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

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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

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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.

 

 

 

 

 

 

 

What is the Purpose Behind your Business?

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These days, everyone wants to be a part of something bigger than them.  Not only are customers and clients more likely to work with a business with a mission towards change, but we are also moving towards a Millennial and Gen-Z led workforce; and they are known as the purpose driven generations.  So what does it even mean to have a purpose behind your business? It means to regularly support or take action towards a cause other than your own products or services. Whether you have been in business for several decades or are in the midst of launching right now, it is always possible to incorporate an aligned mission into your company model. Believe it or not, purpose and profit are directly correlated. Therefore, as much as it may seem like adding a mission to your model creates more work just to net less, both your business and the community will benefit if you choose to do so.

“Purpose doesn’t make decisions easy, it makes them clear.”

It’s Not What You Sell: It’s What You Stand For

                                      -Roy Spence

When CEO’s and business owners make purpose a core piece of their organization, it can act as a compass for strategy and decisions including: who to hire, who to partner with, and what type of clients to work with. When everyone in the company is clear on what the business stands for (and doesn’t stand for), collective decisions, assessing opportunities, and innovating out of problems becomes easier. This empowers employees to make decisions without feeling the need to consult their manager first as they can be confident in knowing that it aligns with the company’s core values. Additionally, when you let your purpose guide your decisions, it will help steer you away from short-term thinking and scarcity mentality to focus on the overall picture and end goal.

Having a clearly defined purpose also builds your reputation as a company. When you become known in your local market as well as on a larger scale as a company with a calling, you’ll differentiate yourself from other brands and organizations by being seen as a corporation with a larger role in society. This will increase brand loyalty and make organizations as well as individuals more likely to recommend and endorse your services.

Furthermore, there are many other reasons why it is important for your business to have a purpose. Some examples are:

-Builds public trust

-Attracts top talent

-Drives strong work ethic and optimal work culture

-Improves business performance

-Gives the satisfaction of knowing you are contributing to the common good of the environment and/or society

So what are examples of a purpose behind a company? It can be carried out in a number of ways and doesn’t have to look like that of any other organization. Some examples are:

-Donating a percentage of all profits to a cause that aligns with your company

-Hosting monthly, quarterly, or yearly events that benefit an organization of your choice

-Partnering with a local corporation to help employ those in need

-Scheduling regular staff outings to volunteer in the community

-Becoming a pay-it-forward company

If you are an established or up-and-coming brand looking to integrate a purpose into your brand, here are some steps you can take to help you determine what it will be and how you will coalesce it into your business.

STEP 1: Examine the Core Values of Your Company

You will want to make sure that when you decide how and where you want to contribute that it is parallel with what your company’s values as a whole as well as what the non-negotiables are. This will help you establish whether or not you want to partner with another organization, how much and/or how often you’re going to contribute, and the type of cause(s) you want to be affiliated with.

STEP 2: Determine what Legacy You Want to Leave Behind

What does your company want to be known for? Although it is inevitable for the economy and workforce to evolve, your purpose can (and should) remain consistent. Even though it might be enticing to switch causes every so often, keeping it the same will give you something to be recognized by. It will make the company look more genuine as being passionate about a specific cause instead of half-heartedly contributing to any cause you can get involved in.

STEP 3: Set a Goal

What type of change does your company want to facilitate? To feed or clothe a certain number of people each year? To find X number of people a job every year? To raise a certain amount of money for the non-profit of your choice every event? To volunteer a certain amount of times within a year? Setting a goal will give you the ability to map out exactly how you’re going to follow-through with achieving it and gives employees a chance to see how they fit into the plan as well as gives them something to look forward to.

STEP 4: Combine the Goal with an Action Step

Now that you know what the goal is, put all of the necessary steps to reach it in place. This means; get in contact with the organization you want to partner with, set up what day each month the donations are going to come out of the account, book the space you’re going to host your benefit events, schedule the employee volunteer outings. Once all logistics are put into place, you can focus on achieving the goal you set by taking the action steps needed to bring it to fruition.

