward-thinking approaches ensures that your business remains competitive in the long run. It can also help you anticipate potential challenges and prepare your team to tackle them effectively. Emphasizing adaptability and resiliency has the potential to create a culture of continuous learning and growth. With the right strategies, your workforce can be ready for whatever the future holds.

2. Foster a Supportive Workplace Culture

A supportive workplace culture is crucial for building a resilient workforce. To nurture this type of environment, it’s important to prioritize team collaboration and communication. When employees feel connected and part of a team, they’re more likely to enjoy their work and face challenges with a resilient attitude. With the support of their team, they are more likely to face challenges head on, rather than feeling alone or overwhelmed. A supportive culture empowers them to share their thoughts and ideas, embrace diversity and inclusion, and fosters an environment of trust. When employees work together towards a common goal, they can achieve more and create stronger relationships with each other. This not only promotes a positive work environment but also helps employees develop the necessary skills and qualities to be resilient in the face of challenges.

As a leader it’s important to lend a listening ear when needed, show empathy, and demonstrate that you genuinely care about your employees. By doing so, you’ll not only create a culture that fosters resiliency but also a workforce that’s equipped to face any challenge with a positive mindset.

3. Address Workplace Stress

In today’s fast-paced work environment, stress can creep up on anyone. While a certain level of stress can motivate us to achieve our goals, when left unchecked, it can lead to serious health issues and a decrease in work productivity. That’s why building resilience in the workplace is so important. By addressing employee stress, businesses can create a culture that promotes mental well-being and allows employees to bounce back from challenges.

Common employee stressors often stem from a heavy workload, long hours, lack of control, and poor relationships with colleagues or supervisors. These factors can exacerbate feelings of helplessness and anxiety, significantly impacting the overall well-being of employees. Businesses can address these concerns by cultivating a culture of teamwork and collaboration. Encourage employees to work together, share the load, and communicate openly about their challenges. This can help reduce the feeling of being alone in struggles and provide a support system for coping with stress.

Offering mental health resources is another way to help employees deal with stress. This can include providing access to counseling services, promoting self-care practices, and encouraging employees to take breaks when needed. A workforce that’s equipped with the necessary tools and resources to manage stress is better prepared for any challenge that comes their way.

4. Invest in Training

Developing employee training to build resilience is a crucial endeavor for any organization. With the ever-changing landscape of the workplace, it has become essential to equip employees with the necessary skill-building tools to handle any situation that may arise. By focusing on resilience, employees can develop the ability to adapt, bounce back, and thrive in the face of adversity. This is why it’s important to include training sessions that cater to skill-building programs that can help employees develop resilience. From effective communication to time management, these programs can provide the necessary tools that allow employees to not only grow in their professional lives but also in their personal ones. The benefits of resilient employees are endless, from increased productivity to happier employees, translating to better customer service and higher profits for the company. So don’t hesitate to invest in training programs that build resilience in your employees, it’s undoubtedly a vital element to success in today’s competitive business world.

5. Welcome Feedback

A strong workforce culture is essential for any organization to thrive. One way to build resiliency in your company is by welcoming and facilitating employee feedback. This means creating a safe space where employees feel comfortable sharing their thoughts and concerns. It’s important to actively listen to what your employees have to say and to take their suggestions into account. By valuing their feedback, you not only make them feel heard but also have the opportunity to identify potential areas of improvement. Encouraging employee feedback can help to create a more collaborative and positive work environment, which ultimately leads to a more resilient team. So, don’t be afraid to start the conversation and create a culture of open communication.

6. Meaningful Work

Meaningful work is a significant component in building a resilient workforce. When employees perceive their work as purposeful, they are more likely to exhibit higher levels of motivation and commitment. This sense of purpose often comes from having autonomy in their roles, enabling them to make decisions independently, thus fostering a feeling of control and competence. This sense of autonomy, intertwined with meaningful work, not only enhances job satisfaction but also bolsters resilience in the face of challenges. In such an environment, employees are more likely to view obstacles as opportunities for growth rather than setbacks, thereby enhancing the overall resilience of the workforce.

In summary, cultivating a supportive culture is instrumental in fostering a resilient workforce. A culture that emphasizes teamwork and collaboration, listens to employee feedback, and offers meaningful work can equip employees with the necessary tools to handle work-related stress and enhance their overall job satisfaction. By addressing workplace stress, investing in training, and providing autonomy, organizations can create an environment where employees view challenges as opportunities for growth. This resilience within the workforce not only leads to increased productivity and happier employees, but also to a company that thrives in the competitive business landscape.

Interested in fostering a resilient workforce within your organization? Make sure to view our services and begin your journey towards a more resilient and productive workforce today

5 Ways to Overcome Hiring Slowdown

Whether you’re an HR professional or a hiring manager, there’s no denying that hiring slowdowns can be a real pain. When high interest rates come into play, the hiring process can become a more difficult task. Investing time now in improving your hiring process and talent pipeline will pay off in the long run. By doing so, you’ll be ready to hit the ground running when the market does turn over again.

In this post, we will share 5 steps to overcome hiring slowdowns that will set you up for success.

1. Gather Info

Staying informed during a hiring slowdown can empower you to navigate this challenging period more effectively. With a comprehensive understanding of the current state of affairs, you’ll be able to rightly identify growth sectors, pinpoint potential opportunities, and adapt your approach accordingly.

The initial step is to gather information, which is crucial for gaining perspective and devising a plan for the present and future. Consider your current actions, the prevailing hiring trends in your industry, and whether other similar companies are also experiencing the same situation. By assessing the current scenario, you can strategize and combat the slowdown effectively.

Gathering information, thus, isn’t just about gaining knowledge; it’s about staying proactive, keeping your spirits high, and creating a strategic roadmap for your future. It’s about transforming a period of uncertainty into a time of potential growth and development.

2. Process Improvement

Now that you’ve ascertained the situation, you can start to develop process improvements. Process improvement becomes incredibly valuable during a hiring slowdown, acting as a catalyst for enhancing efficiency and productivity within the existing workforce. It’s an excellent opportunity to streamline operations, eliminate bottlenecks, and reduce redundancies which ultimately results in cost savings and improved quality.

