Tag Archive for: Hiring Better Talent

5 Reasons Why Prioritizing Skills is Crucial in Your Recruitment Efforts

In today’s job market, employers are struggling to find qualified individuals amongst an influx of applicants due to increased search intensity. Skills-based hiring is just one of many strategies that can help you stay ahead of the curve and maximize your recruitment efforts. By deploying efficient hiring practices you can quickly find the talent you need for your team.

Skills-based hiring focuses on the specific skills and abilities of an individual rather than their educational background or past working experience. Ultimately, this asses candidates’ potential to learn and adapt rather than their formal qualifications.

This shift in hiring strategy has benefits for both job seekers and employers. Job seekers can demonstrate they have the required skills to be successful in a role and shift the focus away from credentials or titles. Similarly, employers can identify candidates with transferable abilities and greater potential by evaluating skills rather than solely relying on credentials. This allows them to create more accurate job descriptions that target their exact requirements while streamlining their hiring process. Ultimately, adopting a skills-based approach to hiring is crucial in the current job market and can lead to more successful hires and overall business success.

In this blog post, we’ll discuss 5 reasons why implementing a skills-based hiring approach is a must in your recruitment strategy.

1. Streamlines Your Recruiting Process

Amongst tightening market conditions in today’s economy, job seekers have increased search intensity by 26% in the U.S compared to last year. Consequently, businesses have to spend extra time screening applicants to find those that are the best fit for their company’s culture and job requirements. The skills-first approach makes the hiring process faster as it identifies key skills candidates need to be successful. This results in highly skilled candidates that are a great fit for your company’s culture and goals.

Skills-based hiring is essential for businesses to better understand their talent needs and identify the right people with the right skills for each role. This approach is especially important in a tightening job market as it enables employers to be more efficient and effective in their recruitment process, reducing time wasted on inaccurate hires. By adopting skills-based hiring into their recruiting processes, businesses can quickly identify qualified candidates who have the skills they need.

2. Expands Your Candidate Pool for Maximum Efficiency

In today’s competitive labor market, widening the hiring pool is more important than ever before. Hiring managers need to find the best talent to drive their business forward, and that means looking beyond traditional sources of recruitment.

One of the significant benefits of a skills-first hiring approach is that it can expand a company’s labor pool and attract a more diverse range of candidates. When employers prioritize skills over traditional qualifications, they open up opportunities for individuals who may not have had access to formal education or who have pursued non-traditional career paths.

According to recent LinkedIn data, “talent pools expand 10x when using a skills-first approach.” This includes greater women representation, younger worker participation, and more workers without bachelor’s degrees. Ultimately, the skills-first talent strategy not only helps you access untapped talent but also results in diverse candidates than previous methods.

3. Maximizes Job Fit & Satisfaction

Skills-based hiring helps to ensure that candidates have the specific competencies required for the job, leading to better job fit. When employees are a good match for their roles, they perform better and are more productive. This is because they have the necessary skills and experience to complete their tasks effectively, reducing the need for extensive training or supervision.

When employees are a good fit for their roles, they are also more likely to feel satisfied and engaged in their work. They may feel more confident in their abilities, leading to higher job satisfaction, increased motivation, and a sense of purpose in their work. This, in turn, can lead to lower turnover rates, as employees are more likely to stay with an organization where they feel valued and engaged.

Overall, better job fit is a critical factor in employee success and retention. Skills-based hiring helps to ensure that employees have the necessary skills and experience to succeed in their roles, leading to improved performance, job satisfaction, and retention rates.

4. Presents Opportunity for Upskilling

Skills-based hiring presents a significant business opportunity for companies to upskill their workforce and address skill gaps. By prioritizing skills over traditional qualifications during the recruitment process, businesses can identify areas where their current employees may need more training or development. This can be especially beneficial for roles that require specific technical skills or knowledge. Additionally, by hiring individuals based on skills, companies can attract top talent who possess the necessary expertise to fill existing gaps.

Upskilling can also be a way to replace underperforming employees with skilled talent, thereby improving results and productivity. As a bonus, investing in employee training and development can lead to greater job satisfaction, higher retention rates, and a culture of continuous improvement. Ultimately, by embracing a skills-based approach to hiring, companies can ensure they have the right talent in place to meet current and future demands while fostering a culture of learning and growth.


