Redefining Employee Engagement and Experience

Did you know that employee engagement and experience are two of the most important factors for companies when it comes to attracting and retaining top talent? Even though employee engagement and experience appear to be similar, there is a few key differences. Employee engagement is the level of an employee’s psychological investment in their job. This includes factors such as how motivated they are and how committed they feel to the organization. Employee experience, on the other hand, is the journey that an employee takes while they are employed with a company. This includes everything from the onboarding process to how they are managed and developed.

Organizations need to focus on both employee engagement and experience in order to create a work environment that is attractive to top talent. By redefining employee engagement and experience, businesses can set themselves apart from the competition and better attract and retain employees.

Businesses need to redefine these concepts to stay competitive in today’s market. In this blog post, we will discuss what employee engagement and experience mean and how companies can go about improving them.

What is Employee Engagement?

Employee engagement is the level of an individual’s commitment to their organization and its goals. Employee engagement is critical to the success of any organization. A company with high employee engagement will see its employees go above and beyond to achieve goals, be more productive, provide better customer service, and are less likely to leave their employers. On the other hand, a company with low employee engagement will struggle to retain staff and may see high rates of absenteeism and turnover.

There are many factors that contribute to positive employee engagement, but there are five that are most important:

1. Meaningful Work

Employees who feel that their work is meaningful and that they are making a valuable contribution to the organization are more likely to be engaged and motivated. To create a culture of engagement, organizations need to ensure that employees have opportunities to connect their individual work to the company’s mission and goals. This can be done through regular communication from leadership about the organization’s strategy and how each employee’s role contributes to its success. In addition, employees need to be given autonomy and responsibility for their work and challenges that allow them to stretch and grow. When employees feel valued and empowered, they are more likely to be engaged in their work and committed to the organization’s success.

2. Opinions are Valued

In any work environment, it is important for employees to feel that their voices are heard and that their opinions are valued. When workers feel like they are part of a team and that their contributions are appreciated, they are more likely to be motivated and invested in their work. Additionally, companies that encourage open communication and feedback are better able to identify potential problems and make changes that will improve the workplace for everyone. It is essential to create an environment where employees feel comfortable speaking up and sharing their ideas to create an effective and thriving workplace.

3. Understanding of Contributions to Company Goals

It is essential that employees have a clear understanding of the organization’s goals and how their work fits into the bigger picture. Otherwise, they will quickly become disengaged, and their work will suffer. A clear understanding of the organization’s goals helps to motivate employees and gives them a sense of purpose. It also helps them see how their work contributes to the overall success of the organization. Without this understanding, employees are likely to feel like they are just going through the motions without any real sense of direction. Therefore, it is essential that managers take the time to explain the organization’s goals to their employees and help them to see how their work fits into the bigger picture.

4. Opportunities for Growth

It’s no secret that happy employees are more productive employees. But what often goes overlooked is the fact that employees also need to feel that they have the opportunity to grow and develop within the organization. When employees feel stagnant, they become less engaged and are more likely to start looking for new opportunities. On the other hand, employees who feel that they are constantly learning and developing are more likely to be satisfied with their current situation. Therefore, it’s essential for organizations to provide their employees with opportunities for growth. This can include formal development programs, mentorship relationships, and even simply encouraging employees to take on new challenges. By investing in the growth of its employees, an organization can create a more positive and productive work environment.

5. Feeling Appreciated and Supported

A recent study by the Society for Human Resource Management found that employees who feel appreciated by their managers and colleagues are more engaged in their work and have a stronger sense of commitment to their organization. The study also found that when these factors are present, employee engagement will be high, and organizations will thrive. These findings underscore the importance of creating a workplace where employees feel appreciated and supported.

When managers take the time to express appreciation for their employees’ hard work, it not only boosts morale, but it also increases employee engagement and loyalty. In addition, when employees feel like they are part of a supportive team, they are more likely to go above and beyond to help the organization achieve its goals. Creating a workplace where employees feel appreciated and supported is essential to organizational success.

What is Employee Experience?

Employee engagement is a person’s dedication to their company. Employee experience, on the other hand, is the totality of an individual’s interactions with their employer. It’s important for organizations to focus on creating a positive employee experience from the very beginning to attract and retain top talent. This starts with the onboarding process and extends to day-to-day activities and interactions with colleagues. By creating a positive employee experience, organizations can increase employee engagement and loyalty.

It’s important to note that employee experience goes beyond just engagement – it also includes factors such as company culture, work/life balance, and development opportunities. Investing in employee experience is therefore essential for ensuring the long-term success of any business.

Here are three ways to improve your company’s employee experience:

1. Invest in Employer Branding

As any business owner knows, attracting and retaining top talent is essential to success. One way to do this is to invest in employer branding. Employer branding is the process of creating a positive reputation for your company as a great place to work. This can be done through things like social media, job postings, and employee referral programs.

But why is it so important?

By creating a positive employer brand, you’ll be able to attract more high-quality candidates. And once you have them, you’ll be able to retain them longer. In fact, studies have shown that companies with strong employer brands have 25% lower turnover rates. So if you’re looking to improve your employee experience, investing in employer branding is a great place to start.

2. Create a Clear and Concise Onboarding Process

It’s no secret that employees are the backbone of any successful company. That’s why it’s so important to make sure that new recruits are properly onboarded and oriented to the company’s mission and values. The onboarding process should be designed to foster a sense of belonging and help new employees feel comfortable asking questions and seeking help when needed. By taking the time to orient new employees to the company’s culture and goals, you can ensure that they will be productive, engaged members of the team from day one. In turn, this will lead to a healthier, more successful business.

Organizations with a clear and concise onboarding process see 89% less turnover in their first year. In addition, new employees who go through a structured onboarding process are 69% more likely to be with the company after three years. Therefore, a clear onboarding process will help reduce turnover and retain employees.

3. Focus on Communication

Excellent communication is essential for any workplace. It helps build trust and understanding and can prevent misunderstandings and conflict. When employees feel like they can openly communicate with their managers and team members, it fosters a sense of teamwork and camaraderie.

There should be channels for both formal and informal communication. Formal communication channels include things like company newsletters, memos, and emails. Informal communication channels include regular team meetings, one-on-one check-ins, and even just casual conversations in the break room. Feedback should be encouraged at all levels. employees should feel comfortable giving feedback to their managers and vice versa. As a result, open communication is essential for a thriving business. When everyone feels like they are able to freely express themselves, it leads to a better work environment and, ultimately, better results.

Putting it All Together: Improving Employee Engagement and Experience

Employee engagement and experience are two of the most important factors in any organization. Engaged employees are more productive, more satisfied with their work, and less likely to leave the company. Likewise, a positive employee experience leads to higher levels of satisfaction and decreased turnover. Yet, many organizations struggle to improve these two areas.

