Why the Right Employees Make All the Difference

/in

No matter what type of business you run, or where you are located in the United States, it is no secret that there are many more job openings than there are people willing to fill them. The pandemic has allowed people to reconsider what is most important to them and as a result, many people have become more particular about the positions they take. Knowing that there are many options out there that would allow them to work from home and having had the time to start their own income generating projects, a large percentage of the population has chosen to either look for a position that doesn’t require their physical presence or leave the workforce entirely to pursue their own venture.

Of course this has business owners and hiring managers in a bind and has significantly slowed down production of all products and services on a national level. This can make it tempting to employ any and all people who apply to your company. However, as inclined as you may be to do that, being sure that you take the time and consideration into hiring the best/right employees is what will be of the biggest benefit in the long run. Here’s why:

Work Ethic

This may just be the most important quality an employee can have. This means they are someone who arrives to work on time, makes productive use of their time, gets their tasks done, and produces quality work. Without work ethic, you will end up wasting payroll on employees that are not getting the job done. It will be better if you hold out to hire the right people than to spend money on a revolving door of employees.

Social Skills

If you choose to hire just anyone who you think can get the job done, you may find yourself with either; an employee who does not get on well with the rest of the team, or someone who does not do well with clients/customers. Although disagreements between employees are inevitable, it’s important to make sure that the people you bring on can get along with others. In the case of needing your team to collaborate on something or communicate often, it’s important to have people who can work well with one another.

Dependability

Having employees that are reliable is a key component in having a successful operation. This means they show up every day and you as a manager can trust that they are doing their job. Someone who is not dependable will call in at the last minute, have excuses why things aren’t getting done, and may even one day randomly disappear and not come back. This isn’t a good use of the time you spend onboarding employees and you will find your company with plenty of work that still needs to be completed once the days are over. Avoid this by doing your best to find dependable employees.

Communication

People with excellent communication skills are often hard to find. There are so many different facets to communication from email and text responses, to being able to get a point across effectively in person. Having a team of people who all have good communication will ensure fewer errors, will result in prompt responses, and will enable you to have a team that is always on the same page.

Adaptability

As the past year and a half has taught all of us, things are inevitably going to come up unexpectedly. Having employees who understand that instead of insisting that “we’ve always done it this way”, will be a major advantage to you and the rest of the team. People who are adaptable are willing to modify their jobs as needed, shift their schedule occasionally if the business needs it, and are open to hearing new ideas. As an employer, it is important to let adaptable employees know they are appreciated, because otherwise they will feel that their flexibility is being taken advantage of and may take their skills somewhere else.

Self- Motivation

People who are self-motivated, do not constantly need to be told what to do. They know what their job is and will see what needs to be done and take the initiative to do it themselves. Having people like this on your team will keep the flow of operations going as well as save you time as you won’t have to regularly stop what you’re doing to give them direction.

Company Culture

In today’s society, company culture is one of the most valued traits a company can have according to employees. It is one of the number one contributors to employee happiness, therefore it is important that when you’re hiring, you look for people who will fit and contribute to your company’s culture. This means people who have a similar mindset about the company’s mission, people who participate in company events, and people who actively work to keep the energy and the environment positive.

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

Why It’s Important to Keep Up with Trends in Your Industry

/in

“Companies that will not change according to their environment will disappear. Follow trends and transform your business.”

In the ever-changing world that we live in, one of the best things your company can do is keep up with industry trends. Just like we all keep up with one another on social media, it’s important to do the same as trends emerge within your industry. While it can be tempting to stick with the tried-and-true things your company has done over the years, integrating trending things as they come up will set you apart and keep you in the know about your industry. Here are some reasons why it will benefit you to stay up-to-date on trends and how you can do so.

1. Forecasting

If you stay in the loop by implementing the latest trends into how your business operates, it will be much easier to predict things that are to come in the future for your industry. When you can make predictions based off of findings from your own research, observations, and conversations, you will be better equipped to plan for the future from all angles.

2. Be Seen as a Leader/Build Credibility

When you go first and are the first to integrate trending industry things into your operations, other businesses will view you as an authority. They will see your organization as “in the know” and not afraid to try new things. This will make them want to keep up with you on all platforms and model some of their business decisions in a similar way.

3. Better Business and Branding Ideas

By keeping up with trends, you’ll constantly be learning; new tools, new events to participate in, new ways to be efficient. This will give you a wider variety of things to work with- therefore, you will be able to experiment with more things and use them to generate new ideas. This ensures that anything you come up with will be modern and up-to-date.