Begin by conducting a comprehensive audit of the current processes to identify areas of improvement. Follow this up with brainstorming sessions involving key team members for innovative solutions. Once the improved process is designed, implement it in a controlled environment to test its effectiveness. Lastly, gather feedback and make necessary adjustments before rolling it out on a larger scale. Remember, the goal is not just about surviving the slowdown, but thriving amidst it by empowering your workforce to perform at their best. This will also prove beneficial in the future when things pick up again.

3. Invest in Your Team

Upskilling can be an excellent approach to fighting hiring slowdowns. Investing in current employees through training and development will help them stay up to date, become more productive, and prepare them for future job-related developments. This also reduces high turnover as the employees feel valued. By investing in your team, you’ll have a skilled workforce to guide you.

One significant way to invest in your team is by providing regular training sessions. These can be in the form of workshops, seminars, or webinars that enhance their existing skills and introduce them to new ones. Consider bringing in industry experts to share their knowledge or use online learning platforms to facilitate the process.

Cross-training is another excellent way to invest in your employees. It allows team members to understand various job roles within the company, fostering a sense of empathy and teamwork while also expanding their skill set.

Remember, investing in your team is a win-win situation. Your employees gain new skills and opportunities for growth, while the organization benefits from a more knowledgeable and capable workforce.

4. Build a Talent Pipeline

Building a talent pipeline is a strategic approach to overcoming hiring slowdown. It involves cultivating relationships with high-potential candidates for future opportunities, even if there are no current vacancies. By establishing a pool of qualified candidates, hiring managers can speed up the recruitment process when vacancies do occur, mitigating the impact of a hiring slowdown.

Maintain regular communication with potential candidates through social media, career fairs, and networking events. Even if you’re not actively hiring, keep the company’s brand visibility high to attract top talent. Encourage your existing employees to refer potential candidates, as they are often your best advocates.

Developing a robust talent pipeline can significantly ease the pressure caused by a hiring slowdown, equipping you with a ready pool of potential hires when the market bounces back. Remember, planning now will save you valuable time and resources in the future, allowing your business to bounce back quickly post the hiring slowdown.

5. Refine Your Hiring Process

During a hiring slowdown, it’s an excellent opportunity to refine your hiring process. Rather than viewing it as a period of stagnation, you can use this time to make your hiring strategies more efficient and effective. Review the performance of your previous recruitment campaigns, identifying areas of success and places where there’s room for improvement. Consider tightening your timeline from application to hire to keep things running smoothly and efficiently. There is nothing worse to applicants than when the hiring process gets drawn out. Use this time to update your onboarding process to ensure a smooth transition for your new hires. Remember, a slowdown is not a stop – it’s a chance to gear up and improve.

Prepare For the Future

Hiring slowdowns caused by high interest rates are just a phase that every company experiences. These periods are opportunities to improve the recruitment process and invest in current employees, ensuring that the workforce is prepared for any future challenges. You can consider restructuring your budget, and prepare for the future by analyzing what is working now to create strategies that will keep top talent engaged with your organization. Approach this challenge by being positive and proactive; finding new strategies to keep the organization moving forward. Let our knowledgeable team guide you during uncertainty. Check out our services to learn more.

Hire for Culture, Train for Skill: A Winning Recruitment Strategy for Businesses

As a business owner or HR professional, you probably know that recruiting the right talent is crucial to the success of your organization. However, with the current shortage of skilled workers and the skill gap in the manufacturing industry, finding the right candidates can be a challenging task. So, what can you do to overcome this challenge and build a strong team that can take your business to new heights?

The answer lies in embracing the “Hire for Culture, Train For Skill” approach, which focuses on finding candidates who have the right cultural fit for your organization and training them to acquire the necessary skills.

In this blog post, we’ll explore why this recruitment strategy is essential for businesses, what it involves, and how you can implement it to attract and retain top talent.

1. Define Core Values

The first step in adopting the “Hire for Culture, Train For Skill” approach is to define your company’s core values and the traits you want your employees to possess. This will help you attract candidates who share your company’s values and culture and can contribute positively to your organization.

Defining core values provides a framework for the company’s culture and sets expectations for employee behavior. To define your company’s core values, begin with introspection. Reflect on what your business stands for, your mission, and the values you want to uphold. Engage in open discussions with your team about what they value most in the workplace. Consider the traits of your top-performing employees; these traits often reflect the company’s core values. Once you have defined your core values, communicate them clearly and consistently. They should be visible in your job postings, discussed during interviews, and embedded in the everyday life of your organization. Keep in mind core values are not just slogans on a wall. They should inspire and guide all business activities and decisions. They are the characteristics you seek in potential employees and the values you commit to uphold.

2. Identifying Candidates that Align with Your Culture

To effectively align your organization’s core values with candidate traits for a successful culture match, it’s vital to have a comprehensive understanding of what these values mean in practical terms. How do they translate into day-to-day activities? What behaviors reflect these values? Once you have this clear picture, draft job descriptions and interview questions that reflect these values. During the interview, observe not just what candidates say, but how they say it and their body language. Look for signs of enthusiasm and genuine interest in the company’s values. Additionally, consider introducing the candidates to your team. Their interaction with existing employees can offer valuable insights into their cultural fit. Remember, the better the culture fit, the more likely the candidate is to thrive in your organization, contribute positively, and stay for the long haul.

3. Look For Transferable Skills

It’s essential to remember that just because a candidate may lack certain industry-specific skills, it doesn’t mean they won’t be a valuable addition to your team. Candidates possessing transferable skills can bring a fresh perspective and unique approach to challenges. By focusing on these capabilities, you not only broaden your candidate pool but also foster a diverse and innovative company culture. This strategy is particularly beneficial in times of a skills shortage. Instead of waiting for the perfect match, companies can employ and train enthusiastic individuals who are eager to learn and grow, thereby effectively bridging the skills gap.

4. Broaden Your Search Beyond Your Industry

Expanding your search beyond your industry can open up a pool of talented candidates who may bring fresh perspectives and innovative approaches to your business. By being open to candidates from different backgrounds and industries, you’re more likely to find a diverse range of candidates who align with your company’s culture and values. Additionally, these candidates can bring valuable transferable skills and experiences that can benefit your organization in unexpected ways. You can tap into a diverse talent pool that can contribute to the success of your organization by being open in your hiring approach.