So, how can companies redefine employee engagement and experience? There are a few ways to do this:

1. Focus on Employee Wellbeing

Focusing on employee wellbeing contributes to a positive work environment and makes employees feel valued. There are a few ways to do this. First, focus on creating a healthy work-life balance. Encourage employees to take regular breaks and provide flexible scheduling options when possible. Secondly, invest in workplace amenities that will make employees’ lives easier. For example, on-site childcare or dry-cleaning services can help employees save time and reduce stress. Finally, offer wellness programs that promote physical and mental health. Things like fitness classes, meditation rooms, and employee assistance programs can all help employees feel their best.

When you focus on employee wellbeing, you create a workplace that employees want to be a part of. By making your employees’ lives easier and investing in their health and wellbeing, you can create a more engaged and positive workforce.

2. Creating Online Employee Experiences

As the world increasingly moves online, companies are starting to follow suit by creating online employee experiences. From Zoom-driven team-building parties to fitness and yoga classes, mindfulness sessions, and more, there are a number of ways to keep employees engaged and connected virtually. Not only do online experiences provide a convenient way for employees to connect with each other, but they can also be customized to fit the needs and interests of your workforce. Here are some examples of employee-based online experiences:

 Fitness and Wellness Classes

Promote physical and mental health with online fitness and wellness classes. From yoga to HIIT to meditation, there are a number of options to choose from.

Mindfulness Sessions

Mindfulness can help reduce stress and promote focus and productivity. Offer employees a chance to de-stress with regular mindfulness sessions.

Employee Assistance Programs

Employee assistance programs (EAPs) provide a variety of services to employees, from counseling and financial planning to legal assistance. By offering an EAP, you can help employees with a range of needs.

By offering these types of online experiences, you can improve employee engagement and create a positive employee experience. These types of experiences are convenient, cost-effective, and can be tailored to the needs of your workforce.

3. Life Experience Benefits

In the past, HR benefits have largely been about providing employees with perks that make working for a particular company more attractive. However, we are now starting to see a shift towards benefits that focus on life experiences. This trend is being driven by a number of factors, including the rising cost of living and the increasing importance of work-life balance.

As a result, we are likely to see more companies offering benefits that help employees to save money, such as discounted travel and free or reduced-priced access to leisure facilities. We are also likely to see more companies offering flexible working arrangements and extended leave policies. This shift represents a recognition of the fact that employees value experiences more than ever before, and it is likely to be one of the most significant HR trends in the years to come.

For example, companies could offer each employee a $100 bonus to spend on a party and presents for their families. Another example of this sending food deliveries straight to employees’ homes, so they don’t have to spend time cooking and grocery shopping. Bonuses like these demonstrate to employees that a company cares and supports them through hard times by deed, not by word.

What matters to employees has changed, and companies need to change with them. By offering benefits that focus on life experience, businesses can show their employees that they understand what matters to them. In turn, this can help to improve employee engagement and retention.

Creating Positivity for Your Employees

There are many ways to improve employee engagement and experience. Some companies invest in employee development programs, while others offer more flexible work schedules or perks and benefits. Whatever the approach, the goal is always the same: to create a positive and healthy work environment where employees feel valued and supported.

There is no one-size-fits-all solution, but it’s clear that companies need to focus on redefining employee engagement and experience to better attract and retain employees. The benefits of improving employee engagement are clear. Companies with engaged employees see lower turnover rates, higher productivity, and improved customer satisfaction. In today’s competitive marketplace, these are essential ingredients for success. Improving employee experience by creating a positive environment helps to reduce turnover and retain employees. Company culture, clear onboarding process, and open communication are key examples of this.

If you’re looking for a company that understands the importance of employee engagement and experience, Award Staffing is the perfect choice. If your business is looking for employees that will help take your business to the next level, we can connect you with top talent that will bring you success. Contact us today to learn more about how we can help you attract and retain the best employees.

 

What Is Candidate-Centric Recruiting, How Do You Do It, & Why You Should Care?

In today’s job market, it’s more important than ever to put the candidate’s needs first. Candidate-centric recruiting is an approach that focuses on creating a positive experience for the job seeker. From the initial contact to the final offer, the goal is to make sure that the candidate feels valued and respected. This can be accomplished by being responsive to inquiries, providing clear and timely communication, and getting to know their interests and goals. By making the candidate feel like they are the priority, you are more likely to attract top talent to your organization.

The Future of Recruiting is Candidate-Centric Based

In recent years, there has been a shift in the recruiting landscape. Where employers used to be in the driver’s seat, candidates are now calling the shots. With a wealth of information at their fingertips, candidates can research companies and compare roles before applying. As a result, employers need to find new ways to stand out and attract top talent. One way to do this is by focusing on candidate experience. From the moment a candidate expresses interest in a role, employers need to provide a seamless and positive experience. This means keeping candidates informed throughout the process, responding to their needs, and respecting their time. In today’s candidate-centric world, those who prioritize experience will be the ones who win the war for top talent.

Tips For Creating a Positive Candidate Experience

There are a few key things that you can do to make sure that your candidates have a positive experience. Here are five ways to make sure that your candidates feel valued:

1. Be Responsive To Inquiries

It’s essential to be responsive to inquiries. Candidates should never feel like they are being ignored or that their questions are going unanswered. By being responsive, you show that you value their interest and want to keep them informed throughout the process. Candidates want to know that they will be valued at their future positions. They will appreciate you taking time to connect with them and be more likely to choose you in their job search.

Additionally, you can use this opportunity to sell your company and position further. This is also a chance to weed out candidates who may not be a good fit for the role or company. For example, if they are unresponsive to your attempts to engage them, it’s likely that they will also be unresponsive in other areas. Therefore, being responsive is key to finding the best candidates.

On the other hand, if a candidate feels they are being ignored, it will reflect poorly on your company. Not only does it make you look unorganized, but it shows them that their experience is not important to your business. Consequently, poor communication makes candidates less likely to want to work for you. Additionally, other potential candidates will also hear about your poor communication and may be discouraged from applying. In today’s competitive job market, you can’t afford to lose potential candidates due to poor communication. So make sure you are responsive to any and all questions from candidates. It will go a long way in ensuring you find the best possible employees for your company.

2. Candidate-Centric Job Postings

The first step in candidate-centric recruiting is to create a strong job posting. Your ad should be clear and concise, and it should accurately reflect the role you are trying to fill. Make sure you also advertise the benefits of your position to show added value to potential candidates. Another tip is to avoid using jargon or buzzwords that might turn off top applicants. Once you have created a strong job posting, the next step is to get it in front of the right people.

There are several ways to do this, but one of the most effective is using job boards specific to your industry. This will help you reach active and passive job seekers who are a good fit for your open position. You can also use social media to reach a wider audience. By using hashtags and sharing your job posting on relevant platforms, you can significantly increase the number of people who see it.