4. You Won’t Be Caught Off-Guard

New trends within your industry are going to come up in conversation regularly. If you want to be seen as a leader, you’ll want to be able to take part in those conversations and discuss your experience with trending tools and topics. By staying on trend, you won’t get caught in awkward conversations where you’re the only who doesn’t know what everyone else is talking about.

5. New Opportunities

By participating in trends as they come up, you’ll be introduced to new people, new skills, new events, etc. This will inevitably present you with new opportunities more frequently. By having these connections and skills; you will have more to offer clients and will be able to charge more of a premium for your services.

6. Growth

As things in the world change, it is crucial to change with them. Although it can be difficult to want to change, especially when things are going well as they are, change means evolution, therefore is a good thing. You will never truly know how efficient or effective you can actually be if you don’t try new things. Don’t deprive yourself the opportunity to reach even more success by being closed off to the idea of implementing new trends.

 

Ways to Keep Up with Trends in Your Industry

1. Sign up for email lists

2. Take advantage of trainings and webinars

3. Keep up with your competitors on social media

4. Find an industry “buddy” that you regularly talk to

5. Subscribe to an industry publication

6. Follow industry exports across all platforms

 

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

 

How To Increase Employee Engagement

/in

In any place of employment, keeping employees motivated and engaged must be a priority, because it’s what will lead to employee commitment and longevity. Studies have consistently shown that only about 15% of the workforce is entirely engaged in their position and company. When employees are engaged, they will put their best effort into doing anything they can to help the business thrive. It can mean the difference between someone who does just enough to get by and the person who goes the extra mile when they see the opportunity.

1. Give Recognition, Incentives and Rewards

Every employee will be more inclined to go above and beyond and more likely to remain with a company if they know that their efforts are appreciated by others. It can be as simple as a “thank you” or “nice work”, email. That being said, words can only go so far for so long. If you truly want your employees to show up their best every day, it is important that they get something in return other than a paycheck. If incentives and rewards become a known part of your business model, you as a company will also get the reputation of a good place to work. It can also add a little friendly competition into the mix. Some good incentives are: gift cards, cash, PTO, bonuses, etc. Also items like flowers and baked goods on birthdays can go a long way.

2. Offer Feedback in Real Time

Especially when an employee does something commendable, nothing feels more gratifying than getting recognized on the spot. Additionally, if an employee is doing something that could use a little tweaking or improvement; sharing how they can change it in real time is what will have the most impact. In both cases, they will know exactly what scenario you are referring to versus having to remember is because it was something that happened weeks ago.

3. Provide Mentoring

Every employee wants to feel like they have a personal relationship with their colleagues and management. There will also be times when employees have questions or concerns but are reluctant to bring them to your attention. Having scheduled meetings/mentoring sessions with your employees both formal and informal will give employees the opportunity to voice their concerns and share ideas. Ideally, it should be in both a group setting and a 1:1 setting for all employees and it can be both while working and a designated time set aside to offer feedback and listen to concerns. 

4. Give Individual Attention

Believe it or not, part of being an inclusive company is giving employees individualized attention. No one wants to be seen as just a number or a cog in the machine. Every employee is important to the business in some capacity, therefore must be treated as such. Employees will perform their best when they are able to bring a part of who they are into the organization. It is part of your job as an employer to make them feel welcome and comfortable enough to do so. Some ways you can do this are: schedule 1:1 meetings with each employee (even if they’re short), make sure every employee knows they are welcome to offer feedback and/or ask questions, check in with every employee to make sure they are updated on the latest company news, and acknowledge every employee when they come in and leave for the day.

5. Invest in Employee Development

There is nothing that can dull a job quicker than an employee doing the same remedial tasks every day.  Eventually they’ll start to feel like their job is insignificant and they are not a big enough contribution to the common goal. Feeling like they are growing and expanding on both a personal and professional level will keep them feeling emotionally connected. This can look like cross-department collaboration, paying for continuing education or courses employees are interested in, offering to increase their responsibilities and job description, and keeping them updated on advancement opportunities.

If your company is looking to bring on more employees, we at Award are here to help you. Contact us here with your staffing needs and questions.

How to Prepare Your Company for Gen Z

/in

Two of the most preeminent qualities a company can have are adaptability and the willingness to evolve. As convenient as it is to stay the same, especially if certain systems and protocols have a proven track record of working well; for the continued success and expansion of your enterprise, it’s important to make adjustments with the times.

