Tag Archive for: Hiring in Minnesota

4 Things You Need to Know About Workforce Shortages & Increasing Manufacturing Costs

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Workforce shortages are a significant problem facing manufacturers today. According to a recent survey by the National Association of Manufacturers, nearly 80% of respondents reported having difficulty finding qualified workers. This shortage has led to increased competition for workers, and as a result, wages have begun to rise. In addition, the shortage has forced manufacturers to invest more in training and development and new recruiting strategies.

As a result of these factors, manufacturing costs have risen significantly in recent years. The situation is only expected to worsen in the coming years as the baby boomers retire and the skilled workforce shrinks. Given these trends, it is clear that workforce shortages are a major driver of rising manufacturing costs.

Addressing the workforce shortage is critical to keeping manufacturing costs under control. Here are four things you need to know about the workforce shortage and its impact on manufacturing costs:

1. Manufacturing is Growing

The manufacturing industry is currently experiencing a period of solid growth. This demand is being driven by several factors, including population growth, increased disposable income, and new technologies that are driving the need for innovative products. As a result, many manufacturers are expanding their operations and hiring new workers. This trend is expected to continue in the coming years as the manufacturing industry continues to play a vital role in the global economy.

The manufacturing industry in the United States has shown significant growth. According to the National Association of Manufacturers, manufacturing employment has increased by nearly 1 million jobs since 2010. However, there is a shortage of workers to fill all the open positions available. In fact, the association estimates that there will be 2.4 million manufacturing jobs unfilled by 2028.

2. A Shrinking Workforce

The manufacturing industry is experiencing significant growth due to high demand. This has led to an explosive number of job openings in the industry as companies try to keep up. However, many openings are going unfilled due to the shrinking workface in the U.S. In order to combat this it’s important to understand the underlying factors:

1. Retiring Baby Boomers

To start, the baby boomer generation is defined as those born between 1946 and 1964. For decades, baby boomers have been the backbone of the manufacturing sector, but this demographic cohort is aging, and many are now retired or nearing retirement age. This trend is likely to continue in the coming years as more and more boomers retire. There are three reasons for this. First, manufacturing jobs are often physically demanding, and boomers are simply not as physically capable as they once were. Second, many boomers have been in manufacturing jobs for their entire careers and are ready for a change. Finally, boomer retirees will be replaced by younger workers who are often more educated and have more experience with new technology. This generational shift will significantly impact the manufacturing industry, and companies need to adapt to stay competitive.

2. Lack of Laborers Joining Workforce

As crucial workers vacate the workforce, more positions will be left unfilled, and hiring new talent to fill these key roles will become more pressing. Therefore, the second challenge facing the manufacturing sector is the lack of young people entering the workforce. Many young people are not interested in jobs in the manufacturing space. This is understandable given that the sector has often been associated with low-skill, low-pay jobs. However, the reality is that manufacturing has changed dramatically in recent years, and today it offers a wide range of career opportunities for skilled workers. To attract more young people to manufacturing careers, it is crucial to raise awareness about the sector and dispel some of the myths about what it is like to work in manufacturing. You can do this by showing them how they can use their skills and talents in a manufacturing setting. This makes the manufacturing industry more appealing, and young workers will be more likely to apply for these positions. By taking these steps, it will be possible to ensure that the manufacturing sector has a robust talent pipeline for years to come.

3. Declining Birth Rates

Finally, a significant demographic change affecting workforce shortages is declining birth rates. This means that fewer people are of working age, putting pressure on those who are working. This is compounded by the fact that people live longer and retire later. As a result, the pool of potential workers is getting smaller, while the number of individuals who are retired or close to retirement is continuously increasing. This has significant implications for public finances, as the percentage of the working-age population will need to support an increasingly large number of retirees. It also has implications for businesses, which will need to find ways to increase productivity to offset the impact of declining workforce numbers.

The shrinking workforce also has implications for the economy, as businesses will have a smaller pool of potential employees to choose from. As such, the government will have fewer workers to pay into Social Security and other entitlement programs. Therefore, the shrinking workforce could lead to higher taxes and reduced benefits for retirees. Ultimately, the shrinking workforce will have far-reaching consequences for the U.S. economy and society.

3. An Increase in Wages

The manufacturing industry is facing a unique challenge in the current economy. As stated, manufacturers have been struggling to find qualified workers due to demographic changes in the workforce. As a result, manufacturers are already feeling the pinch as they compete for talent. In order to attract and retain workers, many companies are being forced to offer higher wages and more attractive benefits packages. While this may seem like a good thing for employees, it actually puts a strain on the company’s budget because baby boomers are generally less expensive to employ than younger co-workers.

Ultimately, this is not an ideal solution for manufacturers that are struggling to keep costs down in an increasingly competitive marketplace. The situation is only expected to worsen in the coming years, so manufacturers will need to find creative solutions to address the talent shortage.