3. Be Organized During Interviews

The interview process is another vital opportunity to showcase your commitment to candidate experience. One of the worst things you can do is keep a candidate waiting or cancel an interview at the last minute. This sends the message that you don’t value their time or interest in the role. Instead, make sure that your interviews are well-organized and that you are prepared to answer any questions that the candidate might have. It’s also important to take the time to get to know the candidate as a person. This will help you determine if they would be a good fit for your team and if they are genuinely passionate about the opportunity.

4. Get To Know Candidate’s Skills, Interests, and Goals

The traditional recruitment model has been employer centric – focused on filling the needs of the company. However, this approach can often result in a poor match between the candidate and the role, leading to high turnover rates and decreased productivity. In contrast, candidate-centric recruiting is focused on finding the right fit for the candidate rather than simply filling a position. This approach starts with a thorough understanding of the candidate’s skills, interests, and goals. The recruiter then uses this information to identify roles that would be a good match. This approach increases satisfaction and retention rates by ensuring that candidates are placed in positions suited to their abilities and interests. As a result, candidate-centric recruiting is becoming increasingly popular as companies seek to improve their hiring outcomes.

5. Appeal to Candidates in Job Offers

Once you’ve found the right candidate, it’s time to make them an offer. Unfortunately, this is where many organizations drop the ball when it comes to improving candidate experience. They either take too long to extend an offer, or they lowball the salary and benefits package to save money. Neither of these approaches is likely to result in the candidate accepting your offer. Instead, make sure that you are prepared to extend an offer as soon as you’ve made your decision. This will show the candidate that you are interested in them and value their time.

It’s also important to be competitive with your salary and benefits package. Not only is this an added incentive to candidates, but it also shows that you are committed to transparency and fairness. However, if you lowball the offer, the candidate is likely to feel undervalued and may choose to accept a position with another company. In this way, it is important to be timely and offer competitive benefits to successfully execute a candidate centric approach.

The Benefits of Candidate-Centric Recruiting

As discussed, the traditional recruiting model has been employer-centric. However, more and more businesses are adopting a candidate-centric approach which emphasizes finding candidates that are the best fit for the job. This shows candidates that you willing to make them a priority in your hiring approach. Therefore, there are many benefits to this style of recruiting. First, it helps to attract top talent. Candidates who feel like they are being recruited according to their skills and experience are more likely to be engaged with the process and accept a job offer. Additionally, candidate-centric recruiting can help to build a strong employer brand. Candidates who have a positive experience with your hiring process are more likely to recommend the company to others, which can help attract even more top talent.

In today’s competitive landscape, candidate-centric recruiting is essential for businesses that want to attract and retain the best talent. If you’re looking for a great candidate for your next role, look no further than Award Staffing. We are dedicated to finding the best fit for both the employer and the candidate. To learn more about our process, check out our services.

 

3 Reasons Why You Need to Normalize Including Wages in Job Postings

Job seekers often have difficulty finding out how much a position pays before they apply, interview, or even accept an offer. Including wages in your job means that workers can make informed decisions about their job search. This shows your commitment to transparency, makes your hiring process more efficient, and gets more and better qualified candidates. We will also discuss how omitting wage information can create several problems for you and your organization. To put it simply, we need to normalize putting wages in job postings. Here are four reasons why:

1. Shows Commitment to Transparency

When job seekers see a job posting that doesn’t include information about wages, it can create a sense of unease. After all, wages are a vital part of any job, and not knowing how much a position pays can make it difficult to assess whether the job is a good fit. Many won’t even apply for positions unless they know that the compensation is in line with their qualifications and experience. Talent applicants are much more likely to apply if wages are included in the job description.

On the surface, companies may seem like they are protecting themselves from setting expectations too high or low. If they set it too high, they may price themselves out of qualified applicants. Or, if they set it too low, they may not be able to attract the best talent. By omitting wage information altogether, it gives the company more flexibility in negotiating pay with candidates. This is not always a best-case scenario. Omitting wage information can inadvertently create an environment where discrimination can occur against certain groups of people, such as women and people of color, who research has shown are more likely to be lowballed in salary negotiations.

For the most part by including salary information in job postings, employers can show that they are committed to transparency and fairness. It also helps them to set reasonable expectations among applicants. This in turn can help companies to attract qualified candidates who feel confident that they will be paid fairly for their work.

2. Makes Your Hiring Process More Efficient

Candidates need to know they can earn a fair and competitive wage before considering your job posting. It is wise to include salary information in your job posting to prevent inefficiencies in your hiring process. You can save more time and money by hiring more qualified candidates in the beginning than wasting time spent on training. When employees feel underpaid, they might turn elsewhere, driving up turnover rates. Here are some reasons why including wage information can help you to improve your hiring process.

Save Time and Money

Companies that don’t list wage ranges in their job postings tend to spend more time and money on recruiting and training new employees than they would if they were upfront about salaries from the onset. By wasting more time simply on training, you can slow down productivity and decrease sales. Overall, organizations can save more time and money by hiring qualified candidates at the beginning. By doing so this will make your hiring process much smoother and more efficient.

Decrease Turnover Rates

By including wages in their job description, companies can also improve their hiring process by decreasing turnover rates. Many find that they have higher turnover rates if employees feel like they are being underpaid. This can lead to decreased morale and higher stress levels among those remaining to pick up the slack. Companies may also experience higher turnover rates if employees feel they are earning less than they could be making elsewhere. For example, if your employees feel they are being low-balled in their salary offer, they may search for work through a competitor. Therefore, applicants will favor businesses that are transparent about their wage information in their job search. By doing so, organizations will not miss out on obtaining top talent. As a result, you will secure your place among competitors to acquire skilled employees.

Generally speaking, by being upfront about salary ranges, companies can avoid wasting time and resources on training employees and decrease turnover rates. They can ensure that they attract candidates who are willing to work for the offered wage and who are less likely to leave when they realize that they are making less than what they could be earning elsewhere. In today’s competitive job market, offering a fair and competitive salary is essential for attracting and retaining qualified candidates. In the long run, listing salary ranges in job postings is a win-win for both employers and employees.

3. Get More and Better Qualified Candidates

Unfortunately, many employers choose to withhold this information until after the interview process has begun. This can be frustrating for candidates, who may not want to go through the hassle of interviewing only to find out that the salary is below their expectations. Listing wages upfront can help attract qualified candidates, as they will know whether the position is a fair and livable wage.

A recent study found that employers who list their wages are more likely to receive higher quality candidates. The study, which researchers at the University of Toronto conducted, looked at job postings on a popular online job board. They found that postings that included wage information were more likely to receive applications from well-qualified candidates. The researchers believe that job seekers are aware of the expectations and can self-select out if the wage is too low for their qualifications. This is especially important in today’s economy, where people are often forced to take jobs that pay less than they’re worth.