If your company is looking to bring in new talent, Award Staffing is here to help. Be sure to check out our services page and contact us here:

 

TOP 4 WORKPLACE TRENDS OF 2021

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It is no surprise that after a pandemic, there are many changes that will inevitably occur in the working world. Although it’s normal for protocols to shift in a work environment as time goes on; due to the unprecedented hurdles over the past year, employees have begun to have higher expectations for their employers. For that reason, it is crucial that your company keep up with market progressions in order to recruit and retain top talent. Here are the top workplace trends you can expect to see emerging over the upcoming year:

 

Employee Wellbeing Support

After the global health crisis, it is now more important than ever that employees feel like their wellness is being looked after. While it used to be that work and personal lives were kept separate, multiple studies have shown that supporting employees through personal matters has helped them perform at a higher level. With technology advancing at a rapid rate, employees have struggled to disengage from their work even when off duty. This has led to burnout, job resentment, and even resignation. It is up to the employer to communicate that employees have the right to disengage and recuperate during their off time. It would also be of benefit to both parties that the company offer resources and programs for mental, physical, and possibly even financial health and wellness.

Upskilling and Reskilling Employees

For a number of reasons, there are many more positions in the current job market than there are people open and willing to fill them. Upskilling and reskilling employees could be a great solution to this. Upskilling is when an organization teaches an employee new skills with the intention of advancing them. Reskilling is when an organization teaches an employee new skills so they have the knowledge and tools to do a different job. Although this may cost more money, as promotions and additional skillsets mean higher wages; expanding employee skillsets will help your company get through employee shortages, call outs, employee vacations, etc. Especially if you are a smaller organization, having employees that are equipped to fill any role will be of massive benefit. In the long term this will increase productivity and profitability for your company on top of more skills and higher pay for current employees.

Hybrid Workplace Model

While many employers were resistant to the idea of employees working from home prior to the pandemic, many of them were surprised to find that this model actually benefitted them. Several companies found that by allowing employees to work remotely, they saved on rent and utilities by ending the lease on some of their offices. Though your company may not have the ability to go entirely remote, giving qualified employees an option to work part-time in the office and part-time remotely will without question boost both productivity and employee morale. Also, if you choose to reskill and cross train employees, this will give workers who wouldn’t have previously qualified to work remotely the ability to do so once in a while. The pandemic has most definitely resulted in lifestyle changes and shifts in how employees view their jobs. Now that so many have experienced the feeling of working from home, they have a new standard for what their work life must look like.

Scheduling Flexibility

It used to be that the only people with flexible schedules were gig workers and freelancers. Now, more and more companies are letting go of the rigid 9-5 schedule and are giving their employees more autonomy. While it sounds like a perk that solely benefits the employee, companies are noticing that by allowing their people to work when they feel they are most productive, they: attract top talent, have longer employee retention rates, and have a better reputation as a place to work. As time goes on, it is projected that there will be much more emphasis on employee output and less focus on the number of hours worked.

The three key components of scheduling flexibility are:

  1. Letting employees choose where they work from
  2. Letting employees create their own schedule
  3. Letting employees build their own work day

If your company is in search of new talent, we would be happy to help you here.

 

 

 

 

How to Attract Millennial Employees

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It is no secret that millennials have been changing the workforce for several years now. Back in 2016, they became the largest fraction of the U.S. workforce, making up over one-third of the working population. It is projected that by 2025, they will account for up to 75% of the working world, which means that if you want your business to continue successfully growing and operating, bringing millennials onto your team is essential.

Although there are commonly held stereotypes surrounding this generation and their work ethic, they are also known to be good communicators, positive change makers, and the most up-to-date on current information and technology. While they may be a generation of high expectations, if they feel they are being accommodated in the workplace and valued as employees, they will go beyond their due diligence to drive results within their company.

