Signs Your Hiring Process Isn’t Working for You

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

Signs your hiring process needs help

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

How to adjust your hiring process

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

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

Temporary Employees and Paid Sick Leave

Sick leave for all employees, including temporary ones, has been a hot topic for decades. Today, with the coronavirus pandemic, the topic is more important than ever. For employees, paid sick leave can make the difference between paying bills and watching expenses rack up, while many employers are concerned about keeping their businesses afloat. Temporary employees are in an even more vulnerable position, due to the transitory nature of their jobs, many of which do not offer benefits such as sick leave. State, federal and local laws vary, so it’s important to know what your sick leave obligations to your employees might be.

Minnesota sick leave laws

Minnesota doesn’t require employers to provide any kind of sick leave, but they may be required to provide unpaid leave under the federal Family and Medical Leave Act, and Minnesota’s Parental Leave Act. If an employer does choose to provide leave, they are required to perform to the terms in the employment contract, and allow employees to use that leave while caring for themselves, a sick or injured child, spouse, sibling, parents or parents-in-law, stepparent, grandchild or grandparent.

In fact, if an employer provides sick leave to employees, they are also required to allow that employee to take the leave while recovering from or caring for a person who has experienced domestic abuse, stalking or sexual assault.

Any employee who has worked at the company for a year or more, those who worked at least half-time in the last year, or any employer who has more than 21 employees at a job site and/or those who offer personal sick leave to employees are required to comply with the law.

Finally, if the employee has accrued more than 160 hours of paid sick leave, the employer can limit them using their hours to care for a family member—other than a minor child—to 160 hours.

Minneapolis sick leave policy

If your business is located within Minneapolis proper, you are subject to the Minneapolis Safe and Sick Time policy. This policy requires employers with 6 or more employees to provide paid sick leave to their workers and not prevent them from using it. Employees accrue one hour of sick time per 30 hours worked.

Employers also have the option to cap those sick leave hours to 48 hours total per year, and at 80 hours in their “bank.” Employers can increase those numbers, but never decrease them below the minimum standard. This goes into effect after the employee has worked 90 days at the company.

Temporary employees and sick leave

How does all of this work for temporary employees and the employers who use their services? According to the Safe and Sick Time policy, both the staffing agency and the employer are considered “employers” for the purpose of the law, and either or both must provide the required sick leave. However, they are not required to duplicate the benefits. If you’re located outside of Minneapolis, be sure to check local laws to see if there’s something similar in effect.

Award Staffing is here to help you navigate the challenges of staffing. Reach out to us to find temporary employees to staff your business.

Improve Your Hiring Process in the New Year

Many people like to make a New Year’s resolution – they’ll hit the gym more, read one book per week or learn how to cook that great dish. There’s also an opportunity for hiring managers to make some professional resolutions of their own. After helping many managers over the years, we have some thoughts on how you can streamline and improve your hiring process as we welcome 2020.

There are some basic steps that you can take to make sure that your hiring process is firing on all cylinders. These strategies have immediate benefits in the form of smoother recruiting and the retention of your best talent.

Standardize your process

Hiring processes, especially those at smaller organizations, can be all over the place. There might not be a clear process on who is interviewing candidates, how feedback is shared and who needs to be notified of the next steps. This is frustrating for employees and job seekers alike. We recommend standardizing this process so that everyone is on the same page regarding expectations and next steps. A flow chart is a good way to help everyone visualize these ideas.

Harness the power of social media

Social media is a powerful tool across all facets of our lives. Recruiting and hiring are no different. Candidates will research your organization across these mediums and it’s partially up to you to ensure that they like what they see. Interacting with job seekers via blog posts, tweets and postings on other networks will be integral to reaching top candidates for your openings.

Revamp your job postings

Think about your job descriptions that are currently posted. When’s the last time they were refreshed? Have you been posting the same description for the same role for a few years now? Chances are that its outdated, causing some candidates might be skipping right over it. Take the time to look back through your postings and make sure the language is spruced up and appealing to current job hunters.

Show candidates why your company is the best

Job seekers want to see companies putting real thought and effort into finding and retaining key personnel. Your website and hiring process should reflect how seriously your company takes the satisfaction of candidates. Your company benefits should be clearly described on your website, for example, and your hiring team should be prompt in providing feedback on all applications.

Seek outside help

Another option for hiring managers to consider is using an agency for positions that have been difficult to fill. Our team is a professional and detail-oriented group that knows how to draw the best talent for your organization. We deliver the results that dynamic companies need, and we can help you achieve your hiring goals.

Every new year brings an opportunity for individuals and businesses to assess and improve themselves. Your hiring process should be part of this reflection and evaluation. An improved hiring strategy will pay dividends for years to come and help ensure a fruitful and sustainable future for your organization. Contact us today so we can discuss your hiring needs.