Overall, listing salary information will help you attract more and better qualified candidates. This simple step can also help you filter out unqualified applicants. As a result, you will save time and resources by receiving only applications from individuals who directly qualify for the position. Leaving you with more and better qualified applicants. This also helps to avoid getting applications form people who are not within the salary range that you are willing to pay. So, employers can attract the best candidates for the job and avoid wasting time on unqualified applicants by listing compensation information in the job description.

What Are You Hiding?

Job postings that don’t include salary expectations can significantly turn off prospective employees. After all, who wants to apply for a job without knowing how much it pays? In today’s job market is it essential to be upfront about compensation. It shows candidates you offer and fair and competitive wage, saves you time and money, and decreases turnover rates. Comparatively, leaving wages out of job postings can create several problems:

Organizational Health and Stability

First, job seekers are often looking for more than just a paycheck. Salary is usually just one of many factors they consider when deciding whether to apply for a position. Other factors include company culture, career growth potential, and work/life balance. However, one of the most important considerations in today’s landscape is job security. When a company does not list a salary range in a job posting, it gives the impression that they are not doing well financially. This can deter potential employees from applying, as they fear that the position may not be stable. In addition, it can also make the company seem unprofessional and disorganized. Therefore, including wages shows potential candidates that you can provide high job security and are financially stable.

Misunderstandings in the Hiring Process

Second, it can lead to misunderstandings during the hiring process. For example, if an applicant is offered a lower salary than they expected, they may feel misled and back out of the offer. As a result, businesses fail to obtain a great employee. You can avoid missing out on qualified talent by simply being upfront about compensation in your job posting.

Failing to disclose salary information can also negatively affect your work environment. For instance, it can create tension between employees. If some workers are being paid more than others for performing similar tasks, it can lead to resentment and conflict. Thus, this can lead to a combative workplace for everyone. Moreover, it can lead to employees demanding higher pay than the organization can afford. You can eliminate these complications by being transparent about salary offerings. This will help you to create a safe and stable work environment that top talent will be drawn to.

You Know Your Pay is Low

Finally, it indicates that you may be lowballing your salary compared to the going rates in your market. If a company is looking to pay as little as possible, they may not want to give a range upfront. However, many people will not apply for a job if they don’t know what the pay is. This will also help you to set expectations among your applicants. As we discussed, applicants need to make sure the position will offer them proper job security before considering it. By including salary information in job listings, candidates know that the business is serious about taking care of their employees. This also shows potential applicants that the business provides a fair and livable wage. This makes your position and company irresistible in the overall job market.

Being Upfront is the Best Solution

At Award Staffing, we believe that being upfront is the best solution when it comes to including wages in job postings. This will ensure you find the talent that you are looking for. First, it shows your commitment to transparency. Candidates feel confident they are being paid fairly and prevents you from inadvertent discrimination. Secondly, it makes the hiring process more efficient. It saves you time on training unexperienced applicants and decreases turnover rates. Lastly, it gets you more and better qualified candidates. Applicants can ensure that the listed salary meets their expectations. Listing salary information also prevents problems such as unreliable job security, stressful work environments, low balling rates compared to your overall job market.

If you’re looking for workers in the Twin Cities, look no further than Award Staffing. We are a leading staffing agency in the Twin Cities, and we can help you find the best candidates for your open positions. Contact us today to learn more about our services!

4 Reasons For The War on Wages

There’s no doubt that wages have been increasing at an unprecedented rate over the past few years. While this is good news for workers, it’s also having a significant impact on businesses and the economy. For workers this means they can afford higher standards of living. For businesses, rising wages can lead to increased costs and lower profits. In turn, this can lead to layoffs, price increases, and other negative consequences. For the economy, rising wages can lead to inflationary pressure and higher interest rates.

There are four specific factors behind the recent increase in wages.

1. Cost of Living is Increasing

The cost of living has been on the rise in recent years, and this has had several consequences for workers and businesses alike. One of the most obvious effects is that workers are demanding higher salaries to keep up with the cost of living. The rising cost of food, housing, gas, and other essentials have affected them in their daily lives. While workers benefit from higher wages in terms of purchasing power and improved standards of living, sometimes it is not enough. In some cases, they are forced to take on second jobs or increase their hours. According to the law of supply and demand, as they earn more money, they can spend more money on goods and services. As demand for these goods and services increases, so do prices.

As a result, businesses may suffer because they have had to increase prices to compensate for the higher cost of labor. This has put pressure on businesses, who have had to either raise prices or find ways to cut costs. In some cases, businesses may also relocate to cheaper areas to stay afloat. This can lead to inflation, which reduces the purchasing power of workers’ wages and ultimately negates the gains they made in the first place.

Overall, this can have a negative impact on workers and their families, as well as on the overall economy. The result is that the economy has become increasingly inflationary, which has led to an increase in the cost of living. Inflation is a vicious circle, and it is one of the most critical factors that have led to the current economic crisis. Ultimately, the cost of living is affected by the delicate balance between workers’ wages and businesses’ profits.

 

2. The Supply of Labor is Diminishing

One of the key factors driving up wages is the diminishing supply of labor. This is due to several factors, including the increase in retirement, fewer young people entering the workforce, and a lack of skilled workers. As a result, employers are increasingly competing for a shrinking pool of workers, leading to higher wages. However, as businesses increase wages to keep up with the demand for workers, it makes their operations more expensive. Furthermore, the pool of potential candidates is becoming increasingly selective, meaning that businesses must compete more aggressively for top talent. As a result, businesses are being forced to increase their goods and services in order to stay afloat.

Overall, the diminishing supply of labor has greatly affected the increase in wages.

This is due to the shrinking pool of available employees, and the high demand for the limited labor market. As we discussed, business need to increase wages to attract talent from the shrinking supply of labor. This can be good news for workers who are competing to keep up with the cost of living. However, it can be challenging for businesses, particularly small businesses with tight margins. To stay profitable, they are forced to increase their operating costs and prices. In this way the increase in wages is caused by businesses need to compete with a limited labor market.

3. The Demand for Labor is Increasing

The third factor behind increasing wages is the growing demand for labor as businesses expand. With more companies comes the need for more workers to fill those positions. The law of supply and demand tells us that when there is an increase in demand for a product, the price of that product will also increase. The same is true for labor. When businesses are expanding and looking to hire more employees, the cost of labor will also increase.

In addition, businesses may also find it difficult to invest in new equipment or technology when labor costs are high. As a result, the demand for labor can have a major impact on businesses, both in terms of costs and productivity. When making hiring decisions, businesses must carefully consider the balance between labor costs and other factors such as experience and skills. By considering the full impact of labor costs, businesses can make more informed decisions that will help them remain competitive in today’s market.