Just when you thought you had millennials and their approach to the workplace figured out, a new wave of individuals has entered the picture: Gen Z. If you have yet to experience them at your company, they will be arriving to the workplace before you know it. Born between the years of 1997 and 2012, and known as the most diverse generation in history so far, they are beginning to revolutionize the workforce by being the first true digital natives and bringing back the lost concept of in-person interaction.

Despite any preconceived notions of them being a generation that is glued to their phone or has a short attention span; studies and surveys say otherwise. Research has repeatedly shown that they are actually a group that values good, old fashioned hard work and longs to have a secure job that can offer long-term stability. Truthfully, having a few Gen Z ers on you team can be an asset to the mission of your organization. However, there are certain non-traditional values that they hold that need to be considered, if you want to attract them to your association. Here are some ways you can prepare to welcome Gen Z into your company.

1. Be Transparent/Tell Them What to Expect

Believe it or not, they actually want to be deeply invested in their company and the work that they do. They are truly willing to rise to any challenge. As a group that watched their parents struggle during the Great Recession, they value security. This is why it is important to tell them what they can expect when they come to work. It is important that they choose the right place. Be very specific about all of the assignments the job will entail, what the dress code, time-off, and attendance policies are, and what a typical day will look like. As a generation that was exposed to plenty of negativity with social media and quick access to news outlets, they are more skeptical by nature. The way to make them feel more comfortable with applying and accepting a position in your company is with transparency.

2. Offer Quick Responses

While this may seem a bit unreasonable to those of prior generations, are they really wrong for wanting quick access and on-the-spot responses? In the digital age we live in, we all literally have a phone and internet connection at our fingertips 100% of the time. (Adjusting with the times, remember?) Current technology gives us the ability to offer instantaneous responses, be it via social media, through email, or through text. If you want to attract the Gen Z generation to your company, this begins before they even apply. Have someone on your team who checks and responds to social media messages daily. If they submit an application/résumé, respond within a day or two. Getting them in the door begins with making a good first impression. 

3. Emphasize Wellbeing and Work-Life Balance

Although they want to be immersed in their jobs, they are not a group that will prioritize work over their personal wellbeing. In fact, 40 % of Gen Z ranks work-life balance as their number one factor when choosing a place to work. This means offering mental health days, being flexible with hours, and being sure they know they are not obligated to answer phone calls or respond to emails during their time off. This will benefit both them as employees as well as you as an employer, because allowing employees to take care of themselves outside of work will lead to more focus, drive, and greater productivity while at work. If you’re looking to attract high-quality employees from this generation, be sure to discuss this on your company’s social media pages.

4. Offer above Average Pay

Unlike their millennial counterparts, pay is at the top of their mind when choosing a place to work. While millennials value freedom and creativity, Gen Zers value security. The majority of this generation, although young, has already started a savings account and has been known to do whatever it takes to get ahead as early as possible. Similar to millennials, many of them have left or will leave college with a significant amount of debt that could take decades to pay off. They are also reaching adulthood in a time where cost of living is high no matter where you live. As a group that strives to be financially savvy, you will have much more luck attracting this generation with good pay verses good benefits or any other perks. They will even be willing to work longer hours as long as they are rewarded for it.

5. Offer Social Experiences and Face-to-Face Interaction

Does this one surprise you? The truth is, that while millennials are technology pioneers, Gen Z never experienced a point in time when they didn’t have some type of technology at their disposal. While they do tend to spend entire days on and off social media apps like Instagram and TikTok, only interacting with others through a screen has left them with high social anxiety and feeling isolated at times. Even if your company offers the option to work from home part of the time, team building and camaraderie are crucial for keeping Gen Zers happy. Be sure to host regular team meetings and make some of them in person. Also, offer after work outings, company get-togethers, and plenty of opportunities to collaborate via team projects, volunteering, event planning, etc.

Overall, Gen Z is a generation that will go the extra mile as long as they feel appreciated, listened to and feel that they are working for the right company. They know they are responsible for driving their own careers and want to be judged by their merit and contributions.

If your company is looking for new employees, we at Award Staffing are here to help. Contact us with your staffing needs, here.

 

 

 

 

 

How Your Company Can Use Experiential Marketing in 2021

/in

Marketing…what comes to mind when you hear that word? While marketing strategies look different across every industry, it is particularly important right now as we are recovering from a pandemic. As every company is going to implement new and improved methods of operation as well as new ideas for how to bring in business in a post-pandemic market, staying relevant and in the front of your ideal client’s minds by means of marketing is key.

Depending on the business, reasons for marketing will vary. While some companies are looking to build a reputation and gain social proof, others are looking to inform and educate potential clients/customers on their product or service. However, the common denominator is that businesses use marketing as a tool to drive business and bring in sales. Particularly after a year of minimal in-person interaction, experiential marketing is something you will want to maximize.  An effective way to do so is through Experiential Marketing.

