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. Today, with the coronavirus pandemic, the topic is more important than ever. 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 doesn’t require employers to provide any kind of sick leave, but 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, if an employer provides sick leave to employees, 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 Safe and Sick 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.

Maintaining Communication With Candidates In A Crisis

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Communicating with your candidates is always important, but maintaining strong communication with them during a crisis can set you apart from your competitors. Thanks to COVID-19, our economy came to a grinding halt in March, and businesses are facing unique challenges. On one hand, millions of businesses were deemed “non-essential” and were forced to close their doors, putting them in danger of shutting down permanently. On the other hand, some employers in industries deemed essential are having problems attracting candidates amid the crisis.

Whatever your struggles are now, there are real benefits that come with staying in touch with candidates throughout this crisis.

Your Company Will Stand Out

Many companies aren’t thinking about their candidates right now, which is completely understandable. But when they come out the other side of this crisis and the economy begins ascending again, companies that need talent will struggle to find it if they went completely dark during the crisis.

So, even if you aren’t hiring, send out updates, advice and other communications to candidates throughout this crisis. This shows that you are still open for business and that you are planning on ramping up hiring again in the future, even if you can’t today.

If you are in need of people and can’t seem to find them, regular communication  – especially communication focused on how you are keeping employees safe – can help you show candidates that your company is on solid ground, that you value your workforce, and that you are ready to hire people who need great jobs.

Candidates Have Real Questions

One of the themes of the world we are maneuvering through is that uncertainty rules the day.  People have a lot of big questions about the long-term impact of COVID-19, but they also have very specific questions like, “Is ABC Company still open,” “Is ABC Company doing remote interviews or will I be expected to come into the office,” “What precautions is ABC Company taking to protect employees?”

Questions like these are common, and they deserve answers. By addressing those questions and keeping in touch even if you aren’t hiring right now, you show your human side at a time when things seem very cold to many workers.

If you are hiring, answering these questions can help ease fears at a time when many people are choosing between trying to get back to work and potentially exposing themselves or staying home and collecting unemployment. Regular communication can help ease fears and encourage people to choose the workforce.

You Will Still Need to Hire People

COVID-19 has us all focused on government-forced job losses, but every company will have to deal with people who resign, employees who must take a leave of absence to isolate, recover or care for a sick family member, or you may still have to fire people throughout this crisis. By keeping in touch with candidates, you can much more quickly fill roles as they come open to maintain peak productivity.

How Can You Stay In Touch With Candidates

There are lots of ways to keep in touch with candidates throughout this crisis. Find the channels that work best for both you and your candidates. They might include:

  • • Company blog posts
  • • Email newsletter
  • • Social media posts
  • • Live broadcasts on social media that include Q&A at the end
  • • Text messaging

Remember, right now, people need connections and information and crave any sense of normalcy they can find. You might not have a lot of open jobs – or any – right now, but by keeping in touch with candidates you stand out as a leader in your community, a business that genuinely cares about people, and you will be poised to hire up quickly and efficiently when the time comes.

In these uncertain times, Award Staffing is here for you. We can help you keep in touch with top candidates, fill job openings quickly, and help you develop a plan to come out of this crisis ready to seize the day. Contact us today to learn more about how we can help you navigate these challenging times.

Guidance to Keep Your Workers Safe from Coronavirus

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By now, you’re probably familiar with coronavirus, the global pandemic that’s causing towns, counties, states and even entire countries to issue “shelter in place” orders to prevent the spread of the disease. Coronavirus, or COVID-19, is a highly contagious virus that produces flu-like symptoms and can be deadly to the elderly or immunocompromised.

As business leaders, this requires reevaluating and restructuring everyday operations to keep employees safe.

How coronavirus spreads

Coronavirus is transmitted through the air, usually on droplets from coughing or sneezing. This illness is characterized by an upper respiratory infection, which can be deadly if you’re over age 65 or have underlying health issues. The most common symptoms include fever over 100.4 degrees Fahrenheit, a dry cough, and shortness of breath.

Symptoms may not appear until 2-14 days after contact, and it can be spread even if you don’t get sick. That’s why so many states are limiting contact between people and “social distancing” has become the nation’s new buzz phrase.

Health and safety guidelines to stop the spread of illness

If your business requires employees to be on-site to perform their job duties, it’s imperative that you take measures to ensure each person’s health and safety. Experts have offered the following tips:

  • • Promote good hygiene. Let your employees know that handwashing or sanitizing is a must, and provide sufficient breaks and facilities to keep up.
  • • Require sick employees to stay home. Since the virus spreads so easily, sick employees must stay home to avoid infecting other people—even if they don’t think they have coronavirus. They should not return to work until they’re fully recovered.
  • • Require traveling employees to stay home. Anyone who has traveled recently, whether for work or pleasure, is at increased risk of carrying the virus. It’s important that those employees stay home for two weeks in order to ensure they are not contagious.
  • • Promote social distancing. If you’re still working on-site, do your best to keep employees six feet or more from each other and customers whenever possible.

Other considerations

As the pandemic continues, savvy management will start making plans now to mitigate the financial burden on the business. Many companies, once resistant to allowing employees to work from home, are finding it’s the best way to keep their business alive. With today’s technology, it’s easier than ever to stay connected to your workforce, even if you can’t come face to face.

If you’re looking for great remote employees to get your business through the coronavirus pandemic, Award Staffing can connect you with candidates who have the skills to succeed. Reach out to us today to find out how we can help.