Tag Archive for: company culture

Hire for Culture, Train for Skill: A Winning Recruitment Strategy for Businesses

As a business owner or HR professional, you probably know that recruiting the right talent is crucial to the success of your organization. However, with the current shortage of skilled workers and the skill gap in the manufacturing industry, finding the right candidates can be a challenging task. So, what can you do to overcome this challenge and build a strong team that can take your business to new heights?

The answer lies in embracing the “Hire for Culture, Train For Skill” approach, which focuses on finding candidates who have the right cultural fit for your organization and training them to acquire the necessary skills.

In this blog post, we’ll explore why this recruitment strategy is essential for businesses, what it involves, and how you can implement it to attract and retain top talent.

1. Define Core Values

The first step in adopting the “Hire for Culture, Train For Skill” approach is to define your company’s core values and the traits you want your employees to possess. This will help you attract candidates who share your company’s values and culture and can contribute positively to your organization.

Defining core values provides a framework for the company’s culture and sets expectations for employee behavior. To define your company’s core values, begin with introspection. Reflect on what your business stands for, your mission, and the values you want to uphold. Engage in open discussions with your team about what they value most in the workplace. Consider the traits of your top-performing employees; these traits often reflect the company’s core values. Once you have defined your core values, communicate them clearly and consistently. They should be visible in your job postings, discussed during interviews, and embedded in the everyday life of your organization. Keep in mind core values are not just slogans on a wall. They should inspire and guide all business activities and decisions. They are the characteristics you seek in potential employees and the values you commit to uphold.

2. Identifying Candidates that Align with Your Culture

To effectively align your organization’s core values with candidate traits for a successful culture match, it’s vital to have a comprehensive understanding of what these values mean in practical terms. How do they translate into day-to-day activities? What behaviors reflect these values? Once you have this clear picture, draft job descriptions and interview questions that reflect these values. During the interview, observe not just what candidates say, but how they say it and their body language. Look for signs of enthusiasm and genuine interest in the company’s values. Additionally, consider introducing the candidates to your team. Their interaction with existing employees can offer valuable insights into their cultural fit. Remember, the better the culture fit, the more likely the candidate is to thrive in your organization, contribute positively, and stay for the long haul.

3. Look For Transferable Skills

It’s essential to remember that just because a candidate may lack certain industry-specific skills, it doesn’t mean they won’t be a valuable addition to your team. Candidates possessing transferable skills can bring a fresh perspective and unique approach to challenges. By focusing on these capabilities, you not only broaden your candidate pool but also foster a diverse and innovative company culture. This strategy is particularly beneficial in times of a skills shortage. Instead of waiting for the perfect match, companies can employ and train enthusiastic individuals who are eager to learn and grow, thereby effectively bridging the skills gap.

4. Broaden Your Search Beyond Your Industry

Expanding your search beyond your industry can open up a pool of talented candidates who may bring fresh perspectives and innovative approaches to your business. By being open to candidates from different backgrounds and industries, you’re more likely to find a diverse range of candidates who align with your company’s culture and values. Additionally, these candidates can bring valuable transferable skills and experiences that can benefit your organization in unexpected ways. You can tap into a diverse talent pool that can contribute to the success of your organization by being open in your hiring approach.

5. Training and Development

Once you’ve identified the right candidates, your focus should shift to training and development. As a business, investing in employee training should be a core competency. Investing in employee training and development is paramount to the future success of your business. Not only does it contribute to the growth and development of your employees, but it also helps bridge the skills gap between current skills and future needs.

By ensuring your employees are adept at keeping pace with new changes, you’re building a competent, future-proof workforce. Moreover, training provides an avenue to enhance employee engagement and loyalty, as it shows your commitment to their professional growth. This reduces staff turnover and the associated costs of recruitment and onboarding. Thus, by focusing on training, you are not just nurturing talent but fostering an environment conducive to innovation, productivity, and overall business prosperity.

6. Hire For Culture

Hiring for culture is pivotal as it enhances team synergy, fosters a positive working environment, and drives business growth. When a new hire aligns with the company’s cultural fabric, they are more likely to feel a sense of belonging, which, in turn, boosts their productivity and job satisfaction. During the interview process, consider questions that can help uncover a candidate’s cultural fit, such as “Can you describe the work environment or culture in which you are most productive and satisfied?” or “What are the values that you hold dear and how have they influenced you professionally?” Remember, the key to successful hiring for culture is not about finding candidates who mirror every aspect of the existing culture but those who enrich it, bringing a diversity of thoughts and experiences, yet fundamentally sharing your organization’s core values.

7. Cultivating Potential

It’s also important to keep in mind that the hiring process doesn’t have to exclusively focus on individuals who possess every quality you’re looking for right off the bat. Alternatively, candidates with potential are still great bets particularly, those with a strong work ethic and willingness to learn. Within the right organizational structure, even the lesser-skilled personnel can be transformed into valuable assets for the company.

Developing Innovative Recruiting Strategies

By adopting a “Hire for Culture, Train for Skill” recruitment strategy, businesses can address the manufacturing industries’ skills gap and attract top talent. In a world where attracting and retaining top employees is increasingly challenging, an innovative approach to recruitment is crucial. Building a team of employees who align with organizational principles fosters a long-lasting, excellent company culture. Committing to employee training, development, and mentorship cultivates motivated, skilled individuals who can take on new responsibilities and help your company thrive.

So, next time you’re looking to fill a position, remember to focus on finding candidates who align with your company culture, possess transferable skills, and exhibit the willingness to learn. In doing so, you’re cultivating a team of employees who are happy and invested in your organization’s continued success. For more information on this topic visit our webinar or check out our services.

How to Determine the Best Culture Fit

You’ve applied to multiple companies, and now you’re receiving job offers. How do you decide which ones to accept? Money is an essential factor to consider, but equally important is the company culture. Culture fit is critical because it’s what helps you enjoy the job you’re doing, the company you’re working for, and the people you’re working with. The right culture is a major contributor to job satisfaction and is one of the leading reasons why people leave their jobs.

Here are 5 ways to determine company culture so you can find a job that is fulfilling and enjoyable.

1. Research the Company

Before you accept a job offer, research the company thoroughly. This includes the company’s values, mission, and work culture. You can find this information on the company’s website, social media, or Google reviews. Google reviews reveal public opinions about the company including their treatment of employees, the work environment, and their business practices. This information can give you a better understanding of the company’s culture and whether it aligns with your values.

A company’s values, mission, and social outlook are critical indicators of their culture. The values generally reflect the behavioral norms and guiding principles that shape the decisions, interactions, and work practices within the organization. The mission, on the other hand, serves as the company’s roadmap, pointing out the overall direction and defining its purpose. A company with a strong social outlook typically prioritizes corporate social responsibility, demonstrating a commitment to making a positive societal impact. Together, these factors help paint a picture of the company culture — whether it is competitive or collaborative, innovative or traditional, socially conscious or profit-driven. Understanding this can help you determine if you would thrive in such an environment and align with its culture.