4. Skills Gap and Training Costs

The skills gap in manufacturing is a problem that will only become more pronounced in the years to come. Across the country, vocational programs are on the decline, and as a result, the skilled labor pool is shrinking. Once a mainstay of the American educational system, vocational programs have been gradually phased out in favor of a more traditional college-prep curriculum. A consequence of this is a decrease in the number of skilled workers available to fill high-demand jobs. In many cases, these jobs do not require a four-year degree, but they do require specialized training that can only be acquired through vocational programs. Therefore as a result, there are simply not enough skilled workers to fill these vital positions. This not only impacts the economy but also has a negative effect on social mobility and equality. The decline in vocational programs thus has far-reaching consequences that touch nearly every aspect of society.

To build upon this, as technology advances, the skills needed to operate modern manufacturing equipment is becoming increasingly complex. However because of the growing skills gap, the pool of workers who would normally fill these positions is shrinking. This leads to increased training costs for companies as they try to bring new workers up to speed. It also causes increased production costs as companies are forced to use less efficient methods due to the lack of skilled workers. In sum, the skills gap is a pressing challenge for manufacturers, and it will need to be addressed to maintain competitiveness in the global marketplace.

Where Do We Go From Here?

The manufacturing industry is facing a number of challenges that are putting upward pressure on costs. The talent shortage, the skills gap, and the decline in vocational programs are all significant problems that need to be addressed. However, there are some potential solutions to these problems.

1. Automating Manufacturing Processes

The current shortage of workers is causing many companies to re-evaluate their production processes. One solution that is gaining popularity is automation. Automation involves using machines to perform tasks that human workers would traditionally carry out. Although a significant initial investment is required to implement automation, it can ultimately help offset the cost increases caused by the workforce shortage. Additionally, automation can help to improve product quality and consistency, and it can also reduce production times. In effect, it is an increasingly viable option for companies struggling to maintain a sufficient workforce.

2. Investing in Training and Education Programs

As shown, the talent shortage, rising skills gap, and declining attendance in vocational programs are problems plaguing the manufacturing industry. One way companies can combat these issues is by partnering with local schools and community colleges to provide employees with the opportunity to gain the skills they need to be successful within their organization. This approach has several benefits. First, it helps ensure that employees have the skills necessary to be productive workforce members. This also helps to combat the rising skills gap affecting workforce shortages. Second, it helps to foster a sense of loyalty and commitment among employees, who appreciate the investment that their employer is making in their future. Finally, this approach can help reduce turnover rates, as employees are less likely to leave an organization if they feel that they have a clear path for career growth. By taking this approach, businesses can help address the talent shortage and position themselves for success in the years to come.

Another way to address the skills gap is to provide more on-the-job training opportunities or establish in-house training programs. This can be done by working with trade associations or by offering internships and apprenticeships. By offering internships and mentorship opportunities, businesses can give students the chance to gain hands-on experience in their desired field. Companies can also work with educators to help align their curricula with the needs of the workforce. As a result, students will graduate with the skills and knowledge businesses are looking for. By investing in future talent, companies can ensure that they will have the workers they need to compete in the global economy.

Preparing For the Future

As the economy continues to strengthen, businesses will face increasing challenges in finding and keeping quality employees. High demand for manufacturing development has led to an increase in job openings. However factors affecting the shrinking workface has made these key positions difficult to fill. In order to attract new talent and maintain productivity, business need to offer higher wages and invest in training as skilled workers become sparse. These added costs have hit manufacturers hard. Thankfully there are some solutions to these problems. Implementing automation processes and training programs can help to offset production costs and provide skilled workers. In all, understanding the underlying trends affecting workforce shortages will help you prepare for the future and adjust your hiring strategy accordingly.

If you are looking for a reliable and qualified workforce, Award Staffing is the perfect partner. We have a long history of providing quality employees to the manufacturing industry. Our team of experts can help you find the right employees for your organization to ensure your success. Contact us today to learn more about how we can help you address the workforce shortage and improve your bottom line.

The Growing Disparity of Unemployment in the Twin Cities

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A year ago, the Twin Cities were rapidly climbing out of the doldrums of the COVID-19 pandemic. Unemployment rates were falling, and jobs were opening up. But in the last 12 months, something changed. The landscape of unemployment in the Twin Cities is now vastly different than it was just a year ago. In 2021, there were more job openings than there were workers to fill them. And competition for employees in entry-level positions was fierce.

In 2022, the unemployment rate in the Twin Cities is lower than it was in 2021. While it is still true that there are more jobs than employees to fill them, that’s not because more people are working. In fact, the workforce has shrunk. Therefore, the number of people who are unemployed has also fallen, but not as quickly as the number of job openings.

Consequently, because of the shrinking workforce, there are fewer unemployed people and more available positions. And that has led to increased competition for entry-level positions. In the past, employers would usually give preference to candidates who had experience in the field. But now, with so many job openings and so few candidates, employers are giving preference to those who have the skills they need, regardless of experience.