This has led to a situation where businesses are competing for workers, which pushes up wages. The increases we have seen in wages over the past year is a direct result from this increased demand for labor. This has also affected businesses investments and the way they make hiring decisions. All in all, businesses are facing mounting pressure to find workers, and they are willing to pay higher wages to get the employees they need.

4. Attracting Talent With Better Benefits

To stay competitive with the diminishing supply of labor, companies are continually looking for ways to attract and retain top talent. This means not only increasing wages but offering a better benefits package to stay competitive. Therefore this causes them to increase their prices in order to compensate with higher wages.

One way businesses are competing for workers is by offering more flexible work arrangements. According to a recent survey, nearly two-thirds of workers would prefer a job with flexible hours or the ability to work from home. This is especially desirable for households who need that flexibility due to the increasing costs of childcare. By offering a more flexible work environment businesses can attract top talent and improve their bottom line.

Another way many businesses do this by improving their employees’ compensation packages. To stay competitive, companies must offer competitive salaries and benefits to attract limited talent. These benefits can include PTO, over time hours, and holiday pay. However, this has led to an unfortunate consequence: businesses are passing these costs onto consumers in the form of higher prices. With the recent increase in employee wages, they need to raise their prices in order to stay profitable. This has also affected consumers who need to manage the duality of demanding affordable prices and supporting business who treat their employees well.

Businesses have needed to increase their benefits and wages in order to attract talent in a limited labor pool. This has unfortunately caused them to increase their prices. This has made it difficult for consumers to choose between affordability and business who take care of their employees. Therefore the increase in wages affects employees benefits, the cost of goods and services, and the overall economy.

 

What Does This Mean

Rising wages are a significant challenge for businesses, employees, and the economy. But they are also a sign of progress. By understanding the factors behind the increase in wages, we can begin to develop strategies to address the challenges that come with it. As wages tend to reach historical standards, there’s no question that they are having a major impact on the economy. As the cost of living increases, employees are forced to demand higher wages to compensate. This results in business raising their operating costs in order to comply. Additionally, they need to increase their benefits package to attract a limited supply of talent. As a result, businesses must ­cut out equipment investments and adjust their hiring process as wages increase. We’ll likely see even more changes in the business landscape in the coming years as companies adjust to the new reality of higher wages.

Award Staffing is committed to guiding our clients through the war on wages. As your staffing partner, we can help you navigate the challenges of rising wages and find solutions that work for your business. We understand the pressures companies are under, and we’re here to help you find the best way to move forward. Contact us today to learn more about how we can help you during this time of change.

 

How to Communicate When Working with a Staffing Agency

It’s no secret that communication is essential in any relationship. This is especially true when it comes to working with a staffing agency. By communicating clearly and concisely with the staff at the agency, you can ensure that you find the best possible candidates for your job openings, as it will help your staffing agency better understand what you are looking for in a candidate.

The importance of communication in any relationship

Communication is vital in any relationship, whether it is between friends, family members, or co-workers. Communication is about our ability to share thoughts, feelings, needs, and desires in a way that is both clear and effective. It’s also about listening to what the other person has to say and trying to understand their perspective. To have effective communication in any relationship, it’s essential to be open, honest, and respectful. It’s also important to be patient and understanding, even when there are disagreements. By communicating effectively, we can build strong relationships that are based on trust, respect, and mutual understanding.

When communication is effective, it allows people to understand each other better and constructively resolve conflicts. However, communication can lead to misunderstandings and resentment when communication breaks down. Therefore, it is essential to open up lines of communication and encourage honest and respectful dialogue. This can be not easy at times, but it is worth the effort in order to maintain a strong and healthy relationship.

This is especially true when it comes to working with a staffing agency. By communicating your needs and expectations clearly, you can ensure that you find the best possible candidates to fill your job openings. The staff at the staffing agency will also appreciate your communication, as it will help them better understand what you are looking for in a candidate. Clear and concise communication will help to make the staffing process much smoother and more efficient.

The importance of communication when working with a staffing agency

When working with a staffing agency to fill job openings, it’s important to be clear about what you’re looking for in a candidate. The staff at the agency will use your input to help find candidates that match your specific needs. Open communication also allows for a mutual understanding of expectations. For example, if your business is looking to hire a customer service representative, you will need to communicate your expectations to the staffing agency. These expectations might include excellent communication skills, a friendly and outgoing personality, and the ability to handle complex customer service inquiries. By being clear about your needs, you can ensure that the staffing agency finds candidates who are the best fit for your business.

If you’re not sure about what you’re looking for, or if your needs change, be sure to communicate this to the staff at the agency too. They’ll be more than happy to help you find the right candidates for your company. You can find the perfect candidates to fill your job openings by working together and maintaining open communication.

Tips for communicating effectively with a staffing agency

When you’re looking to hire new employees, partnering with a staffing agency can be an excellent way to find high-quality candidates. However, it’s important to communicate effectively with the agency to get the best results. Here are a few tips:

Be clear about your needs and expectations.

When you contact a staffing agency, be sure to let them know precisely what type of candidate you are looking for. The more specific you can be, the better. Be sure to include information such as job title, skills and experience requirements, and any other relevant details. The staff at the agency will use this information to create a custom list of potential candidates that meet your criteria. This saves you time and energy that would otherwise be spent sifting through resumes of unqualified candidates. In addition, it increases the chances that you will find the perfect person for the job, which can save your company money in the long run. So if you want to make the most of your staffing agency experience, be sure to provide as much information as possible about your ideal candidate.

Ask questions.

When working with a staffing agency to hire employees, it’s important to ask questions if you’re unsure about anything. The staff at the staffing agency should be more than happy to answer any questions you may have. This will help to ensure that you have a clear understanding of the process and that you’re comfortable with the agency you’re working with. Asking questions will also help to ensure that you’re getting the best possible service from the staffing agency. If you have any concerns, don’t hesitate to raise them with the staff. By doing so, you can be sure that you’re making the best decision for your business.

Keep the lines of communication open.

When you’ve found the perfect candidate for a position through a staffing agency, it’s crucial to stay in touch with the agency and provide feedback on how the new hire is doing. This feedback will help the staff to improve its services and better meet your needs in the future. Let them know if the new hire is meeting your expectations and whether or not they fit in well with the company culture. If you have any concerns, be sure to communicate these to the agency so that they can take steps to address them. By staying in touch and providing feedback, you’ll ensure that you get the best possible service from your staffing agency.

The bottom line

Communication is essential in any relationship, but it’s imperative when you’re working with a staffing agency. By communicating your needs and expectations clearly, asking questions, and keeping lines of communication open, you can ensure that you find the best possible candidates for your job openings. The staff at the agency will also appreciate your communication, as it will help them better understand what you are looking for in a candidate. So if you want to make the most of your staffing experience, be sure to communicate effectively with the agency you’re working with.