2. Review the Job Description

The job description plays a crucial role in assessing culture fit. It provides valuable insights into the work environment through specific keywords and phrases. For instance, words like “fast-paced,” “dynamic,” and “entrepreneurial” indicate an energetic and innovative culture that thrives on constant change. On the other hand, terms such as “team-oriented,” “collaborative,” and “inclusive” suggest a work environment that values teamwork, cooperation, and diversity..

By paying close attention to these descriptive elements, you can gain a deeper understanding of whether the job aligns with your own preferences and strengths. It’s important to consider how these qualities may impact your ability to thrive and contribute to the organization. Taking the time to assess culture fit can ultimately lead to a more fulfilling and successful career journey.

3. Evaluate the Interview Process

The interview process gives you a glimpse into the company culture, and how they treat their potential employees. Take note of the interviewer’s tone and how they treat you. If they ask about your personal life and interests, it’s a sign that the company values its employees as individuals. If they only ask about your professional skills and experience, you could be working in a company that only values your work output. Furthermore, pay attention to how they communicate and the kind of language they use. This can indicate if there are open lines of communication between employees and if the work environment is friendly. Make sure to prepare questions about the company culture as well:

  • How would you describe the company culture?
  • What do employees enjoy most about working here?
  • How does the company promote teamwork and collaboration?
  • Can you share an example of a recent project that demonstrates the company’s values in action?

Asking these questions not only shows your interest in the company, but also allows you to gather firsthand insights from current employees. Their responses can provide valuable information beyond what is available through research alone.

4. Check Out Company’s Social Media

Many companies have social media pages that show their company culture through posts, videos, and employee spotlights. Check out their social media pages, especially Facebook, Instagram, and LinkedIn to see how they promote their culture. The kind of content they share online can be an indication of how they treat their employees and their workplace environment. If they share posts about team-building events, birthdays, and company achievements and awards, it’s a sign that they value their employees and teamwork inside the workplace.

Another green light is if they update their content regularly. It shows that the company is active and engaged with their employees. On the other hand, if there are no recent posts or updates, it could indicate a lack of communication and engagement within the organization. Social media can give you an inside look at what it’s like to work for the company, so make sure to take advantage of this valuable resource.

5. Trust Your Gut

Lastly, trust your instincts. The best way to determine if a company is a culture fit is by trusting your intuition. Always consider if you have a good feeling after researching, interviewing, and checking the company’s social media. Does the company give off a good impression, or not so much? Do you see yourself fitting in with the company culture, or does it feel like a mismatch?

It’s important to listen to these feelings and trust them. If something feels off, it’s better to listen to your gut and continue your job search rather than accepting a position that may not align with your values and goals. You don’t want to start a new job and then realize it isn’t like you’d thought it would be. Your happiness and satisfaction at work are essential for your personal and professional growth, so don’t overlook the importance of culture fit in your job search.

Determining the best culture fit among job offers is crucial for job satisfaction and retention. Research the company, review the job description, evaluate the interview process, check out their social media, and trust your instincts. Remember that company culture is something that is unique to every individual. Finding the perfect culture fit can be challenging, but it’s worth it in the long run. By using these tips, you can select a job that aligns with your values and work style. If you are looking for a career that aligns with your skills, goals, and values, Award Staffing is here to assist you. Check out our current job openings today!

5 Emerging Trends to Attract Candidates in 2023

Finding the right talent has always been important, but it is even more crucial in a tightening labor market affecting the Twin Cities. While we have seen some slack return to the U.S labor market, Minnesota is among 39 states experiencing increased labor market tightness compared to pre pandemic levels according to recent LinkedIn data.

Due to this uncertain economic outlook, local businesses are finding increased competition to attract a select pool of candidates to fill positions quickly. It is imperative that hiring managers revamp their recruiting strategy to attract the right candidates and set them themselves apart from the competition. Doing so will prepare them for the future and ensure success.

Here are 5 trends that candidates are looking for in their job search.

1. Remote/Hybrid Opportunities

The Minnesota job market is facing a tight labor supply, making it increasingly difficult for hiring managers and HR professionals to attract job seekers. To effectively compete in this changing landscape, employers must be willing to adapt their recruiting strategies to meet the demands of job seekers. One such demand that has become more prominent over the past year is increased interest in remote and hybrid opportunities. With many people having already experienced working from home during the pandemic, there’s now an expectation of flexible work arrangements as part of any new position they consider.

Gen Z in particular tends to gravitate towards hybrid over remote positions. During the pandemic they were forced into remote opportunities and are perhaps not eager to return to that solace. Hybrid work offers them both in-person connection and remote flexibility. By taking these needs into account when crafting recruitment plans, organizations can ensure they’re best positioned to draw top talent even during times of low labor availability.

2. Candidate Engagement

Attracting job seekers in a tight labor market can be challenging, but there are strategies that when implemented correctly can help employers stand out from the competition. One of these strategies is incorporating candidate engagement into your recruiting process. Candidate engagement involves actively engaging with potential candidates throughout the recruitment process by providing timely feedback and updates on their applications or inquiries. This strategy not only helps to keep top talent interested but also ensures that the application process is short and sweet for everyone involved. With unemployment rates at historic lows across Minnesota, it’s essential for hiring managers and HR professionals to make sure they have an effective candidate engagement strategy in place if they want to attract quality job seekers.

3. Comprehensive Benefits Package

In today’s competitive job market, businesses need to be creative to attract the best candidates. With the cost of goods and services rising, many potential job seekers are looking for higher pay to offset these costs. However, not all businesses can afford this, which is why leveraging a comprehensive benefits package is key for attracting job seekers. By offering things like PTO, mental health and wellness services, as well as Employee Assistance Programs (EAPs), employers can create an attractive package that will draw in quality candidates while also helping them feel secure in their new position. Such an approach not only helps you draw in top talent but also shows job seekers that you value their well-being. Additionally, offering generous benefits can help with retention rates as people will be more likely to stay if they know their employer cares for them beyond salary alone.

4. Future Career Path Development

Candidates want to know that there is room for growth and advancement in the companies they work for. When advertising job openings, emphasize the career development and professional growth opportunities that come with the job. Encourage current employees to give testimonials about their experiences with professional growth and how working for your company has helped them. This helps to establish your company as a place where people can grow and develop their careers.

5. Focus on Company Culture

More and more job seekers are looking for work that aligns with their values and goals. Local businesses can fulfill this need by advertising their company culture in their job openings. This shows candidates what is it like to work there which promotes a sense of transparency. By showcasing the core values and mission of your organization, you’re better able to attract job seekers who align with those values and have a greater chance of becoming successful long-term.


At Award Staffing we strive to provide our clients with the most up to date market data to inform your business decisions. Contact us or view our services to see how we can help you succeed!

The Great Rebalance

Over the course of the last 5-years, we have experienced a whirlwind in Twin Cities when it comes to hiring. From 2017 through 2019, we started to experience this concept of “unemployeement,” that’s correct, unemployeement is not unemployment. “Unemployeement” or shortage of workers is based on the German word “Arbeiterlosigkeit,” coined by Stepstone CEO Sebastian Dettmers. The lead-up to the COVID-19 Pandemic was filled with record-low unemployment rates of the low 3% and historical labor force participation rates, which, for those who are reading this and were in positions of hiring during that time, was difficult. It was difficult to find the right talent, it was difficult to know what wages were fair, and all in all, it felt like a “war for talent” at times.