5. Training and Development

Once you’ve identified the right candidates, your focus should shift to training and development. As a business, investing in employee training should be a core competency. Investing in employee training and development is paramount to the future success of your business. Not only does it contribute to the growth and development of your employees, but it also helps bridge the skills gap between current skills and future needs.

By ensuring your employees are adept at keeping pace with new changes, you’re building a competent, future-proof workforce. Moreover, training provides an avenue to enhance employee engagement and loyalty, as it shows your commitment to their professional growth. This reduces staff turnover and the associated costs of recruitment and onboarding. Thus, by focusing on training, you are not just nurturing talent but fostering an environment conducive to innovation, productivity, and overall business prosperity.

6. Hire For Culture

Hiring for culture is pivotal as it enhances team synergy, fosters a positive working environment, and drives business growth. When a new hire aligns with the company’s cultural fabric, they are more likely to feel a sense of belonging, which, in turn, boosts their productivity and job satisfaction. During the interview process, consider questions that can help uncover a candidate’s cultural fit, such as “Can you describe the work environment or culture in which you are most productive and satisfied?” or “What are the values that you hold dear and how have they influenced you professionally?” Remember, the key to successful hiring for culture is not about finding candidates who mirror every aspect of the existing culture but those who enrich it, bringing a diversity of thoughts and experiences, yet fundamentally sharing your organization’s core values.

7. Cultivating Potential

It’s also important to keep in mind that the hiring process doesn’t have to exclusively focus on individuals who possess every quality you’re looking for right off the bat. Alternatively, candidates with potential are still great bets particularly, those with a strong work ethic and willingness to learn. Within the right organizational structure, even the lesser-skilled personnel can be transformed into valuable assets for the company.

Developing Innovative Recruiting Strategies

By adopting a “Hire for Culture, Train for Skill” recruitment strategy, businesses can address the manufacturing industries’ skills gap and attract top talent. In a world where attracting and retaining top employees is increasingly challenging, an innovative approach to recruitment is crucial. Building a team of employees who align with organizational principles fosters a long-lasting, excellent company culture. Committing to employee training, development, and mentorship cultivates motivated, skilled individuals who can take on new responsibilities and help your company thrive.

So, next time you’re looking to fill a position, remember to focus on finding candidates who align with your company culture, possess transferable skills, and exhibit the willingness to learn. In doing so, you’re cultivating a team of employees who are happy and invested in your organization’s continued success. For more information on this topic visit our webinar or check out our services.

Award Staffing Receives 2023 ASA Cares Award

We are proud to announce that we have been honored with the esteemed 2023 ASA Cares Award by The American Staffing Association. This prestigious recognition is a testament to our unwavering commitment to social responsibility and making a positive impact in our communities.

Our Highlighting What Matters initiative, which earned us this accolade, was designed to give back to our community and create a lasting difference in people’s lives. By partnering with local, non-profit organizations we ensured that its efforts made a tangible and meaningful impact in our local communities.

Since launching our philanthropic program in January 2021, we have seen great success. We were truly amazed at the response from our employees and their enthusiasm for giving back to the community. Not only has this program allowed us to invest in local organizations that need it most, but it has also positively impacted employee morale and engagement. Over the last two years, we have raised over $50,000 to local organizations. These included our wonderful partners at The Link, Every Meal, Amherst H Wilder Foundation, YouthLink, Bridge For Youth, and Feed My Starving Children.

Throughout the initiative, we organized and conducted various donation drives, as well as engaged in volunteering activities at organizations that provide vital services to our community. These efforts were further extended through our recruiting initiatives and business development endeavors, reinforcing the company’s commitment to creating a positive influence at every level.

For example, The Associate Support and Accommodation Program (ASAP) at our company provides vital support to our associates, particularly during difficult times. Recognizing the diverse paths that lead individuals to our organization, we are committed to fostering an environment of safety, learning, growth, and meaning. Our ASAP initiative empowers recruiters to offer emergency assistance to our associates, addressing their immediate needs. This may include a $10 gas card to get to work, non-perishable food items for lunch, or winter gloves and hats. The objective of ASAP is not just to provide immediate relief but also to instill a sense of comfort and encouragement among our associates, reinforcing their decision to continue their journey with us.

As far as business development, we want to work with like-minded businesses with a similar vision of social responsibility and impacting the community. Our business development team actively shares our company’s involvement in any philanthropic projects with potential clients to show that we are not just a staffing agency but an organization committed to making a difference. This ultimately allows us to select the best clients for our candidates and helps our business development team cultivate deeper relations with those we are working to fulfill their staffing needs.

At Award Staffing social responsibility is deeply ingrained in our company culture. This award is a testament to our ongoing dedication to being a responsible corporate citizen and a catalyst for change. We remain steadfast in our commitment to creating a better future for all and look forward to continuing our journey of making a significant difference in the years to come.

For more information about Award’s social responsibility initiatives, please visit Award Cares.

How Fast is Your Hiring Pipeline?

As companies continue to expand and the job market remains competitive, it’s more important than ever to have an efficient hiring pipeline. The time it takes from posting a job opening to making a final decision can greatly impact your ability to attract top talent and fill critical roles.

But how long should your hiring process really take? Every company is unique and the hiring process can vary greatly depending on the industry, the size of the company, and the role in question. According to an Indeed article, on average the hiring process can take anywhere from 3-6 weeks. This is impacted by factors such as seniority of role, number of applicants, and experience of the hiring manager.

A fast hiring pipeline is an innovative way to improve your recruitment process. Not only does it provide candidates with a seamless and timely experience, but it also ensures that employers find the most qualified individuals for their open positions in no time at all.

In this blog post, we’ll discuss some factors that impact your hiring timeline and how to create a faster, more efficient hiring pipeline.