If you’re looking to hire high-quality employees, partner with Award Staffing. We can help you find the perfect candidates for your open positions. Contact us today to learn more about our services.

How to Attract and Retain Top Talent in Rural Communities

Although rural communities often have a reputation for being isolated and behind the times, this is not always the case. In fact, many rural areas are home to businesses that are at the forefront of innovation. However, these businesses often struggle to attract and retain talent. This is partly due to the perception that there are limited job opportunities in rural areas.

With the right approach, rural businesses can successfully recruit and hire top talent. There are several factors to consider when developing a strategy for recruiting and retaining talent in a rural community.

Know your ideal candidate

When recruiting job seekers to a rural community, it’s essential to know your ideal candidate’s demographics and psychographics. Demographics are the characteristics of a population, such as age, gender, income, education level, etc. Psychographics are the psychological factors that influence someone’s behavior, such as values, attitudes, personality, interests, and lifestyle. By understanding both sets of information, you can more effectively target your recruitment efforts.

For example, if you’re looking for young professionals with a strong work ethic and family values, you might target job seekers who are recently married or have young children. On the other hand, if you’re looking for creative types interested in outdoor recreation and arts & culture, you might target job seekers who live in urban areas but are interested in moving to a more rural setting. By understanding your ideal candidate demographics and psychographics, you can tailor your recruitment efforts to attract the right candidates to your rural community.

Focus on soft skills

When it comes to hiring, it’s essential to know your ideal candidate. And while there are a lot of factors to consider, it’s often the soft skills that make the most significant difference. Soft skills are the personal attributes and qualities that allow someone to interact effectively with others. They include things like communication, empathy, and problem-solving. While hard skills are important, they can usually be taught. On the other hand, soft skills are more challenging to teach and are often more predictive of success. Therefore, when you’re hiring, be sure to focus on finding candidates with the most critical soft skills for your company.

When evaluating candidates, take the time to assess their soft skills.

  • Are they able to clearly communicate their thoughts and ideas?
  • Do they seem open and receptive to feedback?
  • Do they have a positive attitude?

These are just a few soft skills that can make a difference in whether or not a candidate is successful. Paying attention to these crucial qualities will help you find the right person for the job. In addition, by doing so, you’ll increase your chances of finding someone who will be a successful long-term employee.

Create an attractive environment

Many businesses today are finding it challenging to attract and retain top talent. In a highly competitive marketplace, it is essential for companies to create an environment that is attractive to potential employees. Several key factors can make a business more attractive to workers.

1. Offering competitive wages

In today’s economy, businesses need to offer competitive wages and benefits to attract and retain top talent. This is especially true in rural communities, where the pool of potential employees is often smaller. By offering competitive wages and benefits, businesses can ensure that they can attract and retain the best employees.

This may seem counterintuitive, but businesses in rural areas actually need to offer higher wages and benefits than their urban counterparts to attract and retain employees. The cost of living in rural areas is often higher than in urban areas, so workers need to be paid more to maintain their standard of living. Additionally, rural areas often have fewer job opportunities, so workers may be more likely to leave a company if they don’t feel they are being compensated fairly. To compete for talent, businesses in rural areas need to offer wages and benefits that are at least on par with those in urban areas. Otherwise, they will find it difficult to attract and retain the best employees.

2. Focusing on work-life balance

While the quality of life that these communities offer is often appealing to workers, the lack of professional opportunities can be a deterrent. To overcome this challenge, businesses need to create a work-life balance that helps employees feel professionally and personally fulfilled. This can be achieved by offering flexible work arrangements, access to professional development opportunities, and a supportive community. By creating an environment that helps employees thrive both professionally and personally, businesses in rural communities can attract and retain the best talent.

3. Creating a positive work environment

Finally, businesses in rural communities need to focus on creating a positive work environment. This can be done by ensuring that the physical work environment is clean and comfortable and that the company culture is one that values teamwork, respect, and communication. By creating a positive work environment, businesses in rural communities can ensure that they can attract and retain the best employees.

Rural communities offer a unique set of challenges and opportunities for businesses. By creating an environment that meets the needs of employees, businesses can improve their chances of attracting and retaining top talent.

Develop opportunities for Career Growth

In today’s economy, it is more important than ever for businesses to provide career growth and development opportunities. By doing so, rural businesses can develop a competitive advantage in the war for talent.

Studies have shown that employees who feel stuck in a dead-end job are much more likely to leave their current position. Furthermore, employees who do not feel like they are learning and growing are more likely to become disengaged and unproductive. On the other hand, employees who feel like they have opportunities for career growth and development are more likely to be loyal and productive. Therefore, businesses need to provide opportunities for career growth and development. By doing so, companies will be able to retain their best employees and attract new talent.

Focus on what your community can offer

When it comes to economic development, rural communities often face unique challenges. They may have difficulty attracting investment or talent, and they may lack the infrastructure or resources of larger cities. However, there are also many advantages that rural communities have to offer. For example;

  • Rural communities may also have lower crime rates, and they may offer a more affordable cost of living.
  • They often have a strong sense of community and a deep commitment to their residents.
  • They may also have a wealth of natural resources or rich history and culture.
  • Rural businesses often offer a more relaxed and family-friendly atmosphere than their urban counterparts.
  • Many rural communities are located near natural beauty or outdoor recreation areas, which can be a significant selling point for candidates who value work-life balance.

These factors can be attractive to potential employees looking for a different lifestyle. When recruiting and hiring, be sure to highlight the unique advantages your rural community offers.

Bringing it together with a positive mindset

Even with the challenges that rural communities face, there are many reasons to be optimistic about the future. Rural businesses are becoming more creative in their approach to recruiting and hiring. By focusing on the unique advantages, businesses can attract people looking for an alternative to the traditional urban lifestyle. With the right attitude and approach, businesses in rural communities can thrive and provide good jobs for those who want to live and work in these areas.

At Award Staffing, we are dedicated to helping businesses in rural communities find the best talent possible. We understand the unique challenges these businesses face, and we are committed to assisting them in overcoming these challenges. So, if you are a business in a rural community, don’t hesitate to contact us today to learn more about how we can help you find the best employees for your business.

7 Tips for Writing Job Ads that Attract Top Candidates

Job ads are essential for attracting top talent to your company. However, writing an effective job ad is not always easy. You want to include enough information to give potential candidates a good idea of what the job entails, but you don’t want to have so much detail that the ad becomes cumbersome to read. In addition, you need to strike a balance between sounding professional and approachable. The good news is that you can follow a few simple tips to write an effective job ad.

Here are seven tips to help you write job ads that will stand out from the rest:

1. Use keyword-rich titles

In today’s job market, it’s more important than ever to have a catchy title for your open position. With so many candidates to choose from, you need to ensure that your job listing stands out from the rest. A generic title like “Account Manager” is likely to be overlooked. Still, a more specific and attention-grabbing title like “Social Media Marketing Expert” is more likely to grab a candidate’s attention. Be sure to use keywords that accurately describe the role and its responsibilities to attract the right candidates. With a little effort, you can ensure that your job listing gets the attention it deserves.