Then in March 2020, the world was hit with a whole new issue of worldwide uncertainty. The pandemic resulted in a drastic shift in the Twin Cities job market, where companies had to furlough or lay off their employees suddenly, where unemployment rates were akin to that of the Great Recession. Then fast-forward a few months from the national stay-at-home orders, we were met with the whiplash of ultra-low unemployment coupled with a 50-year low participation rate of working-aged individuals. Then, the war for talent broke out again but with more dire circumstances.

The “unemployeement” of 2019 had not completely been realized until the post-COVID-19 outbreak. The pandemic ultimately accelerated the path we were already on in the Twin Cities labor market. The pandemic has served as an agent of change, setting the stage for what could be the next 3-years of hiring. Companies now had to compete over a much smaller labor force while also having to fulfill record high demand for goods and commodities. Businesses had to find ways to compete for talent, resulting in increased wages, signing bonuses, and more, which has been fully realized through inflation.

The Twin Cities job market has been in flux for the last 5 years, but it is one that is full of opportunities. The pandemic has only served to accelerate the already existing trends, and businesses must be prepared for whatever comes next to find success in their hiring. As we all cautiously lead into 2023, the coined phrase “The Great Rebalance” of hiring has begun. What we have known as an employee market for the better part of the last two years is subtly shifting to where employers have some control. And we use the phrase “employers have some control” advantageously because the challenges are the same but different, which we will discuss throughout the course of this article.

The key takeaway is that while still challenging, the Twin Cities job market has become much more fluid in a post-pandemic world. Employers must be prepared to adapt and change to succeed in their hiring endeavors, no matter what comes next. The war for talent is still on, and those who are prepared will find success. It is mission-critical that businesses know how to position themselves to stay ahead of the competition when it comes to talent. With the right strategy and information, businesses can ensure that they are on their way to becoming employers of choice in the Twin Cities job market.

What Will The Future of Hiring Look Like?

We are going to methodically back into current hiring trends along with things you can do from a recruiting perspective by starting with a deep look into the overall future of hiring. This is an easier way for us to show our “math” on how we got from point A to point B. We believe this perspective will ring true for the long term and in the near months to come.


This is how we come back to our earlier phrase, “employers have some control,” with the keyword being “some,” in the future of hiring in the Twin Cities. If you are unfamiliar with the word “Sansdemic,” it is a word coined for the new normal that has developed in today’s job market. The word simply means “without people” or “without enough people.” The Sansdemic reflects the combination of pre-pandemic, pandemic, and post-pandemic trends that employers now face. To put it even more simply, there are more open jobs than there are people to fill them—or people who are willing to fill them.

As we talked about in the introduction, Sansdemic was a path that we were already not just locally but globally, and the Pandemic kicked it into overdrive. There are three parts to this cycle that have quietly been forming for decades but are now being put into full swing. They are; lower birth rates, increased retirements, and a significant decline in the labor force participation rate.

1. Low Birth Rates

The first part of the cycle is lower birth rates. Since the explosion of the births of the baby boomers in the mid-1940s to early 1960s, birth rates have been steadily declining. This is a trend that has been seen not just in the US but also in most developed countries. The average number of baby boomers born was 4.3 per woman, but now that number is hovering around 1.6 per woman in the US, with most other developed nations following suit.

The trend of low birth rates can occur for various reasons, such as decreased fertility rates, changes in societal attitudes toward having children, economic factors, or a shift towards urbanization and smaller living spaces. As a result of fewer people being born, fewer people are entering the workforce and available to be hired.

2. More Retirements

The second part of the cycle is an increase in the retirement rate. The consequence of having lower birth rates is met head-on with an increase in the retirement rate. Baby boomers are now retiring at a faster rate than what is being replaced by younger generations. The rate of retirement has increased from under 10% in the 1990s to around 15-17% today and is projected to continue to rise. This means that for every one person that is entering the workforce, there are 1.5-1.7 people leaving it.

What complicates the issue even further is that the retirement age has been steadily increasing since the mid-1980s, meaning that more people are staying in the workforce longer. This is great news for employers who will be able to benefit from their experience and knowledge, but it also means that those jobs will be filled for longer, potentially limiting the amount of new talent that can enter the workforce.

3. Decline in Laborforce Participation

The last part of this cycle is a significant decline in labor force participation. This means that fewer people are actively seeking or participating in the job market. This can happen for a variety of reasons, such as an inability to find work that matches their skill set, students opting out of the workforce to pursue higher education, or people taking a break from work to care for family members.

An unforeseen consequence of the COVID-19 pandemic was the significant impact on labor force participation. Many workers have left the workforce due to health concerns or caregiving responsibilities, particularly women and men ages 24-34, who have been disproportionately affected by the pandemic. This fascinating shift in labor dynamics has been influenced by a growing trend amongst young men, who opt to stay with their parents without a college degree and do not prioritize formal employment. Adding to this intriguing landscape is the emergence of the gig economy, where individuals combine multiple short-term, contractual jobs to earn a living. This innovative employment structure often eliminates the desire for many to return to conventional full-time positions, creating an ever-evolving labor market.

Becoming a Culture of Choice

As the three parts of this cycle come together, employers are facing an increasingly difficult task of finding the right people to fill their open roles. To move beyond the cycle of low birth rates, increased retirements, and declining labor force participation, employers must focus on becoming a culture of choice. This means creating an attractive workplace for job seekers.

Creating an environment where your organization is considered a “Culture of Choice” extends far beyond competitive salaries and attractive job postings; it is deeply rooted in cultivating a culture that demonstrates genuine appreciation and respect for its employees. As experts in the field of workplace dynamics, we understand that becoming a culture of choice requires conscious efforts to foster a positive work atmosphere where employees feel valued, inspired, and connected to the organization’s mission. Establishing such a culture bolsters employee loyalty and productivity and naturally attracts top talent, enabling your business to thrive and continue its upward trajectory.

We see successful businesses effectively position themselves as an employer of choice by cultivating a culture of inclusivity, transparency, and open communication, where employers can express genuine respect and appreciation for their team members. This results in improved collaboration, innovation, and company growth. Businesses can effectively leverage each team member’s unique talents and experiences by fostering a workplace where diverse perspectives and ideas are valued. Open dialogue empowers employees to feel respected, appreciated, and motivated to contribute meaningfully to their organization’s objectives.

By fostering a culture where employers acknowledge and appreciate the contributions of each team member, they facilitate an ambiance of trust, camaraderie, and profound loyalty. These qualities equip businesses to navigate volatile market scenarios with agility and resilience while capitalizing on emerging opportunities. Ultimately, employers that prioritize becoming an employer of choice are better positioned to attract and retain the best talent, reduce turnover costs, and increase overall productivity.

