4 Reasons For The War on Wages

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

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

1. Cost of Living is Increasing

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

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

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


2. The Supply of Labor is Diminishing

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

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

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

3. The Demand for Labor is Increasing

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

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

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

4. Attracting Talent With Better Benefits

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

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

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

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


What Does This Mean

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

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


How to Communicate When Working with a Staffing Agency

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

The importance of communication in any relationship

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

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

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

The importance of communication when working with a staffing agency

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

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

Tips for communicating effectively with a staffing agency

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

Be clear about your needs and expectations.

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

Ask questions.

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

Keep the lines of communication open.

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

The bottom line

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

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

How to Attract and Retain Top Talent in Rural Communities

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

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

Know your ideal candidate

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

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

Focus on soft skills

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

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

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

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

Create an attractive environment

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

1. Offering competitive wages

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

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

2. Focusing on work-life balance

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

3. Creating a positive work environment

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

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

Develop opportunities for Career Growth

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

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

Focus on what your community can offer

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

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

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

Bringing it together with a positive mindset

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

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

7 Tips for Writing Job Ads that Attract Top Candidates

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

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

1. Use keyword-rich titles

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

2. Highlight the company’s culture

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

3. Describe the role in detail

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

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

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

4. Offer competitive compensation

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

5. Use persuasive language

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

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

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

6. Include a call to action

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

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

7. Proofread the job ad

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

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

Keeping everyone in mind

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

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

We’re here to help

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

6 Ways to Speed up Your Company’s Hiring Process

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

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

1. Use technology to your advantage

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

2. Develop a strong talent pipeline

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

3. Simplify your hiring process

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

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

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

4. Delegate and build a team

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

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

5. Be flexible

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

6. Use a Staffing Agency

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

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

Pulling it all together

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

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

Why a New Website is a Great Marketing Tactic

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

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

1. Brand Evolution

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

2. Audience Shifts

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

3. Brand Perception

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

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

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

Why Use Net Promoter Score?

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

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

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

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

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

1. Gives you an idea of where you can improve

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

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

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

3. It looks at the overall picture

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

4. Demonstrates Care

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

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

Internal Marketing: What is it and How can you integrate it?

One thing we can say with pride here at Award Staffing, is that we are very intentional about our internal marketing. As a company, we work hard to have an extraordinarily good company culture, as we want all of our employees to work well together and enjoy coming to work every day.

Our own experience, as well as a number of recent studies have continuously proven that organizations with a strong and positive company culture, have higher retention rates, more productivity, and a highly thought of brand reputation.

Most companies believe that as long as they pay a decent salary, provide a nice workspace, and ensure a comfortable, drama-free environment, that it’s automatically going to result in surpassing company ethos. While this is a good start, it takes an intentionally curated internal marketing strategy to form an atmosphere of overall workplace satisfaction.

Internal Marketing is the promotion of an organization’s values, mission, and purpose to its employees. Also called Employee Marketing, the goal is to sell your employees on the company to increase brand awareness and make sure that the people you hire are the right fit and feel a great sense of workplace satisfaction.

Some of the things we at Award do for Internal Marketing are:

  • Discuss and live by our core values of: work hard, have fun, and be nice
  • Have a weekly all-call over Zoom that recognizes recent employee accomplishments and includes a game of trivia and a “dad joke”
  • Casual Fridays
  • Spotlight employees on social media
  • Fun marketing campaigns for our quarterly service project that feature each employee and their individual contributions

Depending on the products or services you provide, it’s up to each individual company to determine what type Internal Marketing tactics are on-brand, and how they will go about integrating them into their model and work culture.

Here are a few of our recommendations for creating your own Internal Marketing Strategy:

1. Host Activities

A great way to break the ice and promote team building is by having weekly or bi-weekly, pressure-free activities that all employees can participate in. They can happen on-site or offsite, as long as they take place at a time that no one is working and don’t involve employees spending their own money. A game, a contest, or an employee social are all great options. It’s crucial that once you start doing these things that they continue, as they are something nearly everyone will look forward to. Hosting activities will also make new employees feel more comfortable with the team and encourage them to get to know their colleagues.

2. Reward Employees

Although everyone appreciates verbal recognition, if you want employees to truly feel valued, try offering tangible rewards. This can look like surprising them with coffee when they reach a certain goal, presenting them with a trophy or plaque to celebrate something they did, or buying their lunch one day. Just make sure that the rewards are consistent for everyone and that each employee has the same ability to earn them despite their position or department.

3. Address Issues and Take Requests into Consideration

The companies that are known for being a great place to work are the ones who genuinely care about what their employees have to say. There is nothing more frustrating than having an issue swept under the rug or sharing a request just to have it never brought up again. Check in with the individual(s) who brought something to your attention and when a new policy, procedure, etc. is implemented, make sure that all employees hear about it in a timely manner.