1. Seniority of Role

When it comes to hiring, the seniority of the role can have a significant impact on the hiring timeline. Roles that require a higher level of skill and experience often take longer to fill than entry-level positions. Why? Well, it’s simple really – with more advanced roles, employers need to take more time to find the right candidate. Finding a candidate who has the skills, experience, and qualifications to excel in a skilled position might take a bit longer, but it’s absolutely worth it in the end. By being patient and thorough in their search, employers can ensure that they’re hiring the best person for the job, which will ultimately benefit both the company and the new employee.

2. Number of Applicants

When an employer decides to hire new talent, the process can be quite overwhelming. One factor that significantly affects the process is the number of applicants who apply for a job. If the employer receives numerous applications, the hiring timeline may increase, leading to more time spent on reviewing resumes, interviewing candidates, and conducting background checks. However, a large number of applicants could also mean that the employer has plenty of options to pick from, leading to potential top-performing hires. As an employer, it is essential to manage the hiring timeline appropriately and take the necessary steps to find the best fit for the company culture and position requirements. Don’t rush the process; instead, stay focused on finding the right talent, leading to long-term success for both the employer and the new hire.

3. Experience of Hiring Manager

Being a hiring manager is not an easy task. It takes a lot of effort, time, and patience to find the right candidate for a job opening. The experience of the hiring manager is crucial in determining the hiring timeline. A hiring manager who has been doing this job for a long time may have developed a streamlined process that can reduce the hiring timeline. On the other hand, a newly appointed hiring manager may take some time to get the hang of things, leading to an increased hiring timeline. However, the experience of a hiring manager can also have a positive impact on the hiring timeline. A seasoned hiring manager may have an extensive network and know how to leverage it to find suitable candidates faster. The experiences of the hiring manager can make all the difference in the hiring timeline, and it is important to recognize the value of their expertise.

4. Communication

No one likes it when a project drags on longer than necessary. That’s why it’s so important to keep everyone informed in the hiring process. There are a few key strategies you can use to make sure everyone stays on task and the project runs smoothly. First, it’s essential to set clear timelines and deadlines from the outset. This helps everyone understand what’s expected of them and creates a sense of urgency that will keep them motivated. Additionally, regular check-ins and progress updates can help keep everyone accountable and make sure no major roadblocks are standing in the way of completion. By following these tips and staying focused on the end goal, you can ensure your project is completed quickly and efficiently.

5. Candidate Experience

As a hiring manager, it’s important to strike just the right balance when it comes to the candidate experience during the hiring timeline. Rushing through the process might seem like the most efficient option, but it can compromise the quality of your hires. On the other hand, taking too long to make a decision can lead to candidates losing interest or accepting another offer. By prioritizing the candidate experience, you can create a positive impression of your company and attract top talent that is invested in your organization’s mission and values. Plus, providing a streamlined and efficient hiring process can elevate your employer brand in the eyes of potential candidates, leading to even more qualified applicants down the line. So, take the time to build relationships with your candidates, communicate regularly, and be transparent about the hiring timeline. In the end, it can pay off in dividends for both your organization and your new hires.

6. Effective Interviews

The interview stage in the hiring process is a critical time to assess not only an applicant’s skills and qualifications but also their behaviors and attitudes. This involves carefully observing an applicant’s actions, reactions, and interactions during the interview process. Careful screening of applicant behavior can offer important insights into how they might perform and behave in their respective roles and within the team or organization.

One way to screen applicant behavior is to structure your interview questions to reveal important behavioral traits. For instance, asking about how they handled past situations can provide a glimpse into their problem-solving skills, adaptability, and ability to handle pressure. You can also ask for examples where they had to show initiative or teamwork, which can also reveal a lot about their working style and interpersonal skills.

Remember, understanding an applicant’s behavior can help predict their future performance, cultural fit, and potential for growth, making it a vital component of an efficient hiring process.

Let’s Work Together

To sum up, maintaining a succinct hiring timeline that is efficient and effective is one of the most important investments an employer can make. A quick and cost-effective pipeline can save a company significant time and money, while allowing them to bring in highly qualified candidates to join their team. It’s essential to create a careful and organized system for recruiting and onboarding so that applicants have a pleasant experience from start to finish. Make sure you are aware of the industry standard practices when it comes to interviewing, testing, background checks and training. With these tips for developing an effective interviews, you can help ensure that each candidate’s recruitment process is as easy as possible. If you are looking for additional ways to optimize your hiring process further, please check out our services. We believe in giving employers more control over their hiring decisions by crafting interview processes specifically designed to get the best talent onboard quickly.

6 Ways to Streamline Your Hiring Process

Vacant positions and bad hires can have a detrimental impact on businesses, both financially and operationally. Not only do they result in wasted time and resources spent on recruiting and onboarding, but they also contribute to decreased productivity and increased pressure on existing employees. Additionally, the cost of open positions increases the longer they go unfilled which impacts your bottom line.

To mitigate these challenges, it is crucial to streamline the hiring process and prioritize identifying high-quality candidates. Making prompt decisions is key, as the longer the decision-making process takes, the greater the risk of losing the interest of potential candidates.

By optimizing your hiring practices, you can minimize the negative impact of vacancies and bad hires, ensuring that your business remains efficient, productive, and successful.

Here are 6 ways to make your process more efficient and effective, resulting in happier candidates and stronger hires:

1. Build A Talent Pipeline

Building a talent pipeline is a proactive and strategic approach to recruitment. It involves identifying potential candidates and nurturing relationships with them in anticipation of future vacancies. This can be particularly valuable for roles that your company frequently hires for or for roles that require unique, specific skills. By engaging with potential candidates ahead of time, you’re not only saving precious time in the hiring process when a position becomes available but also ensuring that the candidates have a positive impression of your company and its culture. The most effective talent pipelines are built on clear communication and are often formed through channels that have previously proven successful in attracting the right talent. This could include social media networks, job fairs, community job boards etc. Getting in front of your audience is crucial to quickly fill an open position.

2. Accurate Job Descriptions

One of the main causes of delays in the hiring process is confusion about roles and responsibilities. Make sure everyone involved in the process knows exactly what they are responsible for and what the timeline looks like. This includes HR, hiring managers, and interviewers. By setting clear expectations from the start, you’ll be able to avoid confusion and ensure that everyone is working towards the same goal.