Recruitment Versus Hiring

As the hiring market continues to evolve along with the labor force dynamics, employers must be mindful of the distinction between recruitment and hiring. Recruiting and hiring are two terms often used interchangeably, but they actually refer to different aspects of finding and selecting new employees for a job.

Recruiting refers to the process of identifying and attracting potential job candidates to apply for a position within an organization. This can involve various methods such as headhunting, employee referrals, networking, and using recruitment agencies. The goal of recruiting is to create a pool of qualified candidates who are interested in the job and are willing to undergo the hiring process.

Hiring, on the other hand, refers to the process of selecting the best candidate from the pool of applicants generated during the recruiting process. This involves reviewing resumes, conducting interviews, and assessing the candidates’ qualifications, skills, and suitability for the job. The goal of hiring is to choose the most qualified candidate who will meet the organization’s needs and contribute to its success.

In today’s rapidly changing business climate, the hiring landscape has shifted to what is known as a Sansdemic world – where businesses must constantly adapt and innovate to remain competitive in the new normal. Employers must embrace forward-thinking talent acquisition strategies to optimize their processes and ensure they attract and retain the best candidates in the market. Gone are the day of waiting for people to apply for a job posting. Employers must take a proactive approach to meet their talent needs. The employees you want are not actively looking for jobs. The business’s approach needs to go far beyond paying the most and having the most Indeed job postings; it will be about adopting a recruiting approach that involves targeting candidates and actively engaging with them through diverse methods such as employee referral programs, digital recruiting strategies, and even creating online communities to build relationships.

What’s Happening in the Twin Cities Talent Market?

Alright, we can put away our crystal ball as we took a significant look into the future of hiring and some of its associated hurdles. But what’s currently happening in the Twin Cities talent market?

This is where we are starting to see what we call “The Great Rebalance,” where local businesses now have somewhat of an upper hand in the hiring process, an advantage that has been quite elusive in recent years. Indeed, the keyword here is ‘some’ latitude, but it’s a tectonic shift nonetheless. Twin Cities employers are subtly regaining control and overcoming hiring challenges.

Employers recognize the value of hiring the right people with a range of skills and experiences for their business as opposed to hiring just anyone. There’s a growing realization that it is essential to invest in quality talent acquisition and retention strategies, embrace diversity and inclusion as part of their culture, to amplify their recruitment processes.

While the talent market is still highly competitive, hiring decisions are becoming increasingly important; there are a few local trends that we are seeing in the Twin Cities hiring Market.

Manufacturing and Warehousing

The Twin Cities is truly its own microcosm of the larger national job market. Over 2022, many industries experienced an unfathomable uptick in demand, leading to record-setting unemployment rates and a robust hiring boom.

The two industries that were benefactors of this surge in demand were Manufacturing and Warehousing. The demand for manufacturing and warehousing talent over the last few years is due to the ongoing shift in consumer spending patterns. With more consumers buying online, the demand for these specialized skills has increased significantly, creating a surge in job openings.

This resulted in employers being forced to be more open-minded about the type of skills and experience they were looking for in candidates. Employers began looking for candidates with the right attitude and aptitude to fulfill these roles, even if they lacked some of the specific technical skills.

At times we were experiencing upwards of 3 job openings for every unemployed candidate. With the Federal Reserve imposing a tapering of rate hikes over the last 9 months, many employers are taking a more strategic and thoughtful approach to hiring. As we come to a close to Q1, the U.S. Bureau of Labor Statistics reported in the Job Openings and Labor Turnover Summary that there are about 1.9 open industrial jobs for every unemployed worker.

As the Twin Cities manufacturing and warehousing market is starting to stabilize, we are starting to witness some key trends in each of these respective industries;

Key Warehousing Trends

The pandemic has undeniably had a transformative impact on various industries, with warehousing employment emerging as a particularly dynamic sector. During the initial stages of pandemic recovery, warehousing took the lead in the labor market, boasting substantial job creation that made a lasting impression. This can be attributed to rapid shifts in consumer demand incited by the changing landscape of the global economy.

As we cautiously ease our way into 2023, we are starting to feel the influence exerted by the Federal Reserve. As we move forward, we have observed a tapering of hiring rate hikes, causing warehousing hiring to either remain stable or experience a slight contraction. Consequently, although it seems that warehousing employment may have reached its zenith in 2022, it is unlikely to see the historic gains made in 2020 through 2022 anytime soon.

Key Manufacturing Trends

Hiring professionals in the manufacturing sector has been through a lot since the pandemic. Labor demand has nearly doubled where it was two years before must feel like whiplash, where it was mission-critical to keep up with production demand. This ultimately forced businesses to make hiring decisions with candidates that didn’t quite meet the standards they would have normally set.

Unlike warehousing, the manufacturing sector is minutely softening; we are still seeing a flurry of activity, with manufacturers adapting to changing consumer demand. We are seeing a strategic shift in hiring manufacturing talent across the board, where it is no longer about needing 5 individuals with the same skillset but rather finding 2 talented individuals that can bring a unique combination of aptitude and technical skill. As we round off the first quarter, we anticipate that this trend will continue throughout 2023 and beyond.

Overall, the Twin Cities job market continues to exhibit signs of strength and resilience as we move into 2023. Despite some slowdown in hiring in certain sectors, there is still a significant amount of opportunity for job seekers with the right skills and qualifications. With the Federal Reserve making decisions to keep the market stable, there is some stability for employers in the near future. Job seekers who are prepared with the right skills and qualifications will make the most of this opportunity, while employers must also remain vigilant in their recruitment efforts to ensure they are hiring the right candidates to help their businesses succeed.

The Cold, Hard Consequences of Job Hopping

Ah, remember those delightful days of sifting through countless resumes only to find candidates with the dizzying job-hopping history of a 100-meter hurdler? Fear not, for it seems the era of the reluctant hire may be drawing to a close! That’s right, no longer must you fret over whether the constant changing of jobs was due to a thirst for adventure, sheer indecisiveness, or a latent fugitive on the run. As educational and humorous as those discussions were, the job market is evolving, and trends indicate a more stable and committed workforce is on the horizon. So breathe a sigh of relief, and get ready actually to form a long-lasting rapport with your team!

With the economy and job growth slowing down, employers now have the leverage to demand more from their employees. They increasingly expect a candidate to have a more consistent work history and to stay with a single employer. Job hopping has become less desirable, as employers are now more likely to hire someone who demonstrates commitment, loyalty, and stability.

This shift in hiring preferences is particularly noticeable with millennials, who are often seen to have high job-hopping tendencies, where they have been chasing the almighty dollar. This means that chronic job hoppers are likely to face more serious consequences in the job market, while those who have shown stability with one or two employers will be rewarded.

We are seeing that our clients in the manufacturing sector have taken notice of such trends, and many are now more mindful about constructing roles for employees that offer long-term career growth opportunities. This means that job seekers need to look at their careers with more foresight and develop a long-term plan before taking any job. The upshot means that job seekers need to be prepared to show employers the skills they possess and their ability to commit to a role long-term.