So what does this all mean for employers in the Twin Cities?

In this blog article, we will explore the changing landscape of unemployment in the Twin Cities and how it is affecting employers. We will also provide some tips on how employers can adapt to this new reality.

Understanding Unemployment and Labor Force Participation Rates

One of the most common questions we get asked about or for is a more detailed understanding of both the unemployment and labor force participation rate. How are these two numbers different? Do they both matter when considering the strength of the economy and job market? Let’s break it down.

Unemployment Rate

The Bureau of Labor Statistics (BLS) is the government agency responsible for tracking unemployment rates in the United States. The BLS releases monthly reports on unemployment rates, which are calculated using a survey of 60,000 households. The BLS defines unemployed people as those who are not working but are actively looking for work.

The first thing to understand is that the unemployment rate is not a perfect measure of the health of the labor market. The unemployment rate only counts those who are actively looking for work. It does not count those who have given up looking or those who are working part-time but would prefer to be working full-time.

Labor Force Participation Rate

The labor force participation rate is a key economic indicator that measures the proportion of the population that is actively working or looking for work, including both employed and unemployed people. The civilian non-institutional population includes people who are 16 years old or older and are not in the military, prison, or an institution such as a nursing home.

This ratio is important because it can provide insights into the overall health of the economy and the level of unemployment. When the economy is strong, the labor force participation rate typically increases as more people are able to find jobs. However, during periods of recession, the labor force participation rate usually decreases as people become discouraged and stop looking for work.

The labor force participation rate is calculated by dividing the number of people in the labor force by the total population. It counts both the unemployed and those who are employed, regardless of whether they are working part-time or full-time.

The labor force participation rate can be analyzed further by breaking it down by age, gender, and education level. This can help to identify trends and understand how different groups are faring in the labor market. For example, if the labor force participation rate for men is declining while the rate for women is increasing, this could be a sign that women are gaining ground in the workforce. Ultimately, the labor force participation rate is a valuable tool for understanding the state of the economy and tracking changes over time.

The labor force participation rate rose steadily in the United States from the 1940s through the late 1990s, primarily due to the increased participation of women in the workforce. Since then, however, the rate has been on a downward trend, largely due to the aging of the population and other structural factors. The decline has been exacerbated by the COVID-19 pandemic, which led many workers to leave the labor force permanently.

Despite the recent decline, the labor force participation rate remains high by historical standards. In fact, it is still well above rates seen in other developed countries. This is due in part to the fact that many Americans are reluctant to retire, even when they have the opportunity to do so. As a result, the United States continues to have one of the highest rates of labor force participation in the world.

Together, these unemployment and labor force participation rates provide a clear picture of the health of the labor market. A low unemployment rate and a high labor force participation rate indicate a strong economy with plenty of job opportunities. By contrast, a high unemployment rate and a low labor force participation rate suggest a weak economy with few job prospects. Thus, the unemployment and labor force participation rates work together to tell us how competitive the labor market is.

The Historical Unemployment and Labor Force Participation Rate Trends

In order to better understand how the unemployment and labor force participation rates have changed over time, let’s take a look at some historical data for 7-county Twin Cities metro area.

The table below shows the unemployment rate and labor force participation rate for the 7-county Twin Cities metro area from 2018 to July 2022.

As we can see, the unemployment rate (blue) increased sharply in 2020 due to the pandemic. The labor force participation rate (orange) also declined during this time as people left the workforce. However, both rates have not had the same level of recovery.

The unemployment rate for the Twin Cities area has hit an unprecedented low. In July 2020, the unemployment rate was 3.8%. In July 2021, it declined further to 2.5%. And as of July 2022, the unemployment rate is an incredibly low 1.8%. This was the lowest unemployment rate ever recorded ever by the Bureau of Labor Statistics since they started recording this data in 1976.

The labor force participation rate, on the other hand, has not recovered as quickly. In July 2020, the labor force participation rate was 70.8%. In July 2021, it declined to 69.4%. As of July 2022, the labor force participation rate is still below where it was pre-pandemic, at 68.3%.

This is primarily due to the fact that many workers have been forced to stay home to care for children or other family members. In addition, many workers have simply chosen to retire early or take a break from the workforce altogether. As a result, the labor force participation rate is currently at its lowest level since 1978. While it is still too early to tell what long-term impact this will have on the economy, it is clear that the pandemic has had a major impact on employment in the United States.

Ultimately this has translated to a labor market where there are more job openings than there are people looking for work, let alone enough physical people to fill those roles. To be exact, there are almost 3 job openings for every 1 individual looking for work. This is a remarkable shift from just a few years ago and one that is having a profound impact on the labor market.

The most obvious consequence of full employment is that it becomes much harder for employers to fill open positions. With more job openings than there are people looking for work, employers have to offer higher wages and better benefits in order to attract and retain employees. This, in turn, puts upward pressure on inflation. Additionally, this can lead to bottlenecks in certain industries as employers struggle to find workers with the necessary skills.