At Award Staffing, we understand the importance of skills-based hiring and are dedicated to helping employers find the perfect fit for each role. Our team of experienced recruiters is always on hand to help employers source the best candidates for their open positions. With our skills-based approach, employers can be confident that they are getting the most qualified and dedicated professionals for their teams. Contact us to learn more about our services today!

The Transformative Power of Integrity Testing

If you’re like most business owners, you’re always looking for ways to reduce your expenses and find better employees. One way to do both of those things is through integrity testing. Integrity testing is a process by which potential employees are screened for criminal activity and other unethical behavior. It can help to reduce your recruiting costs, and it helps to ensure that you’re hiring reliable employees who will represent your company in a positive light. In this blog post, we’ll discuss how integrity testing can transform your hiring strategy to become more effective and efficient.

What is it?

According to the U.S Office of Personnel Management, “an integrity test is a specific type of personality test designed to assess an applicant’s tendency to be honest, trustworthy, and dependable.”


Integrity Testing Screens For:

Workers’ Comp fraud








How Integrity Testing Streamlines Your Hiring Strategy

1. Identifies High Quality Candidates

To ensure that your hiring strategy is fast and efficient, look no further. By weeding out candidates that show the listed behaviors above early on, companies can create a workforce that is not only more honest and law-abiding, but withstands the test of time. So, by adding integrity testing to your hiring strategy, you will gain employees that are more likely to be honest and reliable once they start. This includes qualities such as staying at a job, showing up for work, and making positive contributions. As a result, you will find and hire top talent much faster by utilizing this transformative tool.

2. Reduces Recruiting Costs

You can also reduce your recruiting costs by adding integrity testing to your hiring strategy. It helps to reduce recruiting costs by identifying behaviors that may indicate an applicant is not reliable. By screening out undesirable behaviors such as those related to theft, violence, drugs, and absenteeism, it reveals only applicants you can depend on. Therefore reducing your interviewing and recruiting costs. For example, have you gone through the painstaking hiring process only to have them disappoint your expectations? All of that time and energy spent during the hiring process would go to waste. Integrity testing reduces your recruiting costs by finding reliable candidates in the first place. You’ll never have to waste money on carless employees again.

3. Saves You Time

Anyone who has ever been through the recruiting process knows that it can be time-consuming and frustrating. Posting a job, reviewing resumes, conducting interviews – it can all take weeks or even months. And at the end of it, there’s no guarantee that you’ve found the best candidate for the job. That’s where integrity testing comes in. By screening candidates for honesty and reliability, integrity testing can help you save time and improve your hiring process. Integrity testing can identify red flags early on in the process, so you don’t waste time considering candidates who are likely to be unreliable. As a result, you can spend less time recruiting and more time focusing on other important aspects of your business. In today’s competitive marketplace, any advantage you can give yourself in the recruiting process is worth considering – and integrity testing is one of the most effective tools available.

What Else Can It Do For You?

So now you know how Integrity Testing drastically improves your hiring strategy making it more efficient and effective. It is a little know fact that this type of preventative screening actually benefits your company in more ways than one. Check out what else it can do for you below.

Other Added Benefits Includes:

1. Reduced Turnover

It’s no secret that recruiting and retaining top talent is essential to the success of any organization. That’s why more and more companies are turning to integrity testing as a way to screen job applicants. The idea is that by identifying applicants who are likely to engage in such behavior, companies can reduce turnover and improve the overall quality of their workforce. As a result, more and more companies are seeing the value of integrity testing and incorporating it into their hiring practices.

2. Improved Productivity

While integrity testing is not a perfect predictor of future behavior, it can be an effective tool for identifying employees who are likely to be productive and trustworthy. In addition, integrity testing can help to create a culture of integrity and accountability in the workplace. Therefore this screening tool can help find reliable and hardworking candidates who will improve your bottom line and increase sales. By utilizing integrity testing, employers can improve productivity and create a more positive work environment.

3. Creates a Safer Workplace

Without integrity testing, businesses may be more likely to experience theft and violence in the workplace. This is because employees who are likely to engage in criminal or unethical behavior are not screened out during the hiring process. As a result, these employees may feel emboldened to steal or commit acts of violence against their coworkers. By using integrity testing, however, businesses can identify these individuals early on and prevent them from inflicting harm on others. In short, integrity testing is an essential tool for creating a safe and productive workplace.

Ready to Transform Your Hiring Strategy?