This shift is a sign that the job market is maturing, and employers are becoming more astute in their hiring practices. Those who can demonstrate commitment and loyalty to their employers and possess the aptitude and technical skills for the role will be rewarded in the job search. As a result, this will allow businesses to cultivate a “culture of choice” that fosters innovation, collaboration, and success.

Wage Growth Leveling Off

For several years, the manufacturing and warehousing sectors have experienced a remarkable period of expansion, with a consistent increase in the demand for labor leading to significant wage growth. From 2019 to the end of 2022, the average growth in wages for an entry-level position was just under 12%. Historically the average wage growth over a three-year span is much lower, between 5-7%. Another way to look at this was that in 2019, an average entry-level warehouse worker was paid between $14 and $15 per hour. By the end of 2022, that same candidate was commanding between $19 to $20 per hour to perform those same job duties.

The incessant wage surge within these industries reflects the urgent need for workers in the face of consumer demands and the sheer shortage of workers, aka the Sandemic. However, recent trends indicate that this rapid ascent may be reaching a plateau, primarily due to inflation and curbed demand for any ordinary candidate. Now, with the Federal Reserve hitting the breaks on inflation and employers being more cautious in their hiring practices, which is ultimately resulting in a leveling off of wage growth. This slower growth is giving employers more control over their cost management, which means job seekers may find fewer opportunities within the wage ranges they believe they are qualified for.

Employers must constantly be vigilant in their recruitment strategies to secure the most talented and devoted candidates for their organization. A competitive salary is essential but not the sole factor ensuring a harmonious and successful employment relationship. In addition to financial compensation, organizations must consider the intangible aspects of the employment experience that contribute to an employee’s loyalty and dedication. Factors such as organizational culture, work-life balance, and overall job satisfaction play a pivotal role in attracting and retaining top talent. A workplace that fosters collaboration, promotes mutual respect, and values individual growth will more likely appeal to skilled professionals, ultimately leading to a more committed and productive workforce.

What Does This Mean for Recruiting and Hiring?

As we talked about what the future holds and what we are currently experiencing, we hope you can start to get a feel for the “some” control businesses are gaining back in the hiring market. With that said, according to all available data, it looks like candidates will continue to have the advantage for years to come. This is largely due to a greater number of job openings than job seekers available to fill those roles.

Ultimately, employers need to provide job seekers with meaningful and rewarding employment experiences to attract the best talent. Companies should also invest in their recruitment strategies and tools to find, hire, and retain the right people. Employers can create an environment that attracts the most talented and dedicated professionals by developing a comprehensive strategy that includes strategic compensation, attractive benefits packages, and a culture of choice. This not only helps to create and maintain a motivated, successful workforce but also encourages employees to stay with the organization for an extended period of time.

Employers can create more effective recruitment and hiring strategies by understanding current and future job market trends. While wages may have plateaued, employee engagement and satisfaction should remain paramount within an organization. With the right approach, employers can secure top talent and create a dedicated workforce that will propel them to success.

While it may feel okay to become complacent with an approach to hiring in uncertain times, it is important to remember that job seekers are still in control of the market balance. Employers must remain vigilant in their efforts to attract and retain the best talent to ensure long-term success. We have four key hiring recommendations that can aid any organization in hiring the right people and creating a successful team:

  1. Hire for the Future, Not for Today
  2. Experiment with Headhunting
  3. Upgrading Your Existing Talent
  4. Always Be Improving Communication

1. Hire for the Future, Not for Today

In the midst of overwhelming uncertainty in the financial markets, it can seem inconceivable to shift our focus away from present concerns and start planning for the future. However, as counterintuitive as it may appear, turbulent times present a unique opportunity for companies to reassess and prioritize their talent acquisition strategies for long-term success.

By looking beyond immediate challenges and anticipating future needs, organizations can attract and retain the right talent to navigate the evolving landscape, adapt to unexpected changes, and ultimately thrive in the face of adversity. Therefore, even in times of uncertainty, it is imperative to prioritize strategic hiring decisions and invest proactively in building a strong foundation for the future success of your business.

Hiring for the future is important because it ensures that a company has the right talent in place to achieve its long-term goals and remain competitive in an ever-changing business environment. Here are a few reasons why it is important to hire for the future, not just for today:

Business Needs Are Continuously Evolving

Businesses are constantly evolving, and the skills and expertise needed to succeed today may not be the same as those needed in the future. Hiring for the future means looking beyond current business needs and anticipating future needs to ensure that the company has the right talent in place to address those needs. This level of foresight can serve as a pivotal change in safeguarding long-term growth and success, as it enables companies to make strategic moves and assemble a workforce suitable for forthcoming exigencies. Thus, to effectively steer through the labyrinth of the ever-changing market, businesses must prioritize anticipatory measures and adopt a proactive approach towards securing the human capital necessary for navigating a rapidly evolving market.

Creating a Competitive Advantage

Hiring for the future can give a company a competitive advantage. By identifying and hiring individuals with skills and expertise that are in high demand or emerging, a company can position itself to lead the way in its industry and stay ahead of the competition. This forward-thinking approach can help an organization differentiate itself from its competitors, making it more attractive to potential employees and customers.


The concept of cost-effectiveness plays a crucial role in today’s highly competitive and dynamic business landscape. Investing in hiring practices that focus on the future can significantly contribute to an organization’s cost-effectiveness in the long run. By strategically recruiting professionals with diverse skills and expertise, companies are better equipped to adapt to ever-changing market demands and evolving industry trends.

This approach not only streamlines a business’s operations and increases its agility but also minimizes the constant need to recruit new talent when fresh skill sets are required. In turn, this cost-effective hiring strategy fosters a more sustainable and resilient workforce poised to tackle future challenges and drive the company towards long-term success.

Increased Employee Retention

Organizations can enhance their employee retention rates by committing to a forward-thinking approach in their recruitment and development strategies. By investing in the growth and development of their employees, employers can create a sense of loyalty and satisfaction among their staff members. This ultimately results in longstanding employee relationships that benefit the individuals and contribute to the organization’s overall success. In essence, fostering an atmosphere where individuals believe that their professional ambitions are aligned with their company’s long-term vision is an effective way to reinforce employee retention and continuity.

No matter how uncomfortable it may feel to assess your talent acquisition strategy in the face of uncertainty, ensuring that your company has the right people in place for long-term success is essential. By investing time and resources into hiring for the future, organizations can create a competitive edge and remain successful even during turbulent times.

The best way to approach recruitment and hiring in uncertain times is by focusing on creating the right environment for your employees and investing in the development of their skills. By understanding your business needs and hiring people with the potential to become future leaders, you can create a sustainable competitive edge that will keep your company thriving even in times of change.

Remember, although it is essential to have an effective hiring strategy in place during uncertain times, it is also important to be flexible and open to change when needed. By taking a proactive approach to talent acquisition and focusing on the future, you can ensure that your company will remain successful in the long run.

2. Experiment with Headhunting

As we look at the potential of a recession, it will, without a doubt, increase the unemployment rate in Minnesota. As we write this article, the state’s unemployment rate is hovering around 2.8%, an uptick from 1.7% in Q3 of 2022. Nonetheless, this is still one of the lowest in the country. Looking back at 2018 and 2019, the Twin Cities metro area saw about a 3.7% unemployment rate with, at times, left the caliber of talent to be desired. Even if unemployment potentially hits the high 3% to low 4% marks, we are still going to experience a competitive landscape.