2. Highlight the company’s culture

Candidates are increasingly interested in company culture when considering job offers. To attract top talent, it’s essential to paint a picture of your company culture in the job ad. Describe the values that guide your business, the way team members work together, and the atmosphere of the manufacturing facility. For example, if you have a casual dress code and allow employees to bring their dogs to work, be sure to mention that in the ad. Candidates will appreciate knowing what to expect if they accept a position at your company. By conveying a strong sense of company culture, you can set your business apart from the competition and attract the best candidates for the job.

3. Describe the role in detail

The body of a job ad is the most crucial part of the ad, as it gives candidates a clear understanding of what the role entails. The duties and responsibilities section should be concise and to the point, highlighting the most critical responsibilities of the position. The required qualifications and skills section should be equally brief, outlining the minimum qualifications and skills needed for the role. By including this information in the body of the job ad, candidates will be able to quickly determine if they are a good fit for the position. As a result, you will save time by only receiving applications from qualified candidates.

For example, if you are looking for a candidate with strong writing skills, be sure to mention that in the job ad. The more specific you can be about the qualifications and skills you are looking for, the easier it will be for candidates to determine if they are a good fit for the position.

Finally, include information about how to apply for the position and who to contact if they have any questions. By following these tips, you can ensure that your job ad attracts qualified candidates who are a good fit for the position.

4. Offer competitive compensation

Compensation is always a hot topic for candidates during the interview process. Candidates want to know that they will be fairly compensated for their work, and employers want to ensure they are paying a competitive salary. The best way to set expectations is to list a competitive wage or salary range in the job ad. This helps to attract qualified candidates who are willing to work for the offered compensation. It also allows employers to weed out candidates who are not a good fit. Of course, there are always exceptions to the rule, but in general, listing a salary or salary range is the best way to ensure both parties are on the same page from the start.

5. Use persuasive language

Job ads are a form of marketing, so use persuasive language to sell the role to candidates. Include action words and phrases that paint a picture of what it would be like to work in the role. For example, instead of saying, “The candidate will be responsible for managing social media accounts,” try “The candidate will be responsible for growing our social media following and engagement.” The latter is more likely to grab a candidate’s attention and pique their interest.

Whenever possible, use a first-person point of view when writing job ads. This makes the ad more personal and relatable, allowing candidates to imagine themselves in the role. For example, “You will be responsible for managing social media accounts” is more effective than “The candidate will be responsible for managing social media accounts.”

Keep in mind that job ads are not the place to get creative with your language. Instead, stick to using straightforward language that everyone can easily understand. This will ensure that your job ad reaches the widest audience possible, and it will also help avoid any confusion on the part of the reader.

6. Include a call to action

A job ad is designed to do one thing: get candidates to apply for the role. Everything else, from the tone and content of the ad to the way it is marketed, should be geared towards this goal. An essential element of a successful job ad is a strong call to action. This is what encourages candidates to take the next step, whether it’s submitting an application or scheduling an interview. Even the most well-crafted ad is likely to fall flat without a call to action.

A call to action can be as simple as “Click here to apply now!” or “For more information, please visit our website.” Including a call to action makes it clear to candidates what the next step is and shows that you are serious about filling the position. If you want to get the most qualified candidates to apply for your open role, include a call to action in your job ad.

7. Proofread the job ad

When you’re writing a job ad, it’s essential to take the time to proofread and edit your work. A well-written and error-free ad are more likely to attract qualified candidates than an ad full of typos and grammatical errors. Also, remember that candidates will use your job ad to gauge their interest in the position and your company, so you want to make sure that it presents a professional image. Here are a few tips for proofreading your job ad:

  • Read your ad aloud to catch any errors.
  • Have someone else read it over to get a fresh perspective.
  • Use spell check, but don’t rely on it entirely – it won’t catch every error.
  • Take your time, and don’t rush the proofreading process. A few extra minutes of effort can make a big difference in the quality of your ad.

Keeping everyone in mind

When you’re writing a job ad, it’s important to keep the needs of both parties in mind. Of course, you want to write an ad that will attract qualified candidates, but you also want to make sure that it accurately reflects the role and your company. By following these tips, you can write a job ad that does both.

If you take the time to craft a well-written and persuasive job ad, you’ll be one step closer to finding the best candidate for the role. And remember, proofreading is essential – even a tiny mistake can discourage candidates from applying. With these tips in mind, you’re ready to write a great job ad that will help you find the perfect candidate for your open position.

We’re here to help

Writing an effective job ad is essential to attracting the right candidates for your open positions. But with so many elements to consider – from the job title and salary range to the required qualifications and preferred skills – it can be challenging to know where to start. Fortunately, Award Staffing is here to help. Our account management team has years of experience writing job ads that attract qualified candidates, and we’re always happy to share our expertise. So if you’re looking for more tips on writing job ads, or need help filling an open position, don’t hesitate to contact us today. We’ll be happy to assist you in any way we can.

6 Ways to Speed up Your Company’s Hiring Process

When it comes to hiring for your organization’s job openings, speed is everything. The faster you can identify and hire the right candidate, the better. There are several reasons for this. First, the longer a position remains open, the more money it costs your company. Second, an open position can drag morale, as other employees have to pick up the slack. Finally, the longer a position stays open, the greater the chance a talented candidate will be snapped up by a competitor.

So if you want to maximize your chances of success, you need to move quickly when filling job openings. So how can you make sure you’re hiring as quickly and efficiently as possible? Fortunately, there are some ways to do this – here are a few tips:

1. Use technology to your advantage

As any HR professional knows, the hiring process can be time-consuming and frustrating. With so many candidates to keep track of, it’s easy to lose sight of the forest for the trees. That’s where applicant tracking systems (ATS) come in. A good ATS can help you keep track of candidates, ensure that all your hiring materials are organized, and automate repetitive tasks. This can free up your time so that you can focus on more important things, like actually meeting the candidates. There are many great ATS out there, so do your research and find one that will work for you. Your future self will thank you.

2. Develop a strong talent pipeline

Having a talent pipeline is essential for any organization that wants to fill job openings quickly and efficiently. A talent pipeline is a pool of qualified candidates that a company can draw from when they have a vacancy. By developing a talent pipeline, companies can avoid the time-consuming and expensive process of recruiting and training new employees from scratch. Not only does this save the company money, but it also ensures that only the most qualified individuals are hired. An effective talent pipeline can differentiate between success and failure in today’s competitive job market. Therefore, companies must invest the time and resources necessary to develop their talent pipelines.

