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4 Reasons to Hire Someone On-the-Spot

4 Reasons to Hire Someone On-the-Spot

When you have a hiring authority position in a company, you’re often in charge of interviewing potential hires. Though your company may prefer to employ different wait periods between and after interviews, there may be some exceptional candidates you cannot risk losing. Here are four reasons why you should hire someone on the spot:

They Offer Competitive Insight

If the potential recruit you’re interviewing somehow offers competitive insight into your company, competitors, or industry, you should hire them on the spot. Proprietary knowledge is one of the most valuable assets in the business, and if you don’t take advantage of that person’s skills, your competitors might.

They Profess Their Dedication

If a recruit expresses a dedication to your specific company, you could think about hiring them on the spot. In today’s world, there are so many options when it comes to employment that dedication should be taken seriously.

They Provide Unique Value

If a recruit provides unique value that cannot be found anywhere else, you should hire them on the spot. Quality and talent can be hard to come by, especially in the interviewing process, so if you have it, you should definitely take advantage of it.

They Have a Time Limit

Some interviewees might have a time limit put in place for when they are able to be hired. For example, if they are considering a time-sensitive offer with another company. If this is the case, you should hire them on the spot so they know that your company is a serious contender in the hiring process.

If you are in need of recruits to interview, contact Award Staffing. We will chat with you about the types of people you should be talking to and interviewing in order to achieve the professional results your company needs. We will also be able to provide you with these individuals so you can spend your time working instead of searching.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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Hiring Long-Lasting Talent in the Twin Cities

Hiring Long-Lasting Talent in the Twin Cities

If it’s your task to hire long-lasting talent, you may feel a bit of internal pressure. Finding great talent to represent your company is hard, and more often than not, jobs are disposable to people as they circle through different phases in their lives. Building a team made up of long-lasting talent has its benefits, however, so here are some tips we have about hiring talent that stays.

Gauge Their Future Plans

One of the easiest ways to figure out whether or not a recruit could be long-lasting talent is to assess their plans and interest level. First, ask about their plans. Are they just looking for a job while they’re in school or do they plan to move across the country in a few months? They’re not the best bet for a long-term hire. However, if they have plans to stay indefinitely in the area because of family commitments or other personal reasons, this could be a good indicator that they could be long-lasting talent.

Gauge Their Interest Level

Another easy way to see whether or not talent would be long-lasting is to gauge their interest level. If someone shows up to an interview with a glazed look in their eyes, sloppy attire, and no resume – it’s safe to assume they’re not necessarily interested in the job. Or, maybe they are, but they would jump ship if the right opportunity came up for them. Contrast that with an individual who came into an interview dressed nicely and prepared with a list of questions about your specific interview. Which employee would you hire for long-term talent? The second one, obviously, because they showed a vested interest in your company.

Send a Consistent Message to Your Recruits

If your job listing is for a “Summer Sales Associate,” but you want to find someone who will work long-term for your company, you’re not sending a consistent message as to who you want to hire. Before you can hire long-lasting talent, you need to make sure the positions for which you are hiring lend themselves to being long-term. If they don’t currently, what steps can you take to make sure you attract long-lasting-minded individuals as opposed to those looking for a short summer gig?

If you are looking for long-term talent for your company but are having a hard time finding them, contact Award Staffing. We will be able to help you figure out which of the potential recruits are in it for the long haul and which of the potential recruits only want a short-term gig.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.

Why Minnesota Businesses Phone Screening Candidates

Why Minnesota Businesses Phone Screening Candidates

If you are currently in the middle of hiring new employees for your company, but discovering that the entire recruiting process takes a long time – too long. Pre-screening candidates by phone can help reduce the time factor. Here’s why:

You Won’t Waste Your Time

Holding in-person interviews is an extremely time-consuming process. You need to have someone on-site directing the candidates, one or more additional employees conducting the interviews, and another managing the paperwork. Don’t spend the time and cost involved only to discover the candidate is ineligible when you could have easily determined that via a phone interview. Narrow the pool to a few great choices before you begin in-person interviews.

They Can Gauge Your Level of Commitment

When you conduct a phone interview with a potential candidate, they can gauge your level of commitment. Not all companies take the added step of pre-qualifying candidates before they get to meet the team, so it will be a good indicator for your applicants that you take adding members to your workforce very seriously. They will also be able to ask you questions so they don’t waste their time applying for a job that wouldn’t be a good fit for them.

You Can Prepare Them for the In-Person Interview

If you conduct phone interviews with potential candidates, you can easily prepare them for the in-person interview. For example, you can use the phone interview as a basic screening, but employ more advanced interview tactics and hypothetical situations during the actual interview. Doing the phone pre-screening allows you to get the essential questions answered so you can focus on whether or not that candidate is a good fit for your company, specifically.

Pressed for time even with pre-screening by phone? It’s time to connect with Award Staffing. We have deep candidate resources. We pre-screen and conduct in-person interviews before sending you the top matches for each open position. Contact us today and discover the Award Staffing difference.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.