Because there is no scarcity of jobs in today’s market, millennials have the option to be particular about where they choose to work. Therefore, attracting them to your company will be an art in and of itself. Here are some of the fundamentals millennials search for when choosing a company to work for:

 

GOOD BENEFITS

Time and time again, surveys have shown that millennials prefer good benefit packages over pay increases. Due to reaching adulthood in a time of sky-high rents, five-figure student loan debt, and the rise of digital devices, despite a decent salary, millennials do not have the reserves to purchase their own benefits or pay high deductibles when it comes to their health nor put away large sums of money for their retirement plans. When posting a job ad, it is important to highlight your company’s medical benefits as well as non-monetary benefits such as PTO and flexible scheduling.

 

 PURPOSE

For the millennial generation, a job is no longer just about a paycheck. As Gen-Y is the generation that purchases from, promotes, and works for organizations that have objectives outside of high revenue and brand visibility, it is of your benefit as a company to implement a cause you are supporting somewhere into your business model. While past generations had the mentality of “show me the money”, millennials have the mentality of “show me the purpose”, with studies showing that over 75% of them would take a pay cut if it meant working for a company that demonstrated a desire for positive change and impact. This also means that you should emphasize ethical business practices and be completely transparent about company culture when recruiting for a position.

CAREER GROWTH

From the get-go, millennials want to know that they will have a career path to follow and about how long it will take them to advance. Known by the expression, “millennials want to matter”, this generation is much more likely to envision themselves with a company long-term if their professional life feels significant. In the interview process, be sure to articulate the different potential avenues of how they could move up should they perform well and choose to stay with the company. This could look like management trainee programs and upskilling employees to take on more responsibilities as they excel and feel more comfortable in their positions.

COMPANY CULTURE

This factor plays a huge role in attracting millennials to a position or corporation. More than any other generation, this group values their work environment and the people in it. Studies show that when asked, millennials rate company culture an 8.5 out of 10 in terms of importance. This includes things such as a comfortable workspace, a sense of community, good communication, core values, and having a voice within the company. Marketing a healthy company culture will not only attract top talent that is dependable and eager to perform, it will also retain the employees you already have and result in more productivity and high employee morale.

FLEXIBILITY

Millennial or not, no matter what the industry, most employees feel that a strict 9-5 workday is outdated. In fact, over 50% of employees say they wish their company was more flexible. While it can appear that people want flexibility out of laziness and self-interest, it is actually found that it reduces workplace stress which then results in more productivity. Although not all industries are able to offer flexibility in the form of working remotely, there are several ways to be flexible, such as offering unlimited PTO, being flexible with time in and time out, having a four day work week, and having a lenient dress code. Having a number of these options will not only improve employee wellbeing, but will also enhance your reputation as an employer.

 

 

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!

Top 6 Things Employees Look for in a Job

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In the current workforce, there is so much more that an employee looks for in a job outside of a livable wage. While many companies believe that the best thing you can do to attract employees is offer competitive pay, getting people to apply and onboarding them is only half the battle. Pay is important of course, but in order to maintain employee morale and a healthy work culture, as well as retain high-quality employees, there are other factors that need to be taken into consideration.

Here are the top six things employees look for in a workplace:

1. Mission

Contrary to popular belief, growth or the vision of your company are not missions. These days, people want to feel like they are a part of something bigger. A company that gives back and has a deep sense of social responsibility is something employees will wear with pride. There are many ways you can implement this into your company model, some examples include:

  • • Having employee volunteer outings and/or opportunities
  • • Giving a percentage of your profits to a good cause
  • • Host office donation drives (such as collecting clothing, pet food, or canned goods for underprivileged families)

2. Flexibility

Nowadays, it is more crucial than ever to address employee flexibility needs. If a workplace isn’t flexible, people are unlikely to stay. This can look like, ability to work remotely, flexible hours or arrival and departure times, having more than average paid time off, etc.