Providing accurate job descriptions is the cornerstone of a successful hiring process. Clear and detailed descriptions give potential candidates a realistic overview of what a position entails, including the responsibilities, necessary skills, and the expected performance outcomes. By explicitly highlighting keywords, pertinent details, and the salary range, employers attract candidates who are genuinely interested and capable of performing the job. This minimizes the likelihood of hiring mismatches and, consequently, reduces employee turnover rates. Thus, investing time and effort into crafting precise job descriptions can contribute to a more efficient hiring process and ultimately lead to higher quality hires.

3. Succinct Interview Process

An organized interview process is a linchpin to streamlining your hiring timeline. By setting a standard structure, you ensure consistency and fairness, reducing time spent on decision-making. A clear time frame not only keeps everyone involved on the same page but also reduces unnecessary delays. Preparing key questions ahead of time helps to evaluate candidates effectively and efficiently, focusing on the skills and traits most relevant to the job. Resulting in a smooth, prompt process, precluding drawn-out hiring periods and allowing you to secure the top talent swiftly. Remember the better you communicate, the faster you can make a decision. Once you decide, don’t waste time making an offer.

4. Focus on Candidate Experience

In today’s competitive job market, candidate experience is more important than ever. Make sure that every touchpoint with your company is positive, from the initial application through the final offer. Respond to candidates promptly, provide regular updates on the status of their application, and be transparent about the timeline. By treating candidates with respect and courtesy, you’ll not only keep them engaged, but you’ll also create a positive impression of your company that can help with retention in the future.

5. Applicant Screening

In the hiring process, applicant screening is a crucial step to ensure that you focus on high-quality candidates and filter out those with undesirable habits. This process begins with a meticulous review of resumes and applications to identify candidates possessing the required skills and qualifications. Once the pool is narrowed down, phone interviews can be an effective tool for further screening. They provide a chance to gain a deeper understanding of the candidate’s communication skills, enthusiasm for the role, and overall fit for the company culture. By streamlining this process, you can save valuable time, ensure a higher quality of hires, and ultimately contribute to your organization’s success.

6. Don’t Compromise on Quality

While it’s important to move quickly through the hiring process, you should never compromise on quality. Rushing to fill a position can lead to a subpar hire, which can be costly in the long run. Make sure you’re taking the time to find the right candidate for the job, even if it means extending the timeline slightly. In the end, you’ll be glad you did.

The impact of a bad hire stretches beyond just financial consequences. When a company makes an erroneous hiring decision, it not only wastes time and resources spent on recruitment and training, but it can also adversely affect the productivity and morale of existing team members. As they may have to compensate for the underperformance of the bad hire, their own productivity might decrease, causing a domino effect of inefficiencies. Furthermore, if the bad hire has client-facing responsibilities, their lack of skills or poor attitude could lead to a loss of revenue. In a worst-case scenario, the company may have to let the employee go, incurring severance costs and restarting the hiring process, thus perpetuating a financially and emotionally draining cycle.

In conclusion, a diligent and thoughtful hiring process is crucial to ensure the quality of your hires. By crafting accurate job descriptions, refining your interview process, focusing on candidate experience, and carrying out comprehensive applicant screening, you can build a robust talent pipeline. While it may be tempting to expedite the hiring process to fill vacancies quickly, remember that compromising on quality can have long-term adverse effects on your team’s morale, productivity, and eventually, the company’s bottom line. By staying patient and meticulous, you ensure the new hire will not only add value but also align with your company’s vision and culture, thereby fostering a conducive environment for growth and success. For more insights on staffing solutions check out our services.

Effects of Legalized Marijuana in Minnesota Workplaces

Earlier this month, Gov. Tim Walz signed House File 100 into law legalizing the possession and use of marijuana for adults in Minnesota. Those 21 and older in the state are allowed to process, use, transport, and home grow cannabis for personal use, according to the Minnesota Office of Cannabis Management.

What does this mean for employers and job seekers?

While the new law does allow for some personal freedom, it is not without limitations. Business owners need to respect employee rights while ensuring a safe and compliant workplace. Employees need to abide by their employer’s drug policy or face serious consequences that affect their employment.

In summary, while marijuana use is no longer a criminal act in Minnesota, it can still have significant implications for employment. It’s crucial for both employers and job seekers to understand these nuances of employment law in this new era of legalized marijuana.

Here are 3 ways the law affects your workplace:

1. Adjustment to Drug Policies

This significant change in legislation calls for a corresponding update in workplace drug policies. Company leadership should review and revise their existing guidelines to reflect the new reality of legalized marijuana.

The revised policy should clearly define the parameters surrounding marijuana use in the workplace and establish a standard for appropriate employee behavior. Marijuana use is prohibited on the employer’s premises, during work hours, and while operating equipment and machinery, as mandated by the law. Additionally, businesses are not obligated to permit drug use by employees in the workplace. It is crucial that employees understand these limitations despite cannabis being legal at home. Having a written drug policy in place ensures that everyone is aware of the expectations. By implementing these measures employers can develop a comprehensive drug policy that prioritizes safety, productivity, and a thriving work environment.

2. Prohibits Pre-Screening

In compliance with the law, employers should be aware that screening or testing applicants prior to employment is now generally prohibited, with a few exceptions. Individuals in federal or safety-sensitive positions may still be subject to testing. Furthermore, it is crucial to note that certain cannabis products are now deemed “lawful consumable products”. So, employers are prohibited from making hiring decisions based on an individual’s use or possession of these products outside of work hours. This change aims to ensure that potential candidates are not unjustly discriminated against for engaging in legal activities on their own time.

3. Reasonable Suspicion Testing

While pre-employment screening for cannabis is not allowed according to the new legislation, employers are within their rights to conduct drug tests based on reasonable suspicion. Reasonable suspicion testing may come into play if there is evidence an employee has violated written drug policies provided by the employer. This could involve working under the influence, causing a personal injury, or instigating a workplace accident. Some signs that an individual is under the influence of marijuana are: impaired physical or mental function, altered appearance, unusual behavior, or even a noticeable odor.

It is important to emphasize that testing should not be done “on an arbitrary or capricious basis.” Instead, it should be carried out following a clearly defined policy that outlines the consequences for a positive result or refusal to undergo testing. Employers should consider implementing drug testing policies that guide supervisors on the appropriate circumstances and methods for conducting reasonable suspicion tests.