At Award Staffing, we know identifying quality candidates is important to the success of your business. You will make your hiring process more efficient by using our integrity test. It screens for high risk applicants, which ensures we are placing the best employees possible. Get trustworthy and reliable candidates that will stick with you, improve productivity, and contribute to a safe work environment. Contact us today to get started!

6 Ways to Speed up Your Company’s Hiring Process

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

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

1. Use technology to your advantage

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

2. Develop a strong talent pipeline

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

3. Simplify your hiring process

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

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

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

4. Delegate and build a team

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

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

5. Be flexible

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

6. Use a Staffing Agency

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

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

Pulling it all together

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

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

How to be a Future-Ready Company

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

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

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

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

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

Cultivate Talent

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

Divvy Up Decisions

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

Get Clear on Your Value

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


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

What is the Purpose Behind your Business?

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:


Why Your Best Employees Quit (And How You Can Fix It)

Every business owner knows that top talent is what makes their organization grow and prosper. We know from listening to you that finding top talent can be a challenge all on its own while keeping that talent is another hurdle.

How can you make sure that you are keeping a happy staff on staff, and what can you do to keep them motivated and working for you?

A lot of reasons that employees are not happy at their job can be obvious – maybe they want bigger or better projects than they’re being assigned to or they simply don’t get along with certain colleagues. However, there are a number of reasons why your best folks are looking elsewhere.

They aren’t being heard

Many unhappy employees tell us that one of their top concerns is that they don’t feel like their voices are heard at their current jobs. This can mean any number of things. Maybe their ideas are ignored, they aren’t considered for certain promotions or they feel like management is unwilling to listen to constructive criticism. Any combination of these factors can make employees feel unappreciated.

Money talks

Budgets (and their constraints) are a constant reality for companies. It seems like managers are always being told to tighten their belts. This can result in the depletion of their talent pool, who are lured to better-paying jobs. However, talent retention should be the top task of any budget manager. It costs far more to find a new employee than to retain a quality one, so it’s vital to make these numbers work.

No chance for promotion

Promotions are a tricky subject. Many employees will feel that they’ve been “passed over” for premium raises and increased responsibility no matter who is elevated. However, hiring managers can make things easier on themselves by ensuring that those promoted represent a cross-section of working and thinking styles rather than just carbon copies of the boss.

Lack of positive feedback

In today’s working world, company cultures can be driven by results, budgets, and timelines. This can lead to a sanitized environment that leaves little room for positive reinforcement. Take the time to praise your employees for a job well done and watch morale rise.

Feeling like work never ends

The internet and the rise of smartphones have made it possible for employees to work at any hour. This does not mean that companies should always take advantage of this accessibility. By letting your employees unplug and enjoy time with their families and loved ones you are demonstrating that you respect their worth beyond what they can produce for your organization.

Keeping a deep reservoir of talent is key to the sustainability and success of any organization. We realize that it’s not always possible to hold onto every valuable employee, but some simple steps like those outlined above can give you a leg up on strategies to retain top performers. Respect, attention, and responsiveness are key to letting employees know they are heard and recognized as professional contributors.

Want to learn more about how to attract and retain top talent? Contact us today so we can discuss your hiring needs.

Here’s Why Minnesota Business Don’t Hire Someone

In business, there are times when you’re going to need to hire new employees or add to your temporary staff. If this is done right, it can lead to improved productivity and increased workplace morale. If it isn’t, the opposite effects can ensue. Here are some of the reasons that indicate a potentially bad hire.


Any time you’re desperate; you’re going to be in a bad situation. If you are hiring someone simply because you need to fill the spot, you might find yourself compromising on traits, values, or experience that previously would have been a necessity for you.

Social Obligation

If you’re hiring someone because you feel socially obligated, you may end up with someone who doesn’t take the job very seriously. If a relative or friend is pressuring you into hiring a certain individual, ask him or her to send your resume before the interview. If s/he doesn’t possess the skills you need, tell your relative or friend that you need someone who is a little more in line with your company’s needs.

They Look Good on Paper

If someone looks good on paper but doesn’t interview well, you may want to consider whether or not you should hire them. First of all, the resume could have been fabricated. Second, you should always go with your gut feeling when you meet someone in person. You could risk the safety of both your business and employees if you hire the wrong person after a bad in-person feeling.

They Live Close

It’s tempting to hire people who live close because they’re theoretically always ready to jump in for work. However, just because someone lives close does not mean they’re the best fit for your company. If they live close and meet your expectations, consider that a plus, but do not base your entire hiring decision on their proximity alone.



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

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.



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.