Why? Because in most scenarios, the individuals that are sitting on the proverbial sideline should beckon the question, “Why” due to what the overarching data tells us. Unemployment isn’t the answer or the only factor to consider when it comes to recruiting and hiring top talent. So, we strongly suggest that organizations experiment with different hiring channels; one specific option is headhunting.

If you’re not familiar with headhunting, headhunting is a strategic approach employed by organizations to attract top-notch talent in today’s competitive job market. With more than one in three recently hired Americans asserting that a potential employer approached them, it’s clear that this method is crucial for businesses seeking exceptional candidates. Rather than hoping that the perfect candidate will stumble upon your job posting, headhunting takes a proactive stance by actively searching for skilled professionals, contacting them directly, and inviting them to consider a position within your organization.

The power of headhunting lies in its targeted and intimate approach, allowing employers to truly understand and appreciate the value of potential employees while actively marketing their company as a desirable workplace. It demonstrates a commitment to excellence and a dedication to fostering growth within the organization, making it a leading method for acquiring top talent in today’s increasingly competitive job market.

However, headhunting can also be a complex and time-consuming process, as it requires extensive research and outreach to potential candidates. Establishing connections and fostering relationships with prospective talents requires a significant investment of time and effort that a business may not be willing to make on its own and may leverage an employment agency to help with this task. The key with headhunting is you are actively recruiting someone away from a job they are potentially not considering leaving. This means your value proposition needs to be strong and resilient: a winning combination of salary, benefits, opportunity, and company culture.

The good news is that headhunting, when done right, can be a great way to acquire hard-to-find candidates and create a competitive edge even during any market constraints. By taking a proactive approach in recruiting and focusing on the future, you can ensure that your company will remain successful in the long run.

3. Upgrading Your Existing Talent

Talent upgrading is a strategic recruiting and hiring approach involving identifying and replacing underperforming employees with higher-quality candidates. It is a proactive process that focuses on continuously improving an organization’s talent quality.

The methodology for talent upgrading requires employers to identify recurring issues, predict future needs, and develop a proactive plan to replace problem employees. The process of talent upgrading typically involves the following steps:

 Identify underperforming employees:

The first step in talent upgrading is identifying employees who are not meeting expectations or underperforming in their roles.

Assess the current talent pool:

The next step is to assess the current talent pool within the organization and determine what skills and experience are needed to improve performance.

Recruit higher-quality candidates:

Once the organization’s needs have been identified, the focus shifts to recruiting higher-quality candidates with the skills and experience needed to fill the gaps.

Back in 2020, in the thick of the pandemic, this was one of our most significant recommendations. We understand that it may feel counterintuitive to replace existing employees. However, it is a necessary process to ensure success and foster a high-performing team. Most importantly, it allows you to continue to work towards becoming a culture of choice where you can attract and retain the best possible talent regardless of the market circumstance. There are several reasons why we recommend talent upgrading:

Improves overall performance:

Hiring higher-quality candidates can improve the organization’s overall performance. This can lead to increased productivity, higher levels of customer satisfaction, and improved financial results.

Enhances innovation:

Higher-quality talent can bring new ideas, perspectives, and approaches to the organization, which can drive innovation and help the organization stay ahead of the competition.

Reduces turnover:

Hiring higher-quality talent can also help to reduce turnover, as these individuals are more likely to be engaged, motivated, and committed to the organization.

Increases organizational capacity:

When organizations hire higher-quality talent, they increase their capacity to achieve their goals. This can help the organization to grow, expand, and take on new challenges.

Enhances employer brand:

Hiring higher-quality talent can also enhance the organization’s employer brand. This can help attract more high-quality candidates in the future and improve the organization’s reputation in the industry.

Overall, talent upgrading is key in recruiting because it helps organizations build a strong, talented workforce that can drive their success. By investing in talent upgrading, organizations can improve their overall performance, enhance innovation, reduce turnover, increase organizational capacity, and enhance their employer brand.

4. Always Be Improving Communication

The job market is constantly evolving, and hiring processes have become much more efficient in recent years. The latest data released by ZipRecruiter, a leading online employment marketplace, is a key piece of evidence supporting this fact. According to their findings, an astounding 90% of job candidates receive a response from their prospective employer within 2 to 3 days of submitting their application, while applicants expect communication within 24 hours. This means that employers must have the ability to react quickly and efficiently.

This indicates a significant shift in the dynamics of hiring, with employers now needing to prioritize a swift and decisive approach to filling available positions. This rapid turnaround time is crucial for job seekers and employers, as it allows both parties to align their goals and expectations more effectively and strengthens the overall quality and satisfaction within the job market.

As such, employers should always strive to be improving their communication with job candidates. Here are our four top recommendations on how any business that is hiring can improve its communication with potential hires:

Utilize technology

The ever-evolving landscape of technology has opened up new avenues to simplify and enhance communication with job applicants throughout the hiring process. Adopting smart tools like applicant tracking systems (ATS) can significantly improve the efficiency of managing various modes of communication, including emails, texts, and calls. Automating these processes allows businesses to stay organized, save valuable time, and provide prospective candidates with a seamless, professional experience. This helps build a positive brand image and ensures that the company remains agile in capturing the best talent in today’s fast-paced job market.

Furthermore, implementing ATS empowers human resource professionals to focus on more strategic aspects while providing them the convenience of accessing key information about candidates with ease. By integrating technology into the hiring process, businesses can reinvent their approach to recruitment and communication, paving the way for a truly productive and successful work environment.

Personalize your communication

In the fast-paced world of job hunting, it’s easy for job seekers to feel like they are merely a number in an endless queue of applicants. To make your candidates feel valued and stand out from the competition, it’s essential to personalize your communication. By tailoring your messages, offering thoughtful feedback, and addressing their unique skills and experiences, you can significantly increase your response rate and foster a positive hiring experience. Moreover, building a meaningful connection with potential employees helps you assess their fit within your organization and paves the way for a successful and lasting professional relationship.

Follow up promptly

There is a vast difference between the talent you want and the talent you don’t want to work for your organization. The talent you do want is getting scooped up faster than you could ever imagine. A statistic from Indeed indicated that a highly qualified candidate will hear from a potential employer within 12 to 24 hours or less. The overarching message is to make sure you are responding to inquiries in a timely manner. This is important for job seekers and employers, as it allows parties to align their goals and expectations more effectively.

By not placing a high level of urgency on communication, a business inadvertently sends a negative message to potential candidates, signaling a lack of seriousness in the hiring process. This perception hinders a company’s ability to attract top talent and ultimately impacts the growth and performance of the organization. Therefore, timely and clear communication throughout the recruitment process inspires confidence in prospective employees and illustrates a company’s genuine commitment to building a strong and cohesive workforce. In essence, making communication, a priority reflects a business’s foresight and dedication to achieving long-term success.