The Future Landscape of Unemployment in the Twin Cities

The low unemployment rate and high labor force participation rate have created a very different landscape for unemployment in the Twin Cities. In the past, when the unemployment rate was high, there were many people looking for work and few job openings. This made it difficult to find a job, even if you were qualified.

Now, with the low unemployment rate and high labor force participation rate, the situation is reversed. There are more job openings than there are people looking for work. This means that employers are competing for workers instead of workers competing for jobs.

This shift will continue to cause issues in the three following areas:

1. Increasing Wages and Job Competition

The Minneapolis-St. Paul metropolitan area has long been known for its strong economy, and in recent years the Twin Cities have enjoyed low unemployment rates. Currently, the unemployment rate in the Twin Cities is just 2%, down from 3.1% a year ago. This tight labor market has led to increased competition for workers, and as a result, wages have begun to rise. Average hourly earnings in the Twin Cities for an entry-level warehouse worker have increased by 15% over the past year bringing the average hourly rate to $19 per hour.

The news that wages are finally starting to rise after years of stagnation is certainly welcome news for workers. However, it is important to keep in mind that this increase can put a strain on businesses. Many businesses have been operating on slim margins in recent years, and higher wages will eat into their profits. Additionally, higher wages are leading to inflation as businesses pass on their increased costs to consumers. This is particularly true for essential items like food and gasoline.

As a result, the increased cost of living is squeezing many households’ budgets. Nevertheless, the increased wages are helping to boost consumer spending, which is helping to offset some of the negative impacts of inflation. Overall, the recent increase in wages is having a mixed impact on the economy.

2. A Leaner Workforce

Minnesota’s workforce is projected to shrink in the coming years as baby boomers retire and fewer people enter the workforce. This shrinking workforce will make it even harder for employers to find qualified workers. The combination of an aging population and a declining birthrate means that there will be fewer people of prime working age in the future.

Already, there are more job openings than there are unemployed workers to fill them. The situation is only going to get worse as the baby boomers continue to retire. The shrinking workforce will have a ripple effect on the economy, making it harder for businesses to expand and lead to slower economic growth.

The shrinking workforce will also put pressure on the state’s social safety net programs. As the number of people paying into these programs decreases, the burden on those who remain will increase. This could lead to higher taxes or cuts in benefits. The shrinking workforce is a major challenge that the Twin Cities will need to address in the coming years.

3. An Ever-Widening Skills Gap

To no one’s chagrin, the current state of the economy has led to a situation in which there are more job openings than there are people looking for work. This shift has caused issues for employers by making it more difficult to fill current job openings.

The issue is exacerbated by the fact that many individuals in the workforce are not qualified for the jobs that are available. The result is that employers are forced to choose from a smaller pool of applicants, which often leads to them hiring less qualified employees. This can have a negative impact on the quality of work, as well as employee morale. In order to address this issue, employers need to be willing to invest in training and development programs that will help unemployed individuals gain the skills necessary to fill current job openings.

The skills gap is a major challenge facing the Twin Cities workforce. In order to address this issue, employers and employees will need to be willing to invest time and resources into training and development programs. Only then will the Twin Cities be able to close the skills gap and ensure that its workforce is prepared for the future.

The labor market has undergone a major shift in recent years and will continue to become more exasperated in the years to come. This means that there will continue to be more job openings than there are people looking for work. In effect, employers will continue to compete for workers instead of workers competing for jobs. The trend is being driven by a number of factors, including an aging population and declining birth rates.

As a result, the pool of potential workers is shrinking, even as the demand for labor remains high. This shift will have major implications for businesses and workers alike. For businesses, it will become increasingly important to offer competitive wages and benefits in order to attract and retain talent. For workers, it will be increasingly important to develop skills that are in high demand. The labor market is undergoing a major shift, and those who are able to adapt will be well-positioned for success.

Preparing for the Future of Hiring in the Twin Cities

According to a recent study by Lightcast, the Twin Cities workforce is facing a number of challenges in the coming years. The study found that the number of workers in the region is expected to decline by nearly 10 percent by 2030. At the same time, the number of job openings is expected to increase by less than 5 percent. As a result, competition for jobs is expected to become more intense.

In order to prepare for the future of hiring in the Twin Cities, employers need to be aware of the challenges that they will face. They also need to be willing to invest in hiring strategies that will help attract and retain employees in a competitive market.

Despite these impending challenges, there are five key activities that any organization can do to prepare for the future of hiring in the Twin Cities:

1. Target Candidates That are Already Working

When it comes to recruiting new employees, many businesses focus on targeting those who are unemployed. While this may seem like a logical solution, it can actually lead to a number of problems. First of all, unemployed individuals may not be the most qualified candidates. After all, they may have lost their previous job due to poor performance or a lack of skills. In addition, unemployed individuals may also be more likely to be a poor fit for your company’s culture. After all, they may not have the same commitment to the organization and may be more likely to job-hop.