Remember, you do not have to accommodate every option, but having a wide range of options that appeal to employees across the board will benefit not only them, but also you as company by keeping your top talent and saving money on turnover.

3. Inclusivity

In the past, employers have placed  major emphasis on being a diverse workplace. And while diversity is still something organizations should include in their recruiting and hiring processes, inclusivity has become just as, if not more important. While diversity tends to focus on lifestyle as well as the physical, and social attributes of a person, inclusivity is the behaviors, procedures, and social norms a company puts into place to ensure that all employees feel comfortable, welcomed, and included.

Some ways to be inclusive are:

  • • Encouraging employees to include their preferred pronouns on email signatures
  • • Providing a place for people whose native language is not English to take calls in privacy
  • • Offering options that accommodate a variety of dietary needs during staff breakfasts or lunches

Things like this will help employees stay motivated, continue to be engaged, and want to stay with the company for longer.

4. Wellbeing

No matter what industry they’re in, employees spend the majority of their time at work.

For this reason, it is essential that employees know their well-being is being is looked after by the company they work for. Studies show that companies that have implemented employee wellbeing into their model has resulted in both increased productivity and boosted employee morale. Some ways companies have done this are, gifting their employees company branded wellness gifts, renovating the office to bring in more natural light, and giving them the permission to disengage from work once they leave the site or office.

5. Fulfillment

More than ever before, especially with millennials making up such a huge percentage of the job market, people are craving purpose and progress in the workplace.

Helping your employees feel like they have a reason to come to work every day beyond a paycheck and a fancy work title is a sure-fire way to ensure quality work and employee retention. A few ways you can do this are by sitting down individually with each of your employees to discuss a goal and a path to achieving it and inviting them to give suggestions on how to increase revenue, improve company culture, and make the workday more pleasurable or productive.

6. Communication

This goes for both communication between employees and senior leaders as well as between employees and their direct supervisors.

Communication comes in many forms: schedule, training, weekly feedback, recognition, etc. We have found that 69 % of employees say they would work harder if they felt recognized yet of the current workforce, only 30% state that they have received valuable feedback from their organization.

There are many ways to improve communication in your company, some of them to consider are:

  • • Expressing an “open-door” policy with office hours
  • • Facilitating regular check-ins where you and your employees can exchange feedback
  • • Putting out the schedule two weeks in advance
  • • Ensuring that employees feel properly trained and equipped to do their jobs

Overall, employees want to feel like they are seen and heard for the contributing individuals that they are, not just a number or a cog in the machine. If your company regularly demonstrates that you actively care about your employees, in return, they will respond with a strong work ethic and company loyalty.

Star Tribune’s 2020 Top Workplace in Minnesota

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Star Tribune Names Award Staffing as a 2020 Top 150 Workplace in Minnesota

Bloomington, MN June 28th, 2020— For the 5th year in a row Award Staffing has been named one of the Top 150 Workplaces in Minnesota by the Star Tribune. A complete list of those selected is available at StarTribune.com/topworkplaces2020 and will also be published in the Star Tribune Top Workplaces special section on Sunday, June 28.

Produced by the same team that compiles the 29-year-old Star Tribune 100 report of the best-performing public companies in Minnesota, Top Workplaces recognizes the most progressive companies in Minnesota based on employee opinions measuring engagement, organizational health and satisfaction. The analysis included responses from over 76,000 employees at Minnesota public, private and nonprofit organizations.

The rankings in the Star Tribune Top 150 Workplaces are based on survey information collected by Energage, an independent company specializing in employee engagement and retention.

Award Staffing was ranked 32 of 70  on the small company list.    

Star Tribune Publisher Michael J. Klingensmith said, “The companies in the Star Tribune Top 150 Workplaces deserve high praise for creating the very best work environments in the state of Minnesota. My congratulations to each of these exceptional companies.”

Why Award Staffing as a Top Workplace in Minnesota?