Provide thoughtful feedback

The art of providing thoughtful feedback plays a crucial role in fostering a positive and constructive atmosphere during the hiring process. By engaging in open and honest communication, employers and job seekers alike can gain valuable insights into each other’s perspectives and requirements, promoting mutual understanding and trust. This exchange of information paves the way for clarifying and fine-tuning expectations, allowing both parties to align their goals and build a robust working relationship.

In addition, demonstrating a commitment to proactive feedback can enhance one’s reputation as a professional, fostering a culture of continuous improvement and growth that benefits the entire organization. In essence, thoughtful feedback catalyzes a transparent and efficient hiring process, ultimately paving the way for professional success and satisfaction for both the candidate and the employer.

Overall, to ensure a successful hiring process employers need to maintain open and consistent communication with job candidates. This means keeping them up-to-date on their application status, providing feedback on their qualifications and performance during interviews, and responding to any questions or concerns they may have throughout the process. Doing so helps to build trust and strengthens relationships between employers and job seekers, creating a desirable workplace where both parties can thrive.

What About a Recession?

We couldn’t write a 6,000-word article without talking about the “R” word. We are not currently in a recession, but the medium-term outlook is still cloudy in the next 12-18 months. While underlying inflation is high, and unless it comes down sufficiently to make the Federal Reserve happy, the Fed may tip the economy into recession. On the plus side, the resilience and robustness of the US labor market means the economy can absorb more Fed rate hikes than we previously thought; on the minus side, extra resilience and robustness may mean extra rate hikes! It might just take longer to get to low inflation, whether via recession or not.

The Twin Cities job market has seen its ups and downs over the past few years, but businesses can still find success in their hiring efforts by understanding the local trends and using proactive strategies for recruitment. Employers who take the time to invest in quality talent acquisition, embrace diversity and inclusion initiatives, understand technology advances, optimize communication practices, and plan for long-term success will come out ahead.

The challenge is to be proactive in the face of a changing economic landscape and focus on creating an environment that attracts and retains top talent. With the right combination of planning, strategy, and communication; businesses can make the most of their recruitment efforts and build successful teams for years to come.

Award Staffing can help your business create a competitive advantage in the Twin Cities job market by taking proactive steps to ensure they have access to top talent. Investing in quality talent acquisition, embracing diversity and inclusion initiatives, understanding technology advances, optimizing communication practices, and planning for long-term success are all essential components of we can aid to help you create a successful hiring strategy. Contact Award Staffing today, and let us help you find the right people to meet your business needs.

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.

Finding an Employee-Centric Company

When most people look for a job, the first factor they consider is compensation. While that’s totally understandable, and definitely one of the most important pieces of choosing a job, there are other key aspects that often get overlooked. If your goal is to stay at your next company for a good amount of time, intentionally seeking out an employee-centric organization is a good idea. When you know that a company cares about you, you are more likely to be engaged, excited to go to the office, and produce your best work.

An employee-centric company is a company culture that welcomes ideas, feels like a genuine safe space, and offers employees more than just the usual benefits and competitive pay.

Although a company may initially seem like “the place” because they offered you a decent salary, you have to take into account whether: you want to move up in the company, if atmosphere is important to you, and if you want benefits outside of the traditional health and retirement plans.

Here are a few things you can look for to determine if a company is employee-centric:

1. Non-Traditional Benefits

It really shows that a company cares about their employees when they offer benefits related to time, health and family. Some examples are: a stipend for gas, lunch, etc., shorter days near the holidays, and paying for a gym membership. Obviously, the bigger corporations are able to offer more of these perks than smaller companies. However, even the smallest of companies can offer conveniences like having a stocked fridge, paid breaks, and massage/chiropractic vouchers.

2. Culture

Everyone knows that company culture is more important than ever in today’s workforce; however, it goes beyond an organization’s core values and the personality of the company. Having traditions such as friendly competitions for a small prize, weekly fun meetings that aren’t about work, and company parties are all examples of what can create a great company culture. This shows that a company wants their employees to enjoy where they work and understands the importance of taking breaks and making personal connections.

3. Trust

This is a big one. Autonomy is something that all people want these days and that goes for their personal and professional lives, and companies that offer perks like unlimited PTO, flexible schedule, no set hours, and mental health days (separate from sick days) are the ones with the happiest employees. Knowing that your company trusts you to put in all of your hours and not abuse the time-off policies is a good indicator that you will also be trusted to make the right decisions, solve problems, and produce the best results.

 4. Fairness

Especially when you plan to stay at a company for years to come, you want to make sure it’s a place that treats everyone equally. This means that all employees have access to the same opportunities and that regardless of position, all team members get equal recognition and rewards. A company can demonstrate this by: offering two way performance reviews, promoting from within, and giving all employees access to the same perks regardless of position or salary. This shows a company truly works as a team and understands that all roles are crucial despite the amount of skill or experience an individual has.

If you or someone you know is looking for a job, we at Award Staffing are here to help. We update our job boards daily. Check out our latest opportunities here.

What Job Seekers Should Know in 2022

As you likely already know, the job market is currently full of opportunity. Nearly every company is hiring and offering better pay and benefits than they ever have before, in efforts to bring in more employees. This means that right now, job seekers have the opportunity to request more out of the companies they receive offers from, than they have in the past.

Additionally, hiring managers are currently being more flexible with requirements and allowing candidates with lesser experience to come onboard. However, lately there has been a frequent discrepancy between what companies are looking for and what candidates are communicating that they can offer. Regardless of the position or industry, individuals seeking new work opportunities must tailor their résumés to match the needs of the companies they are applying to.

Here are the most important things for job seekers to know as they apply for work in 2022:

1. Reliability is Key

While it used to be that applicants needed to have a certain number of years of experience or a certain technical skill to be considered qualified; current employers are willing to train people who demonstrate a strong work ethic. Due to the lack of workers, employees can’t risk people not showing up or showing up late on a regular basis. This is the most valued quality an employee can have these days. If you can truly say that you’re dependable, be sure to list that as a skill on your résumé.

2. You Can Ask For More

It used to be that people felt like they were never offered the compensation that they were worth or that they had to choose a job based on which one could offer the best benefit package. With the shortage, organizations are finally seeing the essentialism of giving people competitive wages and benefits. If you get an offer from a company you deem a good fit, don’t be afraid to negotiate pay and workplace perks. There is a good chance they will make you a better offer than they initially had.

3. Problem Solving

In any job that you take, there are going to be issues that arise. The ability to take initiative in handling them is something that employers want to see in the people they hire. Prior to showing up for an interview, be sure to think of a past situation when you needed to think on your feet. Those who have the ability to do this are the ones who will be offered promotions when a higher-paying position becomes available. Showing that you can problem solve also demonstrates that you value your position and are not just there to punch in and out.

4. Consider Company Culture and Environment

Right now, employees are putting more emphasis than ever on the importance of a positive company culture and work environment. Truthfully, the only way for a job to be a good fit over the long term is to enjoy your surroundings and feel comfortable in the space you spend your working hours. Be sure to ask what the company culture is like and if you can, get a tour of the area you will be working before accepting an offer. Don’t feel like you have to settle for the first opportunity that comes your way, there is plenty of opportunity in the 2022 job market.