By contrast, if you’re looking for the best candidates, you need to look for those who are already employed. Many of the individuals you are looking for may not even be actively searching for a new job. To find these individuals, you will need to use a targeted recruiting strategy. This may include attending industry events or using a recruiter who specializes in your industry. By targeting those who are already employed, you can be sure that you are finding the most qualified candidates. Not only will these individuals be more likely to have the skills you are looking for, but they will also be more likely to be a good fit for your company culture. As a result, using a targeted recruiting strategy is the best way to find qualified candidates who are already employed.

2. Sell Meaning and Satisfaction Beyond Pay

Contrary to popular belief, pay is not the number one priority for most job seekers. Studies have shown that money is only the fifth most important factor when it comes to job satisfaction. We’ve found that the hourly pay rate serves as an invitation to get a prospective candidate to listen and entertain an opportunity but does not determine whether or not they will accept an offer.

So, what are the most important factors when it comes to job satisfaction? We’ve found that the two important factors are: meaning and satisfaction.

Finding Meaningful Work

When it comes to finding a job that is meaningful, many individuals are looking for an opportunity to make a difference. They want to work for an organization that is doing something they are passionate about. In addition, they want to feel like their work is making a difference in the world. However, there are also many people who find meaning in their work without necessarily working for a “cause.” They may derive satisfaction from the challenge of their work, the opportunity to use their skills and talents, or simply the fact that they are helping to support themselves and their families.

Ultimately, the key is to position your job openings in ways that align and speak to the values of your ideal candidates. This means understanding what motivates them and then using that information to sell the opportunity.

Finding Satisfying Work

In addition to finding work that is meaningful, many individuals are also looking for work that is satisfying. To them, this means finding a job that they enjoy doing on a daily basis. It also means finding a job that offers them a good work/life balance. For example, if you are looking for a job in the customer service industry, you may want to find a company that offers flexible hours and the opportunity to work from home.

In order to attract and retain the best employees, you need to offer more than just a paycheck. Employees are looking for meaning and satisfaction in their work. They want to feel like they are part of something larger than themselves. To sell meaning and satisfaction, you need to focus on your organization’s mission and values. Make sure that your employees are aware of the impact they are making on the world.

By selling meaning and satisfaction beyond pay, you can be sure that you are attracting the best candidates. These individuals will not only be more likely to accept your offer, but they will also be more likely to stick around for the long haul.

3. Speeding up the Timeline From the Application to Offer

Companies often underestimate the importance of speed when it comes to hiring new employees. Traditionally the hiring process can be a lengthy one, and it’s not uncommon for openings to remain unfilled for weeks or even months. However, the longer a position remains vacant, the more likely it is that your top candidates will accept another offer. This is especially true in today’s job market, where candidates often receive multiple offers.

For example, the average entry-level candidate in the light industrial spaces has 4 job offers within 48 hours of applying to the original job they found. In order to increase your chances of making an offer that a candidate accepts, you need to speed up the timeline from the application to the offer.

There are a few ways to do this:

Identify the Key Qualifications

When you’re hiring for a new position, it’s important to take the time to identify the key qualifications that are required for the role. This will help you to weed out candidates who are not qualified for the job, and it will also help you to focus your search on those who are more likely to be a good fit. Once you’ve identified the key qualifications, you can use them to develop interview questions that will help you to assess each candidate’s suitability for the role. By taking the time to identify the key qualifications for the position, you can ensure that you hire the best possible candidate for the job.

Don’t Wait for the Perfect Candidate

The second step is to not wait for the perfect candidate. It is important to remember that there is no such thing as a perfect candidate. There will always be some qualifications that are more important than others. Instead, make an offer to a strong contender as soon as possible. This will increase your chances of making an offer that the candidate accepts.

For example, if you are looking for a customer service representative, you may be willing to overlook a lack of experience if the candidate has a pleasant personality. The key is to identify the qualifications that are most important for the position and to make an offer to a strong contender as soon as possible. By doing this, you will increase your chances of making an offer that the candidate accepts before entertaining other opportunities.

Keep the Lines of Communication Open

The third step is to keep the lines of communication open throughout the process so that candidates always know where they stand. The recruitment process can be a lengthy and complex one, with many different stages and touchpoints. Candidates may be interviewed by several members of staff, and their progress through the process can be tracked on various systems.

It is important that all stakeholders are kept up to date with the latest information and that any changes are communicated clearly. Keeping the lines of communication open will help to ensure that candidates feel informed and valued and that they are able to give their best performance at each stage of the process.

By following these three steps, you can be sure that you are making the most of your entry-level talent pool. By speeding up the timeline from application to offer, you will increase your chances of making an offer that a candidate accepts. And by keeping the lines of communication open, you will ensure that candidates feel valued and informed throughout the process.