Contrary to popular belief, you don’t have to have a physical product to use experiential marketing as part of your strategy. Any campaign where you’re interacting with your potential clients/customers is classified as experiential marketing. This is something that can set the foundation for a long lasting relationship between a brand and their clients as it gives you the opportunity to make a lasting impression. Here are three ways you can use this type of marketing to drive your business.

Brand Partnerships

This can work particularly well if you run a business that does not have a physical product. Free samples of any kind are sure to grab people’s attention. Hosting an experiential event in a public space such as a city park or taking the approach of guerilla marketing. Partner with a product based brand where they can give out free samples of their product while you provide a memorable experience of some sort. It can be a game for a prize, a sensory experience, or an opportunity for passerby’s to create something. Do everything you can to make it memorable, this is what will build omnipresence and keep you at the forefront of your ideal client/customer’s mind. 

Host a Gala/Fundraiser  

Especially if your company has a cause that it regularly contributes to. Philanthropy has become a core value to nearly everyone in the modern world. Knowing that you are an organization that is out doing something for the greater good will make potential clients more likely to work with you. Hosting an event that you invite them to will give the local community and companies that you want to partner with an idea of what your company culture is like and a taste of what they can expect should they do business with you. Hosting an event that will benefit a good cause is sure to bring in a lot of potential partners as they will be happy to attend an event where their ticket cost and donations will contribute to a good cause.

Exchange Event

If you are looking to collect email addresses, take photos for social media, or get more candidates into your company database, an equal exchange can be the way to go. If your office is located in a central location, set up a table outside. If not, find a space you can possibly pay to set up a booth such as a shared workspace, open-air market, or trade show. Invest in a bulk of something that will grab the attention of people passing by such as free smoothies, branded cupcakes, or branded popsockets. Tell people who approach the booth that if they provide their email or take a photo with your product, they are free to take one. Just be sure that it is something they will deem worth it. Branded magnets or pens are outdates and won’t make your company appear as very trendy or prestigious. Make a good first impression by providing them something of value. You could even go the extra mile and have a drawing for a grand prize for everyone who participates.  This is how you will get referrals and build a good reputation.

 

If your company is currently in search of employees, we at Award Staffing are here to help you. Contact us here with any questions or inquiries.

7 Things Companies Can Do For Employee Wellbeing

/in

One of the most important things a company can do in today’s times is to make employee wellbeing a priority. With the modern world being so busy, burn out can happen quickly if a person’s work-life balance is off.  While it’s the employee’s responsibility to take care of him or herself, knowing that their employer is looking out for them will boost employee morale and incentivize employees to want to do better. Employee wellbeing is how a job’s stress levels, environment, and expectations affect overall health and mental wellness. Here are 7 ways you can implement employee wellbeing into your business strategy.

1. Give Them the Ability to Disengage

One of the biggest causes of work-related stress for people is not having the chance to disengage when they are off the clock. When employees are expected to respond to respond to emails, take phone calls, and/or work on projects when they are supposed to be out of the office, (whether it’s for the evening or weekend) they don’t get the opportunity to rest and recharge. In order to regularly show up and do their best work, employees need time to stop thinking about their jobs and attend to their personal lives. Some of them will feel obligated to work off the clock even when they are not asked to, therefore it’s important to make it clear that they are not obligated to be working on their personal time.

2. Offer Employee Appreciation Incentives

An employee who feels appreciated will always do more than what’s asked of him or her. That is why it’s essential to show them tokens of your appreciation. Every month or so, provide refreshments that employees can enjoy on their breaks. If an employee is going through a difficult time, send him or her flowers or a card signed by the whole team. Honor accomplishments by custom ordering a plaque or framed certificate. If an employee is doing well with sales or recruiting, offer them the incentive of an extra vacation day or purchase them a gift card. Just be sure incentives are offered to all employees, not just those who can deliver tangible results. Offerings like this will make them much more excited about coming to work every day.

3. Provide Health Related Discounts/Opportunities

Getting active will benefit employees in both their personal and professional lives. It is an overall mental health booster and will give them more energy to help them through their days. Offer to pay for part of a membership to a local gym. Offer a reimbursement plan for active wear. If you have the funds and space, create a workout room for employees to use during their breaks or after work. You could even hire a virtual trainer once a week for the entire office to participate in a movement session. Some companies even organize friendly weight-loss or get healthy competitions. This can also contribute to employee camaraderie which leads to a positive company culture.