If you or someone you know is looking for work, we at Award are here to help. Check out our latest opportunities here.

Creating a Positive Workplace

Being considered a good place to work by your employees involves a lot of components. It’s a known thing in these times that a positive company culture is one of the most crucial aspects of a quality work environment, along with location and time flexibility as well as purpose.

With people having many options for where to work right now, standing out as an ideal workplace can be competitive. Just like your products and/or services; you want to keep up with market and industry trends that your clients and employees value, while at the same time differentiate yourself enough to catch the attention of the people you’re trying to call in.

Something that has not been considered by many companies as of yet is the power of positivity and availability.

It’s inevitable that no matter what industry you’re in or line of work you do, moments of challenge and frustration come up, and can sometimes last for seasons. However, it is in how these moments are handled that differentiate your company as the one that people want to work for and stay at.

Here are some things to consider when trying adding more positivity and openness to your company:

1. It Starts with Leadership

Everything has a trickle-down effect. If the company executives and managers exemplify a positive approach to everything they do, it will make employees more comfortable and they will also begin to demonstrate positivity. Make it a priority for everyone on your leadership team to learn how to have positive interactions with all employees.

2. There are Many Ways to Exhibit Positivity

From the language you use in your company-wide emails to the way you deliver news and explain concepts in one-on-one meetings, there is always a way to communicate in a more uplifting and/or encouraging manner. While it may take a bit of effort to tweak your communication style, it will pay off in the long run in the form of longer employee tenure, better performance, and better energy in the office or on-site.

3. It’s ok for Moments to get Personal Once in a While

As a manager, there will be things that your employees go through that affect their work in both a positive and negative way. This goes for attendance, time-management, communication, etc. While it used to be looked down upon for work and personal matters to be mixed, realistically sometimes that’s what needs to happen for a better understanding. If an employee chooses to share something from their personal life that is affecting their work life, coming from a place of empathy (instead of pushing the matter away) will give you more insight. Having perspective about why something is happening will give you and your employee the chance to come up with a solution together.

4. The Ability and Willingness to Listen is Crucial

Part of offering a positive working environment is letting employees be heard. Whether they’re coming to you with a question, concern, or suggestion; hearing them out and actually considering what they’re saying will lead to better output on their part and could even benefit the rest of the company.

If your company is in need of employees, let us at Award help you. Contact us here with your staffing needs.

How to Make Your Job Postings Candidate Centric

In the current times, which are being referred to as a “candidate market”; job seekers have the option to choose from many different industries and positions. This has not been the case in previous times, especially not to this extent.

No matter what line of work, companies across-the-board are struggling to find and retain employees, doing everything in their power to bring new candidates through the door. This nation-wide occurrence does not appear to be going away any time soon. That being said, if businesses want to change their short-staffed situation, they must change their strategy. One way to do that is by being different.

Bringing in new candidates begins with your job postings. It only takes twenty seconds of reading a job posting for an applicant to decide whether or not they’re going to submit an application. If you don’t engage them right away, they will lose interest and not even finish reading it.

Here are some of our recommendations for getting people to apply to your job postings.

1. Instead of statements like, “we have a great culture”, communicate your company’s culture through your tone and writing style

Do you have an office that is constantly laughing and joking around? If so, add a bit of witty humor to your job description. Do you have a very relaxed team that somehow magically never sweats the small or big stuff? Use vocabulary such as, “zen” or “calm”. Most companies try too hard to maintain an overly professional image on the outside. That approach is archaic; these days, people want to see an organization’s personality.

2. Mention Autonomy

Workplace autonomy is the number one value people have nowadays. While every company is going to offer this in different ways, it’s definitely something you want people to know about right away. Do you have a hybrid model? Do your employees choose their own hours or take lunch at whatever time they want? Mentioning these things is a sure-fire way to capture a job seekers attention.

3. Talk About Personality Fit

Companies are always so quick to list out their own needs and go into detail about the qualifications and/or experience that someone needs to have in order to be hired. One thing we know to be true at Award, is that having a team that works well together can make or break the success of an organizations operations. Plus, we’ve all worked somewhere in the past where some of our co-workers made showing up every day difficult. Personality is not something that should be overlooked when you are searching for the right fit.

4. Instead of, “depending on experience”, post the salary range.

While there may be some cases where the pay is non-negotiable, you must remember that a job is a person’s livelihood. They need to know whether or not it will be worth their time to apply and set up an interview by knowing if the pay will meet their lifestyle needs. Also, people don’t want to work for a company that is totally rigid. Making it clear that there is room for negotiation in this area communicates that there is flexibility.

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

How to Provide Unsurpassed Service

One of the most important things to us at Award, is that we always provide our clients and associates with unsurpassed service. As the number one staffing agency in Minnesota, as well as one of the top 175 places to work in Minnesota for 6 years in a row; we are constantly striving to improve our processes to make them easier for both sides and to let our clients know that we value them.

Whether you are a client based company or a customer based company, there are a number of good ways to provide unsurpassed service. Here are our top recommendations for how you can provide your clientele excellent service.

1. Treat Your Employees Well & Create a Stellar Company Culture

You may be wondering what this has to do with your clients, and the truth is; everything. Good service starts with people who are excited to come to work every day and perform their best. If you are understanding about your employees’ needs and intentionally create a culture that they want to be a part of, it will create a trickle-down effect and in-turn, they will go above and beyond for clients. Showing concern for the well-being of your employees will also result in fewer call outs and less tardiness, meaning there will be consistency in which staff member your client is working with.

2. Be Timely and Responsive

There is nothing more frustrating from a customer’s perspective than trying to reach someone with a pressing question or concern, and not hearing back for days or weeks at a time. If a client is trying to get ahold of you, it’s for a reason. Being timely in your responses and on-time for meetings/events shows professionalism and that you respect your client’s time. Remember, your clients have more than one option for who they want to work with; if you want them to keep using your services, being timely and responsive is essential.

3. Show Up in Person

This is particularly important if you are local. In the current digital age, nothing compares with human-to-human interaction. If your client is having an issue, meeting them at their location to discuss how it’s going to be resolved will set you apart from other companies in your industry. It also shows your client that you genuinely care. Making an effort to do this regularly will also build a trust factor between you and your client, as they will get to know you on a more personal level.

4. Go Above and Beyond

Although it is a business relationship, if you want to be the company that your clients refer out, you’ll need to do something beyond just the duties that they hire you for. Every year, we at Award give our clients flowers and holiday cards, and we often provide lunch for our longest partnerships. This is what will separate you from your competitors and make your clients want to leave you good reviews. Any company can do what they were hired to do, but it’s only a select few that choose to take it a step further.

5. Communicate

Keeping in regular contact with your clients and checking in with them to see how everything is going is an important habit to get into. Even if everything seems like it’s going fine, keeping them updated and asking how everything is going is good practice. There is enough ghosting in this world as it is, don’t sign a new client, complete the job, and then disappear. Especially if you are a staffing agency that has associates working at your client’s sites.

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