4. Focus On Candidate Skills Rather than Qualifications

When it comes to finding the right candidate for a job, employers often place too much emphasis on qualifications. While it is important to find someone who has the necessary skills for the job, it is also important to consider a candidate’s soft skills and cultural fit. After all, the best candidate is not always the most qualified. Instead, the best candidate is the one who will be most successful in the role. Future success requires more than just the ability to do the job. It requires a good work ethic, the ability to work well with others, and the ability to adapt to new situations. In other words, it requires a candidate who has the right attitude and who will fit in with the company’s culture.

For example, a candidate who is a perfect match for your company’s culture is likely to be more successful and engaged than a highly qualified candidate who doesn’t share your company’s values. One way to assess a candidate’s fit with your company’s culture is to ask behavioral interview questions. These questions ask the candidate to describe how they have behaved in past situations, which can give you insights into how they would behave in similar situations at your company. Another way to gauge cultural fit is to ask the candidates about their hobbies and interests outside of work. Do their interests align with your company’s values? Finally, pay attention to how the candidates interact with you and other members of your team during the interview process. Do they seem like they would be a good fit with your existing team?

So when you’re evaluating candidates, don’t get too caught up in their qualifications. Instead, take a step back and consider whether they have the right personality and attitude for the job. After all, that’s what will ultimately determine whether they are successful in the role.

5. Invest in Training and Development

As the skills gap continues to widen, it is important for employers to invest in training and development programs. This will help ensure that your employees have the skills necessary to succeed in the future. Training and development programs will also help you attract and retain top talent. By investing in your employees, you are sending a message that you are committed to their success. Top talent wants to work for companies that are invested in their future. By offering training and development opportunities, you are making your company more attractive to top talent.

Employees who feel like they are constantly learning and growing are more likely to stay with a company for the long haul. So, not only will training and development programs help you attract top talent, but it will also help you keep them once they’re onboard. A well-designed training program will not only teach new skills and knowledge but will also give employees a chance to try out different roles and develop their careers within the company. There are a number of different ways to design training and development programs, but some common elements include mentorship programs, tuition reimbursement, and professional development workshops. By offering these kinds of opportunities, you’ll show your employees that you invest in their growth and development. And that’s a powerful incentive for anyone considering a job offer.

Winning the War on Talent Today and in the Future

As the Twin Cities continue to grow, so makes the demand for qualified workers. In order to meet this demand, employers will need to stay ahead of the curve when it comes to hiring. To be successful in attracting and retaining talent requires a different approach than in the past. It’s no longer enough to post a job ad and hope for the best. You need to be proactive in your approach. By understanding the changing landscape of unemployment and taking steps to address the skills gap, you can position your company as a leader in the war for talent.

The key is to understand what factors are driving the change and how you can adapt your recruiting strategy accordingly. The first step is to identify the source of your talent shortfall. This can be due to retirements, attrition, or simply not enough people with the right skillset applying for open positions. Once you know where the deficit lies, you can develop a plan to attract and retain top talent. This may involve offering competitive salaries and benefits, providing training and development opportunities, or creating a culture that employees want to be a part of.

Staying ahead of the curve requires continuous effort, but by making smart decisions about your recruiting strategy, you can ensure that your company has the talent it needs to succeed. But with the vast array of recruiting options available today, it can be tough to know where to start. That’s why it’s important to make smart decisions about your recruiting strategy. By focusing on quality over quantity and on building a strong employer brand, you can ensure that your company has the talent it needs to succeed.

Investing in a quality recruitment process is essential if you want to attract top talent. But sifting through resumes and conducting interviews can be time-consuming and expensive. So it’s important to have a clear idea of what you’re looking for before you start the recruitment process. Define the skills and experience that are essential for the role, and make sure that your recruitment team is aware of these criteria. That way, you can avoid spending time and money on candidates who aren’t a good fit for the job.

Building a strong employer brand is another key element of a successful recruiting strategy. Candidates today are bombarded with job offers, so it’s important to make your company stand out from the crowd. promoting your company as a great place to work, and highlighting your unique culture and values, will help you attract top talent and convince them to join your team.

By making smart decisions about your recruiting strategy, you can ensure that your company has the talent it needs to stay ahead of the curve in the war on talent.

 

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Life Principles for Personal Excellence

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Present times glorify hustle culture to the point that we have a tendency to think about our careers more than any other part of our lives. Whether you work from home or on-site/at an office, your job takes up 40+ hours of your week. Additionally, there is a ton of content in the online space that focuses on careers. Whether it discusses tactics for getting a job or how to do your best work on the job, what often gets missed is recommendations for personal life. Our professional and personal lives are intertwined and go hand-in-hand with one another. If we commit ourselves to personal excellence, it will show through in our professional lives and vice versa. Here are 10 principles to live by for personal excellence.