This balance between individual rights and workplace safety is key to navigating this new landscape of legalized marijuana within the context of employment law. As always, communication and education around these policies are crucial to maintaining a healthy, respectful workplace environment.

Need Help Navigating the New Landscape?

Understanding and implementing changes in legislation can be challenging, especially when it comes to employment law. Don’t navigate these uncharted waters alone. Our team of experts is here to assist you in revising your policies and practices to ensure they align with Minnesota’s new marijuana laws. We’ll help you create a safe, compliant, and inclusive workplace environment that respects individual rights while prioritizing productivity and safety. Contact us today to learn more about our services and how we can help your business adapt to this new landscape.

Award Staffing Named Best Staffing Agency in MN

Work is an integral part of our lives and it should not be reduced to a mundane routine or stress-filled activity. That’s why we are committed to connecting great people and businesses through meaningful work. Recently, our efforts have been recognized by StarTribune’s Minnesota’s Best contest, where we’ve been named the 2023 “Best Staffing Agency” in the state. This recognition, conferred by our community, is a testament to our unwavering dedication and commitment to providing top-notch staffing solutions.

This recognition is a testament to our core values, pursuit of excellence, and dedication to making a positive impact on our clients, job seekers, and communities. We take this recognition very seriously, and we’ll continue to work with passion and purpose to help our job seekers and clients redefine work.

Winning this award is more than just an accolade for us. It demonstrates our commitment to excellence, providing purposeful and fulfilling employment to job seekers, and creating lasting partnerships with our clients. Our focus at Award Staffing has always been to make people’s lives better by connecting them through meaningful work. Achieving this victory means that our clients and job seekers trust us to deliver on our promises.

Our team provides top-tier services to our customers by comprehending their distinct needs, formulating beneficial solutions, and offering continual support as they navigate the dynamic world of work. Driven by our core values of teamwork, working hard, having fun and being nice, our team tirelessly works to transform the employment experience from mundane to meaningful. This ethos permeates every level of our organization, ensuring an uncompromising standard of excellence in all we do.

We are sincerely grateful to our clients, candidates, and partners who placed their trust in us and contributed significantly to this achievement. As we celebrate this milestone, we reaffirm our commitment to maintaining the highest standards of service, striving for success in all we do. Thank you for being part of our journey!

Don’t miss out on the opportunity to collaborate with Minnesota’s Best Staffing Agency! Browse through our range of services to see how we can help your business reach new heights through our tailored staffing solutions. Let’s redefine work together and embark on a journey towards success.

Decoding Job Postings: What Your Job Postings Say About Your Business

In the wake of the COVID-19 outbreak, a seismic shift has occurred in the job market, as employees around the world have raised their voices, clamoring for more than just a paycheck. This resounding chorus of dissatisfaction has given rise to two striking phenomena: “The Great Resignation” and “Quiet Quitting.” The once silent discontent has reached a crescendo, demanding change and pushing companies to reevaluate their approach to talent acquisition and retention.

Interestingly, amidst this evolving landscape, a new trend has emerged. Young professionals, often dubbed the “millennial” and “Gen Z” generations, are redefining what they prioritize in their professional lives. No longer solely motivated by the allure of high salaries and prestigious titles, they seek something more profound—a sense of control over their time, autonomy in their work, and a greater alignment between their personal values and their employer’s mission.

As hiring professionals, it is our responsibility to navigate these uncharted waters with finesse, understanding the profound impact that job postings can have on attracting top talent. Job descriptions have transcended their traditional role as mere informational tools; they have become powerful glimpses into an organization’s culture, values, and work environment. In this era of transparency and heightened employee expectations, job seekers meticulously scrutinize each word, sentence, and phrase, searching for clues that can either compel them to apply or send them running in the opposite direction.

To thrive in this new era of talent acquisition, we must recognize the pitfalls that lie in crafting job descriptions and avoid inadvertently repelling the very candidates we hope to attract. It is not enough to merely state the requirements and responsibilities of a position; we must understand the underlying messages and impressions that our words convey. Every phrase carries weight, every choice of vocabulary shapes perceptions, and every omission can speak volumes.

In this blog, we will delve into the phrases and expressions that have become red flags for job seekers, capable of sending potential applicants fleeing from our doors. We will explore the pitfalls of outdated terminology, the unintentional messages they convey, and the need for a more nuanced approach to capturing the attention and interest of the talent we seek. Together, we will unravel the mysteries of effective job postings that resonate with candidates and align with the evolving expectations of a new generation of professionals.

Phrases Can Scare Away Job Applicants

In today’s competitive job market, attracting and retaining top talent is a paramount concern for companies across industries. Job seekers are no longer content with simply securing a paycheck; they crave meaningful work experiences that align with their values and offer a healthy work-life balance. Job descriptions play a crucial role in shaping the perception of our organizations while capturing the attention and interest of potential candidates.

However, crafting job postings that strike the right balance between enticing and informative is no easy task. Job seekers have become more discerning than ever before, meticulously examining every word and phrase in search of red flags that signal potential pitfalls in the work environment. It is imperative that we navigate this challenge with finesse, understanding the impact that certain phrases can have on deterring highly qualified applicants.

A recent survey conducted by payroll processor Paychex Inc. delved into the preferences of U.S. adults who actively sought new job opportunities within the past year. The survey sought to identify phrases that had the potential to dissuade job seekers from applying. One common red flag in this survey is the use of phrases that hint at potential overwork. In a world where burnout is a growing concern, job seekers are increasingly cautious about organizations that may demand excessive time and energy. While it is important to create an exciting and vibrant work environment, it is equally vital to assure candidates that their well-being and work-life balance will be respected.

Notably, the findings revealed several phrases that topped the list of turn-offs for prospective candidates. These phrases included “Like a family,” “Self-starter,” “Willing to wear many hats,” “Must handle stress well,” and “Fast-paced.” The survey shed light on the evolving expectations of job seekers and emphasized the importance of carefully selecting language that resonates positively with prospective candidates.