“Of all the national and local awards we receive, this one is the most important because the judges are our employees. We are honored to be included in the list of Top Workplaces.” – Tom Thissen, Owner, and CEO

We continue to hold firm to our signature approach to service – reinforce connections between the people and the places we serve. Our role is to fulfill gainful employment by serving both job seekers and businesses alike. These awards would not be possible without the efforts of our recruiters, our associates, our clients, and every candidate who has walked through our doors.

To qualify for the Star Tribune Top Workplaces, a company must have more than 50 employees in Minnesota. Over 3,000 companies were invited to participate. Rankings were composite scores calculated purely on the basis of employee responses.

Signs Your Hiring Process Isn’t Working for You

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We don’t go into the hiring process expecting it to fail, but bad hires happen—and they can cost your organization a lot of time and money. If you’ve been struggling to attract the right kind of employee, it might not be their fault. It could be that your hiring process isn’t working for you. Luckily, it’s easy to evaluate your hiring practices and make any necessary adjustments.

Signs your hiring process needs help

  • • High turnover. Didn’t you just do this six months ago? If you’re dealing with a high turnover rate, that’s a clear sign that you’re not finding the right fit for your company and the specific position.
  • • Long hiring times. If your hiring process take months to complete, it’s not necessarily a sign that you have too many great candidates to choose from. Good hiring processes don’t need to be long in order to find quality candidates.
  • • Low or no ROI. Are you spending months looking for a good employee? When you spend a lot of time, money and effort finding the right fit but aren’t successful, that’s another indicator that your hiring process needs to be revisited.
  • • Deficient applicant pools. When interest in the position is lower than you were counting on, it’s a sign that either your job description is lackluster, the compensation isn’t a fit for the type of candidate you’re looking for or that you’re not reaching the type of people you’re hoping to hire.
  • • Frequent withdrawals. Maybe your job description is stellar and you have a lot of qualified candidates to choose from, but they’re frequently withdrawing their interest sometime between the interview and the offer. That’s a sign that your interview process is too onerous. If candidates decline once you’ve made the offer, consider whether it’s compensation, your team or something else that makes you less attractive.
  • • Negative performance reviews. Are you hiring qualified candidates only to find that your managers and supervisors are unhappy with the choices? That indicates there’s a disconnect between your understanding of what they need from an employee versus what they actually want.

How to adjust your hiring process

  • • Evaluate the skills needed for the job. Talk with your management staff to discuss the specific skills they think successful candidates need, and have them articulate why. Decide whether what you’re asking for is a “need” or a “nice to have.”
  • • Revisit your job posting and compensation. Are you offering competitive compensation? We all want a bargain, but you shouldn’t expect to receive the equivalent of quality champagne on a Diet Coke budget. You can also adjust your job posting by asking staff members to review and identify ways to make it more compelling.
  • • Standardize your evaluation. Finally, make a list of what you’re evaluating and how you’ll score candidates—this makes the whole process more objective, and helps you look past personality.

Not attracting the right candidates for your open positions? Contact Award Staffing for help finding and hiring the right candidates for your company.

Temporary Employees and Paid Sick Leave

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Sick leave for all employees, including temporary ones, has been a hot topic for decades. Especially with the new Minnesota Paid Leave it is important to know the difference. For employees, paid sick leave can make the difference between paying bills and watching expenses rack up, while many employers are concerned about keeping their businesses afloat. Temporary employees are in an even more vulnerable position, due to the transitory nature of their jobs, many of which do not offer benefits such as sick leave. State, federal and local laws vary, so it’s important to know what your sick leave obligations to your employees might be.

Minnesota Sick Leave Laws

Minnesota requires employers to provide paid sick leave, and they may be required to provide unpaid leave under the federal Family and Medical Leave Act, and Minnesota’s Parental Leave Act. If an employer does choose to provide leave, they are required to perform to the terms in the employment contract, and allow employees to use that leave while caring for themselves, a sick or injured child, spouse, sibling, parents or parents-in-law, stepparent, grandchild or grandparent. In fact, they are also required to allow that employee to take the leave while recovering from or caring for a person who has experienced domestic abuse, stalking or sexual assault.