1. Develop Beneficial Habits

Habits are what will shape your life. It’s the things that you do consistently that will give you the results you’re looking for. Begin by deciding what you want in all areas of your life: money, relationships, health & fitness, etc. Then come up with habits that will get you closer to them. Habits can be hard to establish, but once you get through the initial forming of them, they will become a part of you. Choose wisely and you will notice them changing your life for the better.

2. Seek Knowledge, Not Just Results

Don’t get me wrong, we should always be striving to meet our goals. But we don’t want to get so focused on our results that we forget to do things for the experience, the pleasure, the experimentation, the exploration. Life is just as much about the memories and experiences as it is about making things happen for ourselves. Don’t burn out or miss all of the fun by always having an end in mind. You’re allowed to do things just because.

3. Learn Something New Every Day

Doing so will improve your life in more ways than one. The more knowledge you have, the better equipped you are to handle what life throws at you. You will also naturally start to have more confidence in yourself. It can also spark your interest in what will become a lifelong hobby or new career path. You will catch yourself starting to think outside the box and randomly being able to use the information you’ve learned as situations come up.

 

4. Lack of Planning Results in Less Than Achievement

No one is saying that you have to obsessively plan, but you will save a lot of time if you start your days with a plan instead of trying to wing everything. You also need to know what you’re working towards so you can break it down into small steps to create it. Planning will look different for everyone, do it in a way that works for you. The most important thing is just to have a plan and stick to it as often and as best as you can.

5. Distraction is the Enemy of Productivity

There are so many things in life that require your attention. Be sure that the majority of your time is being spent focused on building the life you want. Also, make it a point to eliminate things that are taking from you. Chores, long commutes, lack of planning, time-wasting habits, etc. This doesn’t mean that you can’t ever mindlessly scroll through social media, but do it intentionally instead of letting two hours go by and then wondering why you have no time left in your day for the important things.

 

6. Ability is Mostly about How You Spend Your Time

It’s easy to fall into the comparison trap and believe that someone else is talented at the thing you want or want to do. While ability can definitely give you the upper hand in some cases, working on your craft regularly is what will set you apart. Natural talent is only a part of it, don’t discourage yourself from trying and working at something just because you didn’t start out as skilled as someone else.

7.It’s Never Too Late to Be Great

Too many people choose not to act on something that they want because they fear that they started or are starting too late. If you choose to start now, you will surprise yourself with how far you’ve come in a year; especially if you’re consistent. If it’s something that you’ve been considering for a while now, it will keep coming up until you act on it. Start now, today it’s not too late, but someday it will be.

8. Do One thing that Scares You a Day

Taking small steps daily will help you diminish your fears and give you the courage to purse the bigger things that scare you. Doing one thing that scares you a day will help you grow as a person and see that we are much more capable than we ever imagined ourselves to be.

9. Take Your Sleep, Nutrition, and Exercise Seriously

You have two places to live, the earth and your body. When we’re younger, we like to believe that we’re invincible and can eat whatever we want, go without exercise, and run on just a few hours of sleep per night. As you get older this becomes less and less of the case and will start to affect your work performance and quality of life. You don’t have to treat life like a fitness competition, but you definitely want to make sure you’re taking care of yourself.

 

10. Do What YOU Want

In this lifetime, there are so many (and will continue to be) expectations put on us by society, family, and everyone in between. Especially if you decide to do something unconventional or even just outside of your usual, people are going to say something. You get one life to live, do it your way. If you choose to listen to everyone else instead of yourself, you will be missing out and constantly wondering what it would have been like if you had just done what you wanted. You’re the only one that has to live with yourself, no other explanation needed.

If you or someone you know is looking for a job, check out our latest job postings here.

Signs Your Hiring Process Isn’t Working for You

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We don’t go into the hiring process expecting it to fail, but bad hires happen—and they can cost your organization a lot of time and money. If you’ve been struggling to attract the right kind of employee, it might not be their fault. It could be that your hiring process isn’t working for you. Luckily, it’s easy to evaluate your hiring practices and make any necessary adjustments.

Signs your hiring process needs help

  • • High turnover. Didn’t you just do this six months ago? If you’re dealing with a high turnover rate, that’s a clear sign that you’re not finding the right fit for your company and the specific position.
  • • Long hiring times. If your hiring process take months to complete, it’s not necessarily a sign that you have too many great candidates to choose from. Good hiring processes don’t need to be long in order to find quality candidates.
  • • Low or no ROI. Are you spending months looking for a good employee? When you spend a lot of time, money and effort finding the right fit but aren’t successful, that’s another indicator that your hiring process needs to be revisited.
  • • Deficient applicant pools. When interest in the position is lower than you were counting on, it’s a sign that either your job description is lackluster, the compensation isn’t a fit for the type of candidate you’re looking for or that you’re not reaching the type of people you’re hoping to hire.
  • • Frequent withdrawals. Maybe your job description is stellar and you have a lot of qualified candidates to choose from, but they’re frequently withdrawing their interest sometime between the interview and the offer. That’s a sign that your interview process is too onerous. If candidates decline once you’ve made the offer, consider whether it’s compensation, your team or something else that makes you less attractive.
  • • Negative performance reviews. Are you hiring qualified candidates only to find that your managers and supervisors are unhappy with the choices? That indicates there’s a disconnect between your understanding of what they need from an employee versus what they actually want.