4. Be Sure Employees Take Vacation

Did you know that more than half of Americans don’t use all of their vacation days in a year? While some companies offer payout for employees that don’t use them by a certain date, taking time away from the office is actually very important. Employees who never get away are more prone to sleep deprivation, illness, and burnout; which in turn leads to call outs and lower job performance. There are a number of reasons employees forfeit their vacation days, one of the biggest ones being that company culture discourages it whether directly or indirectly. This can look like high-level executives never taking time off, strict vacation policies, lack of communication around vacation policies, and/or negative talk about time off. As an employer, it is your responsibility that your employees know that they are entitled to take their vacations. Also be sure that someone takes at least a portion of their responsibilities while they’re away. This way they aren’t returning to a mountain of work when they get back.

5. Be Conscious of Scheduling and Turnaround Time

Have you ever heard of the term “clopening”? This is a term mostly applicable in service positions such as restaurants or retail where business hours are nearly all day. From an employee perspective, it is incredibly exhausting when you work the closing shift, just to return a few hours later to open. Some companies are notorious for giving employees fewer than 8 hours in between shifts which doesn’t take into account their commute home and back nor their need to eat and freshen up. People get jobs to live, they do not live to work, so be sure that you are treating them like humans and not like machines.

6. Organize Company Outings

One thing that motivates employees to put their best foot forward is having events to look forward to. Doing things together as a company will ensure that employees disengage and enjoy themselves, at least for one day/night. If you have a team of mostly females, a spa day is always a popular idea. If you have a team of mostly males, a sporting event in the middle of the day or after work can be exciting. Just make sure that it’s an event that will truly be enjoyable for your employees- you can even ask for suggestions or vote on a few different options.

7.Allow Casual Dress Days

While this may not work in every industry, it can definitely work in most offices. The more formal the dress code is, the less comfortable the clothing tends to be. A shift in what employees are wearing can really change the vibe of the office for the day as people tend to\be less uptight the more casual their clothing is. Many offices have integrated casual Fridays into their business models and themed dress up days throughout the year. Even something small like this can have a massive impact on your employees’ mental health.

 

If your company is currently in need of employees, we at Award Staffing are here to help. Contact us here with any questions or inquiries.

Thriving in a Gig Economy

/in

It used to be that working for a decent salary at a prestigious company was seen as the ultimate honor. But now, over the past few years, more and more people have jumped on the bandwagon of working for themselves. Since many jobs only require a secure internet connection and we are living in a world that is hyper- connected via smart phones and social media, people have realized that everything they have previously done for a company, they can now do for themselves and charge a premium.

Additionally, as more and more employees have experienced the luxury of no commute and not having to get dressed up to go to the office; combined with the ability to be location independent given that work gets done, people have begun to see the value in using their area of expertise to freelance or start their own service-based companies instead of working for someone else. This can be seen in self-created positions such as:

*Freelance Writer

*Virtual Assistant

*PR and Marketing Strategist

*Video Editor

*Social Media Consultant

Although we still have the same 24 hours in a day that we always have, modern life has us busier than ever. With people feeling like they need to do everything and be everywhere because FOMO, the desire to keep up on social media, two working people in most households, and staying in shape by going to trendy fitness classes five days per week, it’s no wonder that it’s nearly impossible to keep up with the rat race.

Due to the new awareness that they have options, people these days crave autonomy and have no desire to be in a physical location for 8+ hours per day just for a paycheck and a respectable title. What’s appealing to modern day workers is the ability to take on as much or as little work as they would like, be able to work from anywhere with a Wi-Fi connection, and be able to negotiate deadlines based on your their workload. People these days want to do everything on their own time. This is why self-employed is the new status symbol.

As difficult as it can be to accept, the gig economy is the future of business and is here to stay. Especially after the pandemic, many people’s lifestyles have changed and as a result, their views of employment as well as their work habits have shifted. People now value convenience more than ever and want the option of work-life integration, which would enable them to go about their daily lives and pick up their work in times that are most convenient. As a result of this desire, more and more people have steered away from applying for traditional jobs and instead have opted for offering their services as a freelancer or have become entirely self-employed. Today more than 1/3 of workers identify as independent and it is projected that by 2027, the majority of American workers will be freelancing.

Although this is new to most companies, there are actually many benefits of a gig economy if you choose to allow freelance employees to be a part of your business model. Here are some:

1. Save on Labor Costs

By using contract employees, you will save on labor costs by not having to pay for benefits or PTO. You can then take these savings and re-invest them into your business or put them towards a different department.