Let us embark on this journey of discovery, exploring what not to say in job descriptions, and learning how to create engaging and compelling narratives that entice the best and brightest to join our ranks. Together, we can build organizations that cultivate meaningful work experiences and foster the growth and success of both employees and the company as a whole.

1. “Like a family”

In recent years, the phrase “like a family” has become increasingly prevalent in job postings, with its usage quadrupling according to data from While the intention behind this phrase may be to convey a sense of camaraderie and support within the organization, its implications can be far more nuanced and potentially off-putting to job seekers. In this blog, we will explore the hidden dangers associated with using the “like a family” analogy in job descriptions, shedding light on how it can be misinterpreted and inadvertently deter top talent from applying.

At first glance, describing a company as “like a family” may seem endearing and inviting. However, upon closer examination, this phrase can be read as a code for potential workplace issues that job seekers are keen to avoid. Some individuals argue that likening a workplace to a family can imply a tolerance for verbal abuse or a lack of clear boundaries within the organization. Job seekers may be wary of environments where the lines between personal and professional life become blurred, potentially infringing upon their personal well-being and work-life balance.

Additionally, job postings that boast about perks such as free meals and on-site entertainment alongside the “like a family” phrase can inadvertently signal that employees are expected to go above and beyond their regular working hours. This can create an atmosphere where employees feel compelled to stay late, sacrificing their personal time for the sake of the “family.” Such implications can dissuade candidates from seeking a healthy work-life integration and may push them to pursue opportunities where their personal lives are respected.

While families can be sources of love, support, and unity, they can also be riddled with dysfunctionality and blurred boundaries. This parallel can raise concerns among job seekers, especially those who value clear roles, expectations, and a healthy separation between their personal and professional lives. The “like a family” analogy may inadvertently imply a lack of structure, undefined responsibilities, and the potential for a challenging work environment.

Instead, consider highlighting aspects of your company culture that foster collaboration, support, and inclusivity without suggesting an all-encompassing family dynamic. Emphasize the importance of a healthy work-life balance, well-defined boundaries, and professional growth opportunities to demonstrate that your organization values the well-being and individuality of its employees.

2. “Self-starter”

In today’s dynamic job market, the term “self-starter” has become a common buzzword in job postings, seemingly praising individuals who take initiative and require minimal direction. While the intention behind highlighting a candidate’s self-starting abilities may be to attract proactive and motivated individuals, it can inadvertently send the message that the organization lacks proper guidance and support systems. Job seekers might interpret this as an indication that they will be left to figure things out on their own without the necessary resources and guidance to succeed.

Moreover, the term “self-starter” may unintentionally exclude individuals who thrive in collaborative environments or those who prefer a structured and well-defined role. By solely emphasizing the need for self-motivation, you might inadvertently discourage potential candidates who excel in team settings or require clear direction and feedback to perform at their best.

To create more inclusive job postings, it is important to strike a balance between acknowledging the value of self-motivation and highlighting the organization’s commitment to support and mentorship. Instead of solely focusing on self-starting abilities, employers can emphasize qualities such as initiative, proactivity, and the ability to work independently within a collaborative and supportive framework. By emphasizing the availability of resources, mentorship programs, and opportunities for professional development can help candidates understand that while self-motivation is valued, they will also receive the necessary guidance and support to thrive within the organization.

3. “Willing to wear many hats”

The phrase “willing to wear many hats” has become a popular descriptor, often used to convey the expectation of versatility and adaptability in potential candidates. On the surface, “willing to wear many hats” may appear as a positive attribute, suggesting that candidates should be open to taking on diverse tasks and responsibilities within the organization. It implies a level of flexibility and a willingness to step outside one’s defined role. However, it is essential to examine the potential consequences of relying heavily on this phrase in job descriptions.

By emphasizing the need for candidates to wear many hats, there is a risk of creating unrealistic expectations and work overload. Job seekers may interpret this phrase as an indication that the organization lacks clear role definitions and may require employees to constantly juggle multiple responsibilities without proper support or resources. This can lead to burnout and a lack of work-life balance, deterring qualified candidates who prioritize structure and clarity in their professional lives.

Additionally, the phrase “willing to wear many hats” can unintentionally undervalue specialized skills and expertise. Candidates with deep knowledge and proficiency in a particular area may feel that their unique contributions are not adequately recognized or valued within an organization that heavily emphasizes generalist capabilities. This can result in talented individuals seeking opportunities elsewhere, where their specific expertise is valued and utilized to its fullest extent. Instead of solely focusing on the need to wear many hats, it is crucial to emphasize the value of both versatility and specialization within the organization. This can be achieved by clearly defining roles and responsibilities while also highlighting opportunities for growth, collaboration, and the utilization of specialized skills.

4. “Fast-paced” and “Must handle stress well”

In the realm of job postings, two phrases that often make an appearance are “fast-paced” and “must handle stress well.” While these phrases may be intended to portray an exciting and challenging work environment, it is crucial for hiring professionals to consider the deeper implications and potential drawbacks associated with their usage.

The phrase “fast-paced” can be interpreted as an indication of an energetic and dynamic workplace, where tasks and projects move swiftly. However, it is important to recognize that a relentless emphasis on speed can create a high-pressure environment that may lead to burnout and decreased employee well-being. Job seekers who prioritize work-life balance and a more measured pace may perceive a “fast-paced” environment as one that sacrifices their personal lives and mental well-being.

Similarly, the phrase “must handle stress well” implies that the job entails significant levels of pressure and demands resilience in the face of challenges. While resilience is undoubtedly a valuable quality, emphasizing stress handling as a prerequisite for a role can discourage candidates who prefer a supportive and balanced work environment. It may attract individuals who thrive under constant pressure, but it could also deter highly skilled candidates who seek a healthier work-life integration and prefer environments that prioritize employee well-being.

To create more appealing and inclusive job postings it is essential to provide a comprehensive overview of the work environment by acknowledging both the challenges and the support systems in place. Highlighting opportunities for growth, mentoring, and resources that enable employees to effectively manage their workload can demonstrate that the organization values the well-being and professional development of its team members. Emphasizing a supportive and collaborative work culture, where stress is managed through open communication and teamwork, can attract candidates who thrive in environments that prioritize both productivity and employee well-being. Instead of focusing on the pace and stress levels of the role, it is better to highlight the organization’s commitment to work-life balance, flexibility, and employee support programs. By promoting a more holistic view of the work environment, you can attract diverse candidates who value both professional growth and personal well-being.