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

How to be a Future-Ready Company

With the primary focus for most businesses right now being on finding and hiring good employees, preparing for the future is likely not a topic that has come up for most companies in recent times.

However, if there is anything the pandemic taught us, it’s that there is no such thing as being “too prepared” for what could come up in the future.

Additionally, the commonplace way of doing things in the workforce has significantly changed in the past two years; and if companies want to prosper, they must have up-to-date employer and business practices.

Employees and customers/clients alike gravitate towards companies that are known to have efficient and sustainable processes and prioritize giving current and future employees what they are asking for.

Here are just a few of many ways you can move towards becoming a future-ready company:

Cultivate Talent

Since finding talent in today’s market has proven to be more challenging than ever; if a company wants to keep current employees and bring in new team members who are there to stay for the long-haul, they need to find ways to stand out. This means upgrading your technology to make it more user-friendly; which would not only make it easier on your current staff, but also give you a wider candidate pool as certain technical skills will no longer be needed. It also means becoming less rigid in your requirements, which would encourage more people to apply. Furthermore, environment and health are very important to the modern-day workforce. Companies that make it a point to have generous wellness practices and appealing workspaces will have the upper hand on those that don’t.

Divvy Up Decisions

When it comes to decisions, they shouldn’t all be made by the same group of people. Different decisions will affect each department and facet of the company differently, which is why all employees must be able to offer their insight and input. Typically, decisions are all left up to the leaders of a company; but in this market, employee-centric companies are the ones that are doing the best. The pandemic taught people to value their time and employees, especially those of younger generations will not work for companies that don’t give them a voice. Truthfully, in many cases, company leaders don’t see the day-to-day things that happen across different departments and among entry-level employees. Not only does involving them in some of the decision-making show that you value your people, it also takes much of the pressure off of company executives and offers a broader perspective on things.

Get Clear on Your Value

As experts in your industry, of course you know what you offer and why a company should hire you over your competitors. However, as competition increases, you may need to take a new approach to what you offer as well as how you market your services. What are your uniques as a company and what do you provide that others don’t? These things should all be clearly communicated in your branding and future marketing campaigns.


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

How to Have a Strong Employer Brand

If someone were to ask you what it’s like to work at places like Facebook, Google, or Apple, you would likely tell them that it’s a fun and laid-back environment that is trendy and health conscious. And the interesting part is…you don’t even have to work there to know that. This is because all of these companies have a strong employer brand.

An employer brand is a company’s reputation as an employer and how they are viewed from an internal employee’s perspective.

Most companies don’t put much thought into this because there is already so much branding and marketing to be done for their products and services as well as advertising open positions. However, employers that have an amazing work culture and an innovate strategy to promote it have an easier time finding the right talent who stays with the company over the long-term.

Here are our top recommendations for creating a strong employer brand that will attract top talent.

1. Conduct a Culture Audit

A culture audit is an assessment of your organization’s workplace culture that helps you determine how your company culture is perceived by employees as well as clients and vendors. Doing so will give you a good idea of what is currently working, what your employees value, and what areas need improvement. Gather data by asking your employees to complete an anonymous survey. Some good foundational questions to ask are:

  • How would you describe our company’s leadership?
  • What is our office environment like to you?
  • Have you come across any obstacles that have gotten in the way of your work?

It’s also important that you give them the ability to offer feedback and suggestions.

2. Add a Company Culture Section to Your Website

In nearly every job posting, companies claim that they have a “great company culture”, but outside of a brief description, give prospective candidates no way to gage whether or not they see themselves as a culture fit. Since a company’s culture is such a big determining factor for whether or not someone chooses to apply and/or work for a place, having this will set you apart from your competitors. A few things to include are:

  • A video that shows what the office/worksite looks like
  • A list or photos of some of the perks and fun things your company offers
  • A link to some of the causes your company supports with facts and statistics about that social issue

3. Spotlight Your Employees

Your employees are what make your business possible, and they all want to feel recognized for their efforts and contributions. Whether it’s through your blog, social media posts, or bi-weekly newsletter, feature your employees with their picture, some personal fun facts, and a highlight of their accomplishments. This will make your employees feel valued and show anyone who visits your online platforms that you appreciate your team and the work that they do.

4. Showcase Your Company Culture Across Your Social Media Platforms

The lowest hanging fruit is to post all about your products and services and write blog posts about what’s current in your industry. While this is definitely a good use of your social media channels, it doesn’t need to be the only thing you ever post about. In fact, you will have much more traction if you do something outside of the norm. When people browse your online platforms, they want to be engaged and see your brand’s personality. Make your digital spaces a bit more personal by posting photos of company outings, projects, and events; and accompany them with a caption that tells the story behind the photo.

Additionally, it’s essential that what you advertise about your company online, translates to how it actually is to work there.

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