2. Hire as Needed

Instead of onboarding a full time employee, you can hire contract workers as projects come up, on an on-demand basis. Not only does this save you time, but it also gives you the option to work with someone again or not based on whether or not you like the work that they produced. Also, by hiring someone who is likely working on many projects for a variety of companies, you are likely to get someone with plenty of experience and a wide skillset.

3. Save on Space, Supplies, and Utility Costs

The fewer full-time employees that you have, the less you will spend on things like a larger space to accommodate them and/or electricity from having them and their workspace in the office. If you hire an independent contractor to do things like graphic design or marketing, they can be located anywhere and will already have their own materials. In the long run, you will be spending significantly less money on space and items like computers, desks, and phones.

4. Quicker Onboarding

These days, no one wants to commit, but everyone still needs to make an income. The biggest thing companies are struggling with right now is finding employees. By posting ads for specific projects instead of for full-time employees, (which typically comes with a rigid schedule, dress code, etc.) you will definitely get more applicants. Once you find someone, it’s just a matter of describing your needs and drawing up a contract that works for both of you. You will not have to invest time or money into orientation or training. You also won’t have to worry about factors like culture fit or time and attendance.

 

5. Quality Work

Whether you’re hiring someone to plan a company party, manage your social media, or write content for your different platforms; you will be hiring someone whose sole job is to complete these projects for your company. This means it is his/her area of expertise and they likely have a lot of experience and know what they’re doing. Typically companies designate such tasks to employees whose niche is an another area. Or, they invest the time into training a specific employee to do the job in the hopes that when the time comes they do a satisfactory job. By hiring people specifically in this niche, you have a better chance of seeing the exact results you envision.

If you are currently looking for new employees, we at Award Staffing are here to help. Feel free to contact us with your staffing needs and questions here.

Star Tribune’s TOP 175 Workplaces 2021

/in

Award Staffing is so excited to announce that for the 6th year in a row, we have made the list of Star Tribune’s Top 175 places to work in Minnesota.  This award is intended to recognize companies that are engaged, well-managed, and employee-friendly; and is eligible to any company in the state that has at least 50 employees. When an organization decides to participate in this recognition program, they allow their employees to participate in a 24 question survey to be completed between the months of January and April. It asks questions about 7 factors:

1. Alignment

2. Effectiveness

3. Connection

4. Management

5. Employee Engagement

6. Leadership

7. Pay, benefits, and flexibility

The companies with the highest rankings across all sectors are then ranked in order. This year we were honored to take the place of 15th  in the small business category.  In addition to giving your company a chance to be recognized, it also gives you a snapshot of what is and isn’t currently working in your company. When we received an overview of our results, we discovered that nationally, we landed in the top 5% of all staffing agencies for meaningful work, cross-department teamwork, and employees feeling well-informed. Our administrative positions indexed in the 99th percentile for overall job satisfaction.

When we received the anonymous comments from our employees, we noticed a pattern that our employees felt supported in their career growth and look forward to coming to work every day. Over 80% of our team members are engaged with over 50% being enthusiastically engaged.

Overall, it was evident that our employees feel a sense of collaboration and community when they come to work every day. They feel like they have a lot of potential to grow and are appreciated for what they do every day.

As a top 150 workplace for 6-years in a row, we know the importance of creating a great environment to attract the right talent. If you are looking for a staffing partner that can help you showcase your job openings and company culture to rising talent, reach out to our account management team today!

 

10 Tips for Making Your Job Ads Millennial and Gen-Z Friendly

/in

Believe it or not, Millennials and Gen-Z currently make up nearly 51% of the population in the United States. This means that inevitably, in the coming years, these generations will be leading the workforce across all industries.  Bringing people of these generations onto your team is an excellent business decision in a multitude of ways, beginning with that they are young and up-to-date on all of the trends that are constantly emerging in the modern world. However, enticing this age group to want to work for your company is entirely different than it was for job seekers 10 years ago, and it all starts with the job ad. As a group that has a smaller attention span than populations of the past, it is important to capture their attention right away.

Here is a list of 10 ways you can design your job ad to make them as Millennial and Gen-Z friendly as possible.

1. Emphasize Transferrable Skills, Not Work Experience

Although they are up-to-date on technology and very well-versed in their area of expertise, millennials have been in the workforce for under 10 years and Gen-Z is just beginning their professional life.  Experience is not the only thing that makes someone valuable. They will come with a number of soft skills as well as fresh perspectives to offer about the industry; don’t miss out before even meeting them by making them feel like they are too underqualified to apply. Also, just because they don’t yet have experience in a certain position, does not mean they won’t be as proficient as someone who does. Let them show you what they can offer by asking about their transferrable skills.