Any employee who has worked at the company for a year or more, those who worked at least half-time in the last year, or any employer who has more than 21 employees at a job site and/or those who offer personal sick leave to employees are required to comply with the law.

Finally, if the employee has accrued more than 160 hours of paid sick leave, the employer can limit them using their hours to care for a family member—other than a minor child—to 160 hours.

Minneapolis Sick Leave Policy

If your business is located within Minneapolis proper, you are subject to the Minneapolis Safe and Sick Time policy. This policy requires employers with 6 or more employees to provide paid sick leave to their workers and not prevent them from using it. Employees accrue one hour of sick time per 30 hours worked. Employers also have the option to cap those sick leave hours to 48 hours total per year, and at 80 hours in their “bank.” Employers can increase those numbers, but never decrease them below the minimum standard. This goes into effect after the employee has worked 90 days at the company.

Temporary Employees and Sick Leave

How does all of this work for temporary employees and the employers who use their services? According to the Sick and Safe Time policy, both the staffing agency and the employer are considered “employers” for the purpose of the law, and either or both must provide the required sick leave. However, they are not required to duplicate the benefits. If you’re located outside of Minneapolis, be sure to check local laws to see if there’s something similar in effect.

Award Staffing is here to help you navigate the challenges of staffing. Reach out to us to find temporary employees to staff your business.

When a Hiring Freeze May Not Be the Right Solution

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Hiring freezes can stop a company from spending money on finding and hiring new candidates, but they might be doing your business more harm than good. As a hiring manager or owner, it’s important to consider why you want to implement a hiring freeze, and whether another solution could accomplish the desired—or better—results.

What is a hiring freeze, and why do companies use them?

Hiring freezes are often a reactionary response to financial downturns. Many businesses see their employees as costs or accounting expenses. In turn, they decide not to hire new employees—even if desperately needed—to cut down on their spending. Sometimes management uses this time to decide whether certain positions are necessary, or to restructure that portion of the business to increase overall profitability.

While profit and loss are valid concerns, hiring freezes may not accomplish the goals you hoped. Instead of thinking of employees as costs, think of them as revenue generators: you need them to make money, and if you don’t have enough people to generate income for the business, you won’t be doing your accounts any favors.

Why hiring freezes might not work for you

If you’re considering a hiring freeze, consider these points. Is there another way to accomplish your objectives?

  • • They’re a way to avoid conflict. Generally, people don’t like conflict, and confronting poor performers is uncomfortable for everyone involved. Hiding behind hiring freezes is the equivalent of throwing your hands up in the air and asking, “What can you do? We can’t hire anyone new.”
  • • They make it harder on your employees. If someone quits or is fired during a hiring freeze, their workload doesn’t disappear along with them—your remaining employees will have to take on more in order to keep business at the same level. This breeds frustration and resentment and could lead to additional staff loss.
  • • Freezes send the message that the company is failing. Employees want job security, and many take pride in a company that does well, in part, as a result of their efforts. Hiring freezes give the impression that the company is struggling, with no room for growth, which may cause your top performers to start looking elsewhere.
  • • They lead to rash decisions when they’re over. If your staff has been struggling during a hiring freeze, the stress and frustration could lead them to making rash hiring decisions as soon as it’s over, rather than taking their time to find a truly good fit for the position. They might also need to hire several employees, reducing their ability to focus on individual positions.
  • • You’ll miss out on great talent. If you’re in a hiring freeze, the best talent in your industry won’t bother trying to find out if you might make an exception—they’ll be knocking on your competitor’s door, which puts you and your team at a disadvantage.

If you’re looking for quality talent to support your business, Award Staffing can help you find the right candidates. Reach out to us today to get started.

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