How to adjust your hiring process

  • • Evaluate the skills needed for the job. Talk with your management staff to discuss the specific skills they think successful candidates need, and have them articulate why. Decide whether what you’re asking for is a “need” or a “nice to have.”
  • • Revisit your job posting and compensation. Are you offering competitive compensation? We all want a bargain, but you shouldn’t expect to receive the equivalent of quality champagne on a Diet Coke budget. You can also adjust your job posting by asking staff members to review and identify ways to make it more compelling.
  • • Standardize your evaluation. Finally, make a list of what you’re evaluating and how you’ll score candidates—this makes the whole process more objective, and helps you look past personality.

Not attracting the right candidates for your open positions? Contact Award Staffing for help finding and hiring the right candidates for your company.

What to Expect from Your Candidate Pool in 2020

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Change is the only constant in life. After more than 30 years of staffing Minnesota companies, we know this all too well. This will be a big year for employers as they look to staff their companies amid changing technologies, geographies and politics.

Here’s what our staffing team predicts the hiring process will look like in 2020.

It’s an employee’s market

Talented and skilled employees are in charge. They have the power to select the jobs that are right for them. Companies will have to up their offers to compete and to recruit the most talented candidates. Competition isn’t just about building an attractive benefits package, but also advertising a strong culture. Companies need to present themselves as places where people want to be. These companies value their employees by promoting work-life balance and investing in education and training.

Candidates want a clear process

Job searches are tough. Candidates hate to spend a lot of time and effort applying without so much as an acknowledgment whether their materials were reviewed. The most competitive companies will have a clear hiring process that they relay through their staffing firm to ensure communications are clear and frequent. The clearer you are about your expectations and process, the more likely you are to find the right candidate.

Candidates are flexible with how they do their work

The assumption is that everyone wants a full-time job that comes with strong benefits. While that is ideal, it doesn’t fit everyone’s current situations. Some of your best candidates may only be interested in part-time work, freelancing or project-based assignments. They may want the flexibility to take other jobs or to manage other responsibilities like childcare. You might also be deterring candidates by not clarifying whether a job can be done remotely. Being flexible about how work is performed can help broaden your candidate pool.

Pedigree is less important than potential

Job postings are notorious for having impossible-to-meet requirements. Oftentimes entry level jobs demand college degrees and five years of experience. This eliminates perfectly capable candidates who could quickly learn the skills needed if the company invested in on-the-job training. Instead of focusing on finding a mythical ideal candidate, consider how you can train current and new employees to create the workforce your company needs.

Salary history is off-limits

Although there is no law on the books in Minnesota (yet), more and more states and cities are passing laws making it illegal to ask about a candidate’s salary history. This question can lead to companies underpaying candidates based off of their previous income. It can also eliminate qualified candidates who previously earned more but are willing to take the pay cut to work for your company. While this is technically still legal, you may want to reconsider how you structure your applications and interview process. What’s most important is the value the candidate could bring to your company right now.

If you’re curious about how your company can stay competitive with its hiring in 2020, Award Staffing can help. Contact us today to learn more.

Traits You Should Seek When Hiring Leaders

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When you are in charge of hiring for your company, you should hire employees who have leadership traits. This will allow you to give these employees growth potential and see if they can grow into long-term roles. Here are the traits you should seek when hiring leaders: 

Proactivity

If a potential candidate is proactive, they will make a good leader. This person will be able to see and act upon potential problems before they even become problems. You can test this trait in a potential employee by asking him what he or she would do in a certain problematic situation. If the answer has any hints of self-reflection, you can rest assured that this candidate is proactive.

Optimism

It’s important to remain optimistic when you’re a leader. If you hire someone who is a pessimist, it will be hard for him or her to take risks when risks are needed. This person will need to be able to inspire the team that works underneath them and keep everyone positive when times are tough. However, it’s important to make sure this person is not just an optimist, but also a realist.

Good at Listening

If a potential recruit is good at listening, he or she will make a good leader. The reason for this is that the leader will be able to take suggestions from other leaders or team members and effectively implement them. This means this person will also be able to keep him or herself from getting out of control if a situation needs to be reigned in.

Open-Minded

One very important quality of being a good leader is that the individual is open-minded. Often, situations arise in the business setting that are unexpected or less-than-ideal. You will need to hire someone who is open-minded and will be able to take a certain route even if it’s not conventional or entirely practical.

If you are looking for people who could potentially be leaders in your business, contact Award Staffing. We will find people who exemplify these positive traits and would be interested in taking on a leadership position in the future.

 

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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