Navigating these challenges requires a thoughtful and deliberate approach to job postings. As hiring professionals, we must carefully consider the language they use and the messages they convey. It is crucial to be honest and transparent about the demands of the role while simultaneously assuring candidates of the organization’s commitment to work-life balance, employee well-being, and a supportive work culture.

By striking the right balance, we can craft job descriptions that not only attract top talent but also serve as authentic reflections of our organizations through two distinct characteristics – honesty and transparency. Honesty is the foundation of effective job postings. Clearly articulating the demands and expectations of a role helps set realistic expectations for candidates, reducing the risk of mismatched hires. However, honesty should not overshadow the need to highlight the organization’s commitment to work-life balance, employee well-being, and a supportive work culture. On the other hand, transparency is key in assuring candidates that while the role may come with its challenges, the organization is dedicated to creating an environment where employees can thrive. By emphasizing initiatives such as flexible work arrangements, professional development opportunities, and employee support programs, we demonstrate our commitment to fostering a healthy work-life integration.

By weaving honesty and transparency into our job postings, we can create a compelling narrative that attracts not only qualified candidates but also individuals who align with our organizational values and aspirations. This approach builds trust from the very beginning, setting the stage for meaningful connections between candidates and our organizations. Furthermore, job seekers today are more discerning than ever. They actively seek out companies that prioritize work-life balance, mental well-being, and a supportive work culture. By openly addressing these aspects in our job descriptions, we not only attract talent but also differentiate ourselves as an employer of choice in a competitive market.

Ultimately, our goal is not just to fill positions but to attract individuals who will thrive and contribute to the growth and success of our organization. A thoughtful and deliberate approach to job postings is an ongoing process. It requires us to continuously evaluate our language, consider the potential impact of phrases that can deter candidates, and adapt our approach to meet the evolving needs and expectations of job seekers. Through this process, we have an opportunity to reshape the way we communicate our organization’s values, goals, and culture. By placing honesty and transparency at the forefront of our job postings, we create a solid foundation for building relationships with potential candidates. We inspire trust, set clear expectations, and invite individuals who are genuinely excited about the opportunities and challenges our organization offers. Together, let us seize the power of words and create job descriptions that resonate, inspire, and ignite the imaginations of talented individuals who will shape the future of our organization. Check out our services today to see how we can help.

Summer Safety Update

As we all know, the weather in Minnesota can be highly unpredictable, with the summertime being no exception. In the industrial space, one of the main concerns this time of year is employee heat-related safety. Heat stress is a genuine concern for workers and can cause severe illnesses such as heat exhaustion and heat stroke if not prevented. Due to the nature of this concern, you can download heat stress safety documents below to help inform employees of the potential risks associated with working in extreme temperatures.

5 Simple Tips to Keep Your Contingent Workforce Safe

Every employee deserves to work in a safe and healthy environment in the light industrial industry. Workplace safety is essential to prevent accidents and injuries, which can have severe consequences for both employees and businesses alike. Unsafe practices can lead to expensive workers’ comp claims which negatively impact your productivity and profits. As your team is your biggest asset, protecting them should be your #1 priority.

Here are 5 tips to keep your workforce safe:

1. Conduct Training on Safe Operating Procedures

One of the first things that employers can do to protect their employees is by providing thorough training on safe operating procedures. This includes training on how to operate machinery safely, how to handle hazardous materials, and how to lift heavy objects without causing injuries. Employees should be aware of the potential risks and dangers that they face in their work environment. Therefore, employers must educate their workforce on how to prevent accidents and injuries.

2. Provide Appropriate Protective Gear

Wearing the appropriate protective gear is crucial in the light industrial industry. Employers should provide their employees with personal protective equipment (PPE) such as hard hats, safety glasses, work gloves, and earplugs while on the floor. Team leads should make sure that everyone’s PPE fits properly and is comfortable to wear. When employees wear the appropriate protective gear for their work environment, they can minimize their exposure to potential hazards and reduce the risk of accidents and injuries.

3. Be Prepared For Accidents

Slips, trips, and falls are among the most common workplace accidents. Reduce the risk of such accidents by keeping your work environment clean and tidy. This includes cleaning up spills immediately, removing tripping hazards such as loose cables, and ensuring that passageways are clear. Additionally, employers can install anti-slip mats, handrails, and non-slip stair treads to further prevent these types of incidents.

4. Schedule Regular Breaks

Employees who work long hours without taking regular breaks are more likely to suffer from fatigue, which can increase the risk of accidents and injuries. Employers should encourage their employees to take short breaks throughout the day to rest and relax. This is especially important during the summer months when heat stress is more common. Make sure staff are stretching before and during shifts, drinking enough water, and wearing loose comfortable clothing. Taking breaks helps employees to recharge and stay alert. Moreover, taking regular breaks can reduce the risk of strain injuries caused by repetitive tasks.

5. Adhere to Accurate Reporting Processes

When it comes to workplace safety, employers need to adhere to accurate reporting processes. This includes documenting any safety concerns or hazards that may arise in the workplace. Make sure training is also provided to employees on how to report incidents. Encourage them to voice any safety concerns they have to promote a safe work environment. By taking the time to accurately report these issues, you can ensure everyone is doing their best to prevent any potential accidents or injuries from occurring. Additionally, having a well-documented record of safety issues will help employers identify areas where improvements need to be made and take corrective action as needed.

Partner With Us

Workplace safety should be a top priority for every employer, especially in the light industrial industry. By providing training on safe operating procedures, wearing protective gear, preparing for accidents, scheduling regular breaks, and documenting safety concerns, employers can significantly reduce the risk of accidents and injuries. Investing in workplace safety helps to create a safer work environment for all, resulting in improved productivity and overall job satisfaction. At Award Staffing, our experts are highly knowledgeable in workplace safety. Enlist our services to better protect your team and bottom line. Contact us today to learn more about how we can help you keep your contingent workforce safe.