 

2. Pique their interest quickly

A great way to do this is by talking about several of the non-tangibles your company offers.  Flexible schedules, PTO, company happy hours, etc. These generations look for so much more than just a steady paycheck and benefits. They want personal growth, friendships, and a place that fits their personality. This is what will incentivize them to go above and beyond as well as help them thrive. When you’re writing the ad, be sure to put this portion towards the top or middle. If you don’t capture their attention quickly, they will likely lose interest and not bother reading the entire ad.

 

3. Highlight the Impact They’ll Have

One appreciable thing about this age group is that they have the deep desire to have impact and be part of the greater good. Known as the philanthropic generations, they want everything they do to be meaningful.  If they know that their job will contribute to a worthy cause, they will be highly invested from the get-go. Whether it’s making a difference within the company or outside of the company; if they feel like their job can make a difference, they will be all in.

 

4. Discuss Growth Opportunities

Employee tenure in these times is a much shorter duration than it has been in the past. A large part of this is because as soon as someone feels like they can’t move up within their current company, they begin their search for new opportunities. Let them know what options will be available to them once they have been with the company for a certain amount of time. It also helps to be a company that promotes strictly from within. Additionally, they want to grow on a personal level, therefore desire to be part of a company that can help them do that. Be sure to emphasize that you are not just their employer, but also a place that will help them expand on both a personal and professional level.

 

 5. Specify the Perks

This goes beyond just above average pay and an all-inclusive benefits package. Regardless of what a job will provide them, it’s important to Millennials and Gen-Z ers that they enjoy their day-to-day and can genuinely say that they are happy in their careers. If your company offers a lenient dress code or “Flex Fridays”, tell them all about it. These generations want their job to be part of their lifestyle, not just what they do for a living.

 6. Talk about the Team and Culture

Did you know that for this group of people, team and culture are often the top factors in determining whether or not they want to work somewhere? This can literally be a deal breaker. If you are working a 40+ hour week, you will spend more time with your co-workers than you do with your friends and family. Millennials and Gen-Z are well aware of this. It is important that whatever company they choose aligns with their personal values and that they feel like they can fit in and get along with the rest of the team. When creating an ad, discuss the personality of the company and some common traits that the people who work there have in common.

 

7. Be Brief and to the Point

If you make the ad too long, you will lose their attention. Period. Cut the fluff and only talk about the things that will actually matter in the eyes of your ideal candidates. Everything else can be talked about in the job interview.

8. Avoid Trendy Terminology

Remember, this age bracket grew up in the social media and technology era, especially Gen-Z. They have the ability to spot when a company is being inauthentic and saying certain things just to get their attention. This doesn’t mean you have to be too formal or use dry language, but avoid using terms like “marketing unicorn” or “sales rock star”; this can come off as condescending. The best thing you can do is make a job ad searchable and descriptive. By doing this, more people will find it and they will have a good idea of what they can expect if they get the position. These generations want clarity, so make the job title self-explanatory.

9. Be Transparent about what the Job Entails

Not only does this generation not like surprises, but they are also the type to need as many details as possible in order to make a decision. In all fairness to them, most job postings aren’t very clear or specific; they list requirements, have a summary of the company, and talk about pay and benefits. When looking at a job post, they want to be able to evaluate whether or not they will be able to do the job well and if they would enjoy the position. In the ad, make sure to list out several of the things they would be doing on a regular basis and what a typical day would look like.

 

10. Offer Instant Gratification

It is no secret that Millennials and Gen-Z ers want instant gratification; even they themselves don’t try to deny it. Especially in this post-pandemic market, candidates have plenty of options, so what’s going to reel them in is the ability to have answers at their fingertips. State in the job post when you plan to get back to people about setting up an interview; the shorter amount of time, the better. This also goes for being quick to respond to emails and phone calls if they have questions. You can also mention some of the things they can expect when they walk into the office every morning (coffee) or some of the trendy team building things you do weekly (trivia, team weekly wins, etc. ). Whatever you do, just be sure to get back to them before they have the chance to accept a position elsewhere.

If your company is looking for new employees, we at Award Staffing are here to help you. Contact us with your staffing needs here.