3. Simplify your hiring process

One of the most important aspects of a successful business is finding and hiring the right employees. However, this can often be easier said than done. The process of recruiting, interviewing, and hiring candidates can be time-consuming and complicated. There are various factors to consider, and it can be challenging to know where to begin.

However, it’s important to remember that the simpler your hiring process is, the easier it will be to move candidates through it quickly. By streamlining your process and keeping things organized, you’ll be able to make better decisions about which candidates are right for your business.

In addition, a more straightforward hiring process is more likely to attract top talent. Candidates are looking for efficient and well-run companies, and a streamlined hiring process is a good indication that your business falls into that category. So if you’re looking to improve your hiring process, don’t make things more complicated than they need to be.

4. Delegate and build a team

Trying to do everything yourself is a recipe for disaster. Not only will you quickly become overwhelmed, but you’re also more likely to make mistakes. When it comes to something as important as hiring new employees, it’s essential to delegate tasks and build a team of people who can help. This will allow you to move candidates through the process more quickly and effectively. By delegating tasks, you’ll be able to focus on the most critical aspects of the hiring process and ensure that each candidate receives the attention they deserve.

Furthermore, having a team of people working on the hiring process will allow you to tap into a variety of skills and perspectives, which is essential for making well-informed decisions. So, if you’re serious about making the most of the hiring process, delegate tasks and build a team of people who can help.

5. Be flexible

The hiring process is constantly evolving, and what worked yesterday might not work today. The most important thing is to be flexible and adaptable and always to keep the goal in mind: to hire the best possible candidate as quickly as possible. The hiring process has many moving parts, so it’s crucial to evaluate what’s working and what isn’t constantly. If something isn’t working, don’t be afraid to try something new. The world of work is continuously changing, and the successful hiring manager is the one who can change with it.

6. Use a Staffing Agency

A staffing agency can be a valuable partner in your company’s quest to find the best candidates for open positions. Not only do agencies have extensive databases of potential candidates, but they also have recruitment specialists who are experts at identifying candidates that are a good fit for your company. Working with a staffing agency can help you speed up your hiring process and ensure that you can find the best possible candidates for your open positions.

Additionally, staffing agencies can provide helpful resources and advice throughout the hiring process, from candidate screening to onboarding. By partnering with a staffing agency, like Award Staffing, you can take advantage of their expertise and resources to find the best possible candidates for your company.

Pulling it all together

Speed is everything when it comes to hiring, so don’t let yourself fall behind. The longer you take to fill a position, the more work falls on the shoulders of your existing employees and the greater the risk of costly mistakes. By following these tips, you can ensure that your hiring process is as efficient and effective as possible.

If you’re looking to improve your hiring process and find the best candidates for your open positions, partner with Award Staffing. We can help you speed up your hiring process and find the best possible candidates for your company. Contact us today to learn more about how we can help you hire more efficiently and effectively.

Why a New Website is a Great Marketing Tactic

Whether you’re a B2B, or B2C company, or both; giving your website an overhaul every few years is a great move to make for the success of your business. A lot changes industry-wise and market-wise in a single year, let alone in a few years. The needs and wants of your audience are constantly evolving, and to continue seeing the expansion you envision; making the pertinent changes to match current trends will set you apart from your competitors.

Here are just a few reasons remodeling your website every few years makes for a great marketing tactic:

1. Brand Evolution

While the overall mission of your brand may not have and may never change, there’s no doubt that every few years, your brand evolves in more ways than one. Your rates have increased as you now offer more to your services, you have added a new facet or department to your business model, you have expanded from just one location to a handful of locations…The possibilities for how a business can change are endless, and no matter what those changes are, you’ll want to update both the aesthetic and the content of your website to reflect them.

2. Audience Shifts

As you evolve as a company, it is very likely that there will be some shifts in your audience as well, even if those shifts are small. For example: if you, like us, are a Staffing Agency, if you add a new job type, you’ll want to make changes on your website that appeal to the group of people who would be interested in that line of work. Additionally, many things change how your target audience thinks and approaches things. The pandemic, current wages, and how competitive the job market is, are all factors that influence your audience’s habits. In the current world of convenience, it’s important that your website be user-friendly from a smartphone, not just from a desktop. You’ll also want to make sure that the feel of your website is appealing to your current audience.

3. Brand Perception

Every company wants to have a good reputation and that goes beyond just your customer service and how you appear across your social media platforms. When your brand is new to someone, the first place they go to gather more information is your website. If the first thing they see is outdated icons and irrelevant content, they will look no further.

Reconstructing your website to reflect modern times shows that you are a company that is willing to invest where it matters, that you care to speak directly to your target audience, and that you are up-to-date on what’s happening in your field.

If your company is in need of employees, we at Award are here to help. Connect with us here to see how we can help you take your business to the next level.

Why Use Net Promoter Score?

A tool that we have found to be useful, as a staffing agency that works with hundreds of associates every day, is Net Promoter Score (NPS).

An NPS is a single question survey that typically asks you to rate how likely you are to recommend a business to a friend or colleague, using a scale of 1-10.

As simple as it is, this tool is a great and cost-effective way to measure your areas for improvement and is a good indicator of what the success of your business will be, in the coming months and onward.

At Award Staffing, we survey our associates, as this is a standard practice in the staffing industry. Businesses that work solely with clients and customers will survey their partners to determine the likelihood of working together again.

If your company has yet to integrate an NPS, here are some of the reasons we highly recommend it.

1. Gives you an idea of where you can improve

Although a Net Promoter Score is only one question, it’s important to send follow-up questions depending on the results. If you notice a trend of receiving a less-than-satisfactory score, you’ll want to find out why. This way, you will know what areas you excel at and which processes have room for improvement. In any business, market research is essential to grow; implementing an NPS is a great starting point.

2. It allows you to gauge where you are in regards to your competitors

Everyone wants to be the best and most well-known in their industry. The companies that earn that reputation are the ones who are regularly looking to improve themselves, especially in the eyes of their target market. An NPS is a way to get inside the minds of your clients without asking too much out of them or having to put aside a large budget to do so.

3. It looks at the overall picture

A lot of other marketing tactics have a focus on one campaign, one interaction, or one area of a business. Since an NPS survey determines whether or not a company would recommend you, it tells you what you overall partnership looks like; be it between a company and their contingent workers or a company and their clients. In the case that you are receiving good overall feedback, your sales team can leverage it as a marketing tool to bring in more business.

4. Demonstrates Care

If a person or corporation has been partnering with you for a while, it can be easy to assume that everything between you is going well. However, if you want to ensure you keep your partnerships, you want to make the intentional effort to get feedback. By sending out NPS surveys, it shows your clients and/or associates that you do care about their needs and are open to feedback about where your company can do better. As many companies don’t bother checking in enough (aside from the occasional email), it will make you and your company stand out.

If your company is in need of employees, we at Award are here to support you. Contact us with your staffing needs here.