8 Tactics for Attracting Talented Candidates

/in

In the current economy, it’s difficult to find quality employees for a variety of reasons. Not only do workforce trends, therefore employee expectations evolve on a regular basis; after the pandemic, many people’s lifestyles have changed drastically. This has influenced the way jobholders believe employment should work. While it can feel like it’s hit or miss when it comes to bringing in new talent, there are many tactics you can use to appeal to job seekers in your industry. Here are some of the factors that commonly get overlooked when companies are trying to draw in new talent:

1. Have a Detailed Job Post

When you’re trying to fill vacancies, you want to be as informational as possible without making the post too long (300-700 words is a good criteria). Remember, there are a ton of others trying to attract candidates as well, so the key is to stand out. Job seekers always want to know, “what’s in it for me?”, so believe it or not; a lot of companies are steering away from having a requirements and duties/responsibilities section in their job posts. Start by discussing why your company is a cut above the rest and what a day in the life of one of your employees looks like. Talk about desired perks like paid vacation, health & retirement benefits, and wellness programs. Then, towards the bottom, describe the job and what’s to be expected if hired. This will ensure the post is engaging and that applicants read it from top to bottom before moving on in their search.

 

2. Advertise Team Building and Company Ethos 

Helen Keller once said, “Alone we can do so little; together we can do so much.” Not only will your company be more efficient and productive if you implement team building into your strategy, but employee retention will increase and people will be more apt to apply. Gone are the days that people want to work somewhere solely for a certain wage or as a status symbol. Now it’s about feeling like they are a part of something. Knowing that they will be entering an organization with positive employee morale and one where everyone works together will make job seekers feel more comfortable and will attract candidates who truly want to be there and are not just inquiring for the sake of a pay check.

 

3. Promote from Within

Employees want to know that they will have long-term careers with the companies they are currently working for, but only half of employees actually feel like they do. From an employee perspective, there is nothing more discouraging than seeing somebody from outside the company get the job that they are just as qualified for. In fact, in their mind they are more qualified because they have already paid their dues and contributed to the company. Promoting strictly from within will give your employees a bigger sense of security and shows that you appreciate them by being willing to advance them in their careers.

4. Have a Join Our Team page on the Company Website

If you want to bring in top candidates, simply having an “Apply here” button is not enough. An entire page dedicated to marketing the company as a great place to work will attract many more qualified applicants. Make the page as visually appealing and engaging as possible. This is the place to talk about the company culture, post photos of the office, post employee profiles & testimonials, and showcase awards that the company has won. A “join our team” page should essentially give prospective employees a taste of what it would actually feel and be like to work there.

 

5. Craft an Appealing Job Title

Since the title is the first thing that people see when perusing through job boards, making it eye-catching title will make all the difference in the amount of applicants you get. This is your first opportunity to make an impression on someone who could be the next MVP of your company. Don’t give them the chance to reject you by underestimating the importance of the job title. Call the job what it is and avoid using terms like “guru” or “rock star”, as this doesn’t give any insight on what the job entails. A quality title will use general vocabulary (not jargon that is only understood within your company). It can also be advantageous to add the location and mention some of the job perks or benefits you offer.

6. Treat a Job Posting as Marketing for Your Company

In order to bring in top talent, your company must be reputable as a place that current employees enjoy working. This means that your office practices should be highlighted in the job post. If your company has won awards for its culture or being a top place to work, be sure to include that. All too often, hiring managers only post “job requirements”; but applicants need to know what the environment and work-life balance looks like to decide if they can envision themselves being part of it. This is your chance to activate candidates by getting them excited about the possibility of working there. Use it to your advantage by having a section dedicated to discussing the collectively enjoyable aspects of the job/company. Nowadays people aren’t just looking for a prestigious job title and a paycheck. They want to know they have something to look forward to every day when they walk into work.

7. Consider Remote Employees

On account of team building and camaraderie, many company leaders prefer to only hire local talent so that they are able to come into the office every day. But with the new implementation of communication tools like Zoom and Slack over the past year, it has proven to be easy to connect and keep in touch no matter where someone is working from. In the current market, it is difficult to bring in new talent. However, work still needs to get done if you want your business to thrive. Being open up to remote employees for administrative and marketing tasks gives you the whole world as your candidate pool. Also, people are more likely to apply for and accept a position that gives them location freedom.

8. Offer/Promote Learning Programs

Despite what degrees or certifications one may have, many people are resistant to apply for positions because they don’t feel qualified enough for them. Job postings and descriptions only tell you so much; therefore, if someone feels that they don’t have the right experience, they will be too intimidated to apply. If you make it a point to let applicants know that you have programs and will train them, (not just in the beginning, but on a constant basis) you will see more applications coming in.

If your business is currently in need of more talent, we at Award Staffing are here to help you. Contact us here.